I've added a position in AT&T (T) to my stock portfolio. The stock pays a high dividend (about 6.5%) and raises it annually. With a PE of around 12 and the price having dropped recently, it was very attractive. Stocks represent about 15% of my investment portfolio.
Listed in order of largest to smallest holdings:
KMB (Kimberly Clark)
PEP (Pepsico)
PG (Procter & Gamble)
MMM (3M Corp)
SYY (Sysco)
KFT (Kraft)
ADP (Automatic Data Processing)
KO (Coca Cola)
BMY (Bristol Myers Squibb)
T (AT&T)
GPC (Genuine Parts)
My major asset remain CDs. I don't own a home, though I do think that is OK, as long as one doesn't go into much debt to do so. I have no debt at all, and never want any, though I do think some is OK for a home, especially in the areas which were first to collapse during this Housing decline. I also own US Treasuries, about 7% of my assets. Right now I own inflation protected ones (TIPS). The three I hold are...
2015's
2013's
2028's
I like them because they protect both against deflation and moderately against inflation. I also own some gold (coins), but it is only about 3% of my assets and use a safe deposit box to store it. Gold does not qualify as an investment, but I do think it is warranted as a small insurance policy on US currency.
Thursday, March 18, 2010
Thursday, March 04, 2010
My review of "Drive"
"Drive" is an excellent take on what motivates people in modern society compared with times past. Things it covers are:
1. A couple of decades ago rhesus monkeys solved a puzzle without a reward of food, water or sex. They began playing with it and solved it, implying a thrid drive - some intrinsic reward. They even made more errors when an external reward was used - raisens. Then, more recently similar results were found in an experiment (a Soma puzzle) with humans, implying humans also have this third, intrinsic, drive - for novelty, challenge, with scientific proof counter to what business usally does to motivate workers.
2. Like computers, societies have operating systems - a) Motivation 1.0 - in older times just for survival, b) Motivation 2.0 - the industrial revolution led to rewards and punishments, carrots and sticks to motivate workers, c) Motivation 2.1 - some refinements like flex hours and casual dress, d) Motivation 3.0 - purpose driven rather than monetary compensation - think Wikipedia versus Microsoft's Encarta encyclopedia, Firefox, Apache web server, Linix. Strongest motivation - enjoyment. Vermont - first state to implement a new business organization, "low profit limited liability corporation" with purpose maximized rather than profit.
4. Behavioral economics shows people motivated also by irrational motives. US census showed many non-employer businesses. Financial rewards can turn play into work - reducing performance, loss of creativity. - the Sawyer Effect.
5. Extrinsic rewards can work for left-brain algorithmic tasks, but not for right-brain flexible problem-solving, creative solutions - can lead to bad, even unethical behavior and sort-term thinking like what led to the recent Great Recession - too much pay caused epic problems. Goals which lead to mastery are good - rewarding the activity better than rewarding the result.
6. Rewards best if unexpected, not if-then but now-that.
7. Self Determination Theory (SDT) - Type I person - 3 needs of a Type I person: a) autonomy - over 4 T's - task, time, technoque, and team, b) mastery - a flow - 3 laws to get in the flow - mindset, pain, asymptote - getting closer and closer to perfection but never reaching it, c) purpose - words are important like having an oath, when an employee says "we" rather than "they" for the company.
8. Toolkit for a Type I person - a) flow test - one sentence for a person like freed the slaves for Lincoln, b) small question - like was today better than yesterday, c) take a "sagmeiter" - a sabbatical like every 7 years - do something different like travel, d) do annual personal performance reviews, e) get unstuck by going oblique - by pushing out of a mental rut, f) move 5 steps closer to mastery - deliberate practice, g) 3x5 cards with question/answer to give meaning to each day, h) create your own motivational poster.
9. Nine ways to get your organization to be Type I - have 20% free time, encourage peer-peer now-that rewards, conduct an autonomy audit, take 3 steps to giving up control, play "whose purpose is it?", Reich's pronoun test - we or they, design for intrinsic motivation, Goldilocks for groups - not too easy, not too hard tasks, turn offsite into "FedEx day."
10. Type I compensation - get it right then get out of sight. Ensure internal, external fairness - harder job gets paid more, etc. Pay more than average.
11. Tips for parents on how to motivate kids: homework - autonomy, mastery, purpose, have a FedEx day, Do It Yourself (DIY) report cards, don't combine allowances and chores, praise strategy and effort not IQ, let kids see the big picture of things.
Overall, this book is very insightful and an easy read - recommended - 5 out of 5 stars.
1. A couple of decades ago rhesus monkeys solved a puzzle without a reward of food, water or sex. They began playing with it and solved it, implying a thrid drive - some intrinsic reward. They even made more errors when an external reward was used - raisens. Then, more recently similar results were found in an experiment (a Soma puzzle) with humans, implying humans also have this third, intrinsic, drive - for novelty, challenge, with scientific proof counter to what business usally does to motivate workers.
2. Like computers, societies have operating systems - a) Motivation 1.0 - in older times just for survival, b) Motivation 2.0 - the industrial revolution led to rewards and punishments, carrots and sticks to motivate workers, c) Motivation 2.1 - some refinements like flex hours and casual dress, d) Motivation 3.0 - purpose driven rather than monetary compensation - think Wikipedia versus Microsoft's Encarta encyclopedia, Firefox, Apache web server, Linix. Strongest motivation - enjoyment. Vermont - first state to implement a new business organization, "low profit limited liability corporation" with purpose maximized rather than profit.
4. Behavioral economics shows people motivated also by irrational motives. US census showed many non-employer businesses. Financial rewards can turn play into work - reducing performance, loss of creativity. - the Sawyer Effect.
5. Extrinsic rewards can work for left-brain algorithmic tasks, but not for right-brain flexible problem-solving, creative solutions - can lead to bad, even unethical behavior and sort-term thinking like what led to the recent Great Recession - too much pay caused epic problems. Goals which lead to mastery are good - rewarding the activity better than rewarding the result.
6. Rewards best if unexpected, not if-then but now-that.
7. Self Determination Theory (SDT) - Type I person - 3 needs of a Type I person: a) autonomy - over 4 T's - task, time, technoque, and team, b) mastery - a flow - 3 laws to get in the flow - mindset, pain, asymptote - getting closer and closer to perfection but never reaching it, c) purpose - words are important like having an oath, when an employee says "we" rather than "they" for the company.
8. Toolkit for a Type I person - a) flow test - one sentence for a person like freed the slaves for Lincoln, b) small question - like was today better than yesterday, c) take a "sagmeiter" - a sabbatical like every 7 years - do something different like travel, d) do annual personal performance reviews, e) get unstuck by going oblique - by pushing out of a mental rut, f) move 5 steps closer to mastery - deliberate practice, g) 3x5 cards with question/answer to give meaning to each day, h) create your own motivational poster.
9. Nine ways to get your organization to be Type I - have 20% free time, encourage peer-peer now-that rewards, conduct an autonomy audit, take 3 steps to giving up control, play "whose purpose is it?", Reich's pronoun test - we or they, design for intrinsic motivation, Goldilocks for groups - not too easy, not too hard tasks, turn offsite into "FedEx day."
10. Type I compensation - get it right then get out of sight. Ensure internal, external fairness - harder job gets paid more, etc. Pay more than average.
11. Tips for parents on how to motivate kids: homework - autonomy, mastery, purpose, have a FedEx day, Do It Yourself (DIY) report cards, don't combine allowances and chores, praise strategy and effort not IQ, let kids see the big picture of things.
Overall, this book is very insightful and an easy read - recommended - 5 out of 5 stars.
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