Winners and Losers in the Digital Economy
Businesses around the world were forced to move to an online economy due to the COVID 19 pandemic. However, not all businesses will be able to make that shift and thrive. If you deep dive and take a look at the digital economy, you will discover winners as well as losers. Let’s take a look at some of the winners and losers.
Winners of digital economy
- Telecommunication companies
Online services are quite popular among people out there. That’s because, we use our internet connections and phones to get most of our work done. Due to the same reason, companies that offer internet and telephone services have a high demand. Telecommunication companies can expect to witness an increase in demand for the services in future. Hence, they are a clear winner of an online economy.
- Software development companies
People in today’s world prefer to use online platforms to get most of their work done. For example, we take a look at the online stores when we want to buy something. It is a convenient method available to get a product delivered without having to go out. To cater this demand, businesses have started getting their online selling marketplaces developed. Numerous improvements are done to those online marketplaces to deliver a better experience to the customers. On the other hand, digital economy has forced employees and students to continue with their work from home. This has also created a massive demand for the services offered by software development companies. Hence, software development companies are a clear winner of the online economy.
When you go through IB Economics Paper 1 Sample Answers, you will figure out how the businesses can thrive when they have an increased demand. All the businesses that belong to the above-mentioned industries have a high demand. Hence, they can get the maximum returns out of digital economy.
Losers of online economy
Now you have a clear understanding about the winners of online economy. While keeping that in mind, it is worthy to take a look at the losers of online economy as well. Here are some of the businesses that will probably take advantage out of digital economy to ensure their business success.
- Businesses in the hospitality industry
Businesses that exist in the hospitality industry, such as hotels, theme parks and even airlines will fail to thrive in a digital economy. They operate businesses, which cannot be taken online with ease. Along with the development of a digital economy, most of the people prefer to stay at their homes and get work done. This is creating a negative impact to the businesses in hospitality industry. That’s because those industries need people to move.
For example, we can see how the large scale conferences, trade shows and exhibition are now taking place online in the form of online conferences and virtual trade shows. This has led the companies in hospitality industry towards major revenue drops. As you can learn from Econs Tuition, businesses that have a drop in demand will not be able to sustain in the future, unless they go for transformations. However, the transformations available for businesses in the hospitality industry are also limited, due to the nature of business operations that they run.
- Child care services / adult care services
Child care services and adult care services are another loser in an online economy. We could see how these businesses receive lots of financial support during the recent past because of the impact created by COVID 19 pandemic. They are experiencing a significant drop in their revenues as of now. Some of the operators are even forced to close down their facilities.
In a digital economy, people are provided with the chance to get most of their work done while staying at home. For example, people don’t need to go to office to get work done. Due to the same reason, they can work from home and take care of their kids and seniors. This leads all the businesses that offer adult care services and child care services to lost business opportunities.
As you can see, there are winners and losers in a digital economy. Losers should focus more on how to get the maximum out of new business opportunities created with the online economy. Then they will be able to innovate and ensure the survival of businesses in the long run.
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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