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Problems that face being productive.

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How to increase productivity in the workplace

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Watch our video to gain some insight from industry experts and leaders on 'How to increase productivity in the workplace'.

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According to the Business Journals, location strategy boosts company profits.

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I recently worked with a colleague who specializes in market profiling and spatial statistics to examine sites in Southern California.

Our client needed help discovering what types of businesses had the greatest potential for success. We ran several models, and after an hour, presented our findings. The client was stunned, asking how we could determine suitability so quickly. We said the secret is using a location strategy.

The adoption of new technology has transformed the retail and real estate markets in ways never imagined. Everything from site selection to manufacturing and supply chain management has become a digital process, creating a seamless transition from production to sale. This enables businesses to grow and expand their influence in a changing market. In this new environment, traditional market knowledge and intuition are no longer enough to be profitable.

There's no going back to the days before the internet. Today's market evolves rapidly, and new disruptive technologies are constantly emerging. The music industry, for example, experienced two tectonic shifts within the past 15 years. First, Apple's iPod revolutionized how consumers stored their music by consolidating their collection to a single mobile device, effectively replacing CDs in many markets. Subsequently, streaming services like Pandora emerged offering consumers free (and legal) access to music on their cellular phones and computers.

It's fascinating that within a short period, market disrupters like the iPod or Pandora went from science fiction to staple products and services, and this is happening in every industry. This rapid evolution of technology ultimately means that retail and real estate professionals can't afford to guess any longer, they must find a way to adapt and stay ahead of market changes or risk being left behind.

Creating a location strategy

Successful businesses understand that a clear strategy is the foundation of profitability. Whether in stores or online, every transaction and customer experience occurs at a specific geographic location and understanding this connection between location and business means the difference between profitability and loss. A location strategy empowers businesses to analyze everything, from profitability to risk, in the context of space and time.

We've all heard the mantra of real estate, but what makes a location valuable? To stay ahead of market trends, professionals in real estate and retail need to challenge conventional wisdom about why particular sites are valuable or why certain stores do well near each other. To do this, they must look at hyper-local consumer behavior to find prevailing trends in retail.

Intuition and luck are not strategies. Around the country, businesses are adopting a location strategy to become more profitable empowering retail and real estate professionals to move beyond conventional wisdom and discover mathematically sound correlations that can drive more profitable business strategies.

By analyzing traditional components like visibility and accessibility and exploring local consumer behavior, professionals can better understand market potential. This enables real estate professionals to identify gaps and hidden gems in local markets to create profitable businesses and retailers to understand consumer behavior to more effectively optimize locations and products. This data-driven trend will only continue, are you ready to seize the opportunity?
Learn how a Location Strategy empowers you to know your neighborhood and master your business.
Alexander Martonik is responsible for executing global marketing strategies in the commercial business development team at Esri. He is a graduate of national cyber security studies and geographic information systems at California State University San Bernardino and government at the University of Redlands.

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Businesses boost profits by using a location strategy - The Business Journals

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I recently worked with a colleague who specializes in market profiling and spatial statistics to examine sites in Southern California. Our client needed help discovering what types of businesses had the greatest potential for success. We ran several models, and after an hour, presented our findings.

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Efficiency and Effectiveness

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The controlling process includes three steps:

Measuring performance

Comparing measured performance to standards

Taking the corrective action

Total power has two different kinds of power:

Position power

Personal power

productivity can defined as the relationship between the total amount of goods or services being produced and the organizational resources needed to produce them.

Human resources strategy is a plan to use the organizations resources effectively and efficiently while maintaining the quality of work life.

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This was an interesting perspective of the Maslow's hierarchy of needs.

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Further insight and help in understanding the Expectancy Theory of Motivation.

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Expectancy Theory of Motivation | Episode 28

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Developed by Yale business professor Victor Vroom in 1964, Expectancy Theory attempts to explain why we decide to engage in certain behaviors when presented with limitless alternatives. In this video I'll explain the three variables to make-up Expectancy Theory and provide examples to reinforce the theory.

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How motivation changes over time

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Further details of the contingency theory

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Created using PowToon -- Free sign up at http://www.powtoon.com/ . Make your own animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video.

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Leader flexibility is the idea that leaders should change their style of leadership and mold to fit the situation they are in.

Fielder's contingency theory of leadership has three primary factors that needs to be considered when moving leaders into situations appropriate to their leadership styles

Leader-member relations

Task structure

Position power

Vroom expectancy theory is based on the theory that felt needs cause human behavior.

motivational strength is an individual's desire to perform a behavior.

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A sociogram is constructed to summarize the informal relationships within a company, in this case, family

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Discrimination faced due to race that stops people from accepting ideas.

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Complaints filed proving that there is discrimination faced while hiring.

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That frustration runs especially deep among black officers in the intelligence division, which covers terrorism and other major crimes. The three African-Americans who filed the federal lawsuit joined the division in 2001, when they helped to rescue people from the World Trade Center and worked on the investigation that followed.

The officers said they were repeatedly passed over for reasons of race and were told by supervisors in some cases that they would have been promoted had they been white. In addition to having more prestige, the highest-ranked detectives earn significantly more.

As Benjamin Mueller of The Times reported Sept. 21, part of the problem is that African-Americans have been concentrated in low-prestige areas like the so-called rap unit, where detectives go undercover to hip-hop concerts to protect artists from scams and warn venues of possible problems. Black officers who realized that the unit was a dead end said they were denied opportunities to transfer to more prestigious parts of the division.

According to court documents, Roland Stephens, who recently retired after 26 years with the department, was repeatedly denied promotion, despite excellent evaluations and recommendations from his supervisors - even as less-qualified white detectives were promoted above him. According to Mr. Stephens, a supervisor once told him that he would have been promoted had he been white.

After examining seven years of promotions, the E.E.O.C. found that black detectives on average served at the intelligence division's lower rung two years longer than whites and that the difference could not be explained by experience or individual factors. The department argues with the numbers. To overcome the suit's claim of discrimination - especially in the wake of the E.E.O.C. ruling - it will have to prove that its promotion decisions were unbiased and fair.

At the very least, the department has been put on notice that it needs to develop a transparent and objective system that minimizes caprice and lets officers know in advance what is expected of them, and when and why they have fallen short.

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Opinion | Discrimination Inside the N.Y.P.D.

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That frustration runs especially deep among black officers in the intelligence division, which covers terrorism and other major crimes. The three African-Americans who filed the federal lawsuit joined the division in 2001, when they helped to rescue people from the World Trade Center and worked on the investigation that followed.

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Single-strand grapevine

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Equal Employment Opportunity Commission (EEOC) is a federal law prohibiting discrimination based on race, color, religion, gender, national origin, etc.

Sources outside the organization

Competitors

Employment agencies

Readers of certain publications

Educational institutions

To be an effective communicator, a manager should also be able to understand interpersonal communication or general as well as characteristics.

The types of grapevine

The single-strand grapevine

The gossip grapevine

The probability grapevine

The cluster grapevine

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This comic strip is quite amusing as it also illustrates how delegation can lead to abusing power as well as procrastination

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Focuses on the positives of market culture.

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Adam Smith does not believe that the organisational and the social divisions of labor are fundamentally different

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Adam Smith and the division of labour: is there a difference between organisation and market? | Cambridge Journal of Economics | Oxford Academic

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The paper claims that, in The Wealth of Nations, the division of labour refers simultaneously to two different things: a social division of labour and an organisational division of labour.

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Steve Jobs view on organizational structure.

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Vertical dimension mentions the extent to which an organization uses vertical levels to separate job responsibilities.

Mechanical structure is a formal organizational structure. Whereas, an organic structure refers to a less formal and loosely coupled networks of workers.

Managers should be careful to delegate jobs to those who are mentally and physically capable of completing them. As the consequence could be dire, for employee as well as the company.

There are fours types of organizational culture which are, clan culture, adhocracy culture, hierarchy culture, and market culture.

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Ray Dalio breaks down one of the fundamental tenets of his investment approach: that you have to bet against the consensus and also be right.

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RAY DALIO: You have to bet against the consensus and be right to be successful in the markets

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Business Insider CEO Henry Blodget speaks with Ray Dalio, the founder of Bridgewater Associates, the world's biggest hedge fund. Dalio breaks down one of the fundamental tenets of his investment approach: that you have to bet against the consensus and also be right.

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The image below illustrates that in order for implementation of a plan, proper communication is an important factor.

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The way to conduct a proper SWOT Analysis.

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An effective process companies use to assess themselves and their competitors and formulate their strategies is an analysis called "SWOT." But this exercise isn't just for businesses. It can be helpful for job seekers and those who are looking to climb the career ladder, too. Here's how the process works...

After you've defined your career aspirations and goals (see my previous blog on how to do this), the next step is to understand more about yourself and your external environment. This is where the SWOT analysis is helpful. It stands for:

This process captures information about your internal strengths and weaknesses as well as external opportunities and threats. Key to completing your SWOT analysis is to treat your career as a business and yourself as a competitive product.
Strengths
To help you understand your strengths, picture yourself as a competitive product in the marketplace. A personal strength is an asset to you as a product and can be used as a way to differentiate yourself from others when interviewing or trying to obtain your next promotion. Examples of strengths: Strong project management skills, ability to improve or reengineer processes, experience and training in presenting to large audiences, proven successful sales abilities.
Weaknesses
A personal weakness is a liability or an area of opportunity for growth. These are characteristics you could improve upon to increase future job opportunities. Examples: Disorganized, uncomfortable speaking in front of groups, tendency to procrastinate, poor listener.
Opportunities & Threats
When thinking about your opportunities and threats, I always find it easier to begin with the "threats." Try comparing yourself to people you'll likely compete against for that next job or promotion. Then, as objectively as possible, judge your threats and determine possible ways to overcome them. Here are some examples:

Threat: Other candidates have college degrees

Opportunity: Go to night school and finish my bachelor's degree

Threat: Colleague X is much better at presenting in front of groups

Opportunity: Take a speech class or join a program (such as Toastmasters); seek out opportunities to present in front of audiences

The purpose of the personal SWOT analysis is to identify actions you can take to best meet the requirements of the job or promotion you are seeking. Comparing your strengths and weaknesses to the job requirements will identify gaps and help you prepare to be the best candidate for the position to which you aspire.

Throughout my career, I've used this SWOT analysis every time I'm applying and interviewing for a new job. Going through this exercise helps me ensure I'm prepared for the interview and gets me ready to answer tough questions from interviewers (such as, "Describe your biggest weakness"). Following this process also allows me to anticipate areas that could be potential issues during the interview.

So if you need a little boost in your job search or to obtain that coveted promotion, try using the personal SWOT analysis exercise to sharpen your strengths, improve your weaknesses, identify opportunities for development and neutralize or overcome your threats.

Speak up! Join me on Twitter and Facebook

Photo credit: Microsoft Free Clip Art

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An effective process companies use to assess themselves and their competitors and formulate their strategies is an analysis called "S.W.O.T." But this exercise isn't just for businesses. It can be helpful for job seekers and those who are looking to climb the career ladder, too. Here's how the process works...

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Illustrates how and why engaging employees is the best way to create an effective plan.

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You may be funny, smart and easy to dance with, but if you are not engaging employees on an ongoing basis, all of your work in developing a strategic plan will be for naught.

In my last two blogs, we talked about informing and inspiring employees during implementation of the strategic plan. The last piece of the puzzle involves engaging people so that they fully commit continuously to achieving the plan.

When we inform people by clearly communicating the company's destination, they develop a sense of direction and focus.

When we inspire people by explaining why the destination is important, they develop the motivation and determination to see the race through.

When we engage them in reaching that destination, they become more willing to make decisions, take appropriate risks and act in the best interests of the organization.

To engage your employees:
Clearly define what winning looks like.
It seems like I mention this principle in almost every blog I write. Probably because nothing is more important that creating a picture of what winning looks like for your organization, your team and yourself. Everything flows from this critical starting point. Without a clear destination, who knows where you'll end up?
Measure what matters AND what people can relate to.
Many strategic plans focus solely on financial metrics. However, many employees don't connect on a day to day basis with metrics like operating margins, net profit and EBITDA. They don't see how making a decision about how to handle a customer leads to achieving a desired profit margin. And on those rare occasions when employees actually get to see the company financials, the gap between when their performance occurred and the numbers is far too great to have any real meaning.

What kinds of metrics help people feel engaged? Things like improving customer satisfaction and/or retention, speeding up response or delivery times, reducing scrap, developing a new product or service -- just about anything that ties directly to the tasks and activities people perform on a daily basis. When employees can see what winning looks in ways they can relate to, they make better decisions in support of the plan.
Set your employees up for success.
This sounds obvious, but it's amazing how many organizations neglect this key point. Especially during tough times when resources get stretched and the demands on everyone's time continue to increase. To set your people up for success, make sure they have:

Clarity on what they are expected to produce/accomplish

The appropriate equipment and resources (tools, money, people, etc.)

The information needed to master their position

The skills, knowledge, and aptitudes to get the job done

A good fit between their personality/style and how you expect them to get the job done

The internal motivation, desire, and drive to complete the task

Training/coaching to leverage strengths, minimize or eliminate deficiencies, and enhance professional development

Give plenty of feedback and recognition.
As leaders, we all know we should do this on a regular basis. Unfortunately, this "important but not urgent" activity often gets lost in the day-to-day pressures of getting the product out the door. Yet few things do more to engage employees than providing feedback on their performance and acknowledging their efforts. To ensure this activity doesn't get lost in the shuffle, schedule monthly one-to-ones with your direct reports regularly.

These meetings should cover the employee's progress toward the goals, any performance issues they may be experiencing, identification of additional information, support or resources they need to get the job done, and any issues they need to bring up with you. And don't forget plenty of "thank you's" for a job well done.
Build an atmosphere of trust.
To build trust, start by defining the organizational values that determine how you will behave with each other. Then live those values on a daily basis. Your behavior as a leader or manager speaks much louder than your words. Communicate constantly with employees, not just about the decisions being made but why they are being made.

Encourage people to express their ideas and opinions, and listen when they do. Hold people accountable for adhering to the organizational values and for performing at a high level. Nothing erodes trust and a sense of engagement like tolerating poor performance and/or behavior that violates organizational norms.

Companies that get the most out of their people don't take employee engagement for granted. They plan it, monitor it, and manage it so that people feel connected to and aligned with the company's vision of winning. When you get everyone in the organization running in the same direction with passion and purpose, you'll be amazed at what you can accomplish!

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Why Engaging Your Employees Is The Answer To Strategic Planning

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You may be funny, smart and easy to dance with, but if you are not engaging employees on an ongoing basis, all of your work in developing a strategic plan will be for naught. In my last two blogs, we talked about informing and inspiring employees during implementation of the strategic plan.

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Certain companies need to make sure that their planning process is through and comprehensive.

Planning is also a primary management function. Hence, organization, influencing, or controlling a system should fall after

.Forecasting involves  in predicting the future outcomes.

The skills required for implementation of strategy include

Interacting skill

Allocating skill

Monitoring skill

Organizing skill

SWOT Analysis (Strengths, Weakness, Opportunity, and Threats)

Relevant Alternative is one that is considered as feasible for solving an existing problem and for implementation.

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Further explains the concept of global business environment

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Episode 69: The Global Business Environment

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Go Premium for only $9.99 a year and access exclusive ad-free videos from Alanis Business Academy. Click here for a 14 day free trial: http://bit.ly/1Iervwb To view additional video lectures as well as other materials access the following links: YouTube Channel: http://bit.ly/1kkvZoO Website: http://bit.ly/1ccT2QA Facebook: http://on.fb.me/1cpuBhW Twitter: http://bit.ly/1bY2WFA Google+: http://bit.ly/1kX7s6P The global business environment encompasses international forces that can affect businesses.

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The growing importance of corporate culture in business.

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Corporate culture has arguably always been important, but it's only become a popular point of discussion in the past 20 years or so. To some, it's become a buzzword, losing some of its meaning due to the overabundance of content and discussions surrounding it. However, I'd argue that corporate culture was never really overblown, and is actually becoming even more important as the modern workplace continues to evolve.

Why do I say this?
The Benefits of Strong Culture
First, there are clear benefits to having a strong, unified company culture underlying your business's operations:

Identity. For starters, culture contributes to the identify and values of your company. For example, if your corporate culture is one that prioritizes setting and meeting goals, your individual workers will be more likely to set and meet goals of their own. It's a good way to set and maintain the direction of your employees, and without it, it's hard to keep your company's values coherent.

Retention. A strong company culture attracts better talent and, more importantly, retains that talent. When people feel like they belong to an organization, they're more likely to stick around for the long term. That means lower turnover, fewer new hires to deal with, and better chemistry among your team.

Image. Corporate culture also adds to your brand identity. If you treat your employees well and have a fun-loving corporate atmosphere, your customers will see you as a fun-loving, generous brand. Depending on your target demographics, that could be a major boon for sales and customer loyalty.

These are tenets of brand culture you're likely already familiar with. Culture overall is going to become more important, which means all these dimensions will increase in line with that expansion. So why is that importance beginning to increase?
Trends and Competition
One of the biggest motivating factors is the fact that corporate culture is becoming a more popular consideration and development. More companies are shifting their attention to creating more thorough brand cultures, and preserving them through ongoing development. Why? It's at least partially due to the fact that culture is talked about more frequently. Studies have indicated measurable increases in turnover for companies with poor or nonexistent culture, and conversationally, culture is mentioned more frequently between entrepreneurs.

You might think that this is a bandwagon scenario-that I'm encouraging you to focus on culture more simply because other companies are. But remember, these are the companies you're competing with, both in terms of hiring new people and in terms of appealing to customers. If you don't at least keep pace with a strong culture and find a way to differentiate yourself, you're going to fall behind.

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Why Corporate Culture Is Becoming Even More Important

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Corporate culture has arguably always been important, but it's only become a popular point of discussion in the past 20 years or so. To some, it's become a buzzword, losing some of its meaning due to the overabundance of content and discussions surrounding it.

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This images illustrates how uncertainty can be. Hence, people try to avoid these sorts of situations.

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This image shows an example of how different types cultures react differently to how they are approached.

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Managers should have a geocentric attitude, rather than a ethnocentric or polycentric attitude.

When working oversees, or expanding, one should keep in mind the culture differences and the environment and adapt accordingly.

Control is important while managing a company. For instance, standard measurements and needed corrective action is necessary to maintain food safety as well as the company's reputation for what it stands.

Transnational organization views the entire world as its business arena.

Hofstede's Ideas to describe culture are:

Power Distance

Uncertainty avoidance

Individualism and collectivism

Masculinity and Femininity

Short-term and Long-term Orientation

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"Apple 81% of the company's senior officials are men and 82% of them are white", despite the pressure for having a diverse workplace.

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CLOSE

SAN FRANCISCO - Apple's leadership remains mostly white and male despite growing pressure on technology companies to diversify their workforces from the board room to the rank-and-file.

Some 81% of the company's senior officials are men and 82% of them are white, according to a 2016 government filing Apple released Thursday.

Of 107 leaders in the Silicon Valley company, 10 are Asian men, four are Asian women, two are black men, one is a black woman and two are Hispanic men. There are no Hispanic women in the Apple leadership, according to the EEO-1, an annual report that Apple makes to the federal government.

Apple has faced and rejected shareholder proposals to increase the diversity of its executives and board.

More: Congressional Hispanic Caucus calls out Apple, Google, Facebook for hiring practices

More: Silicon Valley's race gap is getting worse, not better, new research shows

More: It's called the 'Pao effect' - Asian women in tech are fighting deep-rooted discrimination

Less than a third - 33% - of its global workforce and 23% of its technical staffers are women, according to Apple's estimates. It says 9% of its technical staffers are African American and 13% of them are Hispanic.

Apple says it's making progress. Some 29% percent of its leaders are women, up one percentage point from July 2016 to July 2017, the company said.

And, Apple says half of all new hires are from historically underrepresented groups in tech: women, African Americans, Hispanics, Native Americans, and Native Hawaiian and Pacific Islanders.

These efforts aside, white and Asian men still make up the majority of Apple's workforce.

Major technology companies such as Apple, Facebook and Google release pie charts to illustrate the demographics of their workforces. They also release a form they file with the federal government called the EEO-1.

In a statement, Apple said "The EEO-1 has not kept pace with changes in industry or the American workforce over the past half century. We believe the information we report elsewhere on this site is a far more accurate reflection of our progress toward diversity."

Since 2014 when Google released its demographics for the first time, technology companies have pledged to close the gender and racial gaps in Silicon Valley yet the gaps have been stubborn.

In fact, black and Hispanic representation is declining in San Francisco Bay Area technology companies, according to research published last month by the non-profit Ascend Foundation, which advocates for Asians in business.

The employment data from 2007 to 2015 examined by the Ascend Foundation showed that people of color are being denied opportunities from the entry level to the executive suite and are losing ground in the tech industry.

Thursday's diversity report was the first released by Apple since Denise Young Smith was named vice president of diversity and inclusion in May. Previously she served as head of human resources.

Last month, Smith apologized for controversial remarks she made during a panel discussion in Colombia.

"I focus on everyone," Smith said at a summit in Bogota when asked about whether she would focus on black women at Apple.

"Diversity is the human experience," she continued. "I get a little bit frustrated when diversity or the term diversity is tagged to the people of color, or the women, or the LGBT."

"There can be 12 white, blue-eyed, blonde men in a room and they're going to be diverse too because they're going to bring a different life experience and life perspective to the conversation."

In an email to her team at Apple that was obtained by TechCrunch, Smith wrote: "I regret the choice of words I used to make this point. I understand why some people took offense. My comments were not representative of how I think about diversity or how Apple sees it."

Read or Share this story: https://usat.ly/2ApFRKf

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Apple leadership is more than 80% white and male

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CLOSE SAN FRANCISCO - Apple's leadership remains mostly white and male despite growing pressure on technology companies to diversify their workforces from the board room to the rank-and-file. Some 81% of the company's senior officials are men and 82% of them are white, according to a 2016 government filing Apple released Thursday.

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The diversity of gender, race, etc in the workforce.

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Wanting diversity in the workforce is what most people want. However, there are many problems that come with it such as minorities not having equal representation as the other races would have.

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Diversity in the workplace bring forth new ideas and improves the ability of the company to produce results.

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More people in the workplace, and having diversity can help an organization in many ways.

For instance, the introduction of new ideas looking at a problem from a different perspective.

It is just as important to make sure that managers are aware of how their actions affect the society and the environment. Moreover, also make decisions while keeping the company/organization as well as the environment's best interest in mind.

Women can bring more to the workplace than a man can due to having soft skills. Hence, having more women in the leadership position can really benefit the company.

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This comic supports that if an act is rewarded that encourages more effort which is how in management, a manager can ensure results and maintain a good relationship with the employees.

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Further describes the necessary skills a manager needs to have.

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Learn how to manage people and be a better leader

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The influence a manager has on the workplace, and they have control over the change.

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The introduction of AI in the workplace can benefit the organization tremendously including making things more easy for managers.

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Artificial intelligence (AI) technology has been around for decades, but its capabilities, funding and the overall interest have skyrocketed in recent years. Machine learning functionalities are disrupting nearly every industry and our everyday lives, from self-driving cars to Facebook's facial recognition. According to CB Insights, funding for AI startups reached $5 billion in 2016. Further disruption is almost guaranteed as the acceleration of AI technology continues.

This rapid progression is driven by advanced machine learning -- systems that continuously consume and apply knowledge to improve accuracy and analysis. AI has already proved its potential for expediency and efficiency, completely redefining the way we live, work and relate to one another. The prospect of AI actually improving human interaction, especially within the business environment, is particularly intriguing.

Human innovation paired with technological development is a powerful force. I've had a front-row seat to what that can accomplish in the HCM space, where technology has evolved from simply performing basic HR processes to predicting future outcomes and fundamentally restructuring how employers manage their people. Technologies powered by machine learning, natural language processing (NLP) and distributed data-collection interfaces are poised to completely transform the workplace for managers.
Big Data Fosters Understanding
Running a business requires a substantial amount of data.

The term big data broadly refers to the staggering volume of information available at any given time. Today's technology can digest these data mines with superhuman capacity and speed, applying advanced mathematical algorithms to find patterns, trends and outliers. This insight can transform how managers approach everything from turnover to overtime, and it provides an opportunity for leaders to better understand their teams and how to strengthen them.

Automation plays an important role in the data consumption process and is responsible for unparalleled advancements in convenience and productivity. Complex administrative functions have often plagued employers, particularly in HR, and these solutions alleviate the potential for human error while dramatically increasing completion speed.

This laid the groundwork for the game-changing power of prediction. Today's HCM solutions leverage big data to forecast everything from performance success to flight risk, and these self-taught systems are accurate, extremely adaptive and constantly learning. Rather than simply reporting on past trends, they predict future ones, empowering leaders to drive continuous improvement within their organizations.

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Artificial intelligence (AI) technology has been around for decades, but its capabilities, funding and the overall interest have skyrocketed in recent years. Machine learning functionalities are disrupting nearly every industry and our everyday lives, from self-driving cars to Facebook's facial recognition. According to CB Insights, funding for AI startups reached $5 billion in 2016.

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I learned how important technical, human, and conceptual skills are in management. However, the fact that depending on level of management the skills needed also vary.

A manager is responsible for working effectively as well as efficiently .

The four stages of carrier development are exploration, establishment, maintenance, and decline.

Rodney Adkins's broad based knowledge, varied career path, open mindedness and always willing to learn is what lead him to the position of senior vice  president of IBM's Systems and Technology Group.

The artifacts I chose revolve around the perspective of how change can be brought by the manager. Moreover, how they influence the workplace.

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Hello everyone!

I am still reading along the lines of what I want to pursue later on, and as the days pass by and a new chapter unfolds I am looking forward to learning each lesson life has to offer through experience and knowledge. I wish everyone best of luck in this course as well as finding out the ending of their story.