from the post below critique the strategy your peer discussed. Do you agree with their rationale? Why or why not?

Brazilian jeitinho is defined as "a cultural trait that is considered unique to the Brazilian society. It is a social mechanism widely used in Brazilian society as a problem-solving strategy" (Ariss, 2014). This concept can be leveraged as a method to manage managerial talent because of the flexibility used to respond to adversity in any situation. The interaction between the teams, where individuals from different cultures were able to work together as a team to help produce a new product. Not only does Brazilian jeitinho applies to business, but personally as well. It helps them communicate and be flexible to get whatever done. That alone helps other cultures identify them easily because of those characteristics. This mindset can help employees during tough situations.

There are two solution strategies that were mentioned in the Pobst article that would meet the knowledge worker shortage are talent development and mentorship. Talent development has been proven that it "investing in staff is far less expensive than replacing them" (Pobst, 2014). This strategy would help employees get an understanding of the growth they are trying to aim for in becoming better employees and growing within the organization. That would lead to more talented potential employees coming into the organization. Mentorship is another strategy that was mentioned. "Mentorship can be an extremely valuable element of any talent management program, providing a benefit for the new worker, the older worker, and the company overall" (Pobst, 2014). When a tenured employee takes a newer employee along and mentors them, the organization is investing knowledge being passed down. That allows more experience to be poured back into the company and their employees.