CorporateMOM turns April Fool’s Day to Goal Congruence Day
April Fool’s Day * •April Fools’ Day or All Fools’ Day is an annual custom on 1 April consisting of practical jokes and hoaxes. * •Is an important day for Corporate India and the Government of India. On this day New Fiscal Year starts, and the old one comes to a close.
Closing the books – Beating Retreat ceremony * It is a frantic day. Scope 1 parameters spoil the broth. Upstream companies could not hold their fixed costs. * It is matched with our own fixed costs that had gone awry, despite frantic efforts in the last month. * Every company on this all Fools’ Day plays the game of passing the buck.
Profits, profits, profits * The CFO team is the most important on April 1st. Drums and bugles herald the New Fiscal Year. ERP is ready. Let us look to the future, not the one that had gone away. We can’t do anything now. * Journal entries after journal entries are passed. Profits, profits, and profits do not match the expectation. Worried faces wonder what would happen in the stock market, when would the bankers start crawling back to our office. Ha foolish to be an accountant, sighs the CFO on this eventful All fools’ day.
Emergency kitchen cabinet meet * CEO, the retinue of VPs, and the CFO call for an emergency meeting of the kitchen cabinet. Adverse variances analytics make each VP jump and accusing the other responsible for the All Fools’ Day. * CEO dismisses all but one. * Can we do something? Our reputation is at stake. * CFO returns and journal after journal entries passed are reversed. CEO comes to CFO’s office. A new recipe is put forward. CEO nods ok. The cooking is complete. Reputation restored.
Reality Check Flat Organization Structure
* My book extract: * For decades, the structure has remained the same. The platform is a unidimensional organization that runs from procurement to manufacturing to sales and every other structure. It comprises the board of directors, CEO, and vice presidents. All form part of a flat organization, with all the eggs in a single basket. The results are completely anarchic. Where every individual is different, each is different in different places. In any organization, you see how each individual is governed by their own idiosyncrasies. There is no corporate goal congruence. What is comprehensible in an organization is how incomprehensible it is. Corporate must shake themselves free from the “earth is as flat as a trencher” outlook.
My experience Forestry Operations * My book extract:
Working on wood accounting while I was a forestry operations accountant of WIMCO (a subsidiary of Swedish Match Company) in Mysore, in the south of India, also served as an interesting perspective. The Mysore branch supplied wood to two WIMCO factories—one in Ambernath (near Mumbai) and another at Chennai (in Tamil Nadu).
* My book extract: The accounting year for WIMCO was January to December whereas forestry operations took place between September and April, on the basis of the monsoon. So, at the beginning of an accounting year in January, factory costing would have to take note of wood felling from one season of the current season (September previous year to April current year) and 4 months from the next season (September to December current year, as part of next season September current year to April next year), which is unpredictable. It is unpredictable, as the foresters mark the trees for felling for the next season and start their work in the following September.
* My book extract: I introduced a cost accounting method called the likely ultimate cost (LUC) for the factories to get a uniform cost throughout the year so that their monthly profitability statements would not fluctuate from month to month. LUC is the cost figure related to the end of the accounting year charges for the wood supplied but a standard cost from the beginning of the year. This LUC helped me in projecting a figure for the future and bringing it to today’s level in the form of compound annual growth rate (CAGR) and compound annual reduction rate (CARR) converted into CDGR and CDRR (D-Daily), which you see in CorporateMOM.
CorporateMOM adopts CAGR and CDGR When we discuss Scope 1 parameters to be met it extends to 2030, 2040, 2060, and 2070 targets to be met. CorporateMOM converts CAGR to CDGR or CARR [Reduction Rate] to CDRR. That’s Daily. Keeps track of every component that makes up the targets.
CorporateMOM adopts CREAM Report Playing an ODI Cricket
In my case study of HUL P&L and Balance Sheets are analyzed from 2007. In one year when they switched to the April fool’s Day Fiscal Year the number of days for the fiscal year was 457. Revenue or consumption per day was analyzed for uniform day-to-day ratios. CREAM is an acronym for Corporate Governance, Risk management, Earnings, Accounting Quality, and Management Quality. Earnings are quantitative with 12 process blocks and the rest constitute 188 Process Blocks that are qualitative. When companies adopt CDGR it is like playing an ODI cricket.
My experience Shipping Construction
* My book extract:
I took up a consulting assignment for the Shipping Credit and Investment Company of India (SCICI) on cost accounting of shipping construction. SCICI was providing funds to shipowners at a low-interest rate (a third of the prevailing bank rates). There were three parties to it: the shipowner, the shipbuilder, and SCICI. Shipowners taking the funds from SCICI would divert them to other than shipbuilding in their group companies. SCICI asked me to bring out shipping construction stages so that it could release funds according to the stages completed. This called for a detailed shipping construction manual, literally.
* My book extract: While working on this, I found Japan’s influence on the scenario in shipbuilding most interesting. After World War II, an air force veteran in Japan was entrusted with the charge of shipbuilding. He went around the globe visiting various shipyards and found they were building in the same pattern as before, from laying the keel upward.
* My book extract: Being an air force man, he could not accept this practice and introduced the block development process of shipping construction. Different blocks constructed at the same time at different places and assembled at the shipyard reduced the time of construction substantially, from 16 years to 4 years. Placing an order 3 years in advance for items like the main engine, which would arrive in time for the requisite blocks, is an example of the kind of changes he effected.
CorporateMOM adopts process blocks technology * I adopted the shipping process block technology for the preparation of a CREAM— corporate governance, risk management, earnings, accounting quality, and management quality—Report.
In an organization, there are 200 open-ended process blocks. If there are 100k people in a company a 5-member team is formed of 20k teams. Each team is assigned specific tasks accomplishment – creative as well as action. Each member is yoked together but works independently.
CorporateMOM brings in Goal Congruence * Return on Intangible is the equation CorporateMOM provides. * Intangible is the effort and for each person the same capability that is 1 as the denominator. * Numerator is action or inaction brings a binary value for each person. * Each is a gold medalist. Silver and Bronze medalists strive to get gold in an organization, enabling the accomplishment of an infinite succession of finite purposes by controlling each goal. * That goal is the same for all, optimize capability, the Goal Congruence.
My Message Matter and Energy: The three laws CorporateMOM uses for Corporate Sustainability are: Law 1: Energy is liberated matter. We show under P&L and Balance Sheet. Law 2: Matter is energy waiting to happen. Raw materials to godown to finished goods stores to NPAs. Law 3: When anti-matter collides with matter it forms pure energy. That’s to say push Law 2 to Law 1. Each process block is dealt with under these three laws of the Universe.
Podcast Episode #31 CorporateMOM Calls the Banks for Spontaneous Urge to Action – Measure Cost Consequence Now, Now, Now. A Credit Suisse case study.
CorporateMOM Calls the Banks for Spontaneous Urge to Action – Measure Cost Consequence Now, Now, Now . A Credit Suisse case study.
CorporateMOM is a derivative of my IPR – IBCM – Inactivity-Based Cost Management: Activity has a Cost Incidence, whereas Inactivity a cost consequence. Measure Cost Consequence, Now, Now, Now.
Lessons we learn from Credit Suisse? 1. Unstable corporate architecture. 2. No Accountability: 3. No Governance
Let us explore how CorporateMOM looks at it.
CorporateMOM is already published with a Case Study on #Volkswagen. I shall present here an extract of the same that is relevant to the case study we are looking at – a case study on Credit Suisse, succinctly.
2. No Accountability: CorporateMOM deals comprehensively with Return on Intangibles.
3. No Governance CorporateMOM deals comprehensively with Subject – Object – Self-governance Framework.
I present here an extract from CorporateMOM – a Volkswagen Case Study.
Quote: 1.3.5. Governance – 1. Economic – Troika of entanglement – [Subject -Object – Self-] SOS -Governance 1.3.5.1. Volkswagen Case Study – a spontaneous urge to action rather than inaction’ On 28th October 2015 Matthias Müller, Chairman of the Board of Management announced the five key steps to realign the Group. They are stated as Priority #1 to #5. The webpage no longer exists. Matthias Müller was replaced in 2018 by Herbert Diess Chairman of the Management Board, CEO, and Chairman of the Volkswagen Brand Board of Management. For the sake of the sustainability of responsible policies, I am keen to go from what Matthias Müller had planned then and assess what Volkswagen Annual Report 2021 has come out with.
Priority #1: Customer Satisfaction Priority #2: “uncover the truth and learn from it” Priority #3: Change in Organization Structure: Priority #4: Establishing Corporate Culture Priority #5: Strategy 2025
We will take the stock of the situation in VW Group based on what Matthias Müller had intended to do with this set of 5 Priorities. Unquote:
VW and Credit Suisse Case studies compared:
Priority #1: Customer Satisfaction
CorporateMOM case study on #Volkswagen 2021 is an eye-opener. VW has done well in scoring well on Priority #1.
But it has taken 6 years. Credit Suisse shall note that customer satisfaction takes time but the process must start now, now, now. Policy making, Policy Accidents, and Policy Politics need to clearly made and tracked.
That depends on focusing on Priority #2 to Priority #5.
Priority #2: “uncover the truth and learn from it”
My study on #Volkswagen reveals a big thumbs down.
Credit Suisse is in a better position because the top brass has come under a different top brass – UBS. Whereas #Volkswagen has to continue the journey with the unchanged Supervisory Board. The job undertaken by Dr. Herbert Diess who changed VW is quite remarkable, given the circumstances under which he had to function.
For Ralph Hamers Group CEO of UBS Group AG, Credit Suisse is nothing but a plug-and-play USB for UBS. Priority #2 when done well would get a thumbs-up sign from CorporateMOM.
Priority #3: Change in Organization Structure:
My Comment on #Volkswagen: Priority #3: Change in Organization Structure: – This is the crucial aspect of a company to bring abstractions into reality. Governance must be managed. When there is attrition of values how do we control the gradual decline of morality? Changes in organizational structure must reflect in the corporate value system.
For Credit Suisse: hierarchical one-man call center be scrapped. Establish Corporate Atomic Structure in the same pattern as the Universe. 1. It assists individuals to accomplish tasks in an infinite succession of finite purposes., by controlling each goal. 2. It provides you with everlasting benchmarks and metrics, aiding your strategy Planning Process. 3. Delineation of responsibilities between the troika of entanglement – The Board, The CEO Team, and the Society. 4. Matter and Energy well calibrated.
Priority #4: Establishing Corporate Culture
A culture is a function of true knowledge of awareness, an identity with ethical responsibility, that by which corporate infers and society teaches.
From Volkswagen Analytics:
1.3.11.4: Code of Collaboration and Together4Integrity
The Code of Collaboration, along with our integrity and compliance program Together4Integrity (T41), is a central pillar of the new Group strategy NEW AUTO. This Code describes how collaboration is to take place within the Group and between individuals in their day-to-day work. Its core values are encapsulated in the terms “genuine”, “straightforward”, “open-minded”, “as equals” and “united”. T41 brings together all activities relating to integrity, culture, compliance, risk management, and human resources, creating • common path toward a new corporate culture. Unquote
Good initiative by Volkswagen. Credit Suisse shall adopt similar initiatives.
Return on Intangible.
For Credit Suisse: Priority #4: Establishing Corporate Culture: Return on Intangible. : CorporteMOM provides you with Return on Intangible. Is an Equation: Numerator – Action or Inaction: Denominator – Intangible – Effort by one person. The denominator is common to all, each and every person of your workforce. That is Intangible bears a value of 1, equal capability.. The equation gets a binary value of 1 or 0 based on Action or Inaction. Performance or contribution by each person is Measured.
Priority #5: Strategy 2025
From Volkswagen Analytics:
Quote: As the new Group strategy NEW AUTO is currently being concretized and enhanced, the content of the KPIs and the correspondingly adjusted targets for 2030 in the target dimensions are still being determined. As part of this, the relevance of the KPIs will be reviewed at the Group level and their focus will be continuously monitored and adjusted as necessary. Unquote.
My comment: Strategy 2030 is the next stage. For a company like VW group Scope 1, Scope 2 and Scope 3 parameters are crucial for undertaking the fiscal responsibility to its natural growth and expansion. At this juncture, VW Group has taken it forward impeccably.
The next stage is the Action process how the efforts are greater. Efforts are of the people. This calls for a different denominator than the Return on Investment. So Return on Intangible is the solution.
For Credit Suisse: Priority #5: Strategy 2025: CorporateMOM – Strategy blueprint in 6 Stages of the strategy planning process – 0. Dream, 1. strategy idea, 2. strategy communication, 3. strategy formation, 4. strategy formulation, and then 5. the strategy plan, comprising of the creative process as to how the Strategy Plan Credit Suisse – Transformation, is created.
Then to 6. our efforts greater is the action process. Get ready for Strategy Plan 2025 on a priority basis, by CorporateMOM MeRIT – Measure, Record, Implement, and Track.
Over to [Subject -Object – Self-] SOS -Governance Framework – for UBS – Credit Suisse.
Governance – Fiscal & Ethical-cum-co-Responsibility Framework – Troika of entanglement – [Subject -Object – Self-] SOS -Governance Sustainability Report – UBS Group AG – Credit Suisse
Summary:
Two groups: Fiscal and Ethical-cum-Co-responsibility Under Fiscal Responsibility:
1. Priority #2: “uncover the truth and learn from it” 2. Priority #4 Establishing Corporate Culture
We prepare a CREAM Report:
CREAM is an acronym for Corporate Governance, Risk Management, Earnings, Accounting Quality, and Management Quality.
If you look at the chart, Corporate Governance, and Risk Management comes under Fiscal Responsibility. Accounting Quality and Management Quality come under Ethical-cum-Co-responsibility. The net result of it is E which is Earnings.
When you look at the Corporate Governance aspects you are looking at several risk factors, as The OCC has defined nine categories of risk for bank supervision purposes. These risks are Credit, Interest Rate, Liquidity, Price, Foreign Exchange, Transaction, Compliance, Strategic, and Reputation.
Barring Reputation the eight would be under Fiscal Responsibility. The Reputation aspect of it would come under Ethical-cum-co-responsibility.
Looking at the chart you will notice Sustainability of Efficiency gives you profits whereas Sustainability of Value System alone gives Sustainability of Profits & Growth. It’s important.
Return on Efficiency and Return on Intangible
Return on Efficiency looks at the Object that’s Matter. Create Team Work. 4 from Fiscal Responsibility and 1 from Ethical-cum-co-responsibility.
You have Men + Women Equity created from Return on Efficiency and from Return on Intangible Ethical-cum-co-responsibility factors are accounted for.
Here I have given Ethical-cum-co-responsibility entire responsibility is given to women’s Empowerment, from where you get Women’s Equity. Women also work under Fiscal Responsibility where you get Men + Women Equity. Women’s Equity is on both sides Fiscal Responsibility and Ethical-cum-co-responsibility because Women have contributed or not participated in all these Boys only Club problems. Women hold the dual-responsibility.
If you look at Credit Suisse itself as well as you will find there is no mention of SVB and any of those banks that have gone bust, I have not seen any woman being indicated as being responsible for [the bust].
This is very important. We have about 200 Quantitative and Qualitative Elements of Management, Quantitative about 12 elements we show under Earnings. Qualitative we don’t show at all. The entire 188 Qualitative Elements warrant Women to take over Ethical-cum-co-responsibility factors.
That’s what CorporateMOM pulls in then you can easily find out in the Credit Suisse example. These are 10k teams as Credit Suisse has a 50k workforce with each team made up of 5 members. That each and every member from the janitor to the CEO and the Board knows what the work requirements are or what effort they put in to reorganize and completely change Credit Suisse to what it is today to what you would like to be as per Strategy Plan 2025 or 2030.
This you can measure by Return on Intangible, if you have 2025 CAGR put that as on today converting to CDGR – a Daily report – CREAM Report – of how things are moving further to reach the target. CAGR to CDGR of profits and growth targets.
That’s about it. I would very much appreciate Gender Equality being maintained, particularly in this Credit Suisse Framework – SOS Governance Framework.
My Message
CorporateMOM Calls the Banks for Spontaneous Urge to Action – Measure Cost Consequence Now, Now, Now A Credit Suisse case study –
Keynes’s Animal Spirits call for a spontaneous urge to action rather than inaction. The 50k workforce of Credit Suisse are the only people who can trigger their urge to act upon the 5 priorities SOS Framework has brought in. CorporateMOM downloadable files have all the building blocks necessary to construct value and deconstruct valueless of Credit Suisse.
Podcast Episode #30 CorporateMOM – Sustainability of Corporate Stability
CorporateMOM is Corporate Management Orbiter Mission. Corporate is the central pillar of the global economy but collectively the current eco-system has made it unstable. Make it stable. The mission is to make sure the Sustainability of Corporate Stability is ensured. That’s the purpose. There’s no different opinion among any as to stabilize the corporate management. The key word is sustainability, which is sustained corporate stability.
Lessons we learn from SVB?
Lessons we learn from SVB?
1. Unstable corporate architecture.
CorporateMOM deals comprehensively with Corporate Atomic Structure.
2. No Accountability:
CorporateMOM deals comprehensively with Return on Intangible.
3. No Governance
CorporateMOM deals comprehensively with Subject – Object – Self-governance Framework.
[Amazing isn’t it? Same issues as they were from Industrial Revolution – i 1.0, i2.0, i 3.0 and going on in i 4.0?]
Podcast Episode 29 International Women’s Day 2023: CorporateMOM – a snapshot
I am giving here a snapshot of CorporateMOM that breaks The Boys only Club Syndrome. You will see how Industrial Revolutions 1, 2, and 3 have led us. What’s in store in I 4.0? Corporate goes by only object governance. CorporateMOM provides a company with a tool to measure the Subject-Object-Self Governance aspects of Qualitative and Quantitative elements of management. There are 200 of them, as you will see from CorporateMOM, downloadable at https://ibcm.in/ 12 out of 200 are quantitative the rest 188 are qualitative elements of management.
CorporateMOM breaks the barrier by entrusting the 188 open-ended process blocks of qualitative elements of management to Women Empowerment who would hold the dual responsibility of the management of corporate affairs. This is very much needed for corporate to run smoothly with Ethical-cum-co-responsibility factors duly acted upon by women leadership.
CorporateMOM looks into in detail the Capability Model of Women Leadership by MeRIT: Measure, Record, Implement, and Track. Troika of entanglement – of Women – analyzed:
G.I.R.L.S.
G – SOS Governance – Troika of Entanglement – Subject, Object and Self-Governance. I -Inspiration: Troika of entanglement: Inspiration, Innovation, Imagination. CorporateMOM – Corporate Management Orbiter Mission by Women Empowerment. R – Responsibility: Troika of Entanglement: Fiscal Responsibility, Ethical Responsibility, and Co-Responsibility. L – Leadership: Troika of entanglement: Self-awareness, Self-control, Self-governance S – Strategy for Women Empowerment: Troika of Entanglement D – Diversity, E – Equity, I – Inclusion.
Women have immense capability as well as untainted by Keynes’s Troika of Entanglement – Moral, Hedonistic [the two traps for MEN], and Economic.
When a company realizes the potential aspects of Women then 188 out of 200 ethical cum-co-responsibility factors be entrusted to them in addition to the dual responsibility women would continue to assume. That is CorporateMOM – Corporate Management Orbiter Mission – that would take companies for smooth sailing with a ‘Goldilocks Effect. This is EPP – [GDP~GNH] Integrated Multiplier. GNH can come only when a value system is established in any company which can come only through Women’s Empowerment.
Podcast Episode #28 CorporateMOM – Effort Per Person – [EPP – (GDP~GNH)} Multiplier
In this Podcast Episode #28 – I am presenting CorporateMOM – Effort Per Person an [EPP – (GDP~GNH)} Multiplier – with a case study on GSDP $1.5 trillion 2024 – Gujarat’s Gross State Domestic Product (GSDP) – [The Blueprint] – prepared in Jan 2020, a review on what we proposed and how we disposed of. You can download the full analytics from https://ibcm.in/
Let me start with what Confucius said: When it is obvious that the goals cannot be reached, don’t adjust the goals, adjust the action steps. That’s how I would recommend for pitching on a CAGR of 419%. I would like you to go through CorporateMOM a case study of #Volkswagen. It had gone through a bad time due to bad decisions but has brought about a change, complete change, by adopting a Value System, what #Volkswagen calls T4I – Together 4 Integrity. Every company must go through the process.
Integrating development goals, all 17 SDGs of them connecting to the GNH Index, is crucial for societal changes. This UN article by Luis Collantes was written in 2012 but development goals GDP and GNH could never be integrated. One is quantitative which is GDP and the other is qualitative which is GNH. Hence, CorporateMOM – Effort Per Person – [EPP – (GDP~GNH) Multiplier should be taken ASAP and organizations must take it up further, lest we remain steadfast to the “earth is as flat as a trencher” outlook.
When we go through the number of companies involved under the Industry Group of GSDP the animal spirits when triggered bring about a challenge for accomplishing what we have not attempted before. That must be the start. Not just the states of India but very many countries around the world do suffer from such inertia. Leadership comes from within. Within a company, each person has to have the SOS Governance Responsibility. Have a go.
Audio Podcast Episode #28 CorporateMOM – Effort Per Person – [EPP – (GDP~GNH)} Multiplier
Podcast Episode #28: CorporateMOM enables Blueprint for $1.5 trillion Economy Effort Per Person – EPP the [GDP-GNH] Multiplier
I am giving here a snapshot of CorporateMOM that breaks The Boys only Club Syndrome. Corporate goes by only object governance. CorporateMOM provides a company with a tool to measure the Subject-Object-Self Governance aspects of Qualitative and Quantitative elements of management. There are 200 of them, as you will see from CorporateMOM, downloadable at https://ibcm.in/ 12 out of 200 are quantitative the rest 188 are qualitative elements of management.
I quote Dr. Radhakrishnan from Chandogya Upanishad: “Human mind is subject, to pleasure and pain, expands when praised, contracts when criticized, admires itself, and is lost in the masquerade.” Corporate is masquerading under the claim of secrecy, unwilling to publish qualitative data or shall I say they have no means of measuring the qualitative data. Measuring management quality, a repository of mandatory as well as nonmandatory rules and regulations adopted by a company is necessary. CorporateMOM provides you with an understanding of the concepts that shall assist companies to establish Corporate Management Orbiter Mission.
Corporate needs to be more mature, dropping the exaggerated machismo, that has not worked before and will not work in the future. We have seen from “Inside Job” of Charles Ferguson any number of incidents leading to the 2008 financial crisis.
CorporateMOM breaks the barrier by entrusting the 188 open-ended process blocks of qualitative elements of management to Women Empowerment who would hold the dual responsibility of the management of corporate affairs. This is very much needed for corporate to run smoothly with Ethical-cum-co-responsibility factors duly acted upon by women leadership.
The other day I wrote in Snapshot 2: https://ibcm.in/ – IT sector without a regulatory body is a blessing in disguise for them to self-govern. They will succeed with plenty of women working in this sector, naturally born with self-governance. They don’t need third-party assurance. It’s a world of opportunities CorporateMOM opens up. Make the best use of it.
Just a day later it opened up, with Google announcing “Following Microsoft and Amazon, Google today announced that it will lay off 12,000 employees.” I remembered the classic story of shoe salesmen. One says no one wears shoes here, we can’t sell shoes to them. The other says: Nobody wears shoes here and there is a huge market here.” That’s what I find here, now.
There is not a single company anywhere in the world that produces ethical and co-responsibility reports. IT guys can help themselves prepare SOS Governance Framework for any company near their office. Go ahead. You are the winners.
Snapshot 2 is CorporateMOM – Emergent Property the benefits corporate derive from CorporateMOM. I am giving here another leaf out of the main subject which is Women’s Empowerment.
Snapshot 2 CorporateMOM – Emergent Property is the summation of benefits corporate gain in the implementation of CorporateMOM. I am giving here another leaf out of CorporateMOM the emergent property.
Management is simple that’s what emergent property expounds in this snapshot. Volkswagen case study is important as it has all the ingredeints of an apple pie as Carl Sagan puts it “The nitrogen in our DNA, the calcium in our teeth, the iron in our blood, the carbon in our apple pies were made in the interiors of collapsing stars. We are made of star stuff” So are we. Energize your company.
What if you go through the entire process of CorporateMOM for your company what emerges is your energy flow capability? You will find you don’t have to add anything more to get something more. It’s corporate yoga. Shed your fat and trim. That’s to say construct value and deconstruct what is valueless.
In Snapshot 2 I have also added outside of CorporateMOM aspects of two great personalities – one on the cause and the other on the diagnosis. College students are the ones who would be Reverse Mentors in organizations they would work for. Interns shall take note of it that they are the primary energy source to infuse life into the inert ecosystem. Change, change, change the denominator.
IT sector without a regulatory body is a blessing in disguise for them to self-govern. They will succeed with plenty of women working in this sector, naturally born with self-governance. They don’t need third-party assurance. It’s a world of opportunities CorporateMOM opens up. Make the best use of it.
The theme for this podcast is ABC of entanglement. A for Auditor B for Banker and C for CEO of your company.. When we analyze SOS [Subject-Object-Self] Governance for the stakeholders SOS of A and B and C get entangled.
How to integrate SOS Governance for all three ABCs is crucial for corporate development. CorporateMOM is the overarching analytics of SDG Goal#5 Gender Equality. Women’s Empowerment is the essence and Women’s Equity is the resultant energy flow. There’s a price tag. That’s mainly for companies to install in their intranet and make it available for the workforce to refer to.
We are living on a DIY planet. The interest must come from within. As you will see from CorporateMOM – Philosophers – Scientists – Economists as well as Consultants are only – Advisories. Project ELITE as I have indicated in CorporateMOM – is your own initiative – Education – Learning – Implementation – Training and Execution is DIY Like this episode there would be several such insightful snapshots of CorporateMOM made available free. Make use of it.
I appreciate my podcast listeners who have given me excellent support over several months. For them I say thanks and please take Women Empowerment for establishing value system in companies around the world. A leaf out of CorporateMOM please have a look.
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