A Startup Broke

‘Herewith appear to be the most pressing matters; one, infective and inexperienced entrepreneurial leadership. Two, the dialectic nature between front of house and back of house, and three, a lack of general training motivation and direction in original concept.’

Disclaimer: This video material accompanies your text and is made by McGraw Hill. The video is in no way a current representation of either of the two business cultures that were portrayed.

The so called millennial generation, also referred to as Generation Y and commonly called the Net generation, due to the effect of the internet, are made up of citizens in the United States born between the years 1978 and 1999. This generation has become very familiar with technology because they have grown up with it. They were raised with this new technology such as e-mail’s, instant messaging, and even cell phones. Not all of these new devices have been helpful. In the workforce specifically things have changed especially with communication. Many business had to change their ways of “running the firm” to adapt to the new generation. Business are struggling to adapt to their technological ways, and the effects

Without commitment, no vision can come to fruition. Great tasks require great dedication. Especially when balancing both entrepreneurship and philanthropy, commitment is integral to every endeavor. For example, without Steve Job’s commitment to becoming a revolutionary innovator, the devices we hold in our hands everyday would be nonexistent, as would be his charitable and humanitarian efforts. However, with ardent fervor he thrived in entrepreneurship, founding the world’s most well-known tech company, and, subsequently, philanthropy, donating many of the funds that he raised to noble causes. Dedication was his key to success, putting his whole heart in every task that he undertook. Thus, in order to maximize the opportunities at the crossroads of philanthropy and entrepreneurship, this undying pursuance is necessary for successful leaders.

Millennials and the older generations do have distant relationships in the workplace that needs a resolution to provide a productive and excited work environment that produces results. These critcism about Millennials Steve Gavatorta witness at his own work environment, he states, “One of the common issues I experience when working with clients, who are primarily Baby Boomers and Gen X’ers, involves Generation Y entering the workplace,” Gavatorta describes how he personally experience these objections daily about Generation Y in the workplace, and how the older generations protests about Generation Y and the communication barrier with technology, their sense of entitlement, and their work ethic. Generation Y’s differences compared to the

First I qualifying her as being born between 1982-1997. I asked Cathyn if she has been judged adversely being a Millennial. Cathyn answered. In the work place employers were guarded and subjected her as someone without a work ethic; she stated there was an automatic resentful response how employees communicated with her; so yes, Cathyn was judged as being entitled and someone that was lacking in maturity and respect for permanency of others. I asked her if she felt this wa justified, and how she viewed her Generation. Cathyn answered without hesitation. She stated that at large her Generation comes across as arrogant and privileged. In her experience, Millennials expect that anything they want is theirs. A business they start will not fail, and its ok to borrow and to continue to spend large amounts of money thoughtlessly. Their endeavors have been reinforced through overly being reworded, the bar has been set and their expectations have become unrealistic. She believes that her peers contrive through Facebook fantasies where true connections and hard times are over looked. My overall view of Cathyn is that she has a deep passion toward balancing the scales, she is thoughtful and understands the stereotypes that are directed toward the Millennial

Killeen and Countryman both stressed the fact that too much independence will hinder success, as it is often effective to seek the advice of others. However, too much help impedes on their credibility and prevents them from learning through their own personal experiences. Therefore, falling on the interdependence category of the maturity continuum is a necessary habit in order to be successful as an intrapreneur or entrepreneur. In addition to being interdependent, Killeen and Countryman act, and are not acted upon, which showcases the initiative that they take in their respective careers (Covey, 1989). Without their individual perseverance and passion for the industry, they both would have never gained the starting positions and broad networks which led them to the careers they have today. Instead of being principle-centered, both Killeen and Countryman struggle with the alternative center of work-centeredness (Covey, 1989). Due to the 24/7 nature of the job, both interviewees expressed concerns about being on the verge of a workaholic, merely because of the long hours that the job requires. Whether they are receiving an emergency call from a band-member at three o’clock in the morning, or frantically replying to e-mails at a family event because they just found out a venue cancelled, it is difficult not to take the job home at the end of each day. Since they are incredibly established in their respective careers, I would recommend that they distribute some of their work to assistants and interns in order to become more

When faced with a fresh start, whether that is enrolling at a new school, starting a new hobby or, most importantly, starting a new job, there will always be growing pains. Anyone who has experienced a transition from one role to another can make a case for the tensions and discomfort that usually arise. Whether this tension stems from your peers in the workplace or even the managers superior to you, it takes a great deal of effort to ensure that the transition of roles in the workplace is as smooth as possible. In the Harvard Business School case “Thomas Green: Power, Office Politics, and a Career in Crisis,” Thomas Green, recently promoted Senior Market Specialist at Dynamic Displays faces a challenge when he and his direct manager, Marketing Director, Frank Davis, clash in their working styles. As a result of Davis’ loss of credibility and the clash of priorities between the two men, Green’s place at Dynamic along with his job security become tenuous.

My philosophy is that “Millennials” are no different than anybody else in this universe. Regardless, of the critical discernment of that remains to diffuse across the nation, the individuals that we should concentrate on in terms of failure are the “business leaders” who possess the power to make a difference in their world.

Renee Albertelli and Richard Rodriguez had certain things about their personality characteristics that helped them navigate the struggles of starting any kind of business. One of these characteristics they demonstrated is something every owner needs in order to run any type of business, which is having passion, enthusiasm, and determination, with these characteristics are needed to launch their new business. The excessive interest and energy they had to start this business never failed them; it was the most essential fuel for their vision on how they want to fully build their business. Albertelli’s characteristics portrayed how unselfish she is because of her current job, it allowed her

Serial entrepreneurs often start multiple businesses during their careers. These people are entrepreneurs who work in varied areas of the business world. The reasons behind joining this small group vary as widely as their professions. While looking at these individuals key traits happen to become evident.

Blood, sweat, tears – ask the founder of any startup, and she’ll tell you those are the building

A large number of millennials are at the stage in life where they are entering the competitive workforce. However, they are often labeled with characteristics such as lazy, self-entitled, and narcissistic. This, in many instances, leaves businessmen questioning the work ethic of this younger generation. As employers need members of staff to further or better their businesses, they face working with this generation touted as larger than the Baby Boomer generation that is now entering senior adulthood. Many may worry that the differences in attitudes are too vast; however, employers should not be hesitant to accept millennials because they possess advanced technological skills, are open-minded, and are ready for challenges.

Startups are very counterintuitive. I'm not sure why. Maybe it's just because knowledge about them hasn't permeated our culture yet. But whatever the reason, starting a startup is a task where you can't always trust your instincts.

FAO Inc. did not follow any model that would have save the organization from bankruptcy. It appears that FAO was disconnected to what was happening to the toy industry. The industry had gone global. FAO Inc. only had a brick-and-mortar business, meaning that FAO operated in a physical store with internet presence. Their competition like Wal-Mart and Target had a click -and-mortar business, which operated in a physical store as well on the internet. FAO Inc. failed to keep up with the management and marketing of the industry. There wasn’t a market strategy, market communication, or a market mix which caused KAO to bankrupt not