Fordham Journal

In the Readings
1) The idea of 'Economy of Communion model' is a fascinating one. It is remarkable to see that we have accepted businesses as part of the solution of poverty not just the problem of poverty. The way it works is these businesses operate, employing people, then take the profits and put them into community improvements and education enhancements in the community.

2) The second thing that stood out to me was the sense of reflection that managers in the communion model had. Many of the valid points of maintaining relationships develop from the reflection of managers so they did not make harsh decisions. I think this trait of the Communion model is something we have to take away to other areas of business.

My Perspective
1) This model is something that I believe is the answer domestically and internationally. The model of good willed companies. In high school I was exposed to a book called "Begging for Change." The story explains a man in DC named Robert Egger. He saw realized that there was a big hole in DC and decided to fill it. He started a for business catering company that also operated as a soup kitchen. Homeless men and women in DC could come and train for 6 months with him. He would require them to be drug and alcohol free during that time, and would give them a stipend. The more experienced trainees would be carter events for law firms and other organizations in DC. Then at the end of 6 months of training they would get a certificate saying they graduated a program, and then they are assisted in finding jobs at restaurants in the area. Egger's point is that business can help people, and it often does better than non profits. He believes that private businesses can use money more effectively to help people when it is in a business setting as opposed to a nonprofit helping oriented group.

2) In two examples reflection maintained and actually enhanced relationships that would have otherwise been terminated. The first was when the cleaning product company received defective products. The manager wanted to cut off business with them but after reflection went and fixed the problem, enhancing the relationship. A second scenario in the same company dealt with an employee who did something that the manager wanted to fire him for. After reflection (as it was suggested he do) the manager healed the wound and made the relationship better than at the start. I think this is something corporate America can learn from. We should not we so quick to find some other supplier or employee as we can just find a way to better the relationship. This way we can get over the hurdle, which will happen with another company eventually. So you might as well solve the issue now and save the money by not dealing with transition cost and keep the current supplier or employee.

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