A song that breaks the walls of language and leave you in tears .

This song would probably leave you in tears with a tinge of that nostalgic love in your heart brimming up to the surface with the old memories. But that’s just me let me know about yours.

For some, context the song gives a glimpse of the story Hotarubi No Mori which translates to “Into the Forest of Fireflies “. The tale is about how a girl who got stranded in a forest meets a spirit, the spirit helps her and they become friends. But a wall exists between them as the spirit could disappear forever if he is touched by a human.

Fair warning, the video does have spoilers but I don’t think it would have any consequence on your wish for watching the movie.

Hotarubi No Mori e tells a beautiful love story, a surreal fantasy dreamed up in a space between hope and truth, between human and soul. Finally, when the dream dissipates, it leaves behind a beautiful memory.

Globalisation

Despite the many challenges it has created, Globalisation has made the world a better place than it otherwise would have been. The world has much to offer, and we still need it to eradicate poverty and generate higher living standards for all, making globalisation a necessity.

 But even as we adapt to globalisation, we also tend to defend against it. The introduction of new ideas and culture tend to change the existing ones and in many cases, the newly introduced ideas are heavily contested, feared and some other times opposed.

The legitimacy of whether globalisation is a force for good is always questioned. There have been many diagnoses done on the idea of globalisation, trying to understand the main problems and where they lie.

The most significant of them as far as I have seen was the institutional inequality faced by different industries and countries due to lack of capital, geography, resources, etc. and also it’s not just the globalised economic hubs that are impacted by the globalisation bus, everyone is part of the waggon. If the leaders are able to visualise and consistently plan ahead then resources for the area will increase with rising in social opportunities, etc

The very fact that I am writing this assignment can be traced back to globalisation. I stand with the fact that global system is unfair in many scenarios but it does not lead to poor becoming poorer and rich richer. The issue is the distribution of benefits which can only be rectified through education.

Educating the masses will enable them to better suit the current scenario and keep up in the competition.

To conclude as it has brought many changes in all parts of my life from the gadgets I use and wear to the food I eat, I can consider myself as a global citizen and part of a global village, even if it may be a little isolated and away from the usual crowd.

Jargon of Optimism

A strong optimism can strike a note on one’s engagement with the world. It helps to make the state of mind firm and to make one reach his full potential.
 
A strong framework of an optimism can be made only from the good diplomacy of heart and a strong policy of mind. An optimistic mind can create a convergence between heart and mind and people and people
.
The effort taken for a particular purpose will be much less if the mind is optimistic.Cooperation, coordination and a will to fight are some things that stem from the conundrum of optimism. It can help one reach the helm.
 
Optimism also helps to face the uncomfortable, unanswered question that sometimes arises from the depth of an expanding ocean of knowledge.It helps in closing down the charm of self-doubt.
 
But being critical of oneself is also necessary. If not an unchecked optimistic mind can result in a travesty of decision making and can even be seen as being complicit to idiocy.
 
 

Project Life Concept 3 – Just do it

A Wednesday, @Campus

Day 3

“Just do it. I should just do it. I feel not like in the mood and do not want to, but I should. Guess I will do something.”

I was not doing a Shia LaBeouf “Just do it” session. I certainly didn’t have a green screen behind me.

Geeks or not. You must have heard of the chaos theory. Fair warning, I am not talking about the game, nor the album, nor the film. I am talking about the branch of mathematics that states that within the apparent randomness of chaotic systems, there are underlying patterns, repetitions, loops and sometimes a moment of order in a system sensitive to its initial conditions. If you are still not interested, ever heard the concept of the butterfly effect. It is derived from chaos theory.

I was introduced to the word procrastination when I was in eighth grade. It is not often that we find ourselves practising things that we were not aware had a particular name. Can I say that I had found myself procrastinating many times since then? I certainly didn’t know I was procrastinating before then.

Nature in a broader sense is the phenomena of the physical world collectively, including plants, animals, and the landscapes of the earth. It is one of the highly complex systems and it is nigh unpredictable. But even in its marvel and mystery, we sometimes see a sense of order to it. But I am not going to talk about the nature of the material world. I find the behavioural nature of each of us much more interesting. The question of what reasons our actions?

Nature can also be defined as the basic or inherent features, character, or qualities of something that was inborn or hereditary often influenced by the environment of its origin. This is why I wanted to talk about the chaos theory and nature of ours.

In essence, even nature, how random and chaotic it may seem when we consider the chaos theory has its own patterns, repetitions and moments of order.

The question that we have to consider is how many times we get stuck in these patterns and repetitions. Imagine bemoaning each day as boring, a repetitive cycle many often fall into. So according to chaos theory, our nature can be traced to time we were growing. So the question that now irks me is whether I can blame all my nature of procrastination on to it.

Today morning, I found myself a bit lazy and hesitant to hit the gym, I haven’t had a shred of physical exercise for some time and had promised some of my friends that I would go with them, but I was starting to feel the non-existent knick in my neck.

If I were to not go to the gym. I would probably fall into a cycle of blaming my upbringing or the bad decision from the past I make. A cycle with no resolution. Then the question would be as to how not to get stuck in a repetitive cycle of such or in some cases how to recognise the momentary order we find in the chaos we live so that the nature we adapt during these moments will define our nature forward.

The actions we take during these moments of order among the chaos of our life will identify our actions in the future. Then the question is what reason could spur us into action.

I was trying to motivate myself to just do it when I got invited to play football by some other friends. In the end, I played football.

Did I achieve a moment of order today?

Project Life Concept 2 – What Can’t be compromised?

The very Tuesday, @Campus

Day 2

“I spend an hour writing the post yesterday. Not really helping my case.”

Ever heard of the midnight sun, it is a natural phenomenon that happens at the poles. Nations up north in the artic circle like Norway have extended day times during the summers. You probably must have. My point is not about the midnight sun. It is about the sleep hours. I like to have a seven-hour sleep and that is one of the things that I like to not to compromise on.

Not many are comfortable to compromise on certain issues. Do you have an idea that you feel bonded to, on the face of it can you ever compromise on it?

I started the blog with the idea of motivating me to do more than just while away my the time in front of the screen. In hindsight, I spend more than what I spend on youtube on writing that post. It is a clear indication that I need to somehow try to find a way to consolidate the daily writing to a measurable small time otherwise it is going to infringe on my sleep.

The best way to sell something to someone is by selling consequence of the situation to them. The consequence here is, I will be losing my sleep hours. I can’t compromise on sleep so I will have to innovate on my writing style. Time saved on writing will be time gained for sleeping.

Now, with me struggling to keep my writing time hedged, I have decided to write down my line of thoughts and happenings as they come and happen. It certainly, would reduce the times I blink while trying to recall the day’s story.

What would we be, without our compromises?

 

 

Market Researcher’s Need a Pitch

I am awake and it is the middle of the night and I can’t sleep. I have a question. What is a Pitch?

Google defined it so, as a noun, it is a form of words used to persuade someone to buy or accept something, and as a verb, it is defined as a set or aim at a particular level, target or audience.

Sales pitch, business pitch, video pitch, etc are the phrases that have arisen from the word pitch to simply represent concise verbal manifestation used to represent a product or business plan in a positive light to a person or people with the intention of selling the product to them or to attract investments.

What a successful pitch does is that it starts one on a journey, if not for the listener then for the speaker. It initiates something that would usually result in an exchange or a transaction.

Why am I doing this in the middle of the night?

Though the art of the pitch is ingrained in the world of sales, the word is not necessarily limited to sales and business development domain.

Researcher’s pitch is an essential assistance that acts as an integral tool used to successfully persuade people to spend 15 minutes speaking with the researcher. In a world that teaches people time is money, one needs to be persuasive in getting people to be interviewed. This is more so in the case of B2B researchers as the number of potential samples for interviews are usually limited.

This is because every business is different, and every project that arises due to unique challenges faced by the business will also be different. As a result, a B2B researcher will only have a small pool of people to take as a sample.

Mark Towery in his book Quirks Marketing Research review says -“The more industrial the project’s focus, the less likely you are to find a panel or even a directory of qualified targets”.

Multiply this by the fact that a group will be needed to come to a decision in a company which would probably be spread through the different hierarchical position in the organization. And higher the tier of the position they hold busier they will be and lower the position they hold lessen the chance they may be able to give information due to regulations and need for permission.

In essence, each member with whom a researcher can contact needs to be impressed or persuaded to share their knowledge with the researcher.

One can be persuasive by giving monetary rewards but that could simply rocket the cost of research and in many situations providing the decision makers of organizations with monetary rewards will appear dubious.

So one needs to have the right approach and in this case the right pitch especially when the first contact with the person is made through a phone. From my experience in telephonic conversation, one needs to sound enthusiastic and confident. And a pitch well prepared helps one to appear confident and enthusiastic.

As for the right pitch.. hmmm…?

A sales pitch is a line of talk that attempts to persuade someone or something, with a planned sales presentation strategy of a product or service designed to initiate and close a sale of the product or service.

Similarly, a researcher’s pitch is a line of talk that attempts to persuade a particular person, with knowledge about the research product or service being designed to solve a challenge faced by an organization or knowledge on the challenge itself so as to be able to get an interview with the person.

As for the right pitch, it would start the listener or the speaker on a journey, which would result in an exchange of knowledge between them.

Ugh lost track of time. It’s already a new day with a new morning and someone out there must be giving a right pitch for the right research. Good day.

From Organisations with Love – Package of functional, emotional and psychological benefits

It’s the intern season and most of us rookies are taking the first steps out there in the real world and feeling the corporate wind on our faces, for some it blowing up in their faces, for some it’s a strong gale that they have to weather, for some it’s a gentle breeze that is soothing and some might just not feel anything.

And then there are the occasional few who comes back to our little gatherings boasting about their organization and how they enjoy working there. Now that’s peer to peer marketing and employer branding in progress.

Now technically employer branding is formed as a result of the application of the marketing principles to human resource management and thus helping organizations to differentiate themselves from their competitors to attract skilled employees. Especially since the skills and talents of people are at a shortage and every organization wants best people to work for them. For this, the organizations need strategies and ideas with which they can attract people to join/stay in their company itself. And brands are what that captures people’s attention and around which the strategies and ideas transpire.

Brands we use can be said to be identifying marks of our aspirations that when properly analyzed would give us an insight into the nature of the way we do things. And these days branding has become an integral element in our day to day lives. Choosing from what brand of car to buy to what drinks to be consumed, branding takes an important role. So similar effect is what comes when we choose a company for working too. And companies are now positioning their brands in such a way to attract employees to them.

Now for my third semester in college, I wrote this term paper trying to find some insight on employer branding and its key benefits, the power of brands and influence of corporate branding on the freshers. From what I learned the main reasons as to why employer branding became so important is due to the changing aspirations of employees and changing nature of workplaces.

In order to tackle the above-mentioned troubles, the companies these days uses/spends more time and resources in understanding the ambiance, value, support or any cause that an employee expects from an employer.

For this process to be easier the organizations need to identify the value and factors that make the current employees stay and attract new job seekers. Understanding these will help the managers in the recruitment to develop more effective job, advertisements and to further comprehend the perceptual difference of different job seekers.

Also as part of the term paper, I conducted a small survey among my friends that gave me some insights on what spurs them to go for a particular company. It showed that the operations domain job aspiring classmates of mine were more concerned more about the workplace being interesting and challenging to them and at the same time hoping that the work they do is meaningful and knowledgeable.

The marketing and HR domain students showed an interest in working in a fun place with talented people and great organizational culture. For them it’s the work they find meaningful, and the hope that the knowledge and skill they learned can be applied to the day to day work life that spurs them.

Meanwhile, the sales students were looking at companies with more opportunity for growth and career advancement and the finance domain was looking at the organization that rewards with great salaries, benefits, and perks.

Now for the record, my sample of people was not widespread and probably do not represent the wider spectrum and should be taken with a pinch of salt.

In the article “A great place to work!? Understanding crowd-sourced employer branding” crowd-sourcing has been employed by some organizations to collect and analyze employee opinion.

Collective employee opinion shape not only increases the loyalty engagement and retention of existing workers but also have improvement on how firms are seen publicly and how they attract new talents and so making it a necessity to understand the current pulse of employee collective.

The data collected using crowd-sourcing helped them to understand dimensions that represent organization attractiveness to employees which could provide structure to the decision-making the process of employees. Six factors like social value, market value, economic value, application value, cooperation value, workplace environment were identified as the dimensional values that employees look for in organizations.

The data found from the factor analysis shows female respondents attribute higher importance to social value, market value, application value and cooperation value dimensions compared to males. And as the job seekers get older, they slightly tend to be more attracted by employers who produce high quality and innovative products and services and are customer oriented. But the changes in cultural differences of the organizations have not been considered as a variable while above factor analysis was done and as a result, each of the factors could vary for organizations with a different culture.

Another reason employee branding has ridden to the forefront is due to the emergence of new technologies like internet and mobiles which have enabled the employees to spread their tale. And the option of anonymity has given employees more strength. The downside for the company is that it has given the people the option to give negative or fake stories to disparage the company.

To circumvent or prevent these unreliable and unrepresented data spread through online is unlikely and as a result, there is a need for the employer to create a good rapport among the current employees as the perception of employees inside the company will flow out and influence the perception of public as well.

An employer can create a good perception of the company in the mind of employees through the work environment of a company. A good work environment will leave a positive attitude towards the company. But great work environments do not emerge by happenstance, but rather as a result of deliberate and strategic initiatives aimed at attracting, engaging, and retaining employees

We can see employee branding as a long-term strategy that can be defined as a package of functional economic and psychological benefits to targeted employees provided by management to manage the awareness and perspective identified towards the employing company. It helps to communicate with the internal audience -the active employees and external audience -the public and potential employees .

Some of the propositions that the existing, potential and previous employees care about are social elements of work, interesting and challenging work tasks, the extent to which skills can be applied in meaningful ways, opportunities for professional development, economic issues tied to compensation, the role of management, and work/life balance.

The strength of a corporate/product brand has a huge and an immediate effect on the employer brand. From the previous survey that I conducted a majority of the students gave more priority to the brand name, the few exceptions were all interested in startups. As a result, an organization which has a weaker corporate base or product brand has to work or struggle twice to attract or retain the employee. Consider an example of Google. The product itself has a billion dollar brand which attracts people to work for it. Moreover, Google does more steps to increase employer branding by providing amazing work culture and environment. In simple terms, google creates value which attracts people towards its company for work.

For an employeeAs an employee, it not only speaks about your employment or the post of designation but also the represents him/her itself as a company’s identity. So, as far as employer branding is concerned, it’s like providing assurance stamp in a potential and existing mind of employee that “It’s a great place to work for”.

As an HR managerWhen employer branding of a company is high, then the HR manager who goes for recruiting will have minimal work of proving or convincing what the company is worth to a potential employee.

Consider a small company which provides a pay of Rs.7 Lakh per annum from Chennai and also consider Google providing same work for the same amount of salary. What would be people’s preference? Most would want to work for Google, let’s say 99 out of 100 would choose Google over Chennai based company. It is because of the brand that Google has. People would fall in line to apply for it whereas the Chennai Company has to prove or convince that it also provides such a service or about their value proposition.

So summing up, for an HR manager it’s a factor/strategy of how strongly you can attract people into your organization or how strongly you can improve your retention rate of employees.

The study “Getting the Right People on the Bus”: Recruitment, selection, and integration for the branded organization argues that person to person communication in relation to employer branding is much more effective than advertising because it is memorable and employees can use their personality to transfer the brand to customers. Also, peer to peer communication has a history of moving hearts much more than written words.

In the end employee branding is done as part of the organization to reduce the cost of employee acquisition, improve employee relations, increase employee retention and even offer lower salaries for comparable staff to firms with weaker employer brands.

In the end, the finding I have come to accept is that employer branding is an Omni-process required to work parallel to all other processes in an organization. There is a need for it to exist before and after recruitment, as a result, the process needs to be sustainable.

The end goal of employee branding and recruitment process is not to ensure quality in employer-employee relations, but rather to secure a quality in building and sustaining long-term brand-costumer relationships which arise from a good employer-employee relationship.

Reference –

  • Conceptualizing employer branding in sustainable organizations – Helle Kryger Aggerholm, Sophie Esmann Andersen and Christa Thomsen
  • “Getting the Right People on the Bus”: Recruitment, selection and integration for the branded organization – Stephanie Russell , Matthew J. Brannan
  • A great place to work!? Understanding crowdsourced employer branding – Amir Dabirian, , Jan Kietzmann, Hoda Diba
  • Identifying Dimensions of Attractiveness in Employer Branding: Effects of Age, Gender, and Current Employment Status – Esra Alnıaçıka , Ümit Alnıaçıka
  • Attracting Talented Employees to the Company: Do We Need Different Employer Branding Strategies in Different Cultures? – Esra Alnıaçıka , Ümit Alnıaçıka , Serhat Eratb , Kültigin Akçinb
  • Employer branding dimensions – a discriminant analysis approach in campus recruitment – Dr. V. Samuel Rajkumar, V. Padmanand, Dr .P .Ganesan, Dr. Pulidindi Venugopal
  • Employer branding: What constitutes “An Employer of choice?” – Ghadeer Mohamed Badr ElDin Aboul-Ela