human - Blog - Global Risk Community2024-03-29T13:52:17Zhttps://globalriskcommunity.com/profiles/blogs/feed/tag/humanHuman Growth Hormone Applications and Key Market Trendshttps://globalriskcommunity.com/profiles/blogs/human-growth-hormone-applications-and-key-market-trends2020-04-10T06:38:46.000Z2020-04-10T06:38:46.000ZKBV Researchhttps://globalriskcommunity.com/members/KBVResearch<div><p>Growth hormone (GH) treatment has been a prevalent treatment for children with severe growth hormone deficiency (GHD). Nevertheless, today, with an excess of recombinant <a href="https://www.kbvresearch.com/human-growth-hormone-market/">human growth hormon</a>(rhGH), it is also used to treat a wide range of other conditions. RhGH may be used to treat short-term GH deficiency (GHD), insufficiency, and other disorders leading to poor growth.</p><p></p><p><a href="{{#staticFileLink}}8028317072,original{{/staticFileLink}}" target="_blank"><img src="{{#staticFileLink}}8028317072,original{{/staticFileLink}}" class="align-center" alt="8028317072?profile=original" /></a></p><p></p><p>At present, it is also used in patients with chronic renal failure (CRF), Prader Willi syndrome (PWS), Turner syndrome (TS), small gestational age (SGA) with no upward development of 2 years, idiopathic short stature (ISS) and some short-term dysmorphic syndromes. Through the growth hormone therapy, many children can attain adult heights better than expected- on the basis of their growth pattern of pretreatment.</p><p></p><h2><strong>All about human growth hormone</strong></h2><p>Growth hormone (GH) is an ancestral hormone in the anterior pituitary and is episodically secreted from somatotroph cells. The physiology and control of GH have been a significant area of research interest in the field of endocrinology since the discovery of its numerous and complex effects.</p><p>The human growth hormone has a broad variety of roles in physiological functions. HGH primarily affects cell development, metabolism, and differentiation by influencing the GH-IGF1 development axis promotes protein synthesis, and accelerates fat and mineral metabolism to develop bones, viscera, and muscles. This may also influence the role of the immune tissue, brain tissue, and the hematopoietic system.</p><p></p><h2><strong>Human growth hormone applications</strong></h2><h3><strong>Prader-Willi Syndrome</strong></h3><p>Prader-Willi syndrome is a complex genetic disorder involving multiple body parts. In infancy, this syndrome is characterized by low muscle tone (hypotonia), difficulties in eating, slow development, and delayed development. Beginning in puberty, the individuals affected grow an insatiable appetite that contributes to chronic overeating (hyperphagia) and obesity. Some people with Prader-Willi syndrome often develop type 2 diabetes (the most common form of diabetes), especially those with obesity. Recombinant human growth hormone (rhGH) therapy in children with PWS improves symptoms, and early diagnosis results in more favorable outcomes.</p><p></p><h3><strong>Idiopathic Short Stature</strong></h3><p>Short stature may either be a natural growth type or can be caused by a disease. Beyond the first year or two of life, the most common causes of short stature are family (genetic) short stature and delayed (constitutional) growth, which is natural, non-pathological variants of development. A common reason for referral to a pediatrician is shorter stature or poor growth. In children with causes such as dietary deficit, short family size, constitutional development and puberty delay, chronic systemic disease or malabsorption (including celiac disease), hypothyroidism, growth hormone deficiency needs to be addressed. </p><p></p><h3><strong>Turner Syndrome</strong></h3><p>Turner's syndrome is a chromosomal condition that affects female growth. Turner syndrome's most prominent characteristic is short stature, which becomes evident at about age 5. It is also very normal to have an early loss of ovarian function (ovarian hypofunction or premature ovarian failure). The ovaries typically develop at first, but generally egg cells (oocytes) die prematurely and most ovarian tissue degenerates before birth. Many affected girls do not undergo puberty unless they are treated with hormone therapy, and others are unable to conceive (infertile). By young adulthood, a small number of females with Turner syndrome maintain normal ovarian function.</p><p></p><h2><strong>Human growth hormone trends that shape the industry growth</strong></h2><h3><strong>Human growth hormone for Mucopolysaccharidoses and growth hormone deficiency</strong></h3><p>Treatment with recombinant human growth hormone in Mucopolysaccharidoses (MPS) affected patients is considered if a concomitant diagnosis of growth hormone deficiency is demonstrated. Due to the normal development of disease-related skeletal malformations and the lack of patients treated, the short- and long-term effects of recombinant human growth hormone in this selected population are still debated. Recombinant human growth hormone appears to have effectively reversed the deceleration of growth experienced by patients with growth hormone deficiency diagnosed with MPS, at least within the first 12–24 months of treatment.</p><p></p><h3><strong>Human growth hormone for weight training and bodybuilding</strong></h3><p>The human growth hormone is very common among bodybuilders and athletes due to the many benefits it offers. Besides burning fat, it is also very effective for muscle building. Because of a possible muscle growth and strength benefit, bodybuilders and athletes who have been tempted to take performance-enhancing drugs and supplements such as steroids have taken HGH to achieve an athletic advantage, or for rapid, aesthetic muscle growth. Because digestion can break down HGH taken orally, it is injected when it is used as a supplementary drug. The bodybuilding industry was the first to find that HGH wasn’t just some drug to help growing children. This industry was also the first to quickly understand HGH’s anabolic properties and it could help them in achieving their only goal of a huge, youthful, well-ripped body.</p><p></p><h3><strong>Human growth hormone to slow down the aging</strong></h3><p>Some define the human growth hormone as the secret to stopping the aging process. Growth hormones drive childhood development and help keep tissues and organs healthy. It is formed by the pituitary pea-sized gland — located at the base of the brain. However, beginning in the middle ages, the pituitary gland gradually decreases the amount of growth hormone that it releases.</p><p>This natural slowing has sparked an interest in using synthetic human growth hormone (HGH) as a way to stave off some of the changes associated with aging, such as diminished muscle and bone mass. Limited and inconsistent reports of healthy adults taking human growth hormone are. While human growth hormone appears to be able to increase muscle mass and reduce the amount of body fat in healthy older adults, the increase in muscle does not translate into increased power.</p><p></p><p><strong>Free Valuable Insights:</strong> <a href="https://www.kbvresearch.com/news/human-growth-hormone-market/">Global Human Growth Hormone Market to reach a market size of USD 7.1 billion by 2025</a></p><p></p><h2><strong>To conclude</strong></h2><p>The Human Growth Hormone Market is witnessing a surge in its adoption majorly due to the growing rate of the geriatric population. Among others, the aging population is more vulnerable to health problems like cataracts, arthritis, dementia, cancer, and CVDs, which require ongoing medical care, driving vast demand for elderly health facilities. According to W.H.O., from 900 million in 2015 the world’s geriatric population, 60 years of age and older, is expected to exceed 2 billion by 2050.</p></div>The 3 Effective Tests of Assessing Human Dynamics of the Boardhttps://globalriskcommunity.com/profiles/blogs/the-3-effective-tests-of-assessing-human-dynamics-of-the-board2020-03-06T06:36:07.000Z2020-03-06T06:36:07.000ZJoseph Robinsonhttps://globalriskcommunity.com/members/JosephRobinson808<div><p>Many Boards have improved their structures and processes. Yet, despite all the corporate-governance reforms undertaken, many <a href="http://flevy.com/blog/wp-content/uploads/2019/12/pic-1-Board-Excellence-Human-Dynamics-300x200.jpeg" target="_blank"><img src="http://flevy.com/blog/wp-content/uploads/2019/12/pic-1-Board-Excellence-Human-Dynamics-300x200.jpeg?profile=RESIZE_710x" width="300" class="align-right" alt="pic-1-Board-Excellence-Human-Dynamics-300x200.jpeg?profile=RESIZE_710x" /></a>Boards failed the test of the financial crisis. This shows that even if the <a href="https://flevy.com/business-toolkit/board-of-directors">Board of Directors</a> is stacked with high qualified members and best practices, these are not enough.</p><p><a href="https://flevy.com/browse/flevypro/board-excellence-human-dynamics-3999">Human Dynamics</a> has come to fore in today’s highly volatile business environment. Without the right Human Dynamics, there will be a little constructive challenge between independent Directors and Management, no matter how good the Board’s processes are.</p><p>Without Human Dynamics, the Board’s contribution to the company’s fortune is likely to fall short of what it could and should. This is also a concern for executives who are not Directors but report to the Board. Without Human Dynamics, it makes it difficult for them to develop healthy and productive relationships with their Boards. This can have a dire effect on <a href="https://flevy.com/browse/stream/strategy-development">Strategy Development</a> or when organizations are undergoing <a href="https://flevy.com/browse/stream/transformation">Business Transformation</a>.</p><h3>The Importance of Human Dynamics</h3><p>Human Dynamics is an organizational state where collaborative CEO and Directors think like owners and guard their authority. Without the right Human Dynamics, there will be a little constructive challenge between independent Directors and Management.</p><p>Why is Human Dynamics important? When there is a lack of Human Dynamics between CEO and Directors, this can lead to an ineffective performance in the Boardroom. Board’s contribution to the company’s fortunes will fall short of what it could and should be. Non-director executives will have difficulty developing a healthy and productive relationship with the Board. Most importantly, aspiring Directors will be unable to learn what it means to be a good corporate Director.</p><p>This can be detrimental to the organization and can direly affect its competitive advantage. However, achieving the right Human Dynamics is not easy. Understanding and identifying the contours of such a fluid interpersonal exchange can be a challenge to both the Board and the CEO.</p><h3>The 3 Tests in Assessing the Board’s Human Dynamics</h3><p>While it may be a challenge, building the right Human Dynamics between the CEO and the Directors is essential. There are 3 Tests executives can use to guide them in assessing the <a href="https://flevy.com/browse/flevypro/board-excellence-human-dynamics-3999">Board’s Human Dynamics</a>.</p><p><a href="https://flevy.com/browse/flevypro/board-excellence-human-dynamics-3999" target="_blank"><img src="http://flevy.com/blog/wp-content/uploads/2019/12/pic-1-Human-Dynamics-3-Tests-1024x746.png?profile=RESIZE_710x" width="750" class="align-full" alt="pic-1-Human-Dynamics-3-Tests-1024x746.png?profile=RESIZE_710x" /></a></p><ol><li><strong>Board Ownership Mindset</strong>. Currently, outside Directors continue to be passive participants. They do not challenge Management beyond asking a few questions during Board meetings. This test is focused on building Boards to be vital stewards of the organization.</li></ol><ol start="2"><li><strong>CEO Collaborative Mindset.</strong> CEOs nowadays are failing to inform or involve the Board on critical developments such as merger discussions. As a result, there can be a breach of trust which can cost the CEOs their job. The second test ensures that a collaborative CEO is in place.</li></ol><ol start="3"><li><strong>Board Authority & Independence</strong>. The third test is focused on enabling the Board to protect its stand and independence. This is necessary when the authority of the Board is being chipped away as the CEO experiences greater success. There is also less robust questioning of Management’s proposal or worst, the readiness of the Board to agree to unreasonable demands on executive remuneration.</li></ol><p>The 3 Tests for Boards is an effective guiding principle in developing the right <a href="https://flevy.com/browse/flevypro/board-excellence-human-dynamics-3999">Human Dynamics between the Board and the CEO</a>. When it comes to well-functioning Boards, best practice structures are not enough. It is essential that the right Human Dynamics exists as it can help the Board and Management to fulfill their potential.</p><p>Interested in gaining more understanding of <a href="https://flevy.com/browse/flevypro/board-excellence-human-dynamics-3999">Board Excellence through Human Dynamics</a>? You can learn more and download an <a href="https://flevy.com/browse/flevypro/board-excellence-human-dynamics-3999">editable PowerPoint about Board <strong>Excellence: Human Dynamics</strong> here</a> on the <a href="https://flevy.com/browse">Flevy documents marketplace</a>.</p><p><strong>Are you a management consultant?</strong></p><p>You can download this and hundreds of other <a href="http://flevy.com/pro/library/frameworks">consulting frameworks</a> and <a href="http://flevy.com/pro/library/consulting">consulting training guides</a> from the <a href="http://flevy.com/pro/library">FlevyPro library</a>.</p></div>When Demand for Added Value from Strategic Functional Organizations Becomes the Priority, Where Are We?https://globalriskcommunity.com/profiles/blogs/when-demand-for-added-value-from-strategic-functional2019-12-14T07:30:00.000Z2019-12-14T07:30:00.000ZJoseph Robinsonhttps://globalriskcommunity.com/members/JosephRobinson808<div><p>Functional organizations are facing dramatic changes. Businesses are becoming more focused around capabilities and demand leaders of<a href="http://flevy.com/blog/wp-content/uploads/2019/03/Strategic-Functional-Organizations-300x210.jpg" target="_blank"><img src="http://flevy.com/blog/wp-content/uploads/2019/03/Strategic-Functional-Organizations-300x210.jpg?profile=RESIZE_710x" width="300" class="align-right" alt="Strategic-Functional-Organizations-300x210.jpg?profile=RESIZE_710x" /></a> functions to play a more strategic role. With a less stable environment and more intense competition, a premium is put on agility and flexibility with an increased emphasis on performance results. In effect, functions are pressured to boost operation excellence while reducing costs.</p><p>But given the day-to-day transactional needs of business and the long-range in-depth efforts to build distinctive capabilities, how can Functional Leaders take on a new strategic role. With this dilemma, a new functional agenda is required.</p><h3><strong>The Dramatic Changes Facing <a href="https://flevy.com/browse/flevypro/the-strategic-functional-organization-3710">Functional Organizations</a></strong></h3><p><strong> </strong>Functions exist to carry out many specialized tasks that our company needs to be done. <a href="https://flevy.com/business-toolkit/human-resources-hr">Human Resources</a> recruit employees, manage benefits transactions, and oversee the evaluation and promotion process. <a href="https://flevy.com/business-toolkit/it-strategy">Information Technology</a> supports the company’s computer systems. Finance takes charge of all processes related to accounts, debts, and taxes.</p><p>On the other hand, functional roles are transactional in nature. They fulfill day-to-day needs, meet legal and regulatory requirements, and accommodate requests from every business unit. They put out the inevitable firsts that erupt when there is a conflict or urgency.</p><p>When Functional Leaders are asked to improve, it is basically doing the same thing but in a more efficient way and at a greater cost saving. Functional organizations are facing dramatic changes. The past years have seen Functional Leaders shifting into playing a more strategic role. Likewise, Functional Organizations must take on a new strategic role without having functions torn into two.</p><h3><strong>The Strategic Functional Organization Framework</strong></h3><p>The <a href="https://flevy.com/browse/flevypro/the-strategic-functional-organization-3710">Strategic Functional Organization</a> is anchored on a framework build upon 3 core elements.</p><p><a href="https://flevy.com/browse/flevypro/the-strategic-functional-organization-3710" target="_blank"><img src="http://flevy.com/blog/wp-content/uploads/2019/03/1st-slide-Strategic-Functional-Organization-1024x768.png?profile=RESIZE_710x" width="750" class="align-full" alt="1st-slide-Strategic-Functional-Organization-1024x768.png?profile=RESIZE_710x" /></a></p><ol><li><strong>Priorities. </strong>The functional agenda must be clearly articulated to support the company’s overall strategic mission. These are the priorities, roles, and activities of the organization. Having clear and consistent priorities will allow companies to fulfill their strategic imperatives.</li></ol><ol start="2"><li><strong>Fit-for-Purpose Operating Model. </strong>The Fit-for-Purpose <a href="https://flevy.com/business-toolkit/target-operating-model">Operating Model</a> is essential in delivering value. This is the company’s overall blueprint that spells out how to deliver the most value to the whole organization. It spells out how functions will work together to ensure the delivery of the greatest value. It also makes sure that the functional operating model is aligned with the company’s overall strategy.</li></ol><ol start="3"><li><strong>Execution & Resources. </strong>The Execution and Resources is the degree of control and the right level of resources and funding that are necessary. It is at this level that proper monitoring of investments is conducted to maintain the efficiency of scale. By setting up formal and informal processes for allocating resources, decisions are made for the whole enterprise and not within a functional silo.</li></ol><h3><strong>Measuring Company’s Capabilities</strong></h3><p>Every function’s first priority is to support the company’s efforts to build the capabilities to carry out the strategic mission. This lies in the heart of the value our company delivers. Defining and measuring how much value each function is delivery through activities and initiatives is essential.</p><p><a href="https://flevy.com/business-toolkit/key-performance-indicators">Key Performance Indicators</a> must be used to direct Functional Leaders to ensure maximum value creation. Quantifiable impact, clear drivers of value, cost-effectiveness, and market validation must be used in assessing value.</p><p>By measuring functional performance, this focuses on capabilities, resources, and execution on areas that bring the company’s strategy to life.</p><p>Interested in gaining more understanding of <a href="https://flevy.com/browse/flevypro/the-strategic-functional-organization-3710">Strategic Functional Organization</a>? You can learn more and download an <a href="https://flevy.com/browse/flevypro/the-strategic-functional-organization-3710">editable PowerPoint about the <strong>Strategic Functional Organization</strong> here</a> on the <a href="https://flevy.com/browse">Flevy documents marketplace</a>.</p><p><strong>Are you a management consultant?</strong></p><p>You can download this and hundreds of other <a href="http://flevy.com/pro/library/frameworks">consulting frameworks</a> and <a href="http://flevy.com/pro/library/consulting">consulting training guides</a> from the <a href="http://flevy.com/pro/library">FlevyPro library</a>.</p></div>The importance of HR Analytics & exploring employee datahttps://globalriskcommunity.com/profiles/blogs/the-importance-of-hr-analytics-amp-exploring-employee-data2019-08-06T09:43:23.000Z2019-08-06T09:43:23.000ZKBV Researchhttps://globalriskcommunity.com/members/KBVResearch<div><p><a href="https://www.kbvresearch.com/hr-analytics-market/">HR analytics</a> is now a days a well-known solution popular among proactive organizations worldwide. HR Analytics makes it possible for organizations to measure and interpretate employee’s data for the betterment of employee performance, team relation, training and development thereby making the organization profitable. Though HR department is quite available in most of the organization to look after the employee engagement within organization and evaluate performance of the team/ team members among others. However, HR Analytics goes beyond the normal course of activities performed by the HR in an organization. It has proved to be a powerful tool for driving the leadership, management decision making with elaborated performance related facts and to enhance the team dynamics across various teams operating in a company.</p><p></p><p><a href="{{#staticFileLink}}8028300280,original{{/staticFileLink}}" target="_blank"><img src="{{#staticFileLink}}8028300280,original{{/staticFileLink}}" class="align-center" alt="8028300280?profile=original" /></a></p><p></p><p>HR analytics provide organizations to track a variety of surveys same time by making it more comfortable to monitor the results intermittently thereby exhibiting the change/ effect of different decisions related to employees. It also helps in forecasting the performance patterns which helps the management to take informed decisions quickly. In addition to this, HR Analytics aids in comprehending the survey outcomes exhibiting high response rate vis-à-vis tracking the sentiments and type of responses. It further connects different responses taken at different intervals to draw a link between with external stimulus for e.g. may be in terms of skill development trainings. Such attributes help organizations at a number of avenues such as employee engagement, employee performance and mobility. The advantages offered by this solution, HR Analytics have immensely benefitted the organizations globally. The IT companies offering HR Analytics are experiencing a high acceptability for the solution. With a whole gamut of HR related benefits, the HR Analytics market is estimated to grow at a growth rate of around 13.5% CAGR during 2019-2025 thereby reaching a market value of $3.9 billion by 2025, as predicted by KBV Research.</p><p></p><p>Through HR Analytics, the organization level measurements are mapped and monitored hence making it viable for the company’s management to re-align the employees with certain traits/skills/performance according the task or objective of the organization. By the use of such analytical insights, organization metrics are benchmarked and tracked thereby making it possible for the management to re-align the employee with certain attributes for achieving the business objectives in better manner. These metrics also permits the companies to comprehend the major driving strength in relation to the employees for the organization’s performance. Further, it also assists the companies to have benchmarks for several performance parameters while taking corrective measures at intervals to withstand the performance levels of the workforce.</p><p><strong>Few major focus of HR Analytics:</strong></p><p><strong>Monitoring company’s profitability</strong></p><p>In perspective of the employees, there are a number of aspects that may affect an organization’s profitability. Although, with the use of HR Analytics, an organization can understand the patterns of the profitability and also can detect the reasons for any determined pattern. Therefore, the HR Analytics empowers the company to realize the key influencing factors for the increment and decline of profitability and thereafter take necessary measures.</p><p>In situations wherein company is capable to comprehend the origin of the responsible reason for the dip in business profitability, then to take rectifying measure in context to the employee workforce turn out to be much informed and less difficult. HR analytics assures that the facts and figures are straight while the organizations are conforming on important choices, for instance, deciding on the investments for employee training, exercises for team-dynamics and holistic employee investments. Being aware about the thought process of employee in terms of the skill set gaps of limitation of professional exposure; a company can take mutually beneficial steps for the organization as well as for the employees.</p><p></p><p><strong>Click Here For Free Insights:</strong> <a href="https://www.kbvresearch.com/news/hr-analytics-market/">https://www.kbvresearch.com/news/hr-analytics-market/</a></p><p></p><p><strong>Saves time with intermittent tracking</strong></p><p>With the help of HR Analytics, the companies are competent to track the work force’s information related to employee performance, team skills, and development in individual skill sets. It also works well with the companies in observing the deviance in the outcomes of the rectifying measures initiated in order for developing the performance of the employees. Hence, the companies can retain a handy check in order to see in case a certain modification in process or initiative is helping or restraining the employee performance and synchronously can adjust the measures deployed. Any measure taken by a company for the betterment of employee engagement and employee performance demands a significant cost. Therefore, to have an insight as to whether the decisive investment across processes and also in work force is generating preferred consequences or is drifting towards loss in organization’s profitability. With the measurement of the changes in work force intermittently organizations can invest in an informed and wise way.</p><p></p><p><strong>Team Dynamics Tracking:</strong></p><p>Most of the companies have different employees working in combination as different individual teams for achieving various goals. Although, quite often the organizations have witnesses that the uneasiness of members in a team results in failures of critical project thereby resulting in business losses.</p><p>Henceforth it is definitely wiser to strive for the right combination of social characteristics of individuals as a team. HR Analytics here assists by monitoring the performance of the team. The specific designed programs offered by HR Analytics empower the organizations to monitor and observe employees as team members. The major advantage of these program is that organizations can come to an informed action thereby selectively deploy employees with certain traits across teams according to the team requirement.</p><p></p><p><strong>Training & Development Monitoring:</strong></p><p>The information fetched from HR analytics associates various data pointers which on extrapolation can assist in to taking wise steps relating to the development of employees. It also helps in having a selective monitoring for the employees offering high Return on Investments (ROI) by observing the change in employee attributes over different time intervals. This facilitates to select groups of employee which can make organization more profitable with the help of training and development provided by the organization. The aforementioned list of advantages of HR Analytics just the tip of iceberg. It is capable to offer a huge number of benefits to the companies in not just for Human Resource Management but also for the increasing the profitability. In addition, it empower the companies to make rightly directed efforts in full informed and aware state with the support of discrete facts and figures at hand thereby saving cost and time of the businesses.</p></div>Noam Chomsky - The Function of a Humanhttps://globalriskcommunity.com/profiles/blogs/noam-chomsky-the-function-of-a-human2016-06-10T23:46:46.000Z2016-06-10T23:46:46.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p></p><p></p><p><a href="{{#staticFileLink}}8028246300,original{{/staticFileLink}}"><img class="align-center" src="{{#staticFileLink}}8028246300,original{{/staticFileLink}}" width="275" alt="8028246300?profile=original" /></a></p><p></p><h2 style="text-align:center;" class="center"><strong>Humans have Lives not Functions</strong></h2><p> </p><p class="center"><strong>Another extraordinary definition by Noam Chomsky of what a human being is that goes well beyond giving people "functions" in the economic system which dehumanize them. In other words, in the economic system when a worker or a craftsman produces something of value on command, we might admire what he did but we despise what he is.</strong></p><p class="center"></p><p class="center"><strong>You can watch the video link below:</strong></p><p class="center"></p><p style="text-align:center;" class="center"><strong><a href="https://www.youtube.com/watch?v=vUH_a778uT4">https://www.youtube.com/watch?v=vUH_a778uT4</a></strong></p><p style="text-align:center;" class="center"></p><p class="center"></p><p class="center"></p></div>The Pursuit of Happiness above GDPhttps://globalriskcommunity.com/profiles/blogs/the-pursuit-of-happiness-above-gdp2016-05-12T01:58:25.000Z2016-05-12T01:58:25.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p></p><p><a href="{{#staticFileLink}}8028244878,original{{/staticFileLink}}"><img width="450" class="align-center" src="{{#staticFileLink}}8028244878,original{{/staticFileLink}}" alt="8028244878?profile=original" /></a></p><p style="text-align:center;"><span class="font-size-4"><strong>4 lessons from Bhutan on the pursuit of happiness above GDP</strong></span></p><div class="article-body" dir="ltr"><p style="text-align:center;" class="center"><span class="font-size-4"> </span></p><p style="text-align:center;" class="center">Written by:</p><p style="text-align:center;" class="center"></p><p style="text-align:center;" class="center"><strong>Antonia Gawel</strong></p><p style="text-align:center;" class="center"> World Economic Forum</p><p style="text-align:center;" class="center">Published Tuesday 3 May 2016</p><p style="text-align:center;" class="center"></p><p>Waking to the sound of monks chanting prayers and drumming their gongs during countless traditional <em>pujas</em>, a ceremony of honour, worship and devotion; running up the steep Himalayan mountain slopes under colourful prayer flags hung between trees in the lush natural landscape; looking out at the expanse of forests and mountains that surrounded its capital city, Thimphu. These are the memories that remain imprinted in my memory after two years living in Bhutan – the Himalayan Kingdom best known for its concept of “Gross National Happiness” (GNH). But, what is GNH and are the people of Bhutan really the happiest in the world?</p><p>GNH as a development philosophy in Bhutan dates back as far as 1972, when the fourth king, Jigme Singye Wangchuck, announced that Bhutan would pursue “happiness” in its path towards development, rather than measuring progress merely through growth in Gross Domestic Product (GDP). Revered in Bhutan for his many progressive actions as king, this forward-looking leader recognized that GDP did not take into account the ultimate goal of every human being: happiness.</p><p><b>What does the pursuit of happiness really mean?</b></p><p>John Lennon sums up the concept, and the tensions behind it, beautifully. He wrote: “When I was five years old, my mother always told me that happiness was the key to life. When I went to school, they asked me what I wanted to be when I grew up. I wrote down ‘happy’. They told me I didn’t understand the assignment, and I told them they didn’t understand life.”</p><p>Naturally, “happiness” is a challenging goal to understand, let alone measure. Yet, since the 1970s, much has been done to move GNH from being a development philosophy to a core component of Bhutan’s development strategy - seeking to strike a balance between GNH’s four foundational pillars: sustainable and equitable socio-economic development; conservation of the environment; preservation and promotion of culture; and good governance. A few lessons on how Bhutan, as one of the smallest economies in the world, has demonstrated leadership.</p><p><b>Four leadership lessons from Bhutan</b></p><p><b>1. Good Governance</b>: In 2001, the same king who coined the concept of Gross National Happiness initiated the process of drafting a constitution that would result in the voluntary handing over of power to his people. The king emphasized that the constitution should promote and protect the present as well as the future well-being of the people and the country; ensure that Bhutan had a political system that would provide peace and stability, while strengthening Bhutan's security and sovereignty. Despite protest from the population, who were very happy with their royal leadership, the king emphasized that it was not wise to leave such a small, vulnerable country in the hands of only one leader, chosen by birth and not by merit. The constitution led to the introduction of a parliamentary democracy, with its first elections in 2008.</p><p><b>2. Conservation of the environment</b>: Bhutan’s constitution also includes unprecedented environmental measures, with such requirements as the necessity to preserve 62% of the country under forest cover at all times. Currently, it maintains a rate of about 72%. At the 2015 COP21 climate negotiations in Paris, Bhutan further announced its intention to remain carbon-neutral, ensuring that GHG emissions do not exceed the carbon sequestration capacity of its vast forests. The prime minister, Tshering Tobgay, shares his country’s ambitions to be not just carbon-neutral but carbon-negative <a href="https://www.ted.com/talks/tshering_tobgay_this_country_isn_t_just_carbon_neutral_it_s_carbon_negative?language=en" target="_blank">in this recent TedTalk</a>. Beyond these measures, Bhutan is also home to a diverse ecosystem, ranked among the top 10 countries in the world with the highest species density and recognized as a biodiversity hot-spot. It also has the highest proportion of land in protected areas, with five national parks, four wildlife sanctuaries, and a nature reserve, covering an area of 16,396.4 km squared (42.7% of the country). This list goes on.</p><p><b>3.</b> <b>Preservation and promotion of culture</b>: Tucked between the powerful giants of China to its north, and India to the south, the fact that this tiny country remains on the map is in itself an amazing feat. Its high mountain passes and deep valleys have helped to guard the country, but have also created isolated communities which have evolved their own culture, identity and languages. Bhutan has over two dozen languages throughout the country. While celebrating this diversity with the many local <em>tsechus</em>, or regional festivals, at a national level, the government strives to maintain a “national identity” by requiring officials to wear traditional dress to the workplace and speak Dzonghka as the national language. The emphasis on tradition and celebration of a unique culture is part of daily life.</p><p><b>4.</b> <b>Sustainable and equitable socio-economic development</b>: The “Gross National Happiness Commission” (essentially the government’s planning commission), has an explicit role of ensuring that all policies in the country pass a “GNH stress test” such that a balanced approach to economic development is pursued. The GNH Commission screens all government bills before they are submitted to the Cabinet using a GHN screening tool, made of up 26 variables that reflect the four core GNH principles. Based on this assessment, specific recommendations for adjustment to the policies are made.</p><p>Bhutan’s GHN approach and concrete actions have certainly raised its profile on the international stage – touted as the "last Shangri-La", and inspiring work at the Organisation for Economic Cooperation and Development (OECD) with their <a href="http://www.oecdbetterlifeindex.org/" target="_blank">Better Life Index</a>, and even leading dialogues at the <a href="http://www.2apr.gov.bt/" target="_blank">UN General Assembly</a> on how to create a holistic sustainable development paradigm through the pursuit of happiness. But, the most important question still remains – as a result of these measures, are the people of Bhutan the happiest in the world?</p><p>For me, this is a challenging question to answer – I met many enlightened and centred individuals in Bhutan, but I also met many who struggled to merely sustain their livelihoods. What stood out however as a unique attribute of the people I met in Bhutan is the importance they place on “time” – taking time to think, time with family, time to breathe; a recognition of time and experience past by previous generations, and the importance future generational equity. This appreciation for time, reflection and the ability to pause is something that many Western cultures have lost, yet I believe forms an important part of what makes Bhutan’s GNH philosophy work in practice.</p><p><b>TVs, smartphones and the future</b></p><p>Things are however fast changing. The introduction in 1999 of the television to Bhutan has certainly complicated matters. As the people of the previously isolated Himalayan Kingdom are increasingly exposed to the luxuries and comforts around the world, a sense of desire for “more” has naturally taken hold. As I sported my old Nokia analogue phone, my taxi-driving neighbour who lived in a shack without running water or heating had taken a large portion of his savings to invest in a smartphone – increasingly seen as a sign of prestige. Individual car ownership is also an aspiration, moving away from the more traditional approach of “shared taxis”, a previously common and more environmentally sustainable approach.</p><p>Like many cultures built on subsistence agriculture, as was the case in Bhutan, a shift away from traditional agricultural practices combined with urban migration is placing pressure on the country to manage growing youth unemployment and its related challenges. While Bhutan is not a country without its struggles, what Bhutan has done to pursue a more balanced approach to economic development is not only evident on the ground, it can also serves as inspiration for countries around the world.</p><p><em>Antonia Gawel was working in Bhutan as an adviser to the multilateral development banks on environmental and clean energy policy.</em></p><p></p><p></p></div></div>We Need a Human Economyhttps://globalriskcommunity.com/profiles/blogs/we-need-a-human-economy2016-04-22T14:49:51.000Z2016-04-22T14:49:51.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p></p><p><a href="{{#staticFileLink}}8028249475,original{{/staticFileLink}}"><img width="750" class="align-center" src="{{#staticFileLink}}8028249475,original{{/staticFileLink}}" alt="8028249475?profile=original" /></a></p><h2 style="text-align:center;" class="center"><strong>Let’s Ditch the Economy of the 1% and Replace it with a Human Economy</strong></h2><p style="text-align:center;"> </p><p style="text-align:center;" class="center">Written by:</p><p style="text-align:center;" class="center"></p><p style="text-align:center;" class="center"><strong>Winnie Byanyima</strong></p><p style="text-align:center;" class="center">Executive Director, Oxfam International</p><p style="text-align:center;" class="center"></p><p>If we want an economy of the 1%, then GDP is very useful. It tells us all we need to know. But if we want an economy that works for us all, we have to pay attention to what it is not telling us.</p><p>In the face of a growing inequality crisis, GDP tells us nothing about the distribution of growth. When just 62 people have the same wealth as half the world’s population, where a country like Zambia can grow rapidly in GDP terms and yet can see increased levels of poverty, and where the 1% own more than everyone else combined, growing GDP simply hides the poverty within.</p><p>GDP tells us nothing about the real price we are paying for such growth. Cutting down a forest for timber adds to GDP, but what we don’t record is the loss to our wealth in terms of natural resources. We treat a planet at crisis point as an externality that can be shunted into a future generation. We continue to act as if we had the natural resources of several planets, not one.</p><p>You can read the rest of this excellent article in the below link:</p><p></p><p><a href="https://www.weforum.org/agenda/2016/04/let-s-ditch-the-economy-of-the-1-and-replace-it-with-a-human-economy/" target="_blank">Human Economy</a></p><p></p><p></p><p></p></div>Mahatma Gandhi was asked, what are the factors that destroy and build a person.https://globalriskcommunity.com/profiles/blogs/mahatma-gandhi-was-asked-what-are-the-factors-that-destroy-and2016-04-12T12:14:37.000Z2016-04-12T12:14:37.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p><a href="{{#staticFileLink}}8028243695,original{{/staticFileLink}}"><img width="259" class="align-center" src="{{#staticFileLink}}8028243695,original{{/staticFileLink}}" alt="8028243695?profile=original" /></a></p><p></p><p></p><p style="text-align:center;"><span class="font-size-5"><strong>Mahatma Gandhi was asked,</strong></span></p><div class="article-body" dir="ltr"><h2 style="text-align:center;" class="center"><span class="font-size-5"><strong>what are the factors that destroy and build a person.</strong></span></h2><p class="center"><span class="font-size-5"> </span></p><h2 style="text-align:center;" class="center"><span class="font-size-5"><strong>He replied:</strong></span></h2><h2 class="center"><br /> Politics without principles, <br /> Pleasure without obligation, <br /> Wealth without work, <br /> Wisdom without character, <br /> Business without morality, <br /> Science without humanity<br /> and Prayer without charity,<br /> Destroy the person.</h2><p class="center"> </p><h2 class="center">Life has taught me that<br /> people are friendly, if I am kind; <br /> people are sad, if I’m sad; <br /> they are all bad, if I hate them; <br /> there are smiling faces, if I were to smile; <br /> sour faces out there, if I’m bitter. <br /> The world is happy, if I’m happy; <br /> people are angry, if I’m grumpy; <br /> people are grateful, if I am grateful!</h2><p class="center"> </p><h2 class="center">Life is like a mirror:<br /> If I smile, the mirror smiles back at me!<br /> Whoever wants to be loved, has to love!!!</h2><p></p><p><span class="font-size-3"><strong>Question to the Reader</strong>: How close or far are you from achieving this state or mind?</span></p></div><p></p></div>Twenty-seven Inspiring Quotes about Life and the Current World’s Condition and Commentshttps://globalriskcommunity.com/profiles/blogs/twenty-seven-inspiring-quotes-about-life-and-the-current-world-22016-03-29T13:15:40.000Z2016-03-29T13:15:40.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p></p><p><a href="{{#staticFileLink}}8028246683,original{{/staticFileLink}}"><img width="318" class="align-center" src="{{#staticFileLink}}8028246683,original{{/staticFileLink}}" alt="8028246683?profile=original" /></a></p><p></p><p style="text-align:center;"><span class="font-size-5"><strong>Twenty-seven Inspiring Quotes about Life and the Current World’s Condition</strong> <strong>and Comments</strong> </span></p><div class="article-content"><div class="article-body" dir="ltr"><p style="text-align:center;" class="center"><span class="font-size-4"> </span></p><p style="text-align:center;" class="center"><span class="font-size-3"><strong>By:</strong></span></p><p style="text-align:center;" class="center"></p><p style="text-align:center;" class="center"><span class="font-size-3"><strong>Enrique Suarez</strong></span></p><p style="text-align:center;" class="center"><br /><span class="font-size-4"><strong><a href="http://www.wix.com/suarezenrique/delta">http://www.wix.com/suarezenrique/delta</a></strong></span></p><p style="text-align:center;" class="center"><br /><strong><a target="_blank">suarezenrique@yahoo.com</a></strong></p><p><br />1. <em>"And those who were seen dancing were thought to be insane by those who could not hear the music."</em><br />- <strong>Friedrich Nietzsche</strong></p><p>Comment: very powerful message that applies 100% in my life when I am connected with my inner being and when I say that peace supersedes prosperity and not the other way around. When human beings know themselves first, then they know the difference between the creator and the creation, therefore they know that life is a gift and an opportunity for self-fulfillment. – <strong>Enrique Suarez</strong></p><p><br />2. <em>"You don't comb the mirror; you comb your own hair and the mirror changes." -- <strong>David Icke</strong></em></p><p>Comment: another powerful quote that for me means that if you want to change what you see outside that you don’t like such an undesirable behavior that is causing harm to others you have to change the thought that originates within yourself. In other words, what we see outside is the manifestation of what is inside of us good or bad. – <strong>Enrique Suarez</strong></p><p><br />3. <em>"We are travelers on a cosmic journey, stardust, swirling and dancing in the eddies and whirlpools of infinity. Life is eternal. We have stopped for a moment to encounter each other, to meet, to love, to share. This is a precious moment. It is a little parenthesis in eternity." - <strong>Paulo Coelho, "The Alchemist"</strong></em></p><p><br />Comment: For me this is the main purpose of life and not philosophy, which is, to know where we came from, enjoy the journey of life and know our final destination, like the drop of water that came from the ocean when we first came to this world to then go back to the ocean of love when we are no longer living in this planet. – <strong>Enrique Suarez</strong></p><p><br />4. <em>"I'm not anti-American, America is anti-me" - British hip-hop star LowKey</em></p><p><br />Comment: I am not anti-capitalist, Capitalism is anti-me. – <strong>Enrique Suarez</strong></p><p><br />5. <em>"When the power of Love will overcome the love of Power, the world will know Peace" - <strong>Jimi Hendrix</strong></em></p><p><br />Comment: If we know where to look. – <strong>Enrique Suarez</strong></p><p><br />6. <em>"There is no Left or Right -- there is only freedom or tyranny. Everything else is an illusion, an obfuscation to keep you confused and silent as the world burns around you." - <strong>Philip Brennan</strong></em></p><p><br />Comment: I am not capitalist, nor communist or socialist; I am a humanist for I know what a human being is. – <strong>Enrique Suarez</strong></p><p><br />7. <em>"The more corrupt the state, the more numerous the laws." - <strong>Cornelius Tacitus (55 - 117 A.D.)</strong></em></p><p><br />Comment: there is a Chinese proverb that says that “if you know you don’t talk” – <strong>Enrique Suarez</strong></p><p><br />8. <em>"One may well ask: How can you advocate breaking some laws and obeying others? The answer lies in the fact that there are two types of laws: just and unjust. I would be the first to advocate obeying just laws. One has not only a legal but a moral responsibility to obey just laws. Conversely, one has a moral</em> <em>responsibility to disobey unjust laws." - <strong>Martin Luther King, Jr.</strong></em></p><p><br />Comment: this is the sine qua non of activism. – <strong>Enrique Suarez</strong></p><p><br />9. <em>"It is no measure of health to be well adjusted to a profoundly sick society." – <strong>Krishnamurti</strong></em></p><p><br />Comment: this is my message to the 1% PERCENT that controls the world by propaganda and by force. – <strong>Enrique Suarez</strong></p><p><br />10. <em>"If you have come to help me, you are wasting your time. But if you have come because your liberation is bound up with mine, then let us work together." - <strong>Lila Watson</strong></em></p><p><br />Comment: This is the essence of democracy and humanity. My complementary response to this powerful quote is that people don’t need to be told what to do but instead need to be asked: what are the obstacles that prevent you from doing your best? – <strong>Enrique Suarez</strong></p><p><br />11. <em>"The more you know, the less you need." - <strong>Cody Lundin</strong></em></p><p><br />Comment: and the less you talk. – <strong>Enrique Suarez</strong></p><p><br />12. <em>"There is no path to peace; peace is the path." - <strong>Mahatma Gandhi</strong></em></p><p><br />Comment: absolutely true, but especially if you know where to look. – <strong>Enrique Suarez</strong></p><p><br />13. <em>"Remarkably virtually everyone in developed countries desperately tries to believe that they are immune to indoctrination. They think for themselves and readily know the difference between truth and falsity, fantasy and reality, superstition and science, fact and fiction. Technologically sophisticated</em> <em>cultures are conditioned to accept belief systems, behaviors, and values that would have been rejected out of hand by their stone-age predecessors. Primitives would instantly sense the obvious threats to survival and adjustment, or simple nonsense, inherent in many of the treasured beliefs of modern</em> <em>society." - <strong>Wilson Bryan Key, The Age of Manipulation</strong></em></p><p><br />Comment: the natives and indigenous populations around the world are the first world and all the rest of us are underdeveloped, that is the so called second and third world. – <strong>Enrique Suarez</strong></p><p><br />14. <em>"All truth passes through three stages. First, it is ridiculed. Second, it is violently opposed. Third, it is accepted as being self-evident." - <strong>Arthur Schopenhauer</strong></em></p><p><br />Comment: such as the fact that peace and dignity should supersedes prosperity and not the other way around, and the fact that we are all alive because of the power of the breath that still many people don’t understand because of its simplicity. – <strong>Enrique Suarez</strong></p><p><br />15. <em>"Our society is run by insane people for insane objectives. I think we're being run by maniacs for maniacal ends and I think I'm liable to be put away as insane for expressing that. That's what's insane about it." - <strong>John Lennon</strong></em></p><p><br />Comment: even worse than the above quote is the fact that half blinded people (us) following completely blinded people (our current and past leaders) is a perfect definition of insanity. – <strong>Enrique Suarez</strong></p><p><br />16. <em>“In the 24 hours since this time yesterday, over 200,000 acres of rain forest have been destroyed in our world. Fully 13 million tons of toxic chemicals have been released into our environment. Over 45,000 people have died from starvation, 38,000 of them children. And more than 130 plant and animal species have been driven to extinction by the actions of humans. And all this just since yesterday.” - <strong>Thom Hartmann</strong></em></p><p><br />Comment: another definition of insanity that applies to the above quote was said by Einstein: humans keep doing the same things expecting different results. – <strong>Enrique Suarez</strong></p><p><br />17. <em>"Our great industrial nation is controlled by its system of credit. Our system of credit is privately concentrated. The growth of our nation, therefore, and all of our activities are in the hands of a few men...who necessarily, by very reason of their limitations, chill and check and destroy economic freedom."- <strong>Woodrow Wilson</strong></em></p><p><br />Comment: the more people are aware of this fact the better the chances of changing this situation for as Socrates said: “an unexamined life is not worth living” – <strong>Enrique Suarez</strong></p><p><br />18. <em>The world we live in: "Just look at us. Everything is backwards. Everything is upside down. Doctors destroy health, lawyers destroy justice, universities destroy knowledge, governments destroy freedom, the major media destroy information, and religion destroys spirituality." - <strong>Michael Ellner</strong></em></p><p><br />Comment: if you don’t like what you see outside find the real causes and act immediately upon which resides in the system as well as in the individual. – <strong>Enrique Suarez</strong></p><p><br />19. <em>"Let us not look back in anger, nor forward in fear, but around us in awareness." - <strong>James Thurber</strong></em></p><p><br />Comment: look also within you for awareness of what is keeping us all alive. – <strong>Enrique Suarez</strong></p><p><br />20. <em>"What difference does it make to the dead, the orphans, and the homeless, whether the mad destruction is wrought under the name of totalitarianism or the holy name of liberty and democracy?" – <strong>Gandhi</strong></em></p><p><br />Comment: This is the basic lesson that the United Nations has not yet learned until the present because of its continuous support for “Humanitarian and Preempted Wars” and “Responsibility to Protect” (R2P) by powerful governments against smaller nations that are in violation of its own UN Charters. – <strong>Enrique Suarez</strong></p><p><br />21. <em>"Injustice anywhere is a threat to justice everywhere." - <strong>Martin Luther King, Jr.</strong></em></p><p><br />Comment: we are all interconnected whether we want to admit it or not. This fact is also the sine qua non of system thinking/dynamics that we still have to grasp to finally understand that even simpler decisions have unintended consequences somewhere else in the system and in our lives. – <strong>Enrique</strong> <strong>Suarez</strong></p><p><br />22. <em>"A wise and frugal government, which shall leave men free to regulate their own pursuits of industry and improvement, and shall not take from the mouth of labor and bread it has earned – this is the sum of good government." - <strong>Thomas Jefferson</strong></em></p><p><br />Comment: The problem is that the economic elites have gone to bed with governments and vice versa especially in time of crisis that these economic elites have manufactured because of their greed creating in this way the nanny state which is the antithesis of a free market economy. – <strong>Enrique Suarez</strong></p><p><br />23. <em>"All tyranny needs to gain a foothold is for people of good conscience to remain silent." - <strong>Thomas Jefferson</strong></em></p><p>Comment: two powerful reasons why good people can be ambivalent to injustices is cowardly if they are affluent, and lack of means and therefore fear if they are poor. – <strong>Enrique Suarez</strong></p><p><br />24. <em>"Everything that is really great and inspiring is created by the individual who can labor in freedom." - <strong>Albert Einstein</strong></em></p><p>Comment: innovation and freedom that the current economic system called Capitalism has killed because of its dogmas of extrinsic rewards rather than intrinsic rewards for the work well done. – <strong>Enrique Suarez</strong></p><p>25. <em>"Be kind, for everyone you meet is fighting a hard battle." – <strong>Plato</strong></em></p><p>Comment: to be resilient/strong you have to be kind, to be rich in the true sense of the word, you have to give rather than take. – <strong>Enrique Suarez</strong></p><p><br />26. <em>"If you don't read the newspaper you are uninformed; if you do read the newspaper you are misinformed." - <strong>Mark Twain</strong></em></p><p>Comment: if you are informed you are wise, but if you know yourself you are enlightened. – <strong>Enrique Suarez</strong></p><p><br />27. <em>"With or without religion, you would have good people doing good things and evil people doing evil things. But for good people to do evil things, that takes religion." - <strong>(unknown)</strong></em></p><p>Comment: the true meaning of religion (from the Latin word “ligare”), reconnect humans not only with the creation but with its creator within us while we are alive and this has been the basic and profound message that we have forgotten from all the spiritual masters that came to this earth. – <strong>Enrique Suarez</strong></p><p></p></div></div></div>God Does not Enforce "Intellectual Property"https://globalriskcommunity.com/profiles/blogs/god-does-not-enforce-intellectual-property2015-11-28T22:57:24.000Z2015-11-28T22:57:24.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p><a href="{{#staticFileLink}}8028239466,original{{/staticFileLink}}"><img width="508" height="313" class="align-center" src="{{#staticFileLink}}8028239466,original{{/staticFileLink}}" alt="8028239466?profile=original" /></a></p><p></p><h2 class="center" style="text-align:center;"><strong>If God Does not Enforce "Intellectual Property" then Why Should We?</strong></h2><p style="text-align:center;"> </p><p class="center" style="text-align:center;"><strong>By:</strong></p><p class="center" style="text-align:center;"></p><p class="center" style="text-align:center;"><strong>Enrique Suarez</strong></p><p class="center" style="text-align:center;"><strong><a href="http://www.wix.com/suarezenrique/delta" target="_blank">http://www.wix.com/suarezenrique/delta</a></strong></p><p class="center" style="text-align:center;"></p><p class="center" style="text-align:center;"></p><p></p><p><strong>What is Intellectual Property?</strong></p><p>Intellectual property (IP) refers to creations of the mind, such as inventions; literary and artistic works; designs; and symbols, names and images used in commerce.</p><p>IP is protected in law by, for example, patents, copyright and trademarks, which enable people to earn recognition or financial benefit from what they invent or create. By striking the right balance between the interests of innovators and the wider public interest, the IP system aims to foster an environment in which creativity and innovation can flourish.</p><p></p><p><strong>Types of intellectual property</strong></p><p></p><p><strong>Copyright</strong></p><p>Copyright is a legal term used to describe the rights that creators have over their literary and artistic works. Works covered by copyright range from books, music, paintings, sculpture and films, to computer programs, databases, advertisements, maps and technical drawings.</p><p><strong>Question to the Reader</strong>: How much should the creator charge for its (I said its instead or he/she because God does not have a sex) creation? Why is the creator not charging every human being he created in the first place for all of their "accomplishments" since humans are using God's inputs to create everything covered under "Copyright" described above?</p><p></p><p><strong>Industrial designs</strong></p><p>An industrial design constitutes the ornamental or aesthetic aspect of an article. A design may consist of three-dimensional features, such as the shape or surface of an article, or of two-dimensional features, such as patterns, lines or color.</p><p><strong>Question to the Reader</strong>: How much should the creator charge for its design/ creation, that is, for a sunset, a rainbow, the stars, the ocean, the moon, the sun, a mountain, a glazier etc.? How much should God charge for the air we all breath?</p><p></p><p><strong>Patents</strong></p><p>A patent is an exclusive right granted for an invention. Generally speaking, a patent provides the patent owner with the right to decide how - or whether - the invention can be used by others. In exchange for this right, the patent owner makes technical information about the invention publicly available in the published patent document.</p><p><strong>Question to the Reader</strong>: How much should the creator charge for its invention, that is, for the universe, the planet, the ocean, the galaxy, plants, fruits, animals, including us? Why doesn't God enforce who or how its creations/inventions can be used by others? More importantly, in your opinion what do you think is God's exclusive rights granted to humans beings?</p><p></p><p><strong>Geographical indications</strong></p><p>Geographical indications and appellations of origin are signs used on goods that have a specific geographical origin and possess qualities, a reputation or characteristics that are essentially attributable to that place of origin. Most commonly, a geographical indication includes the name of the place of origin of the goods.</p><p><strong>Question to the Reader</strong>: Why did the creator never include the name of the place of origin of the goods it created in the entire planet? </p><p></p><p><strong>Trademarks</strong></p><p>A trademark is a sign capable of distinguishing the goods or services of one enterprise from those of other enterprises. Trademarks date back to ancient times when craftsmen used to put their signature or "mark" on their products.</p><p><strong>Question to the Reader</strong>: What is the trademark of a real human being?</p><p>Last but not least, if the air that we all breath to live was given to us for free, therefore life is a gift and an opportunity to celebrate. If, however, you think that being alive is not an opportunity to celebrate and/or that life is not a miracle, please contact me and I will tell you that the most precious thing you have in life is already dancing within you and all you have to do is to rediscover it if you know where to look.</p><p></p></div>These 3 Management Styles Belong in the Pasthttps://globalriskcommunity.com/profiles/blogs/these-3-management-styles-belong-in-the-past2015-11-11T03:07:39.000Z2015-11-11T03:07:39.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p></p><p></p><p><a href="{{#staticFileLink}}8028238495,original{{/staticFileLink}}"><img src="{{#staticFileLink}}8028238495,original{{/staticFileLink}}" width="516" class="align-center" height="290" alt="8028238495?profile=original" /></a></p><p></p><h2 class="center" style="text-align:center;"><strong>These 3 Management Styles Belong in the Past</strong></h2><p class="center" style="text-align:center;"> </p><p class="center" style="text-align:center;">Source:</p><p class="center" style="text-align:center;"></p><p class="center" style="text-align:center;"><strong>Paolo Gallo</strong></p><p class="center" style="text-align:center;"></p><p class="center" style="text-align:left;"><strong><a href="{{#staticFileLink}}8028239262,original{{/staticFileLink}}"><img width="750" src="{{#staticFileLink}}8028239262,original{{/staticFileLink}}" class="align-center" height="310" alt="8028239262?profile=original" /></a></strong></p><p><em>What assumptions am I making, that I’m not aware I am making, that give me what I see?</em></p><p>This powerful question, taken from Benjamin Zander’s book, <em>The Art of Possibility</em>, has been stuck in my mind for a while. Traditional management thinking is based around three fundamental assumptions.</p><p>First, that organisations need a top-down approach to strategy and objective setting; second, that the role of management and human resources is to measure/control what is being done to achieve objectives and to provide the corresponding incentives for performance or non-performance; and third, that monetary incentives motivate people.</p><p>Accepting these assumptions, grounded in a dogmatic approach, means that CEOs and executives decide on behalf of people, managers control, and HR professionals develop complex systems to measure performance, incentives and consequences. Sounds like the same old story of carrot and sticks.</p><p></p><p><strong>Beyond carrots and sticks</strong></p><p>Yet scientific evidence has proven that what motivates knowledge workers is not longer carrots and sticks.</p><p>Take for example Daniel H. Pink’s book, <em>Drive</em>, which makes the case that autonomy, a sense of purpose and mastery are the real motivating factors, in addition – in my view – to a sense of fairness and trust.</p><p>Despite such breakthroughs in understanding human behaviour<em>,</em> most organizations have still not changed their management systems or thinking accordingly. The problem is that we are using the management tools of the first industrial revolution, while we are entering the fourth industrial revolution. It’s the equivalent of still using a gramophone to listen to music. I suppose it is easier to change a smart phone than a mental model.</p><p>Even the fabled “20% time” granted by Google, Facebook, LinkedIn and other Silicon Valley giants – originally designed to give knowledge workers greater job satisfaction, allowing them to use company time to tinker around with new ideas – is only change at the margins. In Google’s case it is now being discontinued, with others possibly following suite.</p><p>Overwhelmingly, even in the most innovative industries with the most “knowledge workers”, we tend to manage using the same methods that were put in place to keep tabs on factory workers during the industrial revolution.</p><p></p><p><strong>Overcoming resistance to change</strong></p><p>I would like to share a story which illustrates how we can move beyond our old, hopelessly out-of-date assumptions.</p><p>In 2012, when Professor Klaus Schwab, who founded the World Economic Forum some 41 years earlier, had the idea of disrupting his organisation with a new model of community management, better suited for the millennial generation, he met the same reaction from management that every leader faces when implementing change: resistance.</p><p>Like others who walked the road of change management before him, he set up a “skunk works”, an isolated team under his leadership, to make change happen.</p><p>Professor Schwab’s premise was simple: with half of the world’s population under the age of 27, we need a new and different way of engaging young people with decision-makers to shape their common future.</p><p></p><p><strong>A “kids’ table” is not enough</strong></p><p>Looking around, he saw almost no international organisations or processes that gave young people a “seat at the table”, where the decisions most impacting their future were being taken. At best, young people were relegated to a “kids’ table” or a youth version of the proceedings. At worst, they would gather amongst themselves and have old but inspiring leaders tell them how great they were and how they represented the future.</p><p>The World Economic Forum had a better idea: bring the voice of youth into the Annual Meeting at Davos and other Forum meetings to build a permanent “top-down-bottom-up” platform for impact, that could be a whole new governance model for the world.</p><p>Recognising that millennials are far more likely to affect change by starting a movement (globally online or in-situ, like in Tahrir Square or Zuccotti Park) than by joining government or a company, he asked the team to build a movement with a boundless scale to achieve positive impact. He asked them to recognise the ability of young people to shape their future, to give them a place to develop that ability, to make a tangible, local contribution in meaningful ways, and to scale the community to 100 cities globally within the first year and 500 cities by year five.</p><p>How did the design of the organisation challenge traditional thinking?</p><p></p><p><strong>From top-down to bottom up</strong></p><p>The first paradigm shift was to disrupt the top-down approach. Strategy is not set by the World Economic Forum but by the community of young people (whom we call <a href="https://www.globalshapers.org/" target="_blank">Global Shapers</a>).</p><p>The Geneva team does not set challenges for the community to deliver, nor does it dictate what issues or projects young leaders should be developing. Instead, it sets the framework and the enabling conditions through a Community Charter and asks each Hub (or local group of Global Shapers) to undertake at least one project a year that addresses a local challenge their city is facing.</p><p>There is no doubt, in our mind, that the community would not have launched so many projects, positively impacting over 500,000 lives in such a short time, if the direction had been set by the World Economic Forum.</p><p>Nor would truly innovative solutions have been generated, such as engaging mothers as mediators in their sons’ gang warfare in Mexico, or repurposing mayoral budgets in the Philippines to fund the creation of public libraries (instead of buying iPhones). This is where we challenge that first mental model of management: that people at the top need to tell “others” what to do. Really?</p><p></p><p><strong>To trust or to control?</strong></p><p>The second paradigm shift was not to have intrusive control mechanisms but to continuously drive “radical transparency” and trust within the community to develop solutions to management and governance challenges.</p><p>Again, we took the challenge to the community. Based on our selection criteria, they developed the guidelines for scaling up quality recruiting and selection.</p><p>All of this is based on trust – do we trust young people to run the community? If you do, you provide the framework so that expectations are clear, but trust that people are going to want to do the right thing.</p><p>The third paradigm shift is about providing recognition and meaning: we provide, through <a href="http://www.globalshapers.org/" target="_blank">the website</a> (as well as on the Forum’s blog, meetings and working sessions) significant visibility to the solutions generated by Shapers.</p><p>The solutions were so impressive that several of the community partners, such as The Coca-Cola Company and The Abraaj Group, decided to fund working grants to help successful Hubs scale their projects for even greater impact. The Chandigarh Hub was granted, for example, $50,000 for their project, “Kalpa Vrishka” or “The Tree of Wishes” which developed a network of mobile apps to match organizations and charities in most need with willing donors and philanthropists in their city.</p><p>How have we done so far? In three and a half years, the community has scaled to 408 cities and 4,700 Global Shapers.</p><p></p><p><strong>When people meet purpose</strong></p><p>This does not have to be unique to the World Economic Forum. All organisations wanting to engage their staff (especially the millennial generation) can motivate them to higher performance by rethinking the trust equation. Allow people to find their purpose, provide a safe framework and let them do the rest. It’s time to dismantle the old assumptions about management.</p><p class="center" style="text-align:left;"></p><p>It’s time to decide if the heritage of the industrial revolution, based on command and control, is still valid. If we fence people in, we will only create sheep. Another option is to understand, with our brain and hearts, and to accept that people seek purpose and that only trust and transparency – not control – make sense. </p><p>Would <em>you </em>prefer to be trusted or controlled?</p><p><em>Author: Paolo Gallo, Chief Human Resources Officer, World Economic Forum</em></p><p><em>Image: A flock of sheep. REUTERS</em></p><p class="center" style="text-align:center;"></p><p style="text-align:center;"></p></div>Growing Calls for Reforms in the United Nations Security Councilhttps://globalriskcommunity.com/profiles/blogs/growing-calls-for-reforms-in-the-united-nations-security-council2015-06-05T14:25:06.000Z2015-06-05T14:25:06.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p><a href="{{#staticFileLink}}8028234455,original{{/staticFileLink}}"><img width="190" height="102" class="align-center" style="width:267px;height:163px;" src="{{#staticFileLink}}8028234455,original{{/staticFileLink}}" alt="8028234455?profile=original" /></a> </p><p></p><p></p><p style="text-align:center;">Enrique Suarez Presenting:</p><p style="text-align:center;"></p><p style="text-align:center;"><span class="font-size-3"><strong>Growing Calls for Reforms in the United Nations Security Council</strong></span></p><p style="text-align:center;"></p><p style="text-align:center;"><span class="font-size-3"><strong>Source:</strong></span></p><p style="text-align:center;"></p><p style="text-align:center;"><span class="font-size-3"><strong>PressTV</strong></span></p><p style="text-align:left;"></p><p>The core principle on which the United Nations was founded was to safeguard human rights, prevent war, improve living standards, promote social and economic process, provide a mechanism for international law and fight diseases.</p><p>Despite the initial premises, many countries have been critical of certain advantages the body provides to some powerful countries in getting the best position in the Organization.</p><p>Regional players such as Brazil, Germany, Iran, India, Japan and South Africa have no seat within the Security Council, one of UN’s key decision-making bodies.</p><p>This is while Britain and France are permanent members with veto power, for no other reason than that they were on the winning side in the Second World War.</p><p></p><p>Many believe that the five permanent members of the Security Council, which are all nuclear powers, have manifested a sort of exclusive club: a club which allows their powers go unchecked and actions are pursued with self-interest, especially with regards to humanitarian intervention.</p><p>In this episode of InFocus, we will examine the role of the Security Council and the growing call for its reform.</p><p></p><p>You can watch the video in the following link:</p><p></p><p><a href="http://www.presstv.com/Video/2015/01/26/394780/Growing-calls-for-reforms-in-UNSC">http://www.presstv.com/Video/2015/01/26/394780/Growing-calls-for-reforms-in-UNSC</a></p><p></p><p></p><p></p><p style="text-align:center;"></p><p style="text-align:center;"></p><p style="text-align:center;"></p><p style="text-align:center;"></p><p style="text-align:center;"></p><p></p><p></p></div>Key Questions/Themes Dedicated to the Candidates to the Presidency of the United States of 2016https://globalriskcommunity.com/profiles/blogs/key-questions-themes-dedicated-to-the-candidates-to-the2015-03-21T17:56:55.000Z2015-03-21T17:56:55.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p style="text-align:center;"><span class="font-size-4"><strong><font face="Arial"><span style="left:532px;top:319px;letter-spacing:-1px;word-spacing:2px;"><a href="{{#staticFileLink}}8028230868,original{{/staticFileLink}}"></a>Key Questions/Themes Dedicated to the Candidates to the Presidency</span> <span style="left:586px;top:437px;letter-spacing:-1px;word-spacing:2px;">of the United States of 2016: Peace, Self-Knowledge, Human Nature,</span> <span style="left:663px;top:556px;letter-spacing:-1px;word-spacing:3px;">Personal and World Philosophy, Governability, Competitiveness,</span> <span style="left:741px;top:674px;letter-spacing:-1px;word-spacing:4px;">Global Power Dynamics, International Trade/Global Business,</span> <span style="left:626px;top:792px;letter-spacing:-1px;word-spacing:3px;">International Relations, Education, Industrial and Economic Policy</span></font></strong></span></p><p style="text-align:center;"></p><p style="text-align:center;"><em><span class="font-size-4"><strong><font face="Arial"><span style="left:626px;top:792px;letter-spacing:-1px;word-spacing:3px;">Peace, Dignity and Prosperity: For a Better Future for the United States and for All the Nations of the World</span></font></strong></span></em></p><p style="text-align:center;"></p><p style="text-align:center;"><em><span class="font-size-4"><strong><font face="Arial"><span style="left:626px;top:792px;letter-spacing:-1px;word-spacing:3px;"><span class="font-size-4"><strong><font face="Arial"><span style="left:532px;top:319px;letter-spacing:-1px;word-spacing:2px;"><a href="{{#staticFileLink}}8028230868,original{{/staticFileLink}}"><img width="625" class="align-center" src="{{#staticFileLink}}8028230868,original{{/staticFileLink}}" alt="8028230868?profile=original" /></a></span></font></strong></span></span></font></strong></span></em></p><p align="left"></p><p style="text-align:center;"><font size="4">By:</font></p><p style="text-align:center;"></p><p style="text-align:center;"></p><p style="text-align:center;"><strong><span class="font-size-3">Enrique R. Suarez</span></strong></p><p style="text-align:center;"><span class="font-size-3">Master of Education & International Development</span></p><p style="text-align:center;"><span class="font-size-3">Harvard University, Cambridge, USA</span></p><p style="text-align:center;"><span class="font-size-3">International Educator, Business Strategy/Management Consultant & Professor</span></p><p style="text-align:center;"><span class="font-size-3"><a href="http://www.wix.com/suarezenrique/delta">www.wix.com/suarezenrique/delta</a></span></p><p style="text-align:center;"><span class="font-size-3">suarezenrique@yahoo.com</span></p><p align="left" style="text-align:center;"></p><p style="text-align:center;"><strong><span class="font-size-3" style="color:#888888;">A New Age</span></strong></p><p style="text-align:center;"></p><p><font face="Arial,Arial" size="3"><font face="Arial,Arial" size="3">"</font></font><i><font face="Arial,Arial" size="3"><font face="Arial,Arial" size="3">The concepts of democracy and development are intrinsically linked in many respects. One is that they have a common enemy: the loss of sovereignty. In a world of nations-states, by definition, a loss of sovereignty leads to a loss of democracy and a loss of capacity to carry out in practice social and economic policies. This in turn affects development, a fact confirmed by centuries of economic history."</font></font></i></p><p style="text-align:right;">M.I.T. Professor and Activist Noam Chomsky</p><p style="text-align:left;"></p><p style="text-align:left;">You can download below the entire paper:</p><p style="text-align:left;"></p><p style="text-align:left;"><a href="https://www.academia.edu/11299748/Key_Questions_Themes_Dedicated_to_the_Candidates_to_the_Presidency_of_the_United_States_of_2016">https://www.academia.edu/11299748/Key_Questions_Themes_Dedicated_to_the_Candidates_to_the_Presidency_of_the_United_States_of_2016</a></p><p style="text-align:left;"></p><p style="text-align:right;"></p></div>HR is ripe for disruption, but what IS the future?https://globalriskcommunity.com/profiles/blogs/hr-is-ripe-for-disruption-but-what-is-the-future2015-02-05T11:21:12.000Z2015-02-05T11:21:12.000ZIsabel Naidoohttps://globalriskcommunity.com/members/IsabelNaidoo<div><h2 class="title"><span class="font-size-4"><strong><span>Everyone’s talking about </span><a href="http://www.capco.com/insights/capco-blog/imagining-workplace-2020-and-beyond">future workplace</a><span>. We all know where it’s heading – people-power, social networking, crowdsourcing, limitless connectivity and a workforce that is contingent (self-employed in some form) and virtualized (anytime, anywhere). But what about the HR team - its leadership? In a people-power world, what does it look like?</span><br /></strong></span></h2><div class="content"><p><strong>HR won’t exist in its current guise for very long </strong><br />Look at HR. Still knee-deep in paper. Still knee-deep in ops. The promised digitization of the back office is yet to happen and in some instances the very people who need to be pushing that agenda cling on to the current state. Still trying to do more with less.</p><p>HR needs to be more business-savvy. It needs to be a strategic partner that fosters the company culture and influences other business units. Needs to be more digital. Needs to be a coach. Needs to be the voice of the people and act on their behalf. Phew, it's exhausting.</p><p><strong>Operation ‘HR Disruption’</strong><br />What could future HR management look like? People rate their experiences with each other, e-Bay style? Represent themselves in performance management processes? Move around choosing projects, not jobs for life? Hello,<a href="http://www.capco.com/insights/capco-blog/generation-c-choice-how-to-work-on-your-own-terms">Generation C (choice)</a>.</p><p>With the notion of work-life balance being abandoned in favor of work-life integration, I can also see companies taking more responsibility for the welfare of their employees and providing services that encompass many areas of people’s personal and professional lives.</p><p><strong>Human capital and personalized HR </strong><br />“The conventional definition of management is getting work done through people, but real management is developing people through work.” Agha Hasan Abedi.</p><p>Developing individuals requires an individual approach. Could employment arrangements be based on learning styles and personalities? Beyond that, HR folks need access to technology that enables employees to negotiate and manage the value of their human capital, taking into account their achievement and contribution as much as their aspirations and circumstances. That way, employees at all levels can take control of their careers and lives.</p><p>Performance can be measured using sophisticated metrics and (big) data which inform employee profiles and create precision around matching skills to projects. After all, most of us associate ourselves with a particular skill-set rather than a particular organization.</p><p>At the same time, as data and technology enable us to redefine and personalize the relationships between organizations and employees, it is the human element that should remain HR’s real strength.</p><p><strong>Begin today</strong><br />For starters, ditch the name HR. Can we stop calling people resources? Perhaps, call it People Department, headed by People Lead. Which in the new world becomes a department of coaches and data analysts. In fact, in a truly future model there is no department. There’s a set of experts that can swoop in to help with particular people challenges at any one time.</p><p>I’ll have the title of ‘Aspirations and Performance Strategist’, for now. Better update my CV… I mean my LinkedIn profile… I mean my e-Bay style career rating card.</p><p></p><p><strong>Share your ideas about disrupting HR and help us define a compelling vision of future people management.</strong></p><p>Read Isabel Naidoo’s earlier blogs about future workplace:</p><ul><li><a href="http://www.capco.com/insights/capco-blog/imagining-workplace-2020-and-beyond">Imagining Workplace 2020 (and beyond)</a></li><li><a href="http://www.capco.com/insights/capco-blog/being-yourself-at-work-and-true-inclusion">Being yourself at work and true inclusion</a></li><li><a href="http://www.capco.com/insights/capco-blog/generation-c-choice-how-to-work-on-your-own-terms">Generation C (Choice): How to work on your own terms with a company that shares your values</a></li><li><a href="http://www.capco.com/insights/capco-blog/have-you-met-your-future-consumer-and-workforce-yet">Have you met your future consumer and workforce yet?</a></li></ul></div></div>Some of the Best Thoughts of Nelson Mandela and my Interpretation of Them: Lessons for World Leadershttps://globalriskcommunity.com/profiles/blogs/some-of-the-best-thoughts-of-nelson-mandela-and-my-interpretation2015-01-10T23:31:03.000Z2015-01-10T23:31:03.000ZEnrique Raul Suarezhttps://globalriskcommunity.com/members/EnriqueRaulSuarez<div><p><b>1. Death is something inevitable. When a man has done what he considers to be his duty to his people and his country, he can rest in peace. I think I have made that effort and that, therefore, I will sleep for eternity.</b></p><p>Lessons: Understand that being alive is an opportunity to celebrate the divine within us and therefore the divine in others. The main duty of a human being is to recognize that for dignity and prosperity to be realized, peace should be felt first for it is within us in every breath we take. Then once we know that what is keeping us alive is omnipresence and therefore eternal, we will understand what our duty should be not only for our people and for our country but for everybody else walking in this planet.</p><p><b>2. If I have to die, I declare to all who want to know that I will meet my fate like a man.</b></p><p>Lessons: Knowing that our real being is eternal, if I have to die I declare to all who want to know that I will meet my beautiful fate like a human being and God’s creation.</p><p><b>3. A critical, independent and investigative press is the lifeblood of any democracy. The press must be free from state interference. You must have the financial capacity to deal with the blandishments of governments. You must have sufficient independence from vested interests to be bold and ask without fear or any preferential treatment. It must enjoy the protection of the Constitution, so that it can protect our rights as citizens.</b></p><p>Lessons: In a peaceful and wise society any form of government and laws should serve people’s needs by cultivating creative human talent.</p><p><b>4. The greatest glory is not falling, but always getting up. Do not judge me by my successes, you judge me for the times I fell and got up again.</b></p><p>Lessons: Enjoy the journey of life for if you do, you will also enjoy the destination. </p><p><b>5. True leaders must be willing to sacrifice all for the freedom of their people.</b></p><p>Lessons: True leaders must also know themselves so that they can convey the most important message about freedom which is to free ourselves of our own ignorance of who we really are and what our main purpose is in this planet. Then the sacrifices become sweat opportunities to spread the message to others that is, that peace should supersede prosperity and not vice versa for prosperity without peace is chaos.</p><p><b>6.</b> <b>I like friends who have independent thoughts, because they tend to make you see problems from all angles.</b></p><p>Lessons: The way society is organized is due to the actions of people and not to the laws of nature, consequently these actions can change. History shows a tremendous range of possibilities for human patterns of interaction, and it is this diversity of thought and initiatives properly aligned with a common vision of peace, dignity and prosperity that will be the real challenge for meaningful social, economic, political, spiritual and environmental transformation.</p><p>Imagination is more important than knowledge. For knowledge is limited, whereas imagination embraces the entire world, stimulating progress, giving birth to evolution (Albert Einstein).</p><p><b>7. No one is born hating another person because of the color of their skin, or their origin or religion.</b></p><p>Lessons: We must develop and maintain the capacity to forgive. He who is devoid of the power to forgive is devoid of the power to love. There is some good in the worst of us and some evil in the best of us. When we discover this, we are less prone to hate our enemies (Martin Luther King, Jr.)</p><p><b>8.</b> <b>People must learn to hate, and if they can learn to hate, they also can be taught to love, love comes more naturally to the human heart than its opposite.</b></p><p>Lessons: Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate; only love can do that (Martin Luther King, Jr.)</p><p><b>9. I was not born with a hunger to be free; I was born free, free in any way that I can understand.</b></p><p>Lessons: Human beings are born complete and with the intrinsic motivation to do good to themselves and to others. A good education perpetuates these positive human features. </p><p><b>10.</b> <b>To be free is not just untie one's chains, but to live in a way that respects and enhances the freedom of others</b>.</p><p>Lessons: People will never remember how much you know but they'll always remember how you made them feel.</p><p><b>11.</b> <b>The most powerful weapon is not violence but talking to people.</b></p><p>Lessons: Socrates said "the unexamined life is not worth living". So for me, knowing yourself first is the most important search that a human being needs to embark which is also, believe it or not, the easiest thing to do for once you know yourself, you will find that real peace and real fulfillment resides within ourselves. And to see what resides inside of us we need a mirror, a method that is the foundation of all religions.</p><p><b>12. Education is the most powerful weapon to change the world.</b></p><p>Lessons: The purpose of education is to teach one to think critically. Intelligence plus character and self-knowledge – these are the goals of true education.</p><p>Education must provide the opportunities for self-fulfillment; it can at best provide a rich and challenging environment for the individual to explore, in his own way (Noam Chomsky).</p><p><b>13.</b> <b>A nation should not be judged by how it treats its citizens already in a better position, but by how he treats those who have little or nothing.</b></p><p>Lessons: Albert Einstein used to say "Try to become not a man of success, but try rather to become a man of value." We in the Western world have valued so much material well-being that we have forgotten about whom we really are which has a divine component. In addition, because of this lack of understanding of what a human being is, we interact with others mostly in a transactional as opposed to a relational and transformational way. We need therefore a profound transformation of the individual to learn to value more our similarities than our differences.</p><p><b>14. If you want to make peace with your enemy, you must work with your enemy. Then he becomes your partner.</b></p><p>Lessons: I have come to realize that the enemy is us. Therefore, if you want to change what you see in the outside world you have to change what you see inside of you.</p><p>You never need an argument against the use of violence; you need an argument for it (Noam Chomsky).</p><p><b>15.</b> <b>My dearest dream is that of a democratic and free society in which all can live in harmony and with equal opportunities.</b></p><p>Lessons: Nothing in the world is more dangerous than sincere ignorance and conscientious stupidity to try to accomplish the above goal. Likewise, our lives begin to end the day we become silent about things that matter (Martin Luther King, Jr.)</p><p>In this possibly terminal phase of human existence, democracy and freedom are more than just ideals to be valued - they may be essential to survival (Noam Chomsky).</p><p><b>16. A good head and a good heart is a formidable combination.</b></p><p>Lessons: An individual has not started living until he can rise above the narrow confines of his individualistic concerns to the broader concerns of all humanity (Martin Luther King, Jr.)</p><p><b>17.</b> <b>There cannot be a stronger revelation of a society's soul than the way it treats its children</b><b><font size="3">.</font></b></p><p>Lessons: A nation that continues year after year to spend more money on military defense than on programs of social uplift is approaching spiritual doom (Martin Luther King, Jr.)</p><p><b>18.</b> <b>The hardest thing is not to change society but to change ourselves</b><b><font size="3">.</font></b></p><p>Lessons: I refuse to accept the view that mankind is so tragically bound to the starless midnight of racism and war that the bright daybreak of peace and brotherhood can never become a reality... I believe that unarmed truth and unconditional love will have the final word (Martin Luther King, Jr.)</p><p><b>19. If you expect the ideal conditions, it will never come.</b></p><p>Lessons: History will have to record that the greatest tragedy of this period of social transition was not the strident clamor of the bad people, but the appalling silence of the good people (Martin Luther King, Jr.)</p><p><b>20. When the water began to boil, putting out the fire is useless.</b></p><p>Lessons: He who looks to satisfy his mortal needs loses his soul; he who seeks to satisfy his soul gets all his/her needs satisfied</p><p align="center" style="text-align:left;"></p><p align="center" style="text-align:left;"><b><i>Enrique Suarez</i></b></p><p align="center" style="text-align:left;"><a href="mailto:suarezenrique@yahoo.com"><font color="#0000FF">suarezenrique@yahoo.com</font></a></p><p align="center" style="text-align:left;"><a href="http://www.wix.com/suarezenrique/delta"><font color="#0000FF">http://www.wix.com/suarezenrique/delta</font></a></p><p></p><p></p><p></p><p><font face="Calibri" size="3"> </font></p><p align="left"></p></div>10 Principles for Building an Effective Human Capital Planhttps://globalriskcommunity.com/profiles/blogs/humancapitalplan2012-01-19T15:58:57.000Z2012-01-19T15:58:57.000ZGlobalRiskCommunityhttps://globalriskcommunity.com/members/GlobalRiskCommunity<div><p>Almost every business leader will say that people are their most important asset, but few do anything about it. If you are going to take this principle seriously then human capital planning is crucial.</p>
<p>The Human Capital Plan is an important tool that organizations use to drive focused actions that can ensure goal achievement and business success. It allows organizations to assess, plan for, and respond proactively to its human capital challenges and needs. It helps shape the organization by building a plan to develop the workforce and practices needed to meet an organization's vision, mission, and goals.</p>
<p> Read on to learn about 10 principles to follow in order to build an effective human capital plan for your organization.</p>
<p>====> <a href="http://bit.ly/HumanCapitalPlan">http://bit.ly/HumanCapitalPlan</a></p></div>Top 5 HR Compliance Concerns for Small Businesshttps://globalriskcommunity.com/profiles/blogs/hrconcerns2012-01-18T09:22:32.000Z2012-01-18T09:22:32.000ZGlobalRiskCommunityhttps://globalriskcommunity.com/members/GlobalRiskCommunity<div><p>As the economic horizon continues to shift and belts tighten, small and medium sized companies — who typically have between 10 to 500 employees and represent 99.7 percent of all employer firms according to the U.S. Small Business Administration (SBA) — may wind up being so focused on core business issues that they overlook one of their most potentially serious and costly issues — human resource compliance. Unlike their large-company counterparts, they lack the time and resources to build infrastructure and processes that are beyond core business objectives. But if entrepreneurs and smaller business owners are focused solely on growth and product, how do they know what issues to look for in order to protect the company? This is a must-read paper that discusses the top 5 HR compliance issues they may face.</p>
<p>====> <a href="http://bit.ly/Top5HRComplianceConcerns">http://bit.ly/Top5HRComplianceConcerns</a></p></div>Human Capital Risk Management-What’s Missing?https://globalriskcommunity.com/profiles/blogs/human-capital-risk2010-12-28T22:34:05.000Z2010-12-28T22:34:05.000ZTony Ridleyhttps://globalriskcommunity.com/members/TonyRidley<div><p><a target="_blank" href="http://tony-ridley.com/category/articles/">Tony Ridley</a></p><p> </p><p></p><p style="padding-top:0px;padding-right:0px;padding-bottom:10px;padding-left:0px;margin:0px;"><span style="font-family:Arial, Tahoma, Verdana;font-size:12px;color:#333333;line-height:16px;">In spite of the considerable investment and development around the preservation of assets and the mitigation of risks across conventional corporate assets such as facilities, information, equipment and products, the same methodology and motivation remains far less advanced in regards to human capital.</span></p><p style="padding-top:0px;padding-right:0px;padding-bottom:10px;padding-left:0px;margin:0px;"><span style="font-family:Arial, Tahoma, Verdana;font-size:12px;color:#333333;line-height:16px;">Before any organization even explores risk management strategies for their human capital it is fundamentally important that they first determine the value at risk. Not only is it a case of valuing the contributions of the individual or groups of personnel but differentiating the value in which they contribute to the company, whether it be through the provision of specific skills and services or the commercial value they present the company. These distinctions also need to be made between job functions or management/executive levels. No two individuals are contributing to the company in the same manner, much less two diverse business functions. How many companies even know this definitive financial value of their people?</span></p><p style="padding-top:0px;padding-right:0px;padding-bottom:10px;padding-left:0px;margin:0px;"><span style="font-family:Arial, Tahoma, Verdana;font-size:12px;color:#333333;line-height:16px;">Following the basics of valuation, and any other unique considerations that the company may have (mobile work force, fixed laborers, knowledge capital, research and development) a unit cost can then be applied for prioritizing strategies or expenditure. For example, an individual that reflects a unit cost/investment per hour of $1 will be less likely to addressed as a priority when compared to an individually that presents a unit cost/investment per hour of $100. However, if there are significant numbers of the basic unit cost of $1 at risk, that group as a whole may be a greater priority than that of a single or limited $100 per unit cost individual.</span></p><p style="padding-top:0px;padding-right:0px;padding-bottom:10px;padding-left:0px;margin:0px;"><span style="font-family:Arial, Tahoma, Verdana;font-size:12px;color:#333333;line-height:16px;">Threats and residual risks associated with human capital are many and varied. Over time a detailed and thorough analysis can be conducted to determine the probability, velocity of onset and other governing factors that will provide a single or annual loss expectancy to the company. A single loss expectancy, such as death, may cost the company significantly more than just the forecast value identified in the first stages. Conversely, an annual loss expectancy, especially in light of the fact many companies are unable to even quantify this loss, may equate to millions of dollars in lost productivity, administrative burden or opportune costs.</span></p><p style="padding-top:0px;padding-right:0px;padding-bottom:10px;padding-left:0px;margin:0px;"><span style="font-family:Arial, Tahoma, Verdana;font-size:12px;color:#333333;line-height:16px;">To truly understand or appreciate the current or potential losses to a company through their human capital it is imperative to model the disruptions and time loss (inclusive of management and departmental support) to a cellular and group level. If someone falls ill, how long are they unproductive? What does it cost the company? Should the become a victim of crime or their business activity disrupted due to a natural disaster, what is the cost to the company? When applied to our entire human capital asset base, what is our single and annual loss expectancy?</span></p><p style="padding-top:0px;padding-right:0px;padding-bottom:10px;padding-left:0px;margin:0px;"><span style="font-family:Arial, Tahoma, Verdana;font-size:12px;color:#333333;line-height:16px;">“You can’t improve what you can’t measure” If you are making a truly informed decision on where your assets are distributed, you can then make informed decisions around strategies to preserve their value. You also enjoy the benefits of comparative investment/management. Most companies are surprised to discover that despite their commitment to their people, they actually devalue their contribution by not acknowledging them as an asset and preserving it accordingly. Are you one of those companies?</span></p><p style="padding-top:0px;padding-right:0px;padding-bottom:10px;padding-left:0px;margin:0px;"><span style="font-family:Arial, Tahoma, Verdana;font-size:12px;color:#333333;line-height:16px;">Companies that have undertaken to approach the management of their human capital consistent with other corporate assets have found the process highly rewarding and very confronting. Conversely, those adverse to such strategies or behind the curve continue to loose more money than the cost of such preparation and mitigation. They too find over time that penny wise turned out to be pound foolish.</span></p><p></p></div>