EURO Money invest in MALTA way and Technology: Melita being sold to Apax France and Fortino Capital

EURO Money invest in MALTA way and Technology: Melita being sold to Apax France and Fortino Capital

 

MALTA opprtunity with MALTAway

maltaway_money_malta_valletta

Melita plc is being sold to France-based Apax Partners and Fortino Capital, the telecommunications company revealed this morning.

The sale is subject to regulatory approval, said Melita’s owners, GMT Communications Partners, MC Venture Partners, Blackrock Communications and the Gasan Group.

Chairman Joseph Gasan said he was delighted that the company, which he founded 23 years ago, was now in a position to start a new phase under new ownership.

The company’s management team welcomed the deal and described it as recognition of Melita’s consistent growth throughout the past years, based on a clear strategy of delivering customer value through convergence.

CEO Andrei Torriani said that as the company continued to grow, invest and roll-out new offerings, it should continue to be a strong employer in Malta.

As the company continued to grow, invest and roll-out new offerings, it should continue to be a strong employer in Malta

Apax Partners and Fortino Capital together bring more than 30 years of experience in the technology, media and telecom sector.

Through their investments and professional participation the new investors bring experience from companies such as Numericable Belgium & Luxembourg, Cabovisao, Outremer Telecom, Telenet, Primacom and KPN.

Over recent years, Melita completed key infrastructure investments that have been acknowledged by the European Commission and enabled Malta to place at the top of the European charts for next generation broadband coverage.

These include nationwide 3G mobile network, laying of a submarine cable connecting Malta to mainland Europe, nationwide deployment of next generation broadband with speeds up to 250Mbps, construction of a state-of-the-art data centre for co-location and hosting services, as well as the roll-out of Melita wifi – the next-generation wifi service. It continues to invest in dedicated fibre connectivity to businesses across all Malta and Gozo.

http://www.timesofmalta.com/articles/view/20151208/local/melita-plc-being-sold-to-apax-france-and-fortino-capital.595032

Treat Employees Like Business Owners, do it basic, simple and straightforward.

Treat Employees Like Business Owners, do it basic, simple and straightforward.

The rest is boredom and noise, keep it far away

Employee loyalty and engagement are hot topics, and for good reason. Companies want to attract and retain talented people who really dig into their work. But most employers ignore two of the most powerful tools for making that happen.

MALTAWAY Board Governance and Business Advisory, a different WAY from Malta

Tool #1 is enabling employees to build real ownership in the business.

Of course, many public corporations offer stock-purchase plans or the like as part of their retirement benefit. And everyone knows about the options collected by a select few in Silicon Valley and other tech centers. But meaningful ownership — sizable grants of stock to rank-and-file employees year after year, to help them acquire a significant stake in the company — is all too rare.

It doesn’t have to be. Many large corporations manage to find big bundles of shares (and huge amounts of cash) for executive compensation, even though there’s little relationship between senior-management pay and financial results. A portion of those assets can be redirected to regular stock grants for employees. And companies — except for the very smallest — can implement an employee stock ownership plan (ESOP), often funded through borrowing. So long as it’s sufficiently generous, either approach gives employees the kind of stake that makes them feel like true owners.

Just look at the supermarket industry to see such ownership in action. H-E-B, the big Texas-based chain, recently announced that it would give up to 15% of company shares over time to 55,000 of its employees, distributed according to a formula based on salary and seniority. That’s a chunk of stock estimated at more than $1 billion. Publix, a large chain headquartered in Florida, is majority owned by its employees and regularly makes the annual “best companies to work for” lists. And there’s WinCo, a grocery retailer based in Boise, Idaho, with 14,000 employees and 86 stores spread across eight western states. Every WinCo employee is an owner. Cathy Burch, who has worked there for 20-some years as an hourly employee, now has close to $1 million in her retirement account.

You don’t think that kind of generosity builds commitment and passion? “We work our tails off,” an employee with 28 years at WinCo told Forbes. “We’re more of a team than just working for a typical company. There’s a carrot out there you’re working for, for the rest of your life.”

Tool #2 goes by different names: open-book management, economic transparency, ownership culture. Whatever you call it, it means encouraging employees to think and act like businesspeople rather than like hired hands.

If you work for a conventional organization, your job is to show up at the appointed time and perform certain tasks. At open-book companies, it’s part of everyone’s job to contribute to the success of the business. Managers help employees understand, track, and forecast key numbers. They welcome ideas for improvement. They reinforce the ownership mindset by sharing profit increases with everyone, usually through bonuses funded by the increase itself. Many of these businesses also have a stock plan in place.

The approach is easiest to understand in a small company. The Paris Creperie, a Boston-area restaurant that’s about the size of a McDonald’s outlet, recently adopted open-book management. Creperie employees learned the basics of the restaurant business, including determinants of profit such as cost of goods sold (COGS). Then, last summer, they launched an initiative to reduce COGS, cutting food waste, reconfiguring some dishes, and coming up with ways to operate more efficiently. COGS dropped from roughly 30% of revenue to 26.5% over a four-week period, and continued to hold in the mid-20s. Operating profit rose by more than 10 percentage points in just four months and has stayed in the 18% to 20% range, compared with a restaurant-industry average of less than 4%.

This year, employees there are on track to get bonuses averaging $6,000. “Any other restaurant, I would just be scraping by,” shift supervisor Amanda Norton told theBoston Globe. “Seeing those bonuses really helps me breathe easier, knowing that it’s not the end of the world when I have to pay bills.”

You can imagine what all this does for employee loyalty and commitment. “Actually,” says Harvard Business School professor Leonard A. Schlesinger, “when employees know more about the business and have an economic stake in the outcome, there’s a high probability that turnover rates would go down exponentially.”

These tools also address two fundamental challenges of today’s free-enterprise system. An ownership nest egg helps mitigate inequality by putting more money in the hands of rank-and-file employees. And open-book management teaches people the basics of business, so they can thrive when they have to change jobs, as most inevitably will in our fast-changing economy. “People are learning what it means to run a business,” says Joe Grafton, a consultant who works with the Creperie. “That’s something they can take with them as they move forward with their careers.”

Both measures give people a stake in the system and the wherewithal to live a more secure life. A company that puts these tools to work helps its community while helping itself.

https://hbr.org/2015/12/treat-employees-like-business-owners

Treat Employees Like Business Owners, do it basic, simple and straightforward. The rest is boredom and noise, keep it far away

Treat Employees Like Business Owners, do it basic, simple and straightforward.
The rest is boredom and noise, keep it far away

Employee loyalty and engagement are hot topics, and for good reason. Companies want to attract and retain talented people who really dig into their work. But most employers ignore two of the most powerful tools for making that happen.

MALTAWAY Board Governance and Business Advisory, a different WAY from Malta

http://www.maltaway.com/treat-employees-like-business-owners-do-it-basic-simple-and-straightforward/

Tool #1 is enabling employees to build real ownership in the business.

Of course, many public corporations offer stock-purchase plans or the like as part of their retirement benefit. And everyone knows about the options collected by a select few in Silicon Valley and other tech centers. But meaningful ownership — sizable grants of stock to rank-and-file employees year after year, to help them acquire a significant stake in the company — is all too rare.

It doesn’t have to be. Many large corporations manage to find big bundles of shares (and huge amounts of cash) for executive compensation, even though there’s little relationship between senior-management pay and financial results. A portion of those assets can be redirected to regular stock grants for employees. And companies — except for the very smallest — can implement an employee stock ownership plan (ESOP), often funded through borrowing. So long as it’s sufficiently generous, either approach gives employees the kind of stake that makes them feel like true owners.

Just look at the supermarket industry to see such ownership in action. H-E-B, the big Texas-based chain, recently announced that it would give up to 15% of company shares over time to 55,000 of its employees, distributed according to a formula based on salary and seniority. That’s a chunk of stock estimated at more than $1 billion. Publix, a large chain headquartered in Florida, is majority owned by its employees and regularly makes the annual “best companies to work for” lists. And there’s WinCo, a grocery retailer based in Boise, Idaho, with 14,000 employees and 86 stores spread across eight western states. Every WinCo employee is an owner. Cathy Burch, who has worked there for 20-some years as an hourly employee, now has close to $1 million in her retirement account.

You don’t think that kind of generosity builds commitment and passion? “We work our tails off,” an employee with 28 years at WinCo told Forbes. “We’re more of a team than just working for a typical company. There’s a carrot out there you’re working for, for the rest of your life.”

Tool #2 goes by different names: open-book management, economic transparency, ownership culture. Whatever you call it, it means encouraging employees to think and act like businesspeople rather than like hired hands.

If you work for a conventional organization, your job is to show up at the appointed time and perform certain tasks. At open-book companies, it’s part of everyone’s job to contribute to the success of the business. Managers help employees understand, track, and forecast key numbers. They welcome ideas for improvement. They reinforce the ownership mindset by sharing profit increases with everyone, usually through bonuses funded by the increase itself. Many of these businesses also have a stock plan in place.

The approach is easiest to understand in a small company. The Paris Creperie, a Boston-area restaurant that’s about the size of a McDonald’s outlet, recently adopted open-book management. Creperie employees learned the basics of the restaurant business, including determinants of profit such as cost of goods sold (COGS). Then, last summer, they launched an initiative to reduce COGS, cutting food waste, reconfiguring some dishes, and coming up with ways to operate more efficiently. COGS dropped from roughly 30% of revenue to 26.5% over a four-week period, and continued to hold in the mid-20s. Operating profit rose by more than 10 percentage points in just four months and has stayed in the 18% to 20% range, compared with a restaurant-industry average of less than 4%.

This year, employees there are on track to get bonuses averaging $6,000. “Any other restaurant, I would just be scraping by,” shift supervisor Amanda Norton told theBoston Globe. “Seeing those bonuses really helps me breathe easier, knowing that it’s not the end of the world when I have to pay bills.”

You can imagine what all this does for employee loyalty and commitment. “Actually,” says Harvard Business School professor Leonard A. Schlesinger, “when employees know more about the business and have an economic stake in the outcome, there’s a high probability that turnover rates would go down exponentially.”

These tools also address two fundamental challenges of today’s free-enterprise system. An ownership nest egg helps mitigate inequality by putting more money in the hands of rank-and-file employees. And open-book management teaches people the basics of business, so they can thrive when they have to change jobs, as most inevitably will in our fast-changing economy. “People are learning what it means to run a business,” says Joe Grafton, a consultant who works with the Creperie. “That’s something they can take with them as they move forward with their careers.”

Both measures give people a stake in the system and the wherewithal to live a more secure life. A company that puts these tools to work helps its community while helping itself.

https://hbr.org/2015/12/treat-employees-like-business-owners

Differentiate Scam Brokers from the Rest

Differentiate Scam Brokers from the Rest

 

Forex trading has grown to become a multi – trillion business. Many traders are getting hooked by the day with the desire to make profits and an opportunity to invest globally.  The momentous growth in the industry has seen a resultant rise in the number of forex brokers angling to have a share of the cake. While most Forex brokers are legit, be warned of scams – swindlers who convince traders by guaranteeing them high profits.
If you do an internet search on scam brokers, the number of results returned is surprising. While the forex market is gradually becoming more regulated, there are loads of unscrupulous brokers who don’t deserve to be in the business. Fortunately, there are tales – tale signs that point to trading schemes that are posit on defrauding traders.

Promise and guarantee high profits

 

Be aware of brokers who have promises that sound too good to be true. Brokers who guarantee and convince you to expect high profits or make forex trading look easy are, likely to be scams. Forex trading comes with risks. It’s the responsibility of a good broker to let you know of the risks associated with forex trading.  Brokers who tout no – risk strategies could be swindlers after your money.

 

Find out if the broker is legitimately regulated

Before engaging the services of a broker, it’s advisable to find out whether the broker is regulated by the relevant regulatory authority in your region. Finding out if the body is regulated ensures your investment is adequately protected and also guards you against being mistreated by brokers. Another invaluable aspect of working with aregulated broker is that they are required to deposit money into a consumer protection fund that guarantees some degree of compensation, should anything go wrong.

 

Beware of fake regulatory bodies. You must counter check to find out whether the regulatory body is legit. You can do this by tracking their history. You can also check their reviews.

 

Seek out the company’s background and physical location

 

A background check is a must before engaging the services of any broker. A broker should have a physical office location. You should be able to find where your brokers operations are based. The broker should also be reachable by phone so that you can call in for a one on one conversation. That way you can easily detect a fraud by asking them candid questions about their operations and evaluating their response. Geographical location is very important because it can tell you whether the region the broker is operating from is relatively regulated.

 

Are the brokers transparent in their operations?

 

Another sign of a scam broker is one that does not disclose all relevant fees. It’s prudent to find out whether the broker offers fixed and clearly stated spreads. The rationale for this is that if a broker doesn’t offer spreads, the spreads may widen when the market is volatile thus ‘‘eating’’ on your good investment. Forex scams can also be identified by refusal to return money owed to traders for instance when a trader closes an account or withdraw funds. Brokers who don’t respond to your queries are likely to be scams.  Transparency of the broker is of utmost importance to every trader.

 

Does the broker have the necessary expertise?

 

How informative is the broker? Scams are known to be short of information. Is the broker’s trading platform or methods user-friendly and easy to learn? Does the broker offer resources and tools for learning or does he use reputable newsfeeds? Answers to these questions can help detect whether a broker is a scam.

 

Do they offer assistance in trading?

 

Most genuine brokers ensure their traders have a personal accounts manager tasked with initiating them in the trade and guiding them accordingly until their true potential flowers. Experienced traders also need the services of highly competent experienced dealers to sharpen their trading skills. Be wary and cautious of brokers that don’t focus on your growth, the chances are that they may be scams.

 

Social Media

 

Is your broker on any known social media platforms like Facebook, Twitter or LinkedIn? How they interact with clients and the public on social media can give you a peak on their character and values. Their presence on these community platforms is an indicator of their desire to reach out and engage with their clients and the larger public. Most scammers shy away from such platforms because they have a lot hidden.

 

Brokers are known to target vulnerable individuals.  If you have a large amount of money with no relevant experience in forex trading, it is advisable to begin by investing a small amount.  Forex trading is a business associated with risks that could see you lose all your investment.

http://www.econmatters.com/2015/12/how-to-differentiate-scam-brokers-from.html