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The suicide of celebrity chef Anthony Bourdain who had a popular television program, brings new attention to the increase in middle age suicides ages 45 to 64 in the U.S.  The CDC figures show a 60% increase for women and 37% for men between 2000 and 2016. A clinical instructor in psychiatry and medicine at Cornell, Ms. Boardman says life satisfaction is low at this age,a dip in satisfaction called the U curve. A 2016 study in the American Journal of Preventive Medicine  shows stress factors as problems with intimate partners job/finances, health, family, and criminal/legal problems.  The demographic group driving suicide rates up is mainly white people without a 4 year college degree, who have done poorly compared to that group in a previous generation, say experts at Columbia University. 

Generally isolation and loneliness is also a factor, and social connections a big antidote to depression type stress.

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This very exceptional report from the city of Recife in Brazil's northeastern state of Pernambuco, comes from WSJ reporters Johnson and Jelmayer. It is about the physicians Vanessa van der Linden Mota, and Ana van der Linden Mota, her mother, who first alerted health authorites in Pernambuco about the cases of encephaly and the links to the mosquito Zika Virus in Recife, Brazil. From 147 recorded encephaly cases, and babies born with shrunken skulls or calcified brain structure in 2014 in Brazil, the cases reported jumped to 4,180 suspected cases. Estimates of cases by 2020 for such cases run up to 50,000 to 100,000 if the problem is not tackled. The family of the van der lindens come from Dutch-German immigrants settled in northeastern Brazil, a less developed region of the country. The family is unique with five doctors including neuro pediatricians Ana and Vanessa working in public hospitals in Recife , and father Helio a neuro surgeon. The entire state of Pernambuco has a total of 15 neuropediatricians, according to this report. The Ebola Virus emerged in countries such as Sierra Leone and Liberia which suffered from war and neglect of health infrastructure. Here in Pernambuco state, as reporters Johnson and Jelmayer point out, the problem stems from neglect in public health infrastructure, especially sanitation and drinking water for shantytown dwellers and vast majority of poor residents in a city of 3.5 million, typical of developing countries in Latin America and South Asia, where development in some parts of the country have lagged far behind, and where needed public health infrastructure investments have not been made. Lack of dependable drinking water means collecting water in containers that are susceptible to breeding mosquitoes, such as the mosquitoes carrying the Zika Virus. A public debate on the lack of attention by socialist and worker's party led governments to this type of infrastructure and transportation services was already underway in Brazil leading to widespread protests in 2013. A $226 million investment in a soccer stadium in Recife, and similar investments in other smaller cities in the northeast were made under the Worker's Party government. Large investments for the Olympics now come as the economy contracted in 2015, and Brazil is hurt by another boom-bust cycle with the slowdown in China- with fiscal austerity policies, a loss of a third in the value of its currency, and the popularity rating of the newly elected government from the Worker's Party in single digits....

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The Climate Change Bill, Inflation Reduction Act of 2022, CHIPS and Science Act, gun control legislation have moved forward president Biden's program for Build Better America forward leading to a huge change in the perception of his administration. There may be a sense that Biden could do more in Congress in the way FDR and Truman changed America, and creating once more a beacon for the world shaken by the pandemic.

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Blackberry maker Research In Motion's will introduce new products to prevent further erosion of market share. Five new smartphones will be introduced, including an all touch screen phone to compete with the iPhone. Smartphones using its new QNX software will not be available till 2012. Meanwhile Apple is bringing out a new version of the iPhone and new smartphone are being released by competitors. RIM's share of global smartphones is down to 12.9% for the 1st quarter of 2011, compared to 19.7% the prior year. In the N. American market RIM's market share for smartphones is down to 16.5%, a big decline from 41.3% in the first quarter of 2010. Missed deadlines for new products are a major problem for RIM in the fast paced environment for new technologies and software with new competitors from related fields.

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Bank of America Corp settled a shareholder lawsuit that it misled investors about the acquisition of Merrill Lynch by agreeing to a payment of $2.43 billion. The five plaintiffs included the State Teachers Retirement System of Ohio and the Teacher Retirement System of Texas. The plaintiffs accused Bank of America under Ken Lewis of making false and misleading statements about losses relating to the acquisition and planned to seek $20 billion if the case went to trial on Oct. 22. The series of never ending lawsuits and settlements are hobbling the bank's effort to recover. Company figures show Bank of America setting aside $42 billion for litigation costs, payments and reserves.

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WSJ talks to Adam Grant, Prof. of Organizational Psychology at Wharton School of Business, on the importance of experimenting with different ideas. For every decision A and implementing it one forgets that there were other decisions that could have been made B, C, D or E, and each one offered new ways to experiment and try out new ideas. Grant is author of the book-" Think Again - The Power of Knowing What You Don't Know." Here he talks about how some CEO's used the pandemic (a problem) as an opportunity to experiment with new ideas on work to create productive happier workplaces. Others were too afraid to experiment. Grant says research data shows people are more likely to stay in a hybrid structure, because it gives them flexibility. From the productive workplace perspective this means people have to develop new skills and new muscle in a kind of experiment. This is what he says many CEO's are fearful to try out, now that they are reverting to the old workplace in the office-to what they know.  His biggest fear is that the experimentation that covid brought to us will stop. He sees four days of focused work a week or six hours of concentration in work a day, as way better than 8 hours of distracted work or five unmotivated days. Not just personal bonds are necessary says Grant, clear roles and goals are needed. And people need to be excited about what they are doing, which is possible he has found when they know the work has meaning for people who they are serving. ...

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What will the workplace of the future look like? What has happened during the pandemic that will change the way we look at work and life? These questions are answered in this WSJ report. There will be a greater mix of people of all ages, it says, as people live and work longer. Companies competing for workers will offer travel, sabbaticals, parental care, and flexibility for remote work around the world depending on an employee's needs and preferences. Some software firms already offer 60 days of remote work overseas, as travel is seen as broadening and good for mental health. Meditation, mindfulness, mental health assistance are seen as part of services companies will give employees.

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Getting savy employers to pay attention and getting employees to have a better sense of who they are, provides the topic of this article in the WSJ. It shows that different types of employee behaviour can be seen after two years of the pandemic, and employers need to pay attention to their needs.  There are ambitious employees and work to live types. Work to live advocates have put lifestyle and health as priorities learning from the pandemic. The great resignation and employers facing worker shortages have given them an opportunity to look for more flexibility in work life situations. Related to work to live type are double duty professionals of which women form the larger part. During the pandemic women took on more responsibilities for children with lockdowns and school closures. This also meant a more stressful life. All of these types of employees are now in the workplace. Employers can get better results by paying careful attention to worker needs. The types are not exclusive as double duty professionals also have the drive and the resilience to match ambitious employees in tackling new positions and responsibilities. The double duty professionals also share the aspirations of work to live advocates for a better work life balance that gives rest and relaxation, home and family, the importance it deserves for a full and complete life. There is one more type which is also part of the workplace that is entirely different. It is the disoriented new employee who has been left alone to find out about new responsibilities at work virtually without the necessary human contact. Related to this type is the desperate to connect type which is the type that has lived in relative isolation during the pandemic and is now hungering for human contact. There is also one more type closer to retirement that is the zest for life type that can be very productive in the workplace because of its experience and talent if given the chance. This type is not just there for the paycheck or career progress. Here the zest for life means the desire to connect with others and learn new things. Companies and management can accomplish more and be more responsive to needs of their employees by understanding these types and their different needs. Dorie Clark ,who teaches executive education at Duke and Columbia University ,says this is important for companies to retain talented employees and get the most out of them by understanding early on what motivates them. ...

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Managers need to take care that they do not become insulated, and do become insensitive to the workplace and workers, as this can lead to making costly mistakes, says Rosabeth Kanter. Kanter says this has led many top managers to distance themselves from the workplace, feel entitled, and think they are indispensable, leading to mistakes that led to them resigning in the last 2 years.

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Women were one of the hardest hit groups during the pandemic. Not only were they forced to leave work but also had to shoulder more childcare responsibilities. About 30% of women who changed jobs during the pandemic got new jobs that paid 30% higher with salary and bonus, according to the Conference Board. In 2022 women are coming back to the workplace with better wage gains to makeup for the momentum lost during the worst part of the pandemic period.

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Quiet quitting has become a phrase that means workers are working hard and doing things the way they did before, except that they are not letting a work culture that may have gone astray because of bosses  who set the wrong rules guide their lives. Even as companies such as Stellantis are taking on a new culture because of a new respect for workers work-life balance and getting a lot more from them, other companies are following older set patterns that did not include work-life balance or rejected work-life balance outright without saying this openly. Stellantis, Europe's largest car company itself shows why this is dependent on who is the CEO and what he believes in. The previous CEO had poor health habits including frequent smoking and irregular long hours without a structure of any sort that led to this being carried over into the work culture. The CEO changes and new rules are set and soon it permeates who is hired at different levels that are consistent with his habits and sense of work life balance. A new culture develops over time and gradually you have new work ethic that respects the mental health and fitness of workers and of managers, and that of the CEO. This report in WSJ starts with the premise that workers should'nt feel bad because worker are "quiet quitting" anyway after the pandemic. But in reality the statement is a bad one, as it does not say there are better models out there few as they are, that need to take pre-eminent place after the pandemic rejecting the old ones that recklessly ignored health and mental health and were less motivating for workers, and leading to less productive culture in the workplace. At Stellantis a lot gets done in regular hours so that the time after 5 or 6 pm is devoted to workers getting into exercize taking a bike ride, doing things that revitalize and build a healthy body and mind so essential for productive and good thinking type concentration in work. Emails over weekends need not be replied till Monday, and bringing up work during the weekend is discouraged. And still a lot gets done, the company will take the leading role in EV vehicles in Europe and has aggressive plans for 2030 for new EV models. See the link to Stellantis to see how this new CEO runs a company of about 100,000 employees around the world. His name is Carlos Tavares and he took charge of Fiat, Peugeot, Chrysler combined operations called Stellantis in January 2021. This is important as it is the new trend that will take hold of the work culture after the pandemic only if workers and managers ask that it be so and as the word spreads that better more productive companies that can get a lot more done is the result of such an educated workplace that respects health and mental health, and the dignity of workers and families. Look, how can it not be so when the word still has to be spread on climate change in the business world? How can one take place without the other? There is a new sense of dignity in respecting the dignity of the environment, of water, soil, and air, how not so for the mind, the body and its connection to nature around it? And no better place than Stellantis and its CEO Carlos Tavares where the old CEO ran himself down with poor work and health habits and passed away while at work in 2018, to show a new way.  In Germany this new way of work-life balance based work culture is called by a more respectful term "Feierabend" than "quiet quitting" showing that what is wrong is with the work culture and bosses who do not grasp the importance of health, mental health, and what it means to be revitalized for truly productive and thoughtful work. Quiet quitting has that sense of workers having to feel a bit of guilt about this and still thinking it is right  doing it anyway. In Germany"feierabend" is popular and accepted, it means breaking away from work at normal times such as 5 pm or 6 pm when a workday ends so that one can go out and relax with a bike ride  or something that is good for health and fitness and rejuvenates. No email, no nothing so the mind can rest and revitalize. ...

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The BBC looks at the mental health challenges in the workplace and the stigma around it. The pandemic has created its own set of new challenges. Getting more people to talk about wellness struggles is  a critical part of these challenges. 

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Some clues to why president Biden is not getting the credit for work done to better people's lives is the workplace. Workplace dissatisfaction measured in the Gallup 2023 Workplace Report shows the number of workers stressed, disengaged, or angry, is rising. A BambooHR analysis of data from 57000 workers shows job satisfaction scores have dropped to the lowest level since 2020, dropping 10% in 2023. Some of the causes- the unsettled state of the workday, being micromaanaged back to the office, even as they realize the isolating nature of remote work or hybrid work, inflation erasing any gains in wages, and a cooling job market leaving some stuck in same roles. New workers were hired in 2022-2023 and many have still to find fulfilling roles. Employers focused on hiring and less time was spent on situating new employees well. This is happening even as workers have more control where they work. Other causes are a backlash to employers efforts to get all employees back to the office. Another issue nearly a thrid of workers do not work in the same place as their bosses at large companies, up from 23% in 2020, accroding to an ADP survey. This means workers have long distance relationships with bosses and co-workers, weakening ties. In 2023 it is a very different workplace than before the pandemic. It may also offer some clues to why workers are skeptical about the work done by the Biden administration looking at their own lives after the pandemic even though major efforts are being made by president Biden in cost of living, in wages, support for labor and unions, and in rebuilding infrastructure and public services. ...

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A survey of 10,000 knowledge workers by Future Forum cited in WSJ shows 78% of workers care about and want location flexibility. And 95% of workers want flexible hours. This survey also found that 72% of workers in knowledge industries who are not happy with their level of flexibility are likely to seek out new opportunities in the next year. 

This happens as employers are finding it hard to get workers. The new hybrid arrangements during the pandemic have created a new workplace culture with hybrid arrangements, flexible work, going into the office only some of the time. More than two thirds of employees say they the hybrid setup was their preferred way of working.

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Americans have changed their habits after pandemic and now try to leave office at 5.01 pm to go home, giving room for exercise, cooking dinner, children, and other activity at home. There is a pushback to avoid staying till later in the evening for after hours activities at the workplace.

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This WSJ Investigation into workculture and poor treatment of women and minorities shows behaviour has not changed over the years. Some of the internal investigations go back to the time when Sheila Bair was head of the FDIC in 2009. The FDIC plays an important role in regulation of the banking system. It is not attracting younger employees with the workculture. That this has been ignored for so long is over decades is beyond comprehension, that such behaviour could exist as reported in the WSJ is astonishing. 

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The Asian-American voters are significant in some states such as New Jersey 7% of voters, Nevada 9%, Minnesota 3.1%, and California 15%. Compared to the 2012 election this is the fastest growing demographic up 16%. With lower immigration from Mexico this is likely to continue for several decades. Nationally it is 4% but growing rapidly. The Asian-Americans come from countries such as India, China, Indonesia, Vietnam, Philippines. Seib says Trump has lost as many Asian-Americans as he has gained whites who chant "build that wall," by using such rhetoric. The Asian Americans are about 48% moderate and about 23% liberal, 19% conservative. Many are in the tech and white collar fields, in the suburbs of major cities including the South. Its this location that can make them an important influence. The Democratic Party has reached out to these generally better educated voters, who have heard about building that wall with unfavorable views- 40% saying they would vote against a person with "anti-immgrant views" regardless of what the other issues are. The early 2016 poll done by the Asian and Pacific Islander Vote project shows 61% having unfavorable views of Trump and 61% having favorable views of Clinton in 2016.   ...

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Vannis Varoufakis, Greece's feisty finance minister in the debt negotiations with the IMF and the EU, dispels the notion that the Argentina default is an example for Greece to follow, both in his blog and talking to James Stewart of the NYT. He says in his blog, that this is "profoundly wrong." Greece's economy is dependent on the euro, its banks and private sector borrowings tied to the euro, and going back to the drachma would be harder than Argentina removing the peg to the dollar and devaluing sharply in 2001. Even then half of the purchasing power was gone in conversion from dollar denominated deposits to pesos. In December 2001 Argentina defaulted on $93 billion in debt, sharply devalued the peso, resulting in a economic depression, riots and demonstrations. The economy stabilized in 2002, and paid back debt owed to the IMF by 2006, only because of export demand for Argentina's main products of soya beans, and corn, soya oil with high demand from China and Brazil. Greece's exports of cotton and fish cannot provide the basis for such a recovery, says Varoufakis. Arturo Porzecanski at American University, and Daniel Gros, Director of the Center for European Policy Studies have written 2 separate papers on Greece following the Argentine example, and agree with this conclusion....

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Southwest ranks 4th, American and United 5th and 6th in this survey in the WSJ. The top ranked airline for US quality travel is Delta Airlines in 2024.

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Ford executes new strategy for reaching the younger first time buyers of small cars in India. The car is a hatchback called the Figo designed with the help of Indian engineers for the Indian and overseas markets. It has done a$500 million expansion of its plant in Chennai, India, doubling production to 200,000 vehicles ayear, and 250,000 diesel engines a year by 2010. Mullaly says: "literally India is designing the small car for the world." Separately Ford is building a new car plant in Chongquing, China, for 300,000 cars, midsize and suv's. The change is huge and dramatic for car production. CSM Worldwide predicts car sales in India 45% higher in 2011 compared to 2007, and 39% growth in China, 26% in Brazil. In contrast, car sales in North Americaand Europe will not have returned to 2007 levels by 2011. Considering declining levels in Japan and Germany sales may be on a slow downturn. See links to this. For instance Ford predits Ford's production in North America will decline to 35% of global production by 2015 from 54% in 1997. ...

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COFCO is the abbreviation for China National Cereals, Oil and Foodstuffs Corporation, which was the state company importing grain and other staple foods into China during the period before China opened up its economy. It is now a dominant company in China's grain and other staple products from edible oil, dairy products to bacon and beer. Under CEO Ning Gaoning, Cofco has transformed itself since 2004 from primarily being a grain importer to value added products, food processing, and technologies in the food business. Cofco is expanding rapidly overseas with deals and acqusitions, and has about $10 billion in state funds for acquisitions. Recent acquisitions include $2.7 billion for Dutch grain trader Nidera BV, and 51% ownership of Noble agricultural unit. Earlier acquisitions include vineyards in Chile and France in 2010, and Australia's Tully Sugar in 2011. Current plans are for acquisitions in the U.S. and Latin America. Revenues in 2014 were an estimated $63.3 billion. Interviews with cane farmers that are part of Tully Sugar in Australia show Cofco has managed the company well and won the support of farmers....

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A.G. Lafley returns to P&G to take over from Robert McDonald as CEO. Lafley retired from the CEO position 4 years ago. He worked his way up in the detergent division starting as brand assistant for Joy dishwashing liquid in 1977. McDonald's role as CEO was marked by weak growth in the U.S. for P&G's premium priced brands during the period following the financial crisis of 2008-2009, when consumers were becoming frugal. McDonald increased emphasis on emerging markets but this could not make up for weak growth in P&G's largest market in N. America. Lafley had built up the premium brands during his period as CEO, and not focussed enough on reducing costs of manufacturing and overhead as much as competitors. This turned into a problem for P&G when consumers became more frugal and price conscious. In 2000 Lafley was brought back the first time after the abrupt departure of CEO Durk Jager following a large earnings shortfall and decline in share price. This time private investor Ackman had pushed for McDonald's replacement....