Right or wrong Microsoft is pushing their cloud solutions and I’m sure they are good, or at least no worse than other cloud solutions on the market. What I wonder about though is the strategy behind the commercials, it’s all very nice and worthy to be the cloud solution behind big public events. However, what I don’t understand is why Microsoft are so proud over their Digital Crimes Unit, or proud might not be the right word, but personally I would think twice before publicly and globally market the fact that a privately own company has taken on a global police role. While I can see the need to keep up to speed and even anticipate threats, it’s always good to be able to stop attacks on a cloud solutions. But posing as an alternative, private, police? Has the support for and belief in the police force sunk so low that companies retreat to their own cyber crime solving units? I’m not speaking about research and monitoring, I’m speaking about Crime Units that helps find criminals – all according to Microsoft’s own words. Public Private Partnerships, PPP, is a fairly usual way for the public sector to work with the private sector and it can be a very good for all involved. But I personally believe strongly in the so-called state monopoly on violence. I am certain Microsoft’s Crime Unit finds cyber criminals, I mean it’s their job, but what happens then? Are these criminals reported to the national police force in the country the criminals are found? Microsoft deals with them themselves? And what in the eyes of Microsoft constitute a crime? It’s not a subject for a commercial, true, but I’m not so certain that I find this approach of Microsoft’s reassuring.
No, I don’t mean curious as in strange, but curious as in ever wanting to find out what’s behind the next stone. Curious as in interested to learn and to find out more.
And I am talking about curious employees. Employees t that are willing to learn new things, employees that are willing to learn new thinking, or at least doesn’t mind thinking that there might be other mindsets than the ones well-known.
As any change specialist will tell one key in change is to find one or few champions and instil in them the courage to change. And this probably something of the most difficult there is – to embrace change. Even though I am now living and working in my sixth country, I don’t know how open to change I actually am.
Currently involved in a change process there is one big new development that potentially will be an industry shake up, but it will take time and effort – and curiosity. It isn’t for everyone, there are many employees that are happy to go to work, do their job as well as they can, and then go home. And like in any context all types are needed. But for a company to survive, we also need the shakers, the curious that are willing to look behind the stone to learn a new mind-set and a new way of thinking.
So how do you identify these employees?
The so called gaffe by Microsoft CEO Satya Nadella and his statements about women, pay, and the pay gap and some of the opinion pieces penned as a result made me wonder. I frankly don’t think that Mr Nadella thinks that women should be paid less than men, but I do believe that he (unfortunately) might be on the correct side of history when he says that women often can be more uncomfortable in asking in any job related situation than most men.
John Fortt has penned a good opinion piece about the situation where I think he is on to something. In the piece Mr Fortt asks if meritocracies can be biased and he gives #Netflix as an example, from personal experience I can only answer that “Yes” and that includes Netflix.
But the basic issue that needs to change isn’t so much the payment practises as such, they are only the result of the basic flaws and symptoms on the sickness – that unless you as an employee is recognisable by the high-tech recruiter you will not even get hired so forget about getting the pay you deserve.
In my business and city, all one have to do is to take a look around and you start singing the old James Brown song “This is a man’s world” but without adding the following praise to women. There are so many organisations representing the [ICT] industry that only have men hired, or only men at the senior levels, it is frightening. Saying the industry is a bit of a lad is an understatement of the century. So, based on the fact that we women doesn’t even count enough to get hired, why do we even bother about the payment scales? I am not saying it isn’t important and that they need to be adjusted, but if we as women doesn’t even count in the work force? So sorry, people, let’s start with the basics and see to that we as women count, get hired and that our competencies count as much as a men’s so we get hired, then we can deal with the payment scales.
Publicerat i Brussels, EU, European Parliament, Microsoft
Taggad affirmative action, board diversity, Brussels, Business, CEO, change management, communications, competence, corporate, Corporate communications, cross cultural, equality, inequal, John Fortt, karma, Microsoft, Netflix, pay gap, Satya Nadella