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How To Contribute To Creating A Safe, Positive, And Inclusive Work Environment

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A culture of inclusion is critical in a small business and a large corporation. When setting up a diverse company, one of the considerations to put in place is organizing it in our style and being considerate of our employees. The questions that should run in our minds are – how would they desire this place to be? It should make no difference what gender, ethnicity, or religion the person is — the work environment should make everybody feel welcome. Organizations must promote a comfortable work environment as much as available resources, where everyone will feel included. 

Workplaces, where people feel discouraged and unhappy but must continue bringing food to their tables are far from ideal. In this suboptimal environment, such employees might feel they can never deploy their best effort, energy, or brain in any given task, in this suboptimal environment. When employees are at peace and operate in a pleasant atmosphere, they are more productive and efficient and feel at ease and pleased at work. It is not rocket science to state that a company’s success depends on its workers’ efforts. When employees do not feel welcome, they will not be able to perform at their best. Instead, they would feel uneasy and tensed, affecting their performance. 

What “Sense of Belonging” – Means in the Workplace
Although the sense of belonging, as it were, is a multifaceted phenomenon and thus can be interpreted in various ways. But, in an inclusive workplace, employees feel a sense of belonging to a business when they feel wanted, at ease, and involved. They look forward to coming in and contributing their quota the next day. Every business expects its employees to provide value to the end product or result; hence it is critical for the organization’s management to instill in employees a sense of their importance to the organization’s success. This may be accomplished by expressing gratitude, rewarding additional work, including some in decision-making (depending on their caliber), and giving them the liberty to share their abilities and thoughts – regardless of their religion, color, ethnic origin, or gender. This is the essence of a sense of belonging or inclusion. When this is secured inside an organization, stability results; on the other hand, if employees feel uneasy, harassed, or constrained, productivity will suffer, and the frequency at which they leave for other businesses will increase. 

Giving Your Workers a Feeling of Belonging at Work

This can happen with a coordinated effort between the company’s management and the human resources manager. The administration should lay out structures that will make workers feel at ease and desired at the workplace. The HR then is obligated to implement the company’s ideology of what should be the experience of the workers. 

You can do several things to foster a sense of belonging in the workforce. 

To begin, here are some simple steps: 

The HR or Team Lead Should Always be Accessible

Just having a positive work environment through sound practices is no longer sufficient. You must go the additional mile as the human resources manager or an executive board member, you must go the additional mile. It would be irrational to believe that the company culture or work environment is perfect. Naturally, issues do arise. Nobody can guarantee that they will never have problems or troubles. The only way to solve this problem is to ensure that Human Resources are available to resolve issues. 
While we’re on the subject of ‘availability,’ there is another perspective to consider. Employees might have issues and will require someone to assuage their fears. Human resources is the department in charge of these incidents. Workers should be allowed to approach you and discuss the issues to resolve them. 

Consider this crucial point: ‘Someone must be available to answer their issues. The employees should have somebody to speak to, whether it is favoritism, racial bigotry, sexual harassment, or any other uncomfortable situation. This provides them comfort and protection – ‘that someone is constantly looking out for them.’ Believe it or not, employees want an authoritative figure with whom they can share their concerns; this provides a sense of belonging. What would follow if they had no one to address their concerns or defend them from workplace harassment? Employees sometimes find it difficult to contact someone in management to obtain answers or assistance. They may get aggressive, detached, or permanently abandon such a workplace in such instances! 

They must realize that there is always someone there to assist or guide them and that assistance is only a phone call away whenever the need arises! This sensation alone instills them with confidence and a feeling of security. This also contributes to the employees’ sense of belonging. The concerns I have addressed in this section may be expressed individually or collaboratively by a team. In any event, Human Resources should constantly listen to their issues and address them. Staying available to workers is among the most critical tasks that management or human resources should perform – after all, an organization’s success depends on the team’s well-being! 

Give them adequate space. 

Every person, regardless of the work, desires a measure of autonomy. You must guarantee they don’t feel constrained. The organization’s guidelines must be unambiguous and provide a non-biased and open work environment. 

Consider the following scenario. Your firm’s sales team consists of five male workers and one female recruit. You must guarantee that equal opportunity, objective performance appraisal, and workplace safety are implemented. Additionally, all team members and supervisors must adhere to the same approach to provide adequate space for the recruit. 

This enables the new female hire to achieve her full potential and boost the company’s sales results. Additionally, when team members feel accepted, secure, and see opportunities for progress, they develop a stronger sense of ‘belonging to the business.’ 

Occasionally, employees experience discomfort as a result of their religious beliefs. Human resources must guarantee that such person has the freedom to exercise their religious views. To the degree that it does not jeopardize the corporate structure or aims, the company can also be tolerant of workers’ religious practices. No employee should face discrimination based on their religious beliefs. 
Discrimination or limitation based on gender, religion, color, or any other factor is not permitted in the workplace. Everybody loves to work in environments that allow them to be themselves and provide unrestricted growth opportunities wants to work in an environment where their gender, religion, or color is looked upon. As human resource personnel, these concerns must be addressed from the start. 

Employees must not be forced to alter their ideas; this would be detrimental to the organization’s growth. On the contrary, such workplaces will always have unprotected staff that will not perform to their full capacity. This would undoubtedly have a detrimental effect on the organization’s growth, development, and success. 

Additionally, the firm or human resources must practice sharing their employees’ delight and being helpful at times of difficulty. For example, celebratory events such as marriage or childbirth might be commemorated inside the corporation; this demonstrates that the business is prepared to share in its joyous moments. Similarly, the employer should help the employee during illness or any other unpleasant occurrence, such as the death of a loved one. These are the moments that shape the employer-employee relationship. The organization’s positive response to similar events would eventually result in a long-term relationship. 

It is more productive and beneficial to foster a friendly and pleasant work atmosphere in which everyone feels welcome. 

Employee Appreciation

Every worker wants to be acknowledged and commended for a good performance. A company’s management must learn how to appreciate the worker’s efforts and contributions. I have highlighted three forms of appreciation that can be given to an employee: 

1. Promotional Package: 

This method has been used from time immemorial, it is not particular to the work environment but in every form of endeavor of human involvement. For example, when a person performed diligently well in a position and kept doing so consistently over the years, it is only right to elevate such an individual to a higher function responsibility. Providing people with increased authority is among the most effective ways to make them feel valued. When team member is valued through a promotion, they develop a greater appreciation for the company, and their loyalty to the business also rises. They have a greater sense of ‘commitment to the company and remain loyal and devoted. 

This act of appreciation goes beyond individual preference. Other colleagues would be driven by that gesture of the management to make better input or increase their devotion to receive comparable rewards. Considering the entire picture, it becomes a win-win situation for the company. By rewarding someone, you indirectly encourage others. 

2. Verbal Appreciation:  

Verbal motivation encourages workers by emphasizing their value to the team. This boosts their morale and motivates them to work more. This would eventually result in improved performance. Human resources and senior management must not be afraid to take this action since it may have long-lasting consequences. Consider an employee who achieves the highest sales volume in a given year. If the organization fails to attribute its achievement to the employee’s work, the individual will feel unimportant and be discouraged from making such efforts. It is critical to mention and acknowledge their efforts vocally. Bear in mind that any sort of verbal incentive will increase your team’s commitment and productivity. 

3.  Appreciation Through Monetary Gift: 

Financial awards are critical in appreciating your staff’s selfless efforts that contributed to the organization’s development and success. These financial incentives might include bonus payments, free vacation, shopping discounts, or a salary increase. There is nothing wrong with paying your staff for their efforts. Rather than that, it would only increase their commitment and appreciation for the organization.
 
Involving in decision-making 

Sometimes, employees have far more to give but cannot do so due to a lack of opportunity. Occasionally, these recommendations prove to be far more beneficial. However, it is critical to remember that transparency in the decision-making mechanism is critical. The more engaged they feel, the more positive their self-esteem becomes. 

All of these are part of the process of enhancing their ‘sense of belonging.’ This impact has several advantages: when workers have the freedom to express their opinions and believe they can help, their workplace relationships improve; it strengthens the organization’s feeling of cooperation; the firm will also benefit from their abundance of information, competence, abilities, and limitations as a manager or leader. In this manner, you may capitalize on the employee’s critical ideas and skills while addressing their deficiencies through training and seminars. When workers believe they are an integral part of the business, their confidence grows, becoming more devoted and productive.   

Exercises for team building 

Team-building activities help the staff to know one another. Hence, it makes people feel more at ease and relaxed, which results in increased engagement and productivity. You provide them the opportunity to assess their own strengths and flaws. 

When such events are conducted on-site, employees will feel more at ease. As a leader, you also have the chance to assess the competitiveness and strengths of your team. You learn about the impact of competition on employees and how they respond to a motivation to win.
 
However, how should team-building exercises be designed? The solution depends on the activity’s objective, apart from instilling a sense of belonging in participants, team-building activities aid in achieving several other objectives. 

There is always power in our diversity; you may leverage employee differences/variety to the organization’s advantage as a leader. Their disparate capabilities, ideas, and abilities might work in their favor. 

You can train your staff on how to collaborate on projects. Team building exercises are an excellent way to unite people and assist them in working toward a common objective. 

Caution: Team building exercises should promote collaboration and harmony throughout the team rather than foster rivalry or demoralize any group. Your practices, including activities and games, must be designed so everyone feels included and joyful. You would not want this practice to have the opposite effect. 

Inspiring them to flourish and enabling them  

Everyone wishes to advance professionally. However, the chance for advancement inside the business is crucial in determining employee loyalty. When an individual has sufficient scope and prospects for advancement, their dedication to work also grows. 

Additionally, the prospect of expansion inspires individuals to exert more significant effort, resulting in increased production. Finally, they defend their position by demonstrating their abilities. Ultimately, the workforce’s actions affect the company’s growth. 

The Human Resources department is responsible for informing everyone about the company’s chances for growth and advancement. They develop a sense of belonging at work when their outstanding efforts are recognized through growth prospects. 

The organization’s executives and human resources department must ensure that its valued workers have opportunities for advancement. Therefore, it is critical to assist employees in achieving their targeted levels of growth. This gradually creates a sense of belonging in their employment – similar to a second home. 
  
What does this entail for the corporation as a whole? 
It is critical for a business to develop an environment that fosters a sense of belonging among its employees. To maximize employee potential, it is essential to make them feel supported, confident, accessible, and secure and demonstrate career advancement possibilities. 

Such tactics ultimately benefit the organization. For example, a business with loyal, committed, hardworking, and happy employees will always flourish. 

The primary benefit of creating a peaceful and cheerful work environment where workers feel included is strengthening the employer-employee connection. It’s critical to remember that this doesn’t occur overnight and requires sustained work on both sides. Negligence on either side can result in an unsatisfactory short-term relationship. 

While it is necessary to set a clear boundary between workers and employers, it is critical to remember that mutual understanding and respect are the bedrock of the partnership. 

Another benefit of a happier staff is that it reduces conflict. This is good for both the employees and the employer. Increased rewards and opportunities for advancement keep people happy, while increased efficiency, productivity, and profitability keep the business running smoothly. 

The primary benefit of such workplaces is the employee’s loyalty. Because a devoted staff maintains a long-term connection, stability is created. Consider the time, programs, and investment needed to recruit only staff who depart frequently. 

Modern companies must foster a welcoming culture for employees to have a ‘sense of belonging’ at work.’

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Adjusting Your Creative Output With Dylan Sesco

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Adjusting Your Creative Output With Dylan Sesco

Some people manifest their dreams, but very seldom does it pan out the way they wanted or imagined.

Dylan Sesco wanted to work on music. It started with wanting to lipsync Snoop Dogg for a school talent show, then writing his own lyrics in 6th grade.

“Oh it was bad. Really bad.”

Eventually with the accessibility of computers and programs, Dylan started making his own hip-hop beats. No longer did you need 10,000 dollars worth of studio equipment, you just needed a simple laptop. After that, a camera to start making music videos.

That led to working on projects with friends, which led to a crew of artists, which led to forming his own small label called Vertlife Entertainment with friend and fellow artist Flax.

Dylan Sesco was driven by production and crafting a brand, but still had the itch to make his own music as well. Jumping from executive producing to video production to rapper in the same session, he created an eclectic style of hip-hop based music with a stable of talent including Seaz, Ave, ItsRucka, Epacenter, Neto V and more.

Dylan Sesco

You may not know those names. Infact, you probably don’t. The label didn’t amount to much.

“It still hurts sometimes. We never made it big, but I cherish those times and the art we created.”

After struggling for years, Dylan Sesco would be in his rented studio alone until the sun came up working on music that mostly never saw the light of day. He released multiple solo projects featuring all his friends, hoping it would motivate them to work as hard as he was.

It just didn’t happen. Everyone had their own lives, and this was viewed as a hobby. But not to Dylan Sesco.

The frustration led to a creative pivot. Dylan was already well versed in video production. He was the in-house video producer as well as head of the label, producer and rapper. From various music video freelance work to small documentary work, this was another passion that he had almost ignored.

In 2016, he went all in and started a new Youtube channel: The Somethin’ Or Other Tour.

Dylan Sesco (and his brother Cole) started exploring history, going to football games, and visiting pop-up museums.

“I just wanted to do something positive and motivate people to see the world. We lost a lot of peers to violence, drugs and prison. I wanted people that otherwise wouldn’t get a chance to discover the cool things the world has to offer.”

The idea that started as a hip-hop travel show has blossomed into a small time show with big time aspirations. An adventure, travel, experience show that touches on any topic you can think of.

Dylan says it has been the most rewarding creative outlet of his life. He thought his dream was music, but letting go of the stubbornness let him find his true passion. Things don’t always go as planned.

The Somethin’ Or Other Tour, or SOOT.tv, has been featured on the nightly news, ESPN, and even in a french high school textbook.

The viewership is not huge, it’s not a famous channel, but the content has depth that has touched people.

“I get so many kind words. Teachers that show my videos to their kids, people that haven’t been able to travel themselves, things like that. It feels good to be able to provide something, as little as it may be.”

“Letting go of my other dream was difficult, but necessary. It worked out. I am so much happier now.”

Dylan Sesco

Let this be a lesson that sometimes our dreams aren’t set in stone, and there may be a separate, or adjacent goal that will fulfill you just the same, or even more.

You can learn more about Dylan Sesco and The Somethin’ Or Other Tour on Youtube at http://soot.tv.

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Epic Copycat: MEMS Company Found Guilty of Infringement amidst Global Conference

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Epic Copycat: MEMS Company Found Guilty of Infringement amidst Global Conference

The much-admired International Workshop on Acoustic Wave Devices for Future Communication recently took place after the pandemic. Needless to say, it went successfully and attracted many acclaimed industry experts and academic professionals. ‘Awareness about IP protection’ was one of the hot topics that were discussed at the conference.

However, things took an interesting turn when an announcement of a product originated from EPIC MEMES came under debate.

The proven copycat, EPIC MEMS, announced its self-reliance in research and development after the conference concluded. The company president proclaimed that the company has successfully developed the ‘FBAR technology.’ However, he forgot to mention the original developer Broadcom Inc., from whom they’d stolen the technology.

Dr. Rich Ruby, director of technology (FBAR & orthogonal markets) at Broadcom, made the case for his company. He shed light on how his company has acquired and developed the technology and presented solid evidence of the FBAR infringement.“I wish that I or Broadcom employees had thought of substituting Sc for Al atoms in the unit cell (and patented it),” explained Dr. Ruby. He then described how the process of patents works in the industry.  “You get protection from others simply copying (or stealing) your IP and avoiding any innovation or research cost,” he clarified his stance.

Dr. Rich Ruby is a renowned name in the industry and has won several accolades for his contributions. He is well-known for his participation in the packaging of FBAR filters and duplexers as well as his development efforts for acoustic properties and manufacturability. He rose to fame in 2001–2003 when he universalized the first FBAR duplexers HPMD7901 and the 7904 back in 2001–2003.

For his work on FBAR technology, he has received the CB Sawyer Award, the Bill Hewlett Award, and the Barney Oliver Prize. He’s also the recipient of the IAP Prize for “Industrial Applications of Physics.” Over the years, he has given numerous invited papers and has registered around 80 patents.

Dr. Ruby was an Agilent Fellow in 2002 and later took over the directorial role at Broadcom. He expounded how the copycat, EPIC MEMES stole the FBAR technology developed by American Semiconductor manufacturing company Broadcom and did the copyright infringement.

According to Dr. Rich Ruby, “Broadcom FBAR IP was stolen around 2008/9. This stolen IP now has found its way into many Handset manufacturers, and we are aware of this.” To support his claim, he exhibited a photo example of the copycat FBAR 41 filter and said, “[It] looks almost identical to our product and uses many of the inventions we developed and patented.”

(Photo: Dr. Rich Ruby’s Panel at the 2022 International Workshop on Acoustic Wave Devices for Future Communication)

The photo proved to industry experts that Broadcom has developed the technology. The comparison made by DR. Ruby clearly indicated that the copycat company, EPIC MEMES has infringed the FBAR technology. From the cap-opened EPIC MEMS EP7041 filter chip, anyone can conclude that EPIC MEMES is using the technology from Broadcom.

Multiple research labs have unveiled this IP infringement with solid evidence after the conference. Dr. Ruby cautioned that brands who are using filter chips with infringed IPs may have to face the consequences. According to him, their reputation will be stained and the consequences may lead to market withdrawals. Brands may have to withdraw devices like pad computers and smartphones from markets which have infringed Broadcom patent chips.

(Photo: Comparison between Broadcom FBAR and EPIC MEMS FBAR)

The notion of a lawsuit against such companies is an interesting development. It has been observed that Samsung has obtained the problematic filter chips and they’ve been delivered to the market.

But the most surprising thing is perhaps the announcement made by the copycat EPIC MEMES. In response to Dr. Ruby’s panel, the company has rejected the claim. The Epic MEMES statement “we took (the) initiative designed and developed the technology” appears to be carefree and unworried. It is as if the copycat is challenging, “catch me if you can.”

Disclaimer: Contents and opinions in this article are not Founder Courier’s. We only provide a voice to sources in our community.

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What is Positive Psychology?

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For clinical psychologists, education and training have been centered on treating mental disorders to help people achieve symptom relief and return to “normal functioning. This is valuable and necessary work. It starts to feel overly focused on negative aspects of a client’s life. Would it be great to flourish rather than feel normal? What’s normal anyway?

A new field, referred to as positive psychology, was developed in response to the need for a broader focus. So, what is it exactly?

Positive psychology is a subfield of psychology that studies and promotes the positive aspects of human life, such as the strengths and virtues that enable individuals and communities to thrive. More specifically, it focuses on what makes life meaningful and worth living, particularly on topics like happiness, well-being, life satisfaction, gratitude, optimism, character strengths, flourishing, and human potential.

The field of positive psychology was founded in 1998 by American psychologist Martin Seligman (now known as the “father of positive psychology”) during his term as president of the American Psychological Association. At the time, Seligman was frustrated with psychology’s primary emphasis on understanding and treating the negative aspects of the human experience, such as mental illness, suffering, dysfunctional behavior, trauma, and pain. For this reason, he decided to make positive psychology the theme of his presidential term.

Other psychologists have emerged as leaders of the movement with their unique contributions, including Mihaly Csikszentmihalyi, Christopher Peterson, and Barbara Fredrickson. From these co-initiators, we now have compelling research on concepts such as flow, character strengths, the broaden-and-build theory of positive emotions, and many more. We are thrilled to be able to share them with you so that you can thrive, too.

Advantages of Positive Psychology 

Many studies encourage the workings of psychology. These include but aren’t restricted to: 

  • The ability of a cheerful disposition to cultivate the expertise of a happier mood. This isn’t only to say that putting on a happy face will lead to feelings of enjoyment. Instead, they will start to exploit a deeper relationship together. 
  • Easy and tiny actions can have the most significant effect on mood. By way of instance, if somebody generates a custom of keeping track of all the things they’re thankful for, they can subsequently experience more minutes of happiness and pleasure since they’re “priming” their heads to be receptive to these encounters. 
  • We’re resilient. Positive psychology contributes to the story as individuals are invited to concentrate on their strengths. Limited time is spent ruminating on our shortcomings or failures. By coming to us in this manner, we realize that we’re far more powerful than we give our credit for. This self-love creates a cycle of positive thinking in which people become better equipped to deal with compassion, kindness, and understanding. 

Positive psychology is popular and attempts to bring out the best within a person or group. For example, someone could pursue an extraordinary life, participate in life, have a purposeful life, or attain life using positive psychology. Positive psychology impacts supporting mental illness, being joyful, attracting well-being, and decreasing anxiety, depression, and anxiety during positive ideas. Positive psychology is the study of this “great Life”, or even the positive facets of the human experience which make life worth living. As an artwork, it targets both individual and social well-being.

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