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Revealed: Apple and Google's wage-fixing cartel involved dozens more companies, over one million employees

Revealed: Apple and Google's wage-fixing cartel involved dozens more companies, over one million employees | Internet of Things - Company and Research Focus | Scoop.it
From pando.com - April 8, 2014 10:49 PM

pe “‘Masters are forbidden to poach workers from other members of the craft.' - British medieval ordinances of Bristol cobblers in 1364’” — 
    

This week, as the final summary judgement for the resulting class action suit looms, and companies mentioned (Intuit, Pixar and Lucasfilm) scramble to settle out of court....court documents show shocking evidence of a much larger conspiracy, reaching far beyond Silicon Valley.

    

Confidential internal Google and Apple memos...clearly show that what began as a secret cartel agreement between Apple’s Steve Jobs and Google’s Eric Schmidt to illegally fix the labor market for hi-tech workers, expanded within a few years to include companies ranging from Dell, IBM, eBay and Microsoft, to Comcast, Clear Channel, Dreamworks, and London-based public relations behemoth WPP.

All told, the combined workforces of the companies involved totals well over a million employees.


Read the full article here.


According to multiple so


Via Deb Nystrom, REVELN
Richard Platt's insight:

Sad but true..  And people wonder why so many leave the high tech corporate world to do start-ups and go it alone rather than be a slave.  This article convinced me that Steve Jobs  was never a good manager, while I could over look some of idiosyncrasies, and still other failings to emotional immaturity Steve in effect became the very thing he hated in other's, a corporate slaver.  

more...
Deb Nystrom, REVELN's curator insight, April 8, 2014 12:25 PM

This is sobering, especially with Google's "Don't be evil" informal corporate motto.  What nefarious dealings ARE THESE to keep the IT folks down, while large profits are enjoyed by executives?    

If this all pans out as it reads in the media, it's not good, tech companies, not good at all.  ~  D 
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Rescooped by Richard Platt from Best of the Best - REVELN News
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Are you a Nimble organization? Create an organizational DNA that views change as a constant.

Are you a Nimble organization? Create an organizational DNA that views change as a constant. | Internet of Things - Company and Research Focus | Scoop.it
From gailseverini.com - February 25, 2014 9:36 AM

Excerpted, via Gail Severrini & the Change Whisperer:

The authors of the current  Innosight study, “Creative Destruction Whips through Corporate America,” offer a warning to executives: “At the current churn rate, 75% of the S&P 500 will be replaced by 2027.”

....The Innosight study also proposes three questions that the CEO and executive committee should ask themselves. I found the second question to be arresting: “How fast do we have to change to maintain our position within our industry?”

_____________________________
   

It is about creating and sustaining an organizational DNA that views change as a constant...

_____________________________

   

....There is always strategic change in organizations. It is a fact of life now. We need permanent structures to manage it.


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Via Deb Nystrom, REVELN
Richard Platt's insight:

I only wish that more companies understood that this Change Thing is a requisite for corporate survival and thriving,....but many are just too afraid to change the way they think about change, let alone manage and be a leader with it....Too bad the market punishes those companies that don't embrace it.

more...
Deb Nystrom, REVELN's curator insight, February 14, 2014 6:36 PM

Whether they are called strategic focus areas or 

Strategy Realization Offices, leaders need information to help them guide their focus on their strategic imperatives and help them continually clarify their line of sight on getting to the benefits of their change promise and plans, allowing for course corrections along the way.  ~  D   
Deb Nystrom, REVELN's curator insight, February 21, 2014 11:31 AM

Replacing  "75% of the S&P 500 ...by 2027" is a huge pointer to what our learning is and needs to be for the months and years ahead.  ~  D
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Rescooped by Richard Platt from Best of the Best - REVELN News
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Twelve (12) Rising Innovation Trends From the 50 Most Innovative Companies of 2014 - Fast Co.

Twelve (12) Rising Innovation Trends From the 50 Most Innovative Companies of 2014 - Fast Co. | Internet of Things - Company and Research Focus | Scoop.it
From www.fastcompany.com - February 26, 2014 11:43 PM

The culture of innovation across the globe is more robust than ever. Here are 5 innovation trends excerpted from the full list of 12 from Fast Company's World's 50 Most Innovative Companies of 2014:

   

1)  EXCEPTIONAL IS EXPECTED   ..today's smartest businesses tend to laser-focus on just a few goals.... Yet from Google Fiber to Google Glass to investing in new health technologies, Google executes at a high level repeatedly. That's why it tops the list.

    
2.   INNOVATION IS EPISODIC   ....From breakthrough change at Philips (No. 50), development of LED lighting has been under way there for 50 years--and a specific 11-month deadline provided the essential innovative exclamation point.
     

3.  MAKING MONEY MATTERS….great businesses are self-sustaining. Dropbox (No. 4) and Airbnb (No. 6) are darlings of the venture set, but they also charge real customers real money for a product with real value. Unlike …pre-2008 whose business models rely on advertising for revenue (Facebook, Twitter, et al.), these enterprises are transaction based--and are reaping the rewards.  


5.  SUSTAINABILITY HAS FOUND A NEW GEAR…Today, energy efficiency, alternative fuels, and recycling are core advantages for successful enterprises. 


Via Deb Nystrom, REVELN
Richard Platt's insight:

Pretty sure that I don't agree with some of what's on this list, but hey have a look, everybody's entitled to an opinion

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Deb Nystrom, REVELN's curator insight, February 10, 2014 10:08 AM

These qualities are a good list to compare to other global company innovation lists, such as from Forbes.  Money is high on the list of 12, yet other qualities bear a look, compared to Forbes rankings based on the difference between their market capitalization and a net present value of cash flows from existing businesses.  ~  Deb
Deb Nystrom, REVELN's curator insight, February 26, 2014 3:18 PM

This is a good list to compare to other global company innovation lists, such as from Forbes.  Money is high on the list of 12, yet other qualities bear a look, compared to Forbes rankings based on the difference between their market capitalization and a net present value of cash flows from existing businesses.  ~  D
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Vulnerability Based Trust in Leadership | Patrick Lencioni: 5 Dysfunctions Of a Team Video

From www.youtube.com - January 30, 2014 10:52 PM

Revealing the Basic of Real Leadership: Vulnerability Based Trust

Excerpts by 12manage.com:

Patrick Lencioni explains how vulnerability-based trust is crucial for a leader to create a team.


People will follow leaders to a fire if they are human, honest and vulnerable, without faking it.    When it is not painful to be vulnerable in the moment, do not do it.


________________
   
...to be human, real and vulnerable. 

________________
    

    
In this way leaders generate trust in their teams by giving the example and helping people to get comfortable being vulnerable with one another and to understand the importance if this. They have to be human, real and vulnerable.


Even if just one member of a team has problems with vulnerability, it can hurt the dynamics of the team. Trust is critical to an organization.

Also it is important to support people to be better than you. .


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    Via Deb Nystrom, REVELN
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    Deb Nystrom, REVELN's curator insight, January 28, 2014 5:08 PM

    These are tough lessons about trust, vulnerability and supporting people to be better than you.  We have a long ways to go to create environments where this happens more consistently.  

    Yet, it IS happening and can happen.  It takes consistent reinforcement that it is a norm, and it takes leaders who stick around long enough to establish it as a deep cultural norm.   ~  D
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