Tapestry™
Friday, December 19, 2008
Understanding the culture of family businesses
¶ 12/19/2008 1 Comments
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We have heard there is a difference between the cultures of big business versus smaller companies. Here is a video providing a better understanding of family businesses.
Tuesday, December 16, 2008
Congress’s failed traditional leadership culture
The United States Congress is providing the strongest example we have seen in recent years of the failed leadership style of the 1900s. You know the style: those in power more concerned about their own future than that of their company or organization and decisions are made based on the impact to their power silo.
Here are the facts you already know: over $700 billion in loan guarantees given without testimony, restrictions, questioning, or business plan presentations to various bank and financial institutions. The reason: the credit market had dried up for housing. Along came auto companies suffering from the same dehydrated credit base looking for 3 percent of what the banks were given without even having to ask. The Big 3 executives and leader of the UAW were humiliated by the congressional inquisition they faced.
Here is what you may not know:
The United States Congress is providing the strongest example we have seen in recent years of the failed leadership style of the 1900s. You know the style: those in power more concerned about their own future than that of their company or organization and decisions are made based on the impact to their power silo.Here are the facts you already know: over $700 billion in loan guarantees given without testimony, restrictions, questioning, or business plan presentations to various bank and financial institutions. The reason: the credit market had dried up for housing. Along came auto companies suffering from the same dehydrated credit base looking for 3 percent of what the banks were given without even having to ask. The Big 3 executives and leader of the UAW were humiliated by the congressional inquisition they faced.
Here is what you may not know:
- Sources report Alabama’s Senator Shelby, who helped make an issue over the auto makers use of private jets for their first trip to Washington, has been spotted taking Alabama auto maker Toyota’s corporate jet on trips.
- Tokyo and Berlin have already given government cash to Toyota, Volkswagen, and Audi so they can compete while auto sales are slumped. Other countries are looking at helping their own auto industry but not the foreign auto companies making vehicles in their country.
- Toyota sales were down more than General Motor’s sales in the recent reporting period. Yet no congressman mentioned that, some saying America’s auto makers do not make what customer’s want. Incidentally, the American made Chevy Malibu was up 51 percent while sales had dropped more than a third at Toyota.
- The UAW was criticized for asking and auto makers criticized for granting “overly generous” benefit and pay packages. Actually the UAW has been a partner in reducing benefits while the same congressional leaders failed to mention their benefit package, and that of most federal employees, exceeds what is given to the hard working auto employees – and congress has not asked government employees for give-backs.
- Polls show people will not buy a car from a bankrupt company meaning it will be impossible to restructure under Chapter 11.
- What bank would grant DIP loans to any of the Big 3 to get them through the restructuring period?
- America’s automotive factories are used for military purposes during war. Would Toyota have allowed one of their factories in Alabama to make missiles during World War II?
- Congress asked the automotives leaders to take a single dollar in pay because they were losing money. Congress has run up a trillion dollar deficit (it is congress, not the White House that writes checks for the government) yet they have not even rejected their raise let alone dropping to a buck.
The truth is that members of congress are biased to their home constituencies (the folks they need when reelection time comes). Rather than look out for the good of the country these civil servants are looking out for their individual desires to return for another term.
This same thinking dooms companies and organizations. When leaders are overly interested in personal goals they overlook long-term needs.
America cannot succeed unless politicians are able to exercise contemporary management – that is, management built on the greater goals.
¶ 12/16/2008 0 Comments
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This same thinking dooms companies and organizations. When leaders are overly interested in personal goals they overlook long-term needs.
America cannot succeed unless politicians are able to exercise contemporary management – that is, management built on the greater goals.
Tuesday, October 7, 2008
Cultural beginnings of male managers
Editor's note: Even today’s transformed caveman needs a personal and business marketing plan. Robert Middleton, "The Info Guru", is offering a Marketing Start-Up Kit completely without cost or obligation. Click on the following ad to learn more.
The way male managers power dress, posture and exercise power is due to humans' evolutionary biology, according to research from the University of New South Wales (UNSW).
Prehistoric behaviors, such as male domination, protecting what is perceived as their "turf" and ostracizing those who do not agree with the group is more commonplace in everyday work situations than many of us want to accept, according to the research which was carried out in hospitals.
To read the rest of this story, click here.
Prehistoric behaviors, such as male domination, protecting what is perceived as their "turf" and ostracizing those who do not agree with the group is more commonplace in everyday work situations than many of us want to accept, according to the research which was carried out in hospitals.
To read the rest of this story, click here.
Editor's note: Even today’s transformed caveman needs a personal and business marketing plan. Robert Middleton, "The Info Guru", is offering a Marketing Start-Up Kit completely without cost or obligation. Click on the following ad to learn more.
Labels: Corporate, gender, Leadership
¶ 10/07/2008 0 Comments Links to this post
Saturday, September 20, 2008
Top 10 US companies for workplace diversity
Hispanic Business Magazine has named their top 10 US companies for workforce diversity. Basing their ranking strictly on ethnic and gender diversity the magazine says the top 10 companies are:
Hispanic Business Magazine has named their top 10 US companies for workforce diversity. Basing their ranking strictly on ethnic and gender diversity the magazine says the top 10 companies are:- JPMorgan Chase
- McDonalds Corporation
- PNM Resources
- Comerica Inc.
- Southern California Edison
- United States Postal Service
- PepsiCo. Inc.
- Health Net Inc.
- Macy's Inc.
- American Express Company
The magazine ignores other aspects of diversity such as generational diversity.
¶ 9/20/2008 0 Comments
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Tuesday, August 12, 2008
Culture Clash costs jobs
Unable to bridge the French and American cultures, two top executives of Alcatel-Lucent are resigning at the end of the year.
Patricia Russo, chief executive in New Jersey, USA, and Serge Tchuruk, chairman of the French portion of the newly merged Alcatel have not been able to make the transition from two smaller companies to an international telecommunications equipment giant.
Unlike when the famous joint venture between IBM and Apple which derailed several years ago after the two organizations could not form a new corporate culture, this time it seems the problem was national cultures. Ms. Russo could not speak French, providing a huge handicap in top meetings.
Another problem was a series of job cuts designed to streamline te company. Job cuts are not acceptable in the French culture.
2=
Unable to bridge the French and American cultures, two top executives of Alcatel-Lucent are resigning at the end of the year.Patricia Russo, chief executive in New Jersey, USA, and Serge Tchuruk, chairman of the French portion of the newly merged Alcatel have not been able to make the transition from two smaller companies to an international telecommunications equipment giant.
Unlike when the famous joint venture between IBM and Apple which derailed several years ago after the two organizations could not form a new corporate culture, this time it seems the problem was national cultures. Ms. Russo could not speak French, providing a huge handicap in top meetings.
Another problem was a series of job cuts designed to streamline te company. Job cuts are not acceptable in the French culture.
2=
Labels: Corporate, Culture_Clash
¶ 8/12/2008 0 Comments Links to this post
Sunday, July 13, 2008
North America gets smaller
Unlike the failed joint venture of the 80s between Microsoft and IBM, North America is about to benefit from a partnership where corporate cultures and customer demographics are more aligned. Dallas-based Southwest Airlines and Calgary-based WestJet have agreed on a partnership that will connect the American and Canadian airlines for the benefit of the budget minded travelers of both countries.
Both are leading budget carriers in their respective countries and have contemporary management cultures where teamwork and individual contribution is seen as equal among all employees.
The partnership will eliminate passengers from border cities and towns from driving to the other country to get low airfares for domestic travel as international travel will be more seamless and less expensive. Airports in Seattle/Vancouver, Detroit/Windsor, and Buffalo/Toronto have seen passengers drive to their airport across the border in order to domestic air travel.
The real success of the partnership may hinge on the treatment the airlines’ passengers are given by customs in both countries.
Read more about the partnership in the article from the Canadian Press.
Unlike the failed joint venture of the 80s between Microsoft and IBM, North America is about to benefit from a partnership where corporate cultures and customer demographics are more aligned. Dallas-based Southwest Airlines and Calgary-based WestJet have agreed on a partnership that will connect the American and Canadian airlines for the benefit of the budget minded travelers of both countries.Both are leading budget carriers in their respective countries and have contemporary management cultures where teamwork and individual contribution is seen as equal among all employees.
The partnership will eliminate passengers from border cities and towns from driving to the other country to get low airfares for domestic travel as international travel will be more seamless and less expensive. Airports in Seattle/Vancouver, Detroit/Windsor, and Buffalo/Toronto have seen passengers drive to their airport across the border in order to domestic air travel.
The real success of the partnership may hinge on the treatment the airlines’ passengers are given by customs in both countries.
Read more about the partnership in the article from the Canadian Press.
Labels: Corporate, News, Regional, Tourism
¶ 7/13/2008 0 Comments Links to this post
Saturday, July 5, 2008
The failed culture of boycotts
There are still several radical groups that feel boycotts are an effective way to impact corporate cultures. One such group is American Family Association which has called for a boycott of McDonald’s Hamburgers. According to the group they are upset that the corporation refuses to remain neutral “in the culture wars”.
They claim the world’s largest restaurant chain is promoting a homosexual agenda, including homosexual marriage.
Whether their complaint about McDonald’s support of homosexuality is true or not -- boycotts do not work. What the American Family Association is betting on is that they can convince more people to stop eating at McDonald’s than other groups can persuade to eat at McDonald’s.
In the past McDonald’s has had the attitude to cave into the demands of the first protesters on an issue. This cost them severely in the 80s and 90s when their change experienced it slowest growth as they adjusted their menu to meet the demands of non-customers.
Now, following several top level management changes, McDonald’s may exhibit more of a Wal-Mart mindset about the threatened boycott. Wal-Mart has always stood firm against protests by saying they listen to their cash registers and nothing else. This is a great strategy if you have a proven record of success similar to that of Wal-Mart.
In the meantime, pro-homosexual groups, civil rights groups, and liberal organizations will undoubtedly promote a pro-McDonald’s appeal. That is except for PETA which never ate the veggie burgers they requested McDonald’s add to the menu, causing them to be dropped after a brief test period.
In the meantime, pro-homosexual groups, civil rights groups, and liberal organizations will undoubtedly promote a pro-McDonald’s appeal. That is except for PETA which never ate the veggie burgers they requested McDonald’s add to the menu, causing them to be dropped after a brief test period.
There are still several radical groups that feel boycotts are an effective way to impact corporate cultures. One such group is American Family Association which has called for a boycott of McDonald’s Hamburgers. According to the group they are upset that the corporation refuses to remain neutral “in the culture wars”.They claim the world’s largest restaurant chain is promoting a homosexual agenda, including homosexual marriage.
Whether their complaint about McDonald’s support of homosexuality is true or not -- boycotts do not work. What the American Family Association is betting on is that they can convince more people to stop eating at McDonald’s than other groups can persuade to eat at McDonald’s.
In the past McDonald’s has had the attitude to cave into the demands of the first protesters on an issue. This cost them severely in the 80s and 90s when their change experienced it slowest growth as they adjusted their menu to meet the demands of non-customers.
Now, following several top level management changes, McDonald’s may exhibit more of a Wal-Mart mindset about the threatened boycott. Wal-Mart has always stood firm against protests by saying they listen to their cash registers and nothing else. This is a great strategy if you have a proven record of success similar to that of Wal-Mart.
In the meantime, pro-homosexual groups, civil rights groups, and liberal organizations will undoubtedly promote a pro-McDonald’s appeal. That is except for PETA which never ate the veggie burgers they requested McDonald’s add to the menu, causing them to be dropped after a brief test period.
In the meantime, pro-homosexual groups, civil rights groups, and liberal organizations will undoubtedly promote a pro-McDonald’s appeal. That is except for PETA which never ate the veggie burgers they requested McDonald’s add to the menu, causing them to be dropped after a brief test period.
Labels: Corporate, Orientation
¶ 7/05/2008 0 Comments Links to this post
Tuesday, June 10, 2008
UK joins list of longer hour cultures
According to the Trade Union Congress, 3.3 million British employees are now working more than 48 hours each week. This means 180,000 people have joined the ranks of the 48+ Club in the first three months of 2008 alone.
Industry sectors most represented with long hour employees are retail, construction, motor trade, finance, and government.
As companies and organizations worldwide strain to meet increased workloads with fewer employees, productivity is increasing, obviously. However error rates and employee stress also increasing. ¶ 6/10/2008 0 Comments Links to this post
According to the Trade Union Congress, 3.3 million British employees are now working more than 48 hours each week. This means 180,000 people have joined the ranks of the 48+ Club in the first three months of 2008 alone.Industry sectors most represented with long hour employees are retail, construction, motor trade, finance, and government.
As companies and organizations worldwide strain to meet increased workloads with fewer employees, productivity is increasing, obviously. However error rates and employee stress also increasing. ¶ 6/10/2008 0 Comments Links to this post
Tuesday, April 29, 2008
Why call them “Special People”
The term "Special People" is often used for those with developmental delays. Some feel the term reflects political correctness. Others use the term because they know that each special person contains a miraculous gift or talent waiting to be discovered.
Such was the case when we told you about Carly Fleishman, an autistic girl that can only communicate using the keyboard on her PC. Now I want to share the story of how a special person with downs syndrome changed the corporate culture at a grocery store.
Such was the case when we told you about Carly Fleishman, an autistic girl that can only communicate using the keyboard on her PC. Now I want to share the story of how a special person with downs syndrome changed the corporate culture at a grocery store.
Labels: Corporate, Special_People
¶ 4/29/2008 0 Comments Links to this post
Saturday, February 23, 2008
TV cockroach bugs President – fires 30
Thirty people lost their jobs on Turkmenistan's state run television channel after a cockroach crossed the news desk during a live broadcast. Soon after taking office President Kurbanguly Berdymukhamedov ordered the central Asian broadcaster to transform its culture from the soviet era image. The cockroach was apparently a vivid reminder of the older style so the president ordered the firings.
If your company is trying to break with a past culture, how far will you go?
If you want to change your image how serious about it are you?
No one can doubt the seriousness of President Kurbanguly Berdymukhamedov.
Thirty people lost their jobs on Turkmenistan's state run television channel after a cockroach crossed the news desk during a live broadcast. Soon after taking office President Kurbanguly Berdymukhamedov ordered the central Asian broadcaster to transform its culture from the soviet era image. The cockroach was apparently a vivid reminder of the older style so the president ordered the firings.If your company is trying to break with a past culture, how far will you go?
If you want to change your image how serious about it are you?
No one can doubt the seriousness of President Kurbanguly Berdymukhamedov.
Labels: Corporate, Leadership, Regional
¶ 2/23/2008 0 Comments Links to this post
Wednesday, February 6, 2008
How to go Global - a podcast
Rick Weaver, MBC Global President, was recently interviewed by Beverly Cornell for Global Business Perspectives. Beverly and Rick discussed the impact of cultures on business, how businesses can reach up to global customers, and how to reach new cultures right in your own backyard.
If you are frustrated by your business results you will find some excellent ideas that will help you grow your business.
Here is your link for the: podcast.
Be sure to visit Global Business Perspectives to gain great insights on the global business world.
Rick Weaver, MBC Global President, was recently interviewed by Beverly Cornell for Global Business Perspectives. Beverly and Rick discussed the impact of cultures on business, how businesses can reach up to global customers, and how to reach new cultures right in your own backyard.If you are frustrated by your business results you will find some excellent ideas that will help you grow your business.
Here is your link for the: podcast.
Be sure to visit Global Business Perspectives to gain great insights on the global business world.
Labels: Audio, Corporate, Podcast
¶ 2/06/2008 0 Comments Links to this post
Friday, January 18, 2008
Different, somewhat quirky, perspectives
Do you work with someone who uses different thought processes that most people? Perhaps they seem a little eccentric, quirky, unusual, or different? At MBC Global we have such a person. His name is Guillermo.
Whenever a business issue or problem arises, and the work team is huddled in search of a solution, Guillermo sits quietly and listens. When he eventually speaks you can bet it will be something that will sound completely obscure -- as if it has absolutely no relationship to the problem at hand. His comments are usually greeted with chuckles and sighs.
Those who have never been in a meeting with Guillermo will often wonder if he has been attending another meeting. But some of us know that as peculiar as his comment may be, there's wisdom in his words.
Guillermo is not alone. Every place I've worked has had at least one of his clones. I remember the “Hat Man” in New York, the “Star Trek Lady” in Detroit, and the “Nerd Boy” in Boston. Each one had an unusual personality disguising an absolutely brilliant brain.
I bring up Guillermo for two reasons. First, so you may better appreciate your Guillermo and the diversity he or she brings to your workplace. Second, because Guillermo has something of value for you.
When we have our meeting to review coming blog entries, Guillermo always has one of those weird little comments to make. He looks at most of our topics with an absurdity that covers a base of common sense.
Often he has said, “Just let me write the thing”.
Today we said, “Okay, give it a try.”
Tomorrow you will see Guillermo’s first official entry to our blog. We only ask that you keep an open mind as you read his unique point of view.
Do you work with someone who uses different thought processes that most people? Perhaps they seem a little eccentric, quirky, unusual, or different? At MBC Global we have such a person. His name is Guillermo.Whenever a business issue or problem arises, and the work team is huddled in search of a solution, Guillermo sits quietly and listens. When he eventually speaks you can bet it will be something that will sound completely obscure -- as if it has absolutely no relationship to the problem at hand. His comments are usually greeted with chuckles and sighs.
Those who have never been in a meeting with Guillermo will often wonder if he has been attending another meeting. But some of us know that as peculiar as his comment may be, there's wisdom in his words.
Guillermo is not alone. Every place I've worked has had at least one of his clones. I remember the “Hat Man” in New York, the “Star Trek Lady” in Detroit, and the “Nerd Boy” in Boston. Each one had an unusual personality disguising an absolutely brilliant brain.
I bring up Guillermo for two reasons. First, so you may better appreciate your Guillermo and the diversity he or she brings to your workplace. Second, because Guillermo has something of value for you.
When we have our meeting to review coming blog entries, Guillermo always has one of those weird little comments to make. He looks at most of our topics with an absurdity that covers a base of common sense.
Often he has said, “Just let me write the thing”.
Today we said, “Okay, give it a try.”
Tomorrow you will see Guillermo’s first official entry to our blog. We only ask that you keep an open mind as you read his unique point of view.
Labels: Corporate
¶ 1/18/2008 0 Comments Links to this post
Saturday, January 12, 2008
Market brings cultures together
When most people think of a store with ethnic products they tend to think of a store targeting a specific ethnicity. This is not the case in St. George, Utah.
El Tapatio Market on Sunset Boulevard sees its role as bringing the city’s two major populations together. According to owner Armando Porras the market is a gathering place for Anglos and Latinos.
The ethnic populations find high quality products that meet the taste preferences of their cultural customers. For example, you can buy Coca-Cola bottled locally using the American formula or you can buy Coca-Cola imported from Mexico using the sweeter formula from south of the border. You will also find meat cuts for USA Anglo favorites and popular Latino dishes.
The store makes sure they always have at least one employee fluent in English and another fluent in Spanish.
The market is credited by locals as establishing trust between the two ethnicities. Anglo shoppers say they have a more positive impression of the Latino community as negative stereotypes are being eliminated. Several have stated surprise that their Latino neighbors are doctors, accountants, and other professionals.
El Tapatio Market is certainly a model for supermercados in other areas to follow.
End note: El Tapatio Market has been entered as a candidate for the MBC Global “Outstanding Multicultural Achievement Award” (OMAA). If you know of a business that is bringing cultures together, be sure to submit them for consideration for the award on the MBC Global website.
When most people think of a store with ethnic products they tend to think of a store targeting a specific ethnicity. This is not the case in St. George, Utah.El Tapatio Market on Sunset Boulevard sees its role as bringing the city’s two major populations together. According to owner Armando Porras the market is a gathering place for Anglos and Latinos.
The ethnic populations find high quality products that meet the taste preferences of their cultural customers. For example, you can buy Coca-Cola bottled locally using the American formula or you can buy Coca-Cola imported from Mexico using the sweeter formula from south of the border. You will also find meat cuts for USA Anglo favorites and popular Latino dishes.
The store makes sure they always have at least one employee fluent in English and another fluent in Spanish.
The market is credited by locals as establishing trust between the two ethnicities. Anglo shoppers say they have a more positive impression of the Latino community as negative stereotypes are being eliminated. Several have stated surprise that their Latino neighbors are doctors, accountants, and other professionals.
El Tapatio Market is certainly a model for supermercados in other areas to follow.
End note: El Tapatio Market has been entered as a candidate for the MBC Global “Outstanding Multicultural Achievement Award” (OMAA). If you know of a business that is bringing cultures together, be sure to submit them for consideration for the award on the MBC Global website.
Labels: Corporate
¶ 1/12/2008 0 Comments Links to this post
Monday, December 17, 2007
View of culture = perceptions of the past
Could it be that our entire view of life is based on each individual’s past. That argument is made in the article “Do Your Employees Consider Your Corporate Policies Racist”, published by Workforce Management. The article begins by providing survey results showing a difference in perception of major headlines over the past decade. It concludes by suggesting analysis methods to determine the answer to the article’s title question.
In the interim, the article makes the claim “a person’s belief ultimately comes down to one simple thing: a personal perspective, shaped by personal experience and values.” If this is true, how does one change perspective?
MBC Global finds that in many cases an organization’s product mix, services offerings, marketing strategy, and storefront appearance also reflect thinking of days-gone-by. New thinking is required for survival in today's economy -- which is very culturally driven. The analysis recommended by Workforce Management is important, however should not be limited to a review of human resources policies or racial culture. Look at the cultures present in your marketplace and see how you can improve.
Could it be that our entire view of life is based on each individual’s past. That argument is made in the article “Do Your Employees Consider Your Corporate Policies Racist”, published by Workforce Management. The article begins by providing survey results showing a difference in perception of major headlines over the past decade. It concludes by suggesting analysis methods to determine the answer to the article’s title question.In the interim, the article makes the claim “a person’s belief ultimately comes down to one simple thing: a personal perspective, shaped by personal experience and values.” If this is true, how does one change perspective?
MBC Global finds that in many cases an organization’s product mix, services offerings, marketing strategy, and storefront appearance also reflect thinking of days-gone-by. New thinking is required for survival in today's economy -- which is very culturally driven. The analysis recommended by Workforce Management is important, however should not be limited to a review of human resources policies or racial culture. Look at the cultures present in your marketplace and see how you can improve.
Labels: Corporate, Leadership
¶ 12/17/2007 0 Comments Links to this post
Sunday, December 16, 2007
Corporate Culture: Why is it so hard to change?
Researchers at Ohio State University have concluded a study of 286 businesses that were spun off from the parent company between 1980 and 2005. Looking at 10 policy areas, they found a remarkable connection to the policies of the company from which they were spun off.
This further exemplifies the difficulty with which culture can be changed. Corporate cultures are well ingrained at all levels of an organization. New people to an organization they complain about certain elements of a culture, but once they start to follow the accepted culture of the organization they begin to find success. The more they follow the culture, success continues.
When they reached the upper levels of the organization, any proposed change to the culture is a threat – why would they want to change a culture that made them successful?
So how do you change the corporate culture?
Actually there are two ways that cultures can be successfully changed.
Researchers at Ohio State University have concluded a study of 286 businesses that were spun off from the parent company between 1980 and 2005. Looking at 10 policy areas, they found a remarkable connection to the policies of the company from which they were spun off.This further exemplifies the difficulty with which culture can be changed. Corporate cultures are well ingrained at all levels of an organization. New people to an organization they complain about certain elements of a culture, but once they start to follow the accepted culture of the organization they begin to find success. The more they follow the culture, success continues.
When they reached the upper levels of the organization, any proposed change to the culture is a threat – why would they want to change a culture that made them successful?
So how do you change the corporate culture?
Actually there are two ways that cultures can be successfully changed.
- From entry-level up. Most experts will tell you that this is impossible. They are incorrect. Cultures have been change from the ground up when the culture has been so oppressive a mutiny occurs. Workers at the lowest level of the organization can create a culture that slowly passes up. It is a very difficult and very rare process, one that is not recommended.
- From the top down. To be successful in changing a corporate culture, it has to be sponsored by the highest levels of an organization. Sponsorship does not mean approval – it means participation. Unless the top levels of the organization truly want change, it will not happen.
Labels: Corporate, Leadership
¶ 12/16/2007 0 Comments Links to this post
Friday, December 14, 2007
Benevolence Culture: Business giving
The Chicago area organization answered MBC Global's plea for assistance in building cultural bridges. Be sure to visit the new page to learn more about charitable giving as the humanity principles on the page should challenge us all.
Knowledge of the culture of charitable giving provides a business owner or sales person the opportunity to connect with a community in the proper way. It is not simply enough to make charitable contributions, they must be made correctly and in the right attitude.
Once you have visited the page, share your thoughts and experiences about the culture of charitable giving. How has giving to others blessed you? How has receiving charity under the guidelines giving in this cultural bridge, whether or not faith was involved, had an impact on you?
¶ 12/14/2007 0 Comments
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Every business owner is challenged by the causes they support from a benevolent or charitable standpoint. Thanks to tremendous help from The Zakat Foundation of America, MBC has been able to add a new page to our Cultural Bridges providing insight to the culture of charitable giving.
The information they provided discusses the foundation of charitable giving in the Abramic faiths before discussing the Islamic faith specifically.
The Chicago area organization answered MBC Global's plea for assistance in building cultural bridges. Be sure to visit the new page to learn more about charitable giving as the humanity principles on the page should challenge us all.
Knowledge of the culture of charitable giving provides a business owner or sales person the opportunity to connect with a community in the proper way. It is not simply enough to make charitable contributions, they must be made correctly and in the right attitude.
Once you have visited the page, share your thoughts and experiences about the culture of charitable giving. How has giving to others blessed you? How has receiving charity under the guidelines giving in this cultural bridge, whether or not faith was involved, had an impact on you?
