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Here are some names that are being snapped up by funds. The market rally wobbled Wednesday, as Tilray led big moves in climax-type stocks. Nvidia stood out while Tesla's retreat could end up being bullish. Coronavirus, of course. Or more precisely, a vaccine to fight it.
Yesterday, Nakae took another look at Ocugen at its present share price, and declared it overpriced, downgrading the shares to Neutral i. To watch Nakae's track record, click here Why is Nakae having second thoughts about Ocugen now? Valuation is obviously a concern, and certainly the primary one. After all, hype aside, Ocugen stock is a company almost entirely devoid of revenues.
At its current market capitalization, therefore, Ocugen stock sells for a mind-numbing 40, times trailing sales, which is kind of a lot. Now, what must Ocugen do to justify this valuation -- one that's not just "sky high" above fair value, but more orbiting somewhere out past Saturn?
Although Covaxin has an ongoing Phase III clinical trial, that's happening in India, and Nakae thinks that even after initial results are in probably in March , the company may need to conduct an additional study in the U. Next, Ocugen will need to set up manufacturing operations to produce the vaccine in the U. This will of course cost money, and this is probably one reason why Nakae predicts the company "will likely need to raise debt or equity funds in the future.
Finally, once manufacturing has been set up and the vaccine goes on sale, the company will have to compete with multiple other vaccines already on the market -- and then split any profits that do result with its partner Bharat. And of course, all of this only happens if the vaccine proves effective, and safe enough to convince the FDA to issue the EUA. So how long will all of this take? How long before Ocugen turns into something resembling a business, as opposed to just a "coronavirus play?
The current outlook offers a conundrum. On the one hand, based on 3 Buys and 1 Hold, the stock has a Strong Buy consensus rating. It will be interesting to see whether the analysts downgrade their ratings or upgrade price targets over the coming months. Disclaimer: The opinions expressed in this article are solely those of the featured analyst. The green energy industry has been red-hot throughout Here are the 2 companies could do very well in The Apple Inc.
The South Korean company - after the first successful approaches last January - was ready to make the Kia plant in West Point Georgia available to Apple, but some days ago the process came to a screeching halt, apparently due to internal disagreements within the Hyundai board.
Apple's goal would be to strike an agreement with an Asian company, probably to intercept the potential endless electric car market in the continent. See Also: Why Apple Could Emerge As Tesla's 'First True Competitor' Time Until "We are receiving several requests for cooperation in the joint development of autonomous electric vehicles from various companies, but they are at an early stage and nothing has been decided," Hyundai executives said in a note in which they dismissed the deal with Apple.
In conclusion, the Apple Car will have to wait for now: there is time until , which is the expected release date. This article originally appeared on Financialounge. It does not represent the opinion of Benzinga and has not been edited.
Benzinga does not provide investment advice. All rights reserved. Congressional leaders are hurrying the new payments along. Will you get one — and when? Bloomberg -- Tilray Inc. The gains came amid a broader sector rally on potential U. That marks both the biggest one-day and three-day gain for MJ. Pot stocks have outperformed since the Democrats took control of Congress with the Georgia runoff elections in January.
However, most cannabis stocks are still well below the highs they reached in late when Canada became the first large economy to legalize recreational pot. Tilray, which was the first pot stock to list on a major U. Charles Taerk, a cannabis investment adviser, said the stocks are gaining partly because of growing optimism around U.
Taerk is the chief executive officer of Faircourt Asset Management, which acts as an adviser to the cannabis-focused Ninepoint Alternative Health Fund. Traders widely circulated news online that Tilray had signed a deal Tuesday to distribute its medical cannabis products in the U. They also noted a merger arbitrage opportunity as Aphria Inc. Dan Ahrens, chief operating officer and a portfolio manager at AdvisorShares, said the sharp rise of stocks is likely to be followed by a sharp decline, similar to the dramatic selloff in Other pot stocks rallying Wednesday included Zynerba Pharmaceuticals Inc.
Updates shares to close and adds Ahrens comment. The Federal Reserve and other powerful central banks have viewed a curiously long bout of low inflation as proof that stimulating the economy through unconventional money-printing measures can ease the pain of downturns.
Prioritizing economic support over inflation risk seemed like the right move: Many emerging market central banks initially offset the impact of fleeing foreign investors and rising borrowing costs, while helping to lift their stock prices. Dow 30 31, Nasdaq 13, Russell 2, Crude Oil Gold 1, Silver Meanwhile, companies with a history of treating people as mere expenses and tossing surplus bodies out the door at the first whiff of bad times seem scarcely to miss a beat.
After all, that is what their people expect. Zatzick and Iverson also found that productivity dropped most sharply in once-enlightened workplaces that had shattered employee expectations with a one-two punch: They did deep layoffs and abandoned high-involvement work practices. If predictability is about what will happen and when, understanding is about why and how.
The chief advice here is to accompany any major change with an explanation of what makes it necessary and what effect it will have—in as much detail as possible. This advice, too, is rooted in psychological research: Human beings consistently react negatively to unexplained events.
The effect is so strong that it is better to give an explanation they dislike than no explanation at all, provided the explanation is credible. Years ago, when colleagues and I studied the collapse of the video game company Atari, we learned that top executives were using a back door rather than the front entrance to come and go, so determined were they to avoid contact with the rank and file. That study came to mind when, quite recently, a boss I know disappeared from his office for weeks after a layoff.
The rumor mill sped up, and even less effort went into the work at hand. To be sure, the answer cannot be that senior managers should spend less time conferring. In a downturn the pressure is immense to make decisions that demand a shared understanding of rapidly evolving financials, scenarios and options, and constraints.
Often it is impossible to open up this messy decision process to broader involvement and scrutiny, which might not only threaten legal and ethical requirements for confidentiality but could lead to worse decisions. As the psychologist Philip Tetlock has shown, decision makers operating under excessive scrutiny tend to make the choices that are easiest to justify rather than those they think are best.
Information leaks can also hurt people or be downright embarrassing. Fellow passengers could not help overhearing that the firm was planning deep staff cuts in March, and at least one person deduced what firm the partner was with after he rattled off the names of two dozen candidates for dismissal. That passenger promptly posted the news in a blog, and the story spread like wildfire. To its credit, the firm quickly apologized for the indiscretion and acknowledged that the news was true. Some closed-door mystery is clearly inevitable.
And even the hardiest of bosses need some time away from the fray to recharge. Follow long closed-door meetings with longer open-door periods. Communicate everything that can be communicated, both in writing and face-to-face. Be present and visibly on top of the situation. Express warmth and concern, but also whatever optimism is warranted. Above all, look your people in the eye. Good bosses also know that more than a single communication is needed to bring a large group to a point of real understanding.
I mentioned above the technology CEO whose people persisted in expecting job losses even though the business was growing. Your job as boss is to design messages that will get through to people who are distracted, upset, and apt to think negatively given any ambiguity. For many scientific reasons, as Chip and Dan Heath show in their book Made to Stick , people are more likely to act on such messages.
The best bosses I know have usually arrived at the same conclusion on the basis of experience. I suspect that Lafley has repeated some of his Sesame Street —simple messages so often that they bore him silly. The whole point of work is to achieve outcomes and have impact.
During overwhelming times, a good boss finds ways to keep up a drumbeat of accomplishments, however minor. Yet when the same challenge is broken down into less daunting components, people proceed with confidence to overcome it. It was a bet-the-farm move that had every chance of paralyzing his already spooked people.
But rather than allowing them to fret about the scale of the effort, he kicked it off by asking the team to jot down on sticky notes every discrete task required to do the campaign right. It turned out that more than half were easy and could be accomplished within a few days. He then asked for a volunteer to take responsibility for each of the easy tasks and requested that when a task had been accomplished, its owner report back to the entire group via e-mail.
Jerald Greenberg, a management professor at The Ohio State University, provides compelling evidence that compassion affects the bottom line in tough times. He also spent a full hour answering questions about why the cost cutting was necessary, who would be affected, and what steps workers could take to help themselves and the plant. Greenberg found fascinating effects on employee theft rates. This suggests that compassion from a boss adds corporate value—in good times and in bad.
Compassion can and does take many forms. A manager who had just completed a second round of layoffs shared with me a valuable lesson she had learned about empathy: A boss delivering bad news to a subordinate is, by definition, at a later point in the emotional cycle of reacting to it. By the time they talk, the boss has already worked through the shock, anger, and embarrassment; gone through all the scenarios in her head; made decisions; and come to terms with them.
This manager told me that employees who had hugged her and thanked her sometimes came back to scream at her a few days later, after the shock wore off. Others, who had reacted angrily, came back to apologize and then hugged and thanked her. A boss delivering bad news to a subordinate is, by definition, at a later point in the emotional cycle of reacting to it.
Compassion is most important when it helps people retain their dignity. When layoffs and closings are unavoidable, tending to the emotional needs of people who are let go is essential both for them and for those who survive the cuts. One of the worst things a boss can do after a layoff is to bad-mouth or in any other way demean those who have departed.
Ray Kassar, the former CEO of Atari, generated a lot of anger in the s when, after a deep layoff, he told survivors that the weak people were gone and only good people were left. Many survivors we interviewed perceived the layoffs as purely political and believed that some great people had been let go. Although he was more subtle than Kassar, Musk made pretty clear that he was getting rid of the weakest people. However, I believe Tesla must adhere more closely to a special forces philosophy at this stage of its life if we aspire to become one of the great car companies of the 21st century.
But it teaches us a valuable lesson: Before making a statement, stop to consider how it will sound to an upset and touchy person. Bosses who increase predictability, understanding, control, and compassion for their people will allow employees to accomplish the most in a time of anxiety—and will earn their deep loyalty.
The company was struggling to cut costs and had eliminated free doughnuts in the morning—a long-standing tradition. At the time, people at SPaM were working very long hours and bringing in quite a bit of money. They were remarkably annoyed the day the doughnuts disappeared, and remarkably happy, proud, and motivated when their boss, Corey Billington, found some internal SPaM funds to bring the doughnuts back.
I remember sitting in the coffee room one morning right after their return. Bosses who do this sort of thing usually do it on many levels. When I asked Komisar to explain exactly how Campbell made people feel so loyal and invested in saving the company, he pounded out this impressive list:. His most important thing was that we take care of the people, that they leave that venture with dignity.
Not only did people remain loyal to Campbell throughout the struggle to save Go, but most alums, including Komisar, look back on those days as one of the finest periods of their lives. You have 1 free article s left this month. You are reading your last free article for this month. Subscribe for unlimited access. Create an account to read 2 more. Crisis management.
A few weeks back a weary executive at a professional services firm told me […] by Robert I. Your natural impulse is to focus on your own well-justified concerns, but your people are watching your every move for clues to their fate. You need to rethink your responsibilities in terms of what your people may lack most in unsettling times: predictability, understanding, control, and compassion.
Plant closings did far less damage when leaders: 1. Explained in detail to employees and the community the business case for closing the plant. More than anything, people now need you to address deficits in four areas: 1: Predictability Give people as much information as you can about what will happen and when. Be discreet.
That would made for a truly dark comedy, rather than a sitcom that keeps changing the rules. But it never rises to the levels of what I suspect were its initial intentions: Three angry white guys deciding they've had enough already, boiling into fatal rage and realizing that, after all, they're too fat and happy to even hang onto that rage.
Instead, "Horrible Bosses" keeps taking the easy way out, the easy joke, the easy plot turn, the easy broad characters. This is an outstanding idea for a movie that only sporadically works, settling instead for "man inserts another man's toothbrush into his anus" jokes. Not that there's anything wrong with those jokes. Not at all. But with this cast, and this concept, it's just a shame that "Horrible Bosses" pulls up just when it should be taking off. Larry Flynt, the controversial founder of Hustler magazine and president of Larry Flynt publications, has died.
He was Flynt was a notable figure in the porn industry for nearly 50 years, launching Hustler magazine in and later […]. Filmmakers Glenn Kaino and Afshin Shahidi chronicle the last impact of Olympian Tommie Smith's iconic protest, the decades of backlash, and his connection to Colin Kaepernick. The South by Southwest Film Festival has rolled out its full programming line up, with high-profile new documentaries bolstering previously announced features.
For many in Hollywood, the last-minute cancellation of the Austin-based SXSW conference was a reality check about the severity of the coronavirus pandemic. Global lockdowns followed, and a year later, the film […]. Actress who starred in producer's signature TV series writes emotional statement outlining "events that traumatize me to this day. The first details regarding the Oscars ceremony have emerged, and it will have an in-person show, not just from the Dolby Theatre in Los […].
Velma is described as a comedic origin story about the "unsung and underappreciated brains" of the iconic mystery-solving squad. Bruce Springsteen was arrested in a drunken driving incident three months ago. Britney Spears is making rare comments about her life after a new documentary magnified interest in her career, mental health and conservatorship. This is the most woman-heavy ballot in Hall history, as well as the most racially diverse in 15 years, with seven female nominees and nine artists being people of color.
A source tells E! The actor is being sued for "relentless abuse" by singer FKA Twigs, who has also accused him of sexual battery. Read full article. July 6, , PM. Story continues. Latest Stories. Yahoo Movies. Yahoo Music. Yahoo Celebrity. Yahoo Entertainment. Entertainment Weekly. The police initially arrest Nick, Dale and Kurt, but the navigation-system operator, Gregory, reveals that it is his company's policy to record all conversations for quality assurance.
Gregory plays the tape that has Harken confessing to Bobby's murder. Harken is sentenced to 25 years to life in prison, while the friends get their charges waived. Nick is promoted to president of the company with a raise under a nice, but crazy CEO; Kurt remains in his position under a promoted co-worker; and Dale, with the help of Jones, blackmails Julia into ending her harassment.
Mustafa was quoted as saying "It's a smaller role". Julie Bowen appears in the film as Rhonda, Harken's wife. Bowen stated that her character "may or may not be a hussy", the character described as intentionally making her husband jealous. Byrne plays Kenny Sommerfeld, a former investment manager, now scrounging for drinks, while Wendell Pierce and Ron White play a pair of cops. Meghan Markle has a role in the film as a FedEx girl. Markowitz's script for Horrible Bosses was sold at auction to New Line Cinema by Ratner's production company Rat Entertainment in for a six-figure amount.
Production designer Shepherd Frankel specifically set out to create distinctly different environments for the three employees and their respective bosses' homes and offices. Nick and Harken's workplace is the "Comnidyne" bullpen, which was designed to "enhance the discomfort and anxiety of lower-level employees clustered in the center of the room where every movement is monitored by the boss from his corner office. Costume designer Carol Ramsey worked with Frankel and set decorator Jan Pascale to match Harken's suit to that of the surrounding "cold grey and blue" color palette of his office.
Harken's home was described as "equally lacking in warmth" as the office but more lavishly decorated and "for show", including an intentionally oversized portrait of him with his "trophy wife". Designing Julia's office was described as a "challenge", infusing a "sensual vibe" into a dental office. Frankel approached the design through Julia's mentality, stating, "She's a Type A professional at the top of her game, who likes to play cat-and-mouse, so it's a completely controlled environment, with apertures and views into other rooms so she always knows what's going on".
The blinds close, the door locks and you think, 'It's the Temple of Doom. Bobby's environments were designed with more contrast, the character being new to the work area. Frankel described the contrast as "the company reflects [Jack Pellitt's] human touch, whereas [Bobby Pellitt's] home is a shameless shrine to himself and his hedonistic appetites.
Filming of Horrible Bosses took place in and around Los Angeles. To take advantage of the surrounding imagery, the warehouse required an extensive series of overhauls, including cutting windows into concrete walls and creating new doorways to allow for visuals of the warehouse exterior and provide a setting for the final scene of Sutherland's character.
The film was shot digitally using the Panavision Genesis camera. Lennertz attempted to remain "authentic" to the characters' progression from average worker to calculated killer. To achieve this aim, he decided against recording digitally, instead recording the tracks on two-inch analog tape , intending each musical cue to sound as if it was emanating from a vinyl record.
It isn't over-produced or shiny and digital in any way. It's brash, noisy, and full of bravado and swagger. I knew that if we could harness some of this sonic magic in the score, then the toughness and confidence of the music would play against Bateman, Sudeikis, and Charlie Day to really emphasize and elevate the humor in the situations that transpire.
At the end of the day, Seth [Gordon] and I wanted to produce a score that is as irreverent and full of attitude as the movie itself. I think we did it The film ranked third for the weekend. Horrible Bosses received generally positive reviews from critics. The website's critical consensus reads, "It's nasty, uneven, and far from original, but thanks to a smartly assembled cast that makes the most of a solid premise, Horrible Bosses works. Ebert gave particular praise to Spacey, labeling him "superb", and Aniston, judging her performance to be a "surprise" and a return to form, stating "she has acute comic timing and hilariously enacts alarming sexual hungers".
Ebert called Horrible Bosses "cheerful and wicked". Club ' s Nathan Rabin also praised the cast, stating that the picture "succeeds almost entirely on the chemistry of its three leads, who remain likeable even while resorting to homicide", adding the "acting more than compensates for the film's other failings. Douglas summarized the picture as "dark fun that works better than expected due to a well-developed script, an impeccable cast and a director who knows how to put the two together". Scott of The New York Times stated "the timing of the cast USA Today ' s Scott Bowles awarded the film three out of four stars, labeling it a "surprising comedy that rivals Bridesmaids as the funniest film of the summer, if not the year.
The dialogue was also lauded by Bowles, which commented that "Seth Gordon has a deft touch with water-cooler talk—even when the water cooler might be spiked with poison. Salon ' s Andrew O'Hehir offered a mixed response, characterizing the film as a "lot funnier in theory than in practice, but it won't ruin your Saturday night". Salon appreciated the "effortless comic chemistry" between Sudeikis, Bateman and Day and singled out Bateman, Aniston and Spacey for their performances.
O'Hehir was however critical of the perceived homophobia, sexism and racism. She particularly criticized the all-white, male protagonists and a plot she deemed racist and filled with "stereotypes". Chang echoed the sentiments of The Village Voice in lamenting that the film failed to pursue the premise to "darker, more daring territory" and faulted it for falling back on "over-the-top comic exaggeration".
Farrell also received a nomination for Best On-Screen Transformation. On July 26, , FX obtained the rights to the network premiere of the film. The DVD contains the theatrical cut of the film and deleted scenes. The Blu-ray Disc version is an unrated, extended cut the "Totally Inappropriate Edition" with a runtime of minutes compared to the theatrical 98 minutes.
Seth Gordon confirmed in July that talks were underway for a sequel, after the financial success of the film in the United States, saying: "Yeah, we've definitely discussed it. It's done well in the States, the film has, so that's becoming a more concerted effort now, we're trying to figure out what the sequel could be. New Line was reported to be negotiating with Gordon to return as director, with Bateman, Day, and Sudeikis also expected to return to their roles.
The film was again produced by Brett Ratner and Jay Stern. In August , it was announced that Gordon would not be returning to direct because of scheduling conflicts and that the studio was actively searching for a replacement. The pair had previously performed a rewrite on Goldstein's and Daley's sequel script.
From Wikipedia, the free encyclopedia. Theatrical release poster. Brett Ratner Jay Stern. New Line Cinema Rat Entertainment. Release date. Running time. Top to bottom: Aniston, Farrell and Spacey, who portray the titular bosses. We wanted to distinguish these three environments and play the two sides off each other. Each environment is a reflection of the person who controls it. Main article: Horrible Bosses 2.
British Board of Film Classification. June 27, Archived from the original on November 11, Retrieved July 1, The Hollywood Reporter. Prometheus Global Media. Archived from the original on October 9, Retrieved July 9, Los Angeles Times. Tribune Company. Retrieved July 11, Box Office Mojo. July 9, Salon Media Group. Archived from the original on March 8, Retrieved July 8, The Independent.
Independent Print Limited. Retrieved July 30, Bloomberg L. Sugar Publishing. July 8, Archived from the original PDF on October 8, Archived from the original on October 17, Retrieved August 17, Retrieved May 15, Retrieved July 28, Thomson Reuters.
Archived from the original on April 20, Retrieved September 29, Chicago Sun-Times. Sun-Times Media Group. Retrieved July 4, San Francisco Chronicle. Hearst Corporation. May 27, Deadline Hollywood. Archived from the original on March 9, Retrieved March 9, Reed Business Information. Archived from the original on October 8, MovieWeb, Inc. Retrieved September 26, Business Wire. Berkshire Hathaway. June 17, Horrible Bosses DVD. United States: Warner Bros. Bauer Media Group. April 12, August 12, Retrieved January 25, July 1, Retrieved September 14, WaterTower Music.
Time Warner. July 5, Apple Inc.
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