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Know the Impact of IoT on Business and Society

by Shamsul

Impact of IoT on Business and Society

Abstract

The literature review highlights how IoT has transformed how organizations do business today. How society functions, along with discussing the potential of IoT in transforming the world we live in today.

The literature review discusses the potential of IoT use and the risks and challenges faced. It touches on how society and organizations as a whole benefit from IoT implementation and what challenges and risks can be waiting around the corner if proper IoT implementation and related rules and regulations are not followed.

The literature review discusses IoT’s benefits, challenges, and risks

to organizations and society, along with the possible actions that should be taken to derive maximum benefits from IoT while eliminating involved risks and challenges to all possible extents.

Extensive analysis of the literature reveals that while almost all researchers agree on the importance and beneficial nature of IoT, almost all present some concerns over its adoption strategies and the need to develop a use infrastructure system with the right rules and regulations, that will overcome challenges and risks and offer the maximized benefit of the technology.

Table Of Contents

Abstract 1

Introduction. 3

Emergence of IoT.. 3

Paradigm Shift in Technology and Its Effect On Business. 4

Potential Benefits Organizations Can Derive From IoT Use. 5

Potential Risks Of IoT Use. 6

Future Actions To Support IoT Implementation. 8

Create Global Value in B2B.. 8

Optimizing Operations. 9

Create Innovative Economic Models. 9

References. 11

Introduction

Internet of Things (IoT) is a network of connected objects that are able to link and communicate with each other, along with other devices that are internet enabled (Ramos, Augusto & Sharipo, 2008). Ramos, et.al., (2008) evaluate IoT as offering the capability of controlling and monitoring the physical world in a remote manner. 

Hashem, et.al., (2015) further adds that the adoption of IoT will enable businesses to yield immense benefits, in addition of the Big Data that will be gained as a result offering valuable insights and the potential to obtain value from them. This however does not mean that scholars and researchers are not concerned about the risks involved as Scarfo (2014) points out that there may be factors and risks associated with IoT use that may have unintended effects on its use by organizations.

IoT is clearly generating great interest. The number of related devices is predicted to reach 55 billion by 2025, and companies recognize that a connected workplace would offer several opportunities. Realizing that IoT can have a major impact on a company, its mode of operation, its personnel and its flexibility is fundamental for its adoption (Challal, 2012). Soon all the devices owned and virtually all of the things that exist – will be connected to the Internet. Whether it is via a mobile phone, “clothing” devices or ordinary household appliances, everything will be linked to the Internet of Things (IoT) by means that cannot be imagined yet.

 
Emergence of IoT
 
Attaran (2017) defines the evolution of technology as being in its third wave currently. The first wave included the worldwide web connecting computers with various networks and connecting people with people in the second wave. IoT is the third and current wave that has connected everything with everything else. May it be people, devices, types of machinery, environments or virtual objects, everything today is interconnected.
 
The thermostat, alarm system, smoke detector, doorbell and refrigerator in your home may already be connected, but changes are also beginning to be seen across cities. Thanks to better management of energy, water, transport and security, residents are closer to their environment, which brings us to realize a fully integrated, intelligent and sustainable city. In addition to this, an incredible bubbling of activity and innovation at the level of production plants is also witnessed, where the potential of cyber-physical systems to improve productivity and efficiency in the production process is immense (Vermesan et al., 2011).
 
 
Paradigm Shift in Technology and Its Effect On Business
 
According to consulting firm Gartner, Inc., (2013), 6.4 billion connected devices will be used worldwide this year, up 30% from last year. This figure is expected to triple to almost 21 billion by the end of 2020 (Gartner Inc, 2013).
 
The impact of IoT is ever-expansive as technology rapidly gains acceptance and adds to the functionality. There are three major economic sectors that will experience a phenomenal boom in terms of IoT solutions, e.g., businesses, governments and consumers. Businesses by far will adopt IoT solutions owed mostly to the potential it offers with respect to enhancing productivity, lowering costs of production and exploring and expanding to newer markets, besides aiding in the development of new products or adding value to existing ones (Shim, et.al., 2019)
 
On an international level, major developments are taking place in the conventional manufacturing industry, marking the dawn of intelligent manufacturing, also known as Industry 4.0. (Sen, 2010). IoT provides manufacturers the ability to track objects, to find out how consumers use certain products, and to determine which features are paramount. They can thus better understand the adjustments to be made to increase the adoption and purchase rates. Businesses want to know what users are doing with the products to take advantage of them, and IoT gives them the opportunity.
 
 
Potential Benefits Organizations Can Derive From IoT Use
 
The biggest benefit IoT offers organizations by far is the Big Data abundancy. Fleisch (2010) identified 7 drivers of value related to IoT’s use by businesses, also partially discussed in further literature on the topic. These include
 
1. Enhancement of job satisfaction, consumer empowerment, reduced labor cost and improved quality of data received (Bi, Da Xu, & Wang, 2014; Fleisch, 2010).
 
2. Reduction in costs of process failure, fraud and labor cost, along with offering high granularity information that enables achieving of efficiency through enabling improvement of process (Fleisch, 2010)
 
3. Improvement of quality of service by means of prompt control of service and identification of potential areas that require improvement of the process (Brous & Janssen, 2015, Fleisch, 2010)
 
4. Reduction in cost of process security and process failure, enhancing trust in consumers (Fleisch, 2010)
 
5. Direct feedback enhances the effectiveness and efficiency of service through flexible, robust and accurate processes (Fleisch, 2010)
 
6. Widely ranging feedback from users offering opportunities of advertising to new consumer segments and seeking new revenue streams (Fleisch, 2010)
   
 
7. Identification of trends through customer feedback, ideas on new product features and enhancements and selection of new segments that attract consumers (Fleisch, 2010).
 
 
Chui, et.al. (2010) further add on that the IoT applications of Automation and Control and Information and Analysis have contributed tremendously to enhancing the efficiency of organizations and enforcing compliance through the amount of processed data IoT has offered and respectively the base for analyzing that data. Further on Information and Analysis ability IoT has offered organizations has enabled them to experience effective decision-making based on quality data received from various networked physical objects and analytics driven by sensor-based tracking devices.
 
Harrison (2011) also stresses on the benefits IoT offers for eCommerce and Commerce entities as the granular data collected automatically and in real-time, with the ability to share instantly has transformed the business scenario completely.  
 
IoT offers a vast variety of benefits offering analysis and real-time data measurement offering tactical, political, strategic and operational benefits that have completely transformed how businesses operate today (Brous & Janssen, 2015).
 
 
Potential Risks Of IoT Use
 
Although there is no denying the tremendous benefits IoT has offered organizations, yet there are risks, challenges and barriers to its complete adoption. Organizations are turning towards IoT to observe new data sources; however, as Scarfo (2014) put it, one great challenge faced is the security, information sharing and privacy of this data. Security and privacy have been a major concern. Moreover, they are the main obstacle to the complete adoption of IoT (Skarmeta, et.al., 2014).
 
There are concerns related to the disclosure of user information as there is a possibility of revealing sensitive information in the process, related to personal or financial data, etc. Unauthorized access can put many users at risk of being exploited and will impact the privacy of users severely (Fan, et.al., 2014; Kranenburg, et.al., 2014).
 
Misuraca (2009) explains that there is no second opinion that IoT has brought a wealth of opportunities for businesses; however, there is a need to develop regulations and policies related to IoT that are drafted sensibly, as poorly coordinated regulations and policies can actually hinder its adoption and impede its implementation. Also, organizations need to place themselves very carefully among these regulations (Stephan, et.al., 2013).
 
 
Another challenge organizations face in the implementation of IoT is the high implementation and development costs. Though overall cost reduction is a benefit of IoT initial implementation and development is a costly affair, coming as a challenge to organizations (Yazici, 2014). According to estimation, Walmart’s vendors had to spend around $1 million to $3 million on RFID implementation, signaling that a fully functional system of IoT can be substantial for organizations. (Yazici, 2014).
 
Like any new technology, IoT can be confusing and a little scary, especially when the debates revolve around standardization. Currently, the biggest problem in the field is the lack of consistent standards.
 
There are no standards for certain layers of IoT technology, but others are the subject of many competing standards, none of which is clearly decisive. Without a “common communication method”, devices will only be able to communicate with their own brands, which will seriously reduce the interest in connected machines. It is enough to consider connectivity issues to understand how difficult the lack of stable standards can complicate product development and industry growth. For example, if an organization that develops smart clothing technologies differs from a company that develops technology for smart buildings, the chances of communicating their products are minimal (Khan, Khan and Khan, 2012).
  
Future Actions To Support IoT Implementation
 
 
Create Global Value in B2B
 
To make the IoT more understandable for the general public, society is enthusiastic about the release of various “wearables” (activity trackers, connected watches, etc.) and equipment for the connected home. It is true that these areas carry considerable value where the global wearable market is expected to “more than double” in 2015. However, the fact is the essentials: in the next ten years 70% of the value will come from applications in B2B. Experts estimate that around $ 11.1 billion in value will be created every year, $ 5 billion of which will come from B2B alone, such as production in the broadest sense, that is, manufacturing, agriculture and even health structures, extraction of raw materials (mines, gas, oil), construction and finally, in offices (Chen, et.al., 2014).
 
The potential of IoT is therefore global. Emerging markets with their intensive manufacturing production will be the first to adopt it. 38% of the global estimated value is likely to be generated in developing economies. These countries having less legacy technologies, their economies will skip stages. Quantitatively, the deployment of IoT (factories, extraction, oil and gas, construction) could exceed that in post-industrial economies (Stankovic, 2014).
 
 
Optimizing Operations
 
Investing in IoT hardware is just a starting point in the value creation chain. Most of the competitiveness gains will be realized elsewhere: the IoT will provide a constant flow of essential data in decision-making and which will optimize operations, work organization and staff allocation.
 
According to (Chen et al., 2014), IoT systems will centralize all data concerning the operation and actual use of the equipment. This data will then be more precise than the information collected from consumers or during studies. Manufacturers will be able to understand which functions of their products are more or less frequently used, in order to modify the design to make them more functional. In addition, improving the iterative loop (e.g. updating online connected products) will make the whole more robust and more relevant. So, instead of depreciating, the object will continue to increase in value (Chen et al., 2014).
 
Currently, most of the data generated by the IoT sensors is not in use. Usually on an oil drilling site, a traditionally “early adopter” area, 30,000 detectors are installed. Only 1% of the data is in practice, yet this data is an important source of additional value.
   
 
 
Create Innovative Economic Models
 
IoT can lead to the creation of new business models that would be game-changing in various industry sectors. For example, the use of IoT connectivity and data can transform the sale of industrial capital goods into a service. There are many ways to create new economic models. First, knowing when and how the equipment is used allows manufacturers to optimize and monetize a new use-consumption. Second, the data set obtained from all these objects helps the supplier to gain performance in the management and use of its equipment. For example, analyzing IoT data would help improve maintenance forecasts, reduce downtime and anticipate peak usage (Hui et al, 2012).
 
This change in the economic model will encourage companies to strengthen their service offer. Product development turns into service development, where value is co-created with the customer. It will not be enough to focus on the product features for which customers will pay the most. Understanding customers’ expected results will be vital to formulate the most effective offer.
 
 
 
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References
 
Attaran, M. (2017) The Inter of Things: Limitless Opportunities For Business And Society. Journal of Strategic Innovation And Sustainability. 12(1), pp. 10-29.
 
Bi, Z., Da Xu, L., & Wang, C. (2014) ‘Internet of Things For Enterprise Systems Of Modern Manufacturing’, Industrial Informatics, IEEE Transactions. 10(2), pp. 1537–1546.
 
Brous, P., & Janssen, M. (2015) Effects Of The Internet Of Things (IoT): A Systematic Review Of The Benefits And Risks. The 2015 International Conference On Electronic Business. [online] Available at file:///C:/Users/MSE/Downloads/dualityofIoT-benefitsandrisks-shortversion.pdf
 
Challal Y. (2012) Security Of The Internet of Things: Towards A Cognitive And Systemic Approach. HDR, June, UTC.
 
Chen, S., Xu, H., Liu, D, Hu, B., & Wang, H. (2014) A Vision Of IoT: Applications, Challenges, And Opportunities With China Perspective. IEEE Internet Things. 1(4), pp. 349–359.
 
Chui, M., Löffler, M., & Roberts, R. (2010) The Internet Of Things. McKinsey Quarterly. 2 , pp. 1-9
 
Fan, P. F., Wang, L. L., Zhang, S. Y., & Lin, T. T. (2014) ‘The Research On The Internet Of Things Industry Chain For Barriers And Solutions. 441, pp. 1030–1035.
   
 
Fleisch, E. (2010) ‘What Is The Internet Of Things? An Economic Perspective’, Economics, Management, and Financial Markets. 2, pp. 125–157.
 
 
Gartner (2017) Forecast: Internet of Things — Endpoints and Associated Services, Worldwide. [online] Available at  www.gartner.com.
 
Hashem, I. A. T., Yaqoob, I., Anuar, N. B., Mokhtar, S., Gani, A., & Khan, S. U. (2015) The Rise Of “Big Data” On Cloud Computing: Review And Open Research Issues Information Systems, 47, pp. 98-115.
 
Harrison, M. (2011) The Internet of Things’ And Commerce XRDS: Crossroads, The ACM Magazine for Students. 17 (3) pp. 19-22.
 
Hui, S., Wan, J., Zou, C., & Liu, J. (2012) Security in the Internet of Things: A Review. IEEE.
 
Kranenburg, R.V., Stembert, N., Victoria Moreno, M., Skarmeta, A.F., Lopez, C., Elicegui, I., & S´anchez, L. (2014) CoCreation as the Key to a Public, Thriving, Inclusive and Meaningful EU IoT.
 
Ramos, C., Augusto, J. C., & Shapiro, D. (2008) Ambient Intelligence-The Next Step For Artificial Intelligence. IEEE Intelligent Systems. 23 (2), pp. 15-18.
 
Scarfo, A. Internet of Things, The Smart X Enabler. (2014) International Conference on Intelligent Networking and Collaborative Systems (INCoS).pp. 569-574.
 
Sen, J. (2010) Internet of Things – A Standardization Perspective. [online] Available at www.gisfi.org/wg_documents/GISFI_IoT_2010062.pdf.
 
Shim, J. P., Avital, M., Dennis, A. R., Rossi, M., Sorensen, C., & French, A. (2019) The Transformative Effect Of The Internet Of Things On Business And Society. Communications Of The Association For Information Systems. 44.
 
 
Skarmeta, A, F., Hernandez-Ramos, J. L., & Moreno, M. V. (2014) A Decentralized Approach For Security And Privacy Challenges In The Internet Of Things. IEEE World Forum On Internet Of Things (WF-IoT). pp. 67-72.
 
Stankovic, J. A. (2014). Research Directions For The Internet of Things. IEEE Internet Of Things. 1(1).
 
Stephan, E.G.,  Elsethagen, T. O., Wynne, A. S., Sivaraman, C., Macduff, M. C., Berg, L. K., & Shaw, W. J. (2013) A Linked Fusion Of Things, Services, And Data To Support A Collaborative Data Management Facility. 9th International Conference Conference on Collaborative Computing: Networking, Applications and Worksharing (Collaboratecom), pp. 579–584.
 
Vermesan, O., et al. (2011) “Internet of Things Strategic Research Roadmap”, Cluster of European Research Projects on the Internet of Things.
 
Yazici, H. J. (2014) An Exploratory Analysis Of Hospital Perspectives On Real Time Information Requirements And Perceived Benefits Of RFID Technology For Future Adoption. International Journal of Information Management. 34 (5), pp. 603-621.
 
 
 
 
 
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Better TipsBusinessManagementMarketingWriting
 
How Do You Collect Feedback From Your Customers?
 
 by Shamsul   
 
 
 
 
 
 
How Do You Collect Feedback From Your Customers?
  
Collecting customer feedback is one way to demonstrate that they matter to you. Indeed, by paying attention to their positive and negative comments, you prove your openness to criticism. It means a desire to improve your products, services, and customer experience. In short, you are getting to know your customer’s buying journey better.
 
 
How Do You Collect Feedback?
 

Whether or not you’re comfortable with technology, there are different ways to gather customer feedback. However, these methods do not apply at any point in the customer journey.
This is why using a combination of methods is recommended to obtain an accurate idea of the customer journey.
 
 
Feedback On paper
 

Technophobic customers will be able to fill out a short questionnaire on paper. This method is simple but also one of the most cost-effective. However, the compilation and analysis of responses take longer compared to an electronic version. It is best to use this feedback method only during the start-up period of your business, with a modest number of customers.
 
 
Feedback By Interactive Terminals
 

Installing an interactive kiosk can help measure the customer experience if you have a store. Simple to use, press a button or an option on the screen to give your opinion. By requiring little customer effort, you make it easier to collect feedback. In addition, if the terminal is placed in a strategic location, you increase the number of customer reviews. On the other hand, since this method collects opinions given on the spot, it offers little room for reflection.
   
 
 
Feedback On Telephone
 

Contacting a customer directly by phone is one of the surefire ways to get the most insightful answers about their product or service. Indeed, this feedback method makes it possible to adapt to the customer’s reactions, for example, by asking him for more details on certain answers. However, the telephone survey is an art to master since it must be used at times during which your customers will be able to answer you. Due to this time limit, it is best to contact regular customers only. Otherwise, this method needs to maintain its effectiveness.
 
 
Feedback By Chat
 

Why not install a chat application if your customers regularly place orders on your website? If they need help with your service or product, they can contact you through this app instead of email. This way, your customers get a response faster. And, on your side, you have a better idea of their customer journey and the main obstacles they encounter. This feedback method will help you optimize your website.
 
 
Feedback Trough Email
 

With a newsletter or a database, you can use it to send an email to all your subscribers. You can ask them to complete an online questionnaire or rate your business on a particular site through this email. The larger your database, the greater your chances of collecting feedback. For a more personalized request, you can also use email to reach out to your most recent customers and ask them for a testimonial. In addition to serving as feedback, it will be displayed on your website or other promotional material.
 
 
By Online Questionnaire
 

It is preferable to use the online questionnaire to obtain an informed opinion on your services and products. If you look to become more familiar with computer programming, various sites allow you to create one, such as SurveyMonkey, easily. However, remember that a short questionnaire is more effective than a lengthy questionnaire. Indeed, if it takes more than twenty minutes to fill it out, your customers will be discouraged and may give up along the way. Limit yourself to five questions, but only go up to ten questions.
   
 
 
By Customer Review Site
 

Depending on the sector of activity of your company, you will benefit from being visible on a customer review platform. Many people will actually rely on sites such as Tripadvisor to choose, for example, their next restaurant outing. Through these platforms, you increase your online visibility. If you have an unfavorable opinion, it is essential to be reactive and resolve dissatisfaction as quickly as possible.
 
 
Feedback From Social Networks
 

Facebook, Twitter, Instagram, and LinkedIn Social networks are everywhere. Your business does not have to be on all social networks, but it should at least join the one that brings together a large number of your customers. By joining a social network, you offer a space where your customers can express their satisfaction or dissatisfaction. In addition, if you are familiar with the features of your social network (e.g., the survey option), you can use it to ask your customers for an informed opinion. It is an inexhaustible source of feedback.
 
 
Standby Feedback
 

Customer review sites and social media aren’t the only places to find feedback about your business. Blogs and forums are also places where your customers speak well (or poorly) about you. To avoid scanning the entire web, it is best to use monitoring tools, such as Google Alerts. After inserting the right keywords, you will be alerted as soon as a mention of your company is available online.
 
 
What to Do With the Collected Data?
 

The worst error you can make with your feedback is forgetting about it. To use their full potential, you need to analyze them. Group your data by categories, for example, everything related to customer service. Then, synthesize this data and share this summary with your colleagues. By discussing your business problems as a team, you will come up with new solutions.
   
 
With these collection methods, you will get accurate feedback on the customer journey. However, getting feedback before your product or service is available can be helpful. In an effort to improve teamwork, the online solution has new features that allow commenting on onboard cards and mentioning another member in the comment.
 
 
 
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Better TipsBusinessManagementMarketingTrendingWriting
 
A Positive Attitude of Employees
 
 by Shamsul   
 
 
 
 
 
A Positive Attitude of Employees
  
 
‘A positive employee attitude towards change is vital to a successful outcome’ (Rees & French, 2016, p. 128). Critically assess this view and consider how managers and HR Practitioners can help ensure employees’ positive attitudes.
 
 
 
 
A Positive Attitude of Employees
 
Maintaining a positive attitude at work is occasionally challenging, no matter how much we like it. Nothing happens according to our needs. There are situations in which the work environment becomes heavy, or a new boss prints a level of demand that leads to stress. Also, there are times when the activity becomes routine, and we count the minutes to finish each task (Rees & French, 2016).
 
A positive attitude at work refers to an optimistic and enthusiastic disposition directed to work activity and everyone involved. Cultivating that attitude helps a lot because it contributes decisively to making work enjoyable (Alas et al., 2013). 
 
 
The Necessity of a Positive Attitude at Work 
 
A positive attitude is considered one of the 5 main interpersonal skills the ideal candidate should have. To this are added teamwork, problem-solving, organizational and planning skills, and communication skills. However, what is the explanation for having a positive attitude in the workplace? Here are some factors that answer the question.
 
 
What is the Meaning of Positive Attitude?
 
   
 
 
     
  • Optimism: Positive people always try to follow guidelines and improve the internal working atmosphere of the organization to achieve better results for the company. “Being positive” is not at odds with “being realistic,” It is about trying to find the best option within the specific circumstances in each situation.
    •  
 
     
  • Motivation: Real professionals like their work and are excited about the position tend to give their best, trying to improve themselves even when the circumstances are adverse.
    •  
 
     
  • Proactivity: Having the initiative to propose new ideas and anticipating the client’s reaction are qualities in high demand by recruiters seeking to attract talent to organizations.
    •  
 
     
  • Flexibility: The predisposition to adapt to the client’s needs and to “be open” to learning impacts productivity and conveys a good image inside and outside the company.
    •  
 
     
  • Learn from mistakes: The ability to self-criticize and assume responsibilities is also highly valued. After the knowledge of what we have done wrong in a certain situation, we can perform differently in similar circumstances in the future. Indeed, we have a higher chance of successful achievement.
    •  
 
     
  •  The famous quote – Albert Einstein – says, “If you always do the same thing, don’t expect different results.”
    •  
 
     
  • Solidarity. In a work team, it is necessary that all the members show a predisposition to help their colleagues in such a way that different skills are combined in favor of a better result.
    •  
 
Source: Amit (2018)
 
Role of HR Practitioners to foster positive workplace attitude
  
Raise the Quality for Nurturing a Positive Attitude at Work
 
According to (Georgalis et al., 2014), one factor that encourages and helps in developing a positive attitude is the understanding that the job is done well. In order to manage things better, the following aspects can be considered:
 
     
  • Understand well what are the requirements and skills that the job demands and strive to adjust to them
    •  
  • Find ways to perform tasks more efficiently
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  • Set ambitious goals. Not only comply but identify which is the next step in the job evolution
    •  
  • Know the company well, and identify its policies, philosophy, and structure
    •  
 
If employees feel that work is a means to improve, it will be easier to ensure a positive attitude. A good part of the negative positions is born when we perceive that what we do is not have worth or that we are stagnant.
 
 
Develop Positive and Proactive Behaviors.
 
Even in the loneliest jobs, there is always a point where you have to link or coordinate the work with other people. Therefore, it is necessary to cultivate a positive attitude toward the tasks being performed and the people teamed up to work together (Holten & Brenner, 2015). To do this, the following behaviors and values ​​can be helpful for achievement:
   
 
     
  • Be responsible and punctual. Those who exhibit laziness or lack of seriousness with activities and schedules generate certain work discomfort with their behaviors.
    •  
  • Courtesy above all else. Kind words and gestures are the foundation of a good relationship.
    •  
  • Honesty. Trying to prove something that you are not, telling lies, or not admitting mistakes is something that greatly damages labor relations in the long run.
    •  
  • Learn to handle conflict. You will always find differences of opinion, but this should not become a conflict. In particular, learning to expose disagreements without attacking or hurting anyone is necessary.
    •  
 
 
 
When the work environment is favorable, motivation automatically grows. If you manage to cultivate good relationships, you will not feel like working with anonymous colleagues but sharing with collaborators who have a common cause (Katsaros et al., 2014).
 
 
 
The Importance of Self-Motivation
 
Employees do not always have someone by their side who acknowledges their efforts when things are done right. Employees should not be discouraged by this. Most importantly, employees should be aware that they are doing their best.
 
To self-motivate, there are some small keys that could help—for example, grooming the employees well, exceptionally when low. HR practitioners will see that this simple behavior makes employees feel a lot better. Some studies indicate that if a manager or supervisor smiles and keeps smiling, even if it is not so sincere, in the end, employees will be more optimistic about their work (Yousef, 2016).
 
In addition, valuing achievements and sending positive messages to employees from time to time is the key to developing and maintaining workplace motivation. Taking care of employees and recognizing their efforts are two important actions to motivate them.
   
 
 
Positive Psychology and Work
 
Pamela Castro (2012), a psychologist at the University of San Andres in Bolivia, investigated the influence of positive emotions on job performance. The results indicated the importance of reinforcing optimistic thoughts by managing emotions. According to the author, remembering happy moments in life and identifying with them, little by little, will become a constant. In this way, we will prioritize the positive before the negative.
 
Castro assures that the negative and positive states must first be recognized in the workplace. Once recognized, the negative state must be taken to the positive, but here employees might face difficulties, which that emotions are abstract. Thus, the solution given by the author is to turn subjective into an objective, that is, “to associate emotions with physical characteristics that may belong to a tangible or pleasant object. From this association, the person feels that the possibility of exchanging a negative emotion for a positive one is more real and feasible”.
 
 
 
 
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Also, if you want help in writing content to drive more traffic and boost conversions; please get in touch through  Contact our team.
   
 
Do you want help writing quality content, driving traffic to your website, and boosting conversions? You can contact me through my Freelancer.com profile also. I always prefer to work through my Freelancer.com profile for smooth functioning. Here you pay safely and securely.
 
 
 
Read More:
 
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References
 
     
  1. Alas, R., Demirer, H., & Bilgin, N. (2013). Values as predictors of attitudes toward changes and organizational learning in turkish organizations. International Journal of Trade, Economics and Finance, 4(5), 1–5. https://doi.org/10.7763/IJTEF.2013.V4.300
    2.  
  2. Amit, P. P. (2018). Employee perception towards organisational change. International Academic Journal of Organizational Behavior and Human Resource Management, 5(2), 1–25
    3.  
  3. Georgalis, J., Samaratunge, R., Kimberley, N., & Lu, Y. (2014). Change process characteristics and resistance to organisational change: The role of employee perceptions of justice. Australian Journal of Management, 1–25. https://doi.org/10.1177/0312896214526212
    4.  
  4. Holten, A.L., & Brenner, S. O. (2015). Leadership style and the process of organizational change. Leadership & Organization Development Journal, 36(1), 1–16. https://doi.org/10.1108/LODJ-11-2012-0155
    5.  
  5. Katsaros, K. K., Tsirikas, A. N., & Bani, S.-M. N. (2014). Exploring employees ’ perceptions , job -related attitudes and characteristics during a planned organizational change. International Journal of Business Science and Applied Management, 9(1), 37–50.
    6.  
  6. Rees, G & French, R (eds) 2016, Leading, managing and developing people. 5th edn, CIPD Publications, London. <http://shop.cipd.co.uk/shop/bookshop/hr-topics/hr-function/leading-managing-and-developing-people-1#_ga=1.193122799.377704390.1465485053>
    7.  
  7. Yousef, D. A. (2016). Organizational commitment, job satisfaction and attitudes toward organizational change: A study in the local government organizational commitment, job satisfaction and attitudes toward organizational change: A study in the local government. International Journal of Public Administration, 1–12. https://doi.org/10.1080/01900692.2015.1072217
    8.  
 
 
 
 
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  CPD  
 
 
BusinessManagementMarketingScholarlyWriting
 
Continuous Professional Development is Part of HR Practitioners
 
 by Shamsul   
 
 
 
 
 
 
Continuous Professional Development is Part of HR Practitioners
  
 
Q.1 Critically assess if HR Practitioners need to be ‘professional.’ Does continuous professional development have a part to play? Justify your answers by referring to yourself as a future HR Practitioner and to current debates about the future of the HR profession.
 
  
Introduction 
 
Today, it is challenging to ignore the ethical question that runs through our society and to which the company is not immune. Is this an “ethical wave” sweeping? A question that arises following a scandal or, more generally, when things are not going well? Is this a new management? The names of sustainable development, social responsibility, and ethical management are different; practices and expectations may vary or be similar (Greenwood, 2001). All sectors of the company are affected: finance, marketing, production, and human resources; all the “stakeholders” of the company are concerned: those who work or govern it, customers, suppliers, competitors, neighbors, various associations, and others. What is the role of human resources managers? How are they affected? These questions are indeed helpful and need to be answered.
 
   
  
The Image of the Leader 
 
Staff’s perception of their leader as a “moral” leader is essential. This encourages staff to follow the leader and enables a process of change. The leader’s role is “to articulate and personify the values ​​and standards to which the organization aspires, to inspire and motivate employees to follow their leader.” If we think first of all of the company’s managers, each of them is now called upon to play a leadership role at their level of responsibility. “Staff needs to recognize the moral characteristics of the leader: his honesty, his integrity.” “This will allow the leader to focus the attention of the organization over ethics and values ​​and to disseminate in the organization those principles which will guide the actions of the employees” (Crane & Matten, 2004).
 
 
Certain practices related to organizations and human resources can be qualified as “unethical.” These applications discredit the entire company: in theory, we are talking about new working models; in practice, this may be accompanied by part-time jobs rather than full-time jobs; In theory, we can speak of flexibility; in practice, it may be for management to “do whatever it wants”; In theory, we can talk about delegation, empowerment and, in practice, making someone else take risks and responsibilities; In theory, we can speak of training and development and, in practice, of manipulation; In theory, we can speak of the recognition of the work of individuals and, in practice, we “underestimate unions and collective disputes”; In theory, we can speak of work teams and, in practice, be less respectful towards individuals (Werhane, Radin and Bowie, 2004).
 
The HR professional suggests strategically managing staff as business resources to the management team. This includes managing the recruitment and hiring of employees, coordinating employee benefits, and suggesting training and development strategies for staff. In this way, HR professionals are consultants, not workers with an isolated business function; they advise managers on many employee-related issues and how to help the organization achieve its objectives (Billett, 2001).
 
  
 
Role of Continuous Professional Development
 
Continuous Professional Development (CPD) is “a combination of approaches, ideas and techniques to help you manage your learning and growth.” The emphasis is on the results and benefits such training can bring in the real world (Collin, 2006).
   
 
For HR practitioners, the appeal of CPD is evident as they demonstrate that they have been proactive in safekeeping their skills up to date while keeping abreast of the latest developments in the industry. For the candidates themselves, investing time and energy in CPD increases motivation, productivity, and job satisfaction, so it is a valuable quest whether or not you are actively looking for an employment opportunity.
 
The objectives of CPD are to ensure that their knowledge, skills, and abilities are up to date, to gain confidence in their professional role, and will take on more challenging roles and possibly change roles or jobs. In some professions, it is compulsory to meet a given quota of CPD activities to continue to be certified or authorized to practice as a professional (CIOB, 2007). 
  
Increase Earning Potential
 
CPD can benefit an HR practitioner for many reasons because it results in higher career earnings. Academic upgrades allow graduates and working professionals to increase their earning potential by updating their skills or learning new ones relevant to the workplace. After all, many graduates only know what is expected once they enter the workforce and assess the daily task required to succeed. Continuous professional development provides a flexible and easy way to improve one’s skills and a thirst for development (Briggs & Sommefeldt, 2002). 
 
Communication, as well as the maintenance of an excellent working atmosphere, is an essential element for an HR practitioner. Through CPD, practitioners can better understand what professionals mean and better appreciate work implications since knowledge will increase with the profession (Chiangmai, 2005). This is because, in this way, the manager can get the most from their employees, broadening their skill sets and adding value to the organization.
 
 
Investing effort, time, and training have become essential for establishing an effective and strong HR department and professionals (Latham & Wexley, 2001). Being a human resource manager imposes a responsibility that the company’s policies are being enforced consistently. A company lacking human resources may open itself to serious issues, where expertise, skills, and knowledge are only possible if regularly updated, ultimately impacting productivity.
   
 
Continuous Professional Development can help review, reflect, document the learning process, and update professional skills and knowledge (Nägele & Hasler, 2010). This can also serve as an excellent tool for motivation since it tends to remind the practitioners to work on their development, which will result in an enhanced level of confidence and strengthened professional credibility, along with helping the employees to be creative and innovative in handling new challenges. Moreover, diversity and flexibility offer HR practitioners an opportunity to get a learning approach that best suits the capabilities of the individual (Noorazah & Juhana, 2012).
 
 
 
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References
 
     
  1. Billett, S. (2001), Learning in the Workplace. Strategies for Effective Practice (Crows Nest: Allen & Unwin
    2.  
  2. Briggs, A. R., & Sommefeldt, D. (2002). Managing Effective Learning and Teaching. London: Paul Chapman Publishing
    3.  
  3. Chiangmai, C. N. (2005). Human-Focused Management For Future Progress. In Abdul Ghani PG Hj Metusin & O. K. Beng (Eds.), HRD for Developing States and Companies (pp. 32–43). Singapore: Institute of Southeast Asian Studies
    4.  
  4. CIOB (2007) Continuing Professional Development: Underpinning your commitment to your career [Internet], Ascot, Berkshire. Available from < http://www.ciob.org.uk > [Accessed 23rd July, 2007]
    5.  
  5. Collin, K. (2006), ‘Connecting work and learning – design engineers’ learning at work’, Journal of Workplace Learning, 18, 7/8, 403–13
    6.  
  6. Collin, Kaija & van der Heijden, Beatrice & Lewis, Paul. (2012). Continuing professional development. International Journal of Training and Development. 16. 10.1111/j.1468-2419.2012.00410.x.
    7.  
  7. CRANE Andrew et MATTEN Dirk, (2004) Business Ethics, New York, Oxford
    8.  
  8. Greenwood, M.R. 2001. Community as a stakeholder: Focusing on corporate social and environmental reporting. Journal of Corporate Citizenship, 1(4): 31-45
    9.  
  9. Latham, G. P., & Wexley, K. N. (2001). Developing and Training Human Resources in Organizations (Prentice Hall Series in Human Resources)(3rd Ed.). Prentice Hall
    10.  
  10. Nägele, C., & Hasler, P. (2010). Learning at the workplace and development of professional competences. In L. Deitmer, M.-L. Stenström, & S. Manning (Eds.), ECER VETNET Conference 2010 (pp. 1–29). Helsinki.
    11.  
  11. Noorazah, M. N., & Juhana, S. (2012). The Influence of Theories on Factors Affecting Knowledge Sharing and Its Relationship with Innovation and Organizational Performance. In 6th Knowledge Management International Conference (KMICe) (pp. 509–514). Johor Bahru, Malaysia: Universiti Utara Malaysia
    12.  
  12. Werhane, P. H., T. J. Radin, and N. E. Bowie. (2004). Employment and Employee Rights. Malden, MA: Blackwell Publishing.
    13.  
 
 
 
 
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  Business plan Outline  
 
 
BusinessManagementMarketingWriting
 
Successful Business Plan Outline For Your Company
 
 by Shamsul   
 
 
 
 
 
 
Successful Business Plan Outline For Your Company
  
Executive Summary
 
The executive summary gives a snapshot of the company’s services, aims, and objectives. It includes the business’s fundamentals, such as the services being offered, the owners, and who the customers will be. The Business Plan Outline section will also include the business’s marketing strategy and financial overview.
 
 
Company Description | Business Plan Outline
 
This section includes the following:
 
 
     
  • Mission statement: Describes the mission of the company.
    •  
 
 
     
  • Company goals and objectives: This explains the goals and objectives that will lead the business to a successful path.
    •  
 
   
 
     
  • Business philosophy: What factors are important in this business, such as the markets of the service and the factors which differentiate the business from others?
    •  
 
 
 
 
Products and Services | Business Plan Outline
 
The section will describe the services being offered as well as those competitive factors that will give advantages and disadvantages. The section will also include the pricing structure of the services as well.
 
 
Market Analysis
 
The section will include the company’s marketing plan, which includes the industry trends, major competitors as well as the primary target market of the service. Barriers to entry into the market will also be analyzed in this section.
   
 
 
Service Line
 
The section explains what services are offered and how they will benefit target customers. It explains what is special about the service.
 
 
Strategy and Implementation | Business Plan Outline
 
This section defines the business’s strategic position, which includes what it intends to do for its customers and how it will do this best. It includes SWOT analysis, pricing strategy, marketing strategy, sales strategy, and the social responsibility of the business.
 
 
Organization and Management
 
The section includes the management resources and the organizational structure of the business. Summaries of managers will also be included and will serve as brief resumes along with explaining their roles in the business.
 
 
Operational Plan
 
How will the business operate? What types of employees and supplies are required?
 
 
Marketing and Sales | Business Plan Outline
 
What is the future marketing and sales plan of the business? What will be the sales strategy, proposed promotional activities, and pricing plan?
   
 
 
Financial Projections
 
The company’s financial standing, including the business’s financial projections, is a part of this section. A projected income statement, cash flow, balance sheet, sales forecast, and break-even analysis are included in this section.
 
 
 
 
Need Help or Advice in Academic Writing
 
See Samples
 
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Need Help or Advice in Content Writing Management:
 
Would you like more advice? Do you have good practices to share? Express yourself in the comments.
   
 
Also, if you want help in writing content to drive more traffic and boost conversions; please get in touch through Contact our team.
 
Do you want help writing quality content, driving traffic to your website, and boosting conversions? You can contact me through my Freelancer.com profile also. I always prefer to work through Freelancer.com for smooth functioning. Here you pay safely and securely.
 
 
Read More:
 
WHEN AND WHY DO YOU NEED A BUSINESS PLAN REVIEW?
 
ABC ANALYSIS: A METHOD FOR BETTER BUSINESS PLANNING
 
HOW TO MAKE A BUSINESS PLAN FOR A PROJECT
 
 
 
 
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