Vous êtes sur la page 1sur 22

Job Hopping

Submitted To :

2011
Strategic Analysis

MBA III Semester

Introduction
As the liberalization, privatization and globalization is taking its new avenues. The adversities of the new corporate gimmicks are coming up. The concentration of the job-hopping manpower is exploring new avenues with new cult of the survival in the corporate. The things of the past were admired with the achievements but in today information era when new thoughts and origin of new hopes are rising, the corporate are finding difficult to sustain from the jobhopping employees. Job-hopping is a brain drains in corporate. Job-hopping clinches the corporate in acquisition of new talents and skilled professionals profess the negligence of matured and highly devoted employees.

In old traditional pattern, the working were being stopped at every time in the corporate, job-hopping was considered as pinning down of the corporate culture and the legacy of the individual persona. The corporate are no longer sustaining their ethos by neglecting the job-hopping employees. The monarchy and dictatorship in the corporate is proving too expensive for their survival in today era of mass consumerisation and globalization of the human efficiency. The corporate think tank is continuously revolving around the employee's jobhopping lamination of the human policy. The corporate for their survival are working around the clock to cleave the stigma of job-hopping employees with their divided and rule policy.

The good corporate either in fast moving consumer goods or in the service sectors are fighting hard to retain there past glory in the era of cutthroat competition. Job-hopping is scaling up the management for the better employee's relation and perpetual breaking down the upward integration concept of all round development of the employees.

If talk in the whole world the job hopping is found to new tools of substanctivity of the forgoing of original vision of the corporate. The employees are concentrating on self-centered interest to clinch more job-hopping process worldwide as deputized in the figure. The corporate find more generous in providing the help to the employees whom are more close to their wish and will and want to align with their corporate vision at the cost of individual independence.

The practice of changing jobs frequently, especially as a means of quick financial gain or career advancement is known as job hopping.
It used to be that employees went to work for a company and stayed there,sometimes for life. It was not unusual for a person to retire after forty, fifty ormore years with a single employer. Stability was an important attribute.Times have changed. Job hoppers are now readily accepted by manyemployers as a new breed of flexible employees. That may be one reasonwhy one-quarter of all employees have worked at their current job for less than one year. Still, the median number of years the average American workerhas been with their

current employer is 3.5 years. That is, if conventional wisdom and the studies are to be believed. They tell us to stay at a job for at least two years. That the longer you stay in one place, the more dependable youll appear. And the better your chances for success when you do look for a new job. They tell us that too many jobs in a short period of time makes you a flake. Forget job offers. Instead, youll be getting offers of advice on how to mask all that job-hopping on your resume. According to Bob Weinstein in his article Job hopping is OK again,there are 2 kinds of job hopping - random job hopping which is movingeverytime you get a better job offer (the typical quick financial gainjob hopping) and strategic job hopping which is taking a new jobbecause it enhances and helps build your career. From a companys perspective, its not advisable to hire a job hopper.They would prefer a long serving employee who is willing to contributea lot to the company and will probably seek retirement in thatcompany. The cost of hiring and retraining someone is sometimes toohigh. They rather keeping the same person who knows the company insideout, than spending time on training or orientation or maybe, thehiring process itself. However, from an employees perspective, it is a completely differentstory. As an employee, one should be thinking for ones future. Jobhopping to a new job which is more suitable and has more prospectmight be a good option. Sometimes, it pays to job hop than to stay ina job with no prospect. Youll be just wasting your time. This happensin many places especially in a not-socompetitive working environment(where you can see a lot of people there seeking early retirement).

Itll take a very big and bold move for a person to climb over theseexperienced people. By the time one has managed to climb above this groupof people, one wouldve wasted too much time. Choose a company with better prospect, maybe a better jobrole, and move on. One must only job hop if theres better jobopportunity something necessary to advance your personal career. Donot consider job hopping as a mean to get quick financial gain. If onereally chooses to do so, hell be chasing after money and notfuture. Job hopping is neither good nor bad. It really depends onsituation. From the employers perspective, it is definitely a badthing. From an employees perspective however, sometimes job hoppingis necessary to advance your career. Changing jobs in quick succession seems to be the new MANTRA forclimbing up the corporate ladder. But is job hopping for careeradvancement a mere illusion or does it really pay..?? This is amillion-dollar question which needs to be answered before you take anydecision. No doubt job hopping has become the latest trend today but one cannotjump from one job to another as and when it strikes ones imagination. "Look before you leap" is the age old proverb which still holds true. A thorough study of the work environment, colleagues and the companyculture along with long term career prospects would enable you to planand decide your step further. Never go for short term benefits,rather look for the benefits as a whole package. Coming to the resume- too many jobs in a year or 2 years time canportray you as a chronic job hopper. Employers view the hopper as adysfunctional-restless, lacking in loyalty, trust and self-motivation. Reflection of quick moves in ones resume can raise question to onesstaying capacity, ability to withstand challenges as well as acceptaccountability. Changing too many jobs may also be perceived as a personsinability to get along

with colleagues and employers. A short stay ata particular job also hampers acquiring sufficient experience andskills.

Senior level executives also need to build trust and confidence whichcomes with years of working together. This enables a person to understandthat one can rely on each other and get the support needed to do thejob well. Staying on in the job enables an employee to build relationshipsthereby making everything efficient and effective. This further strengthens your position as a valuable member of the organization. It is yourskill with which you respond to your environment and the situations thereby making your current pasture green.So if you want to boost your income fast, utilize your stay in thepresent organization develop your abilities to the fullest and learnas much as you can. This would equip you better to look for a greenerpasture. owever one thing is for sure you can turn the pasture to be greener where you are with the right kind of attitude anddetermination.

Job-hopping - a leap forward for your career prospects or a giant step back?
We live in an age when the one-company individual no longer exists. Your father, mother or grandparents may have worked for one company their entire lives, but it is becoming commonplace to be employed by three, four or more companies during one's lifetime. Up to a decade ago, interviewers frowned upon a resume that betrayed you as a "job hopper". However, this attitude has started to shift with industries such as technology, advertising and PR firms who have elevated job-hopping to a lifestyle and a necessity to keep up with industry changes. Because of this, the tables are turning in the more traditional industries as well, and the once negative image of job-hopping is now being seen as ambitious. In fact, according

to one recruiter, in some industries, if you stayed at the same job for five years, you'd have some explaining to do. However, this doesn't mean the job-hopper stigma has completely vanished. If you've got too many jobs on your resume, you could end up getting pegged as unstable, disloyal, or unable to work as part of a team, especially if these jobs are typically for terms of six months or less. Lou Adler, author of Hire with Your Head Down says, " when you look at a candidate who can't get promoted and who keeps moving in and out of lateral positions from company to company, you can't help but think 'what's wrong'?

Thinking about a change?


When it comes down to it, if you must job-hop, make it constructive. Sometimes the best time to switch jobs is when you're feeling good about your career - and that means moving out to move up. You don't want to completely shut yourself off from opportunities to change jobs, however, take your time and consider the effect the change will have on your career. It is important to take a step back, reassess your work habits and to make sure your next move is the right one for you. Constructive job-hopping takes thought and planning to achieve the goals of moving forward and strengthening a career. Do it badly and you'll move laterally, or even backward. It is also a good idea to thoroughly research any new company prospects. What sounds good on paper doesn't always mean that it will be any better than where you are now, especially if it's a lateral move and isn't a career advance. Things to look for are: company background; what the company culture is like; will you fit into the team; and how has the company performed financially over the past year?

Why switch?
There are many reasons why you switch jobs, some more positive than others. And the key is to articulate to a prospective employer why you left and to eliminate any negative association with your frequent job changes. Some more positive reasons are:

I followed the best and brightest: companies want people who bring varied experience to the table. For that reason alone, job-hopping makes you more of an asset to a company.

I followed the money: no one will argue with a move that gave you a salary boost, as long as money is not the only reason why you left. I followed the promotion: a promotion shows that you are both valued and that you're managing your career aggressively. I followed my spouse: employers are typically understanding of this type of move, but also want to know that your career matters too. These are completely feasible reasons for job change, but if you're constantly moving because you feel like you've exhausted your opportunities in a short period of time, hiring professionals will question your decision-making ability. An individual with a job history showing several job experiences can be very attractive to an employer. It says that you have vast experience and shows your value having worked under different systems, structures and management styles. The key is to communicate what you accomplished at each job and how your contributions at each company made a difference. Once you've decided it's time to move, keep these points in mind: 1. Avoid frequent lateral moves. If you're repeatedly switching industries and you constantly feel underemployed or unfulfilled, there's probably something deeper going on. Try temping for a while, take some time to assess your skills, and figure out what you like and really want to do. 2. Don't burn bridges. Even if you dislike your boss, your job, your office, etc., leave on good terms. If you're moving within an industry - and in one geographic area - there's a good chance your old boss has some sort of connection to your new one. Keep in touch with other people you worked closely with. You never know when you'll need a reference.

3. Leave a positive lasting impression. When resigning, start off with a carefully thought out resignation letter, explaining the reasons why you're leaving and thanking your boss for the opportunity to learn with the company. Then make an effort to stay on for a mutually agreed time frame and train your replacement. This may take longer than the traditional two weeks, but will be appreciated and will reflect that you are still interested in the success of your replacement and any projects that you are currently working on. These actions will send a positive message to the recruitment marketplace, that you are responsible, reliable and career-focused.

The Changing Landscape


We all know career dynamics have shifted dramatically over the years. Gone are the days where college grads joined a company and stayed for life, rising through the ranks to win that ultimate workplace trophy: the corner office. According to Business Weeks Richard Florida, people under the age of 30 change jobs almost once every year and a half (compared to the national average of once every three years). And really, its not surprising. Workers feel less incentive to stay put. Pensions, in the traditional sense, are virtually obsolete. Were increasingly paying the price for our employer-sponsored healthcare. Loyalty is no longer about putting in your time, or paying your dues. Its about providing measurable value and being rewarded for it. Corporate culture has changed, and employees are responding to it in the only way that makes sense to them. Chris Murdock, recruiting expert at LandingJobs and former Senior Sourcer for Yahoo, says job tenure and expectations around it have changed. It used to be that people would stay at a company for life, but nowadays, if youve been in a

company two years, youre the seasoned professional, he says. Some even think if youve been at a company for five years, you should move on. That its too long.

Job-hopping as an asset
It sounds like a contradiction in terms, but some experts now say there are benefits to job-hopping and not just for the employee. For one, they argue, it can help those early in their career figure out what they want to do. Lets face it: no personality test or career adviser can compare with real world experience. On her blog, Brazen Careerist, career expert Penelope Trunk wrote about jobhopping as a path to career stability. In her post, says its nearly impossible to find something right without trying a bunch of options Trying different jobs also means building a more diverse skill-set. [Job-hoppers] continue to hone their skills and develop new ones, says Ron Katz of Penguin HR Consulting. And not just the tactical/technical skills. They also develop the strategic skills, the ones that transfer from job to job and assignment to assignment. And what effect does all that hopping around have on performance? Trunk says job-hoppers tend to be top performers because they have no choice but to deliver results. If you dont need to get another job anytime soon, then you dont need to perform well in the next six months. You can coast, she says. Job hoppers dont coast or their resume will look bad. Another benefit to job-hopping, at least in the short term, is monetary gain. Career consultant Tammy Kabellsays you can negotiate a 10-15% salary increase with a new company, a significant gain from the average 3-5% youll get annually

if you stay put. And its not just the job-hopper who benefits. Employees that move from company to company are like bees collecting pollen and sharing that info with a new employer each time they come on board, says Kabell. This is especially evident when a smaller employer hires someone who has experience from a large company. That employee brings with them excellent training, policies, procedures basically the best practices of companies with much larger budgets and possibly a longer history and therefore a longer evolution than a smaller or newer company.

Job Hopping in a Recession?


Voluntary movement appears to have slowed, at least for the time being. At the end of 2008, the Bureau of Labor Statistics measured the quit rate at just 1.6%, lower than the recent average. And it makes sense. Not only are there fewer jobs available, making it impossible for some to make a move, but employees are less willing to leave their current gig for a job they know little about especially since new hires are at a greater risk of being laid off should the company face financial trouble. Nevertheless, some proponents of job-hopping say its still worth doing, even in the current economy. On her blog, Modite.com, Rebecca Thormanargues that members of Generation Y should not let the economy stop them from moving around . She says those who can perform will always be able to find a new, exciting position. And Gen Y knows how to perform, especially under pressure. The economy may also make short stints if you are able to get them appear more acceptable on your resume. LandingJobs Murdock highlights the early 90s

dot com bust, where C-levels, VPs and Directors were moving around at unprecedented speeds. So while short stints of employment might normally be a red flag, employers might come to expect it in a volatile economy. But this doesnt mean you should be rushing full speed ahead to hand in your resignation. Not everyone has the luxury of youth, parental support (financial and otherwise), or a hefty previous salary to fall back on. Like all career decisions, the decision to change jobs before the two year mark needs to be weighed out carefully.

Hop Carefully, Hop Well


Most experts, even those who support job-hopping, make the same point dont leave until youve accomplished something. Your resume needs to show the story of a person who contributes in large ways wherever you go, Trunk says on her blog. Its one thing if youre moving on because you have completed a project, and brought significant value to the company along the way. Its something else entirely if you leave one job after another, for reasons that are not going to seem valid to your next potential employer. Reasons like Your job is too hard. Being averse to any real challenge is not a quality many employers will respect or admire. If youre job is too hard, do what you need to do to get up to speed. Ask for more training or take a class to brush up on your skills. Dont demote yourself, or bow out. Youre bored. While boredom (and lack of a challenge) can be absolutely toxic to your professional development, it is not an excuse to move on. At least not until youve explored other options within your company. Theres probably a lot more you could be doing if you just asked.

You just cant get along with people. Its one thing if the corporate culture just isnt the right fit, but if youre moving from job to job, each time because youve fallen out with your co-workers or your boss, it might be time to do some soul searching. Think about it: the only common denominator in the equation is you. So instead of moving on every time you have a tiff, think about what you might have done to cause it. Money alone. Moving to a new job is the fastest way to get a pay rise, sure. But jumping from job to job for the sole purpose of monetary gain is a big mistake. If increasing your salary is your only incentive for job-hopping, youll end up unsatisfied in the long term. Another important factor to bear in mind is your age, and where you are in your career. If youre 23 and fresh out of college, job-hopping can yield long-term benefits. On the other hand, an older, more senior executive may find the consequences to be more dire. Career Coach Joni Daniels says for older workers, job hopping means losing ground. And no matter what, know that there are always going to be recruiters and hiring managers who will frown upon your frequent moves. If they do call you in for an interview, they will likely demand an explanation for your movement. One must be prepared to face objection. Many hiring managers are Baby Boomers. They come from a generation that believes in loyalty, longevity, and paying your dues, and they typically have not embraced the new job-hopping trend, Elliot says. Make sure your resume shows that youve substantially contributed to every company for which youve worked. Even more than non-hoppers, youll need to network aggressively to become more than just a resume, wherever you apply. If you think youll be perceived as a job hopper, and you think your resume is being ignored because of it, get on the phone and find someone who works there so that you can overcome those objections.

Like so much of your career history, the benefit of frequent job changes depends entirely on where you are in your career, your reasons for wanting to jump ship and your long-term goals. Theres no doubt about it that the hard and fast career rules set by our parents and grandparents no longer apply. The important thing now is to add value wherever you go, be smart about your moves and be prepared to explain your choices, whatever they are. And by doing so, you might just turn yesterdays red flag into todays competitive advantage.

The Bad Side Of Job-Hopping


Job-hop hazards apply to every type of worker and industry, not just a specialist like Jeremy, who has more reasons than most to employ this chancy tactic. People who specialize in one particular industry are always in demand. Rather, the serious detriments to careers occur with people who suffer from job attention deficit disorder and flit about from one industry to another. I refer not just to college graduates here but the average blue-collar worker too. My advice is universal: Stick it out with one job, one career and one industry, and try to carve a niche for yourself that you can leverage later on as an asset. There are a slew of intrinsic negatives for the serial job hopper: A perception of volatility It is a considerable investment for any employer to take on a new hire. People seldom realize the amount of money it takes to bring in and train someone new, and set them up within the company structure. There are a slew of hidden costs to factor in. As a result, no sane employer wants to take on someone who has a history of disloyalty. Don't kid yourself; that is the perception you give off when you jump ship more than a cruise ship traveler with the Norwalk virus. A perception of incompetence It's as obvious as the posterior on Jennifer Lopez. What else is an employer to think when you have work experience from ten firms? You look bad and you look incompetent. Reality may tell another tale, but the perception is that you are a

job slut who did not perform up to snuff with each new company. If your performance was exceptional, why did you leave? Is it the employer or is it you? Well, if it is 10 employers on your resume and not one, do not take offense if the finger points to you . A perception of impropriety This is similar to incompetence, but much worse. This is the perception that you are not just a risky hire, but also a dangerous one to the firm. These questions are bound to come into play as you hop around from one job to the next. People talk, especially among competitive firms within an industry, and if your bridges went down in flames, someone got burnt and may have a personal ax to grind against your career path. So if you do insist on as much experience as you can glean from as many jobs as you can get, try to ease your way out with class. Otherwise, you may come across as a time bomb about to explode in a company's face. A lack of structure and growth in your life Unless you fall into the miniscule minority with the mental fortitude to withstand multiple job changes year in and year out, relentless change is going to take a toll on you at some point. It can hit your friendships, personal relationships and your overall sense of wellness. Afraid Of Commitment? Fear of career commitment can kill your long-term and sustainable power to command top dollar, or at least the most possible dollars for your amount of work experience. In the same vein, you have to think about growth as well. Do your frequent job changes result in lateral or vertical growth? If not the latter, then what is the point, other than to supply yourself with a change of pace? A new office with a new view is all well and good, but at the end of the career, what have you got to show for these moves? The bottom line is that if you insist on a change of employment and are so adamant to move, make sure you move up.

Fans of football will have heard of Nicolas Anelka. Currently at Chelsea, Anelka made his football debut when he joined Arsenal in 1997 for a fee of 500,000. Three years later he moved to Real Madrid for fee of 22.3m before returning to his home club Paris St Germain for 20m and then a further five clubs in as many years in the English Premiership, netting him more than 43m. The point to this analogy is to illustrate that regardless of what profession you are in, job hopping inevitably occurs. Indeed, it is common knowledge that the job for life culture that once existed during the Babyboom generation has all-but disappeared. Today, it is widely acknowledged that workers in their 20s and 30s will change jobs as many as eight or nine times. So does this make you an erratic employee that any recruiter in their right mind should avoid at all costs? Or does it actually make you a highly experienced professional and an attractive proposition for any would-be employer? According to the latest industry statistics, the latter is probably the answer. The Recruitment and Employment Confederation recently confirmed that there has been a continued growth in the number of temporary positions filled compared to permanent positions, as employers attempt to meet the peaks and troughs in business workloads during the current testing economic climate. Of course, job hopping suits the employee rather than the employee -- one employer's loss is another employer's gain. But with the job market at its most competitive in many years, employers no longer have the luxury of writing people off simply because they have moved from one employer to the next over a period of time. Instead, employers are increasingly looking to see what an employee can contribute to their company, no matter how long they stay there for. Take Katie Vanneck for example. She was the sales and marketing director for The Times Newspaper Group for two years before being poached by arch rivals, Telegraph Media. Within a year Vanneck radically transformed the fortunes of the Telegraph's online audience and print circulation to position it as the market leader. A short time later she returned to The Times to take up a more senior

role with a higher salary. In this instance, most people would not care if Vanneck was job hopping because she had made an impact by increasing sales and distribution during her tenure -- most employers would be chomping at the bit to hire her even if she only stayed for a short period of time. And that's the point about successful job hopping. When you are applying for another job and have already had say three or four over the last years, for instance, you need to demonstrate to a would-be employer what significant contribution you can make and, with several sectors experiencing a shortage of skills, experience is the deciding factor that can work in your favour. However, job hopping can have its downsides too. Personnel departments in the main dislike job hoppers and a candidate who has had a number of jobs can signal a number of red flags to a potential employer. Firstly it could be argued that it demonstrates a lack of commitment to an organisation. And secondly, more worryingly, it raises a level of doubt in their minds as to the genuine reasons why you left a previous employer -- can you talk-the-talk but unable to walk-the-talk, are you in the wrong career? In fact, some career experts argue that people do not fully learn their jobs and gain valuable experience until they have been in the same role with the same company for at least two years. So if you are to job hop, the trick is to effectively market your penchant for shortterm success and your ability to meet an employer's need for your skill-set. And as demand continues to outstrip supply, you are equally well-positioned to command a higher salary than what you are currently earning. Indeed, this move away from the job-for-life ethos that previously existed has been confirmed by research by Lifelong Learning which found that nearly one in six UK workers have changed their entire careers three times already, while more than one in ten has switched more than three times. Interestingly, only 10 per cent of workers have remained in the same career throughout their working

lives. While switching from one career to the next can increase your overall skill base and keep your interest levels high, flirting between roles and interchanging with a number of different employers will almost certainly ring alarm bells for recruiters. "The limit is about three jobs in two years," says Sarah McParland of Search Consultancy. "After that employers will want a very good reason why you keep jumping around." Therefore, make sure you have a good explanation that settles any fears that an employer may have about you such as your interpersonal skills (or lack of) with your colleagues or you limited attention span. Before you rush into your boss' office brandishing your resignation letter, stop and think about the practicalities. Short-term workers have fewer rights and are not entitled to things like maternity pay until they have been with the same employer for at least one year. Similarly, employers can side-step unfair dismissal claims, write-off pension contributions and avoid redundancy pay if you lose your job you will not be entitled to any pay-back. And whilst these things may not be a priority for you in your 20s and early 30s, they will almost certainly dictate your career options when you have your family's security to consider and you start to plan your retirement.

Job Hopping according to Corporate Hierarchy

Privileges of the Job- hopping: From the corporate side i. Corporate meet out the customer demands ii. Corporate adopt the newcomers in the generously iii. Corporate get the experience, trained manpower iv. Time and resource is being saved by the corporate for the new recruits v. Corporate mingle out the diffusion between the middle and line staff vi. Corporate vision is being nurtured vii. Corporate supremacy is being safeguarded viii. Customer demand is met with new product and in time. ix. The surfacing of skill domination and supremacy of the chair power stops. x. Corporate saves money, time etc. From the Candidate side: i) Candidate get new avenues for learning and self grooming ii) More monetary and fringes benefit iii) Long time survival etc, iv) More identity in the corporate

v) Visions of the corporate collide with own ambition. vi) Surfacing of inner qualities is restricted. vii) Fair chance of survival with origination of the creative and enhancing the poaching of the supremacy is stopped. viii) Employees do not have to stay long in the one organization. ix) It gives them the new breath of life with their suitability of the job satisfaction. x) The forgoing bond of affinity is being maintained more nicely through jobhopping.

Job Hopping According to the Service/ F.M.C.G. Sector

Age wise / Sex wise Job Hopping: Job Males Females Average Maximum Peak Medium Minimum No Minimum Minimum Maximum Average Minimum No Hoping

S. No. 1 2 3 4 5 6

Age 20- 25 25-30 30-35 40-45 50-55 55-60

Remedies
The job-hopping cannot be stopped at any angle but can be curtailed with human corporate relation. The compensation package and morale of the trajectory at different perpetual angle can be enhanced which can slow down the job-hopping and brain transfer outside the corporate. The remedies are the think tank to continuously revise the human resource policy and involve better human profession with excellent perks and perquisites. The company on the basis of better profit ignores these factors, which take the new turn in future,.

Comparative Studies
* Japanese Management: Job Hopping is there but their loyalist easily handles it and individual companies human policy makers, which are the mirror of their employees. * American Management: Job Hopping is maximum and is judged with the performance evolution pattern but it is easily handled by group of company loyalist and individual human policy decider, which are the epic point of administrator of their employees. * Indian Management: Job Hopping is there but it is easily handled at their individual level by their loyalist in the each corporate and individual companies human policy luncher act as the mirror of their employees.

Conclusion
In today fast changing world corporate cannot ignore the job hopping as the percentage lay off and corporate jobs are reshuffling the new avenues can be relented with the new dimension of the job hopping. Job-hopping with dynamic should be imposed in new blood to excel in their ambition and corporate vision. The road map has to decide to creativity of the job-hopping with training in job skill or with better perks and perquisites in the corporate. The thinking of the old age generation owner in the corporate have to amalgamate whether they want their fast perish in the market or want to survive and when they want survive they can not ignore the talented and highly ambitious devoted pools of the young generation. They should try to restructure their corporate with young blood quest for innovation and creation. The imagination of the young mind should not divert nor overpowers with their nefarious desire of demotivating of these employees in all the different corporate hierarchy. Job hoping becomes the trend settlers in many corporate and let the young mind to blow, which help ups in opening of the new creative market and customers. Overall the efficiency and profit generation increase in the organization which can be cult of the any corporate which is the talk of today.