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Jeff Bezos And Elon Musk Want To Get To The Moon—They Just Disagree On How To Get There

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This Thursday, Jeff Bezos will make an announcement about his space company, Blue Origin. The image on the invitation sent to members of the press, a view of the Earth as seen from the Moon, suggests the Amazon founder will unveil  Blue Origin’s plans to send both robotic and human missions to the lunar surface, possibly with a NASA contract in hand.

If that’s the case, he won’t be alone. Aerospace contractor Lockheed Martin has already unveiled its lunar plans in partnership with NASA. And Elon Musk’s SpaceX has a plan for a lunar flyby mission, while NASA Administrator Jim Bridenstein suggested to a Senate committee in March that the agency was open to using commercial heavy-lift rockets for its lunar crewed missions. SpaceX’s Falcon Heavy could serve such a mission.

The last few years have seen an increasing interest in going back to the Moon. The Trump Administration has announced it wants NASA to put humans back on the Moon by 2024, and the agency has also announced plans for a “Lunar Gateway” – a space station orbiting the Moon that would be developed in collaboration with multiple space agencies.  That space station brings with it opportunities for commercial companies to develop lunar capabilities to provide support for missions at the Gateway.

Lockheed Martin has a long history with NASA and lunar exploration—it was one of the contractors on the Apollo missions. But billionaires Musk, who runs Tesla as well as SpaceX, and Bezos represent the burgeoning commercial space industry, and the paths the two respective men took to get to this point couldn’t be much different.

What the two companies have in common is that both are very much products of their founders’ visions. Jeff Bezos founded Blue Origin in 2000, just three years after Amazon’s IPO fed his fortune. Two years later, fresh off the sale of PayPal, Musk founded SpaceX with his own personal fortune.

It’s from there, however, that the paths of the companies diverged. For the next 15 years, Blue Origin barely made any noise, save for some controversy as Bezos bought up land in Texas to serve as the company’s test facility in the early 2000s, and some small announcements about milestones it had achieved in agreements made with NASA for about $25.7 million in funding for space development. Bezos remains the sole owner of Blue Origin, and Forbes estimates that the world’s wealthiest man has funneled over $1.5 billion of his personal fortune into the company, financed by sales of Amazon stock.

Time-lapsed photo of SpaceX Falcon 9 launch
Time-lapsed photo of SpaceX Falcon 9 launchSPACEX

SpaceX, in the meantime, has been anything but quiet. The company began making noise in December 2003, when it drove its first rocket, the Falcon One, from the company’s headquarters in Hawthorne, California to Washington, D.C. in order to unveil it at the National Mall for an invited group of Congressional staffers, NASA and FAA officials.. Musk regularly promotes the company and its plans for the future, his eyes firmly set on Musk’s personal vision that SpaceX is to be the vanguard of humans becoming a multiplanetary civilization.

Musk was also more aggressive in obtaining venture financing and government contracts in order to support his company. Though he still maintains majority ownership (Forbes estimates his stake in the company is over 50%), SpaceX has also raised over $2.5 billion to date in venture financing, grants and debt, with a current valuation of over $31.5 billion, according to Pitchbook. Recent SEC filings show it aims to raise another $500 million in capital this year.

Throughout the past decade, SpaceX has kept itself in the public eye —even as it has brought the “move fast and break things” ethos of Silicon Valley to the traditionally more conservative aerospace industry.

“SpaceX is off trying new things, rapidly innovating, breaking things,” said Chad Anderson, founder of Space Angels, a VC firm specializing in the space industry.  “They test quite a bit, and we’ve seen some failures. We’ve seen explosions of rockets — they even put a highlight reel together of rockets exploding as they tried to land them. They take it as a point of pride that they’re willing to try new things and they’re really captured the imagination of the public that way.”

By contrast, Blue Origin rarely makes major announcements about future plans, unless it’s unavoidable due to public contracts or other reasons, preferring instead to focus its press efforts on what it’s accomplished. “Bezos proudly proclaims whenever he does a big announcement, he likes to talk about the things that he’s done,” said Anderson. One rare exception for this has been its plans for the Moon. Its robotic cargo delivery lander, Blue Moon, was first announced in 2017, and last summer the company revealed that it had a five year plan to get to the Moon.

While SpaceX has adopted a high-profile view of its risky, iterative innovation strategy, Blue Origin’s development is nearly the exact opposite. The company motto is Gradatim Ferociter, a Latin phrase meaning Step By Step, Ferociously. In interviews, Bezos has quoted the old military maxim that “slow is smooth and smooth is fast,” and every time one of its resuable rockets has a successful launch and landing, a tortoise is painted on its side, a nod to Aesop’s moral that “slow and steady wins the race.”

Despite Bezos’ faith in a more slow-paced, perfectionist approach to development, it’s undeniable that SpaceX has seen more success – at least so far. Though Blue Origin has had 11 successful launches to date, it has yet to send any spacecraft to orbit, instead keeping its launches suborbital, like the Mercury spacecraft that its current system is inspired by.

SpaceX, meanwhile, has had over 70 successful commercial orbital launches, which include not only putting satellites in orbit but also 15 successful deliveries of cargo to the International Space Station. It was the first company to make a cargo delivery to the station, and the company has also seen two successful launches of its Falcon Heavy rocket, currently the most powerful rocket in commercial production.

This track record has also come at some cost to the company. It’s had multiple launch failures, some of which have resulted in the loss of customer payloads, and more recently, a test fire of rockets on the spacecraft it’s developing to deliver astronauts to the space station led to the destruction of that craft— and has also likely pushed the schedule for sending astronauts to the station back to 2020. The company was originally set to have its first successful crewed flight in 2017.

In this billionaire race to the Moon, Bezos and Musk have set themselves up as the Tortoise and the Hare, respectively. But it likely won’t be until at least the mid-2020s that we learn which approach will win.

-Alex Knapp; Forbes Staff

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‘AI Is A Powerful Tool’

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Research forecasts that by 2025, machines will perform more current work tasks than humans. Murat Sonmez, member of the managing board, and Head of the Centre for the WEF Fourth Industrial Revolution Network, expands on the role humans might play.


The Fourth Industrial Revolution (4IR) is at the center of the current economic frontier. In reality, is Africa prepared for such changes?

Moving quickly and being agile are key principles of success in the 4IR. Any country can succeed if they take on this mindset. A few years ago, Rwanda saw the opportunities drones, a 4IR technology, brought to their country.

They helped save over 800 lives by delivering blood to remote villages. To scale this, the government worked with the World Economic Forum’s (WEF) drones’ team to create the world’s first agile airspace regulation. Now, we see countries in Africa and around the world looking to the Rwandan model.

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What feasible solutions can  artificial intelligence (AI) offer in terms of forecasting natural disasters, droughts food security on the African continent?

AI can help predict diseases, increase agriculture yields and help first responders. It is a powerful tool for governments and businesses, but it needs a lot of data to be effective.

For AI to be all that it can be, countries and companies need to work together to build frameworks for better management and protection of our data and ensure that it is shared and not stored in silos. Data is the oxygen of the (4IR). If countries do not leverage data and have their policies in place, they will be left behind.

There is a growing concern that the 4IR will strip people of jobs, of which there is already a shortage. How true is this?

The world is going through a workplace revolution that will bring a seismic shift in the way humans work alongside machines and algorithms.

Latest research from the WEF forecasts that by 2025, machines will perform more current work tasks than humans, compared to 71% being performed by humans today.

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The rapid evolution of machines and algorithms in the workplace could create 133 million new roles in place of 75 million that will be displaced between now and 2022.

Consumers have real concerns around the potential harm technology can cause in areas such as privacy, misinformation, surveillance, job loss, environmental damage and increased inequality. What ethical precautions are being considered in the robotics space?

Now more than ever, it is important to incorporate ethics into the design, deployment and use of emerging technology. Innovating in the 4IR requires addressing concerns around privacy and data ownership, while attracting the skills and forward-looking thinkers of the future.

There are big challenges and bigger opportunities ahead. We have seen many companies and countries create ethical and human rights-based frameworks. What’s important is they are co-designed with members of both communities along with academia, civil society and start-ups.

A multi-stakeholder approach will result in a more holistic set of guidelines and principles that can be adopted in many different industries and geographies.

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What changes need to take place for the African continent to be on par with global developments, and are there tangible goals set?

The 4IR provides governments the opportunity to be global leaders in shaping the next 20 to 30 years of science and technology. It is important they create an environment where companies can innovate.

The other tenet is to be open to working across borders and learning from each other. The global health industry has access to mountains of data on rare diseases, but it is trapped within countries and sometimes even within the hospital walls.

If we can build trust and find innovative ways to share the data while protecting privacy, we can employ tools like AI to help us cure disease faster. Countries and companies need to have the right governance frameworks and mechanisms in place for these breakthroughs to happen. It is possible to do these things now, but we need to work together to make it happen.

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Businesses At The Heart Of A Greener Future

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With every day that passes by it becomes more apparent that the Earth is deteriorating and time is running out to save it. Scientists have estimated that we have less than a decade to save the planet before it is irreversibly damaged, mainly due to climate change.

Businesses claim the largest percentage of global emissions (at approximately 70% since 1988, according to The Guardian) which is an alarming statistic, especially in a time when the planet’s well-being is being compromised.

Many large business corporations are hastily coming on board with operating sustainably by transforming their practices and placing business ethics at the forefront of their priorities.

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Last week, a round table discussion was held at the Fairlawns Boutique Hotel, Sandton hosted by Environmental Resources Management (ERM) – the world’s largest sustainability consulting firm. Their aim was to discuss how imperative it is for African businesses to get on board with sustainability.

“We have been talking about how to be sustainable for a long time but now it is time for us to do sustainability,” says Thapelo Letete, Technical Director of ERM.

An engaging and thought-provoking panel discussion ensued with representatives from ERM and mining companies, Anglo American and Gold Fields. They emphasized the importance of sustainability being recognized by investors, especially in mining and oil companies that rely solely on Earth’s natural resources.

Civil society has a colossal role to play in ensuring the sustainability of businesses. Due to the law of supply and demand in production, consumers are being urged to be mindful of their buying habits and to make sustainable decisions. These are as simple as minimizing the utilization of plastic straws by replacing them with metal or paper straws and reusable shopping bags and by recycling selected items.

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“Research suggests that socially and environmentally responsible practices have the potential to garner more positive consumer perceptions of (businesses), as well as increases in profitability,” according to an entry in Sage Journals published in May.

The advancement of science, artificial intelligence and the rapid growth of the technological industry make it an undeniable fact that the Fourth Industrial Revolution is underway. Many businesses across the globe seem to be well prepared for this change. However, businesses in Africa seem to be vulnerable. 

“It is difficult to say that all businesses in Africa are prepared for it. It is not a country specific thing but it does vary across corporations. There will be businesses that are well prepared and businesses that are not so well prepared,” says Keryn James, CEO of ERM.

A large part of sustainability also relies on empowerment and equality. Sub-Saharan Africa has the highest number of female-owned businesses who contribute a large amount of money towards their respective countries’ GDPs. However, most of these businesses struggle with the issue of scaling.

“Women sometimes underestimate their ability and they don’t necessarily  have the confidence that they should have about the value that their businesses present. Women often take less risks than men,” says James.

“The issue of scaling is one that we see globally. One of the issues are access to funding to support in the investment and growth of their businesses.”

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Going forward, the availability of mentorship programmes and skills development opportunities for women, especially black women in business should be encouraged.

According to a study done by the UN Women’s organization, an average of 3 out of 7 women score higher in performance when they are placed in senior managerial positions. Additionally, if more women work, the more countries can exponentially maximise their economic growth.

Women will be empowered when given the correct skills and opportunities to be able to run their own businesses independently which would ultimately lead to the scaling of female-owned businesses in Africa and sustainable development.

The Nedbank Capital Sustainable Business Awards aim to recognize the efforts of businesses that operate sustainably and to encourage other corporations who intend to adopt more sustainable strategies into their practices. Initiatives such as these prove that business value also depends on how sustainable they are.

It is clear that the prioritization of sustainability and accountability in businesses is the only way forward in the midst of this global crisis. With a combination of will and the rigorous work that African businesses have put into sustainability initiatives and strategies, it is easier to be optimistic about our planet’s wellbeing.

-Buhle Ntusi

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Ex-Google Staffer Says After Split With Chief Legal Officer David Drummond: ‘Hell Does Not Begin To Capture My Life’

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Former Google employee Jennifer Blakely has written a scathing blog post with allegations about how her affair with chief legal officer David Drummond unfolded.


A former member of Google’s legal team who says she had a child with the company’s chief legal officer, David Drummond, has written a scathing blog post about the way that their relationship unfolded within the search engine giant, including that he issued “terrifying threats” to take custody of their child after initially refusing to pay child support.

In a Medium post, Jennifer Blakely says that she was inspired to detail her experience after an explosive New York Times story last fall put a spotlight on how the company shielded top executives from harassment claims and sparked massive employee protests.

“Looking back, I see how standards that I was willing to indulge early on became institutionalized behavior as Google’s world prominence grew and its executives grew more powerful,” Blakely writes.

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“Women that I worked with at Google who have spoken to me since the New York Times article have told me how offended they were by the blatant womanizing and philandering that became common practice among some (but certainly not all) executives, starting at the very top.” 

While her relationship with the married Drummond was included in the Times story and first reported byThe Information in November 2017, this is the first time Blakely has written about the experience herself.

Drummond is one of several current and former Google executives who has reportedly had relationships with employees or extramarital affairs, including Eric Schmidt, Sergey Brin, and Andy Rubin.

READ MORE | Calling Out Sexual Harassment

Blakely alleges that after their relationship ended, Drummond had another relationship with a subordinate, which is against Google’s workplace policy. He is still employed by Google and made more than $47 million last year. 

Blakely says that she started working in Google’s legal department under Drummond in 2001 and that after he told her that he was estranged from his wife, they began a relationship in 2004. She says the two had a child together in 2007 and that Google’s human resources department then told her that one of them had to leave the department.

She moved to sales, an area where she had no experience, and subsequently struggled with her work. Blakely alleges that after she ultimately left the company at Drummond’s urging in 2008, but that while they were living together in Palo Alto, he broke off their relationship via text message.

“‘Hell’ does not begin to capture my life since that day,” she writes. “I’ve spent the last 11 years taking on one of the most powerful, ruthless lawyers in the world. From that fateful night forward, David did things exclusively on his terms.” 

She alleges that Drummond initially refused to see their son or pay child support, and then fought against her in a custody battle. While she says they ultimately reached a settlement and he began paying child support, she writes that “months or years” would go by when he wouldn’t see their son. In 2014, Drummond allegedly showed her an article about Eric Schmidt’s reported history of extramarital affairs during an argument, implying that the executive’s position granted him impunity.

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“His ‘personal life’ (which apparently didn’t include his son) was off limits and since I was no longer his ‘personal life’ it was time for me to shut up, fall in line and stop bothering him with the nuisances or demands of raising a child,” Blakely writes.

Blakely’s story is the latest in a string of public posts from former Google employees highlighting issues with the company’s culture and policies (or their lack of enforcement).

One of the women who helped organize last fall’s protests, Claire Stapelton, recently wrote about her experience with retaliation, another employee detailed the disappointing way the company’s human resources department dealt with her harassment reports, and former senior engineer Liz Fong-Jones posted about “grave concerns” with the company’s decision making in general.

The outspokenness of Google employees exemplifies — and has helped spur — a broader activism in the tech sector that has seen workers speaking out against their employer’s internal policies and business decisions.

Blakely’s post also taps into the larger #MeToo movement which has drawn attention to sexual harassment and abuse in the workplace across industries.

“Until truth is willing to speak to power and is heard, there’s not going to be the sea change necessary to bring equality to the workplace,” she writes.

Neither Google nor Drummond immediately responded to a request for comment. 

This story is developing.

-Jillian D’Onfro; Forbes

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