December 2018

Do you think your professional life as a whole can always be perfect? Maybe you have a team member you don’t get along with? Or maybe you have a boss that doesn’t appreciate you? In the real world work & business is not always fun & satisfying. Research indicates that one can improve the business landscape by getting better at one thing: Emotional Intelligence. Now, what exactly is Emotional Intelligence (EI)? Emotional Intelligence can be defined as the ability of an individual to effectively perceive, control, and evaluate emotions in his own self as well as in others. Emotional Intelligence (EI) is the area of cognitive ability that facilitates interpersonal behaviour and is about directing emotions in optimal ways that help to communicate effectively with others using verbal and non-verbal cues. An emotionally intelligent individual is able to overcome difficult situations in life in a calm and controlled manner and has the ability to understand and empathize with others. In a given situation he is better able to understand how to defuse a conflict in rational ways to mend relationships, which subsequently helps build deeper levels of trust and bonding with others. The value of having Emotional Intelligence extends beyond the 'self' and positively impacts the relationships one has with others. They continue to experience difficult emotions throughout the day however, because they are emotionally intelligent, they do not fall victim to the temptations and instead embrace these emotions and express them in ways that serve greater good for themselves as well as the greater good for others. Therefore, emotionally intelligent individuals respond rationally, objectively in a way that helps to build deeper and more lasting relationships with the people they interact with. Role of Emotional Intelligence on Job Satisfaction Emotional Intelligence and Job Satisfaction are two concepts of high interest in the modern work environment and they serve as a competitive edge in personal and organizational life. Research has shown that people with high levels of Emotional Intelligence have greater career success, job performance, foster stronger personal relations, have more effective leadership skills, and are healthier than those with low EI. Organizations should start taking interest in how they can further develop their employees and recruiting those who have high EI quotient. Emotional Intelligence can be the key to workplace success for various reasons which include: Emotional Intelligence can lead to taking better business decisions Emotional Intelligence employees are more likely to keep their cool under pressure and perform more efficiently Those with high Emotional Intelligence have more self-control and are better at resolving conflicts and managing challenging situations Emotionally intelligent leaders tend to have greater empathy and better when working in teams Emotionally intelligent people are able to learn from relationships and influence people positively Emotionally intelligent employees are mentally more tough and resilient when facing difficult problems and can adapt better to changing conditions and circumstances Employees with high Emotional Intelligence is more likely to listen, reflect, and respond to constructive criticism How to Become More Emotionally Intelligent? Emotional Intelligence is widely recognized as a valuable skill for employees to possess

This series focuses upon the various facets of Blockchain technology, which the author will discuss in his subsequent posts. Whether it is a gathering of tech savvy people or business representatives, of late there is a lot of hue and cry about a technology called, Blockchain. The way open source has overpowered licensed products some few years back, Blockchain is following the same footsteps. Some few years down the line it will presumably be the most accepted technology to exchange data – a “transaction”, in Blockchain terminology. One of the factors for its wide acceptance is because of the way it records every transaction in a 'Distributed Ledger' which disrupts the traditional way of recording in a 'Centralized Ledger' (a Ledger can be assumed as a page where every transaction is recorded). Blockchain technology in its extreme disruption, replaces traditional Client–Server network by Peer-to-Peer network, where the ledger is stored in most of the participating peers (computer), making almost impossible for one entity to gain control over the entire network and subsequently over the data. Moreover, the judgement regarding the validity of a particular transaction is not in the discretion of a single entity (may be a bank). Rather there is a mechanism of polling among every participant in the Blockchain network regarding the validity of a particular transaction. This process is known as Consensus. Once the process of consensus is over, the majority wins, which means that the decision of a valid transaction is based on the number of votes supporting it. Once a transaction is declared to be a valid one (also known as proof of work), it is recorded and updated in all the ledgers. Hence the validity of a transaction can’t be decided by an external entity (a bank), rather it is decided by the stakeholders in the entire Blockchain network. To conclude, some of the classic demonstrations of Blockchain as a disruptive technology are: Digitization of Certification Process: Globsyn Business School has digitized its certification process of diplomas which is awarded to their students through Blockchain. The digital key generated to access the certificate essentially reduces the time and hassle of going through traditional process of verifying physical documentations. This processing of awarding certificates prevents the documents from getting tampered and reduces the chance of producing fake certificates to the employers. Crypto currency (Bitcoin) Exchange: Bitcoin implements Blockchain technology for digital currency exchange where no intermediary is required unlike traditional currency exchange process. Stay tuned for my next blog where I will demonstrate the technical aspects of a Blockchain transaction Cycle. Conclude your reading by leaving a comment here and also your thoughts on the topic. I would appreciate your input on the topics which you would like to hear from me in my subsequent blogs. Prof . Kaushik Ghosh IS School of Excellence Globsyn Business School   Image Source: https://fm.cnbc.com/applications/cnbc.com/resources/img/editorial/2017/07/13/104584754-GettyImages-676338290.530x298.jpg?v=1499963131  

Human resource management regards training and development as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organisational settings and one very important area of training & development which every company focuses on today for all the right reasons is communication. With this thought, the HR specialization students of Globsyn Business School (GBS) got the opportunity to have an incredible interactive session with Ms. Ria Mukherjee Basu (Faculty – Culture and Language Initiatives, TCS Talent Development) who is looking after nurturing of the TCS employees when it comes to communication and soft skills development. The session groomed the students on Employability Enhancement and Placement Mentoring. Ms. Basu enlightened us on how communication skills are extremely important in today’s scenario and how a good communicator can have that extra edge which can help the individual grow in an organisation as well as in the job markets. She also talked about the basic know how’s of an effective communication process. We had a wonderful time practicing some exercises that can differentiate a good communicator with an average one, thus enabling us with a hands on experience which is more commonly known as ‘learning by doing’ at GBS. In the later part of the discussion she talked about on how to go about in improving one’s communication skills and how important is learning an extra language when it comes to working in the multi-nationals. It was indeed a great learning experience in which we got the opportunity to have a sneak peek into what recruiters are looking for. We firmly believe that this will certainly help us in the near future as well as in the long run as we step into the corporate world in a few months’ time. Arnab Chattaraj PGDM Batch – 07, Globsyn Business School

Almost every enterprise will transform themselves to act like digital native as the digitized global economy continues to expand according to a report from International Data Corporation (IDC). This report also highlighted the fact that, Enterprises are being rebuilt around technologies like Cloud, Mobile, BigData Analytics and Social Media. Often these technologies are referred to as 3rd Platform Technologies. Enterprises are further enabled by 'innovation accelerators' like Internet of Things (IOT), Artificial Intelligence (AI), Augmented Reality and Virtual Reality (AR/VR). In the light of these insights, the IDC has made 10 predictions for IT landscape for both tech industry and non-tech industry moving into 2019 and beyond: By 2022, over 60% of global GDP will be digitized. Digital transformation must be carried out in priority in order to be in the competition. Some times that requires to bring in change in organizational behaviour. By 2023, a large chunk (75%) of all IT spending will be on 3rd Platform Technologies, as over all most all enterprises will become digitally native. At the present moment, nearly half of the enterprises have strategy in place or they are 'digitally determined' to develop a strategy that of like Google, Amazon etc. These companies can be treated as digital native company. By 2022, edge computing will be included in Cloud deployment for over 40% of organizations. AI algorithms will be prevalent in 25 % of endpoint devices. In order to provide fast response, computing must be closer to devices and data sources. AI technologies will be implemented to make these computing more faster. By 2022, 90% of all apps will feature microservices architectures that improve the ability to design, debug, update, and leverage third-party code; 35% of all production apps will be cloud-native. This point is very important to make software applications very agile to business change. This requires Cloud-native technologies like containers and server-less computing. By 2024, a new class of developers will emerge, who will use automation to generate software. Influx of these new generation of developer will increase developer base by 30% accelerating digital transformation. Use of automation tool to develop will reduce application production time, as a result, digital solution will be available more frequently. Use of new tools/platforms, more developers, agile methods, and lots of code reuse, 500 million new logical apps will be created, equal to the number built over the past 40 years. As a result this will contribute to rapid development of apps and services deployment. By 2022, 25% of public cloud computing will be based on non-x86 processors (including quantum); by 2022, organizations will spend more on vertical SaaS apps than horizontal apps. More manual system will be converted into automated system, so number of use cases served by IT will increase exponentially. These automated system will use AI enabled systems, which will drive the requirement of more stronger processor. To cater to this kind of demands, organizations will have to shift to Cloud enabled system. By 2024, today's screen-based apps will be replaced by AI-enabled conversational