LyrArc Article Gist
One of the big changes is to give responsibility to younger managers. Chairman Whitacre's marching orders are to cut executive ranks and gve responsibility to a whole new group of younger managers. Performance reviews and goal setting is short-one page. The organizational chart for vehicle reviews that required 70 or so executives to pass on it is gone. Product decisions are made at weekly meetings with the President present. And people are not supposed to fear speaking up if a change is needed to what they are doing for a product. Debate is in and seniority is not supposed to be the factor it once was. 50 page presentations are out. Reuss, who heads global engineering, describes his start in 1983 as a student intern, and the lack of debate that made it impossible for him to say anything about the failed Aztek van, that his bosses might not like to hear.Its as if these types of product decisions were somehow the work of higherups with managers not having an equal or more important say....

LyrArc Article Gist
Sarkozy has not lived upto French promises to set a new tone, and follow policies that respect the interests and wishes of people in Africa's Francophone countries for good government and development. In Gabon, Niger, and Senegal and other French speaking countries, the French government has favored regimes in power.

LyrArc Article Gist
Barry Schwartz, a Psychology Professor at Swarthmore College, and author of Paradox of Choice: Why More is Less, points out that the 35 years of research shows that you get exactly what you pay for, but it turns out to be the opposite of what you want, and there are a lot of ways that incentive based compensation can go wrong. In theory choosing a parameter like share price and creating incentives to promote shareholder interests through higher share price as a measure of executive performance is reasonable, but it assumes that there is no manipulation of share price, or other external factors do not distort the measure of performance. In reality you get a situation like Merrill Lynch and other financial firms that gave out huge bonuses and executive pay even while bad decisions- that were later to sink the firms- were being incentivized. Schwartz points to research worldwide by Bruno Frey, Oberhozer-Gee, Uri Gneezy, James Heyman and Dan Ariely, that shows that incentives tend to remove the moral dimension from decisionmaking. Heyman's reaearch showed that when people offer passers by a token payment for help lifting a couch from a van, they are less likely to lend a hand when they are offered nothing. The question people ask themselves he says when money isn't part of the equation is very different he says: what are my responsibilities, what should I do that will fulfill these responsibilities to other people and to my country? In his view even though we put a lot of faith in incentives as a society to influence behaviour in a positive way, they actually do the reverse. Even if they work for some time, after a while some people who have fewer scruples learn ways to game the system and gradually distort the way it functions, leading to perverse results endangering all....