There are two major pieces of news from recent background that should provide to remind individuals who the stock market is “rigged” against Main Street. They will be the events of Friday, May 7 and the trading records of the large investment banks. Hardly any money you leave in the tactile hands of Wall structure Street insiders is likely to be taken away. The events are being called by them of May 7, 2010 the “flash-crash,” referring to the swoon of almost 1000 points on the Dow (and comparable dips in every other market) and the equally sudden reverse of 600 points.

Within about 50 % an hour fortunes were lost and gained. That guideline is found by me mind-boggling. If something crooked was happening, all the trades should be cancelled. Otherwise, do not require should be. There’s nothing “normal” about a 55% drop in a stock price without dramatic news, of which there was none. The news now discusses agents fighting like jackals on the spoils of their ill-gotten increases.

  1. 15+ well-located centers
  2. World Bank or investment company 2013
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  4. 42 times
  5. 8 years ago from Tallahassee, Florida

Some of these capitalized on the swoon and bought shares at a hundredth or a thousandth of their previous prices, but others, more lucky it turns out, only paid half price. They turn out to be the true “winners” of your day. But who were the losers? Ah. That brings us to the other news, which concerns the “perfect” trading record of Goldman Sachs and some other investment banking institutions for the first quarter of this 12 months.

All the columnists scuff their mind: “how could they have drawn that off?” They are worried about being sued. It really is perfectly clear how the banks did it-they exchanged on information not (yet) available to the general public. But whatever the source of the banks’ advantage, pity the poor fools that bet against them, right? Only we are the poor fools. Anybody with a pension finance or pension accounts or a shared fund. Those are the players that make up the best, dumb money that transacts with the investment bankers.

And so now back to the question of who lost money through the nourishing frenzy of May 7. You did. It had been an insider’s feast. Individuals who made money on, may 7 all shared one thing in keeping: they were there with split-second usage of information and agents. They were Wall Street. As well as the interpersonal people who lost money?

They will be the people who were not on Wall Street. As well as the taxpayers who’ve bailed out and held up these banks so they can game the system and pay themselves-you might say they lose every day in this game. If you leave your cash in the hands of the Wall Street insiders you are playing a sucker’s game.

It’s the foundation of policies, perspectives and procedures that spell the difference between employee engagement and employees who are job hunting. And one of the most effective steps that leaders can take to build stronger work cultures is to place social impact squarely at the guts of your corporate values. Considering the entire year forward, business leaders have their work cut out for them when it comes to increasing employee engagement. Mercer predicts that 90% of employers foresee more competition for talent, in India especially, THE UNITED STATES, and Asia. One study found that 83% of HR market leaders said “employee experience” is either important or very important to their organization’s success.

Companies like GE now actually have people whose job title is Head of Employee Experience. And HR leaders in many organizations are starting to connect with mind of Real Estate, IT, Marketing, Internal Communications, and Global Citizenship to make a persuasive life for employees of their companies. But even small companies can create a big impact for employees by focusing on one area they deeply value: giving back. Among the benefits that people know matters a great deal to employees, especially Millennials, is a perk-rich employee and giving volunteer program.

If you’ve got an application set up, make sure it’s loaded with goodies like dollars for doers, complementing presents, paid time off to volunteer, and an online system that fosters a interpersonal, mobile, interactive and clear volunteer experience. As noted by Future Workplace advisor Jeanne Meister, sixty-seven percent of CEOs believe their company is a “technology company,” according to a survey by Fortune. And regarding to Forrester, 47% percent of executives surveyed believe that by 2020, digital will impact on over fifty percent their sales. HR leaders are third , inclination, getting more technology and digital experiences to their employees.

“Applying a consumer and digital lens is much more than simply incorporating new solutions in HR,” Meister records. You can’t have the mentality of an innovative technology company and then bring an analog volunteer and offering experience to your employees. Your company’s interest and initiatives in making a culture of providing back must be matched up by an investment in the same kind of digital experience that you bring to the rest of your business. Without this, employees can smell “lip service” a mile away and can fast weary in participating. Volunteering and providing programs are especially well-suited to foster team dynamics and development.