Surviving the Economic Crisis


Mark William Medley

Surviving the Economic Crisis

by Mark William Medley

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Surviving the Economic Crisis
-ContentsPart One: The Change
1. President Barack Obama’s New Deal 2. Hard Lessons from the German New Deal of the 1990’s 3. Benefiting from the Effects of Deflation 4. Creating National Food Programs 5. Leadership Change after the Crash of 2008 6. Eight Projected Short-term Economic Trends 7. Why do our Governments lower Bank Interest Rates? 2 4 6 8 10 12 14

8. Eight forms of Indirect Taxation that could be Implemented in 15 the Future 9. Benefiting from Big Government 10. What is the “Green Economy?” 11. Could the failure to fix today’s Economic problems, lead to Authoritarian Leadership? 12. The Economic effects of a Weak Currency 13. Bank Bailouts, Is it Sending the right Message 14. “Titanic Economics,” the Sinking of our Old Economy 19 21 23 25 17


Part Two: Change in our Homes and Communities
1. Returning to Family “Values 2. Is Knowledge Trading, a new way to save and Survive? 3. Could “Informal” Markets help build our local Economies? 4. The Economic Benefits of Home Gardening 5. Community Bicycle Schemes 6. Creating a Multi- Family Home 7. Is Bartering a Solution for “Cash” strapped Communities? 8. How to Create your own Sustainable Home 28 30 31 33 34 36 37 39 41

9. The Benefits of Community Trading Networks

Part Three: Change in Business
1. Can Smaller Business rebuild our Economy? 2. Seven ways to cut Business Costs without compromising service 3. How to Create your own Wind Power Business 4. The Growth of the Security Industry 5. How to evaluate the reality of opening a new Business 48 49 51 43 45


6. Seven Recessionist Trends that Create New Opportunities 7. How to Find out if you Qualify for a European Union Grant 8. Could a Workshop Economy help you Survive the Economic Crisis? 9. Seven ways to make your Employees feel Secure at Work 10. When should you Close your Business? 11. Could Franchised Second -hand Stores, beat the Recession? 12. How to Create your own Solar Energy Business?

54 56 58

59 61 63 64

Part Four: Change at Work
1. How your Personal Life affects your Working Environment 2. Could Outsourcing become more Localized 3. Seven Recession proof Jobs 4. The effects of Salaries in a Global Economy 5. Four Incentive Schemes to keep your Workforce Motivated in a Recession 6. Could Freelancing help you Survive the Economic Crisis? 7. Adding Value to your skills to get the Right Job 8. Eight Ways to Create sustainable Employment in an Economic Crisis 66 68 70 72 74 76 77 79


9. Determining What Motivates You? 10. Seven Green jobs that are Currently in Demand

82 84

Part Five: Into the Future
1. A new Type of Corporate Executive 2. The Future of the Internet 3. Benefiting from the New Space Age 4. Recognizing Innovations in Information Technology 5. The Future of our Banking System 6. Eight Green Trends that could Change our World 7. The Future of Work 8. Is the “Tata Nano” the Birth of the Car of the Future 9. The Future of Education: Self- Education 10. The Future of Money 11. Our Green Future 87 89 91 92 93 97 100 103 105 107 110

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The Chinese use two brush strokes to write the word 'crisis'. One brush stroke stands for danger; the other for opportunity. In a crisis, be aware of the danger-but recognize the opportunity John F Kennedy

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How your Personal life affects your Working Environment
Most Organizations do recognize there is a link between a happy personal life, and a content work life. How does your personal life affect your working environment?.
Resentment is one denominational factor which often is created when work starts to intrude into someone’s personal life. In many cases your personal life could also affect your attitude at work, so ideally their should be a healthy balance between work and your home life. Many Organizations are often perceived as over demanding, but just do not realize that employees have a life outside work. A workaholic Boss may believe that other members of staff should be as motivated as they are, when perhaps the perception that people who have personal problems outside work, often try to resolve these problems at work. 1. New Moralism One trend that has often been seen in many workplaces was the ‘new moralism’ of the early to mid 21st century, particularly in the United States. Employees were judged morally instead of by their contribution in the workplace, a trend that ended with the realization that these “moral” values were as flawed as the old economy was. 2. Debt and Debt Management One dangerous trend that can have an adverse effect on how someone works is their current exposure to debt in the current economic crisis. Debt creates unhappiness, and an ability to let money problems overshadow duties at work. This may not automatically be your fault, but there is a link between good financial management, and happiness. 3. Relationship Problems Relationship problems create unhappiness at work. Some people automatically compensate for a relationship problem by spending more time at work. People in healthy relationships prefer to go home, rather than stay on at work. Workaholics often have relationship problems, and often resent people who have found a balance between work and home.

4. Activity and Achievement Extra hours working in an Office, does not always mean a person achieves more, than someone with more efficient time management skills. Leaders inside an Organization should be aware that often competition within the workplace, can lead to a race to see who is seen to work most. In many cases people work at their own pace, and all have their own activity to achievement levels. Over activity could cause resentment, as more time efficient employees, resent being overlooked because more active employees, are visibly achieving, when in reality they could be less productive. 5. Travel Time Traveling time to work often is part of a person’s personal time, and could put at risk the work- home balance. If you spend too much perceived time traveling, then individual productivity could be affected. Leaders inside an Organization, could factor in this travel- home ratio when assessing productivity.

Different people are motivated by differing factors, one is the need to create a fine balance between home and work life. Recognizing that employees do have a life outside work could be the starting point in motivating your workforce. Whilst accepting that longer hours at work, does not automatically result in higher productivity and may result in the opposite. May help encourage employees escaping from a poor social, and home life to start concentrating on building a life outside work, rather than one with their work.

Six ways to positively Motivate People
Motivation is important for the well being of every Organization, unmotivated staff often leads to a poor working atmosphere, and a loss of business. What are Six ways of positively Motivating people?
Most people need money, but are not only motivated by their salary alone. There are six main powerful Motivational factors that help create a congestive and satisfied workplace. 1. Achievement Creating a sense of achievement counts as a highly powerful motivational tool that in most circumstances creates an extremely satisfied workforce. People often look back at their life, and focus on what they have achieved, above what they earned. 2. Recognition Recognizing someone’s contribution to a project, or an on going task can create a higher level of well being and self-esteem, even in the most trying of situations. Simply showing that you care, and have noticed a positive contribution could give added incentive to a tired employee. 3. The Work Itself Most jobs may not be exciting or interesting after a certain period of time. Motivating people through their job often means you need to create a vision around the job, a vision that includes other motivational factors. 4. Responsibility Added responsibility itself is not a major motivational factor to many people, but recognizing and rewarding that responsibility could be motivational. Creating a sense of trust by giving responsibility is one way of recognizing a person’s contribution that in turn could motivate even the most cynical employees. 5. Advancement In an era were most employees do not expect a job for life, advancement within the job motivates most people. Reward based Individuals, may become more efficient if advancement means a pay raise or incentive as they advance within an Organization.

6. Growth At one point in everyone’s life whether it becomes intentional or not, your job becomes your career. Career growth becomes important in every Organization, and by offering varying degrees of growth, people can obtain a job satisfaction level.

Positive Motivation often is the key to creating a conjusive and satisfied workforce, within any Organization. A busy but happy atmosphere within an organization conveys an aura of positive energy, that should attract new business, and build the Organizations future.

How to Maintain Interest in an Incentive Scheme
Motivating Employees through incentive schemes is often short-lived after the initial excitement of a scheme wears off. A good incentive scheme needs to be well balanced, and subject to gradual change. How do we maintain interest in an incentive scheme?.
There are three main ingredients to a well-balanced incentive scheme, which determine motivating someone inside an organization continues, rather than fades away in time. These key ingredients are: 1. A mixed package that includes elements, that continually create Motivation. 2. A basic rewards scheme. 3. A variety of short-term schemes that are intentionally varied. Allowing the change factor in any incentive scheme is paramount to a schemes success. Some incentives include the use of a Company Car, for bigger companies this could be changed, and even introducing different levels of company cars could motivate people. Other schemes practiced in the current economic climate, include cutting back on original incentive schemes, often replacing financial rewards with non financial rewards- as many larger companies face the prospect of competing in a fast declining market. One incentive is the job itself in this type of economic climate, but new incentive schemes could include overtime payments turned into free days or extra holidays. Whilst cutting working hours and even salaries, could be linked with a promise of a gradual pay rise once the economy picks up again.

Cutting back on business lunches could be replaced with an in-company lunch system, were outside caterers provide business lunches, that could be conducted in a specially designed lunch room for visitors.

Incentives still motivate employees, perhaps in the future these incentives may not be as financially rewarding or as complete as in the past. But motivation levels inside an organization are not wage or salary orientated, even in a prolonged recession.

Six signs your Staff are Losing Motivation
In times of change, it is important to keep all your staff motivated. What are the six major signs that your staff are losing motivation?
Motivation is one of the key ingredients of business success, even in the current economic crisis, where fears of lay-offs, company closures and downsizing are affecting staff morale. Recognizing these effects on staff morale, do manifest in small ways that could become a deciding factor in how productivity and attitudes inside your organization determine your Organizations future. 1. Absenteeism Raising rates of absenteeism signals an increase in members of your staff becoming more unmotivated. In an economic crisis, it could also signal some members of staff, are looking for a better position elsewhere. 2. Time Wasting Staff taking longer breaks, talking about matters not relating to work, telephoning friends and even surfing the internet during working hours, are signs that interest in their job is waning. 3. Gossiping, and Rumor Mongering The worst de-motivational effects are active gossiping, and rumor mongering inside the working environment. This is a major de-stabilizing effect on how staff work, and often leads to open conflict within staff members. Identifying the gossips, and rumor mongers, then assessing their reasons to resorting to this behavior, could identify the reason behind this behavior.

4. Bucking the System Making expense claims for unrelated items, using the company car for personal reasons, and “borrowing” office equipment for personal use. Are just some of the signs of “bucking the system.” signs that could return to open resentment if you allow this trend to continue, then suddenly attempt to stop these smaller abuses of the system. 5. Challenging of Policy In the natural business cycle, rigid company policies often become outdated, rather then change with the natural flow of the business cycle. Often company policies are challenged, if your staff are becoming dissatisfied or unmotivated. This may or may not be the fault of the organizations system, but in the short term, challenging policy without the opportunity of discussing ways to change it, leave employees more dissatisfied, and more liable to either leave or even disrupt the general working environment. 6. Bureaucracy In an active working environment, bureaucracy can be perceived as a meaningless or time wasting task. If a Company increases its bureaucracy at the expense of active working tasks, then it can lead to a decrease in productivity, and de- motivate employees. Excessive bureaucracy could lead to a de-motivated, resentful workforce that produces eternally instead of externally, leading to less productivity. Often more bureaucratically minded employees excel in this environment, at the expense of more active employees.

No working environment is perfect, no workforce is completely satisfied in any condition. However, identifying de-motivational factors in the workplace, and correcting them, is often the key to raising productivity, less staff turnover, and a happier more congestive workplace.

How people are Motivated about Work
There are three main theories about how people feel about work, these can be adjusted to new theories about you, and the real reason we are motivated to work. What are the various theories of motivation, and which one matches to you?.
Throughout the history of work, there have been theories about how and why we are motivated to work. Since we have progressed as a Society, these theories change, and often are subjected to change, just as our working life is. Douglas McGregor, defined the human behavior system towards organizations in two very differing ways: 1. Theory X: People are assumed to be generally lazy, uninterested in work or most responsibilities, and need to be both pushed and rewarded in order to achieve something. 2. Theory Y The opposite of theory X. People generally want to work, they enjoy achievement, gain satisfaction from responsibility and seek more experience, wanting to create a positive experience at work. Maslow took this theory further and claimed that peoples needs are progressive, and only when the basic needs of food, shelter, warmth and rest are met through earnings from work then you can move on to more aspirations. If this theory is true then the more developed the society, the more people want and need. Whilst societies that are undeveloped tend to be lower on the aspiration ring for people; this could mean we are progressively seeking more, as we continue to progress from survival level.

Hertzberg, one of our more modern theorists on motivation listed two distinct levels of factors that turn us of work, and those that motivate us. This more detailed approach to motivation in the modern workplace, listed working conditions and salary as potential negative factors, and elements like achievement, recognition, and growth as potential motivators. Their is one underlining factor in all Motivational theories, people are motivated by circumstances, whether they are negative, neutral or positive. These circumstances create our own attitude towards work, and society.

This could lead to the theory that everyone’s circumstances create attitudes towards society and work. Attitudes that can create the motivation that led Barack Obama, a complete outsider to become President, or Bernie Madoff to create a billion dollar scam, when he had already reached the pinnacle of financial respectability.

Four Incentive Schemes to Keep Your Workforce Motivated in an Economic Crisis
In the current economic climate, it's unadvisable to depend on the fact that employees will stay, just because they need a job. Motivating a depressed and fearful workforce, does not need bonus orientated incentives to work in a positive, and creative manner.
Even as many Companies are currently cutting back, and laying off their existing workforce, few employees work well just for money, even in these more difficult times. There has to be an element of job satisfaction, and well being in a Company. Establishing a sense of well being with employees could be the difference between a Company surviving, and thriving to closing its doors, and cutting back on existing staff. Here are four ways to keep staff motivated, without having to increase human resources expenses: 1. Install a sense of reaching a common goal If the target of your business is to survive, then this can be transferred in a positive way to your employees. Meetings will help, with all levels of Company personnel, and a common agreement could be made, that gives employees an opportunity to share the companies problems, and help solve them. 2. Award Innovation The business climate has changed, and innovators are needed more now to create business, in a negative environment. Set up an ideas box, and award prizes for the most feasible ideas. Prizes could range from Restaurant vouchers, to a free Mobile phone, something an employee should appreciate. 3. Individual Awards A simple certificate stating an employee has done a great job, can be more motivational than a cash bonus. It shows that the Company cares, and appreciates the effort employees make in your Business. 4. A Company Picnic/Barbecue A change is as good as a rest, and some employees may be staying at home and getting depressed, affecting their performance at work. Organize a Company picnic/Barbecue, this installs a sense of togetherness, and fun.

Often simple ideas work, even in the most difficult of times, and within your workforce you could be surprised that someone could have the answer, that may save or even expand your business.

Determining What Motivates You?
Self-Motivation often depends on your individual circumstances, and your own individual attitudes towards others, society and work. How do you find out what really motivates you?
Self-motivation often depends on our own individual circumstances, and expectations. In an era of economic change, many people may feel disappointed and lack motivation, except on a survival level. Whilst others are determined to see this change through and beat the change. Determining what motivates you, could make the difference by facing any difficult changes with the strength to continue or sit back and become lethargic and fatalistic about the situation you are personally facing. So How do you determine what Motivates You? 1. Sit back, relax and empty your mind about any negative thoughts. Being clear headed is one way to approach deciding what motivates you…… 2. Write down on two pieces of paper or on word, one section on what motivates you personally, and one on what elements do not motivate you. 3. Once that’s finished you have a complete list of the real factors that both motivate and make you lose motivation. 4. Analyze the points you have written down, and see if there is any action you can take to change the situation. 5. Work on erasing the factors that are not motivating you, and fixing the factors that really motivate you. Often we find that our motivation has changed because of circumstances, and we are forced into situations we dislike; like a job we dislike, or a partner we do not really love, even a place we do not like living in.

Finding a way to solve these problems could lead to success, simply because perhaps a change in career could motivate you to become a success, or even a change in the area we live in.

A Motivational chart often clears problems, and helps us move on towards a better life, and can even solve the problems we often face with new resolve.

Eight Positive uses of Interpersonal Relationships
Stimulating interpersonal relationships inside an organization often create a positive and productive atmosphere inside an Organization. What are the eight positive uses of Interpersonal Relationships?
Positively stimulating interpersonal relationships inside an Organization can often lead to an increase in productivity, a warm working atmosphere that can expand with a happier workforce. 1. Keep everyone Informed A simple notice board, company newsletter or for large Organizations a Magazine keeps everyone informed on upcoming events, changes within an organization and helps everyone feel part of a team. 2. Canteens Larger Organizations usually have a canteen whilst small scale organizations should have a refreshment area, with a microwave and a place were employees can relax, and mix together. 3. Resource Centers Access to resources are as important as the job itself, resource centers could be a simple computer that could be accessed by all employees or in much larger organizations a library or center. 4. Social or Activity Clubs Encouraging Social or Activity Clubs inside an Organization can often encourage employees to socialize with each other in a positive environment. In an economic recession, this could help employees substitute vacations with more localized activities.

5. Celebrations Birthdays, Festivals like Christmas, Idul Fitri or other religious holidays could be celebrated after work. This often shows a company does care, and helps motivate Employees. 6. Counseling Services These are particularly important in times of economic change, when a company may have to cut working hours or even lay-off staff. Counseling could help employees affected by this change to accept in a positive way, an unwelcome change. 7. Quality Circles Allowing members of your Organization to discuss in the open issues around work in an informal setting, often brings positive results, and can sometimes solve issues before they become too serious.

Encouraging Interpersonal relations inside an Organization creates a more positive, and open environment many employees should feel comfortable in. During economically hard times, this could be the difference between a smooth transition, and a rough volatile transition.

Surviving the Economic Crisis

After our Stock Markets collapsed after Lehman Brothers sought Bankruptcy in September 2008, our old Economy changed forever. The way we reacted to this drastic and sudden change, has dominated our lives since that fateful day in September. Adjusting to these changes, and changing our attitudes to are one vital key to surviving this drastic economic change. This may need motivational techniques, that can help us create a new and sustainable future.

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