Thursday, October 2, 2025
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Dealing with mediocrity 3

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Further to the issue of job performance, which we saw over the past two weeks, is the product of individual attributes, work effort and organizational support. Last week we looked at some of the individual attributes, which influence the capacity of workers to perform, more especially demographic characteristics (e.g. gender, age, ethnicity), competency characteristics (aptitude or ability) and personality characteristics (what a person is like). From a performance management point of view the individual attributes must match task requirements to facilitate job performance and here follows a summary of some of the conclusions we drew:
Contrary to what many people believe, there are very few differences between men and women that would affect job performance. There are in fact no consistent differences between men and women in the ability to solve problems, analyse, compete, motivate, learn or socialise. Yet women face a hard time having to prove that they are able to perform just as well or even better than their male counterparts.
A common stereotype, when it comes to age is that many people don’t think elderly people are still able to learn and be flexible. However, the truth is that this depends on the individual. Many elderly show themselves to be quite flexible indeed, while age and performance have been found to be unrelated in research. Older people are no more likely to be unproductive than younger people.
Understanding personalities helps the manager predict what somebody can do and what that somebody will do. Cultural values and norms play a substantial role in the development of an individual’s personality and behaviour.
Personality may develop over time, for example from immaturity to maturity, from passivity to activity, from dependence to independence, from shallow behaviour to deep interests, from short-term to long-term perspective, from little self-awareness to much self-awareness.
There are quite a number of attributes that determine the individual, his or her personality, who somebody is, that a good manager must be aware of. Not being aware of these factors, which also influence individual performance, will lead managers into using blanket management instruments, not necessarily the most effective.
The next factor in the equation that we will look into is work effort or the willingness of a person to perform. Work effort relates to the motivation of the worker. Even if the employee fits the task requirements as closely as possible, it does not necessarily mean that performance will be high. In order to achieve high levels of performance, even people with the right capacities must have the willingness to perform. If in a factory for example, workers have the same academic qualifications, skills and experience, their individual performance may vary considerably. Why is this so? Part of the answer lies in each person’s motivation to work. I observe that work effort is a real problem in Ethiopia. Many workers consistently fail to demonstrate that they want to put in the best they have during working hours. In addition to that, many people are not very time conscious and as a result a lot of production time is lost. Here follow a few examples of what I observe:
1. Last week I walked into one of the private banks and as I passed some workers, I noticed they were busy chatting on their private mobile phones. By the time I had cashed my cheque and walked out of the bank, they were still chatting. In other words, they were not doing what was expected from them; in fact they were not performing at all and seemed quite pleased with their conversation instead. And this is all done quite openly.
2. As I entered a company the other day, I was received quite well at the reception. Behind the reception however, I noticed a cleaner sitting in the corner, looking bored and yawning while looking at me. The receptionist led me to the office where I needed to be and by the time I had finished and came out, I found the lady in the same position, still yawning and looking bored, following me with her eyes as I walked out. The positive impression created by the effectiveness of the receptionist was negatively affected by this person and I wondered what could be wrong with her.
3. I wanted to enter a shop during lunch time and just before getting in the shopkeeper walked to the door and turned the “Open” sign around into “Closed”. I asked if I could still come in and the shopkeeper answered that they were closed for lunch, effectively robbing the shop owner of a sales opportunity.
Without doing injustice to all people who try and put in the best they can, these are some of the realities that managers and business owners face, while trying to run their company. In doing so, they must develop ways of positively influencing workers’ motivation to work. There are many ways of doing so, ranging from punishments to rewards, to pay raises, to creating a conducive work environment, to coaching, to delegating, giving more responsibility, sharing profits etc. and managers must make themselves aware of the possibilities. There are countless books written on the subject of motivation (go to Bookworld) and enough material will be found on the internet as well.
Even so, the willingness to put in the best ultimately rests with the individual worker. The manager cannot do the employees work. Personal accountability and work ethics come in here. Where somebody has been given the opportunity to work, earn a living to pay the bills and provide for the family, it is a personal responsibility to make the best effort to perform in return. To employees I suggest that in case there are factors that make it difficult to do this, take up the courage to discuss this with the supervisor. A solution may be worked out. Don’t just sit there and do nothing, thereby harming the business and yourself in the end.

ton.haverkort@gmail.com

EU’s The “Green New Deal”

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Back in early 2016, although the outlook for the European Union was uncertain, there was a moment when, some hoped, if things went well, the UK would vote to stay in the EU and Hillary Clinton would win the United States presidential election, followed by Marine le Pen losing the French presidential ballot in 2017. With ‘Brexit’ and Donald Trump, however, only Emmanuel Macron remained a candle in the dark by the autumn of that year.
Three years later, as the EU looks forward to a new five-year term, it’s still possible, despite, or even because of, Boris Johnson taking over as UK prime minister, that Brexit could yet be defeated in a second referendum. And Trump might lose next year. Yet, equally, UK politics may carry on imploding, driven by the chaotic development of English nationalism. President Trump’s destabilising of geopolitics and geo-economics may continue.
Meanwhile, the EU’s other big challenges, from the rule of law and populism to climate change, tackling migration, lack of solidarity, inequality, reform of the eurozone and more, will doubtless remain for much or all of the coming half-decade.
Yet there are causes for hope too. And, despite Ursula von der Leyen’s weak mandate from the European Parliament as incoming President of the European Commission, the Commission, the European Council and the European Parliament now have the chance to develop an overarching new strategy to drive the EU forward in the face of these challenges. Climate change has moved rapidly up the agenda and growing political support for green parties across many EU member states, not least in Germany, is already shifting public and policy debate and concerns.
As part of her impassioned pitch to Members of European Parliament, Ursula von der Leyen established climate change as the priority for her prospective European Commission, promising to deliver a European Green Deal – in her first 100 days – able to make Europe the first climate-neutral continent by 2050. According to Ursula von der Leyen, the deal is good for Europe, and for the world.
It is good for Europe because deep decarbonisation represents a historical occasion to modernise its economy, revitalise its industry and ensure long-term growth and jobs. It is good for the world, because it shows that pursuing climate neutrality by 2050 is not only technically and economically possible, but also politically rewarding. And this is of paramount importance, as scientists have shown that achieving climate neutrality within that time frame is the only sensible way to limit global warming to 1.5 degrees Celsius, and therefore to protect the world from the more dramatic impacts of climate change.
Von der Leyen’s plan does not lack ambition. It already contains about 20 different policy proposals, spanning from the creation of a Sustainable Europe Investment Plan, to the introduction of a carbon border tax as well as the partial transformation of the European Investment Bank into a climate bank and the adoption of a new industrial policy for Europe.
Kirsty Hughes, Director of the Scottish Centre on European Relations, argues that a Green New Deal can gel the domestic and neighbourhood policies of the union. She noted that support for a Green New Deal is growing in the EU and in the US. The challenge for the EU is to take this on board and make it the centrepiece of its strategy for the coming five years. The risk is that the union will move too little, holding on to its old, cautious approach to industrial strategy and sustainable development.
It is true that taxing carbon is probably the most effective way of curbing greenhouse gases that cause climate change. But because taxing carbon emissions will raise gasoline and other energy costs for households and industry, it may be the most politically treacherous step any government can take. Undaunted, Europe should forge ahead with an ambitious plan to make the cost of using fossil fuels effectively exorbitant. The economic impact on Europe would be enormous. But Europe’s actions could also have a significant impact on the United States.
Several United States Democratic Presidential Candidates recently endorsed some form of carbon tax at a town hall meeting. But one couldn’t find much about carbon taxes in the various “Green New Deal” plans called for by candidates or members of United States Congress. Instead, most Green New Deal plans unveiled so far have morphed into vehicles to address social and economic inequity issues.
Europe’s greener focus is therefore bold and instructive. It was enunciated recently by the incoming president of the European Commission, Ursula von der Leyen, who when addressing her new team of EU Commissioners said: “I want the European Green Deal to become Europe’s hallmark. At the heart of it is our commitment to becoming the world’s first climate-neutral continent…. I want Europe to be the exporter of knowledge, technologies and best practice”.
Reaching her grand goals will require fundamental changes to the European economy and indeed to Europeans’ way of life. But the price of carbon is already rising again, thanks to the recovering economy and recent reforms in the European Union’s emissions and trading system, the world’s first major carbon market. These reforms reduced the amount of free carbon credits available, propelling the price on carbon up again to €25 to €30 per ton. These increases improve Europe’s chance to fulfil its climate goals.
Jacob Funk Kirkegaard, a Research Associate at the Institute for International Economics strongly argued that for Europe to have a realistic chance of reaching carbon neutrality and for an EU Green New Deal to be anything other than a political fig leaf, a far higher price on carbon will be required in the years ahead.

To be continued..

Ethiopian Jazz Great Mulatu Astatke Given Prestigious French Award

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The 75-year-old musician was given the French Order of Arts and Letters

The godfather of Ethiopian jazz, Mulatu Astatke, is the latest recipient of the French “Ordre des Arts et des Lettres” (Order of Arts and Letters). The French Minister of Culture, Franck Riester, travelled to Addis Ababa to present the award to Mulatu, at the French Embassy. The visit is part of the initiative established by French president Emmanuel Macron and Ethiopian Prime Minister Abiy Ahmed to share in honoring their respective cultures.
Born in the south of Ethiopia, the vibraphone and conga drum player later received training in major cities in the US and UK. Through his travels, he began combining musical elements of jazz with the traditions of different cultures to forge a new sound. As BBC reports, “Ethiopian scales have five notes and in Western music there are 12 – Mulatu combined the two to make Ethio-jazz.” The new genre created a wave worldwide and furthered the expansion of jazz.
In honoring Mulatu, the French Minister tweeted, “Few artists are able to embody in the eyes of the world a musical genre so strongly rooted in a national culture. Mulatu Atskake is one of them.” He then later shared a video of Mulatu performing with French violinist Théo Ceccaldi together in Addis Ababa. The tweet reads, “a moment of timeless jazz. Watch and listen without moderation.”
The Order of Arts and Letters is an award that was established in 1957 to “recognize eminent artists and writers, as well as people who have contributed significantly to furthering the arts in France and around the world” according to the Cultural Services French Embassy in the US.

Food for sustainable development

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All companies in the food sector, both producers and distributors, should adopt clear guidelines, metrics, and reporting standards to align with the Sustainable Development Goals and the Paris Climate agreement. Specifically, each company must address four critical questions.

By Jeffrey D. Sachs and Angelo Riccaboni

Feeding a planet of 7.7 billion people is no easy matter. Every person on the planet needs, expects, and has the right to a healthy diet. Every farmer needs, expects, and has the right to a decent livelihood. The roughly ten million other species on the planet need a habitat in which they can survive. And every business that produces, processes, and transports food needs and expects to earn a profit.
It’s a tall order – and it’s not being fulfilled. Over 820 million people are chronically hungry. Another two billion or so suffer from micronutrient deficiencies, such as a lack of vitamins or proteins. Around 650 million adults are obese, an epidemic caused in part by ultra-processed foods that are stuffed with sugar, saturated fats, and other chemical additives.
But the problems go far beyond hunger and diet. Today’s agro-industrial practices are the main cause of deforestation, freshwater depletion and pollution, soil erosion, and the collapse of biodiversity. To top it off, human-induced climate change, partly caused by the food sector, is wreaking havoc on crop production. With more warming and population growth ahead, the crisis will worsen unless decisive changes are made.
The food industry is a powerhouse of the global economy and includes some of the best-known brand names, because we connect with them every day. Solving the many intersecting food crises will be impossible unless the food industry changes its ways.
Fortunately, there is an important glimmer of hope. A growing number of food companies understand the challenge and want to forge a new direction that is consistent with human health and planetary survival. We have been asked by some of these industry leaders, convened by the Barilla Foundation, to help identify the steps needed to align the food sector with sustainable development.
Our starting point is another source of hope. In 2015, all 193 members of the United Nations agreed unanimously to two vital agreements. The first, called Agenda 2030, adopts 17 Sustainable Development Goals (SDGs) as a roadmap to human wellbeing and planetary safety. The second, the Paris climate agreement, commits the world’s governments to taking decisive action to keep global warming to less than 1.5º Celsius. Both the SDGs and the Paris agreement require decisive changes in practices by the food industry.
In our report, we call on all companies in the food sector, both producers and distributors, to adopt clear guidelines, metrics, and reporting standards to align with the global goals. Specifically, each company must address four critical questions.
First, do the companies’ products and strategies contribute to healthy and sustainable diets? We know that the fast-food culture is literally killing us. The industry has to change, urgently, to promote healthy diets.
Second, are the company’s production practices sustainable? Too many companies are engaged in chemical pollution, massive waste from packaging, deforestation, excessive and poorly targeted fertilizer use, and other environmental ills.
Third, are the company’s upstream suppliers sustainable? No consumer food company should use products from farms that contribute to deforestation. The destruction of forests in the Amazon and Indonesia – literally a scorched-earth process – underscore the need to barcode all food products to ensure that they are sourced from sustainable farms.
Lastly, is the company a good corporate citizen? For example, aggressive tax practices that seek to exploit legal loopholes or weak enforcement processes should be avoided, as they deprive governments of the revenues needed to promote public services and thereby achieve the SDGs.
As part of our work, we examined the food industry’s current reporting practices. While many companies purport to pursue sustainable development, too few report on the healthfulness of their product lines or how their products contribute to healthy and sustainable dietary patterns. Too few recognize that they are part of the environmental crisis, either directly in their own production, or as buyers of products produced in environmental hotspots such as the Amazon or Indonesia. And companies don’t report in detail on their tax practices. In short, the food industry’s commitment to sustainability is still too often more high-minded sentiment than actual reporting and monitoring to ensure alignment with the SDGs and the Paris accord.
But we are not pessimistic. Around the world, young people are demanding a sustainable and safe way of living and doing business. We believe that companies, too, will change. After all, companies need customers who are satisfied, workers who are motivated, and the respect of society as a tacit “license to do business.” Some of the cases we analyzed give us hope that change is possible. As our project continues in the coming year, with the aim of working with the industry to ensure that performance, reporting, and monitoring are aligned with sustainable development, we will keep the public informed of what we see and learn.
The food sector is a key part of a larger picture. World leaders gathered at the UN this week to review progress – or lack thereof – on the SDGs and the Paris agreement. They must keep in mind one crucial fact: the world’s people are demanding change. We have the know-how and wealth to achieve a prosperous, inclusive, and sustainable world. The business sector must urgently recognize, acknowledge, and act upon its global responsibilities.

Jeffrey D. Sachs, Professor of Sustainable Development and Professor of Health Policy and Management at Columbia University, is Director of Columbia’s Center for Sustainable Development and of the UN Sustainable Development Solutions Network. His books include The End of Poverty, Common Wealth, The Age of Sustainable Development, Building the New American Economy, and most recently, A New Foreign Policy: Beyond American Exceptionalism.
Angelo Riccaboni is Chair of the Santa Chiara Lab at the University of Siena and Chair of the PRIMA Foundation.