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How to Find a Job You Love (Not for Billionaires)

How to Find a Job You Love (Not for Billionaires)
How to find a job you love and do it with passion (not for people who want to become billionaires) a. Self-Discovery:  Try to find out what kind of activities you enjoy doing the most and explore if you could turn that hobby or free time activity into a revenue generating source. When you do something with the single aim of earning money or generating profit, an unnecessary pressure comes and sits on your shoulder and presses you down. Follow ManagementGuru Net’s board Interview Prep on Pinterest. For example, if you like music, you could set up a band with like-minded individuals. You may ask how you can even compare the sophistication of a blue collar job with this kind of free-lancing. The issue here is job satisfaction and ultimately the effect of job dis-satisfaction on your health physically or mentally (Of course both are inter-related). If you love gardening, you can always set up a nursery and serve your community. Procure unique saplings and educate the masses on how to keep a small garden. And believe me, people are longing for green atmospheres and there is always scope for you to extend your services into landscaping. Tags:  To know the kind of person you are, the kinds of activities you enjoy doing, activities you are doing those are not satisfying to you. b. Personal Identity: The highlight of doing something that you love for a living is that, it reflects your personal identity. Try finding a way to make money doing the things you like to do. Quit doing a job that creates mental and /or physical problems and gauge whether it is directly associated to your job dis-satisfaction. Tags: Personal Identity, Job dissatisfaction. c. Simplify Your Life: Simplify your life so you need less money, allowing you to engage in activities that are satisfying to you, even if they make little or no money. This works out well if you are a single/unmarried person, but when you raise a family it becomes a tough task to make the ends meet and you may start doubting your own abilities to make money. Modern world with all the technological advancements has made man lethargic and technology-dependent. Your son/daughter may not go with your ideas and treat you as an alien if you want to be any different from others. Tags: Simple life, Satisfying work We are able to see a lot of people who work for the IT industry suffering due to their weird work-hours, mental pressure and work-life imbalance. People at one point want to break the hell loose and get out of the monotony. Our education system also plays a big role in shaping the destiny of the future generation. Youngsters must be encouraged to pursue something they are good at and are willing to do. This is all easier said than done.  But you will know you have found the right path for yourself when you get up each morning eager to face the day to do the things you like doing and which financially support you. This article is written based on the publication of Prof. Sydney Ross Singer, Medical Anthropologist. To see his posts on academia.edu visit this link...
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Consumer Loyalty Is Driven By ‘Trust’

Consumer Loyalty Is Driven By ‘Trust’
Consumer Loyalty Is Driven By ‘#Trust’ One of my most favorite things to say is that people hire brands that they know, like, and trust. Think about it. How do you feel about your insurance man, or the guy who sold you your last car? In all of our lives, there is a salesman that we feel connected to, or a brand that is familiar to us. Making a purchase isn’t just something that we do, it is something that we experience. Managing Brand Equity: Capitalizing on the Value of a Brand Name  When it comes to business and sales, we start to look at things from a different perspective. How do we get our customers to know, like, and trust us? In a recent report, Havas Media ranked the world’s most meaningful brands. Topping the list were companies like IKEA, Google, #Nestle, Danone, Leroy-Merlin, Samsung, Microsoft, Sony, and Unilever. Major brands to be sure, but what is it exactly that makes them so meaningful? Which brands ranked the highest? Ikea Google Nestle Danone Leroy-Merlin Samsung Microsoft Sony Unilever Bimbo Garrett Moon 90% of Americans more likely to trust brands that back #social causes If your brand doesn’t support social causes, it’s missing out on a huge audience. Consumers don’t just like when companies incorporate social good into their business models — they’ve come to expect it, whether it’s through #corporate social responsibility (CSR), cause marketing or “good” content. In fact, 90% of Americans say they’re more likely to trust and stay loyal to companies that actively try to make a difference. #Customer Loyalty: How to Earn It, How to Keep It  Studies also show that 88% of consumers would buy a product with a social or environmental benefit, and a surprising 84% would tell friends and family about a company’s CSR efforts. Brands can tap into this consumer base through original content and social media. After all, 64% of millennials use social media to address companies about social and environmental issues, and 36% of consumers say they mainly share content to promote the causes they care about. But your company needs to be genuine. Don’t underestimate your consumers’ intelligence by simply jumping on this bandwagon. “Causewashing” is a serious issue, and odds are your consumers will smell it a mile away. Matt Petronzio Google Beats Apple Apple is out, Google is in. Google has usurped Apple—leader for three years in a row—on the 2014 BrandZ Top 100 Most Valuable Global Brand ranking, out today. It has grown 40 percent since last year and has a #brand value of $159 billion. So why and how did Google bump Apple? “It’s a story about two hugely #successful technology companies,” said Oscar Yuan, VP at Millward Brown Optimor. “Apple’s been known for earth-shattering, category-creating, revolutionary products. And I would say just recently Apple’s innovations have been more evolutionary than revolutionary. I think that may have played a little bit in the drop from first to second,” he said. “Google has been doing just the opposite—they’ve been organizing the world’s information and putting it at your fingertips. Even to things as aggressive as GoogleX—they are making WiFi available globally by putting satellites tied to balloons over the earth. [That kind of innovation] does enormous things for the brand—it’s seen as a making-dreams-come-true-type company, and that certainly helps their brand value,” Yuan said. Jennifer Rooney Related Posts: CSR How to Build Brand Value of Businesses? Does Your Company Have What it Takes to be a...
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Six Helpful Tips for Young Leaders

Six Helpful Tips for Young Leaders
Helpful Tips for Young leaders Here’s a random list of practical advice for young leaders. If you can learn and practice these early in your career, it will help you avoid having to learn them by experience. Delegate, Trust People down the line and Take Advice: While a young business leader may have a flair for leading from the front, one should realize that limited experience is a limiting factor. People are far more likely to take a manager seriously only if he or she listens to and heeds advice. When you act as the sole proprietor of making decisions in your company, people working for you start losing faith in you. It creates what is called “NEGATIVE VIBES” which is not at all good for the overall development of an organization. It is a good practice to communicate and consult with your immediate sub-ordinates before going for big decisions. Learn to let go of control. It is but appropriate to include employees in decision making and you shall be definitely rewarded with more workable strategies. Set an Example: At the same time, one of the most effectual ways to display ability is to lead by example and work hard. A leader must be prepared to shoulder a fair share of the work-load and the #involvement and #commitment he exhibits is undoubtedly infectious and projects him a great team player. The most effective way to earn respect is to lead from the front and help others succeed. Be wary about your conduct, behavior and actions and deeply aware of how it may influence others. Show #conviction: A leader has to have conviction in his/her decisions. If the young manager has done proper ground work and research, then the decision may well be the right one and he/she might be able to stand by and justify the decisions made even when challenged by experienced people. I thoroughly go with this viewpoint “A ‘No‘ uttered from the deepest conviction is better than a ‘Yes‘ merely uttered to please, or worse, to avoid trouble.” Mahatma Gandhi A leader should learn to say ‘NO’ at the right time as indecisiveness is one of history’s greatest leadership killers. Top 25 Leadership Quotes Keep Your Cool in Crisis: Part of being a successful leader is how you handle pressure. In the dynamic business environment you may have to face more challenging and stressful situations and your employees’ judge you based on how you treat such pressure. If you are a man who can see things from the right perspective embracing rationale, your team members will feel reassured by your cool composure, which will in turn develop their trust and confidence in the leader. Manage expectations: Have you ever given a thought about what employees’ expect in you? Communication is a natural gift for leaders and you may very well notice that great leaders are excellent communicators. Here, communication isn’t just talking but a one-on-one, heart-to-heart talk as you would with your close family members. By opening the lines of communication and being accessible, a leader can build a team with people who understand the ##goals and #objectives with ultimate clarity. Present Yourself with Dignity: In Tamil language, there is an age old proverb, “Aal Paadhi Aadai Paadhi”, meaning “#Good Looks Make the Work Easy”. In this modern world, a professional look is mandatory to signify your culture and #personality. A professional, well-dressed businessperson, gives the impression that he thinks that the workplace and the people there are important.” Marilyn Monroe once rightly said “I don’t mind making jokes, but I don’t want to look like...
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How to Use Emotional Intelligence at Work

How to Use Emotional Intelligence at Work
Emotional Intelligence at Work  Answer these simple questions and please don’t think way too extensively. Simple thinking will do… 1. How do you put a giraffe into a refrigerator? The correct answer is: Open the refrigerator put in the giraffe and close the door. This question tests whether you tend to do simple things in an overly complicated way.  2. How do you put an elephant into a refrigerator? The wrong answer is: Open the refrigerator put in the elephant and close the door. The correct answer is: Open the refrigerator, take out the giraffe, put in the elephant and close the door. This tests your ability to think through the repercussions of your actions. 3. The Lion King is hosting an animal conference; all the animals attend except one. Which animal does not attend? The correct answer is: The Elephant. The Elephant is in the refrigerator. This tests your memory. OK, even if you did not answer the first three questions, correctly, you still have one more opportunity to show your abilities. 4. There is a broad, deep river you must cross. But it is inhabited by hungry crocodiles. How do you manage it? The correct answer is: You swim across. All the Crocodiles are attending the Animal Meeting! This tests whether you learn quickly from your mistakes. This EXERCISE is cited just to show that logic or reasoning is an important element in management; at workplace or home. Just that you have to prune your memory to enhance your parallel thinking. In general parallel thinking is a further development of the well-known lateral thinking processes, focusing even more on probabilities—looking for what can be rather than for what is. EQ or EI When we talk about IQ or Intelligence Quotient, another entity which is indispensable to the smooth running of your business comes into the picture. Yes, I’m talking about Emotional Quotient or EQ, also called as Emotional Intelligence or EI. The concept of emotional intelligence is a blanket term that covers a broad collection of individual skills and dispositions, usually referred to as soft skills or inter and intra-personal skills. One must be adept at handling situations which warrant application of EI and at the same time strong in his/her basic IQ. EMOTIONAL INTELLIGENCE AND INTER-PERSONAL RELATIONSHIP Be Mindful of Others’ emotions: Emotional intelligence can be defined as the ability to monitor one’s own and other people’s emotions, to discriminate between different emotions and label them appropriately and to use emotional information to guide thinking and behavior. Emotional intelligence involves being MINDFUL of emotions and how they can affect and interact with traditional intelligence (e.g., impair or enhance judgment, etc.). One must also be able to develop and maintain healthy interpersonal relationships apart from being intelligent. It involves a lot of psychology which is in-built in our mechanism and heightened by our exposure to various work situations and challenges. An examination of more than 300 top-level executives from fifteen global companies showed that six emotional competencies distinguished stars from the average. Influence Team leadership Organizational Awareness Self-confidence Achievement Drive  and Leadership Using Emotional Intelligence on the Job Emotional awareness is being in touch with the feelings of others. Well, if you say that “Emotions don’t go well with Logic”, and “Emotions can’t be mixed with Business”, I’d like to remind you “A controlled mind and cheerful spirit” are crucial when it comes to employee engagement and sustaining their morale. Even though your employees are well trained and technically experts in their own area, it takes that extra something for them to work whole-heartedly for their principals. They have to identify themselves with the organization and its objectives,...
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What do Managers do?

What do Managers do?
Smith et al. describe management as “Making Organizations perform”. Management is concerned with Individuals who are delegated authority to manage others – Let me call them ‘People with Power’. Activities for achieving goals – ‘Real Action Plans’. A body of knowledge represented by theories and frameworks about people and organizations – ‘Policy Framework’. What do managers do? As we all know they are involved in general management functions like Forecasting Planning Organizing Motivating Co-ordinating Controlling Are you aware of the ‘hidden’ dimensions of a manager’s job? Modern management theories, although highlighting the complexity of the role, have yet to provide sufficient empirical research and advice into key areas that enable both managers and organizations to increase their effectiveness. For example Dealing competently with organizational politics (“You can ignore it, but it won’t go away” – This is how surveyed employees said they viewed office politics) Successfully managing change (Adaptability is about the powerful difference between adapting to cope and adapting to win) Controlling ethical issues and demands (It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.) Developing the role of  women managers (Women can be better managers than men because they tend to be more conservative and do their homework. Men tend to take more risk without the research) Ensuring personal ‘survival’ and career success in organizations (A successful man is who lays a firm foundation with the bricks others throw at him.) Safeguarding personal health in a stressful environment (Manage stress before it manages you). How to achieve a more comprehensive view of development? Frameworks for setting, linking, and balancing individual and organizational objectives. Systems for identifying and selecting managers Structures to support, motivate and reward Plans to enable career progression Mechanisms to measure and evaluate performance. HRM and Management Development Human resource management as the name suggests is about the effective management of people in organizations. HRM involves the integration of people with business goals and strategies HRM views people as assets to be developed and utilized in a productive way rather than costs to be minimized or eliminated. The philosophies, ideologies, values and beliefs of management that operate and dominate within the organization have an impact on people management. The practices, policies and management styles that managers employ in their managerial role also align people’s behavior towards organizational goals. Senior managers determine the extent to which people are integrated into the organization’s strategic plans. They set the agenda and create the culture climate of prevailing values, attitudes and behavior. Middle and junior managers translate and ‘operationalize’ broader human resource strategies and policies. They give HRM its meaning and reality. It is their perfect management style and actual behavior that decided how the human resources is deployed and managed and thus what people experience as human resource management. The way managers themselves are managed and developed is a significant influencing factor in the way people are subsequently...
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