Posts Tagged ‘new business’

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Pixarian Wisdom: 5 Quotes From Pixar Films That Apply to Business

Monday, January 30th, 2012

With January slinking away behind us, and the whole new year to look forward to, we thought it would be a good idea to end the month on a high optimistic note. And we couldn’t think of a better place to look for optimism than Pixar, the plucky little animation studio that could. Business owners can already learn a lot from Pixar simply by looking at its transformation from the small group of animators that Steve Jobs bought for $5 million back in 1986 into the $7.4 billion animation powerhouse that it became. But we thought we’d take a step away from looking at the financial strengths of the company to see what its creations can teach us about the business world. Little quips from beloved characters like Carl Fredericksen and Edna Mode can go a long way for entrepreneurs to embrace and embody as a standard for their business- sometimes it’s the smallest words that make the biggest impact!

Shining a LIGHT on business! Get it?! I'll see myself out...

1. Monsters Inc. (2001) – “Laughter can produce more energy than screams.”

Also known as the “you catch more flies with honey” idiom that our mothers tutted at us when we were at our worse, the concept of being friendly over being a, well, monster is highly applicable in the business world. There are many ancient stereotypes about the manager lurking in the shadows, waiting for an employee to mess up so they can pounce and tear them to shreds. In some workplaces, employees genuinely fear the management, which is not something you want. It kills morale, and divides the office to the point that most employees will simply do the bare minimum in the hopes that no one notices them. So make sure to hire friendly managers, be a kind face in the office, and don’t be afraid to let a bit of laughter out to help empower your company.

2. Ratatouille (2007) – “Anyone can cook!”

This is a concept that our business especially holds dear. In the film, our hero Alfredo Linguini, along with his furry pal Remy, realizes that “not everyone can become a great artist, but a great artist can come from anywhere.” The very same can be said for the world of business – a great CEO could be hiding in anyone. All it takes is a bit of push to turn the average person into an entrepreneur and, while running a business isn’t easy, hard work and a determination to succeed can go a long way in making a successful company. Success is neither easy nor given, but for those of us who take that courageous step forward, we have to believe it can happen to us.

3. The Incredibles (2004) – “I never look back, darling! It distracts from the now.”

History should be an opportunity to learn, not a crutch or an excuse. And yet, so many people look to their past and fret about their choices, worrying over what they could have done better. That isn’t healthy! Learn from your mistakes, take experience from your past and only look back when you are trying to determine the way forward. Personal history has a nasty habit of distorting our views, so we must always remember to remain in the now and to allow our past to rest behind us.

4. UP (2009) – “I would like to award you the highest honor I can bestow, the Ellie Badge.”

UP is, in our opinion, one of the saddest movies Pixar has ever created. After 96 minutes and a box of tissues, this movie leaves its viewers dumbstruck after taking them on the emotional rollercoaster ride of their lives. Not wanting to end without causing a few more tears, the ex-curmudgeon Carl gives his personal touch to the badge Russell had been trying to earn the entire movie. While it wasn’t the assisting the elderly badge Russell originally set out to earn, the simple bottle cap Carl hands him was much more valuable. Business has a way of distancing the people involved – CEOs forget about their customers and employees become so intensely focused on their own work that they sacrifice any and all personal interaction with others. The strongest and happiest companies foster relationships, and even the most impersonal businesses can change.

5. Wall-E (2008) – “Recycle, exercise, and garden.”

Corporate might cannot run the world. That’s what we saw in Wall-E, and it’s a good lesson to end with. The human race became so concerned with consumerism that many people forgot to look up from the computer screen every once in a while and look at the stars. Use the New Year as an excuse to inject some of the natural world into your life. Try biking or walking a little more on your way to work, set up a recycling program for your business, and maybe even plant a little flowerbed behind your office. The world isn’t all about concrete, electricity and cash, though sometimes we all need a little reminder of that.

Have a good February everyone!

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Awesome Affiliates: Outside The Cubicle

Wednesday, September 14th, 2011

This week’s affiliate, Silvia Johnson, is sharing her pearls of wisdom in the form of a guest vlog (video blog for those of you not up on your internet lingo). We welcome Silvia to share her words and passion with you concerning female entrepreneurship.

An introduction to Silvia:

Silvia Johnson is the founder of Outside the Cubicle, LLC and the creator of the Thriving Business Model™. Having a knack for modeling success and an ability to walk others through the steps to achieve their own goals, she has transformed thousands of lives and businesses on an international scale. She is the Thriving Business Mentor, supporting female experts in creating businesses that allow them the financial freedom and lifestyle the truly desire while having an impact in the world. Learn more about her and her business at: http://OutsideTheCubicle.com

Guest Vlog

Catch that free gift Silvia offered up? OTC-20 is your key to the six-figure success package.

Interested in becoming an affiliate with MyCorporation or finding out more about OTC? Contact Cindi Sokoloff, Affiliate Manager at MyCorporation at (818) 746-2264 ext 320.

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Preparing the Office for a Natural Disaster

Friday, September 2nd, 2011

Natural disasters are devastating. Unfortunately they can’t be avoided. In the aftermath of a tornado, earthquake or hurricane we often think about the consequences our homes and loved ones will face. However, we shouldn’t forget about the effects a natural disaster will have on the workplace. In the wake of hurricane Irene, it is important to create a plan for our businesses and employees should a natural disaster strike.

Work Together
We all know that no office is perfect. It’s likely that certain employees just don’t mesh. Discussing a plan for preparedness is a time to put office politics aside and work together. At the center of the discussion should be the most efficient way to respond to a natural disaster. Focus on how can your team work together to ensure safety and communication in the office.

Create an Action Plan
A plan, whether it be for an earthquake, tornado or flood, should be developed in order to establish operating and communication procedures. What responsibilities should be delegated to each employee? In terms of a storm, consider creating a committee who will be responsible for insulating the office. Establish a phone or email tree that can be utilized in order to touch base with each other after a disaster. Once a plan is created, make sure to periodically revisit it in order to update procedures. Encourage input and feedback from employees. Work together to create a plan that everyone understands, feels comfortable with and is willing to implement.

Don’t Forget At-Home Employees
Most businesses have employees or independent contractors that work from home or out of the office. Make sure that you don’t forget these people when you are creating your action plan. Contact them with the office’s ideas for a plan and ask for their input. Make sure that reaching out to them is included in your plan. Establishing a plan to promote safety and communication for all of your employees, both in and out of the office, is crucial.

Regroup
Picking up the pieces after disaster strikes may seem almost impossible. However, after the dust has settled reevaluate your action plan. Ask your team what worked and what didn’t. How could the plan be improved? Take this time to tweak the plan. Make sure that those employees who were affected by the disaster have the help and support they need. Work together to rebuild and regain stability. Reevaluate the action plan to ensure continued preparedness.

Following the string unexpected earthquakes and hurricanes, Preparing your office and employees for a natural disaster is more important than ever. Work together and encourage communication to ensure continued office safety.

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Rough Waters: Navigating Labor Laws

Friday, August 26th, 2011

For many small business owners, understanding labor and employment law can be seriously confusing. Paying an attorney to help explain labor law specifics can be extremely expensive, thus creating another road block. Still, for all business owners, understanding labor laws is paramount. For example, it is critical that business owners correctly determine whether the individuals providing services are employees or independent contractors. Generally, you must withhold income taxes, withhold and pay Social Security and Medicare taxes, and pay unemployment tax on wages paid to an employee. You do not generally have to withhold or pay any taxes on payments to independent contractors.

How do you classify an employee? People such as doctors, dentists, veterinarians, lawyers, accountants, contractors, subcontractors, public stenographers, or auctioneers who are in an independent trade, business, or profession in which they offer their services to the general public are generally independent contractors. However, whether these people are independent contractors or employees depends on the facts in each case. The general rule is that an individual is an independent contractor if the payer has the right to control or direct only the result of the work and not what will be done and how it will be done. An individual is not an independent contractor if he or she performs services that can be controlled by an employer (what will be done and how it will be done). This applies even if he or she is given freedom of action. What matters is that the employer has the legal right to control the details of how the services are performed.

Overtime pay is also a sticky subject with many small business owners. Not surprisingly, overtime pay for employees is federally and statutorily regulated. An employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Employees covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a workweek of at least one and one-half times their regular rates of pay. The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime hours are worked on such days. The FLSA, with some exceptions, requires bonus payments to be included as part of an employee’s regular rate of pay in computing overtime.

Finally, employers providing benefit packages to employees must also comply with additional federal rules and regulations. The Employee Retirement Income Security Act (ERISA) regulates employers who offer pension or welfare benefit plans for their employees. Title I of ERISA is administered by the Employee Benefits Security Administration (EBSA) (formerly the Pension and Welfare Benefits Administration) and imposes a wide range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare benefit plans and on others having dealings with these plans. These provisions preempt many similar state laws. Under Title IV, certain employers and plan administrators must fund an insurance system to protect certain kinds of retirement benefits, with premiums paid to the federal government’s Pension Benefit Guaranty Corporation (PBGC). EBSA also administers reporting requirements for continuation of health-care provisions, required under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group plans under the Health Insurance Portability and Accountability Act (HIPAA).

Still confused? The most efficient way to ensure that your small business is compliant with the variety of applicable federal rules and regulations is to check with the secretary of state in the state where your business is located. Keeping up to date with labor laws is vital to the success of any business. Learn more about business maintenance HERE!

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How to Avoid the Dreaded Lawsuit

Friday, August 19th, 2011


Lawsuits are an unwelcome guest in any household not to mention in any business; no one wants to be sued! Unfortunately, lawsuits surrounding the workplace are on the rise. Compensation issues, discrimination complaints as well as wrongful termination suits were all in abundance in 2010. For example, in 2010 wage and hour lawsuits under the Fair Labor Standards Act jumped dramatically, adding 700 more cases than in 2009 totaling 6,800 lawsuits.

Other areas contributing to an increased number of lawsuits are disability and leave of absence claims. Requests for disability accommodation as well as for a leave of absence are on a dramatic upswing. Employers are now seeing work-related injury claims stemming from physical or emotional ailments that don’t stem from the job but affect it. Denial of such claims can lead to a lawsuit under the Fair Labor Standards Act. The issue appears to be finding a balance between what legal right the employee has versus what legal right the employer has; the two rights often overlap.

What is causing this increase? Some point to the increased activism by the Obama administration in both discrimination and wage and hour claims. In 2010, the U.S. Department of Labor hired around 200 additional field investigators to strengthen its enforcement efforts. In fact, a number of complaints made surrounding the heightened investigation claim that federal agencies are turning what used to be small, resolvable workplace matters into full-scale investigations. How can the problem be solved? Better yet, how can lawsuits be avoided?

1. First of all, keep open lines of communication between all departments and employees. Full disclosure regarding wages and salaries, over-time pay and leave of absence policies will keep everyone in the office informed of their rights.

2. Provide outlets for counseling and dispute resolution within your business. Employees and employers alike should have an outlet in which they can air their grievances without feeling threatened.

3. Ensure hiring procedures are in place and employees are appropriately classified.

4. Don’t retaliate against employees for complaining. The majority of claims filed with the Equal Opportunity Commission include a form of retaliation.

5. Finally, treat everyone equally and fairly. Employees who feel valued are not only happier, they will perform more efficiently and accurately.

Lawsuits are intimidating. However, they can often be avoided. Keep the above five tips in mind to increase productivity in the office and to create a happier, lawsuit free environment. Learn more ways MyCorporation can help you maintain your business HERE!

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