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Incentives that address the work environment, career development, and compensation are attractive, and they are being offered by a plurality of middle market companies to attract and retain a desired workforce in a tight labor market. But age can have a profound impact on the way incentives are viewed. Management will need to strike a balance between incentives they can afford to offer and those that potential employees value.

In a tight labor market, companies are offering a range of benefits and incentives to address the need for a qualified workforce comprised of Boomers, Gen Xers, and Millennials. But are companies striking a balance between the incentives they offer and those that potential employees value?

Investors awoke from their multi-year slumber in late January to a nasty reminder that stock prices are volatile. After a period of calm in the stock markets that rivals the longest in recorded history, a jump in average hourly earnings and the recent backup in bond yields refocused investor concern on the prospect of higher inflation down the road. That sent equity investors rushing for the exits, driving the S&P 500 down 10.2% in the span of just 8 trading days. Global markets followed suit, with the riskiest parts of the financial markets taking the biggest hit.

The Trump administration’s recent effort to impose tariffs on steel and aluminum imports into the United States has provoked a significant backlash among free-market economists, business leaders, and Republicans in Congress, among others. They worry that the imposition of protectionist measures designed to insulate domestic manufacturers from lower-cost foreign competitors could result in retaliation from foreign governments on other products that could expand into a full-blown trade war.

If you are a newer family foundation with one or two generations on the board, five generations may seem like a long time away. Yet in family philanthropy, quite a few foundations have been operating and thriving for 50, 75, even 100 years. What’s the secret of these family philanthropies that make it five generations, and across family branches? How do they successfully attract and engage younger family members? Learn from what other thriving family foundations have done—and continue to do—to sustain a successful long-term family philanthropy.

Over the past four decades, the economic and trade relationship between the United States and China has been dramatically transformed, growing from about $2 billion in 1979 to approximately $612.5 billion in 2017. This places it among the most important bilateral economic relationship in the international economy. Now, however, that relationship is fraught with tensions due to differentials in growth, trade frictions and enforcement of trade rules along the technological frontier.

Despite an improved outlook, it is possible that the U.S. political authority will trigger a six-month review period for exiting the North American Free Trade Agreement (NAFTA) sometime during the next 90 days. At stake is more than $1 trillion in cross-border trade and more than 14 million jobs across three economies. While Mexico has the largest exposure to such an event—in the case of a hasty exit, its economy could contract 2.9 percent in 2019—both the United States and Canada have significant direct and indirect exposure to such a radical shift.

Diversity of perspectives, experiences, cultures, genders and age is essential to any U.S. organization’s success today. It’s that collection of differences that pushes a company’s ability to innovate and grow in a fast-paced, competitive environment. Learn where they stand, what they’re doing now and what they can do to move forward.

With the current volatility in the global economy and ongoing technological innovation and disruptions, gender diversity is more important than ever.

Despite highly publicized handwringing over geopolitical uncertainty, corporate misbehavior, and the job-killing potential of artificial intelligence, the 21st CEO Survey reveals surprising faith and optimism among chief executives in the economic and business environment worldwide. Ironically, it is the CEOs who have been in office longer—11 to 25 years—who are rosiest in their assessment of the global economy and their own organization’s prospects. They’ve weathered the previous storms and can see the opportunities ahead.