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  • Author: JoinIN Team
  • Innovation and Entrepreneurship at CSUN Fast Pitch
  • #startup

We like to complain about work, but it plays an important role in our happiness. Work, even the most mundane work, helps us feed our families, put roofs over our heads and connect with other people. 

Ideally, we will find work that has meaning to us. But not everybody can quit their day job and pursue charity work or join Teach for America. As a result, it’s important that we find ways to find meaning in our day-to-day work.

Studies show that we get satisfaction from all kinds of work — not just our dream job. Yale researchers studied custodians who worked in a hospital. Far from seeing the drudgery of their jobs, the janitors had unofficially broadened the definition of hospital custodial work. Many of them viewed their work as including providing comfort to patients, helping families find their way around the hospital and providing a clean, pleasant environment for doctors and nurses to do their work and for patients to heal.

Even people who do telephone solicitation — viewed by many as the bottom of the career ladder — can find satisfaction in work. Wharton professor Adam Grant arranged for a student to talk about the difference his scholarship made to his life. After the talk, the phone solicitors hired to raise money for the school’s scholarship fund raised almost double the money as they had before. The work and pay hadn’t changed, but their sense of purpose had.

In a column about Why You Hate Work, Christine Porath, a Georgetown associate professor,  and Tony Schwartz, chief executive of a consulting firm called The Energy Project, found that the jobs that make us happiest are those that include four characteristics: renewal, value, focus and purpose.

  • Renewal: Employees who take a break every 90 minutes report a 30 percent higher level of focus than those who take no breaks or just one during the day. They also report a nearly 50 percent greater capacity to think creatively and a 46 percent higher level of health and well-being. The more hours people work beyond 40 — and the more continuously they work — the worse they feel, and the less engaged they become. By contrast, feeling encouraged by one’s supervisor to take breaks increases by nearly 100 percent people’s likelihood to stay with any given company, and also doubles their sense of health and well-being.
  • Value: Feeling cared for by one’s supervisor has a more significant impact on people’s sense of trust and safety than any other behavior by a leader. Employees who say they have more supportive supervisors are 1.3 times as likely to stay with the organization and are 67 percent more engaged.
  • Focus: Only 20 percent of respondents said they were able to focus on one task at a time at work, but those who could were 50 percent more engaged. Similarly, only one-third of respondents said they were able to effectively prioritize their tasks, but those who did were 1.6 times better able to focus on one thing at a time.
  • Purpose: Employees who derive meaning and significance from their work were more than three times as likely to stay with their organizations — the highest single impact of any variable in our survey. These employees also reported 1.7 times higher job satisfaction and they were 1.4 times more engaged at work.
  • Author: Arsames Qajar
  • How to Be Happy
  • #Leadership
  • Author: Sonya Sepahban
  • New Trend? Lead with Culture
  • #general business

Many of those started off as a pitch, in a room, in front of a few key decision-makers, most of whom were white men (89 percent by recent figures, as high as 94 percent, according to Lisa Wang, founder and CEO of the female entrepreneur network SheWorx).

And the way venture capital often works is that the small number of big firms choose a founder that they like, invest money, take seats on the new company’s board, and provide a halo of other services including advice, mentorship, and job prospects.

When I interviewed Steve Jurvetson earlier this year, he talked about something called a "homophily bias," which means that people like people who are like them, and that yes, venture capitalists have a tendency to pick founders and employees who are a lot like them.


see - http://www.businessinsider.com/ellen-pao-explains-the-root-cause-of-silicon-valleys-bro-culture-2017-11?utm_content=bufferb38bd&utm_medium=social&utm_source=facebook.com&utm_campaign=buffer-bi

  • Author: Arsames Qajar
  • Why discrimination in venture capital runs deep
  • #Startup

Why should we care whether the teaching force reflects the demographics of the student body? A growing body of literature suggests that outcomes such as test scores, attendance, and suspension rates are affected by the demographic match between teachers and students.[3]

Minority students often perform better on standardized tests, have improved attendance, and are suspended less frequently (which may suggest either different degrees of behavior or different treatment, or both) when they have at least one same-race teacher.


All of these outcomes, however, are measured in the short run, and might not be sustained over time. Until recently, there existed no studies of the effects of exposure to same-race teachers on longer-run outcomes. A recent paper[4], however, provides important new evidence on precisely this question. Gershenson, Hart, Lindsay, and Papageorge demonstrate that if a black male student has at least one black teacher in the third, fourth, or fifth grade, he is significantly less likely to drop out of high school and more likely to aspire to attend a four-year college (as proxied by taking a college entrance exam). They find that these effects are especially pronounced for economically disadvantaged black male students. For instance, they find that a disadvantaged black male’s exposure to at least one black teacher in elementary school reduces his probability of dropping out of high school by nearly 40 percent. This estimated effect is not just statistically significant, but also highly educationally relevant.

One thing that makes this new study so compelling is that the authors show that the results are present in multiple settings, using multiple research designs. In one part of the study, Gershenson, Hart, Lindsay, and Papageorge make use of administrative data in North Carolina, and study what happens when the demographic composition of teachers in elementary schools varies from cohort to cohort. In another part of the study, they investigate the effects of being randomly assigned to a same-race teacher as part of Tennessee’s Project STAR class size experiment.[5]

  • Author: Arsames Qajar
  • The importance of a diverse teaching force
  • #Other

Author, activist, and former tech CEO Elissa Shevinsky was one of the early voices who dared to speak out about the female-hostile culture of venture capital and Silicon Valley. In 2013 Shevinsky published a viral piece called “That’s It—I’m Finished Defending Sexism in Tech,” which describes her trajectory from being a “get things done” entrepreneur to becoming a leading feminist voice in technology and beyond. In 2015 she collected the stories and essays of 19 female veterans of the tech industry into Lean Out, one of the first books to begin peeling back the layers of hypocrisy, secrecy, protectionism, and denial about sexual harassment across the industry.

The book proposes this simple but radical solution: Women should not try to adapt to the male-centric corporate world, instead women should “lean out” and create their own companies. “I’ve figured out a way to create safe space for myself in tech,” wrote Shevinsky.

In a recent conversation, we discussed how the culture of overwork contributes to the problem of misogyny in many companies, and about how the singular focus on growth and profit drowns out ethical concerns that in the long run ultimately ruins companies. We also spoke about how feminism has said all it can, and yet things don’t seem to be getting better. And we discussed how a hostile workplace for women often indicates that a company has other ethical issues as well.

  • Author: Arsames Qajar
  • For Tech’s Deepest Problems, Women Are The Canary In The Data Mine
  • #Startup

Highlight here to start!

  • Author: Pawel Jaszczurowski
  • HP Furthers Its Commitment to Diversity and Inclusion With Its Latest LGBTQ-Focused Initiative
  • #Marketing

Medium piece by Zat Rana does  a good job of focusing us on our approach to work, and how to enjoy it more!

  • Author: JoinIN Team
  • Work according to Alan Watts
  • #General Business

Scott Stein helps you choose the right iPhone for you.  

  • Author: JoinIN Team
  • Which iPhone?
  • #Other

Long-time critic of Tesla, Bob Lutz: "There is no secret sauce in Tesla. They use the same lithium-ion batteries as everybody else."

Is it the age-old battle between a mature established business and a disruptor? or is there some truth to it?

You be the judge. 

  • Author: Sonya Sepahban
  • Tesla: Disruptive or Failing?
  • #general business
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