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Google pushes back against Australian Government regulations

[BUSINESS NEWS] Google claps back at the Australian government with an open-letter to Australian consumers, opposing the proposed News Media Bargaining Code law.

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Google Australia home page pop-up

Google made a power move by communicating directly to Australian consumers with a pop-up on the Google search home page. The open letter to Aussies is the latest in response to Australia’s push to pass a law that would require Google and Facebook to pay media publications for their news content.

News media companies have suffered in many markets with the fall of print media and rise of online news, affecting the companies’ ability to collect ad revenue. The Australian government says that Australian news outlets have been impacted even more acutely by the coronavirus pandemic, with over one hundred local papers in the country laying off reporters and either stopping printing or closing entirely.

Google’s open letter to Aussies, penned by the Australia Managing Director, Mel Silva, warns that the rule would unfairly advantage big media industries by requiring Google to share data to help them artificially boost their rankings. This would jeopardize the quality of search results and possibly even user data, claiming “There’s no way of knowing if any data handed over would be protected, or how it might be used by news media businesses.”

The Australian Competition and Consumer Commission (ACCC), the watchdog that authored the proposed law, says the open letter contains inaccuracies. They claim that Google would not be required to share any additional use data with the media unless it chooses too, and would also not require Google to start charging for its free services like Search and Youtube.

Of course, it is any company’s prerogative to communicate directly with its customers, even its non-paying customers. But if this communication is effective in wielding the power of Google’s millions of Australian civilians to counter the government’s regulations, it behooves Aussies to leverage Google to understand the facts and verify Google’s claims against the text of the regulation.

The decision to highlight bellicose language like “at risk” and “hurting” to describe the effects of the law, without explaining the proposed law itself, is a clear attempt to manipulate an emotional reaction from users by painting the law as a threat to free services, rather than an attempt to protect a healthy democracy.

The spread of misinformation online is threatening democracies around the world, and Google should take a hard look at its role in that.

Google published a more detailed blog post on the matter on May 31, entitled “A fact-based discussion about news online.” The post essentially claims that Google Australia doesn’t gain that much revenue from news searches (only 10 percent!) so how could it possibly be ‘taking’ that money from the media? Furthermore, 2018 Google searches accounted for 3.44 billion visits to Australian news publishers – at no charge to the publishers! That’s a lot of clicks! Can’t you feed your kids with them clicks, Aussie news monsters?

This is not the first time Google has made political noise. In 2018, Google displayed Youtube notices about an EU copyright proposal and in 2014, closed Google News in Spain entirely over a similar dispute as Australia.

In the end, the question remains – in Australia, the US, and elsewhere – whether tech giants like Google and Facebook should hold outsized market control of paid advertising online.

But the lengths Google is currently taking to undermine this governmental action is a testament to just how far this company has come in 22 years. In 1998, Google’s founders Sergey Brin and Lawrence Page published an academic paper from the Stanford computer science department entitled “The anatomy of a large-scale hypertextual Web search engine.” Yes, that search engine was named Google.

The paper describes a novel approach to enhance the effectiveness of a large-scale search engine in the early days of the internet. In addition to an apropos search result example for the term “Bill Clinton,” the paper comments on paid advertising.

In Appendix A: Advertising and Mixed Motives, the authors assert that a conflict of interest could arise when a high-quality search result is counter to the goals of a paid advertiser. They conclude that “advertising funded search engines will be inherently biased towards the advertisers and away from the needs of the consumers.” In 2019, paid advertising accounted for 70.9 percent of Google’s revenue.

Sure, the internet of 2020 is not the beloved wormhole of yesteryear, when the online world was mostly made of blogs, games, and community forums. Google has grown with the times (or even ahead of them), as any smart tech company should. So perhaps holding 2020 Google to a 1998 standard is unfair.

Nonetheless, I leave you with the authors’ conclusion to the advertising discussion from their original concept: “…we believe the issue of advertising causes enough mixed incentives that it is crucial to have a competitive search engine that is transparent and in the academic realm.”

Transparency isn’t outdated, is it Google?

Heather Buffo is a Cleveland native, a recovering Bostonian, and an Austin newbie. Heather is the Venture Growth & Partnerships Lead at Republic where she works with partners in private investing to democratize access to capital for entrepreneurs. Heather studied neurobiology at Harvard University, and is a City Year Boston AmeriCorps alum. She likes to write for AG, drink Austin beer, and ride around town on her road bicycle. His name is Pippin. Say hello if you see them.

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Business News

Does Raising Cane’s have the secret to combatting restaurant labor shortages?

(NEWS) Fried Chicken Franchise, Raising Cane’s, has turned to an unusual source of front-line employees during the labor shortage- Their executives!

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White paper sign with black text reading "Help Wanted."

I wouldn’t call myself a fried chicken aficionado or anything, but since chains are designed to blow up everywhere, I have experienced Raising Cane’s.

I’m pretty sure the Cane’s sauce is just barbecue mixed with ranch, but hey, when you’ve got a good idea, keep with it.

In the further pursuit of good ideas, the company has resorted to an intriguing method of boosting staff in a world where the lowest paid among us are still steadily dying of Covid, and/or choosing to peace out of jobs that they don’t find worth the infection risk.

Via Nation Restaurant News: “This is obviously a very tough time, so it was a joint idea of everybody volunteering together to go out there and be recruiters, fry cooks and cashiers —whatever it takes,” said AJ Kumaran, co-CEO and chief operating officer for the Baton Rouge, La.-based quick-service company, from a restaurant in Las Vegas, where he had deployed himself.”

The goal of this volunteer mission, which involves 250 of the 500 executives deployed working directly in service roles, is to bolster locations until 10,000 new hires can be made in both existing locations and locations planned to open.

It’s obvious that this is a bandaid move – execs exist for good reason, and in terms of sheer numbers (not to mention location and salary changes), this is hardly tenable long-term. But I can say this as someone who’s gone from retail to office, and back (and then forth…and then back again) several times – if this doesn’t keep everyone at the corporate level humble, and much more mindful of employees’ needs, nothing will.

The fast-food world is notorious for wonky schedules only going up a day before the week begins, broken promises on hours (both over and under), horrendous pay, and little to no defense of employee dignity in the face of customers with rank dispositions. With the wave of strikes (Nabisco, John Deere, IATSE) making the news, and lack of hazard pay/brutal physical attacks over mask mandates still very fresh in workers’ minds, smart companies are hipping themselves to the fact that “low level” employee acquisition and retention needs to be much more than the ‘work here or starve’ tactics that have served since the beginning of decades of wage stagnation. The best way for that fact to stay front-of-mind is to go out and live the truths behind it.

In Raising Cane’s case, the company also announced that they’re upping wages at all locations — to the tune of an actually not totally insulting $2 per hour, resulting in a starting wage of $15 and a managerial wage of $18.

Ideally, paying people more to cook, clean, and customer service all in one job will actually attract people back to fast food work. Seriously consider the fact that the people cleaning fast-food toilets are the same people making the food that goes into your mouth. The additional fact is that it’s better for everyone’s health when they’re paid enough to care about what they’re doing and stay healthy themselves.

Of course, one does also need to consider how much inflation has affected the price of goods and housing since the ‘fight for $15’ began almost a decade ago in 2012. Now, raising wages closer to the end point of multiple goods still might not be enough!

AJ Kumaran continued, “The chicken prices are through the roof. Logistics are very hard. Shipping is difficult. Simple things cups and paper napkins — everything is in shortage right now. Some are overseas suppliers and others domestic suppliers. Just in poultry alone, we have taken significant inflation.”

That’s global disruption for ya.

It remains to be seen whether this plucky move can save Raising Cane’s dark meat, but I’m very pro regardless. Send more top-earning employees into the trenches! No more executives with 0 knowledge of how the sausage sandwich gets made.

No more leading from behind.

Why not? What are ya? Chicken?

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Woman working in office with remote team

Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

This story was first published in November 2020.

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Business News

How to apply to be on a Board of Directors

(BUSINESS NEWS) What do you need to think about and explore if you want to apply for a Board of Directors? Here’s a quick rundown of what, why, and when.

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board of directors

What?
What does a Board of Directors do? Investopedia explains “A board of directors (B of D) is an elected group of individuals that represent shareholders. The board is a governing body that typically meets at regular intervals to set policies for corporate management and oversight. Every public company must have a board of directors. Some private and nonprofit organizations also have a board of directors.”

Why?
It is time to have a diverse representation of thoughts, values and insights from intelligently minded people that can give you the intel you need to move forward – as they don’t have quite the same vested interests as you.

We have become the nation that works like a machine. Day in and day out we are consumed by our work (and have easy access to it with our smartphones). We do volunteer and participate in extra-curricular activities, but it’s possible that many of us have never understood or considered joining a Board of Directors. There’s a new wave of Gen Xers and Millennials that have plenty of years of life and work experience + insights that this might be the time to resurrect (or invigorate) interest.

Harvard Business Review shared a great article about identifying the FIVE key areas you would want to consider growing your knowledge if you want to join a board:

1. Financial – You need to be able to speak in numbers.
2. Strategic – You want to be able to speak to how to be strategic even if you know the numbers.
3. Relational – This is where communication is key – understanding what you want to share with others and what they are sharing with you. This is very different than being on the Operational side of things.
4. Role – You must be able to be clear and add value in your time allotted – and know where you especially add value from your skills, experiences and strengths.
5. Cultural – You must contribute the feeling that Executives can come forward to seek advice even if things aren’t going well and create that culture of collaboration.

As Charlotte Valeur, a Danish-born former investment banker who has chaired three international companies and now leads the UK’s Institute of Directors, says, “We need to help new participants from under-represented groups to develop the confidence of working on boards and to come to know that” – while boardroom capital does take effort to build – “this is not rocket science.

When?
NOW! The time is now for all of us to get involved in helping to create a brighter future for organizations and businesses that we care about (including if they are our own business – you may want to create a Board of Directors).

The Harvard Business Review gave great explanations of the need to diversify those that have been on the Boards to continue to strive to better represent our population as a whole. Are you ready to take on this challenge? We need you.

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