Felipe Montoro Jens reports on investments by the Brazilian government

Felipe Montoro Jens burst on the finance and economic scene almost 20 years ago and has a substantial positive impact since then. Attending undergraduate school at UC Santa Barbra and Oregon University later graduate school at Fundao Getlio Vargas, American Garvin School where he studied Health Promotion and Kinesiology, Felipe is has taken on the role of a reporter in his professional career. The current Director and Chairman at Arboreoland Empreendimentos Imobiliários and at Fonte Nova Negocios e Participaçoes SA, Felipe’s knowledge and experience have paved the way for some his most compelling and eye-opening reports on Brazil’s economy. Learn more about Felipe Montoro Jens at terra.com

One of Felipe reports detailed the $R 44 billion investment by the federal government of Brazil that was used to create dozens of projects and included stimulus in 22 sectors. The report by Felipe covered the creation and duty of the Program of Partnerships and Investments (PPI), the government agency who is to reinforce positive connections between the public and private sectors. The Brazilian government encourages public-private partnerships, which is a deal of sorts that uses investments by private businesses and the government to jointly tackle projects to help the economy grow and simultaneously create jobs and lower government spending. The PPI helped implement projects that covered road construction, water, and sanitation infrastructure as well as auctions that would lessen the burden of the expenditure by the Brazilian federal government.

Felipe Montoro Jens reported the plans of Infraero, the government-owned and ran the company that is responsible for nearly 50 percent of the airports, which accounts for a large portion of spending. Infraero auctioned 13 airports to private business. The airports sold to the private sector are: , Confis (Belo Horizonte), Galeao (Rio de Janeiro), Guarulhos (Sao Paulo), Maceio (AL), Joao Pessoa (PB), Aracaju (SE), Juazeiro do Norte (CE), Campina (PB), Recife (PE), Varzea Grande (MT), Rondonopolis (MT), Alta Floresta (MT), Barra do Garcas (MT), Victoria (ES) and Macae (RJ).

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Gustavo Martinez Shared His Life As A Marketing Consultant

With 35 years of experience in the marketing and advertising industry, Gustavo Martinez already faced a lot of challenges and opportunities. He served as the CEO of the J. Walter Thompson Worldwide, which is considered as one of the largest marketing firms in the world. In addition to this, he also served as the President of the McCann Worldgroup and Ogilvy and Mather. Martinez also worked at Henkel and Price Waterhouse. After years of working in different marketing firms, he decided to work on a project called UV Business Acceleration.

 

Marketing and advertising are not like other fields where there is a set number of rules which are needed to be followed. Gustavo Martinez believes that raw creativity is what it takes to create a powerful and effective marketing strategy. Getting talents who are creative and dependable is important in creating a marketing strategy. Martinez is ready to spend money in order to get the best talents in order to have creative contributions in the marketing plan. He also believes that since creative individuals work better when they are not tied in a restrictive environment, marketing talents are better called as “consultants.” This is the reason why the consultancy model works well in marketing businesses.

 

Gustavo Martinez starts his day at 7 AM, where he prefers to have breakfast with his family, except during the times when he is on the road traveling. After breakfast, he will check his emails and the relevant news about business. At 9 AM, Martinez will finally head to the office where he will be working the whole day. Martinez ends his day between 7 PM and 9 PM, depending on the amount of work needed to be done.

 

In his pure marketing and advertising perspective, Gustavo Martinez believes that the Internet of Things will be the next big thing in his industry. He believes that IoT has a lot of potentials when it comes to marketing, especially because the usage of IoT devices are becoming more and more frequent. To make himself more productive, Martinez advises to always listen actively. He believes that everyone can contribute to a project as long as they are given the voice to tell their thoughts.

 

Gustavo Martinez also believes that getting involved in a charity is very important. However, it must be done out of genuine kindness and should never be used for the status signal. For Martinez, if a charity is done to be perceived as good, it is not charity at all, but another form of advertising. He recommends that being generous and being open to different kinds of viewpoints is a great way to work with a wide variety of talents. If there’s something that he would advise his younger self, that is to be more patient and more eager to learn from different kinds of people.

 

For updates, follow Gustavo Martinez on Facebook.

A Look At Felipe Montoro Jens Successful Career Across The World

Felipe Montoro Jens is a Brazilian businessman who works in the financial sector. He is a graduate of Fundacao Getulio Vargas, where he majored in finance, as well as the Thunderbird School of Global Management from which he earned an MBA in 2000. This education prepared him for the fierce world of business in Brazil. He has since been the head of project finance, a CIO, a managing director, and a CEO.

He now uses his experience as an expert in infrastructure to work as a consultant. Since 1990, the Brazilian government has used Private Public Partnerships (PPPs) to build infrastructure. In this type of arrangement, the government puts infrastructure projects up for bid and the private company that wins the bid builds the project. Felipe Montoro Jens offers his services to the government or a private company during this process and afterward.

Read more about Montoro Jens at mundodomarketing.com

He has also worked in the United Kingdom, the United States, and Portugal during his career. When Felipe Montoro Jens was in the United States he worked for PriceWaterhouseCoopers, one of the “Big Four” accounting firms. His time in Portugal was spent raising capital from sources in Europe and Asia. The money he raised was used to build oil and gas facilities in Latin America and Africa. While in the United Kingdom he worked in the financial industry.

When advising a client in a PPP arrangement, one of Felipe Montoro Jens’ focuses is on eliminating waste. This means building in a more sustainable and profitable way. He shows his clients how to use less energy, water, and other resources during the building process. He also shows them how to use fewer materials. This helps them build in a responsible way and helps their bottom line. He can help companies in multiple industries such as oil and gas, finance, chemical development, sewage, water concessions, and energy generation.

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Culture Shifts at Riot Games

Culture does not change because we desire to change it. Culture changes when the organization is transformed – the culture reflects the realities of people working together everyday.”
– Frances Hesselbein

On the surface, arbitration provisions are not thought to be the impetus of social change, but in the case of Riot Games, the issue has potential to bring about real cultural change at the business’s Los Angeles Campus and other facilities around the world. Furthermore, the means and the ends to the Rioters action towards freedom of choice when it comes to arbitration will likely have repercussions beyond the video game development industry.

Rioters making moves within the company described the issue more accurately, saying, “We’re asking that forced arbitration be ended for all past, current, and future Riot employees, including contractors and in current litigation.” The ladder demand is finding some legal friction but Riot has been uniquely receptive to the request of their employees.

An activist and Rioter, Jocelyn Monahan, is a social listening strategist who commented on the matter, “We are what makes Riot great. I want us to feel solidarity and connection with each other. I want us to feel connected. I want us to feel like our voices are heard and heard in a way that matters.” Robin’s message and the sentiments of many more were conveyed during the active discussion in May.

Riot has taken recent labor discussions as an opportunity to better their company culture. This can almost be expected from a company that publicly prides itself on its ambitions of increased diversity and inclusion.

An L.A. chapter organizer from the advocacy group Game Workers Unite, attended the labor discussion and was hopeful about the progress made during the event. That organizer told said, “The fact that this action went so well—there were people on the mic, everyone was so excited, there were so many people sharing their stories—I think that’s going to inspire a lot of other people at companies to realize they have a lot of power over the conditions at their workplaces…This is going to be a tremendous example for people to know that they can make their conditions better.”

The message sent by Rioters was heard loud and clear within the organization most famous for their online strategy game, League of Legends. The company’s website addressed the recent concerns, reading:

Many Rioters shared their perspectives on arbitration, issues they’ve experienced at Riot, and changes they hope to see. Many also showed their deep love for Riot and their desire to make Riot better. The Rioter walkout was an important moment in our company’s transformation, and it reaffirmed our commitment to keep fighting to make this the company we believe it can be.

“It’s not your workers versus management narrative,” Jocelyn Monahan said, “This isn’t about being anti-Riot or not wanting to be here, we’re doing this because we deeply believe in Riot’s mission and we love this place and we want to make cool stuff together. And we know that we are part of Riot.”

Arbitration Defined

At it’s core, Arbitration is the process of bringing a civil (not criminal) dispute before a disinterested arbitrator. Think judge, without the robes. The arbitrator will research the dispute at hand, hear evidence brought by both sides and ultimately make a decision if the parties do not first reach their own agreement.

Arbitration is a considered an alternative dispute resolution to bringing issues in Court. For a company that is looking to co-operate with the needs and wishes of their employee’s, there can be many be advantages to using arbitration over legal means. The advantages of arbitration over taking an issue to court are:

  • Arbitration brings faster results that traditional litigation as the arbitration process is considered more flexible
  • Arbitration awards are generally easier to enforce than court-orders
  • Arbitration is cheaper and more flexible for the parties involved
  • is often faster than litigation in court, and a time limit can be placed on the length of the process
  • Taking an issue in front of a jury is always subject to risk

When matters go to the courts, the parties involved automatically revert to an adversarial position. Whereas, arbitration often works better with parties that share common goals. For the issues coming to light at Riot, arbitration could produce a more amicable result than Court. Despite the benefits of this form of ADR, Rioter’s are primarily concerned with what they feel is the use of mandatory arbitration.

It is not all peaches and cream with arbitration and Rioter’s have pinpointed some of the downside to using arbitration during the walk-out. Many have argued that arbitration can be more business friendly than a jury of your peers. Whether arbitration favors industry at large is unclear, although we know the inverse of this proposition is true. The rigidity and adversarial nature of the Courts can produce a wider range of results than in Alternative Dispute Resolution as arbitrator can take into consideration more than judges who are bound by procedure. As businesses thrive on stability and being able to weather future storms, it makes sense that they would more frequently turn to ADR or at least make it a part of their litigation process.

With a clearer sense of what arbitration is, it should be noted, that the group of Rioters gathered in May were primarily concerned with Riot’s quasi-mandatory use of arbitration in relation to their contractual relations with their employees. It’s hard to say which provisions Rioters are raging against as litigation is likely preventing public disclosure.

To add another level of discussion to the matter, the use of arbitration provisions in relation to employee contracts has been a huge policy debate that has been playing out in California courts and legislatures. How Riot’s arbitration disputes are handled will likely make history whether they are solved in the courts, through arbitration, or in private negotiations with those opposing the game design company’s arbitration practices.

 

Industry-Wide Change

“The rate of change is not going to slow down anytime soon. If anything, competition in most industries will probably speed up even more in the next few decades.”
John P. Kotter

Not the only tech company to be re-evaluating their arbitration by way of employee walk-outs, Google employees recently did the same in an effort to end forced arbitration. In a post on Medium, Google announced a change to their arbitration provisions. They liken their movement against compelled arbitration to the launching of a new product. In a post on medium, Google representative announced, “But at Google, we don’t just measure success by launches. We measure it by landings. So we will launch and iterate until we land our goal of all workers in America having access to their civil rights.”

In an attempt to land as successfully as they launched their new employee agreements Google. organized their efforts into three categories: Coalitions, Education and Legislation. “And today, we’re firing on all three fronts,” reads the Medium article. All in all, it took Google seven months to respond to their employees demands and ultimate walk-out. Riot’s clock started in May, it will be interesting what kind of response timeframe they will work with.

The Riot Response

Probably the most crucial thing Riot can do here is listen to the folks trying to make their company better. To their credit, Riot Games is doing just that. Their website reads, “We’ve taken the time to clearly understand the range of perspectives and opinions related to our arbitration agreement, including those shared over the last three weeks.” Their view of the matters at hand are hindered by the litigation around the matter and the website reflects this:

Ultimately, given the complexities of ongoing litigation, we will not change our employee agreements while in active litigation. We know not everyone agrees with this decision, but we also know everyone does want Riot to continue to improve. We remain committed to having a firm answer around extending an opt-out to all Rioters when active litigation concludes. Everything we’ve heard will impact our discussions when we revisit arbitration and we hope to have an answer that will be satisfying to everyone. At a minimum, we will give new Rioters the option to opt out of arbitration on individual sexual harassment claims.

According to Riot, the issues that need overhaul are not limited to arbitration:

Arbitration was just one topic that Rioters spoke about last week, but there are many other D&I (diversity and inclusion) work streams in progress and in the planning stages. Last week’s walkout and related discussions proves that we’re stronger when we leverage the diverse viewpoints of all of Riot; Rioters are passionate and to meet our goals as one team, we need to channel that passion into productive dialogue that accelerate progress and drive change—or at a minimum, mutual understanding.

The Road Ahead: Riot Games Details Operational Change

Just as Google put a plan of action in place to implement their new goals, so too has Riot detailed their roadmap to success. “To facilitate continued discussions and to put concerned Rioters at the table with the leaders directing operational change, we’re taking the following actions:

 

  • We are creating a new forum called the D&I Rioters Council. Led by Angela, the goal is to leverage a group of engaged, thoughtful Rioters from teams across the company to participate in formal discussions on D&I. This will become a proactive approach to share perspectives, create change, and identify barriers and opportunities to move us forward in D&I and culture.
  • We have also invited a diverse group of Rioters to participate in reviewing aspects of our Code of Conduct where they have concerns. Rather than bringing the new code of conduct to Rioters as a finished product, we want representatives of Riot involved in the process, much in the way we drafted our values last year (though we’ll admit that to hit our 30 day goal on this project we’re going to be limited in who we include in this process).”

If you are wondering about the above-mentioned Angela, Riot is referring to their Chief Diversity Officer, Angela Rosenburg. When Angela was brought on back in February she commented:

“I’ve had the opportunity to meet some incredible Rioters who are passionate about creating a culture where everyone thrives together. I was so taken by the heart and soul of this company and—in spite of setbacks or hurdles—I’m excited to be part of this journey. I can’t wait to get started and to do my part to make sure we have a culture that embraces the uniqueness of every Rioter and a community where everyone feels a sense of belonging.”

As to Riot’s second goal of including diverse groups of Rioters into the Code of Conduct revision process, it is the only way to bring about lasting change. When folks, and groups have a seat at the table, they are able to voice their viewpoints and hopefully take ownership of the procedures they create. Getting a myriad of opinions and viewpoints in these endeavors will indefinitely benefit the process.

With Rosenburg at the helm of Riot’s Diversity efforts, the company has set forth short, mid, and long-term goals for diversity and inclusion. “We are also on track to meet our 30-60-90 day goals that we shared during the first week of May, which include revamping our recruitment process, accelerating our D&I-focused training programs across all levels of Riot, and creating a D&I scorecard that will keep us accountable for the change we have pledged to Rioters, players, partners, and fans.” Having concrete goals and tangible means for measuring success is crucial for meaningful change to occur. If implemented efficiently, Riot could be on to something here. With video games being such a pivotal part of post-modern living, it seems fitting to include a “D&I scorecard” to most effectively reach the gaming communities they build and maintain.

Riot Culture

Riot has taken significant measures to ensure diversity and inclusion will be a part of their company culture. And these efforts make sense. Utilizing a diverse pool of experiences not only leverages strength, but it also helps us recognize our weaknesses. So when the walk-out occurred at Riot they took it as a chance at working towards this recognition. While not always a pleasant experience, being honest with oneself or with one’s company is an essential process to success.

Moving forward, calling out sexism, racism, homophobia, transphobia, ableism, ageism, religious discrimination, and bigotry of all kinds will be a personal obligation for all Rioters, especially those working for the company that champions diversity and inclusion. There is no room for these behaviors at Riot, the video game industry, or any industry.

Culture building is no easy feat. Many larger companies maintain cultures within their organization and their clientele. But successful companies proactively manage the cultures that surround their products. Riot’s culture building is distinctly categorized into three work streams: Strong Leadership; Systems and Processes; Education & Recognition. None of these work streams entail a quick fix but all are essential to tearing down bad habits and practices and putting up positive ones in their place.

Again, the time frame of these proactive measures will be interesting to follow. If the Rioter who walked out in Los Angeles have any say, hiring practices will be first up. And Riot seems to be okay with that, “We’re prioritizing revamping our hiring process and Denewbification (new Rioter orientation) so we get new Rioters off on the right foot.” Reads the Riot Culture page.

Whether Riot’s efforts and stance on arbitration provisions, specifically the ones under litigation, will be enough to appease those demanding for more lax in-house rules about Arbitration is anybody’s guess. Seemingly unhappy with the rate at which these procedures are changing, the Rioter’s who walked out may take further action but what that could look like is unclear. According to the Verge, “walkout organizers intend to push the issue further by petitioning employees and presenting their arguments to the company’s board of directors.”

The Verge article detailed Riot’s response via their spokesperson:

“To be fair to the people that helped make the walkout happen and to everyone that participated…I think it’s really important to point out that while we didn’t change the arbitration agreement, some of the other changes — like the new committee we’ve set up to regularly connect concerned Rioters with leadership or allowing Rioters to be part of redrafting the code of conduct — wouldn’t have happened without the walkout.”

If you would like to know more about how Riot mending and building their culture, visit their website here.

 

Kisling Nestico & Redick Win Webby Award

Law firm Kisling Nestico & Redick have just won a Webby Award for the 23rd annual show. The news was announced today on June 28 and is a big recognition for having one of the best websites. It is said that the firm stood out among the other competitors and even placed in the legal category, which has them join some rare company to receive such an honor. One of the founding members of the law firm named Rob Nestico stated the importance of having an eye-popping website as it can create interest from clients as they typically research by viewing the company’s website. The attorney stated that they spend a lot of time making their website easy to use and have a lot of potential information about their practice with typically asked questions.

One of the directors of the awards in Claire Graves stated that Kisling Nestico & Redick is using their creativity online and that it is a grand achievement to win the award as 13,000 others are entered for the recognition. According to the article from Yahoo, when it comes to the Webby Awards, approximately 2,000 judges from various backgrounds vote on the entries as the awards show arrived in 1996.

The winner of the Webby Awards, Kisling Nestico & Redick, is a law firm that specializes in representing clients involved in personal injury in Ohio. They stand out from other competitors with their proven history and knowledge of the insurance industry. The law firm was founded in 2005 by three lawyers, one of them being Rob Nestico, with the others in Gary Kisling and Robert Redick. Since that time, Kisling Nestico & Redick has grown tremendously with about 100 staff members, 30 attorneys, and 11 locations throughout Ohio.

Gustavo Martinez is a Legend in the Marketing Industy

Gustavo Martinez is definitely someone who knows about advertising and marketing. He has been part of the most notable firms in the industry. He has worked on some of the most well-known ads and led some of the most powerful teams. He was the Chief Executive Officer of J Walter Thompson Worldwide. He was also served as the President of McCann Worldgroup.

Now, he is working with some of the top companies as a consultant. It is something that he has enjoyed doing. In fact, he was doing some consulting before joining those companies. He believes one of the best things that he can bring to any company is his level of creativity. He thinks this is one of the things that will separate one company from another. He also believes companies should hire people who are creatives. This will bring a new spark to the company and help people to come up with new ideas for the growth of the company.

Gustavo Matinez thinks people are the piece that truly makes a company. Taking time to find the right people for certain projects will be highly beneficial to the company. He helps the businesses he works with to streamline their operations, so they will not waste any time and be able to do things efficiently. Martinez enjoys working with start-ups because he knows his consulting firm can help them to be as productive as possible from the start of the company. This will help them to save time and money. He helps them to have a better overall success rate. Gustavo Martinez enjoys what he does so much that he is a bit of a workaholic. He works from the start of the day until the very end. Sometimes he works at least twelve hours per day. When he is focused on something, he truly puts his all into it. He works with teams that have a wide scope of things. Doing this gives him a way to look at things differently. He thinks all businesses should have some form of consulting to ensure they are making the best choices.

 

Follow Gustavo Martinez on twitter.

 

Jetting Smarter with Sergey Petrossov

Sergey Petrossov

Sergey Petrossov grew up traveling a lot. He knew from a very young age that he wanted to do something about the way that flights are booked and the hassle you have to go through just to board a plane. He knew that if people could conveniently book their flights straight from their cell phones this would help the airline businesses.

Sergey Petrossov started an app called JetSmarter. This app does exactly what it is called it allows you to jet smarter. This app allows you to book your flight from wherever you are at whatever time you may need to do so. JetSmarter is changing the way that people view flying. It is helping people to have more convenient and better experiences when they journey out by flight.

JetSmarter started out very small but has really taken off in the past few years. Sergey never dreamed that just by starting an app like JetSmarter he would become so successful but in just a few years he has really accomplished a lot for himself. JetSmarter is something that he wanted to do just to simply help people have better traveling experiences but he actually did a lot for himself as well.

JetSmarter is going to continue to grow for many more years to come and it is going to take Sergey right up to the top with it. Petrossov has big plans for his app to continue to grow and he hopes that everyone will experience better travel experiences thanks to it. Sergey Petrossov is going to continue to work hard and is going to see nothing but good things for years to come.

Locationsmart Expanding To Provide Content-Based Access To Over 90% Mobile Subscribers In Canada

LocationSmart recently announced that it is extending its platform’s services to Canada. The company is one of the largest LaaS or location as a Service company in the world.

The services included in the latest expansion includes SMS or short message service, LocationSmart’s secure carrier network location, consent management, and other services related to geo-contextual.

Through this expansion, the company is adding consent-based access to more than 90 percent of mobile subscribers in Canada through its patented platform. The SMS services and the Canadian network location are accessible to all major wireless carriers and several other sub-brands.

After getting the proper consent from the subscribers, companies and businesses can find Canadian mobile devices in real time without the need to download an app or install the software.

The LocationSmart platforms provide carrier-grade protection and security along with thorough and extensive privacy controls for the content management of the users. This way, the location information is reliable and secure. All devices including feature phone, smartphone, tablets, MSM/IoT, and other devices can be easily located.

The company also takes pride in the enhanced customer experience and the operational efficiencies that the service brings. The ability to access accurate and real-time location information is crucial for different cases. This is especially vital in workforce management, asses and load tracking, toll-free call routing, roadside assistance, gaming compliance, and transaction verification.

LocationSmart CEO Mario Proietti said that the expansion of the company’s services opens the way to a wealth of opportunities for the customers to offer a wide array of helpful and efficient services to their mobile subscribers located in Canada.

The CEO added that the new set of services together with other steps in company’s plan for international expansion equips them to improve their support to their customers as they discover new markets and forge new business relationships. Read more: LocationSmart | Owler and LocationSmart | Wikipedia

In the early part of 2018, LocationSmart finished comprehensive Beta system. Since then, the company has conducted doing business with several companies across various industries using generally available services in Canada. Since LocationSmart offers seamless implementation through its platform, several customers who have availed the service have already debuted. They are also very successful in utilizing mobile network location services in the country.

LocationSmart is a market leader when it comes to linking devices through global Cloud Location Services. The company offers the most thorough cross-carrier platform for context-aware, local, and hyper-local application development. The principal location services cover both indoor and outdoor uses across devices, carrier networks, and platforms.

LocationSmart is serving customers that belong to the Fortune 500 and several other innovative startups by changing the way companies conduct their businesses. LocationSmart provides the widest reach and biggest worldwide footprint with a comprehensive portfolio of privacy consent programs for easy adoption on the part of the end-users. To know more about the company, you may visit its website at www.locationsmart.com.

Learn more about LocationSmart:

https://www.crunchbase.com/organization/locationsmart
https://www.capterra.com/p/167589/LocationSmart/