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Ethan Hawke taps Flannery O’Connor’s fiction to tell her story in Wildcat

A scene from Wildcat. —IMDB.

TORONTO — Director Ethan Hawke took a deep dive into the fiction of the late American author Flannery O’Connor for his new film Wildcat, hoping to tell her story in a way that helps the viewer make sense of her world view developed as a white Roman Catholic child of the segregated American South.

Born in 1925, Ms. O’Connor was a highly regarded fiction writer in the Southern Gothic style. Yet in the nearly 60 years since her untimely death from lupus, her personal letters and opinions on race have been criticized for evidence of racial prejudice.

In, which had its international premiere at the Toronto International Film Festival (TIFF), Mr. Hawke pulls from the author’s fiction to tell her story. He and his daughter Maya Hawke, the film’s star, wanted to showcase Ms. O’Connor’s ability to capture the human condition in prose.

“I used her own words, I didn’t try to defend her,” Hawke said at TIFF. “I used her own writing to tell the story.”

Ms. O’Connor’s writing won several literary awards, and she was featured on a postage stamp in 2015. Yet personal letters show a woman who was, in her own words, a “segregationist by taste.”

Wildcat is meant to tell Ms. O’Connor’s stories, but is not a biopic, said Maye Hawke, who plays Ms. O’Connor as well as characters from her writing.

“I felt attached to her from when I was young because she was the first famous writer who I ever heard hate themselves,” Maya Hawke said.

Loyola University of Maryland in 2020 said it would remove Ms. O’Connor’s name from a dorm, citing some of her writings that reflected a racist perspective.

Laura Linney, who plays Ms. O’Connor’s mother Regina among others in the film, said it would be one-dimensional to gloss over Ms. O’Connor’s writing achievements and merely remember her for her personal views on race, ideas Ms. O’Connor also struggled with.

“She’s also diving into everything that is wrong with us as human beings. She’s challenging her readers to really look at things and to not be afraid to lean into uncomfortable situations,” Ms. Linney said. — Reuters

Gen Z prizes innovative, socially responsible workplaces — JobStreet

AKSON-UNSPLASH

GENERATION Z workers are motivated by innovation in the workplace and the knowledge that their companies are conscious of their social mission, JobStreet said.

JobStreet said a study it conducted indicated that company values and political positions matter to the generational cohort, roughly understood to include those born in the late 1990s and early 2000s.

It said that 65% of Philippine Gen Z respondents are in the workforce, either in a part-time or full-time capacity.

“The desires of Gen Z talent might seem like high-maintenance demands, but they are absolutely valid,” Dannah Majarocon, managing director at JobStreet Philippines, said in a statement.

“Employers really need to ensure that they are implementing practices that are healthy for their workers to continue attracting and retaining talent,” she added.

Beresford Research defines Gen Z as those born between 1997 and 2012.

JobStreet noted that 73% of Gen Z employees prefer permanent flexible work alternatives, citing research by the World Economic Forum.

Stability, work-life balance, competitive salary, and benefits have immense value to Gen Z candidates, according to a JobStreet report.

“Companies can take advantage of this by improving their people programs and culture, while keeping in mind the organizational goals, to attract a new wave of empowered and engaged talents,” it said.

JobStreet said employers need to explore sustainable and impactful advocacy projects, addressing equality, gender acceptance, politics, and the environment.

Gen Z’s most preferred industries are accounting and government, the JobStreet Global Talent Survey indicated.

Female Gen Zs are specifically interested in tourism, healthcare, and hospitality jobs, while male Gen Zs are inclined towards computer, engineering, and information technology jobs. — Miguel Hanz L. Antivola

Toyota’s Hilux GR Sport priced at around P2M

PHILSTAR FILE PHOTO

CAR manufacturer Toyota Motor Philippines Corp. has beefed up its pickup lineup with the introduction of the new Hilux GR Sport (GR-S) with a price starting from P2.166 million.

In a press release, Toyota said the new model’s Attitude Black Mica color will be sold at P2.166 million, while its Emotional Red, Super White II, and Two-toned Attitude Black Mica variant will be sold at P2.186 million.

The company started offering the new Hilux GR-S on Sept. 13 in all of its dealerships nationwide.

The new model is said to have a wide-tread body, matte black GR-S over-fenders, 17-inch alloy GR design wheels, and GR Aero sports bar. It is also taller by 65 millimeters and wider by 120 millimeters than its predecessor.

The new Hilux GR-S is powered by a 2.8-liter diesel, 4-cylinder, 16-valve DOHC (dual overhead camshaft) Variable Nozzle Turbo engine.

It features an improved maximum output of 224PS (pferdestärke or metric horsepower) and a maximum torque of 550Nm (Newton meter).

“Now with a blind spot monitor and rear cross traffic alert, the new Hilux GR-S is as safe as it is exhilarating to drive,” the car manufacturer said.

The new model is also equipped with other safety features such as Toyota Safety Sense, panoramic view monitor, anti-lock brake system, vehicle stability control, hill-start assist control, and downhill assist control.

In a joint report by the Chamber of Automotive Manufacturers of the Philippines, Inc. and the Truck Manufacturers Association, Toyota remained the market leader with a 45.9% market share as its eight-month sales rose by 16.6% to 126,785.

In August alone, it booked 16,637 total sales, an increase of 13% from the 14,720 seen in the same month last year.

On a month-on-month basis, its car sales inched up by 0.3% from 16,583 units sold in July. — Justine Irish D. Tabile

Breaking boundaries

I’m thrilled to share the excitement surrounding the upcoming Philippine Blockchain Week (PBW), scheduled to unfold from Sept. 19 to 21 at the prestigious Marriott Grand Ballroom, Newport World Resorts, Manila. PBW, now in its second year, has rapidly evolved into the premier blockchain conference in the Philippines, attracting not only a diverse array of participants from across the globe but also carving a reputation as the hub for industry knowledge exchange, exploration of Web3 infrastructure, cryptocurrency insights, and more.

Reflecting on the resounding success of our inaugural event in 2022, which drew over 500 eager participants, it’s evident that there’s an insatiable appetite for blockchain education and collaboration. We surpassed our own expectations, underscoring the undeniable thirst for blockchain insights and innovations.

As PBW’s convenor, I couldn’t be more excited about this year’s event. We’re setting our sights even higher, aiming to showcase a broader spectrum of blockchain applications and inspire more Filipinos to actively engage in shaping the future of blockchain technology in our nation.

This week-long assembly of industry leaders will host over 150 experts, both local and global, who will share their invaluable insights. The agenda is diverse, spanning decentralized finance, enterprise blockchain adoption, the world of NFTs, artificial intelligence, content creation, metaverse development, crypto regulations, and other vital topics. The event promises not only discussions but immersive hands-on experiences that will envelop attendees in the world of blockchain.

While PBW offers a rich tapestry of blockchain-related events, one of the highlights is the inaugural Michael Cinco Metaverse Fashion Gala. Renowned designer Michael Cinco will unveil his cutting-edge digital couture creations in this spectacular showcase. An auction of some of his most iconic pieces will also take place, with a portion of the proceeds designated for noble causes — the World Wide Fund for Nature Philippines, the Global Spectrum Initiative’s efforts to empower autistic individuals, and the Global Reskilling Movement, a global initiative enhancing educational opportunities for our youth.

PBW 2023 has more in store. The Venture Capital Pitch Competition provides Filipino startups with a platform to pitch for funding, potentially securing a spot on CNN Philippines’ popular show The Final Pitch. We’re also excited about The Nexus Fan Fair, presented by Tier One Entertainment, uniting fans, gamers, streamers, cosplayers, and pop culture enthusiasts. Expect e-sports matches, artists, electrifying performances, and don’t miss the concert featuring the world’s first decentralized K-pop idol group, TripleS, alongside P-pop sensation, G22.

We extend our heartfelt gratitude to our esteemed sponsors, who’ve enabled us to turn this vision into a reality. Our Platinum Sponsors, Smart Communications and Philippine Airlines; Gold Sponsors, Metafarms and Tier One Entertainment; and Bronze Sponsors, Gala Games, Assemble Stream, Inc., Xctuality Pte Ltd., DV Code, BayaniChain, and Maya Philippines. Special thanks to our Official Legal Partner, Gorriceta Africa Cauton and Saavedra, and Platinum Media Partners DOOH and Rakuten Viber, as well as Gold Media Partners CNN Philippines, Forkast News, the Philstar Media Group, and YourPRStrategist. We also have on board our Silver Media Partners, Jinse Finance and KTRO Media.

For the second year, we proudly declare PBW as carbon neutral through the Carbonmark platform of our Environmental Partner, KlimaDAO.

PBW 2023 is poised to bridge diverse sectors, spotlight real-world blockchain applications, and unlock the potential of blockchain to uplift economies and societies. It’s an opportunity for attendees to forge meaningful connections and explore the future of Web3 and its transformative impact on various industries.

The theme “Breakout” encapsulates our commitment to push boundaries and inspire participants to step out of their comfort zones. We firmly believe that the potential of blockchain knows no bounds, and it’s high time we venture into uncharted territory.

To secure a spot at Philippine Blockchain Week 2023, please register at (https://www.pbw.ph/). Join us as we embark on a journey that promises to reshape the future of blockchain in the Philippines and beyond. See you at PBW 2023!

 

Dr. Donald Lim is the founding president of the Blockchain Council of the Philippines and the lead convenor of the Philippine Blockchain Week. He is also the Asian anchor of FintechTV.

AFI members commit to boost financial inclusion

MEMBERS of the Alliance for Financial Inclusion (AFI) have gathered in the Philippines and signed the Manila Manifesto, which sets the network’s commitment to collaborate with standard-setting bodies (SSBs) to boost financial inclusion.

About 700 delegates from over 70 countries are in town to attend the AFI Global Policy Forum in Pasay City and discuss how to make financial products and services accessible for 1.4 billion people globally who are still excluded from the formal financial system.

The forum is co-hosted by the AFI and the Bangko Sentral ng Pilipinas (BSP).

“We’re happy to report that (on Sept. 13), the AFI approved the Manila Manifesto. This manifesto documents the commitment of AFI members to broaden and deepen our cooperation with global participants in financial inclusion, including standard-setting bodies,” BSP Governor Eli M. Remolona, Jr. said in a press conference.

AFI Executive Director Alfred Hannig said every global policy forum has a deliverable that contains the commitment of the network to work closely with global standard-setting bodies.

“Although the global standards are meant and made for financial stability, often times we feel that additional knowledge could help shape these standards so they can take into account the reality of the countries we are working for,” Mr. Hannig said.

He said in the countries the AFI is working with, not everyone has all the requirements to get a bank account, such as a physical address. 

“This kind of proportionality is an important issue we want to discuss with the global standard-setting bodies across the board. The Manila Manifesto is actually the commitment now that will enable us to enhance this cooperation and collaboration,” he said.

Some of the SSBs that engage with work relevant to financial inclusion are the Basel Committee for Banking Supervision, the Financial Action Task Force, the International Association of Deposit Insurers, the Committee on Payments and Market Infrastructures, International Association of Insurance Supervisors, and the International Organization of Securities Commissions.

In the Manila Manifesto, the AFI said there are challenges in the proportionate implementation of global standards for financial stability. These include the lack of capacity and resources, interagency coordination, and the collection and use of reliable data.

These challenges may produce unintended consequences for financial inclusion, the AFI said.

“There is scope for the SSBs and the AFI network to complement each other’s goals and enhance the alignment between the policy objectives of financial stability, integrity, and inclusion, both globally and through country-level implementation,” it said.

“The Manila Manifesto sets out the AFI network’s commitment to coordinate, collaborate, and engage with global SSBs, to pursue opportunities to advance systematic policy dialogue on areas where global standards have yet to be defined, such as on digital innovations, climate risks, and green finance,” it added.

Under the Manila Manifesto, AFI members committed to engage with global SSBs and their regional bodies to boost proportionate and risk-based implementation of global standard, while also advocating for a gender perspective in formulating global policies.

Members also committed to gather evidence on the impact of global standards by adopting data-driven approaches, deploying regulatory technologies to enhance supervision, and develop policy toolkits, guidelines, and case studies.

“In the fifteen years since AFI was created, with substantive support from the BSP, our members have brought over 840 million people into the financial system via enlightened national policies and strategies on financial inclusion,” Mr. Hannig said.

“Yet a quarter of adults remain excluded and vulnerable. By convening the global AFI Network in Manila, we can galvanize efforts to achieve full inclusion which leave no one behind,” he said.

The AFI is a global network of central banks and financial regulators that are working together to promote people’s access to the formal financial system. It has 85 member institutions from 76 countries worldwide.

In his opening remarks at the forum, Mr. Remolona said he is fully committed to broadening and deepening the reach of financial inclusion toward financial health, resilience, and a better life for Filipinos.

“Given the difficult challenges facing the world today, there is a compelling need for us to continue to share, support, and learn from one another on how we can lift more people out of poverty through financial inclusion,” he said.   

The BSP wants 70% of Filipino adults to have a financial account by 2023. The country’s banked population was at about 56% of all adults in 2021, up from just 29% in 2019.

However, 34.3 million adults remained unbanked. — K.B. Ta-asan

Entertainment News (09/15/23)


Murder mystery A Haunting in Venice now showing

THE LATEST movie adaptation starring Agatha Christie’s world-famous detective Hercule Poirot is now screening in Philippine cinemas nationwide. A Haunting in Venice, which opened on Sept. 13, is a chilling murder mystery from 20th Century Studios, directed by Kenneth Branagh (playing Poirot himself), who also gave us the first two adaptations of the character in Murder on the Orient Express in 2017 and Death on the Nile in 2022. This time, Mr. Branagh delves into supernatural territory, with the new film based on Ms. Christie’s novel Hallowe’en Party, about the detective, who has retired in Venice, being pulled back into the world of solving crime when old friend and mystery writer Ariadne Oliver (Tina Fey) invites him to a nighttime seance. Though the goal of attending the seance is to expose renowned mystic Joyce Reynolds (Michelle Yeoh) as a fraud, a cold-blooded murder turns the whole affair into a case that Poirot must solve.


Tingin film fest celebrates romantic love in SE Asia

THE 2023 Tingin Southeast Asian Film Festival resumes physical screenings after migrating online due to the COVID-19 pandemic and takes on the complex topic of love. A project of the National Commission for Culture and the Arts (NCCA), the 6th iteration of Tingin will return to the Red Carpet of the Shangri-La Plaza Mall from Sept. 22 to 24, and screenings will be free to the public. The two full-length films this year are Philippines’ Gameboys: The Movie, which follows young male gamers who try to sustain a relationship amid the pandemic, and Indonesia’s award-winning social drama Yuni, about a young girl who is caught between social pressures and her dreams. Among the short films are Singapore’s Locarno-winning Here is Not There, about two migrant workers falling in love and dealing with the consequences of an unplanned pregnancy; Vietnam’s Touch, about a young man who has an attraction to his male roommate; Thailand’s Bangkok Department, about two mall workers who go on a date; Cambodia’s Sunrise in My Mind, about the strange mutual attraction between a salon worker and a delivery man; Malaysia’s Perhaps That Elephant is Still Asleep, which follows a Chinese boy and a Malay girl falling in love; Myanmar’s Evening Clouds, where two best friends run away to escape their individual fates; Brunei’s Atrophy, about a seemingly perfect couple unraveling over money problems; and Laos’ Tuktuk of the Fifth Kind, where a young man receives a mission from an alien. After the initial physical run, the festival’s short film selections will also be available on Vimeo and SolarFlix, from Sept. 29 to Oct. 1 and Oct. 7 to Oct. 8, respectively. For more information, follow Tingin’s official pages (@tinginfilmfest) on Facebook, Instagram, Tiktok and Twitter.


Nyoy Volante, Juris Fernandez revisit classics

THE concert Soundtrip Sessions Vol. 2 will feature two of original Pilipino music’s (OPM’s) finest coming together: Nyoy Volante and Juris Fernandez. The show on Sept. 29 at the Music Museum in San Juan aims to take guests on a musical journey back to the hits of the 1980s and ’90s. Presented by Dragon Arc Events Management, it will also feature Kiko Versoza. Tickets, priced from P1,500 to P4,500, are now available via TicketWorld.


Run Fur Life scheduled at Bridgetowne

THE PET event Run Fur Life will be held on Oct. 1 at the Bridgetowne Estate in Pasig. With this year’s disco theme, it combines fun racing with fundraising as pets and their owners can run for a cause while dressed in their fanciest clubwear. Run Fur Life by Animal Kingdom Foundation, hosted by Robinsons Land Corp., hopes to raise funds to eliminate the dog meat trade, improve animal lives in the country, and benefit rescued, abused, and abandoned dogs. This year, a 5K division is being added to the marathon’s initial 1K and 3K divisions.


Parokya ni Edgar musical title announced

THE TITLE of Newport World Resorts’ (NWR) upcoming musical featuring songs by the 1990s OPM band Parokya ni Edgar was revealed on Sept. 11. Its name, Buruguduystunstugudunstuy: Ang Parokya ni Edgar Musical, was officially announced by the band’s frontman Chito Miranda. The tongue twister of a title is a reference to the band’s sophomore album that spawned some of their smash hits. Mr. Miranda revealed the musical’s name on NWR Musicals’ social media pages and said that the musical, developed by NWR’s production outfit Full House Theater Company, is slated to make its debut next year. A nationwide casting call is also underway, with auditions open for males and females aged 18 to 50 years old who can sing and dance. Those interested must submit their CVs, including an audition video singing 16 bars of any Parokya ni Edgar track, from Sept. 12 to Oct. 1 to PNE2024@gmail.com. A three-day in-person audition will take place from Oct. 16 to 18, and a final callback audition on Oct. 24 to 26. For more information on the musical, follow @newportworldresorts and @nwr.musicals on Facebook, Instagram, and TikTok, and @nwresorts on Twitter.


Rep’s Theater for Young Audiences presents Snow White

REPERTORY Philippines’ Theater for Young Audiences (RTYA) opens its first production after the COVID-19 pandemic with a new version of a classic fairy tale. Snow White and the Prince is a love story between these two iconic characters. Written by Janet Yates Vogt and Mark Friedman, the same authors of RTYA’s very successful 2017 production Rapunzel, Rapunzel! A Very Hairy Fairy Tale, it is a musical comedy for the young and

The young at heart and will be enjoyed by the whole family. On the eve of her birthday celebration, Snow White meets a charming prince at a ball but her dreams are shattered by her stepmother who is jealous of her beauty. For her protection, her loving nursemaid sends her to the forest to find the nurse’s seven (of course) friends. Also, in the picture are a magic mirror who can never lie and, the symbol of evil, an apple. Joy Virata, the show’s director and RTYA’s Creative Director, has gathered a group of both veteran and young actors to tell the story through simple and humorous dialogue and tuneful songs. Leading the cast are REP and RTYA regulars Carla Gueverra Laforteza and Pinky Marquez as the Queen with newcomer Julia Serad alternating. Veterans Chino Veguillas and Franco Ramos play the Mirror along with newbie Sebastian Katigbak. In the title roles are Kiara Dario, Rappel (Ashlee Factor), Jillian Ita-as and Anyah as Snow White and MC Dela Cruz, Neo Rivera, and Rapah Manalo as the Prince. Abi Suit, Ring Antonio and Cara Barredo alternate as the Nurse. Fourteen (seven times two) actors of all heights, weights, genders, and ages (and with varying theater backgrounds), play the friends. The show will run from Sept. 16 to Dec. 17. Tickets are available at Ticket 2 Me and Ticket World.

Basic etiquette in hiring external candidates

We are a small food manufacturer. I was tasked by our human resources (HR) manager to research the best practices for hiring candidates for executive posts, including how to handle unsuccessful candidates. Could you walk me through the basics? — Little Sunshine.

The Golden Rule broadly applies here — treat others as you expect to be treated. You have to respect all applicants, regardless of their qualifications, age, gender, race or the nature of the job they’re applying for.

Don’t discriminate or give special attention to certain individuals. Don’t be markedly nicer to executive applicants. Of course, I understand there are limits when dealing with hundreds of applicants. If that’s the case, you would do well to insert a disclaimer in your job ads.

It can read something like this: “Due to the numerous applications we receive every day, we regret we can’t reply individually beyond the automated e-mail reply acknowledging your application. Likewise, we are unable to handle all e-mail and telephone inquiries due to the same reason.”

To bypass the problem, it’s always a good idea to rely on internal candidates to fill vacant positions. If preferring to hire internally is something you can get behind, you must create formal policies outlining your succession procedures, which should include career development.

This approach is usually cheaper in terms of starting pay. Vacancies are easily filled and might be motivational for workers, especially those who have no intention of leaving the organization. That will save you much of the trouble of dealing with external candidates, where you run the risk of clashes with the company’s culture.

BASIC ETIQUETTE
Going back to your question, aside from the disclaimer that I mentioned above, here are some basic tips on how you should manage handling all job applicants, regardless of the nature of the jobs they’re applying for:

Step One: Do a paper screening of all job applicants. Review the applicants’ curriculum vitae. At this point, there’s no need to ask for additional documents like transcript of records, diploma, birth certificate or other documents that are required only from shortlisted candidates.

If you’re convinced of the potential of some applicants, arrange an online interview with them. Schedule it via e-mail for record purposes. Allow the applicants to choose the best date and time from among two to three suggested schedules. This saves you the trouble of a back-and-forth e-mail exchange where you offer only one firm schedule to the applicants.

Step Two: Invite selected applicants to an in-person interview. Choose the best applicants based on the results of the online interview. Arrange for a second round of interviews with the next-ranking officer in HR or the requesting department. Send the e-mail invitation with flexible interview schedules as in Step One.

This time, include the names and job titles of officers who are scheduled to do the interview, plus the approximate time to be spent during the process. Also, indicate if it’s a one-on-one or panel interview. It’s also important to note that all interviewers must be punctual in the schedule.

Step Three: Arrange for at least three job interviews. Much depends on the nature of the vacancy. If it’s for a supervisorial or managerial post, it’s important to include the HR department head and the requesting department head. This time, the interviews must include only challenging questions pertinent to the job.

There’s no need to repeat the interview questions raised during the first and second stages of the screening process. If a stress interview is needed, do it but without antagonizing or ruining the emotional state of job applicants.

Step Four: Shortlist three candidates. This time, request all three applicants to submit additional documents. This includes the soft copy of their transcript of records, diploma, employment certificate, trade certificate, proof of foreign training, result of government licensure exam and other pertinent certifications.

No need for birth certificates, marriage contracts, even the birth certificates of the applicant’s children at this stage. At this point, ask all three candidates to sign an authorization to conduct a background check.

Step Five: Arrange for a fast-track background investigation. There are companies doing this for a reasonable fee with results given to you in less than three days. Do this for the top two shortlisted candidates. Courtesy dictates that the candidates should be informed on the company’s intentions.

If you’re not shy, cold call the former employer, identify yourself and state your objective. Make it short and simple. Ask the former boss one question: “Would you rehire this applicant?” You’ll be surprised how the answer can make or unmake job candidates. Just the same, give the candidate with questions about his record a chance to clear himself.

Step Six: Confirm a job offer and other terms in writing. This step should help you avoid misunderstandings. If the candidate accepts, well and good. But understand that the candidate must render 30 days’ notice to his current employer. If the candidate turns you down, don’t take it personally. Explore other details. If not, decide if your number two on the shortlist can take the job.

 

Chat with Rey Elbo on your workplace concerns via Facebook, LinkedIn, X (Twitter) or e-mail elbonomics@gmail.com or via https://reyelbo.com

Megawide board approves stock ownership plan for employees 

THE board of listed Megawide Construction Corp. has approved a stock ownership plan for eligible employees to encourage their long-term commitment.

In a stock exchange disclosure on Thursday, Megawide said its board had given the green light on Sept. 13 for the employee stock ownership plan, which is available to those who have been with the company for at least a year.

According to Megawide, it has allocated up to 10 million shares for the stock ownership plan, which is subject to the approval of regulators and the Philippine Stock Exchange.

“This is a type of performance incentive under the company’s performance management system where shares of the company may be awarded as part of the identified employees’ performance bonus,” Megawide said.

Megawide said the objectives of the plan are to “motivate key talents and encourage long-term commitment of key talents who are contributing significantly to the further success, growth, and development of the company” as well as “ to serve as a retention program for key talents.”

The company added that the plan seeks to “provide opportunity and means for the key talents to acquire certain level of equity interest in the company” and to “influence change and behavior and mindset of the eligible employees to being a part owner of the company.”

Megawide said the shares granted under the plan include 50% of the entitlement for the first year and 25% of the entitlement for both the second and third years.

“The share price is with a 10% discount on the 30-day volume-weighted average price upon issuance of the shares under the employee stock ownership plan. The voting, dividend, and transfer or assignment rights shall vest upon the issuance of the shares under the employee stock ownership plan to the employees,” Megawide said.

In the first half, Megawide logged a P363.16 million attributable net income, a reversal of the P125.68 million net loss a year ago, as total revenues rose 52.4% to P11.16 billion.

On Thursday, shares of Megawide at the local bourse rose two centavos or 0.63% to close at P3.17 apiece. — Revin Mikhael D. Ochave 

What is your AI strategy?

The world is moving beyond VUCA (volatility, complexity, uncertainty, ambiguity) to D-VUCAD to reflect the reality of diversity and disruption that need the immediate attention of business leaders to enable them to be ready to meet the challenges this poses. Chief among these disruptions is the integration of artificial intelligence (AI) into the operations of organizations. As CEOs steer their organizations through this digital transformation, it is becoming increasingly evident that a well-defined AI strategy is not just advantageous but a necessity.

One of the primary reasons CEOs should adopt an AI strategy is the potential for substantial gains in efficiency and productivity. AI-powered automation can streamline routine tasks, freeing up human resources to focus on more creative and strategic endeavors. For instance, Amazon, under the leadership of Jeff Bezos, embraced AI to optimize its supply chain management. The company uses predictive analytics and AI algorithms to forecast demand, thus reducing inventory costs while ensuring products are readily available when needed. This not only saves money but also enhances customer satisfaction through faster deliveries.

In today’s data-driven world, organizations that harness the power of AI to make informed decisions likewise gain a competitive edge. CEOs need AI strategies to extract meaningful insights from the vast amounts of data at their disposal. Take Netflix, for example. Reed Hastings, the CEO, implemented AI algorithms to personalize content recommendations for its viewers. By analyzing user preferences and viewing habits, Netflix keeps its audience engaged and satisfied, leading to increased subscriptions and revenue.

AI can also help organizations provide a more personalized and engaging experience to their customers. Mark Zuckerberg, the CEO of Facebook (now Meta Platforms, Inc.), understands this well. Facebook employs AI to curate newsfeeds, ensuring users see content that aligns with their interests. This increases user engagement and, in turn, drives advertising revenue. The success of this strategy is evident in Facebook’s massive user base and robust advertising business.

CEOs also require an AI strategy to foster innovation in product development. Elon Musk’s leadership at Tesla demonstrates this effectively. Tesla’s electric vehicles are not just about sustainable transportation but also about advanced AI integration. Their autopilot feature, powered by AI, is continually improved through over-the-air updates, providing customers with new features and improved safety. This dynamic approach to product development has helped Tesla maintain a strong market position in the electric vehicle industry.

CEOs who fail to adopt AI strategies risk falling behind competitors who embrace it. An illustrative example is the retail sector, where Amazon’s Jeff Bezos disrupted traditional retail models. By employing AI-driven customer insights, Amazon can offer personalized recommendations, competitive pricing, and efficient logistics, making it challenging for traditional retailers to compete.

AI can likewise significantly reduce operational costs while enabling scalability. Sundar Pichai, the CEO of Google’s parent company Alphabet, Inc., recognizes this. Google’s data centers use AI for cooling and energy management, resulting in substantial energy savings. Furthermore, AI-driven cloud services and automation help Google serve millions of users and businesses efficiently, supporting the company’s growth.

CEOs also need AI strategies to address risks and ensure compliance. In the financial sector, firms like JPMorgan Chase, led by Jamie Dimon, employ AI for fraud detection and risk assessment. By analyzing transaction patterns and customer behavior in real-time, JPMorgan can identify and mitigate risks more effectively, protecting both the institution and its customers.

In addition, AI strategies can aid in talent acquisition and retention, a crucial aspect of organizational success. Microsoft, led by Satya Nadella, uses AI to improve its talent acquisition processes. By analyzing resumés and matching them with job descriptions, Microsoft can identify the most suitable candidates quickly. This not only saves time but also ensures that the company recruits top talent in a competitive tech industry.

In conclusion, the adoption of an AI strategy is no longer optional for CEOs; it is a strategic imperative. From enhancing efficiency and productivity to enabling data-driven decision making, personalizing customer experiences, fostering innovation, and ensuring competitive advantage, AI offers multifaceted benefits that can drive organizational success. The examples provided, from industry giants like Amazon, Netflix, Facebook (Meta Platforms, Inc.), Tesla, JPMorgan Chase, Google (Alphabet, Inc.), and Microsoft, showcase how effective AI strategies have propelled these organizations to leadership positions in their respective sectors. As we move further into the digital age, CEOs must recognize that AI is not just a tool but a transformative force that shapes the future of business. Those who craft and implement robust AI strategies will be the ones who lead their organizations to thrive in this new era.

 

Reynaldo C. Lugtu, Jr. is the founder and CEO of Hungry Workhorse, a digital, culture, and customer experience transformation consulting firm. He is a fellow at the US-based Institute for Digital Transformation. He is the chair of the Digital Transformation: IT Governance Committee of FINEX Academy. He teaches strategic management and digital transformation in the MBA Program of De La Salle University. The author may be e-mailed at rey.lugtu@hungryworkhorse.com

India: better late than never

SHRESHTH GUPTA-UNSPLASH

India certainly seems to be making up for lost time. Last May saw it contributing two warships in the India-ASEAN Maritime Exercise. Held within Vietnam’s exclusive economic zone (EEZ) and near the trade routes off the Philippines, it was a certain signal to the region that a new power could be asserting itself therein.

Nevertheless, also palpable was India’s wariness in provoking China. The maritime maneuvers were pointedly held away from the disputed areas, particularly Scarborough Shoal, and came amidst reassuring pronouncements by New Delhi that it prefers peaceful and rule of law-oriented means in settling the continuing issues in that area.

Thus, in the Joint Statement on the 5th India-Philippines Joint Commission on Bilateral Cooperation with Philippine Foreign Affairs Secretary Enrique Manalo, Indian External Affairs Minister Dr. S. Jaishankar emphasized the two countries’ call “for peaceful settlement of disputes and for adherence to international law, especially the UNCLOS and the 2016 Arbitral Award on the South China Sea in this regard.”

Indeed, this is a relationship that should have been more: despite having a trade agreement back in 1979, Philippine-India trade has been quite sluggish, gaining ground only after the latter changed course with its “Look East Policy” and then signing a trade agreement with ASEAN in 2009. Still, despite all that, the Philippines suffers from a $1.2-billion trade deficit with India.

Which makes India’s quite lukewarm presence in the West Philippine Sea a bit puzzling. Considering its large trade surplus with the Philippines, considering further that 55% of its trade (equivalent to $189 billion) passes through our area, India’s previously overly lowkey position, limited to declarations of support for “freedom of navigation and overflight, and unimpeded commerce, based on the principles of international law, … and that disputes should be resolved peacefully,” pales in comparison to the stakes involved.

In fairness, “while India has endeavored to significantly enhance its strategic cooperation with Southeast Asia through its Look East Policy of 1991 and its reinvigorated Act East Policy of 2014, Manila’s leadership within this time frame often overlooked engaging formidably with India in the realm of defense cooperation.” Aside from concentrating on domestic concerns, the “administration of President Gloria Macapagal Arroyo (2001-2010), [saw] Philippine foreign policy centered on the concept of equi-balancing, which entailed maximizing relations with its traditional treaty ally and its largest immediate neighbor, the US and China, respectively.” (“Philippines-India Strategic Relations Poised to Grow,” Institute for Security and Development Policy, April 2023).

Nevertheless, certain developments may have accelerated the coming together of the Philippines and India.

The first is greater awareness amongst Filipinos of the foreign threat to its territories: a recent national survey (OCTA, published August 2023) showed that 70% of Filipinos demand its government defend Philippine territory, while 65% declared their willingness to fight militarily to defend it, with 61% wanting to modernize and strengthen the armed forces.

Another is a more diversified approach to foreign policy under the Marcos Administration: the 2023-2028 National Security Policy (NSP) put “National Sovereignty and Territorial Integrity” as its first priority, unlike the 2017-2022 NSP (which logged “Territorial Integrity” merely fourth amongst National Security Interests), signaling a change in military outlook from domestic to the external, and making a stand for “multilateralism and rules-based international order.”

The NSP rightly makes mention of Philippine values and principles. While it is oft-repeated that foreign policy is merely contingent on passing national interests, nevertheless, it is very much to the country’s interest that its foreign alliances be based not merely on economic and short-term considerations but also whether such country partners are aligned with the Philippine’s democratic values, including that of the rule of law and human rights. This framework puts India as a necessary and obvious partner.

The war between Russia and Ukraine is another factor: with a prolonged conflict, Russia’s military might is perceived to have weakened. A China flexing its muscle will likely entail an attempt to isolate Russia from India. This necessitates India making a 180-degree pivot in terms of its alliances, as well as a balancing act of strengthening relations with the US while maintaining its ties with Russia.

Finally, there is demographics and here India would be right to see an opportunity: amidst an expected aging global population (with 2.37 billion individuals older than 65 years by 2100), China is forecast to halve its population by 48% or 732 million at century’s end, allowing India to overtake it (with an expected population of 1.09 billion, as well as Nigeria, 791 million). Incidentally, this will also likely have the effect of making China revert to second place to the US economically by 2098.

So, while a partnership between the two countries has been a long time coming, considering, as the Joint Statement pointed out, the “complementarities the two countries share as vibrant, youthful democracies and fast-growing economies in the Indo-Pacific region,” it seems that — specially for foreign policy — things can fall into place at the right time.

(This is the text of my recorded video comments in the Sept. 12 forum “Maritime Cooperation in the Indo-Pacific: The Role of ASEAN and its Dialogue Partners,” organized by the Stratbase ADR Institute)

 

Jemy Gatdula is a senior fellow of the Philippine Council for Foreign Relations and a Philippine Judicial Academy law lecturer for constitutional philosophy and jurisprudence

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

Twitter  @jemygatdula

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