Monday, September 2, 2013

4 Great Reasons why Jeff Bezos is buying 

The Washington Post

Most people were stunned to learn that Bezos paid $250 million to buy the storied but troubled Washington Post. The newspaper suffered a 44 percent drop in revenue over the past six years. Inscrutable as ever Bezos was vague about his intentions. But it’s likely he’ll bring some Amazon management techniques to the Post and encourage experimentation without regard for short-term profits and losses.

No one knows for certain thinks Stone, but expect to see that his overarching goal will be to create a thriving new media species on the digital frontier.

Writing for Business Insider for which he is also an investor Henry Blodget sees some similarities between the digital news business and his e-commerce business no one in the news business has really capitalized on yet. Exactly what are these similarities are is expanded in his commentary:

Digital news and e-commerce businesses can be something that no traditional competitor can be: infinitely broad and infinitely deep. Stores and traditional media properties are limited by space constraints: They either have to be specialized, like Best Buy or Automotive Week, or, generalists, like Wal-Mart or the current Washington Post. Digital businesses don’t have those constraints. They can be both broad and deep.

“Another similarity is that digital news and e-commerce businesses can be deeply personalized. Just as every return visitor to Amazon sees a different front page, every return visitor to a news site can be presented with a different story selection.

A third similarity is that, in commerce and media, you don’t have to own the whole market to do well. Tech businesses tend to be winner-take-most. Media and commerce, meanwhile, are vast, fragmented markets in which a small share can eventually become a big business (so you don’t have to totally dominate to win).

Lastly, I’d guess that Jeff Bezos thinks there are many ways in which the news business might be complementary to Amazon.

In addition, Blodget advances four reasons why he believes that the Post’s news business may be complementary with Bezos’ Amazon:
  1. Amazon is already in the content production and distribution business — and news is just another kind of content. Amazon distributes massive amounts of print and digital content. The content the Washington Post publishes and distributes could be bundled or distributed with that content. And, similarly, the content that Amazon produces — mainly commerce-related, but increasingly media — could be integrated with the Washington Post’s content, offering more choices for customers and consumers.
  2. Amazon is already in the subscription and media-gadget businesses. Subscribers to Amazon’s “Prime” delivery service already get to watch free movies and TV shows. Amazon Kindle buyers already have access to free books. It’s easy to imagine that Prime subscribers and Kindle buyers will soon have convenient, free access to the Washington Post — and that this access might make a Prime subscription or Kindle ownership more valuable. Washington Post reporters, meanwhile, could produce an endless supply of e-books and Kindle Singles.
  3. “News” is the digital equivalent of a high-traffic intersection: As people pass through to figure out what’s happening they might also stop to do some shopping. Content and commerce companies have long dabbled with combining the two experiences, but no one has really nailed it. Given Amazon’s expertise in affiliate marketing and advertising, it’s not hard to imagine that the Washington Post could quickly become a laboratory for the next generation of integrated content and commerce.
  4. Amazon is getting into the local physical delivery business — a business that the Washington Post is already in. Could stuff ordered from Amazon be delivered with your morning newspaper? Why not? And your daily newspaper — or parts of it — could certainly be delivered in a box with your Amazon stuff. I doubt that Bezos is really interested in the print version of the Post, but as long as it exists, it might be fun to fiddle with.

In short, there are lots cool synergies that Jeff Bezos and Amazon might want to experiment with”.
Fuente: Chief Executive

WORTHLESS, according to Dilbert

CARENTE DE VALOR, según Dilbert




Created by Scott Adams, Dilbert is about the world's most famous -- and funny -- dysfunctional office


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INICIA Lunes 21 de Abril de 2014 en UTN, Universidad Tecnológica Nacional

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Monday, August 26, 2013

3 Nuevos Programas Ejecutivos y 1 Nuevo Taller
(en UTN é IN COMPANY)


Estimados Colegas y Amigos

Nos place informarles que hemos terminado los Contenidos correspondientes a los Programas Ejecutivos en:
  1. PENSAMIENTO ESTRATÉGICO
  2. MANAGEMENT ESTRATÉGICO
  3. GESTIÓN DEL CAMBIO
y al Taller:
  1. ESTRATEGIAS EFECTIVAS PARA ESCENARIOS TURBULENTOS
que serán dictados en Modalidad Presencial:
  • en UTN, Universidad Tecnológica Nacional (Buenos Aires, Argentina, Octubre 2013, 1º Edición).
  • IN COMPANY, adecuando sus contenidos, extensión, etc. a las necesidades puntuales de cada Empresa, local o regionalmente (LatAm - América Latina).

Cada uno de los 3 Programas Ejecutivos y el Taller tendrá una duración de 27 horas presenciales, y podrán ser cursados por separado, y sin orden preestablecido, otorgando créditos acumulativos para MEyGC - CEU EN MANAGEMENT ESTRATÉGICO y GESTIÓN DEL CAMBIO.

En breve hallarán los Contenidos detallados por este medio.

Hasta entonces, si tienen consultas, por favor dirigirse a:

Dr. Miguel Angel Medina Casabella, MSM, MBA, SMHS
CEO at MANAGEMENT SOLUTIONS GROUP LatAm
Postgraduate Career Director & Professor
Universidad Tecnológica Nacional
Founder & ViceChairman, GWAA LatAm Chapter
Former Coordinator & Professor, HSML Program for LatAm
The George Washington University
Work Phone: ( 0054) 11 - 3532 - 0510
Mobile Phone (Domestic): ( 011 ) 15 - 4420 - 5103
Mobile Phone (Int´l): ( 0054) 911 - 4420 - 5103
Skype: medinacasabella

Saludos cordiales para todos !!!


IMPORTANTE:
MEyGC (Posgrado en Management Estratégico y Gestión del Cambio, ver Blog), GOSyF (Posgrado en Gestión de Organizaciones de Salud y Farma, ver Blog), así como los 3 Nuevos Programas Ejecutivos y el Taller pueden ser dictados "IN COMPANY", adecuando sus contenidos, extensión, etc. a las necesidades puntuales de cada Empresa, local o regionalmente (LatAm - América Latina)


© Copyright Miguel Ángel Medina Casabella

© Copyright MANAGEMENT SOLUTIONS GROUP LatAm

Inversiones Globales: ¿qué pasa si China se cae?


El crecimiento descomunal del Gigante Asiático parece haber llegado a su fin. O por lo menos, ese es el temor en los mercados globales por estos días.

Tal como sucedió en Estados Unidos en 2008, muchos temen que el sector financiero de China se vea afectado por el crecimiento desmesurado de este sector de la economía, acompañado con altos niveles de crédito y endeudamiento.

En las últimas dos semanas, las noticias en torno a las proyecciones de crecimiento económico a la baja que llegaron desde la segunda potencia económica mundial ayudaron a empujar el derrumbe generalizado de las Bolsas mundiales, ya sensibilizadas por la posibilidad de que la Reserva Federal se decidiera a retirar los estímulos de su política monetaria expansiva que beneficiaron tanto a la economía estadounidense como a los inversores globales en estos últimos años.

Sucede que el banco central chino había pedido a las entidades comerciales que realizaran una sintonía fina respecto del nivel de créditos que otorgaban, ante un contexto que se agravaba en cuanto a los riesgos para el conjunto del sistema.

Y aunque la entidad tomó medidas para garantizar a los mercados que proveerá efectivo a las instituciones financieras que lo requieran, mejorando la liquidez, la tensión se mantiene. Se rumorea que el Banco Popular de China le pidió a los grandes bancos que atesoren más liquidez  pero las entidades son reticentes a entregar más billetes antes del fin del trimestre, afirmó el analista Jiang Chao, en una entrevista a The Wall Street Journal.

El banco central intervino para mantener a raya a las tasas de interés para préstamos, que se habían disparado niveles del  14%. Gracias a una inyección de 8.000 millones de dólares, las tasas lograron bajar al 9%.

Sin embargo inversores chinos se mostraron muy preocupados de quedar atrapados en una posible crisis bancaria. De hecho, el domingo pasado unos 18.000 cajeros automáticos del ICBC, el mayor banco del país dejaron de funcionar durante dos horas, lo que hizo explotar los comentarios en las redes sociales y dio lugar a los rumores más extremos respecto de una inminente contracción del crédito. Finalmente la entidad un comunicado indicando que se trataba de una actualización de sus sistemas informáticos, pero igual quedó la sensación de que cualquier cosa podría pasar en los próximos meses.

Según publicó el diario argentino El Cronista Comercial, el sector informal es el gran problema del sector financiero chino, que alcanza al 16% del total de depósitos  que andan dando vueltas en el sistema financiero chino, y cuyo monto global equivale a 2 billones de dólares, cuando cinco meses atrás era de sólo US$ 81.000 millones.

“Este segmento incluye empresas estatales que tienen un acceso privilegiado al crédito público y que, en lugar de invertir, les resulta más rentable prestar esos fondos a otras empresas o pymes. Además, estos prestamistas que cobran tasas usurarias son financiados en gran parte por colocaciones de particulares, atraídos por las mayores tasas que pagan (en comparación con los bancos públicos). Esto hizo que a fines del año pasado, el Banco Central declarara que este mercado paralelo generaba enormes riesgos para el país”, dice el diario argentino.

“Hasta ahora, la noticia de la contracción crediticia no pasó de un rumor, desmentido por el sistema de medios oficiales. Pero igual resulta difícil para las autoridades evitar que fluyan los comentarios en internet, principalmente respecto del temor de que se repita un “momento Lehman” entre los bancos chinos. A pesar de ello, según dijo el gran inversor Warren Buffett, “la marea está bajando y el sector bancario está nadando sin ropa”, por lo que al gobierno no le va a quedar más remedio que enfrentar la situación”, continúa.

En momentos en que la economía crece su tasa más baja de los últimos 13 años, por debajo del 8% anual, una contracción del crédito implicaría enfriar aún más la economía.

Esto podría ser un gran problema tanto para la reactivación de Estados Unidos y Europa como para todas las Bolsas a nivel global.

Fuente: Inversor Global

MANAGEMENT, according to Dilbert

GERENCIA, según Dilbert




Created by Scott Adams, Dilbert is about the world's most famous -- and funny -- dysfunctional office



Haciendo click en el link de abajo, accederás a los Contenidos del

Programa Ejecutivo en PENSAMIENTO ESTRATÉGICO

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INICIA Lunes 21 de Abril de 2014 en UTN, Universidad Tecnológica Nacional

Consultar por opción IN COMPANY a: msg.latam@gmail.com


Tuesday, August 20, 2013

Your Personal Brand is More Than just Your Job
by Liz Ryan
A decade ago it was easy to manage your personal brand. Back then, a personal brand was no more complicated than “I’m an Inventory Analyst for Sears”.

When LinkedIn (LNKD) launched in 2003, I’d use that as my job title on the site without thinking twice about it. Nowadays, personal branding is more complicated.

We have a brand that’s separate from the one our employer has designated for us—that is, different from our job title. Whether we reflect it on our LinkedIn profile or not, we’ve got a brand, a network, and, in the best case, a plan for our career that is distinct from our employer’s plan for us. (Begging the question: Does your employer have a plan for your career?).

Employment is over, and the sooner we accept that knowledge, the better for us, whether we’re employees or CEOs. The social contract that HR people like me worried about in the 1980s is shredded. The corporate ladder lies in sawdust at our feet. A career today is a series of assignments, whether with one employer or many; long tenure in one shop doesn’t guarantee continued employment with that firm, for 20 years or 20 minutes. When we talk about a solid company, we’re saying that the entity has been around a long time; we’re not saying the same people have been there for a long time, or that anyone employed in that organization will necessarily be working there tomorrow.

I worked for a great company in Chicago called U.S. Robotics, which was sold in 1997 to another firm called 3Com. A few years later, 3Com sold off the name U.S. Robotics to another outfit that had zero connection to the original firm, but which claimed to be a trusted name in data communications for decades. Trusted name? No doubt. Same people, same vision, same mojo; that’s anybody’s guess?

These days we’re all independent contractors, although some of us are paid via W-2. The distinction between “inside” and “outside” people—a cultural divide 15 years ago—is a payroll detail now. Each of us is responsible for our own career. We are CEOs of small businesses, even if we’re full-time salaried employees. This is one of the reasons personal branding has become a sensitive topic. Employers want to control their employees’ branding, and they try to exercise that control via social media usage policies, but is that fair? Any employee could be looking for a new job tomorrow. An employee needs a network and a reputation (for thought leadership, for instance) as badly as the employer needs those assets on its own balance sheet.

The ramifications of this monumental shift are big, but employers have been slow to change their thinking about leadership and HR practices. If we want to hire and keep smart and savvy people—the ones who can best burnish a corporation’s brand—we have to work harder at managing in this ecosystem. The sharpest people know that their personal brands, their résumés, and their networks are their most valuable assets. They aren’t willing to turn over those gems to a large employer in exchange for just a paycheck.

They demand plum assignments (aka résumé fodder), varied responsibilities (ditto), and life/work flexibility. The employers who get the memo first will snag and keep the brightest lights in the talent ecosystem, which is to say the people with the most (and most appealing) alternatives. That’s how supply and demand works.
Is your organization tuned in to the 2013 talent marketplace? If so, by now you’ve likely shed hidebound performance-review systems and pointless forced-ranking exercises.

You’ve probably burned the policy manual and shifted closer to a results-only culture. How could it be otherwise? Those employers who cling to past practices will lag their competitors. If you’re in one of those organizations—or, even more unfortunately, running one—consider this a memo from the future. Employment is over, and so is the superstructure of tedious, overbearing, fear-based management practices that kept employees quiet, complacent, and disconnected from the world outside their corporate walls for so long.

Will your firm stride into this new world fearlessly? Or pretend that nothing has changed?
Fuente: THE MANAGEMENT BLOG, Bloomberg Businessweek

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Programa Ejecutivo en PENSAMIENTO ESTRATÉGICO

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INICIA Lunes 21 de Abril de 2014 en UTN, Universidad Tecnológica Nacional

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DEADLINE, according to Dilbert

PLAZO DE ENTREGA, según Dilbert




Created by Scott Adams, Dilbert is about the world's most famous -- and funny -- dysfunctional office



Haciendo click en el link de abajo, accederás a los Contenidos del

Programa Ejecutivo en PENSAMIENTO ESTRATÉGICO

http://msg-latam-meic.blogspot.com.ar/2014/03/programa-ejecutivo-en-pensamiento.html

INICIA Lunes 21 de Abril de 2014 en UTN, Universidad Tecnológica Nacional

Consultar por opción IN COMPANY a: msg.latam@gmail.com