MAM
Why Business Must Survive In Real Name- Economy?
The name identity of a business will now be the only measure on how a name works in a micro-multi-national-formation in a maze of countries and cultures. Economical powers are defined by their cyber-presence and simultaneous accessibilities in targeted countries. Here, big cumbersome visuals are replaced by fluid URLs thus creating a new name-economy.
E-commerce, recently hatched by Internet and Websites is now a fully matured mammoth and has connected with a few big punches in the first round of fights between old and new economy. What was just a simple information page on the Net is now in majority of cases, a powerful web-portal-come-real-money-making-gatekeeper to the entire organization. This fight also created a thick forest of strange and weird brand new online name identities, jamming and clashing with each other, causing massive confusion among names of corporate organizations, institutions, products and services of all types and all sizes. As the tidal wave of our net-savvy cultures becomes a global phenomenon, organizations are now faced with critical issues of re-branding and re-naming to stay in this new race for better name identity and global visibility.
Local or Global-Cyber-Branding
At this very second, organizational names are skating at bullet speed on this digitally formatted flat new earth, without borders, passports, or time zones. No delays, no barriers, no major costs, just access. Across the street or across the continent it is basically the same format.
Today, it’s all about an organization’s names and their high visibility on global e-commerce, instant accessibility on the net, quick search-ability on the Web, distinct memorability of names by an overly strained populace, easy type-ability by tired fingers, and pleasant vocalization of such names and web experiences by the customers all over the world.
The name identity of a business will now be the only true measure on how a name works in a micro-multi-national-formation in a maze of countries and cultures. Economical powers are defined by their cyber-presence and simultaneous accessibilities in targeted countries. Here, big cumbersome visuals are replaced by fluid URLs thus creating a new name-economy accessible only through online name identities.
In contrast to the old fashioned big branding with flashy logos, colors, stripes, and fancy fonts, it’s now all about short, simple, highly effective, globally trademakable names with matching dotcom URL’s. It is all about a real alpha-structure of a name and its direct functionality on search engines rather a logo design. Good names have a direct impact on corporate persona and positively affect customers, members, media and influence public opinions at large. It’s time to explore the real power of names, new laws of marketing and learn how to play this sophisticated name game on this, one single digitally flat earth. Discover the fine art of global business naming.
All the good names have gone..really?
Organizations, believing that all the star-quality names were taken, and had no choice but to accept a silly, weird domain names to fit the websites. A myth by branding firms was established about a serious shortage of business names. If there never was a shortage it was only in the naming expertise. Basically, names must be sober and respectable, related to the cause, clearly available and globally protectable with an identical and matching dotcom.
Chasing new customers for new products and services in new markets with new brand names is the new game. This borderless marketing provides unlimited access to new customers as long as they can see you and find you on the net. Good names climb to the top on search engines and appear pertinent therefore quickly inviting readers to open your site. So name properly, there is a huge difference between a massive branding exercise and a highly specialized naming expertise. What types of names will hurt your marketing big time?
Three Types of Names
1. Long geographic names. This seriously hurts international marketing. The same long names get initialized, causing massive confusion with strange companies worldwide, and are impossible to find on the net.
2. Words on a string. All kinds of names for all kinds of reasons are neck laced, combined strategically or accidentally like M&A sometimes making no connections at all. Customers hate them, yet corporations prolong the agony.
3. Initials. The entire global business sector has the strangest and most unusual collection of initials. Initials were simply collected and appended as a proof of their long history while somehow the customer is living in today’s time and with no regards to the previous century. Acronyms often emulate different personalities causing confusion.
Right now, only a very small percentage of business name brands can pass the acid test of global suitability and registrability as majority have serious faults. It is imperative that executive be fully aware of such faults so they can formulate their long-term corporate communications strategy. Sometimes, different departments are blamed for lack of results and no one dares to question the name or its peculiar structure with negative hidden messages it may be broadcasting. The facts should be on the table, no matter how bad. The name-economy is here to stay and today to identify or search or access a company or a product on e-commerce there is no other device known to us except a name. What’s your brand name?
Brands
33 per cent of women believe the salary scale is rigged: Naukri report
Voices @ Work study finds rising calls for equal pay audits and lingering bias
MUMBAI: Progress may be visible in India’s workplaces, but many women still feel the need to tread carefully. A new report by Naukri reveals that one in two women hesitate to disclose marriage or maternity plans during job interviews, worried that such information could influence hiring decisions.
The findings come from the second edition of Naukri’s annual Voices @ Work International Women’s Day report, titled “What Women Professionals Want.” Drawing insights from more than 50,000 women across over 50 industries, the survey sheds light on evolving workplace aspirations alongside the biases that continue to hold women back.
One of the report’s most striking insights is the growing demand for equal pay audits. The share of women calling for regular pay parity checks has climbed to 27 per cent this year, up from 19 per cent a year ago. The demand now stands alongside menstrual leave as the most sought after workplace policy.
Interestingly, the call for pay transparency grows louder higher up the income ladder. Nearly half of women earning between Rs 50 lakh and Rs 1 crore annually say equal pay audits are a priority, suggesting that pay gaps become more visible as women move up the career ladder.
At the same time, confidence and ambition appear to be rising. About 83 per cent of women say they feel encouraged to pursue leadership roles, a significant jump from 66 per cent last year. Cities in southern India appear particularly supportive, with Hyderabad leading the way as 86 per cent of respondents there reported encouragement to step into leadership positions. The education sector recorded the highest sense of encouragement at 87 per cent.
Yet the report also highlights a growing trust deficit around pay equity. Nearly one in three women, or 33 per cent, say they do not believe men and women are paid equally at their workplace. That figure has risen from 25 per cent last year, pointing to widening perceptions of disparity as careers progress.
Bias in hiring and promotions continues to be the biggest hurdle. About 42 per cent of respondents say workplace bias is the main challenge for women from diverse backgrounds. The concern is consistent across major metros, with Chennai and Delhi NCR reporting similar levels.
Reluctance to discuss personal milestones during hiring processes is also widespread. While 34 per cent overall said they hesitate to share marriage or maternity plans in interviews, the anxiety increases with experience. Among professionals with 10 to 15 years of work experience, the figure rises to 40 per cent.
Info Edge group CMO Sumeet Singh, said the data reflects both progress and unfinished work. “Behind every data point in this report is a woman who is ambitious. The fact that 83 per cent feel encouraged to lead is something to celebrate. However, the fact that one in two still hide their marriage or maternity plans in interviews tells us the work is far from done. As India’s leading career platform, it felt not just important but necessary for us to shine a light on these gaps through the second edition of our report,” he said.
The report suggests that while ambition among women professionals is growing, structural changes around pay transparency, fair hiring and supportive policies will be key if workplaces hope to keep pace.
