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Why Emotional Agility Can Improve Leadership Skills

by Shamsul

Why Emotional Agility Can Improve Your Leadership Skills?

How do you react when you feel very emotional about something at work, like a situation or a decision? Do you keep it inside? Try to make it go away. Think about it a lot, even after work. If you do, you’ve probably noticed the negative outcomes of doing that.

But what if you didn’t react like that? What if you learned to be emotionally agile? According to an expert, it means “becoming more flexible, staying calm, and living with more purpose. It means deciding how you’ll react to your emotional signals.” It sounds like a better way to live and be a leader.

In this article, we’ll explain what emotional agility means, why it’s important, and how it differs from emotional intelligence, and we’ll also go through how to improve it to become a good leader. Let’s begin.

 
What Does Emotional Agility Mean for Leaders?
 
Emotional agility means recognizing and accepting your feelings so you can react to everyday situations in a way that matches your beliefs and values. This idea became well-known through the successful book called “Emotional Agility: Get Unstuck, Embrace Change, and Thrive in Work and Life.” The book was written by Susan David, a respected Harvard Medical School psychologist known for her ideas on leadership and management.
 
 
Emotional Intelligence vs. Emotional Agility
 
To see how emotional intelligence and emotional agility are different, let’s first look at the definition of emotional intelligence:
 
“Emotional intelligence is about being able to control your own feelings and also being able to understand how others feel.”
 
So, the main difference between emotional intelligence and emotional agility is that emotional intelligence is about “handling feelings,” while on the other hand emotional agility is about having a deeper understanding of emotions. When you recognize and understand emotions more deeply, you can respond to them more aware and self-consciously. As a leader, this means that emotional agility is a bit more advanced than emotional intelligence, and it’s what you should aim for in the future.
 
 
Why Emotional Agility Matters in Leadership?
 
Many times, leaders try to manage, hide, or act like they don’t have the emotions that naturally show up in the workplace, like stress, letdown, or annoyance. For a long time, the story has been that there’s no place for emotions and feelings in business.
 
“Being emotionally inflexible when dealing with complex situations is harmful.” In simpler terms, in a complicated and turbulent world like ours, leaders who don’t handle their emotions well and keep them inside might not only suffer from more anxiety and sadness but also damage their affiliation with their workers.
 
You can’t skip emotional agility if you want to prevent those bad outcomes and become a good leader. Actually, there are a few important reasons why emotional agility is crucial, especially for people in leadership roles:
 
     
  • Helps create better connections between managers and employees.
    •  
  • Makes communication better.
    •  
  • Helps you be more resilient.
    •  
  • Fosters a sense of security for people.
    •  
  • Aids in solving conflicts.
    •  
 
Helps Create Better Connections between Managers and Employees
 
Emotionally agile leaders show real care and support for their employees, which is essential for creating stronger bonds with them. According to studies, 80 percent of employees who had a supportive manager were content with their job. On the other hand, only 20 percent of employees with unsupportive managers were happy with their jobs and had no plans to leave. Furthermore, having a supportive manager increases the likelihood of an employee staying at a company by 300 percent.
 
Makes Communication Better
 
Leaders who are emotionally agile encourage open and truthful conversations with their employees. This helps prevent misunderstandings, build trust-based relationships, and handle conflicts before they harm team spirit or productivity.
 
Helps You Be More Resilient
 
Emotional agility and resilience work well together. A leader who is emotionally agile can handle and bounce back from challenges and the feelings that come with them more effectively. This matters because resilient leaders score a high 87 percent for leadership effectiveness, while non-resilient leaders score a very low 12 percent.
 
Fosters a Sense of Security for People
 
Emotional agility is a tool leaders can use to make a workplace where employees feel safe sharing their ideas and worries without worrying about getting in trouble. This matters because having psychological safety in a workplace has been shown to make employees more involved, reduce the number of people leaving, lessen exhaustion, and boost teamwork among workers.
 
Aids in Solving Conflicts
 
You’ll likely face conflicts that either concern you or your employees as a leader. In these cases, emotional agility helps you become a good leader because it enables you to grasp the conflict better and handle it thoughtfully. This way, you can guide discussions that help everyone involved find a solution.
 
 
What to Do Next: Developing Emotional Agility as a Leader
 
Do you want to be a good leader, someone you’re proud of, and someone your workers are honored to work for? If that’s the case, emotional agility is crucial. Certainly, learning emotional agility doesn’t happen quickly. It requires practice, time, and real-world experience to become at ease with it. Luckily, one-on-one coaching is a great method to build up emotional agility as a leader. A skilled coach can provide valuable support, direction, and ideas. They can teach you how to use new techniques and tools in your daily life and give practical advice for particular situations.
 
 
 
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Read More:
 
EMOTIONAL INTELLIGENCE BENEFITS IN PROFESSIONAL LIFE
 
HISTORY AND PROPONENTS OF EMOTIONAL INTELLIGENCE
 
EMOTIONAL INTELLIGENCE IN LEADERSHIP – WHY IS IT IMPORTANT
 
 
 
 
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Digital Marketing is Backbone of the Businesses
 
 by Shamsul   
 
 
 
 
 
 
 
Digital Marketing is Backbone of the Businesses
  
In the beginning, some people thought digital marketing was just a passing trend. But as time passes, It became popular because it’s really helping businesses, especially smaller ones, in a big way. There are lots of good things about digital marketing. It’s making it simpler for small businesses to grow and do well.
 
 
What is Digital Marketing?
 
Digital marketing means advertising, making people know about products and brands using the internet, and creating a special plan for it. Digital marketers often use things like sending emails, getting help from partners, and paying to use social media to do this.
 
 
What Are The Important Parts Of A Business?
 
We could give you the top five ways to use digital marketing for your business, but it’s really important for you to figure out what your business should mainly focus on first.
 
Let’s talk about the important parts of a business in simple words:
 
     
  • Customer Base
    •  
 
The idea of ‘customers’ is pretty easy to get. It doesn’t matter how great your product is, how good your building is, or how hard your workers work. If no one buys your stuff, you don’t have a business.
 
     
  • Supply and Demand
    •  
 
Every business is like the ‘provider’ in the game. To make your business do well, you’ve got to listen to what the people who might buy from you want. If you have something to sell, you need folks to be willing to pay for it. Your business only succeeds if people want to become your customers.
 
     
  • Competitiveness
    •  
 
In a free market, there’s no one business that controls everything. This means anyone with the resources can start a similar business to yours and compete with you. To put it simply, you’ll always have rivals. The only way to stay in the game is to have something that makes you better than them.
 
     
  • ROI
    •  
 
Getting your money back is really important for a business. When you put money into your business, you must find the best ways to make more money.
 
     
  • Marketing and Advertising
    •  
 
Imagine you have something to sell, like a product or a service. You can’t expect people to buy it just because it’s there automatically. Every business needs a plan to tell the right people about what they’re selling. If you try to sell something to a group of people who don’t need it, your business won’t do well. The trick is to figure out who really wants your thing and then tell and sell it to them.
 
Now that we’ve talked about the important parts of a business let’s get into how they connect with digital marketing. Digital marketing is just a bunch of ways to use the internet and electronic stuff to tell people about your business. If you know how to use it correctly, digital marketing can help your business improve. When you see the good things it does, you won’t be able to ignore how important digital marketing is.
  
Benefits of Digital Marketing
 
Digital marketing has become an important way to talk to customers as time has passed. Businesses are spending more money on their digital marketing efforts. Many good things come from digital marketing, and we’ll talk about the most important ones next.
 
1) It’s Simple to Talk to Customers and Make Them Stay with You
 
It’s really important to keep talking to your customers all the time. This helps them trust your company and what you sell. Digital marketing helps you stay connected with your customers, figure out how they interact with your stuff, and it make things clear, which also helps build trust with your customers.
 
 
2) Connect with Customers Throughout the Entire Journey
 
Digital marketing channels help you to connect with your audience from the first time they visit your site to when they make their first purchase. It allows your users to intermingle with your product in various ways throughout the digital marketing process. For instance, customers can share a blog post with videos or photos. Digital marketers can make even more interesting content by seeing how customers engage.
 
 
3) Simple to Reach the People Who Matter
 
Out of all the good things about digital marketing, this one is the most important: you can easily aim your message at the right people without spending too much money. Once you know who you want to talk to, it’s much simpler to talk to them. Digital marketing includes clever ways to do this, like SEO and PPC (Pay-Per-Click). These tricks help companies make the perfect marketing plan for the right folks.
 
 
4) Keep Getting New Potential Customers Regularly
 
We already know that the digital marketing team gathers potential customers and hands them over to the sales team for further action. Digital marketing uses tools like Google Analytics to find good potential customers. And it’s cheaper to get these potential customers compared to old-fashioned marketing. Plus, it’s not a one-time thing; it keeps finding good potential customers all the time.
 
 
5- Improved and More People Buying from You
 
Because digital marketing is very targeted, it gives results that match what the marketing team wants, and more people end up buying. Digital marketing also uses really good tools to watch how well the marketing is doing right now. This helps make sure lots of people buy things and sales go up.
 
 
6- Simple and Precise Way to Check How Well Things are Going
 
Digital marketing helps you find the right people and good leads and tells you how well your marketing is doing. Things like campaign management help you watch how your campaigns are doing and look at how older ones did. This helps you make smarter choices with your money and time for marketing.
 
 
7) Build a Good Name for Your Brand
 
If you use digital marketing well, your brand can become famous worldwide. Many new businesses have already gotten lots of customers thanks to digital marketing. Digital marketing includes things like making good content, using videos, social media, paid ads, and sending emails. When you do all these things the right way, they can make your company look really good and trusted.
 
 
8- Spend Less Money on Marketing
 
As we discussed earlier, digital marketing is cheap because everything happens online. You can talk to lots of customers and send them special messages all at the same time. It’s a good deal because you spend less money and get good results since it’s a smart and focused way to do marketing.
 
 
9) Get Known Worldwide and Reach People Everywhere
 
We talked about how digital marketing can help build your brand locally and worldwide. Because the internet is everywhere, it’s simple to reach customers anywhere in the world using digital marketing. Marketers can easily make different marketing plans for different places around the world.
 
 
10) Make More Money
 
Every marketer’s main aim is to make money. Digital marketing makes it easy to do that with lots of tricks like content marketing, social media marketing, campaign management, and SEO. And because it doesn’t cost too much, you end up making even more money in the end.
 
 
Why Your Business Needs Digital Marketing?
 
We’ve talked about what a business is before. Now, we’ll look at it again, but we’ll talk about how to handle each part of your business in a world where everything is done online. How can you make the most of digital marketing? This will remind you why digital marketing is so important for your business.
 
 
A Large Number of Customers Online
 
Over half of the people who might want your stuff are using phones and computers to look at things online. So, it’s the best place to show your stuff to the people you want to sell to. Your social media or website should work well on all these gadgets. If your website is slow or doesn’t work on some devices, you might miss out on these potential users. The big advantage of using digital marketing for your business is that you’re not limited to just the people in your local area. This is true for both regular businesses with a physical store and those that only exist online.
 
You can tell people about your product anywhere in the world in just a few seconds. All you have to do is have a way for them to reach you, like a website, on social media, or with your contact details like your business address, email, or phone number. Using digital marketing to advertise for small businesses is much simpler and cheaper than spending lots of money on old-fashioned ads like big signs, newspapers, or TV ads. Plus, talking to customers and helping them online is also really easy now.
 
 
Supply and Need
 
Your top priority is to attract people being a businessman. Imagine if someone comes to your website and seems interested but then elects not to purchase from you. There could be various reasons like they were in a rush or felt your product was too costly. It’s essential to realize that not everyone who checks out your website will become a customer. You want the people who are interested in your business actually to buy from you. The more of these interested visitors you can turn into buyers, your conversion rate will get better.
 
You can do this in different ways, like using online ads and showing ads again to people who looked at your stuff before. You can offer special discounts on your products to encourage them to buy. Just keep in mind that people will want your product only if it interests them. If you have a good deal for them, you’re more likely to make a sale.
 
 
Competition
 
When it comes to people wanting your stuff, you might miss out if they find another business selling the same thing for a much lower price. Studying the market and seeing what’s going on for businesses is important. Nowadays, it’s much easier to do this because you can find a lot of information online. There are different tools in digital marketing that can help you keep an eye on how well your competitors are doing and give you useful ideas.
 
 
ROI
 
Starting a business involves more than just making the product or service. It also means spending money on marketing, advertising, and getting it out to people. Traditional advertising has always been expensive, but you can reach just as many people for much less if you use digital advertising instead. However, don’t forget that old-school advertising still works well for marketing. You can get the most out of your money by dividing it wisely between digital and traditional marketing. In recent years, digital marketing has become a top choice, especially for small businesses with tight budgets.
 
 
Marketing or Promotion
 
Marketing your small business online is super simple now. Using digital marketing, you can advertise to lots of people worldwide quickly, and you don’t have to spend a lot of money. But even though you can reach so many people, it’s important to focus on specific groups of customers.
 
Spending your time and money trying to sell your stuff to people who don’t need it is not a good idea. It’s much smarter to concentrate all your marketing on reaching the people who want what you offer. When you do digital marketing for your business, it can help you figure out exactly who your customers should be. You can use filters like location, gender, and age to make sure your product reaches the right people.
 
 
Indicators You Could Use Assistance with Digital Marketing
 
While most companies use digital marketing, a few haven’t fully taken advantage of its benefits. Still, there are signs that show when a business is starting to use digital marketing for growth. Here are a few of them:
 
     
  • Not Getting the Most from Your Investment
    •  
 
If companies spend a lot on marketing and see little return, they should consider digital marketing. Getting good value for your money is crucial for a healthy business, and digital marketing has techniques to achieve better results with less spending.
 
     
  • Poor Results on Your Social Media Accounts
    •  
 
In today’s world, because customers are using technology and being active on social platforms, it’s really important to have a robust social media presence for your business. But if your social media account isn’t doing well, it can stop you from making a good impression on your customers. Social media marketing has already helped many new businesses worldwide make more money. So, if your social media isn’t doing well, digital marketing is the way to go.
 
     
  • Not Many People Buying
    •  
 
When you pass on not-so-good potential buyers to your sales, it can lead to low conversion rates. Even if your sales team tries really hard, it might not work out well. Digital marketing uses tools that find better potential customers, and that can lead to more successful conversions.
 
     
  • Not Many People Visiting
    •  
 
Bringing the right kind and enough people to your site is crucial. Even if your site looks great and is interesting, without digital marketing, not many people will visit it. When you have fewer visitors, you get fewer potential customers, which can lead to fewer successful sales.
 
     
  • Ads You Pay For Aren’t Bringing in Visitors or Earnings
    •  
 
Digital marketing can attract visitors and interest them, even if the ads you pay for aren’t doing well. So, if you’re spending money and not getting any visitors or earnings, you should definitely consider using it.
 
     
  • Not Having a Plan for Your Content
    •  
 
People really want to see content, but if you’re not organized and just put out content randomly, not many people will be interested in it. That’s why digital marketing is crucial. It helps you make content that’s related to what people want and keeps them interested.
 
 
To Sum Up – Digital Marketing
 
The importance of digital marketing has really transformed how people operate businesses, especially for small ones. It’s quick, interesting, and just a click away. You can get online, connect with possible customers, get new leads, or help your loyal customers right away. In this article, you learned about the many good things digital marketing can do. People like the internet, and you can improve their online experience by providing helpful content and services. If you’re thinking about using digital marketing for your business, there are endless resources available to help you.
 
 
 
Need Help or Advice in Academic Writing
 
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Read More:
 
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Motivation At Work | How to Reconcile with Well-Being
 
 by Shamsul   
 
 
 
 
 
Motivation At Work | How to Reconcile Well-Being and Efficiency in the Professional Environment?
  
It is unanimously recognized in team management, universally and at all times, that motivation at work presides over all individual and organizational success.
 
It is the necessary fuel allowing the employee to achieve both professional and personal fulfillment and the organization to gain in performance and productivity.
 
 
 
This article explains the underlying reasons for employee motivation and the levers to strengthen it.
  
Summary
 
1- What is work motivation?
 
2- Where does motivation come from?
 
3- The Three Masons: A Parable About Work Motivation
 
4- Motivation and involvement at work: What’s the difference?
 
5- The 3 forms of motivation
 
6- The 3 work motivation theories
 
7- 7 good reasons to motivate your employees
 
8- How do we measure motivation at work?
 
9- 9 criteria to motivate your employees
 
10- 2 major signs to detect a lack of motivation at work
 
Conclusion
  
1- What is Work Motivation?
 
According to Deloitte’s latest report, “exploring workforce trends 2020,” employees prioritize well-being at work more than managers.
 
Before defining work motivation, let’s first realize these four inherent truths of human behavior.
 
 
2- Where Does Motivation Come From?
 
People’s behavior is impacted by their physical, mental, and emotional attributes.
 
Indeed, the aptitudes, attitudes, needs, and objectives specific to each individual greatly influence their behavior.
 
A cause triggers all human behavior.
 
All human behavior is, in fact, committed to a goal.
 
Behind every human behavior, there is, at the base, a motive that we call need.
 
Based on these facts, we will determine what “motivation at work” means.
 
That said, work motivation is the process that regulates employee engagement:
 
In an activity, project, mission and
 
Towards a specific goal.
 
Moreover, deep down in the employee, it follows the triggering of a particular need that stimulates and maintains this state of mobilization.
 
Etymologically speaking, the word “motivation” comes from the word “motif,” itself derived from the Latin word “motives,” which means “mobile,” and “mover,” which corresponds to “move” in French.
 
It means anything that sets in motion, drives, and converts energy into action.
 
 
Therefore, motivation represents the psychic force that generates energy in the person that encourages him to want to achieve an objective, allowing him to satisfy a specific need.
 
  
3- The Three Masons: A Parable About Work Motivation
 
This is the story of three masons:
 
Three masons worked hard under a burning sun on a construction site far from the city.
 
A man passing by comes to meet them.
 
Coming to stand near the first, he asks him:
 
Hello sir. Are you all right? What are you doing there?
 
The worker replies:
 
” You see. I am laying bricks, one by one… And so it goes all my days. »
 
Approaching the second, our man questions him:
 
“Hey sir, what are you doing? »
 
The worker says:
 
“Well, I’m building a wall. »
 
Addressing the third, he inquires:
 
“What are you doing, sir? »
 
The Mason replies:
 
” Oh! I am building a marvelous palace. It will be very pleasant to live there. Hey, people who pass by will be able to stop, for a moment, to admire its splendor and beauty! 
 
Now, it’s up to you, who are reading me, to answer this question in “comments” at the end of the article:
 
“In your opinion, which of the three masons is the most motivated in his work? And why? »
  
4- Motivation and Involvement at Work: What’s the Difference?
 
 
1- Motivation At Work
 
Motivation at work constitutes the set of forces and conditions that push the employee(s) to act to achieve well-defined objectives.
 
This undoubtedly results in a gain in effectiveness and efficiency. This will obviously improve individual and collective performance within the organization.
 
2- Involvement at Work
 
On the other hand, involvement at work represents not only the commitment to what is requested but also the identification of the person or teams with their jobs and the organization.
 
Thus, employees (s) feel serenity, well-being, and happiness at work.
 
The efforts allocated will be spontaneous, sustained, and prolonged.
 
Since the beginning of the industrial era and over the years, researchers in the sociology of work have always continued to design and develop motivation methods and techniques intended for managers, planning to motivate teams to work harder and produce more.
 
Since then, three main approaches have been adopted by managers to mobilize energies and cultivate enthusiasm and well-being at work.
  
5- The 3 Forms of Motivation
 
 
1- A Motivational Classic – Stick or Carrot?
 
This method is based on the following postulate:
 
People are by nature lazy and lazy. They don’t like to work. They have an innate distaste for work.
 
This is why we must stay behind, scare, control, and punish them.
 
This approach, long adopted in the 19th and the beginning of the 20th century, has been abandoned by modern industry since the end of the 2nd World War.
 
 
2- Extrinsic Motivation: Give and Take
 
This method is based on material rewards as a source of motivation for teamwork.
 
Therefore, employees who have earned substantial benefits and taken advantage of good working conditions would feel more happiness at work, have more loyalty to the organization, and produce more than expected.
 
 
3- Intrinsic Motivation
 
This approach emphasizes the interest of designing rewards around:
 
It is unanimously recognized in team management, universally and at all times, that motivation at work presides over all individual and organizational success.
 
It is the necessary fuel allowing the employee to achieve both professional and personal fulfillment and the organization to gain in performance and productivity.
 
  
Motivation and Involvement at Work: What’s the Difference?
 
1- Motivation at Work
 
Motivation at work constitutes the set of forces and conditions that push the employee(s) to act to achieve well-defined objectives.
 
This undoubtedly results in a gain in effectiveness and efficiency. This will obviously improve individual and collective performance within the organization.
 
2- Involvement at work
 
On the other hand, involvement at work represents not only the commitment to what is requested but also the identification of the person or teams with their jobs and the organization.
 
Thus, employees (s) feel serenity, well-being, and happiness at work.
 
The efforts allocated will be spontaneous, sustained, and prolonged.
 
Since the beginning of the industrial era and over the years, researchers in the sociology of work have consistently designed and developed motivation methods and techniques for managers to motivate teams to work harder and produce more.
 
Since then, three main approaches have been adopted by managers to mobilize energies and cultivate enthusiasm and well-being at work…
 
 
The 3 Types of Motivation
 
1- A Motivational Classic: Stick or Carrot?
 
This method is based on the following postulate:
 
People are by nature lazy and dull. They don’t like to work. They have an innate distaste for work.
 
This is why we must stay behind, scare, control, and punish them.
 
This approach, long adopted in the 19th and the beginning of the 20th century, has been abandoned by modern industry since the end of the 2nd World War.
 
 
2) Extrinsic Motivation: “Give and Take:
 
This method is based on material rewards as a source of motivation for teamwork.
 
Therefore, employees who have earned substantial benefits and taken advantage of good working conditions would feel more happiness at work, have more loyalty to the organization, and produce more than expected.
 
 
3) Intrinsic Motivation
 
This approach emphasizes the interest of designing rewards around:
 
WORK CONTENT
 
WORK PROCESS
 
Content of the work itself
 
Several theories have been developed in this direction.
 
They describe and list the forces that drive the individual to act.
 
 
We Describe Below Two of the Most Used in Management: 
 
 
1- Maslow’s Theory
 
2- Herzberg’s Theory
 
 
 
Work Process
 
Many theories have emerged in this context.
 
These theories specify how forces interact with the environment to lead the person to behave in particular ways.
 
Here, too, we choose to deal with Vroom’s theory, widely challenged by management as a motivation technique.
 
 
The 3 Work Motivation theories
 
 
Let’s start by introducing you first:
 
Maslow’s Theory
 
Theories of Motivation
 
 
Work motivation Maslow pyramid
 
 
 
Abraham Maslow states that human beings find themselves, throughout their lives, in search of certain very specific objectives which translate, in a way, responses to particular needs felt deep within themselves.
 
1- These are intrinsic needs that prompt him to act in order to satisfy them.
 
2- These needs are prioritized and schematized in a pyramid, including:
 
3- The base represents physiological needs: food, drink, reproduction, sleep, shelter from cold and heat.
 
4- The above floor describes the security needs: physical security, housing, employment, etc.
 
5- Then come social needs: having friends, starting a family, belonging to an association, party, or community.
 
6- Next comes the need for self-esteem: to be recognized, valued, distinguished, and rewarded.
 
7- The need for self-realization is at the top of the pyramid: self-fulfillment, self-sufficiency, and self-satisfaction.
 
8- According to Maslow, if a need is not satisfied, the individual is not stimulated by the needs of the following levels.
  
“A person who has no place to stay will not be motivated by a speech of praise and congratulations. He must first find where to take shelter so that he can then savor the discourse of valorization and recognition”.
 
Thus, the person is motivated by the need for the next floor only if the needs of the floors below are completely satisfied.
 
At the same time, when the need is satisfied, it no longer represents a motivating factor.
 
“Someone who is hungry. Once fed, hunger no longer expresses a source of motivation.
  
Now let’s see:
 
Herzberg’s Theory
 
Herzberg's Theory
 
 
 
Frederick Herzberg had conducted a survey of a significant sample of employees, to whom he asked two questions:
 
 
“Could you describe the moment when you felt “very good” at work? 
 
“Could you describe the moment when you felt “very bad” at work?
 
 
Following this survey, Herzberg established that the levels of satisfaction, well-being, and happiness at work are related to two distinct sets of factors:
 
 
 
Motivating factors and
 
dissatisfaction factors.
 
 
Furthermore, Herzberg found that employees sometimes feel unwell when they need more motivation.
 
“As an example:
 
Recognition has been listed as one of the motivating factors that cause the employee to feel joy and enthusiasm within the workplace.
 
 
On the other hand, the lack of recognition did not trigger negative feelings about the work among staff. »
 
In the same way, when the organization corrects the factors of dissatisfaction, the employees do not certainly feel well-being at work.
 
” For example:
 
It is clear that poor working conditions have triggered bad feelings among workers about work.
 
Good conditions, on the other hand, did not automatically generate good feelings about work. »
 
Thus, the factors of well-being at work, which, in fact, correspond to the content of the work itself (also called content factors), are powerful motivators for the staff.
 
Management is called upon to cultivate these motivational factors, nurture them, and maintain them in the workplace.
 
Because it ensures effectiveness and efficiency of work and leads the organization to gain in performance and productivity.
 
Find out here how to improve a team’s efficiency with the Herrmann method.
 
 
Moreover, if correct, the dissatisfaction factors related to the work context (also called contextual factors) do not necessarily cultivate staff satisfaction.
 
The management is invited to clean them to establish a good working environment for the employees.
 
  
 
 
 
Vroom’s Theory
 
 
 
 
 
It was Victor H. Vroom who developed this theory, called Vroom’s theory or expectation theory.
 
Unlike those of Maslow and Herzberg, this theory does not emphasize needs.
 
Instead, it associates the person’s motivation with their expectations and possibilities to achieve them.
 
Motivation is considered a process resulting from the multiplication of three parameters combined:
 
 
Expectation
 
Instrumentality
 
Valence
 
 
 
Therefore, motivation is the result of the multiplication of the valence by the instrumentality, which multiplies the expectation:
 
Motivation = E x I x V
 
 
1- What is Expectation?
 
Expectation expresses the level of competence of the employee in relation to the accomplishment of a project, task, or mission and the probability of carrying out the work.
 
This is, in a way, to answer the following question:
 
“Am I able to carry out this project, task or mission? Yes or no ? »
 
 
2- What Does Instrumentality Mean?
 
The instrumentality corresponds to the reward granted by the organization once the work is finalized.
 
It is, in other words, to answer the questions:
 
“What do I get out of it? “or
 
“What’s in it for me? »
 
 
3) What Does Valence Mean?
 
The valence, on the other hand, predicts the value placed on the gratification by the employee.
 
It is the degree of interest in the reward for the individual.
 
This is to answer the question:
 
“Is this reward interesting for me? Yes or no ? »
 
 
 
Example :
 
Larry, director of the marketing department of a multinational, has just entrusted his assistant Nicole with a project to launch a new specialty aimed at a sector newly prospected by the company.
 
Nicole hesitates to accept the project. She must learn the prospecting sector’s potential, targets and segments, and prospects’ needs.
 
Zero expectation. She tells herself she can’t do it. His motivation is weak to say yes to the proposal.
 
On the other hand, Nicole learned that Larry considers the project minor. And so, even if Nicole makes the effort to pass it, it will not impact her wish to be nominated as product manager.
 
Null instrumentality. She tells herself that it won’t do her any good.
 
In addition, according to Larry, the project will allow Nicole to organize exhibitions in favor of certain prospects. Once the project is successful, Nicole will be transferred to the events department as project manager.
 
This does not meet the desire of Nicole, who sees herself making a career plan in marketing rather than in events.
 
Valence zero. Nicole needs to be more motivated for the project. She’s going to talk to Larry about it.
  
7 Good Reasons to Motivate Your Employees:
 
 
Motivation at work provides many benefits to both the employee and the employer.
 
 
1- Better Quality of Life At Work
 
Satisfaction corresponds to the positive sensations that the worker experiences at various levels when his expectations about the work are fulfilled.
 
So, the work is done with pleasure and joy.
 
The staff feels serenity and happiness at work.
 
 
2- Match Job/Professional Project
 
Motivation comes into play in the development of the professional project of the job seeker.
 
 
Once this project has been completed, the new recruit will move heaven and earth to give themselves the maximum chance of success in their dream job.
 
In the same way, during the process of professional retraining of the employee, the motivation intervenes in the choice of the new trade or new sector to covet.
 
 
 
3) Better Achievement of Objectives
 
Motivation and well-being at work also come into play when the employee takes responsibility for setting his SMART objectives.
 
In this way, these goals will be ambitious enough for him to push himself harder and realistic enough that there will be no disappointment or failure.
 
Similarly, it is omnipresent if it is up to management to dictate objectives to employees.
 
In this situation, the assigned objectives are easily accepted by the staff.
 
 
 
4- Deployment And Convergence of Efforts
 
Motivation at work empowers teams to exert intense effort towards the achievement of objectives.
 
 
 
5- Perseverance And Self-Confidence
 
It presides over the maintenance of attention and effort over time.
 
On the other hand, motivation at work boosts the self-confidence of employees.
 
 
 
 
6- Effectiveness And Efficiency
 
It directs the work towards high dimensions of effectiveness and efficiency.
 
 
 
 
7- Productivity And Talent Retention
 
The organization becomes increasingly productive and manages to retain and retain its talents.
 
 
  
 
How Do We Measure Motivation At Work?
 
There are several ways to do this:
 
 
 
1- Conduct Satisfaction Surveys:
 
Periodic satisfaction surveys in the form of questionnaires where the respondent remains anonymous remain an excellent means of measuring the motivational level of the company’s staff.
 
These surveys take place internally by the human resources department.
 
For example, they can conduct by an external organization to whom we entrust the emails or the telephone numbers of the employees.
 
 
2- Annual Evaluation Interview:
 
The purpose of the annual interview indeed is to evaluate the individual performance of the staff.
 
However, it is an excellent time to identify and measure motivation at work within the company.
 
 
3- Psychotechnical Tests
 
A good number of psychotechnical tests make it possible to understand the motivational level of individuals and teams.
 
 
4- Local Management
 
Front-line managers are the best stakeholders who can assess the degree of employee involvement in the work since they are usually very close to their troops.
 
 
  
9 Criteria To Motivate Your Employees
 
 
Several methods of motivating employees are implemented by management and human resources:
 
 
1- Remuneration System
 
A well-designed compensation system helps to cultivate employee involvement in their jobs and organization.
 
1- Respectable salary
 
2- 13th month salary in a year
 
3- Individual performance bonuses
 
 
2- Response To Security Needs
 
Some companies decree job security as a reward for their loyal employees.
 
Also included in this section are staff rest periods, sick leave, health and work accident insurance, the retirement savings system, etc.
 
 
3- Response To Social Needs
 
Creation of project teams, weekly meetings, organization of annual staff trips to friendly places, organization of company-specific sports teams, team building activities, etc.
 
All of these are examples of management responses to meeting the social needs of staff.
 
 
4- Work Organization
 
The work to be done must be redesigned in such a way as to grant:
 
Responsibilities to staff
 
Possible autonomy in its implementation, and
 
A possible freedom of action in its execution.
 
 
5) Promote the Meaning and Value of Work
 
Management needs to communicate the importance of work in the company.
 
It must reflect the impact of everyone’s work on the team, the department, the company, the community, the city, the country, and the world.
 
Thus, the staff will value what they do, take care of it, and improve it.
 
 
6- Recognition of Achievements And Efforts
 
Recognition should be part of the corporate culture.
 
Each time a job is done, an objective is achieved, and a project is finalized. The management must make the effort to recognize these achievements clearly and happily.
 
It cultivates self-esteem, it mobilizes teams to redouble their efforts, and it develops self-confidence within individuals.
 
 
7- Expansion And Enrichment of Tasks
 
These two motivation systems allow employees to improve their performance in carrying out missions and activities and, in addition, develop new skills necessary for them to manage future evolving work positions.
 
7.1- Expansion of Tasks
 
It is the managerial action by which the employee is granted new activities with new responsibilities.
 
Giving responsibility for a project to an employee while controlling it is an example of job enlargement.
 
Similarly, task delegation is a form of task enlargement.
 
 
7.2- Job Enrichment
 
It is the action by which the management entrusts the worker with a new project with new responsibilities while leaving him almost freedom of decision and movement.
 
“Example: Assign the employee difficult and specialized tasks that will allow him to develop his professionalism and expertise.
 
 
8- Communication And Feedback
 
An almost daily, permanent, and continuous communication policy between manager and employee helps build solid bridges of mutual trust between the two parties.
 
At the same time, feedback from the manager after the employee has completed part or all of a mission or project is an excellent way to correct any imperfections that may arise along the way quickly.
 
 
9- Management Style
 
The managerial style that generates involvement at work is known as “participatory management” or “proximity management.”
 
This managerial style succeeds in promoting staff participation in problem-solving and decision-making.
 
It leads to motivation at work and employee loyalty to the organization.
  
2 Major Signs to Detect a Lack of Motivation at Work
 
Several methods, some of which were cited a little earlier in the chapter “how to measure motivation,” have been described to detect a lack of motivation.
 
Here, I will invite you to take advantage of your daily observations of the behavior of your staff.
 
Indeed, a person’s recurrent behavior can inform us about his motivational level and a fortiori on his lack of motivation at work.
 
 
1- Constructive Behaviors Revealing A Lack of Motivation
 
Here are some seemingly constructive behaviors. On the other hand, we must ask ourselves if it is not a lack of motivation that is at stake:
 
The person who discusses everything or else
 
Conversely, the person who accepts everything without the slightest opposition or discussion
 
The person who only focuses on hobbies: breaks, welcoming all walk-in visitors, answering all calls and emails.
 
 
2- Destructive Behaviors Indicative of Lack of Motivation
 
The person becomes aggressive
 
She looks for justifications and excuses, most of the time
 
He pins his problems on others
 
Evokes unreal requests
 
Withdraws socially
 
Repeated sick leave.
  
Conclusion
 
Throughout this article, we have certainly become aware of the immense interest of motivation at work in the creation of a good quality of life at work.
 
1- In the culture of happiness and well-being that spreads within individuals and the organization,
 
2- In promoting the meaning and value of work and life, in the effectiveness and efficiency it grants to staff,
 
3- In the achievement of individual and collective objectives, in the accomplishment of the performance and productivity of the organization.
 
4- In short, in success in life!
 
5- The success of the individual and that of the company!
  
What do you think?
 
Share your thughts in the comments.
 
 
 
 
Need Help or Advice in Academic Writing
 
See Samples
 
https://independent.academia.edu/shamsulIslam8
 
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  IoT & Big Data  
 
 
Artificial IntelligenceBusinessGig EconomyManagementMarketingScholarlyTrendingWriting
 
IoT and Big Data | The Future Looks Bright
 
 by Shamsul   
 
 
 
 
 
 
IoT and Big Data | The Future Looks Bright
  
Connected watches, smart clothes, autonomous cars, smart cities. Welcome to the era of “everything connected”! In recent years, the IoT has revolutionized our daily lives. All sectors are concerned about health, transport, logistics, environment, sport, and automotive. The development of connected devices is accompanied by increased production of data. Big Data and IoT, therefore, go hand in hand.
 
But what is the IoT? How is it related to Big Data? What future for technologies associated with IoT and Big Data?
 
 
What is IoT?
 

Thanks to a set of electronic components (mainly chips and sensors), it is now possible to connect many physical or virtual objects to the internet in order to collect, store and transfer the data generated. It is called the IoT or the Internet of Things.
 
The IoT system allows, among other things, to control environmental data such as temperature or air quality, monitor heart rate, find the best road route, and optimize agricultural productivity. In short, its applications are endless.
 
On the business side, the benefits of the IoT are just as numerous: savings, time savings, efficient management of operations, improvement of the customer experience, and increased productivity. The IoT is a real strategic challenge for companies.
 
 
What is Big Data?
 

The advent of social networks and new information and communication technologies has increased data production tenfold. Too massive to be handled by conventional processing tools, so this “big data” requires appropriate analytical technologies.
 
Big Data has three significant characteristics:
 
1- The Velocity, corresponding to the data processing speed,
2- The Volume, designating the amount of information generated,
3- Variety refers to the diversity of data collected.
 
 
IoT and Big Data: Two Interdependent Systems
 

Equipped with chips, sensors, and/or cameras, connected objects capture, record and transmit a colossal amount of unstructured data in real-time. Given their huge volume, this big data is processed using Big Data analytical tools such as Hadoop, Rapiminder, Spark or Storm. To be usable, the data generated will therefore undergo a process comprising different stages, during which they will be collected, stored, and then analyzed before being transformed into intelligible data.
 
Therefore, IoT and Big Data are complementary: the data produced by connected devices helps to generously feed the Big Data system while Big Data technologies make it possible to convert this data into useful and understandable information.
 
 
What is the Future of IoT and Big Data?
 

The IoT is a growing phenomenon. According to an estimate by the Statista Group, nearly 29 billion connected devices will be active globally in 2030, almost three times more than in 2020. At the same time, the data generated will also grow exponentially, reaching 73.1 ZB by 2025, a 422% increase from 2019, according to IDC. This rise of the IoT will require the implementation of innovative Big Data solutions capable of supporting the massive volume of data generated. In this context of expansion, companies are increasingly turning to data specialists to optimize their data management.
 
Training in data professions, therefore, means moving towards a sector of the future and having the guarantee of entering the job market quickly.
 
Are you interested in data science, artificial intelligence, big data engineering or data analysis? Join Tech Institute and advance your career!
 
A piece of advice? Questions? Contact us.
 
 
 
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  Work from Home  
 
 
Better TipsBusinessGig EconomyManagementMarketingTrendingWriting
 
What is the Solution To Better Manage Remote Working?
 
 by Shamsul   
 
 
 
 
 
 
 
What is the Solution To Better Manage Remote Working?
  
As we have seen before, more and more companies are adopting remote working. In this case, the challenge is, how do you manage a team remotely? What is the Solution To Better Manage Remote Working?
 
And what do you do when half of your team is with you in your office and the other half are remote employees?
 
For many managers, this is the new reality they have to face, and for collaborators and employees, they also have to adapt to teleworking, which can be challenging. What are the pitfalls and solutions to properly manage remote work?
 
 
 
1- Define the Best Remote Work/Office Configuration
 
 
 
Take the time to settle into your home.
 
Budget for the key tools like a laptop stands if you don’t have a screen or PC, the right chair to protect your back, or a headset if you’re on the phone a lot.
 
Try to separate work and family life as much as possible; otherwise, it will become “unmanageable,” and you will likely experience burnout.
 
Set clear limits on spaces and hours of work. Discuss these limits with your online co-workers, friends, or family.
 
Spend time at the end of each day to jot down what works and what doesn’t and re-evaluate this to make changes for the following week.
 
 
2. Ensure That Strict Daily Routines are in Place in Remote Working
 
People think they can work from home intuitively. But everything does not automatically fall into place. Think about how you are going to structure each day.
 
Make a clear distinction between working and non-professional spaces. If you can, work in a room away from the living room or bedroom. If you can’t, set up and then take down your workspace every morning and night.
 
Create “an imaginary journey”. It can be as simple as walking for 15 minutes in the morning before you start working out. Be sure to strictly follow government guidelines on whether or not you can leave your home. If you are going out, be sure to follow the correct social distancing protocols.
 
If you can, add rituals. And at the end of each week, write down your habits, put them on the fridge and stick to them.
 
 
3. Communicate Effectively from a Distance
 
Find a way to communicate your “limits” to your coworkers and manager.
 
Inform about your working hours (you may need to review this from time to time)
 
Be very specific about meeting times and call schedules and put them in a shared journal so your coworkers can see when you have an appointment.
 
Try to avoid communicating only through direct messaging (eg, Slack), as this can allow endless interruptions.
 
Try to avoid scheduling “video calls” or “video appointments,” for example, remotely to your friends and family – that is, you shouldn’t need to schedule calls with your loved ones; allow some spontaneity in your life.
 
 
4. Manage Distractions in Remote Working
 
Limit smartphone use unless it is vital for your work.
 
Use the right tools, whether that’s using time management tools to prioritize your work or creating specific times of the day for focused and efficient work.
 
Block 2-3 hours in the morning for substantive work and identify the key moments where you are most successful and/or productive.
 
Beware of Facebook and social networks more generally, as well as YouTube. You may have to go to work (there are work-related groups), but they are designed for distraction and are “time eaters”.
 
Email a to-do list at the start of the day to your manager and check that you’ve completed them at the end of the day. You can quickly scale to better tools like Trello.
 
 
5. How to Create a Work/Leisure Boundary
 
When you are at home, the smartphone can easily become a distracting device. Think of your laptop as a work device and your smartphone as a communication device.
 
Be efficient in using your mobile. IOS screen time and similar features give you a glimpse of reality and help you reduce usage for a healthier, happier life.
 
Avoid responding to business emails outside of working hours, otherwise, it becomes the norm. And there is no way to go back.
 
At the end of the workday, do something that makes you feel good – call your loved ones, play sports, or any other activity or hobby that you are passionate about.
 
 
 
How Can Management Adapt To Remote Working?
 
The Covid-19 pandemic has upset certain management practices for many companies that are unwilling or not ready to let teams telecommute remotely overnight. This raises several questions since the employees are at home and sometimes work even more than before.
 
This practice is spreading, and some companies will not go back. This change also raises legal issues that have caught many companies off guard. In addition, companies designed corporate policies before COVID-19 on a traditional management model known as “pyramid” for the most part. This resulted in employees working in an office physically.
 
Management must now be adapted to its new practices and the labor code may seem “obsolete” because your company policy must take into account a “time” which is no longer the same as before. Follow-up time must be taken into account, including overtime and breaks, so the allocation of time should be reconsidered. This can be a good time to define the expectations of collaborators who work remotely clearly.
  
1. What are the legal problems associated with teleworking for managers?
 
Be aware that the rules have changed, but how do you keep confidentiality? Teleworkers should know their privacy rights. “For example, just because the work is done on a personal computer does not mean that it is not likely to be monitored by the employer.” “Although the work location may be personal, they always act in the course of work as an employee at work. “Employers and managers, by a delegation of authority, must take steps to maintain the confidentiality of company information, including signing a non-disclosure agreement. They also need to make sure that they can retrieve files from teleworkers.
 
Remember that the employer’s responsibility extends to the home, what about the CHSCT? This is important because “if a teleworker is injured while working from home, the employer could be found just as guilty and liable as if an accident were to occur at the workplace”, “Most courts have considered the home as an extension of the workplace. “So companies need to consider their internal regulations and create a specific policy regarding work-related injuries that can occur in the home of an employee working from home. Also, how will collective agreements adopt? It may take some time.
 
 
2. Make Telecommuting Security and Remote Working
 
Make telecommuting security and remote working a top priority. To manage their teams, companies and managers should also restrict personal devices. Employees who work from home need secure access to company information, including using encryption, passwords, and network firewalls. VPN and network security, is this the solution? Teleworkers will undoubtedly have to work from a secure server or use a virtual private network. “This is especially crucial for business owners because, in the event that a teleworker compromises sensitive data, the responsibility lies with the employer.
 
Take into account the issue of hours actually worked and wages. Companies should realize that the company is responsible for wages and, therefore, for unplanned overtime. “Employers with teleworkers should, therefore, put in place a mechanism to track these hours and ensure their accuracy in the absence of a local team leader or manager to assess employee working hours.” “Companies should also encourage establishing a simple communication and reporting system between managers and teleworking employees. These legal issues may seem complicated, but with planning and forethought, a business can avoid problems and create telecommuting policies that will benefit the business and its workers.
 
 
3. What are the new challenges for managers with teleworking or remote working?
 
Many challenges and opportunities must also be taken into account. Although remote working has its own set of benefits and obstacles, as we have seen previously, by providing the right training and using the right vision and strategy, many of these obstacles can be overcome. Here are some tips on effectively managing your workforce when working remotely.
 
For managers who follow teams from a distance: Maintain “meaning” at work and above all, a “community” link.
 
Foster a sense of connection with your staff through virtual meetings. Even though these “meetings” are short, it helps remind your employees that even though they work alone from home, they are still part of a team.
 
As we also saw in the article: Make sure your team has the resources and training needed to do their day-to-day tasks.
 
Ask open-ended questions about your employees’ struggles or resources they might be missing. Their answers might surprise you.
 
 
Conclusion
 
Remote working is not easy, even when people make this choice themselves. For some, working remotely (telecommuting) creates anxiety. The prospect of freedom may seem exciting to others, but this “freedom” can soon become overwhelming, making people feel lost and helpless.
 
Everyone should think long and hard about what kind of person they are, and what style of work they like and develop the right work strategy accordingly. Think about whether you need outside help or whether you need to outsource some of your work to other people. Some people are good at self-management, but not everyone. This is why offices and teams were created in the first place and not all can be automatically transferred online!
 
Let’s be clear; it’s much more challenging to self-regulate when you’re alone, which is why many remote workers go to remote working spaces. People go to co-working spaces even if they don’t know each other because just being with other working people increases productivity. This concept is called “co-presence”, a term that will develop vigorously.
 
Finally, whether traditionally or remotely, teams must have “managers”, and the working tools. There is also “common sense” to keep in mind, remote presence and management cannot be improvised.
 
 
 
 
 
Need Help or Advice in Content Management:
 
Would you like more advice? Do you have good practices to share? Express yourself in the comments.
 
Also, if you want help writing content to drive more traffic and boost conversions, please get in touch through Contact our team.
 
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