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February 12, 2013

Written by Bob Meyer, Editor of BarterNews

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From the desk of Bob Meyer... 02/12/2013

Small Business Chamber Creates Trade Exchange

The Delaware Small Business Chamber (DSBC) has started a trade exchange to help local small businesses increase their sales while decreasing their use of cash for needed products and services. The DSBC charges lower fees than the typical trade exchange, i.e. 2.5% transaction fees on the buy and sell. (Typically, trade exchange fees are 6% up to 10% on each side.)

For more information, click here.    

A Hospitality Network For Adventuresome Travelers

There are more than 4 million globetrotters and backpackers in 80,000 cities, who want to share their homes with you at no cost. Now there is an online hospitality network (www.Couchsurfing.org) that connects travelers to free places to stay, all over the world.

The Super Bowl For Women

The 85th Annual Academy Awards show, slated for February 24, is called the “Super Bowl for Women” because the TV audience skews female. Last year more than 39 million viewers watched the broadcast, and more are expected to view this year’s presentations.

All of the show’s commercial time has been sold out since before Christmas, with 30-second spots going for $1.7 to $1.85-million. What’s the reason for the hoopla? It’s because the “Oscar” audience has a high concentration of well-educated and affluent viewers, with plenty of disposable income.

Satisfied Senior Citizen Says Thanks

BarterNews received an e-mail this week from a long-time, devoted Canadian reader. He wrote:

Dear Bob,

As an avid reader of BarterNews for many years, I recently bought your Restaurant Report and also your Entrepreneur’s Package. That helps me, being retired, while bartering on a personal basis with hotels and restaurants. Keep up the good work.

A Comprehensive Resource For College Education Information

Here’s a project (http://www.Graduate-School.PhDs.org/education-index) we came across that is a powerful resource for anyone wanting to further their knowledge about a college education, including both undergraduate and graduate programs, in the U.S. today.

All back issues of "From the Desk...” can be accessed by clicking here.

(Please feel free to forward our newsletter to your friends and colleagues. We have a “box” at the end of the newsletter for your convenience. See you next week. . .)



Low Interest Rates & Speculation Cause Of Real Estate Upswing

According to David Stockman, former director of the office of Management and Budget in the Reagan Administration, there is no true organic, sustainable recovery taking place in the U.S. real estate market.

Instead, prices are moving upward due to the artificially low interest rates and speculation — cheap money is being put to work by big investors. Fast money is rolling in from professional investors, like hedge funds and private equity firms, for the purpose of buying-to-rent. It is done on a purely speculative basis, for a quick turnaround.

Stockman predicts that these big speculators will be gone as fast as they’ve appeared, which means as soon as they conclude prices have moved enough for the quick profit.

The two forces needed for a solid recovery are missing: (a) first-time buyers and (b) trade-up buyers. Neither of which are available in today’s market. The younger generation is faced with high unemployment and staggering student loan debt. And the baby boomers, who are heading for retirement with less than adequate savings, will be trading down with their homes, not up.

Stockman foresees another bust down the road, because the trigger for a real estate bust is simple — a rise in interest rates. (He suggests the U.S. government can’t have zero rates forever.) So as soon as the Fed normalizes interest rates, housing prices will stop appreciating and most likely dip down again.

The answer to a more normal market, according to Stockman, is to let the market decide, rather than relying on a government policy of no-down payment loans, “liar” loans, and a degradation of lending standards with the objective of obtaining 69% home ownership throughout the country.


BarterNews.com — World’s Largest Depository Of Barter Information

Hundreds of valuable articles, techniques, and strategies are found in the following various barter categories:

Ø  Entrepreneur’s Corner,

Ø  Travel,

Ø  Media,

Ø  Trade Exchange,

Ø  Corporate Barter,

Ø  Offset & Countertrade,

Ø  Secondary Capital,

Ø  Real Estate,

Ø  Community Barter, and

Ø  Restaurant & Entertainment

(The Barter Categories are found on the horizontal bar at the top — 3rd button from right.)


 

Is Your Trade Exchange Missing Out On Valuable New Business?

If your barter company’s listing on BarterNews.com isn’t current, you are definitely missing out on new business. The web site BarterNews.com receives heavy traffic — with over 150,000 page-views every month. Entrepreneurs and corporate executives check the thousands of articles, the weekly “Tuesday Report,” and the “Contacts Section” of our site. They use the latter to find barter companies with which to do business.

Is your barter company’s listing up-to-date?

To keep your listing current is very easy. See the links below to (A) update any changes to your company’s listing, such as new location, phone number, web site or other information, and (B) if your company has not been listed.

Here’s how to get on board:

To make changes to your listing click here.

For new listings click here.


A Look Back …

As reported on in the February 15, 2011, issue of Tuesday Report:

Ø  Marriott’s billion-dollar decision.

Ø  Magic Johnson’s latest business move.

Ø  Resort gains national exposure through smart barter deal. 

Ø  Plus other articles.

Click here to access this issue.


* * ANNOUNCEMENT * *

We have packages of back issues still in print, approximately 30 issues in all.
To order: Click here


Money-Making Reports Available From BarterNews


Understanding The Business Of The Younger Generation

By Molly Meyer

Are you a Generation X’er or a Boomer who just doesn’t like working with the Millennial Generation? Understanding the younger generation is a must-do for organizations these days. In just a few short years, they will be the workforce majority. Therefore organizational leaders wanting to learn how to sustain their business must learn how to capitalize on millennial employees. And to do that, you must first understand the younger generation.

By understanding my generation (also known as Generation Y, born from early 1980s to early 2000s) and why we are the way we are, you might not dislike working with us so much. So here it is — straight from a millennial.

Millennial Stereotypes:

1. We are lazy … false. While it’s true that maybe we’re uninterested in dressing business professional and sitting in an office from 9 to 5, that doesn’t mean we won’t put in the work. Ask us what we’re doing at 11pm, and you might be surprised at the amount of typing, reading, coding and brainstorming we do while you’re probably sleeping.

2. We feel entitled … true and false. We typically don’t feel entitled to a certain label or responsibility, if we aren’t capable or interested in it. However, we feel that we should be given a fair shot regardless of age. A good idea is a good idea, no matter how young or old the person is sharing it.

3. We think we are superior … depends on what. At searching the web? True. At writing code and understanding social networks? Sometimes. At leading a Fortune 500 company? False. There are things at which our generation is notably more competent, which can be partially attributed to growing up alongside the dramatic rise in technological innovations. And there are things we know we aren’t yet competent at.

4. We want immediate gratification … true. Those of us growing up with the Internet at our fingertips have become conditioned to expect the same. It’s not as horrendous as it sounds, though, as we expect to get more work done in less time because of it. (That’s productivity, after all).

We have grown up with the constant reinforcement of “The sky’s the limit,” and “Be all that you can be.” Well, we want to be happy, and happy for us (at least for now) means a few common things. Here are some character traits that tend to define us a bit better than those some of the present stereotypes.

I want to make money, but I want to be valued.

We are definitely motivated by dollar signs and bonus checks — at least to a degree. If we have the opportunity to work for an organization that’s flashing us a big pay day, there’s a good chance we will take it. However if that same job treats us like we’re interns, undervalues us as human beings, doesn’t think we can contribute, refuses to give us responsibilities, or overlooks us because of our age, gender, etc., then we’re probably not going to stick around very long.

Sure, we might cash in on that big paycheck for a little while, but we will do so with the utmost intention of (a) finding and securing another job, or (b) becoming an entrepreneur and starting our own company. One that will probably appeal to other millennials, too. Either way, your company will hurt in the long run because we’ll become the competition. And if you’re not retaining the millennials, you will be left without the best and brightest of the next generation to take over when you’re gone.

I want flexibility.

We’ve spent much time sitting in classrooms and reading textbooks learning about revolutions, and have learned that there is always room for improvement. After all, previous generations have taught us that. We now want to continue to stand up for ourselves, this time for a work/life balance and increasing the love we have for what we do.

We want the ability to work from home, to finish that report on Sunday afternoon instead of on Friday night, and to work in our casual clothes. We understand that there are some jobs that just won’t work out, but there are many that could give us some degree of flexibility in how and when we prefer to work.

I want to give back.

Having grown up in recent decades, news has pretty much always hit our ears in real time. We’ve had more news thrown in our faces than any other generation up to now, and much of that news has been bad — shootings, oil spills, melting ice caps, terrorist attacks. Hearing that stuff from the time we were children, affects a person. It makes us want to sponsor the opposite of those things; we want to give back by supporting the good.

Giving back can mean making personal donations, but seeing as we are young (and thus have relatively small personal financial portfolios), we like supporting companies that do the donating for us. Think about all the one-for-one companies out there (Tom’s Shoes is one example). We like these brands because we champion the giveback mentality. Not only are we supporting something good, but we get to show that support for the cause by sporting the shoes amongst our peers.

Of course, our generation is more dynamic than I can give us credit for in this post. We cannot simply be summed up in a few traits, nor would I say that these traits define all of my generation. But these are certainly commonalities. This information is meant to be insightful, enabling you to understand, reel in, and keep a few employees from the Millennial Generation. And as a result, help you solidify the future of your organization.

(Molly Meyer is the creative director for a marketing agency. She is also a co-author of It’s My Company Too!, which uncovers the dynamics, leadership, and engagement of eight successful organizations.)

 

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