Jennifer Lopez’s Investment Plans are Going to Pay her Well
Investing has become the best way to turn hard-earned money into wealth. Many studies have found that men are more conscious about investing money as compared to women. But there are many high profile women denying these studies. One of them is Jennifer Lopez, a grammy -nominated pop star, known for her dazzling on-stage performance. She has banked $47 million of her $400 million net worth in 2018. Jennifer has invested the money she earned from her albums, licensing, acting credits and Las Vegas residency. This year she is also going to add a big amount in her total earnings.
Most of the modern women are now more inclined to play investment game safely, as earlier men were famous to make moves with the money by investing in the market while women were losing the game by keeping the money in the form of cash. A few weeks ago, the pop star has started funding to Acorns which is a fin-tech company and helping users to manage their savings by rounding up debit, credit and PayPal purchases to the current dollar value. There are many other celebrities which have already joined the Acorns and now Jennifer is also in the same list. She is looking very grown about her investment portfolio for a few years.
Earlier in 2017, Jennifer contributed $15 million Series B funding for a competitive gaming team called, NRG Esports. It was her excellent decision because esports industry is growing and is at earning potential. This industry is projected to cross billion-dollar revenue by the end of 2019. That means Jennifer has invested in a good company. Other celebrities including her fiancé Alex Rodriguez, NFL veterans Michael Strahan and Marshawn Lynch have already joined NRG Esports for a better return.
Apart from NRG Esports and Acorn, Jennifer has also invested in local and international fitness facilities. This year she has also put her money behind a yoga startup called Sarva which is a yoga startup in India and has 34 studios. Her fiancé Rodriguez has a chain of fitness centers and Jennifer is an investor in these centers. Her joining increased the popularity of the fitness centers and made famous many workouts such as Pilates and boxing.
Jennifer has an individual and shared investment with Rodriguez in the real estate market. They are also supporting Project Destined which is a non-profit organization for empowering kids. The organization also educates the kids about real estate and profiting them from their knowledge of the market. Jennifer is always looking for top industries to invest and she is looking eager to experience the world of investing. There are plenty of things which men and women both can learn from her, even if they do not hold a bank account.
Jennifer’s investments are spanning from real estate to fin-tech and she is making money by earning potential in multiple markets. She has joined NRG Esports after the esports industry has started gaining an impressive growth of almost 26.7% each year. According to Jennifer, she is choosing to invest money on different platforms like Sarva after seeing the physical and mental benefits of Yoga for herself. She has a similar viewpoint towards Project Destined.
Jennifer has proved that there is no difference between men and women investment scenarios. Now men are investing like women and women are investing like men. It is all about choosing the right option to make sense for generating more profit in the growing market. Financial position and personal preferences also take part when investing. Although every investment policy contains some market risk, but if someone fails to invest, then he or she could lose the opportunity that may turn money into wealth. Hence the investment is the right decision to take after understanding the market scenarios.
The Ultimate Guide to the Essential Social Skills in Business
Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).
Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.
In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.
According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.
There are several key components of EQ that are particularly important for success in the workplace. These include:
Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.
Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.
Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.
Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.
Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.
A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.
Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.
And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.
In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.
Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.
Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.
Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.
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