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ThursdaySeptember 18, 2014 Vol.28, 10 No. 40 Monday, 2015 Vol. 10 No. 354
Palace softens stance on tax-reform proposals L By Jovee Marie N. dela Cruz
INSIDE
egislators bared on Sunday a softening of the hardline stance Malacañang has taken against the proposal to scale back the country’s income-tax structure, saying that fiscal policy-makers—who earlier put their collective foot down on reducing the personal and corporate income-tax rates—agreed to take a fresh look at the reform measures.
sales growth BusinessMirror
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Monday, September 28, 2015 E 1
How to Spot Hidden opportunitieS
for SaleS GrowtH I
By Andris A. Zoltners, PK Sinha & Sally E. Lorimer
n the hunt for growth, every sales leader, whether new or seasoned, faces the same question. Where will the growth come from?
The best answers frequently come from looking at differences in performance, sales activity and market potential across different parts of the business. Better analytics enable companies to discover and take advantage of these hidden pockets of growth. Here are several examples:
Novartis gets more out of its
average performers. T he globa l health-care company identified salespeople who were outstanding per for mers and isolated a set of the behav iors that set that g roup apar t from average performers. The company developed a new sales process based on these behaviors. In a study, newly trained salespeople realized twice the growth
rate in sales when compared to a control group.
A manufacturing company accelerates growth among new hires.
The company tracked performance of salespeople over their first 20 months with the company to understand how quickly new salespeople became effective, and why. A key finding was that salespeople reporting to top-performing first-line managers performed much better than salespeople working with average-performing front-liners. The difference? Topperforming managers spent more time coaching in the field and arranged for mentorship from experienced team members. So the company established new coaching expectations for front-line
managers and implemented a tracking system to ensure accountability.
A telecom company gets more business from its high potential
customers. The company found “data doubles” for low-performing, high-potential customers—i.e., other customers who had a similar demographic profile but were buying much more. The company analyzed the purchase patterns and sales strategies at these moresuccessful accounts and shared the insights with the sales force. That information enabled salespeople to improve targeting the right products for underperforming customer accounts, thus, dramatically boosting sales opportunities. Compa n ies w i l l a lways be thinking about their next source of growth. Today’s world of big data enables companies to analyze sales force data for new and better sources of insight. Andris A. Zoltners is a professor emeritus of marketing at Northwestern University’s Kellogg School of Management. He and PK Sinha are cofounders of ZS Associates. Together with Sally Lorimer, they are the authors of The Power of Sales Analytics.
All boards need a technology expert By Jean-Louis Bravard
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eCenTLY I examined the professional experience of nonexecutive directors at the major banks in Britain. Like almost every other major industry today, banking relies on complex and expensive technology. So I was curious whether the individuals charged with corporate governance had any more than a layman’s knowledge of information technology (IT). I discovered that only one bank had a board member with some direct experience in technology. This is ty pical not only in banking but also in most major industries. Technolog y is the most important agent of change today; hardly any industry is immune to both its value-creating and disruptive potential. Yet the nonexecutive directors lack the experience required to challenge and support chairmen and Ceos in bringing the best technology to their business. Many industries today still
To reduce stress, embrace your inner type B By Victor Lipman
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TreSS and I have had a long, complicated relationship. early in my career, it often felt like my naturally lower-stress, quiet management style was an impediment to advancement. (I eventually worked in management for more than two decades and became a vice president.) over my decades in business I’ve often observed a similar dynamic: Classic high-octane Type A’s (aggressive, impatient, with high stress levels) most often ended up with top leadership roles, while extremely capable Type B’s (calm, patient, more relaxed) ended up in lesser positions. In assessing talent, we tend to default to a more predictable model of high-stress, high-intensity leadership. There are two big problems with this:
n Unchecked Type A behavior creates a persistently stressful environment for the team. It’s a recipe for employee disengagement. we all know Type A, high-intensity managers who can be counted on to deliver a tough project, but leave a trail of bodies in their wake. Ultimately that’s not an efficient long-term model. A chronically stress-packed management style breeds burnout and turnover. The best management is sustainable. Stress isn’t. The simple fact is that people don’t do their best work while anxious. n Many potentially excellent Type B managers are overlooked because they haven’t earned their stress merit badge. This can frustrate talented individuals. outstanding managers aren’t exactly in such abundant supply that we can afford to needlessly limit the pool.
Most of us, of course, aren’t exclusively Type A or Type B personalities but possess elements of both. we can consciously cultivate calm and lower the A volume while turning up the inner B. doing so brings changes that are both physical and emotional. The beneficial effects have been well documented since the 1950s. There’s a ripple effect: More relaxed behavior can yield improved leadership results. when backed by a solid commitment to quality and excellence, and supported by motivated employees who appreciate less stress in their working lives, Type B’s can be highly productive leaders.
employ outdated technology. often, only a multiyear, board-level sponsored effort can ensure a responsible IT overhaul. But without IT expertise at the director level, how can a board make educated decisions and take advantage of rapidly changing technology and consumer behavior? To ensure that corporate governance includes sufficient oversight of technology, I propose that companies follow these principles:
Add a technology expert to your
board. Give priority to individuals who continue to be involved with technology. Technology moves too fast for stale talent, however wellregarded. Be prepared to rotate this role at least every two years. Don’t rely on advisers. Many boards rely on technical advisers and consultants to assess their firm’s technology needs. Too often their advice is too generic.
Ask tough questions about technology spending<strong>.</
strong> Chief information officers are often not rewarded for taking
out old code and old hardware; instead they “layer” old technology on top of ancient technology, bad on top of worse—which leaves their company vulnerable to new companies that don’t have any obsolete inheritances to handle.
Understand cyber threats.
Unfortunately, new technology opens up vulnerabilities even as it creates value. Total security is not possible, but understanding the risk-benefit trade-off is essential. A recent survey found that 80 percent of boards do not even receive briefings on their company’s cybersecurity strategy. Briefings should happen periodically. Chairmen should test their company’s preparedness to handle technological change by mapping current and future challenges for their current nonexecutive directors. They will almost surely discover a gap between their team and the company’s needs.
measure reducing the individual and corporate tax rates, and assess their] impact,” Quimbo said. Previously, the DOF warned lawmakers that reducing the individual income and corporate tax rates will cause the government to lose tax revenues equal to 1.5 percent of the country’s gross domestic product (GDP), or P30 billion. This was why Malacañang, taking the cue from the DOF, rejected the long-pending bill mandating adjustments in individual See “Tax-reform,” A2
special report
Are you sure you want to be a manager? By Joseph Grenny
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enowned restaurateur danny Meyer likes to tell newly promoted supervisors that they have just been given the “gift of fire.” As a boss they now have a new and potent power, but Meyer wants to ensure they understand the appropriate—and inappropriate—uses of this gift. Fire, Meyer explains, can be used to warm and comfort. It can be used to illuminate darkness. And every once in a while, it is used to scorch—as when a leader speaks painful truths to others. I’ve met many newly minted supervisors, first-time Ceos and even recently elected political leaders— some of whom were ambivalent about taking on a new position. Here is some counsel on what to consider before you make the leap to manager: Count the cost. It’s fun to play on a bigger stage. More salary is nice. Taking on more complex problems
provides new satisfactions. And learning to lead people is a novel opportunity for growth. But think about your future before you give up the present. The deepest regrets I’ve heard from those who took the job were the loss of: n Tribe. when you become the boss your peers are no longer peers. This might unsettle valued friendships. when you are granted more power, you are implicitly agreeing that your loyalty is expected to be more to the enterprise than to your colleagues. Could you dismiss one of your former peers? Are you willing to embrace fully the requirements of this new authority? n Simplicity. As a manager, you will encounter a new set of trade-offs. when you take the job, you leave a world of value simplicity and enter one of value complexity. Because you are now a part of a management team, you will have to advocate positions with which you may not totally agree. Are you ready for that?
Take counsel from your fears.
If you’re worried about failure or criticism, that’s normal. But faking confidence doesn’t work. Authenticity—first with yourself and then with others—is the path to legitimate serenity. Acknowledge your deficiencies without dwelling on them. Then focus on your strengths. Check your motive. If you want power to gratify your ambition, your leadership will be all about you. You’ll fail to cultivate the legitimate trust of your team. You’ll guard your power jealously rather than being generous with it. That will hobble your capacity to be bold and decisive. danny Meyer says that the gift of fire isn’t “power over” it is “power to.” Leadership offers profound satisfactions—but only if undertaken fully, willingly and for the right reasons.
Joseph Grenny is a social scientist for business performance and the cofounder of VitalSmarts.
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© 2013 Harvard Business School Publishing Corp. (Distributed by The New York Times Syndicate)
china’s robot revolution E4 Monday, September 28, 2015
Lead tax-reform proponents at the House of Representatives and the Senate said the Department of Finance (DOF) is reconsidering the tax-reform proposals advanced by the legislative leaders. House Committee on Ways and M eans Chairman and Liberal Party Rep. Romero S. Quimbo of Marikina City and Senate Committee on Ways and Means Chairman Sen. Juan Edgardo M. Angara said legislators now wait for word from the DOF on the tax-reform measures. “The DOF was tasked to study further [the
Jean-Louis Bravard is a nonexecutive board member for London and Partners.
MONDAY MORNING Victor Lipman is author of The Type B Manager: Leading Successfully in a Type A world. He has his own consulting firm, Howling Wolf Management Training.
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ROBOT REVOLUTION
Epira amendment no panacea for power crisis, rate increases
SWEEPS CHINA’S FACTORY FLOORS
WORKERS assemble parts next to robot arms at an auto-parts manufacturing factory in Dafeng city in east China’s Jiangsu province. CHINATOPIX VIA AP
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B K C | The Associated Press
HENZHEN, China—In China’s factories, the robots are rising For decades, manufacturers employed waves of young migrant workers from China’s countryside to work at countless factories in coastal provinces, churning out cheap toys, clothing and electronics that helped power the country’s economic ascent. Now, factories are rapidly replacing those workers with automation, a pivot that’s encouraged by rising wages and new official directives aimed at helping the country move away from low-cost manufacturing as the supply of young, pliant workers shrinks. It’s part of a broader overhaul of the economy as China seeks to vault into the ranks of wealthy nations. But it comes as the country’s growth slows amid tepid global demand that’s adding pressure on tens of thousands of manufacturers. With costs rising and profits shrinking, Chinese manufacturers “will all need to face the fact that only by successfully transitioning from the current labor-oriented mode to more automated manufacturing will they be able to survive in the next few years,” said Jan Zhang, an automation expert at IHS Technology in Shanghai. Shenzhen Rapoo Technology Co. is among the companies at ground zero of this transformation. At its factory in the southern Chinese industrial boomtown of Shen-
zhen, orange robot arms work alongside human operators assembling computer mice and keyboards. “What we are doing here is a revolution” in Chinese manufacturing, said Pboll Deng, Rapoo’s deputy general manager. The company began its push into automation five years ago. Rapoo installed 80 robots made by Sweden’s ABB Ltd. to assemble mice, keyboards and their subcomponents. The robots allowed the company to save $1.6 million each year and trim its workforce to less than 1,000 from a peak of more than 3,000 in 2010. Such upgrading underscores the grand plans China’s communist leaders have for industrial robotics. President Xi Jinping called in a speech last year for a “robot revolution” in a nod to automation’s vital role in raising productivity. Authorities have announced measures such as subsidies and tax incentives over the past three years to encourage industrial automation as well as development of a homegrown robotics industry. Some provinces have set up
their own “Man for Machine” programs aimed at replacing workers with robots. Guangdong, a manufacturing heartland in southern China, said in March it would invest 943 billion yuan ($148 billion) to encourage nearly 2,000 large manufacturers to buy robots, the official Xinhua news agency reported. Guangzhou, the provincial capital, aims to have 80 percent of manufacturing automated by 2020. A relentless surge in wages is adding impetus to the automation revolution. China relied on a seemingly endless supply of cheap labor for decades to power its economic expansion. Th at equation is changing as the country’s working-age population stops growing and more Chinese graduate from university, resulting in a dwindling supply of unskilled workers, annual double-digit percentage increases in the minimum wage and rising labor unrest. Deng said Rapoo’s wage bill rising 15 percent to 20 percent a year was one big factor driving its use of robots.
“Frontline workers, their turnover rate is really high. More and more people are unwilling to do repetitive jobs. So these two issues put the manufacturing industry in China under huge pressure,” he said. China’s auto industry was the trailblazer for automation, but other industries are rapidly adopting the technology as robots become smaller, cheaper and easier to use. It now only takes on average 1.3 years for an industrial robot in China to pay back its investment, down from 11.8 years in 2008, according to Goldman Sachs. Companies such as electronics maker TCL Corp. are using robots to produce higher-value goods. At one factory in Shenzhen, TCL uses 978 machines to produce flat-screen TV panels. At another TCL plant in Hefei, near Shanghai, steel refrigerator frames are bent into shape before being plucked by a blue Yasakawa robot arm that stacks them in neat rows for further assembly. Fridges and big washing machines have heavy internal components, so “if you use automated robots to make them, they also let you cut your labor intensity by a lot,” said TCL Chairman Tomson Li. China held the title of the world’s biggest market for industrial robots for the second straight year in 2014, with sales rising by more than half to 56,000, out of a total of 224,000 sold globally, according to the International Federation of Robotics. There’s plenty more room for explosive sales growth. China has about 30 robots for every 10,000 factory workers compared with 437 in South Korea and 152 in the
United States. The global average is 62. Beijing wants China’s number to rise to 100 by 2020. The switch to robots has raised fears that it will contribute to slowing job though there are few signs that’s happening yet. Deng said Rapoo hasn’t had to resort to layoffs. Rather, the company is just not replacing workers who quit. “It’s not simply replacing the operation of workers by robot. We do more than that. We are making a robot platform” in which humans and machines work together to make production more flexible, he said. On a recent tour of Rapoo’s factory, Deng pointed out the efficiencies. As a conveyor belt carried circuit boards out of an industrial soldering machine, a robot arm removed them from metal jigs and placed them on another belt. Human workers typically do this job in other factories, Deng said, but turnover is high because of the heat and repetitiveness. In a glass-walled room, robots assembled receivers for wireless mice, tasks that were previously done by 26 people, Deng said. Now, one or two humans supervise as a laser automatically fuses shut metal USB plug housings, four at a time, while steps away, robot arms slide the plugs into plastic sleeves. Automation means “accuracy can still remain very high and there are seldom failures for the robots,” said Deng. Boosting quality also helps China’s companies achieve another national goal of shedding their reputation as shoddy, low cost produc-
ers to compete with global rivals. Automation will allow Chinese factories to grab a bigger share of industries where accuracy and precision are crucial, such as aerospace, medical devices and optical components, said Derick Louie, of the Hong Kong Productivity Council. Makers of toys and other low-profit consumer goods, however, “probably will have to move outside of China due to rising labor costs and environmental taxation,” he said.
Authorities have announced measures such as subsidies and tax incentives over the past three years to encourage industrial automation, as well as development of a homegrown robotics industry.
PERSPECTIVE
E4
By Lenie Lectura
T BusinessMirror media partner
First of three parts
HE lawmaker who earnestly fought to have the 14-year- old Electric Power Industry Reform Act (Epira) amended has given up, saying that it was just, after all, “wishful thinking.” House Committee on Energy
Chairman and Liberal Party Rep. Reynaldo V. Umali of Oriental Mindoro—who was one of the speakers at a recent forum on “Why Energy Efficiency is Everyone’s Business”—said he tried, in many ways, to amend the Epira, but “there was too many who are against it.” “I tried hard to amend the Epira
through House Bill (HB) 4479. Initially, I was hopeful of amending it during the 16th Congress, but it hasn’t happened yet. For now, it is already just wishful thinking that amendments to the law will be passed,” Umali said in an interview. Among others, Umali’s HB 4479 seeks the following: Continued on A2
Umali: “For now, it is already just wishful thinking.”
MORE MERALCO CUSTOMERS SEEN SHIFTING TO PREPAID REYES: “We are looking to complete our 40,000 rollout by the end of the year. This was the allocation given to us by the Energy Regulatory Commission.”
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ower distributor Manila Electric Co. (Meralco) said its target of migrating at least 40,000 customers to its prepaid retail services by year-end is “doable,” thanks to the positive feedback of early shifters, according to its president. Meralco President Oscar S. Reyes said his company is looking to maximize the meter allocation granted by the Energy Regulatory Commission (ERC) on or before end-December. “The feedback is very good. Customers really find value to it, and we are looking to bring this experience to a lot more customers,” Reyes told the BusinessMirror in a chance interview. The utility firm was given the green light to roll out 40,000 electricity meters, which Meralco wants to finish by end of the year, at the latest. “We are looking to complete our 40,000 rollout by the end of the year. This was the allocation given to us by the ERC,” Reyes said. There are about 12,000 prepaid electric-service customers in some parts of Manila, Cainta, Quezon City, San Juan, Caloocan, Pasig and Cavite. The prepaid service is being offered on a voluntary basis. To avail, a customer may go to any of Meralco’s business center and pay an initial consumable load of P200. Customers may purchase load in denominations of P100, P200, P300, P500 and P1,000. They will receive a top-up confirmation from their mobile phones. If existing Meralco subscribers want to shift to prepaid electricity, no meter charge will be collected from them. On a daily basis, prepaid customers will receive a free See “Meralco,” A2
PESO exchange rates n US 46.7380
n japan 0.3887 n UK 71.2568 n HK 6.0310 n CHINA 7.3212 n singapore 32.7802 n australia 32.7871 n EU 52.2624 n SAUDI arabia 12.4628 Source: BSP (24 September 2015)