Abstract: The rise of Artificial Intelligence (AI) presents a confounding dilemma for HR professionals. On the one hand, AI has tremendous potential for HR to improve workflows, enhance productivity and enable data-driven decision-making. On the other, AI-based tools can lead to unfair discrimination, lack of transparency, breach of privacy and erosion of employee trust.
The ancient definition of health refers to a state of balance between mind soul and senses as opposed to a unilateral understanding of a body free from illness in the cotemporary times. This state of equanimity helps people to perform to their maxima in their respective ecosystems which includes workspaces. The concept has become even more relevant post the global pandemic of COVID-19.
Diversity includes all experiences and characteristics that define each of us as individuals.
The Chancellor’s Committee on Diversity defines Diversity as: “”The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender, orientation, gender identity and other characteristics.”
As of late, there have been fits and starts for the progression of LGBTQ+ freedoms at work in the United States — including a request President Biden endorsed in January, executing a milestone 2020 Supreme Court judgment that safeguarded LGBTQ+ individuals from work environment separation. Yet, those endeavors can hit roadblocks. Also, a few managers put more emphasis on supporting sexual-direction variety in the work environment than on gender orientation. Much of the time, the transsexual experience may not enlist on the radars of managers when they work on corporate diversity, equity, and inclusion efforts.
Why do some people succeed and others fail? The article tries to delve into the key premises put forth by Professor Angela Duckworth, author of New York Times Best Seller, Grit: The Power of Passion and Perseverance, Harvard Graduate and Professor of Psychology at the University of Pennsylvania, whose research underlines the very decisive element of success which makes talent, hard work and luck seem less significant, which is called Grit.
I accidentally came across an opportunity to invest in my own development when my reporting officer offered me to enrol into a programme aimed at developing competencies as a coach. My initial thoughts were that it would be like any other training programme and where certain subject knowledge would be imparted.