We live in a very fast paced and dynamic world. From the technological innovation point of view, it is especially a wind whirl. And it is imperative for all individuals and organizations to keep up with the modern technology. It is not something one can procrastinate about. Not being able to keep up with technology in present time means one cannot thrive – not even survive. Let’s look at some ways to keep ourselves afloat in this changing world of technological innovation:

  • Engage with the engineers. Engineers are the pivotal source of all innovations. Staying connected with them and trying to understand the advancements in technology directly from them can be quite useful in staying up to speed about the creative trends in technology.
  • Keep up with social media. Social media is the hub of information. It has become synonymous to the fountain of knowledge we read about in fairy tales. Any changes in the world, any new trends – everything is broadcasted through the many media sources. It is also important to balance the new and old media sources to understand the changes being brought about in the technological world.
  • Look to the next generation. The new generation has been raised and bred in this dynamic complex world and therefore they are better able to keep up with modernity, be it in any sphere. Hiring new young recruits, fresh graduates, those with recent experiences in technology and allowing them to share their ideas permissively can be an asset for the business.
  • Read well. Staying connected with technology research firms and reading the detailed literature available about changes being brought about in the field can be very handy in staying up to date about modern technology.
  • Stay connected. Another tool to keep oneself apprised of changes can be to keep good connectivity locally and beyond. After all, how else would one know what is happening in the world around you and far beyond.
  • Reach out to start up businesses. Start ups are where the creative process is happening most robustly. Entrepreneurs have ideas that are outside the box. Welcoming and encouraging them can improve the idea pool and bring advanced notions to the table.
  • Stay sensitive to customer feedback. Customer feedback is another very important source of information that provides a comparative context to the business products so that businesses can improve them to meet customer demands. Customers also highlight the need for technological progress and can provide an impetus for modern changes in technology.
  • Have an IT strategy. Having the knowledge of the IT strategy of the business is cardinal in establishing a trend for innovation.
  • Have a futuristic plan. Planning is always useful. Having a future plan for installation of advanced technology step by step and updating systems and processes with changes can keep the organizations kept up.

The importance and need for being able to embrace, understand, and adapt aptly to changes and advancements in technology is quite obvious. Therefore, individuals and organizations must make ardent efforts to stay up to date in order to survive in this technology driven world.

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The increasing use of and reliance on technology has changed our lives in many ways. One solid manifestation of technology having become an integral part of our lives is the smart cities – the cities of future. Smart cities use Internet of Things (IoT) sensors to collect large amounts of data from various interconnected sources to manage assets. This brings about an optimization of the efficiency of city operations and services. Be it transportation, sanitation, security, schools, even crisis management, anything and everything in a smart city is monitored and managed with peak efficiency by using advanced technology. Barcelona, Amsterdam and Dubai stand as proof of the beneficial impacts of smart cities. Let’s look into the impacts of this smarter ecosystem of devices:

  • Cost cuts. Automation of systems and services has decreased the need for human labor. Therefore, large amounts of money can be saved long term by having devices manage and regulate systems rather than humans putting in the effort.
  • Increased efficiency. The increase in efficiency of operations is an obvious benefit reaped by installation of advanced technology. Work can be done faster and with much less chances of error.
  • Connectivity. The IoT allows for all systems and people to be interconnected. Data from one end is fed into the other and a swift regulation can be brought about. Any change can be responded to very fast. The improved connectivity also cuts costs and any crisis can be averted efficiently.
  • Big data attainment. Large amounts of data is brought in from all and any sources and accumulated to assess situations and respond to them. It can also provide futuristic forecasts and help societies to prepare for imminent situations.
  • New jobs. Use of new technology driven devices means that there is more opportunities for new jobs. This boosts the economy of the city.
  • Increased inflow of talent. Creation of new jobs and better quality of life attracts people to smart cities and this leads to acquisition of more and diverse talent. This can only be hugely beneficial for the community and take it to better heights of success and progress.
  • Better sustainability. Smart cities are truly the cities of future. The efficient, fast-paced, least risky life where resources are not wasted allows for a sustainable future. These cities provide a three dimensional sustainability model, where economic, social and environmental factors are all addressed.
  • Mitigation of risks. With machines controlling the systems and operations, there is less risk of errors. It also means that injuries and health risks to people are reduced.
  • Improved quality of life. Taking all of the above factors into consideration, it is evidently clear that life in smart cities is comfortable, peaceful, efficient and productive.

Smart cities provide best quality options for people. They allow for future proofing. The impacts of smart cities are undeniably monumentally prosperous. It remains to be decided yet if governments should make increased efforts to raise their cities to the level of smart cities.

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We live in a world run by machines, quite literally. Things get done by the flick of a switch, and sometimes even that little an effort is not needed to get the work done. The automation world is the world where most work can be done by machines with very little need for human assistance. From monitoring the radiator temperature maintenance to filling in applications to directing planes from the air traffic control towers, machines have made life almost effortless for us. Now almost any task can be completed many times faster. Therefore, the days when humans toiled through arduous work are over. Now that machines have taken over most work, there is greater predictability about output. Increased work efficiency and greater productivity are the obvious benefits of the automation process. Work can be done consistently. We are not only saved from boring, menial, monotonous work, but there are also lesser chances of people being at risk of injuries from occupational hazards. It also means that work that is outside of human potential can also be done because machines can operate in harsh conditions where humans cannot. The automation of systems and processes also means that the time and energy that is saved can now be invested in more progressive ventures. The cost of human labor that is saved is another advantage. Therefore, one very obvious impact of automation is life made easier.

We must also look at the other side of the coin. Is the process of automation beneficial to us overall? Or does the process cost us the loss of the human touch? Is it worth it? Automation surely has reduced the need for human input, but then that has also diminished the value of human investment. Labor has been replaced with work done by machines. There is a crisis of employment. People find their skills undervalued. The customers to automated services may also find themselves missing the human attention. Clearly, nothing can replace a work done with a thought and intent behind it. Then is it worth it to invest large sums of money in making our systems and services automated? Besides the initial installment costs, there can be unpredictable development costs. Although rare, but the errors made by machines are usually humongous and difficult to correct.

Automation has it benefits and its costs and challenges. To offset the drawbacks, while also being able to reap the benefits, we can find a way where we combine automation with the human factor. While machines do the work, we can make sure to incorporate the human attentions and customization for customers as part of our services. We must embrace the good that the automation world brings for us, yet not forget the value of the human touch.

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Digital transformation has become a culture within businesses. Modern technology now defines the world of business organizations. The phenomenon of digital transformation has had a solid impact, most of it for good. Where it does bring challenges with itself, overcoming them pays off in the long run. Hence, the updating of technology and processes within an organization should be embraced rather than seen as a change that should be resisted because digital transformation brings with itself the long term benefits of improvement in revenue and stock prices. An important change brought about by digital transformation is the improvement of customer relations. With improved technology, customers can be provided with an array of choices with more clarity. Besides, customers can be guided and aided in making the choices that suit them best. With the availability of deeper customization, customer relations can potentially soar from satisfactory to excellent, inevitably leading to a boost to the business. Another revolutionary impact of digital transformation is the increased adaptability of business structures. They become more flexible and respond with superb swiftness to any sudden changes. The quality to adapt effectively is crucial for any business in order for it to thrive. Digital transformation also increases the transparency at the organization. Futuristic goals are relayed to the inside staff and to the outside world with clarity. All data can be sorted and organized and thus utilized more efficiently. This can only be positively impactful.

For the practical application of digital transformation, a key element is an insightful, tech savvy leader who understands the importance of digital transformation and spear heads the revolutionizing of business structure with implementation of digital transformation. An efficient tech support team is obviously an important requirement. A general attitude towards embracing technological expansion and improvement can take an organization far in the long run. Hasbro benefited from bringing about digital transformation by changing their marketing strategy and marketing toys to parents rather than kids. Nike also used digital transformation to reinvent their brand and supply chain. They established powerful data analytics, stronger digital marketing, membership opportunities, and innovative ways to connect with customers. Digital transformation can take businesses from lagging stocks to industry leaders. The phenomenon can have its challenges too. For instance, it can be difficult for the staff to adapt to the digital disruption brought about by modern technology. Digital transformation is a multi-layered complex process that takes ground gradually. But once the phenomenon weaves into the organizational structure, there is no stopping. In this age, businesses must look out for opportunities to bring a digital transformation within their structure so as to adopt digital processes as tools to achieve business goals.

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Who doesn’t like being favored by their boss? Getting praise, excellent feedback and promotions is great, but if it is not because of your job performance, it is definitely not okay. It means you are at the good end of blatant favoritism. But do not be fooled – favoritism is not quite good in the long run even for the one who is being favored. For one, your colleagues will inevitably resent you for getting favors from the boss for reasons other than your superior work output, while they get to be treated differently when they are showing same or even better work productivity. If one is being unfairly favored, they can get lazy and complacent, which can be a serious impediment to their professional growth. It is needless to point out how favoritism can have a negative impact on the whole office environment. The employees who see another being given unjustified extra favors can seriously lose heart at work. This can lead to low morale. Favoritism can damage team unity by creating resentment and separation amongst workers. They might even attempt to sabotage the work of the favored employee. Workers can get discouraged to the point that they might quit work, hence the increased turnover rate. A grave consequence of favoritism can be that potential can be over -looked because employees are not being gauged on the basis of their skills. There can also be legal implications, causing huge amounts of money to be spent because of something that could have been easily avoided.

Let’s probe into strategies to cope with favoritism at work place. An important agency that can make a difference is the Human Resource department. If favoritism is suspected at work place, HR must intercede and point it out to the management. Sometimes whistle blowing is all that is needed to stop favoritism because a superior might not even be aware that they are being partial towards an employee. Business policies are also crucial in preventing favoritism. The policies at work places should be well structured to discourage any personal relations amongst work colleagues and to provide a framework for objective execution of work. There should be an unbiased performance evaluation system in place. Such a system can ensure that every employee gets the fair credit and recognition for their work and consequently their appraisal and promotion are a reflection of their work input. When faced with favoritism, employees should call it out and empower each other. Employees must stay positive and continue putting in hard work while also trying to relay to the management that they find the attitude of the bosses towards them unjust and unprecedented.
Favoritism can take many forms and can be caused by many reasons – nepotism, racism, ageism, sexism, close friendships between levels, etc. All these factors should be looked out for and swift actions must be taken to curb such attitudes at the work place.

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New businesses growing in any community are a monumental asset for the community. Startups are one of the indicators of progress in the society. This is one reason why communities, governments and other businesses must empower startups and entrepreneurs. New businesses also help create a wider and more versatile market with their new experimental products, inspiring healthy competition and consequently leading to provision of even better quality services and products. Entrepreneurs have yet untapped and non-expended creative potentials and they are full of bright ideas and brimming with zeal to do something useful and exciting. Therefore, entrepreneurs bring forth potentially superbly creative ideas and take the other businesses along in their wave of innovation. Big businesses with their products dominating markets should not see startups as a threat, but rather as a reminder that they must never stop working towards making their services better over time and not to become too complacent. A general attitude of encouragement in the industry takes the whole business industry to soaring heights. Established businesses must work towards creating a culture that inspires, motivates and empowers startups.

There are several small and major steps that can be taken to boost startups and cater to their growth. A simple attitude that allows entrepreneurs to present their ideas contributes significantly to empower startups. Provision of software and useful technology can be a great help too. Which business can be run without the help of technology in this age and time? Provision of training by seasoned mentors can also be an important source of encouragement. Coaching about the tricks of the business is much needed by the startups. They can combine lessons from experience with their creative energy to set up progressive enterprises. Marketing is another important area where entrepreneurs can be aided constructively. The entrepreneurs can go a long way if given access to co-marketing resources. Along with consulting services, if infrastructure support is also provided, it can be an elementary help for them. A crucial tool for running businesses is the social capital. Connections with the right investors and with customers can make all the difference. If entrepreneurs are guided to reach out to the right people, it can provide an impetus for the successful running of their businesses. Curriculum guidance for the startup acceleration and guiding literature can be useful in the seed stages of the process and take it to full bloom. In any way, creating opportunities for entrepreneurs to bring forth their ideas and turn those ideas into products and then nurture the products into independent businesses should be one of the focus points of organizations that have the capacity to do so. After all, watering plants and helping them turn into trees benefits us in the long run; any startups give back to the community amply.
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Teamwork can be justly called ‘the optimization of collaboration’. Teamwork can be vital for certain kinds of tasks. In fact, most types of tasks in business organizations require an effective team effort. Each person in the team brings their special skill set to the table and the result is a multiplicative advantage in terms of special skills, cognitive input and creativity. Let’s look into the ways in which teamwork can be seen as a key to success:

  • Improved problem solving. Belbin’s team roles look into nine different kinds of roles and their respective strengths and allowable weaknesses, indicating that there can be various kinds of team roles and how each can be constructively important. When each person pulls their weight, the results can be a drastically better problem solving. Multiple minds working in collaboration can come up with more and arguably better ideas. Besides that, team members can be skeptical about ideas and evaluate them better by discussion. Therefore, a work done as a team leads to more effective problem solving.
  • Increased motivation. Working as part of a team can be a huge motivating factor since realizing that your team members are pulling their weight also makes you want to do better.
  • Support system. Working in a team can make one feel that others have your back. This can be a relief and one can think more openly and creatively. Having the team support inspires thinking outside the box, which can lead to better new ideas. Also, team work makes members feel well-integrated at the work place which carries long term benefits.
  • Raised morale. Working in a team can be fun. When work feels like fun, workers feel more interested and are more inclined to perform better.
  • More focused work. Compartmentalization and assignment of specific tasks to different team members allows for each member’s specialist skills to be used. Everyone does what they are best at. This can only lead to significantly increased work efficiency.
  • Increased sense of responsibility. Working with others also makes one more conscious of deadlines. No one wants to the least effective team member.
  • Saving time. When work is divided amongst team members, the same work can be done faster than it could have been done by one person.

The most important rule for establishing an effective team is good communication. All team members must be clear about the goal they have to work towards. Every member must feel that they can voice their ideas openly. There must be mutual trust. Leaders should be mindful to delegate and to put an effort into helping their team members develop team skills. The significance of teamwork is shown by the saying, “If you want to go fast, go alone but if you want to go far, go together.”

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The hero/heroine sets out on a quest, faces monsters, fights them off, and returns victorious – the basic plot of a story, even the one you write in your CV. Your CV is the story of your professional experiences after all. Imagine how impactful can be a spellbinding narrative that brings you alive on paper. Recruiters and employers receive stacks of resumes. Most people who apply for a job position have the required similar qualifications. What can make your CV stand out is your story and how effectively you tell it, or even better, sell it.

Here are some important points to remember for strategic storytelling in your CV:

  • You are the central character.. Remember to highlight your achievements. Trace your academic and professional path in a chronological order, from recent to previous. Stay reflective and try to connect your experiences.
  • Take ownership. Do not write in the third person. (It would sound creepy.) Own your successes and your downfalls. Writing in first person sounds more direct and gives the reader a closer insight into who you are.
  • Focus. Try not to generalize. Show through your story how your particular experiences and skill sets make you the right choice for the position and in what ways you are unique.
  • Do not brag.There has to be a balance while telling your achievements and it cannot tip towards dulling down your worth or towards over-inflating it. No one likes a bragger. A useful strategy can be to sell rather than tell: write about the experience you had in resolving a particular issue that required a special skill, rather than stating you have the skill.
  • Break your story down.Divide your story into chapters and build a clear time line without unaddressed gaps. A coherent story with distinct chapters captures attention
  • Listen to the team members keenly. A good boss has a caring and attentive attitude that makes all its team members feel heard and seen. If the leader expects to be taken seriously, he/she must also show respect for the opinions of the followers.
  • Highlight the underlying theme.. There has to be a point to your story – the underlying theme. What is your narrative all about? What did it add up to? A theme makes your different experiences marry together in a delightful synchrony.
  • Acknowledge failure. A leader must instill the idea within its team members that failure is a part of the process of experimentation and innovation and one must only dwell on a failure to learn from it. This attitude inculcates a notion of growth.
  • Well thought-out back story. Your past matters to your recruiters. Whatever details you put in, be ready to elaborate on them in your interview.
  • Check your story through the acronym SHARE.Make sure you cover the Situation in each chapter in adequate detail; you mention the Hindrances and the Actions you took to resolve them; what the Results were; and the Evaluation of the experiences.
  • Practice and recite. Have a trusted friend or colleague check your CV for coherency and for any gaps. Recite your story to them. Try it a few times in front of the mirror. The first time you are telling your story should not be in an interview.
  • Be honest.Honesty is the cardinal rule of storytelling in your CV. No matter what, do not fabricate or exaggerate, or hide something important. If you lose the trust of your recruiter, there is little chance that you will be offered the job position.

Without a story, a CV is just disconnected facts vaguely strung together by power verbs. Details, told with clarity and relevance, tend to capture the recruiters’ attention and appeal to their emotions. A well told story in your CV can be the determining factor in moving your CV from the review pile to the interview shortlist.

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The best bosses are the ones that also do what they expect from their team members. A leader has the responsibility of setting the tone for the work done at the organization. If a leader leads by example, then any resentment within the followers can be disarmed and they are inspired to reach the standards of excellence set by their leader. This fosters a positive work environment and organizational cohesiveness. It also leads to the followers respecting and trusting their leader. When the leader’s behavior is seen as the benchmark, then leaders can easily control the standards of work and, therefore, productivity of the business.

Here are some powerful ways by which leaders can lead by example:

  • Follow your own rules. If leaders do not do what they demand from others, it causes frustrations among workers. On the other hand, leaders that show regard for their own rules, inspire others to follow.
  • Be honest. No matter what, bosses should lay out the situation in front of their workers as it is. Absolute transparency, be it about the state of the organization or the performance of workers, is the best strategy. It breeds trust.
  • Set the standards of excellence. A leader must show its people what is expected of them. A hardworking leader who delivers on promises sets the trend for others to follow in his/her steps.
  • Get your hands dirty. Leaders must be ready to roll up their sleeves and wade into the trenches to show their workers how things are done and to also offset any hesitation on the part of the workers.
  • Take responsibility. A very effective leadership strategy is to pass credit while shouldering responsibility for failures. Such a leader shows its team that humility and regard for others come before ego in work. This encourages the whole team to do better and to be creative.
  • Listen to the team members keenly. A good boss has a caring and attentive attitude that makes all its team members feel heard and seen. If the leader expects to be taken seriously, he/she must also show respect for the opinions of the followers.
  • Value people. When people feel valued, the best of their qualities are externalized, which can be an asset for the organization. Showing your people empathy, giving them time, allowing chances, understanding that people are affected by matters in their personal lives are marks of a much revered leader.
  • Acknowledge failure. A leader must instill the idea within its team members that failure is a part of the process of experimentation and innovation and one must only dwell on a failure to learn from it. This attitude inculcates a notion of growth.
  • Provide solutions. A leader is tested when faced with a problem. Being able to create solutions proves the worth of a leader and allows its followers to trust him/her.
  • Respect the hierarchy at work. A leader must show regard for the chain of command so that others do the same in order to keep the organizational structure intact.
  • Take good care of yourself. A boss who has a healthy balance of work and personal life, takes regular meals, works out and is active inspires the team to also be caring and attentive towards their own needs. This only makes a team very effective at work too.

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An effective workforce can be an asset for the organization in the long run. To keep the employees happy and motivated so that they show productive work, they must be empowered. Besides, who wants employees who only take orders and do not bring fresh ideas to the table? If the people who work for you are not empowered, they might lose interest in the work and the consequences can be rather grave for the organization.  

How can the workforce be empowered? Here are some ideas:

  • Delegate. Demonstrate trust towards your employees by giving them responsibilities. Provide generous boundaries within which employees can make decisions that they are then held accountable for.
  • Two-way communication. Express the goals of your organization eloquently and with clarity. Listen to what your employees have to say and inspire creative thinking. An important part of communication is also providing feedback for the tasks that your employees perform. An attentive leader can be greatly empowering.
  • Appreciate. It is important that a work done well must be acknowledged. There should be bonuses for workers and they should be praised for good work.
  • Be flexible. A leader must be willing to give chances to his/her people when they make mistakes. There should also be allowances for people who have special needs, for instance, more flexible working hours for students, off days for women on periods if they need, etc. Any employee should also be given time to learn and train and adapt to the work culture.
  • Provide growth opportunities. It is imperative that a worker feels that their work is allowing them to grow. Employees must be provided with a clear growth path and their self-actualization needs be fulfilled.
  • Fulfill needs. The workforce must be well taken care of at the work place. Their physiological needs as well as social needs must be met. They should feel safe in the work environment. While a leader can expect productivity, he/she can do so rightly only if the employees are provided with whatever they need to perform the assigned tasks effectively. The employees’ recreational needs must also be addressed: there should be vacation plans.
  • Set your ego aside. The boss does not have to be the smartest person in the room. The goal must always be productivity and wellbeing of the workforce, which are invariably tied together.

There is no doubt that an empowered workforce is a sated workforce that is motivated to do better. Leaders and management must be mindful to fulfill the needs of their workers and have a sensitive, empathetic attitude towards them, nudging them onto the path of growth and assisting them in reaching their maximum potential.

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Do you feel like the last thing you want to do is to show up at work? Does it feel like that you are carrying a weight at all times when you are at work? And that something will go wrong at any moment? Do you experience shortness of breath, headache, palpitation, cold and clammy palms, and/or profuse perspiration? If that is the case, then my friend, you might be experiencing a toxic work place environment. It can be anything from a narcissistic boss to bullying co-workers to things as subtle as not getting the rightful acknowledgement for your work. A toxic work place can be invariably detrimental to one’s mental, and consequently, physical health. That is why one must look out for such a situation. Identifying your work place environment to be toxic is the first step towards tackling it. 

Here are some other suggestions for coping with a toxic work place:

  • Don’t take it personally. Once you have realized that your work place environment is baneful, it is important to also acknowledge that it is not because of you that others are behaving negatively. You must emotionally detach yourself from the situation so that it does not drag down your morale or damage your self-esteem.
  • Talk it out. Discuss the circumstances that are creating the toxicity at work with your co-workers and find like-minded people so that it does not eat away at you and you can provide support to each other.
  • Take it up to the management or HR. If it is not the management that is the problem then take the situation up to your boss. If it is your boss who is making work life difficult, then try HR. Sometimes, all that is needed is whistle-blowing.
  • Try negotiating peacefully with the trouble makers. Sometimes passivity sends the wrong message that you are weak. Try telling the bully to leave you alone and remind them that they are crossing lines.
  • Focus on the work. Make lists and set daily goal reminders. This might help take your mind off of your disturbing work surroundings. Remind yourself why you chose this work.
  • Segregation of work and personal life. Try not to think of work problems after you leave work. Make extra effort that your work toxicity does not transude into your family life or relationships.
  • Take breaks at work. When you can, leave your desk and go for a walk or a cup of tea outside work. Giving yourself breathing space from the venomous work surroundings can rejuvenate you.
  • Engage in de-stressing activities after work. Go for a jog, join a gym, paint, sculpt, meditate – do whatever helps you channel out the work stress.
  • Create your own environment in your work cubicle. Put up inspirational positive quotes, hang a painting, add colors, put up something personal – anything that makes you feel more at ease and helps you separate yourself and your immediate surroundings from the negativity in the wider work environment.
  • Search for other job options. While you make efforts to cope with the problems at your work place, look for other job options. Nothing is worth losing your peace of mind over. Job search will also keep you hopeful in the face of difficulties.

The suggestions above might come in handy when dealing with a destructive work place environment and in no way are they intended to make you feel that the negative work surroundings are on you. Do what you must to keep yourself sane, but get out of a job or any situation in life that is toxic for you.

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Are people hung up on job titles? They sure are. And why would they not be? We will look into that in detail. But first, let’s ponder over what would be the situation in an ideal world. In a perfect reality, some would argue that all that would matter would be the work done well and one would feel sated with the internal gratification brought about by the successful execution of a task. But then, are labels so bad? Should one be judged harshly for wanting to be rightly acknowledged for their accomplishments?

Let’s now look into why job titles are so very important to people. A fancy, rightly earned job title can be such a boost to one’s self-esteem. It makes a person feel accomplished and leads them onto the path of self actualization. Another big bonus of a particular job title is the pay raise it might bring with it. Now who doesn’t want to earn more money? Job titles can also grant certain perks to the holder, like the use of executive washrooms, reserved parking area, private working space, etc. Some might scoff at the idea of these little privileges, but they do bring tiny joys to the recipients. Then there is also the matter of how one is viewed amongst their co-workers.To be able to command more respect and authority matters to all on some level. Job titles also highlight for the title holder the worth they have for their organization. With the right job title, a person feels useful and valued for their skills at the work place. This can be a huge motivating factor for the worker, only making them more productive. True acknowledgement can do wonders. Job titles are also monumentally crucial in giving a clear picture to the employee about where they are headed, setting out responsibilities expected from them to execute and laying out goals to be achieved. Titles build a transparent hierarchy at the work place. A worker aspires to reach up to the next level, and for that, to know what is next for them is paramount. People want good flashy job titles also because they make for a good resume. It matters to a person to be able to flaunt a worthy job title to their prospective recruiter or employer. With this plethora of reasons, it only makes too much sense why people obsess over job titles.

Considering how much importance job titles hold, it is imperative that the recruiters are transparent about job descriptions that go with the titles. Also, employers must be mindful to assign good value to job titles and have titles for their employees that make sense. (And avoid titles such as Happiness Manager!) Titles for job should also be negotiable. Titles can drastically change the way a business is viewed by others and how productive its employees are; job titles make an organization look well-structured and employee-friendly, and they can empower the workers.

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It is a commonly agreed upon notion that working with a colleague or employee with ADHD is not easy. While it is true, this view does not justly encapsulate the experience of working with an ADHD colleague. People with ADHD bring certain advantages to the work and workplace. But first, it is important to understand what is meant by ADHD and how it manifests in a person. ADHD stands for attention deficit hyperactive disorder. A person with ADHD tends to have a short attention span, is prone to fidgeting, can be impulsive and exhibits unusually high levels of energy. The condition is not diagnosed until adulthood, and that is why people with ADHD go through difficult situations where they are misunderstood to be lazy, messy, irresponsible, and even disrespectful. It is important to understand that the characteristics brought about by ADHD in a person are not part of their character.

People with ADHD are impulsive. And that is why they can do better than others in high pressure situations where spontaneity is crucial. Their impetuous decision making leads to them being gutsy and daring. They are willing to take on adventurous and experimental tasks. They tend to think outside the box and make excellent innovators. Their quick wittedness combined with their high energy culminates in them being hyper-focused and therefore superbly productive at tasks they find interesting. They also put in extra effort in their work, being acutely aware of the difficulties their condition brings. People with ADHD have a keen understanding of different people having particular needs. This understanding makes them compassionate and kind towards others.

The colleagues and management must be accommodating towards people with ADHD. Foremost, they must make an effort to understand what it means for a person to function with ADHD. Empathy can take one so far along the path of understanding; therefore, it is a good idea to directly ask your colleague with ADHD what they need. A private work space with minimum distractions can help them work more effectively. Managers can be mindful to assign them tasks that require independent input rather than extensive teamwork. Being sensitive to the interests of an employee with ADHD, acknowledging their achievements, and checking in on their work can go a long way in motivating them; individualized leadership style, praising, and micromanagement can help workers with ADHD. Their short attention span makes it difficult for them to meet deadlines. Managers can give them short deadlines, and give them frequent scheduled reminders to help them finish tasks on time. While it is kind to ask a person what they need, but being mindful of one’s privacy and dignity is cardinal. People with ADHD work better on their own, but some simple steps can be taken to help them integrate better in the workplace. A work-buddy or mentor can make office socialization unchallenged for them. Avoiding any labels such as ‘lazy’ or ‘messy’ must be kept in mind too.Appreciating a person with ADHD for the benefits they bring to the workplace while interacting with them with a dignified compassion is important.

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We live in a world where things are evolving by the second – mostly for the better. The ethos of recruitment of candidates for jobs and the attitudes of candidates and recruiters towards the process have drastically changed when compared with the last decade alone. It is important for businesses and candidates to understand these changes in order to implement and embrace them; inability or inefficiency to adapt can have grave consequences. Looking into changes in recruitment, ‘consumerization of recruitment’ particularly stands out. Candidates are the consumers for job positions: candidates are in charge. This has brought with it the notion of mutual evaluation where hirers and candidates, both parties, assess the suitability of the other for themselves. The hegemony of candidate position can also be seen through the process made more flexible and more accessible for the candidates.

Technological advancements such as efficient video interviewing and interview scheduling have ensured that candidates can communicate with the recruiters while being exempted from ticket payments and hotel bills and uncomfortable changes in their schedules. Globalization has allowed for a much larger candidate pool, which has not only facilitated the candidate to become a consumer, but has also allowed the recruiter greater choice of candidates to pick from and hence better chances of talent acquisition. Technological leaps have also allowed for social recruiting whereby recruiters can cast a much wider net for propositioning candidates for jobs. Consequently, there is also less recruitment bias. Jobs offers are not limited to certain ethnicities or genders. A simple change in recruitment is the process becoming fast, yet it has salient implications: there is better relationship management with the candidate when hirers can get back to them swiftly. The overall communication between candidates and recruiters has improved – candidates are encouraged to reach out in case of any queries. Now recruiters also have much greater data about the candidates, such as their aspirations, their leisure activities, elaborate future plans, which can assist in finding the right person for the job. It can be argued that this leads to decreased humanization of the process, but in fact, the candidate data is only used as a supplement, and not solely for picking candidates.

As a result of changes in the process of recruitment and candidate expectations, the attitude of recruiters has also transformed. The recruiters are now very transparent with the candidates. Every little significant detail is shared with the candidate efficiently. This stems from the recruiters consciousness about candidate experience. Recruiters and their organizations make remarkable efforts to make candidates feel comfortable and welcomed. Recruiters must focus on their employer’s brand. A negative candidate experience can be a major setback for the brand. The qualities that recruiters actively look for in candidates now are not just task proficiency but also transferable skills and an overall positive temperament so that a candidate is not just expected to do a task well but must also add constructively to the work team. Therefore, a cultural fit is aspired towards. It can be deduced that the shift of the focus of recruitment process towards relationship orientation has been a monumentally progressive and productive leap.

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The term ‘digital disruption’ sure does have a negative ring to it, but in reality the phenomenon is not a harmful one for any business or organization, unless they try to avoid or ignore it. The process of digital disruption has been experienced time and again throughout the past few decades with accelerating frequency. Therefore, it is important to understand the process of digital disruption. Digital disruption can be defined as the process through which a ground breaking technological innovation brings grand scale transformation in the businesses, organizations, or whole societies by replacing the old with the new, more efficient and more desirable. It is to be borne in mind that digital disruption is not just a euphemism for digital innovation; a digital innovation has to have huge transformative powers for it to amount to a digital disruption. Digital disruption is a heterogeneous process and it percolates to every sphere of life. The ‘disruption’ that the phenomenon entails is the cessation of use of old products, the drop in the market demand of those products and the consequent effect on the lifestyles of consumers. Another important feature of digital disruption is that that the consumers sway the tide. The consumer preferences determine which innovations the businesses need to focus on and bring to the market. Therefore, the businesses must be willing to happily submit to the will of consumers.

The phenomenon of digital disruption can be better understood by looking at its various examples. The market for classic cameras was disrupted by digital cameras, and the consequences were grave for businesses that were reluctant to embrace the change – Kodak went bankrupt while Canon and Sony captured the markets. A relatable example of digital disruption is the change in transport industry by the introduction of advance GPS guided mobile taxi services. Artificial intelligence has also revolutionized the gadgets we use and the technology used in businesses. From voice recognition to advanced robots, these innovations have become a way of life and the old technologies that have been replaced have almost become obsolete. The list of examples is non-exhaustive. It goes on to show that digital disruption is an inevitable process.

Our experiences have shown us that trying to resist change does not work in our favor most times. A transformation as big as digital disruption can only be benefited from if one at worst succumbs to it or at best embraces it cordially. Businesses need to be sensitive to changes in customer demands because it is precisely those that provide the impetus for bringing about a revolutionary innovation. Digital disruption after all is the process of change whose goal is to bring more value to consumers. In order to thrive in these ever evolving times, businesses must be willing to adapt to the changing tides of technology. Change can be discomforting, but if you bear with it, you realize it is for the better.

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The brand is what makes a business distinguished. Branding is about what the products of a business make a consumer think and feel. In a nutshell, branding encompasses the core values of an organization that are resonant through every aspect and any effort made by the establishment. The brand of a business only achieves significance when it is recognized by the customers – but how to achieve that? The answer is marketing the brand. Marketing entails the tools that are expended to deliver and spread the message of the brand. Brand marketing is not only the necessary bridge between the brand and the audience in the form of communication but it is also the strategy by which brand equity can be boosted. Marketing the brand effectively translates to reaching out to the audience about the qualities of a product in such a way that it highlights the merits of the brand too. Productive brand marketing can go a long way in building the reputation and trustworthiness of the brand.

Having apprised ourselves with the importance of marketing the brand, let’s look into ways by which worthy brand marketing can be achieved. One useful strategy can be to portray the company vision clearly: brands work towards a goal – that goal must be the centre of marketing. Another important thing to consider while marketing the brand is to determine a target audience. The more elaborate and well defined the target audience is, the more effectively the brand recognition can be established. No matter what strategy is employed, consistency is the key. The message about the brand that goes out to the audience through marketing has to be stable and persistently built on the core brand values so that brand trustworthiness can be inculcated. Another very important brand marketing strategy is to communicate emotion. The marketing must tell a story that the audience can relate to and consequently build emotional ties with the brand. This will ensure that the consumers keep coming back for the brand products.Marketing needs to keep up with the ever-changing world of business and customer preferences. Furthermore, development of new ways of communication has also brought changes within marketing strategy. This only goes on to show that it is imperative that brand marketing keeps evolving. Businesses can stay sensitive towards customer preferences by following the customer feedback online. While the brand holds the representative values of a business with consistency, the marketing of the brand must be ever adapting. The changes in marketing are in turn affecting how businesses are being run. Constantly evolving brand marketing provides the impetus for businesses to become more customer sensitive, maintain the quality of their products, be ever innovative, and keep coming up with more effective ways to communicate with the audience. Therefore, brand marketing done right can make a business better.

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Is it a good idea to micro-manage your senior employees? The general response seems to be that micro-management of senior level hires is quite undesirable. In fact, a micro-managing manager is one of the top three reasons for employees to leave work. However, this scrutinizing way of management might serve some purposes.

It is important to understand the phenomenon itself. Micro-management is the kind of guidance system for employees where the managers control and closely look over every aspect of the assigned task. Rather than tasks being assigned, the managers give step by step instructions about how to do the job. In more cynical terms, it is the excessive supervision of employees. Managers hold all the power, while employees have none. This can be detrimental to a person’s professional growth. For workers who work under micro-managers for prolonged periods, their self esteem can also be affected for the worse. To have your boss breathing down your neck and criticizing you excessively while not giving you room to try things your way and learn from your mistakes seems in no way a good idea, and this is especially an impediment to work itself when senior level employees are prevented from spear-heading an assignment. Senior level workers need to be confident leaders and for them to evolve to that position, they need to have the space to run things their way and to be able to do work shouldering the responsibility effectively. For that to happen, managers need to bear in mind to delegate work to workers in positions of responsibility at least and at most provide them with constructive feedback.

Micro-management can be useful too. When new recruits are hired, they are in need of close supervision until they get their footing in the hiring organizing and get apprised with the work, culture, work team and the environment. In times of crisis too – be it a conflict between colleagues or an economic dip – the manager taking a stronger charge may help steer the establishment in the direction it needs. There can also be circumstances where an employee finds themselves in need of guidance from the manager and need them to take him/her through the task with meticulous mentorship. Having a strong leader who takes charge when need be can be productive for work; micromanagers are not all that bad.

The question of micro-management should be put forth to managers and employees and the merits and demerits of this style of management analyzed – this can serve as a useful guide for managers. So far, it seems that micro-management can be an effective strategy when employed in particular situations, yet more generally it is counterproductive for work and for the workers.

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Development of artificial intelligence is the epitome of human potential for invention – but is it? We have played god: our gigantic leaps in quantum physics have led us to create intelligence like that of humans. Machines can drive cars, play video games, and make reasoned decisions and what not. But then who is to say that we cannot do better. The next breakthrough can be the creation of super intelligence –machines that are more intelligent than humans! Those machines could create things that human mind cannot think of. The prospect can be a little daunting, yet no less exciting.

The next monumental feat in our narrative can be time travel – the ultimate human fantasy.

Combining theories of relativity with advance quantum physics, or some other cool sounding technology, might just release us from the frame of time. World-travel excites us; imagine being able to travel to five hundred century BC Athens and totter behind Socrates, or travel to when humans are living in Space. It feels more liberating than what one can imagine a bird might feel – sweet reverie.

Human curiosity combined with the fact that our planet is in its death throes might just take us to find new homes in space. Rather than waiting around for the much exciting alien invasion, we might become the invaders of other celestial bodies. After all, we humans are travelers; we will not stop looking for new places to discover until the end of time.

Our next big step could be being able to modify ourselves as we wish – human genetic engineering. We don’t choose to be born, neither do most of us choose death, but having the choice about how our bodies are and what traits we have in life can be exhilarating. We could cure almost any disease. Our progeny could look like how we wish. Anyone can be Narcissus.

What if we do not stop at curing diseases, and we go all the way to curing death itself? Being able to live forever is the utopian dream. Each person could live lifetime over lifetime. Humanity would have countless chances. We would become free from any kind of hunger. This idea is so far-fetched and seems impossible to achieve that most of us do not even actively dream of it, no little thanks to religions’ obsession with death and after-life. But the human achievements of the last few decades alone prove that humans push the boundaries of what is thought possible.

Artificial intelligence and robots are being developed with enormous zeal and if we keep going along this path, it does not seem very improbable that we can create super-intelligence that can then consequently solve the conundrum of time travel, or that we can find ways to inhabit wider space, or modify our bodies at the genetic level, or even cure death.

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The Hiring Future is Challenging – Hire a Graduate

Every single day there is more job recruitments than the last day – trust me, this seemingly romanticised notion is only but; figuring out how to hire well is a monstrous nightmare for recruiters and hiring managers. Let’s look into this. Not in the very distant past, candidates used to approach the hiring organisations. And now, the recruiters take the jobs to candidates. This is thanks to the ever increasing demands for qualified workers. The competition approaching apt passive candidates for hiring and voluntary turnover of employees does not help. There is no handbook with perfect practical solutions to hiring challenges. We have not yet found a hiring savvy god amongst recruiters either. In the meanwhile, let’s be pragmatic. There seems to be an easy fix: hire graduates.
Employing graduates to overcome hiring challenges – too simple, but why not? Graduates have the latest educational training, which means only a better qualified applicant pool. It would be hard to argue with the idea that the post-millennials and generation Z are more ambitious than their immediate seniors. Employees who are eager to learn and brimming with ideas cannot be too bad. Besides, hiring enthusiastic active job-seekers rather than pursuing passive, not-looking-for-another-job-currently candidates is obviously less of a trouble: active candidates are happier with a lesser stipend while passive candidates almost only follow the money. Another cost-cut can be when you hire a graduate who has specialised education for the job rather than promoting your current employees or hiring from other organisations, because then you do not have to train them. Costs cut just by hiring graduates – happy CFOs!

Let’s also look into the one big problem with hiring fresh graduates: lack of experience. That is also an issue because past performance currently stands as the gold standard for assessing if the hire is right. How can you trust credentials on paper, one-off screening tests, a single interview conversation or even performance-predicting algorithms over the evidence of past performed tasks? Recruiters and hiring managers obviously cannot. Thing is, they do not have to. Regardless of any efforts made to ensure you are hiring the right person, the hiring of new recruits remains a gamble. If so, then why not take the risk of hiring graduates who have not yet proven what they can do, but they are eagerly willing to offer what they have? What they lack in experience, they more than make up for in their zeal, energy, and their resoluteness for learning. In the ever-evolving world we live in, we have to value the capacity for growth amongst new recruits above all else; it can be said that to be able to metamorphose is superior to having pretty wings of fixed colours.

The challenges to hiring shall remain ever-mutating in the foreseeable future, and the recruiters can keep making an effort to catch on to figure ways around these challenges, but we must go on and the days shall pass and our esteemed organisations can keep the world running by recruiting graduates. You never know, this in itself might help overcome the challenges in question.

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Leadership is needed more than ever- What makes a good Leader, How can CEO, Directors inspire and keep their employees motivated, hungry but above all Loyal.

The position of the chief executive is not the easiest to fill. To be a leader means to truly lead a team —either into its success or its failure. And the key quality of a leader is to be able to take responsibility for either one of these consequences, since they alone are in the unique position to be able to impact and influence output the most.

Leadership qualities focus on how well the CEO/Director can communicate the team’s clear and focused vision to engage for impact and deliver reliably.Good leaders create a workspace that makes a safe ground for their employees to take a fall in. The leader should be someone the team can fall back on and rely in tense situations. Which is why it’s imperative that directors should have situational awareness of their teams at all times and have greater involvement through employee engagement. Decisiveness in decision-making and accountability for initiative are good demonstrations of a leader. Such behaviour inspires the employees and creates a bond of trust between the CEOs and the employees.

To further foster the relationship of trust, the power distance should be reduced. Leaders can come off as distant, authoritative and intimidating. This creates for an imbalance at work places where the employees’ opinion is almost always snubbed and the power dynamic greatly tilts in the favor of the leader. To counter such a power distance, the leaders can open their conduct to feedback and criticism from employees to have greater representation of their ideals. Leaders can try and adapt proactively and initiate a conversation for change to accommodate the employees’ wishes and make them feel included so that the common and united goal may be achieved harmoniously.
Good working relationships between CEOs and their subordinates translates into a healthier delegation of power where the employees’ feel empowered and motivated in accepting their duties and work in accordance to the team’s wishes rather than their personal and individual interests. This kind of loyalty isn’t always easy to inspire and leaders have to constantly innovate and update their work methodology which is constantly developing through the feedback of their employees. A quality as benign as listening can make for a great leader, as it lets the people around him/her know that they are heard and valued. Such sentiments can transcend through the professional barrier and generate a sense of loyalty on a personal level, which in turns reflects on their professional conduct and results in more efficient output.
The relationship between the leader and the employees is dynamically shifting at all times. In modern times, the employees are not the passive recipients governed entirely by the leaders as they once were and the leaders are not the sole decision makers as they used to be. This old and inefficient narrative is outdated and the modern approach is to maximize professional output through personal input. The aim is to decrease the disparity that exists between hierarchical positions at work places. Leaders and employees have to get personally invested in their tasks to work together to achieve their united goals. As the definition of leader has changed in modern times, their conduct has to reflect that change as well. The intricate balance of maintaining professional integrity alongside personal connections with the employees is very hard to achieve and a good demonstration of a leader should strive to convey that image as exactly as possible.

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What can an organization do to improve its talent pool of employees, to boost its employer brand image, and to have motivated new recruits? Answer: effective candidate management. It is imperative for the hiring establishment that new members of its work team start off with a pleasant experience. An employee’s journey within their employer organization begins with their first interaction as a candidate to be considered for a job. That is an opportunity for the organization to show how well it takes care of not only its hired personnel, but also of any person that interacts with it. A workplace culture of respect and appreciation right from the beginning tends to breed motivated and productive workers. Moreover, disqualified candidates taking away an experience of encouragement, attentiveness and regard from the hiring process is a credit to the organization: no small thanks to the viral internet platforms, it establishes an image of benevolence and attracts candidates in the future, raising the chances for talent acquisition.

Let’s look into what candidate management entails: it is the process in which a recruiting body establishes a relationship with the candidate and sustains that relationship through constant input in the form of interactive communication, guiding the candidate through the hiring funnel. The goal of this process is to make the hiring procedure primarily candidate-oriented. The needs and requirements of the candidate must be catered for at every step. The applicant should feel welcomed, well-attended to and empowered. The key to bringing this about is communication. Foremost, it is vital that the recruiter is transparent about the job goals and the requisites for it; there must be no hidden agendas. The candidate is to be given clear, precise, relevant details about the job being offered. Timely automated reminders, notifications, even cordial congratulatory or consolatory emails can go a long way in building a relationship. Secondly, every decent effort should be made to gather data about the contender and to know them – through questionnaires, social media, and interviews – only then can the recruiting team carry out a well-informed interaction with the applicant that is specifically tailored to their needs. Another way to have a customized communication is segmentation of candidates based on tag logics, such as specializations, experience, etc. When a person is made to feel seen and heard, it brings out the best in them; it is worth putting in an effort for, since recruiters are actively gauging applicants on the basis of their potential. Furthermore, there should be feedback from candidates. At every step of the recruiting funnel (talent attraction, segmentation, relationship development, application, interview, feedback management, offer management), the candidates must be encouraged and provided with a platform to address any issues they face or appraise the recruitment process from their perspective. This shall allow the recruiters to assess the effectiveness of their method and to improve it, looping back to providing better candidate management. Another important part of candidate management is how the process ends. A successful candidate to be welcomed warmly while a disqualified contender to be encouraged to apply for where their skills are better suited is crucial. Rejected candidates can later be sent tailored messages about alternative jobs. It goes on to show how the essence of candidate management is the betterment and growth of candidates.

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Interview Preparation

Interview preparation can be a daunting prospect. One small slip during the interview and you lose the chance of pursuing your long term dreams and goals. Scared? Don’t worry, because you are not alone. Anxiety and apprehension before an interview is fairly common. Some people go as far as to develop ergophobia —a phobia of interviews. Work place professionalism and stress can play up on anyone’s nerves, but in times like these one should not fret and the primary focus should be to determine what can be done about it?
Preparation beforehand can help ease a lot of undue stress. From examining job description to putting your qualifications in order, the interview preparation can be a lengthy process but it all pays off once you excel at that interview. It is important to thoroughly research common interview questions and prepare insightful answers. Responses should be brief but at the same time sufficiently detailed so that it doesn’t appear as if you were deflecting the interviewer’s questions. Having mock interviews with a buddy or with yourself in the mirror can come in handy too. You can focus on your speaking voice and make sure it is polite, audible and clear. The body language should be confident. Using your hands to communicate and elaborate your points during the interview is a smart way to come off as self-assured and expressive. Despite popular opinion, interviews are not one-way conversations. They can be highly interactive sessions as well. Hence research about the company and the job you’re applying for and ask them whatever questions you may have. This would show your interest and commitment to the job.

Ironed dress, polished shoes, combed hair and a good spelling perfume are all musts. Although these may sound trivial, but they play a key role in helping you make an immediate good impression. If you want your entry to have an impact, you have to work to woo the interviewer’s immediate senses. Your intellectualism and portfolio of achievements come much later in the game. But style can make the immediate first impression you are aiming for. Besides looking good can contribute to you feeling good and that has its own charms.
The way you enter and the way you leave both say a great deal about who you are. So a greeting at the start and gratitude at the end go a long way. A smiling face and a warm greeting are all good openers —but in moderation. Too friendly an attitude can contradict work place professionalism. During the interview, breathing deeply can help people stay calm. And this is indeed something that can be practiced beforehand. Breathing exercises everyday can reduce stress, calm a person down and give them the look of a very good listener. You can practice every day and see what breathing rhythm works for you and then use it whenever a stressful situation arises. Since interviews are tense and tricky situations, one must never skip a good breakfast. An empty stomach will only aggravate matters.
Once all preparatory measures are taken to stay calm and cool, hopefully there should be no impediment to a successful interview.

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We are at the brink of toppling over into the pit of unrecoverable environmental crisis – there is no way to say it that can be dramatic enough. And yet as gloomy and grave as the picture of our future is, there are viable solutions. Although fingers can be pointed at technology, but in the bigger picture, technology stands as our savior.
First, let’s look into the problem. The gist is: human population is ever growing, leading to energy consumption at faster rates to sustain life and the major energy sources used are carbon-based, causing severe continuous damage to the environment. Life on earth is being fueled by fossil fuels: natural gas, oil and coal. Combustion of these organic substances produces pollutant gases, such as methane, sulfur dioxide and nitrous dioxide, and an increased emission of carbon dioxide gas. This culminates into the green house effect and global warming. The consequence is the earth becoming less and less suitable to sustain life because of the assault to its ecosystem and environmental equilibrium.

The problem is enormous, yet there is hope. We can change the way we think and solve problems. For starters, let’s decrease the consumption of organic fuels, find alternative energy sources, and redeem the already damaged environment. We can find answers to all of the above in eco-friendly technology. One example is the technological innovation of ways to detect and decrease methane emissions – methane, a potent green house gas, is responsible for quarter of the warming we are experiencing. Technology based industries are one of the largest consumers of energy, especially in the form of electricity. Introduction of renewable energy sources, such as solar, geothermal, wind, hydrogen, and having them replace the organic fuels in generating electricity is a paramount effort against the issue of environmental damage. Technology has taken leaps as big as introducing satellites into outer space to detect methane emissions on earth. Yet it has not fallen short of providing us with gadgets that can make a difference in a person’s everyday life to reduce and counter the harmful effects of human activity itself. These include Google cars that map air pollution, chemical-exposure tracking bracelets, sustainable packing strategies that use mushrooms, plant-based products, advanced yet simpler recycling strategies, widespread use of LED lights, and so much more. Finding ways to make solar energy usage applicable on a large scale would be a commendable feat when achieved.
The narrative of the relationship between environmental energy use and technology goes like this: technological growth spurred the organic fuel consumption, increasing air, land and water pollution and causing global warming, which in turn led to technology taking up the responsibility to counter these harms to the environment and life on earth. The efforts to decarbonize energy use and to create ways to rectify the damage to our ecosystem makes technology the best of our friends right now, assuming that the issue that requires our most immediate attention is that of the drastic, rapidly escalating deterioration to our environment by our own actions. Did we set fire to our house? If so, do we stand a chance to put it out in time? More importantly, do most of us even see the fire?

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