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Barcelona is throwing tourists under the bus

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By Tyler Cowen

AS THE SUMMER tourism season approaches, a perennial question arises, and technology is giving it a novel twist: Is a place primarily for those who live there, or for the entire world? The latest salvo in this conflict comes from Barcelona. Bus No. 116 goes to Antoni Gaudí’s Park Güell, one of the top tourist destinations in the city. Neighborhood and bus crowding, however, induced the city council to re-move the bus route from Google and Apple maps. So getting to Park Güell is now harder for tourists — which doesn’t bother the locals one bit. And this is no isolated incident. New York City has placed severe restrictions on Airbnb in an effort to restore the supply of apartments for the city’s residents, rather than tourists. Amsterdam tells British “party tourists” not to visit the city, for fear they indulge in too much drink, drugs, and sex. Japan is hiking the price of the bullet trains for tourists by 70%. Venice is charging day trippers €5 a visit. And then there’s the unofficial discouragement: Natives of Medellin, Colombia, recently went around to heavily touristed bars and demonstrated against the patrons. In Spain, anti-tourist protesters are targeting beaches and restaurants.

Whether you side with the tourists or the natives will of course depend on the place, as well as your status as a visitor or local. I like to think I’d always be on the side of the tourist — even in my home state of Virginia. Here are a few reasons why.

First, most of these decisions are made by city, local, and national governments. They answer to their voters and domestic interest groups, not to foreigners. If anything, the interests of foreigners are underrepresented. That doesn’t mean tourists should always get extra consideration, but there is a prima facie case on their behalf.

Second, as an economist, I am a big believer in the price mechanism. Prices balance supplies and demands without requiring much explicit political interference in private decisions. When a tourist experience costs more, tourists themselves can decide whether it is worth it.

By this reasoning, the Japanese decision to raise bullet train prices for tourists is exactly the right approach. In the meantime, the Japanese government, which faces high pension costs, has more money at its disposal. There is no need to resent or otherwise restrict the tourists at all, and indeed I have found the Japanese people to be extremely gracious and helpful to foreigners. Higher prices for tourist train tickets will make it easier for them to stay this way.

If there is any problem with Venice’s €5-a-day charge, it is that it is not nearly high enough, given crowding and accumulated wear and tear on the city. How about €50? But with a smile!

The same goes for the bus in Barcelona: Why not raise the fare? Just for tourists. It is easy enough to (partially) enforce this differential treatment with spot checks on the bus line. An alternative or possible complement to this plan is to run more buses to the park, to alleviate congestion. Higher fees for tourists can help pay for them. Of course many tourists will choose to walk to Park Güell, as I did during my last visit. If the entire neighborhood is still too crowded, raise the entry fee (it’s currently €10). But please: Let the tourists have working GPS systems.

Amsterdam has a more difficult challenge. Barcelona and Venice have some unique attractions and sites that can be priced at higher levels, with exclusion applied to non-payers. In contrast, for many Amsterdam tourists the attractions are booze, pot, and sex, all of which have prices set in basically competitive markets. I’m all for more expensive tickets to the Rijksmuseum, but that might not make much of a difference to Amsterdam’s “party tour-ism” problem. In that case, Dutch governments might consider higher taxes for those entire sectors, maybe with rebates for Dutch citizens. In Medellin, the mayor has banned prostitution for six months, in part a response to tourist de-mand, including for child victims of sex trafficking.

In New York City, one obvious way to address the shortage of affordable housing is to allow for the building of additional hotels, housing, and apartments. Tourist dollars sustain so many of New York’s great cultural institutions.

As for myself, I am headed to Cape Town in a few months. Due to higher crime and erratic electricity supply, many tourists have been staying away from South Africa. It is the fate of countries to have either too many tour-ists or too few. All things considered, the former problem is the better one to have.

BLOOMBERG OPINION

DMCI to buy Cemex Philippines for $305 million

The Valeron Tower will soon rise along the C-5 Ortigas Corridor in Metro Manila. -- COURTESY OF DMCI HOMES

DMCI Holdings, Inc. and its units will acquire cement maker Cemex Holdings Philippines, Inc. for $305.6 million, the companies said on Thursday.

DMCI said it will acquire all of Cemex Asia B.V.’s shares in Cemex Asian South East Corp., which owns 89.86% of Cemex Philippines.

“Cement manufacturing will be a good, strategic addition to our business portfolio,” DMCI Chairman Isidro A. Consunji said in a statement.

Cemex Asia expects to finalise the divestment before end-2024. — Reuters

Of unwritten secret treaties

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An interesting issue brought up by that so-called “gentlemen’s agreement” is whether or not unwritten international agreements (i.e., verbal agreements between heads of States) are valid? Customary international law says yes. That is, at least from the perspective of the Philippines, assuming constitutional requirements are complied with.

The Vienna Convention on the Law of Treaties itself points out that while a “‘treaty’ means an international agreement concluded between States in written form and governed by international law, whether embodied in a single instrument or in two or more related instruments and whatever its particular designation” (Article 2), nevertheless, “international agreements not in written form, shall not affect: (a) the legal force of such agreements; (b) the application to them of any of the rules set forth in the present Convention to which they would be subject under international law independently of the Convention; (c) the application of the Conven-tion to the relations of States as between themselves under international agreements to which other subjects of international law are also parties” (Article 3).

As far as the Philippines is concerned, if the nature of the verbal agreement categorizes it as a treaty, then Senate concurrence is needed. Consequently, the Executive branch may likely need to endorse a written document embody-ing the verbal agreement to the Senate for the latter’s deliberation. Of course, verbal agreements come with certain disadvantages, particularly in relation to dispute settlement mechanisms.

Which leads then to the matter of secret agreements. Here, the points laid out by Megan Donaldson, Research Fellow in the History of International Law at King’s College, Cambridge, are relevant:

“The modern law of treaties applies regardless of whether a treaty is publicized. The secrecy of an international agreement does not affect its legal force, non-publicized agreements may be used in interpreting a publicized treaty, and mere failure to comply with domestic requirements concerning publicity does not invalidate the treaty or a state’s consent to be bound by it. Under the UN (United Nations) Charter, UN members may not invoke an unregistered treaty or international agreement before a UN organ, but the rules on state responsibility are not concerned with the secrecy or publicity of primary obligations. Injured states may resort to countermeasures for breaches of secret treaty obligations and can suspend compliance with secret treaty obligations as a countermeasure against the responsible state. States may also seek to enforce obligations in secret treaties by bringing claims in international courts and tribunals outside the UN system — and these courts and tribunals have proliferated.

“Consistent with the decentralized lawmaking process of international law, under both the UN Charter and the current law of treaties, nonregistration with the UN Secretariat does not affect the treaty’s validity. Under Article 102(2) of the UN Charter, the consequence of nonregistration (of treaties that must be registered) is that ‘[n]o party to any such treaty

or international agreement … may invoke that [unregistered] treaty or agreement before any organ of the [UN].’

“A state that does not register a particular treaty cannot benefit from the UN system, including ICJ [International Court of Justice] adjudication, in order to invoke responsibility for a breach of obligations contained in that unregistered treaty. However, the term ‘invoke’ in Article 102(2) of the UN Charter is unclear, and may include all or some of the following situations: (a) basing the ICJ’s jurisdiction on unregistered treaties; (b) permitting and engaging with claims concerning the application of (and a fortiori applying) unregistered treaties; and (c) taking into account unregistered treaties in order to interpret registered treaties. Inconclusiveness about the meaning of ‘invocation’ in this provision may be one reason why the ICJ has not thoroughly addressed whether and in which cases unregistered treaties may be referred to during ICJ proceedings or relied upon by the Court.” (“The Survival of the Secret Treaty: Publicity, Secrecy, and Legality in the International Order,” 111 AJIL 575, 2017).

The question of validity is important because it determines the level of liability of the public official entering into such agreements. A valid agreement presupposes an international obligation from the international law per-spective and here the “Anti-Graft and Corrupt Practices Act” (RA 3019) becomes relevant because a treaty (whether written or unwritten, secret or not) is ultimately a contract and it is a crime to “enter, on behalf of the Gov-ernment, into any contract or transaction manifestly and grossly disadvantageous to the same, whether or not the public officer profited or will profit thereby.” This is regardless of the intentions of the public officer concerned; in other words, what is controlling is the effect such an agreement has on the country.

Thus, for “manifestly and grossly disadvantageous” contracts (and a treaty, such as a verbal international agreement, is essentially a contract), a punishment of imprisonment of up to 15 years, perpetual disqualification from public office, and confiscation in favor of the Government of any unexplained wealth manifestly out of proportion to his lawful income, awaits those officials that entered such.

The views expressed here are his own and not necessarily those of the institutions to which he belongs.

 

Jemy Gatdula read international law at the University of Cambridge. He is the dean of the Institute of Law of the University of Asia and the Pacific, and is a Philippine Judicial Academy lecturer for constitutional philosophy and jurisprudence.

https://www.facebook.com/jigatdula/

Twitter @jemygatdula

Integrating AI into hiring processes

STOCK PHOTO | Image by Gerd Altmann from Pixabay

By Dannah Majarocon

WE are in a very interesting stage in the evolution of the workplace, with the various generations working cohesively together. You have your boomers, Gen Xers, millennials, and Gen Zs. In response to the diverse needs and varying levels of advancement among these groups, we have seen countless business processes follow suit. From highly automated operations to artificial intelligence (AI)-assisted tasks, the landscape has undergone a remarkable transformation, one that we all saw coming.

The hiring process is no stranger to this change as we see more hirers embrace the hybrid approach and utilize technological advancements while integrating face-to-face interactions. We have seen how these digital tools have made recruitment processes more efficient, if not quick.

Likewise, jobseekers’ perspectives have also changed. We’ve observed in the past years that Filipino candidates are increasingly valuing factors beyond mere salary. They’re now considering other factors in order to stay happy and healthy in a role. In our Future of Work Report, work arrangements, social responsibilities, DE&I efforts (diversity, equity, and inclusion), and other benefits are impacting candidate affinity, especially for younger jobseekers.

All these work trends, workforce dynamics, and hiring practices will cascade into 2024. We are now ushering in a new age for both hirers and job seekers and a new age of how we work. Candidates likewise will have different sets of expectations and needs. Furthermore, the coexistence of multiple generations in the workplace encourages hirers to innovate and redefine their approach to seeking candidates.

THE EMERGENCE OF AI IN HIRING
The use of Artificial intelligence (AI) isn’t technically new, but we have seen how it’s been disruptive in the sense of how businesses operate nowadays. Hirers who know how to utilize AI get a step ahead as they get to focus on more complex, more strategic, and more growth-driven activities rather than mundane, repetitive tasks.

AI-powered tools have revolutionized recruitment by making the process faster and more efficient. One of the best examples include the short-listing of candidates on a job platform like JobStreet by SEEK; this helps hirers save time compared to manually scanning all applications. Additionally, with the data-driven job-matching capability of our job platform, AI can provide hirers with access to thousands of high-quality candidates. Likewise, jobseekers have better chances of finding opportunities that match their profiles through the help of AI.

As efficient as it sounds though, we need to understand that AI still can’t operate on its own. There still needs to be some type of human intervention. For instance, in looking for a candidate to fill a creative role or one with highly interpersonal experience, AI can select candidates with the most relevant background, but it may fall short of assessing the candidate’s overall capability as it lacks the soft skills needed to do so. That is why the interview process is still necessary for evaluation.

Ultimately, we have to have the capacity to understand what AI brings to the table and where we can come in to address its limitations so that we learn how to fully maximize it.

INTEGRATING AI INTO JOB PLATFORMS
We at JobStreet by SEEK are actively adapting to the emerging trends and changes in the job market. The technology upgrades, including AI integration, that we’ve recently done and are still working on are things that aim to trans-form the company into a completely reliable platform that candidates and hirers can go to for anything career-related.

As a digital platform, we needed openness to be able to accept and really understand what AI is for. In understanding and appreciating this, we get to find opportunities of how we get to maximize it.

After years of planning and exploration, we’ve successfully applied AI to provide better matches, better advice, and better experience to our users. We’ve started taking into consideration the activities of our candidates in the platform, so it can truly recommend opportunities based on their behaviors and beyond their career profile. They can now enable profile visibility for hirers and get insight-driven career insights at their fingertips. On the hirers’ side, we also apply the same. If a candidate’s profile is fit for their posted role given the data points that our algorithm looks into, we have applied a Top Candidate badge for the hirers to be able to shortlist faster and better. These are just some of the enhancements we have implemented for now as we’re continuously learning how to integrate AI into our platform to better cater to the ever-changing needs of hirers and candidates.

Needless to say, technology in general plays a significant role in today’s environment. The digital space moves at such an exponential speed, and hirers need to leverage efficiency tools such as AI in their recruitment processes to drive progression in their respective companies.

 

Dannah Majarocon is the managing director, Philippines, of JobStreet by SEEK.

Digital industry’s share to GDP dipped in 2023

The digital economy’s annual contribution to the country’s economic output decreased as its growth slowed down in 2023, the Philippine Statistics Authority (PSA) reported on Thursday. Read the full story.

SMC SLEX expansion seen completed by yearend

SAN MIGUEL Corp. (SMC) said the expansion of South Luzon Expressway (SLEX) is now 70% complete and will be finished by yearend.

“The SLEX expansion will be a significant boost to the Cavite, Laguna, Batangas, Rizal, and Quezon (Calabarzon) region, which currently generates almost 20% of the country’s GDP (gross domestic product),” SMC President and Chief Executive Officer Ramon S. Ang said in a statement on Thursday.

The expansion of SLEX is being undertaken by SMC’s unit SMC SLEX, Inc., which is targeting to widen the expressway to six lanes on each side from the current four sides.

The project will improve the traffic flow and provide a seamless connectivity between southern and northern Luzon, SMC said.

“The expanded expressway will offer faster, safer, and more convenient travel for southern residents, including those who commute to Metro Manila. It will also facilitate the influx of investments in the region and help in de-congesting Metro Manila,” it said.

SMC SLEX, the tollway unit of SMC, has allocated a total of P12 billion for its capital expenditure budget in 2023 to fund its projects, including the construction of the Batangas-to-Lucena expressway and for the repair and maintenance of SLEX. — Ashley Erika O. Jose

How much did each region contribute to the Philippine economy?

METRO MANILA’S economic output expanded by 4.9% in 2023, the slowest pace in two years, due to base effects and weaker output of key sectors, the Philippine Statistics Authority (PSA) said on Thursday. Read the full story.

SEC introduces new cornerstone guidelines to boost investor participation in IPOs

THE Securities and Exchange Commission (SEC) has introduced new guidelines aimed at enhancing investor involvement in initial public offerings (IPOs) within the local market.

Memorandum Circular No. 8, issued on April 11, outlines these guidelines for cornerstone investors in IPOs, the SEC said in a statement on Thursday.

Cornerstone investors are those who commit to purchase a fixed number of shares to get a guaranteed allocation at the final offer price of an IPO.

“Such investors have been shown to stimulate investor demand in an IPO, and have been seen to boost confidence and deliver a positive signal to the market,” the SEC said.

Under the new guidelines, cornerstone investment agreements will be integral to an issuer’s registration statement submitted to the SEC. These agreements must specify the allocation guaranteed to cornerstone investors and be signed prior to the IPO pricing event.

“The cornerstone investor shall firmly commit to purchase the shares, provided that the final offer price falls within the preferred range as agreed upon,” the SEC said.

“The issuer must likewise disclose in its final prospectus certain details about its cornerstone investors, including the number of participating cornerstone investors and their respective profile descriptions; the number and type of securities proposed to be issued or offered to such investors; and other information relevant to the investment,” it added.

The SEC said a cornerstone investor may also have representation in the board of the registered issuer, provided that it owns only the minimum required number of shares for election.

“Information provided to such investors will be the same as what is made available to the public or those contained in the final prospectus,” it noted. — Revin Mikhael D. Ochave

Ensuring safety and health at work in a changing climate

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(This column marks World Day for Safety and Health at Work 2024.)

CLIMATE change is having serious impacts on the safety and health of workers in the Asia and the Pacific region.

From blistering heatwaves to dangerously poor air quality, workers bear the brunt of its effects, frequently finding themselves with no choice but to continue working, without adequate protection or recourse, even if conditions are hazardous.

Heat stress is perhaps the most obvious challenge. As temperatures soar, those working outdoors in agriculture, construction, fishing, and transport are particularly vulnerable, facing heightened risks of heat-related illnesses such as heatstroke.

However, indoor workers are at risk too, especially where they are exposed to sources of heat or poor ventilation. Factories, food processing plants, brick kilns, or warehouses can all be as dangerous to workers as toiling under the hot sun.

Better regulations, enforcement, mitigation strategies, training, and awareness can all make a difference. The empowerment of workers, allowing them to stop working due to extreme heat without the fear of losing wages or their jobs, is crucial.

Air pollution exacerbated by climate change heightens the risk of respiratory illnesses. In cities like Beijing, New Delhi, and Bangkok poor air quality is a daily reality, posing significant health risks for workers exposed to pollutants.

Ideally, the root causes need to be addressed. But for a delivery driver or streetside vendor spending all day breathing in this toxic soup, awareness, protective equipment, and — wherever possible — adaptations to working patterns are needed to help minimize the impact.

Beyond heat stress and air pollution, the increasing frequency and intensity of extreme weather events present additional challenges for workplace safety and health.

From cyclones and floods to droughts and wildfires, natural disasters disrupt businesses, endanger workers and inflict significant economic losses.

One example is the garment industry where a recent study by Cornell University’s Global Labor Institute found that extreme heat and flooding could cost the sector $65 billion in export revenue and 950,000 jobs by 2030.

In the aftermath of disasters, recovery efforts must prioritize the safety and well-being of workers, ensuring access to essential services, protective equipment, and psychosocial support.

Not all workers are impacted the same. Those who are vulnerable, informal workers, migrants and the marginalized suffer most. Women are also disproportionately affected. Long standing inequalities and limited access to resources hinders their ability to adapt to changing environmental conditions.

In the face of these challenges, there is an urgent need for coordinated action to safeguard the safety and health of workers in a changing climate.

The starting point must be robust regulatory frameworks which are essential to enforce safety standards and protect workers from climate-related hazards.

In 2022, the International Labor Conference agreed to include “a safe and healthy working environment” in the ILO’s framework of fundamental principles and rights at work. This carries profound implications for policy and practice.

Governments are now compelled to enact and enforce laws that mandate workplace safety and health measures, adequate rest breaks, and access to personal protective equipment, particularly in high-risk industries.

While some countries in the region such as China, India, Singapore, Thailand, and Vietnam have implemented laws and guidelines to address excessive heat in the workplace, protection for workers against other climate change impacts remain fragmented.

There is a real need for comprehensive legislation that integrates climate resilience into existing Occupational Safety and Health frameworks, risk assessments, and preventive measures.

Furthermore, social dialogue between governments, employers, and workers’ representatives as well as researchers and experts in the field is essential for crafting effective policies that are practical and adaptable at the workplace level. Coordination among government departments coupled with knowledge transfer and capacity building, is critical for ensuring policy coherence and implementation. Occupational safety and health initiatives should also be integrated into broader public health campaigns.

At the same time, raising awareness and building capacity among workers and employers will help foster a culture of prevention and resilience. Training programs on heat stress prevention and management, emergency prepar-edness, and occupational health can empower workers to protect themselves and their colleagues from climate-related risks.

Trade unions have a key role in this process. By advocating for the rights of workers and ensuring their voices are heard they can help champion workplace safety and advocate for fair and equitable policies that drive positive change.

As we mark World Day for Safety and Health at Work in 2024, let us reaffirm our commitment to protecting the safety and health of workers in the face of a changing climate. By taking decisive action and investing in cli-mate-resilient workplaces, we can build a future where safety, health, and sustainability go hand in hand, leaving no one behind in the pursuit of a safer, healthier world for all.

 

Chihoko Asada-Miyakawa is the ILO Assistant Director General and Regional Director for Asia and the Pacific.

Cutting-edge cars revving up the automotive market

Clockwise from top left: Hyundai Elantra, Hyundai IONIQ 5 N, Changan CS15 and Toyota Land Cruiser 250 Series

Innovation in the automotive industry is driving the limits of performance, safety, and sustainability to new heights. The reopening of the economy after the COVID-19 pandemic in 2020 and the gradual increase in mobility were significant factors in the industry’s recovery.

In particular, the first quarter of 2024 has brought positive developments in sales, production, and technological adoption.

According to the Chamber of Automotive Manufacturers of the Philippines, Inc. (CAMPI) and Truck Manufacturer Association (TMA), the local vehicle sales from January to March 2024 increased by 12.7%.

The report also stated that vehicle sales shot up to 109,606 units for the first quarter of 2024 from 97,284 units sold during the same period last year.

In a statement, CAMPI President Rommel Gutierrez said that the performance of the industry in first quarter keeps it on track to achieve its full year target of selling 468,300 units.

Subsequently, the introduction of new car models and technologies has contributed to the increase in car sales in the Philippines this year.

According to a report published by McKinsey & Company, technological advancements have the potential to improve every aspect of the mobility industry’s value chain, from engineering and logistics to marketing and sales, research and development, procurement, manufacturing, and product development. The availability of these advanced features has increased the demand for cars, contributing to the increase in car sales.

Because of emerging technologies, car enthusiasts are eagerly anticipating the latest releases from some of the biggest names in the automotive industry.

Hyundai Elantra

Hyundai has updated the Elantra for the 2024 model year, with a mid-cycle refresh that includes updates to its exterior and interior design, new features, and improved safety technology.

The vehicle has been designed with a focus on fuel-efficiency and aerodynamics, which helps to improve fuel efficiency and reduce wind noise.

The 2024 Hyundai Elantra is available in a range of powertrain options, including a 2.0-liter four-cylinder engine, a hybrid powertrain, and the high-performance Elantra N. The base engine produces 147 horsepower (hp) and is paired with a CVT, while the hybrid system delivers 139 hp and impressive fuel economy.

The Elantra N boasts a 2.0-liter turbocharged inline-four engine, with 276 hp and 289 pound-feet of torque, and comes paired with a six-speed manual or an eight-speed dual-clutch automatic transmission.

The 2024 Hyundai Elantra also features a redesigned front end, with a “shark-nose” styling, sharper lines, and thinner LED running lights. The front fenders have crisper lines, and the rear of the car now features a U-shaped silver element around the diffuser.

The Elantra N receives tweaks to its grille, front fascia, side sills, and rear wing, along with 19-forged wheels and Michelin Pilot Sport 4S tires.

Hyundai has also introduced new colors for the Elantra lineup, including ecotronic gray, ultimate red, amazon gray, and exotic green for the N-line.

Hyundai IONIQ 5 N

The 2024 Hyundai IONIQ 5 is an impressive electric vehicle that is making waves in the market. Along with the Elantra, the IONIQ 5 boasts excellent styling, design, and performance.

One of the standout features of the IONIQ 5 is its above-average electric range, which is complemented by its 800-volt architecture that allows for fast charging. The energy consumption of the vehicle is also competitive, with the entry-level version offering 110 miles per gallon of gasoline-equivalent (MPGe): 306 watt hours per mile (Wh/mi), the Long Range Rear-Wheel Drive (RWD) offering 114 MPGe: 296 Wh/mi, and the Long Range All-Wheel Drive (AWD) version offering 99 MPGe: 340 Wh/mi.

The 2024 IONIQ 5 comes with several standard features, including rear seat side airbags, rear outboard seatbelt pretensioners, steering wheel haptic feedback for lane-keeping and blind-spot warning systems, and in-car Wi-Fi capability.

The IONIQ 5’s cabin is spacious, bright, and airy, with a minimalist design that doesn’t compromise functionality. The touch-sensitive buttons and electronic shifter are well-executed, and the moveable center console in the limited trim adds to the overall convenience.

Changan CS15

Changan Automobile, a Chinese car manufacturer, entered the local automotive market in the Philippines in 2020 and has quickly gained attention by introducing a range of attractive models like the CS35 Plus, CS75 Plus, and the flagship premium crossover CS95. This year, Changan launched the latest CS15 compact sports utility vehicle (SUV).

The Changan CS15 is equipped with a 1.5-liter gasoline engine that produces 170 hp, mated to a five-speed manual or automatic gearbox. This powertrain provides efficient performance, ensuring a smooth and enjoyable driving experience. The vehicle’s exterior boasts a modern and sharp design, with 17-inch alloy wheels and a ground clearance of 190mm. Its dimensions of 4,135mm in length and 1,740mm in width provide ample space for both passengers and cargo. The CS15 also offers a cargo capacity ranging from 230 liters to 1,100 liters.

Safety is a top priority for Changan, and the CS15 includes features like four airbags, stability control, and ISOFIX anchors for child seats. Rear parking sensors and a tire pressure monitoring system are also included, ensuring a secure and protected journey for all passengers.

Changan backs the CS15 with a 5-year (or 150,000-km) warranty and a complimentary checkup within the first 5,000 km, providing peace of mind and exceptional ownership experience.

Toyota Land Cruiser 250 Series

The Toyota Land Cruiser has always been recognized as a symbol of toughness, durability, and off-road capabilities, and the all-new 2024 Land Cruiser 250 Series has kept its reputation in the market with its improved features.

The 2024 Land Cruiser 250 Series has a fresh new look that pays tribute to its predecessors. The vehicle boasts boxy lines, a flat roof, short overhangs, and the iconic “TOYOTA” grille. The design is not only aesthetically pleasing, but it also comes with premium features such as a full-time four-wheel-drive system with center- and rear-locking differentials.

The 2024 Land Cruiser 250 Series is equipped with Toyota’s latest hybrid powertrain. The hybrid system combines a 2.4-liter turbocharged engine with an electric motor, ensuring maximum performance and efficiency. This high-end hybrid system produces 326 hp and 465 lb.-ft. of torque while delivering an EPA-estimated 23 combined mpg rating.

Moreover, the 2024 Land Cruiser 250 Series features an innovative yoke-style steering wheel that replaces traditional accelerator and brake pedals with hand-operated controls mounted on the right side of the wheel. This design makes the Land Cruiser accessible to drivers with lower limb impairments, provides a more comfortable entry and exit, and enables a more relaxed driving position. — Mhicole A. Moral

Low-cost options to celebrate worker achievements

Without spending much money, how do we celebrate promotions and performance milestones in the company? What would be the best way of doing it? — Lemon Lime

A cost-effective way of celebrating significant worker accomplishments is by having, first and foremost, an objective and clear-cut performance management policy. That’s a universal standard. If you don’t have it, by-passed workers and other aggrieved people will surely malign any modest or elaborate celebration you may put up.

In other words, your first consideration is to have a strong policy that may or may not include a celebration protocol matching the company’s budget.

Successful companies understand the value of a reward system that attracts the people they want in the long term. They hire only those who fit into their culture and their own style for a reason. But that’s not all. In general, they follow certain philosophies that are often ignored in other organizations. These are:

Above-industry average pay package. They want their high-potential workers to be paid high salaries and extraordinary benefits that go beyond industry practice. That’s why they are keen in following the latest developments in and out of the industry.

Promotion from within. They develop workers so they can be promoted as soon as the need arises. It is good business sense to promote people from within as it is expensive to hire outsiders. At the same time, it demoralizes incumbents.

Job Security. Job security is an inexpensive way to improve employee morale and productivity. Job security is sacrosanct, unless companies are suffering from serious, irreversible losses.

Sharing the profit. This can be called in so many ways like a productivity gain-sharing scheme, profit-sharing, or a stock ownership plan. Whatever you call it, what’s important is to link the reward to employee accomplishment and productivity.

Empowerment. Allowing employees to participate in problem-solving and decision-making is not only a universal principle, but makes practical business sense. Management cannot do everything. Therefore, it’s best to engage people by listening to their ideas.

BUDGET STRATEGIES
Now that we’re done with the fundamentals, your next approach is to celebrate the big wins with certain inexpensive strategies that should make the experience memorable. For convenience, let’s call these people “high achievers”:

One, put up standee banners of high achievers. People love to see their names and photos up there in the company’s main lobby and cafeteria. Do this every month to foster internal competition, highlighting the work of teams and individual workers. It is imperative that their accomplishments be singled out.

Two, allow flexibility in the high achievers’ schedules. If possible, allow them to choose their work hours. The whole idea is to continue focusing on results, rather than physical presence in the office. This may include work-from-home schemes or flextime.

Three, encourage high achievers to be their own bosses. This is related to number two. This means allowing them to work outside of the rigid constraints of the organization, if only to cultivate their creativity. This must be subject to certain limitations.

Four, feature the work of high achievers’ in the company newsletter. Likewise, highlight their achievements via the intranet or similar platforms where other workers can emulate them. Having this on record perpetuates their work as good examples.

Five, recommend the high achievers to foreign scholarships. There are many weeklong programs that are fully-funded by multilateral agencies. These include the Japan-based Asian Production Organization and Asian Overseas Technical Scholarship.

Six, assign high achievers to be subject matter speakers. This is related to number five above. Have them share what they learned from attending management programs in other countries and identify all possible opportunities or network that may come out of it.

Last, allow the high achievers to choose their assignments. This gives them opportunities to learn and perform other tasks in other departments for one to two years so they can be strong candidates for higher posts in the future.

MORE THAN A PAYCHECK
The above list is incomplete. They are mere examples. You can create your own path to match the culture and resources of your organization. However, you must remember that the work environment and the degree to which it is being nurtured by management may either enable or inhibit people in getting their work done.

It could be as simple as sprucing up a drab workplace, which can make a big difference. Also, protecting workers from an and unhealthy environment is equally important. It may cost the organization little money, but it will be resources very well spent.

In general, energizing people need not be expensive. They want to be treated kindly. That may sound obvious, but you’ll wonder why a lot of employers don’t understand it. My hope is that with this advice, you will come to believe that what and how you communicate with your workers is as important as what you pay them.

 

Bring Rey Elbo’s Kaizen Problem-Solving Workshop to your management teams. Contact him via Facebook, LinkedIn, X or e-mail elbonomics@gmail.com or via https://reyelbo.com.

How PSEi member stocks performed — April 25, 2024

Here’s a quick glance at how PSEi stocks fared on ThursdayApril 25, 2024.