Firing Squad Press + Play 2F-For The Security Upstart
Overnight.Security Entrepreneur Series 2
Corporate Destabilization Clause
“The butler always knows what’s next on the dish; be it reserved” -Dr.Sylvan Lightbourne
Every business has a story to tell. How interesting it is depends on the actors who live in its embodiment and who saw the economic swings and shifts which either made them a vulnerable target or an asset in developing years.
This topic blog more or less showed how important it is to set aside personal indifference, once the holder represents an upper management position in an organization, especially where blame is pointed to those who were just the sub agents of the big ship.
The question is who is at fault? And the answer is everyone!
But no one holds total responsibility because no one functions an entire business on its own accord.
There exist multiple actors, agents and prime lending agencies, who all are defector product of a failing culture of management. Management on seeing these culpable actions may be inclined to keep the debt unchecked because of loyalty issues or keep abreast of all financial interactions and find a solution to prevent kick outs and insolvency.
A principle guide: to develop and to remind management of their place and to take accountability when it is asked upon them every time; all the time!
Because of these organizational policies, management kick out is certain to be a part of their journey.
Not forgetting their contribution but when up-tide is drowning the tourists; then life guards’ job becomes inconsequential and useless, serving no real purpose.
All that is said in the forum of my security industry. For far too long I have played a keen interest in observing the insolvency cases found within security companies and interdepartmental security offices; falling in the trap of bankruptcy and failing to mention these occurrences to their clienteles and stakeholders.
The grave third party risks and their risk acceptance to insolvency, management retention, contractual agreements and poor corporate governance accountability, deter the security industry from attaining foreign direct investments and ensuring sustainable employment to the industry leaders.
Management kick out is an essential ‘must’ to restructure corporate behaviors and build wealth YoY in the security industry!
SO LET’S BEGIN YOUR TRANSFORMATION!
PRESS + PLAY
CORPORATE DESTABILIZATION
There must exist policy clauses establishing a rule of thumb approach in dealing with financially distress situations continually affecting a company’s growth. First on any agenda is the relationship between management and general stakeholders and their good relations in support of customer service relations inductive practices, so every level within the corporate ladder as well as external clienteles.
The crux of these deliverables are to determine if the management team still possesses the visionary will of the company and not be ill-fated by personal grouses or affliction by customers’ grievances. All break loose when accountability issues sprung out and retention of talent diminishes every quarter along with profit margin.
The act to interrupt the organizational system to allow actors to pay notice on organizational accepted behaviors and their interplay with corporate dynamics.
Human nature is chastised and childish, a human capital becomes some of the world’s investment in any enterprise as talent matrices and productivity is never culpable due to lack of discipline.
CORPORATE EXECUTION DECISION:
The human race becomes too predictable to lead and unpredictable to even take seriously, as all new businesses seek the cruelty of its competitors and use it as leverage to take over its shores.
To force prospective shareholders into a debate of sell out and buyout encouraged by persuasion to seek a new alternative to the clause of destabilization.
Or to poison the water by being an aggrandizement to competitors and force liquidity into motion, by being too unpredictable in the market, to take notice while supportive to all capital negotiations and contracts worth more still than in motion.
The faith of a few to manage and lead, to compel by good faith the destiny of others to support the cause of the ecosystem would always be a zone that is uncharted.
While companies and illusive ways for mental health application to feed the minds of the workforce that there exist support measures for your indulgence to compel; are tactics too late in the growth stage.
As the bewildered spokesperson for a diverse community of talent are reshuffled or even not appointed due to the complex dynamics of inter-struggles ego, on compensation for work achieved against the nature of structure to build new projects in lieu to be number one in partnership.
TAXONOMY:
A rise tied to the diplomacy of the workforce, which all oblivious sweat equity holders refuse to adhere to, the world is filled with competitor syndrome within and externally in a corporate embodiment.
For the clause is an acknowledgement to the reasons of employment as if the workforce is incapable to compel to tasks completed, then there exists issues with the influencing of these supportive roles. Many times the dusk overshadows the competitive workforce by the over competent body of managers who seek glory over productivity. And shy away from directional questions when all fall over so too does the foundation at the top. A hierarchical measurement to process work done over periods of time in organizations still reeling from economic tremors every quarter, to ignore the signs and to keep the production line filled to make the yearly quota.
As people are ready to overthrow management and its results are shown in the retention metrics used to detect high turnover of capital intensive debt to deliver on highly intensive portable products.
Any school of thought speaks about the measurability complexities of corporations in distress caused by coupd’état created by the mobs against the management teams in lieu of supportive structural policy in and of their deliverables.
The taxonomy takeaway is ever present when all are expendable and results leave clues in the charts and the financial dictum. As management can be forced out when collusion emerges and there exists a distance between management understanding of a company vision and mission themes, while many possibilities can roll over the strategy to remain financially liquid. A clause is placed for the purpose of reminding that willful destabilization of a non trajectory model can make way for a positive outcome when kick outs are done and people are held accountable for the productive curve to remain over the economic shocks of the distributive line.
WE WELCOME YOUR FEEDBACK FEEL FREE TO GET IN TOUCH WITH US FOR ANY FEEDBACK OR QUESTIONS & DO NOT SELL THIS INFORMATION NEED MORE INFORMATION ABOUT THIS BLOG TOPIC OR ANY OF THE PROBLEMS OR SOLUTIONS? CLICK HERE TO GO TO THE STUDIO SECTION TO BEGIN YOUR SEARCH. THERE YOU WILL FIND LOTS OF FREE DOWNLOADABLE SECURITY EBOOK COPIES WRITTEN BY DR. SYLVAN LIGHTBOURNE. FURTHER INFORMATION CAN BE VIA THE CONTACT SECTION ON HOW TO BEGIN YOUR ENTREPRENEURSHIP JOURNEY THROUGH “leveraging management kickout
