Great Work Life https://www.greatworklife.com Get That Promotion, Earn More, Feel Fulfilled & Deepen Your Relationships Fri, 15 Oct 2021 06:25:02 +0000 en-US hourly 1 https://wordpress.org/?v=5.8.1 5 Ways That a Learning Management System Can Benefit Your Business https://www.greatworklife.com/5-ways-a-learning-management-system-can-benefit-your-business/ Fri, 15 Oct 2021 06:25:02 +0000 https://www.greatworklife.com/?p=2980 Part of running an effective business is ensuring that both management and employees stay up to date on current trends and methods. That happens through experience but also through continued education, more often than not implemented through a learning management system.

These systems offer a number of benefits to the company and employees alike. Here are just a few of the benefits that your company can come to expect by using a learning management system for continuing education and training needs.

5 Ways That a Learning Management System Can Benefit Your Business
5 Ways That a Learning Management System Can Benefit Your Business

1. It Saves Time and Money

Perhaps the most important thing about a learning management system from a company’s perspective is the money and time it can save. These platforms allow for managing and carrying out training and educational programs that can be accessed from anywhere at any time.

Moreover, they are almost entirely automated, meaning less time spent making changes. Those hours can be put back into the business, resulting in major savings from both a time and monetary standpoint.

The best part is that employees can access it at any time or place. That means studying up when there is free time instead of having to shoehorn in designated training periods.

2. Easy to Access Information

The key to effective training is the information. Well, what better way to learn than having easy access to that information. It is accessible, whether it be multimedia content, calendars, courses, or evaluations, so employees can access what they need when they need it.

Whether there is an important exam on the horizon or simply something that could apply to an everyday situation, having that access can be invaluable, which also benefits the workplace at the end of the day.

3. Easy Personalization

One of the issues that preceded these learning systems was the lack of personalization. Everyone took the same course and got the same pointers, to the point that it lost a bit of effectiveness. When you know that it is the same generic information, it can be all too easy to lose focus.

But with these learning platforms, each organization can implement their brand and image, even add user IDs that can have different access and information than others. The personalized experience means a greater chance of the information being retained, which also saves time and money in the end.

4. Complete Control

Another significant benefit for companies using these learning platforms is the level of control that they get. They can control automation, administration, and even communication with teachers, users, and trainers.

There is also control over the content of the course. Companies can add the information they feel will have the largest impact on their business and is most relevant to the other course material. That means a better educational experience and ensuring that the information being studied is most relevant to the business. For the organization, that is an invaluable resource to have.

5. Easier Communication

No matter how streamlined things are, how accessible information is, and how customized the experience is, users will have questions. It is only normal. Having a learning system in place means more effective communication when it is needed.

Employees can make use of a consistently open line of communication between instructors, administrators, and employers. That means forums, personal messages, individual or global emails, and more. The idea is to create an environment where users can get the answers they need to better digest the information at hand. All of which come together to create a more effective learning experience.

 

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How to Find the Best Personal Injury Attorney https://www.greatworklife.com/how-to-find-personal-injury-attorney/ Fri, 01 Oct 2021 12:44:59 +0000 https://www.greatworklife.com/?p=2975 If you have been injured and you want to seek compensation, there are an overwhelming number of attorneys who can take your case. How do you know which one is going to be best for you? It comes down to asking the right questions at the beginning. Here is a guide to the best questions to ask when searching for a personal injury attorney.

How to Find the Best Personal Injury Attorney

Do You Think I Have a Strong Case?

There are five questions to ask a personal injury attorney before hiring them. The first and most important is, ‘do you think I have a strong case?’ If they say yes, then you know they will do their best to settle your claim. If they say no, their heart may not be in it and you will be wasting your money. At this point, you should look for another attorney or possibly even reconsider whether you should make a claim at all.

How Much Experience Do You Have in Personal Injury Law?

Some attorneys will cover a wide range of legal matters, whereas others specialize. It can be better to opt for a specialist as they are more likely to have experience in claims like yours and may have dealt with something very similar in the past.

How Many Cases Have You Won Recently?

It is one thing knowing that your chosen attorney has experience in this type of law, but it is important to know how many cases they have won in the past. It stands to reason that if they don’t win many, they will not be the right attorney for your case. If they win a lot of their cases, you will have more confidence in them.

Another factor in this question is the word ‘recently’. You need to know that they can win cases now rather than reflect on their glory days of 20 years ago. This could make a huge difference to your case.

What Is Your Fee and Charging Structure?

Some attorneys will charge you per hour and some charge by case. Others don’t charge a fee unless they win your case but then take their fee from your compensation, leaving you with less money at the end of it all. Decide which option would work best for you and then choose your attorney accordingly. Make sure they give you a breakdown of costs upfront as this will save any nasty surprises later.

How Often Will You Contact Me?

Your case will be stressful enough without having to chase your attorney for information. A good attorney will keep you updated regularly, such as once per week without fail. They should also be able to let you know as soon as there is any progression in your case rather than making you wait for information. This shows great customer service, and as you are paying them to deliver results, they should include this naturally.

Use these five questions to find the best personal injury attorney for you and your case and good luck.

 

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Pros and Cons of a Hybrid Work Model https://www.greatworklife.com/pros-and-cons-of-a-hybrid-work-model/ https://www.greatworklife.com/pros-and-cons-of-a-hybrid-work-model/#respond Mon, 30 Aug 2021 15:22:28 +0000 https://www.greatworklife.com/?p=2969 The COVID-19 pandemic has transformed the way people work. During the early days, most employees worked from home, though as people slowly make their way back into the office, a new work model has emerged- The Hybrid Work Model.

In this post, we’ll explore just what the hybrid model is and its main pros and cons.

Hybrid Work Model

What is a Hybrid Work Model?

A hybrid work model is an arrangement that allows employees to divide their working days between the office and remotely, such as working from home, at a coffee shop, coworking space, etc. It’s up to the individual company to dictate how often employees need to come into the office, if at all.

Pros of a hybrid workplace

Pro 1: Happier Employees

The biggest benefit of a hybrid workplace is undoubtedly happier employees. Since the pandemic, many employees have been working from home and loving it. Apart from the freedom of dictating your own hours (to a certain extent), not having to commute is often cited as the top WFH benefit. According to a recent survey, 1 in 4 workers has quit their jobs due to long commutes.

Remote work doesn’t have to always mean working from home either. The flexibility to be able to work at a coffee shop or even coworking space sometimes only further boosts employee morale. Statistics reveal that 89% of people who joined a coworking space, for example, feel happier.

Pro 2: Increased Productivity

In the past, a hybrid work model was viewed as a recipe for failure. Most managers believed that workers must work under supervision to be productive. But recent data proves the opposite is true.

A study by Mercer involving 800 employees revealed that 94% of the participants felt that productivity was at least the same, if not higher when working remotely vs. at the office. A 2-year study by Stanford looking at the productivity of people working from home also showed surprising benefits. It found that WFH employees were much more likely to actually work a full day every day compared to people who came into the office.

Pro 3: Decreases Intrapersonal Conflicts

Seeing the same people time and again can be very stressful, even if they are your closest friends. At work, you can’t choose who to see on a daily basis, which often leads to intrapersonal conflicts.

With a hybrid work model, you can find respite from toxic people on the days you’re working from home, giving you the space and peace of mind to focus on your work instead of avoiding or resolving people’s issues. To many people, this is one of the biggest advantages of a hybrid work model.

Pro 4: Saves Money

According to USAToday, remote workers save on average $4,000 annually. The primary savings come in the form of not having to commute to work daily.

A shift to a hybrid work model also helps employers reduce cost in the following ways:

  • Savings in office space rentals
  • Savings in electricity bills
  • Reduction in cleaning services

In a nutshell, a hybrid work model can be much more cost-effective for both the worker and the employer.

Pro 5: Safer Work Environment

The covid-19 pandemic is perhaps the biggest threat the world economy has ever faced. Even as vaccination takes effect, health experts believe that social distancing measures will still need to be practiced in the foreseeable future as variants evade current vaccines.

A  hybrid work model is much safer during any pandemic, as it means employees that suspect they are sick can work in isolation at home, hence reducing the risk of spreading any virus to other employees. By controlling the number of people that come into the office daily, social distancing is also much easier to implement in a hybrid work model.

Cons of a hybrid workplace

A hybrid work model isn’t all rainbows and sunshine, however. Here are the biggest disadvantages of this emerging work model.

Con 1: Employee Burnout

Left unchecked and with little or no supervision, a hybrid work model can slowly lead to employee burnout. This is because it’s very difficult to set boundaries when you’re working from home. The temptation to work late into the night and wake up at 10 am or even 11 am always there, disrupting your sleep schedule. If you have other family members present in the house during the day, distraction is also an ever-constant factor. Eventually, work starts to pile up as you try to balance work and home life, leading to burnout.

Working remotely can actually become more stressful for people that lack self-discipline.

Con 2: Increased Employee Isolation

A very common complaint of people working at home is a sense of isolation. At the office, there’s always someone to interact with, tell jokes or catch up on the latest office gossip. As social creatures, frequent mental stimulation and interaction with people are essential for our overall well-being.

According to a report from CNBC, as the covid-19 pandemic drags on, remote workers are increasingly feeling more isolated and lonely, leading to mental health issues such as depression.

Con 3: Heightened Cyber Risks

With a hybrid work model, embracing technology is inevitable, and with technology comes security risks. Employees working from home are especially vulnerable to security threats and data loss due to more relaxed security protocols at home.

Securing employees’ computers can be a costly venture for businesses. It means providing proper training, making sure remote computers are always updated, and enforcing tight passports. A comprehensive backup procedure also needs to be deployed.

Not practical for all institutions

And finally, a hybrid work model simply isn’t practical for certain types of businesses.Any type of institution that relies heavily on in-person interactions, such as banks, hospitals, and retail, will likely suffer heavily by allowing employees to work remotely.

Conclusion

A hybrid work model combines the best of Working from Home and at the office to create an environment that can satisfy both employers and their workers.

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13 Proven Ways To Get Your Employees To Like & Respect You https://www.greatworklife.com/how-to-get-your-employees-to-like-you/ https://www.greatworklife.com/how-to-get-your-employees-to-like-you/#respond Wed, 25 Aug 2021 08:48:08 +0000 https://www.greatworklife.com/?p=2948 Having had the pleasure of leading thousands of people and building high-performing teams over a 21-year career, I feel I can help you with the common question, “How do you get your employees to like you?”

How you behave, the actions you take, and how you treat individuals and the team are key deciding factors that make the difference between an employee saying, “I have a great boss” or “I hate my boss.”

These 13 proven insights will not only get your employees to like and respect you but also improve their motivation and commitment to the job and the company.

How To Get Your Employees To Like & Respect You.
How To Get Your Employees To Like & Respect You.

1. Don’t Be Arrogant

Arrogance is the act of behaving with self-importance, entitlement, or superiority over others. While you may believe you are important, especially in a management or leadership position, you need to act with humility. Any display of superiority, or belittling, will negatively impact that employee and your entire team.

You should never be boastful about your experience or skills; your talents will be evident to your employees in your decision-making and day-to-day actions. Let your action speak for itself.

Academic Research Arrogance: A Formula for Leadership Failure demonstrates that: “Workplace arrogance can be a serious problem. Arrogant employees are poor performers who negatively impact social exchange in the workplace. They make little effort to engage in citizenship behaviors and discount feedback that would otherwise help improve their performance.”

2. Be Humble

Being humble is a great strength and powerful mindset in leadership. Your humility demonstrates to your employees that you are open to listening to others, weighing differing ideas, and accept your team members for who they are. Your employees will love you for it.

Research by (Nielsen et al., 2010) shows that “Accordingly, the employees of a humble leader should be more committed to the leader’s vision and more trusting and receptive of the leader’s expectations and ideas.”

3. Never Lose Your Temper

Anger in the workplace is a serious barrier to getting your employees to like you. Getting angry and losing your temper will demonstrate to your employees and co-workers that you have lost control of a situation and give them the green light to vent their frustration through anger and aggression.

Ultimately you set the tone for how your team behaves; if you are angry, your team will become aggressive, and trust will break down.

Research into the Experience of Workplace Anger states, “existing research into the experience of emotions in the workplace suggests that anger is commonly experienced and might have detrimental effects not only on the health of the individual experiencing it but also for the organization.”

A working environment without arrogance and anger is a core foundation of developing trust and the goodwill of your employees.

4. Always Treat Employees With Respect

A surefire way to get your employees to like and respect you is to like and respect them. Eradicating arrogance and anger and encouraging respectful behavior in all aspects of the workplace creates a safe environment where employees can operate close to peak performance.

Disrespecting one employee will break the circle of trust with all employees, so be careful how you treat others.

There is a fine line between respect and acceptance. If an employee’s behavior is intolerable, you do not have to accept it.  But you must deliver feedback on the behavior respectfully, or you may humiliate the employee, which will breed contempt.

This study illustrates that “even workers in the early stages of their careers can feel increasingly embedded in their organizations when they feel increasingly respected by their colleagues.”

5. Treat Your Employees Fairly

Treating employees fairly is absolutely crucial to establishing trust and a positive relationship with your staff. If employees understand that you treat them all equitably and they have recourse, if they feel they are unfairly treated, they will have more commitment to you, their job, and the broader organization.

Practically, fairness and ethical leadership in the workplace means providing advancement and development opportunities to all staff. It also entails managing conflict in an equitable way and not discriminating against any individual employee.

This study shows that “A positive work environment was more likely to occur when employees had a moderate to high sense of equity, which influenced factors related to acceptance of change, a stronger commitment to the organization, and better understanding and agreement with organizational goals. Study findings reaffirm the need for administrators to support organizational justice through expanded use of work team processes whereby staff are involved in assessing organizational functionality and recommending improvements.”

6. Recognize Your Employee’s Contribution

Taking time to recognize your employee’s achievements publicly is a guaranteed way to earn the respect and commitment of your team.  From your newest employee to your most established veteran worker, recognition for a job well done or a goal achieved is the single most effective way to motivate and energize your employees.

Take the time at the beginning of your team meetings to share individual and team achievements and encourage clapping and cheering from your team. Placing time for recognition at the beginning of the meeting shows that you value your people first and will also energize the team for the rest of the meeting.

Productivity research highlights that you should not only recognize high achievers because that will only benefit the top 5% of employees. The real benefits come in recognizing the whole team for their progress and commitment.

“The benefits from frequent, sincere appreciation can be seen on the bottom line of every measurable corporate attribute, including productivity, sales, product and service quality, and customer satisfaction.” National Productivity Review.

7. Set Standards For Teamwork

Employees working in an effective and respectful team will naturally be more motivated and have a better relationship with their supervisors. The key is to establish ground rules for teamwork. Communicate to the team what you expect from them, individually and as a group.

Standards for teamwork:

  • Respectful behavior
  • No team politics
  • Assisting those who are overworked
  • Peer to peer coaching for employees who are struggling
  • Helping others achieve their goals
  • Mutual accountability, “if the team fails, we all fail.”
  • Achieving a good work-life balance together

A study in the International Journal of Education and Research suggests: “Fostering a healthy work and home life balance tends to make organizations run smoother and less problematically, especially in areas of grievance and counseling, stress and conflict, disputes and litigation, recruitment and staff retention, succession planning, company reputation, and image.”

8. Build Your Teams Reputation

If you take the time to build your team’s reputation within the broader organization, your employees will love you for it. Establishing the success and recognition of your team means that your employees will gain greater respect in the company and will have more opportunities to progress in their careers.

Having a high-performing team that consistently hits their targets and works effectively together takes time. But once you have a fluid progressive team, its reputation will grow, and so will your employee’s pride, commitment, and career prospects.

9. Show You Care, Have Empathy

Showing you care is a great way to get your employee’s to like you. But caring is not bringing donuts and coffee in for breakfast on Friday; caring and empathy are more personal. Do not judge a person until you have walked in their shoes.

An employee calls you to say they will be late due to a family emergency or need time off due to health issues; how you react in these situations will demonstrate if you really care.

10. Coach Employees Who Need Help

In every team, there will are employees who are for various reasons struggling to achieve their goals; helping team members through the bad times is an important way to improve your relationship and their performance.

Please do not wait until the performance review to tell your employee they failed. You need to be proactive and provide them the assistance they need to achieve their goals before the review.

You can provide help yourself through coaching or assign other team members to help improve the employee’s performance.

11. Give Positive & Constructive Feedback

The performance feedback loop between employees and their manager is key to improving motivation and fostering a positive working relationship. Feedback is best-provided face to face in a private setting. You must ensure you provide not only positive feedback but also fair, constructive input to help them improve performance and guide them on their career goals.

“Constructiveness and feedback source interacted to affect interpersonal fairness. Interpersonal fairness, in turn, directly influenced participants’ level of attention which moderated the relationship between their desire to improve and their actual task performance.” Source.

12. Ask Your Employee How You Can Make Them Successful

A key way to improve your relationship with your employees is to show your commitment to their success. You can achieve this with a simple question; “How can I make you successful.” Not only do you need to ask this question, but you need to follow up the answer with action.

If you are committed to individual and team success, your employees will have a deep respect for you and a more positive outlook on the company.

13. Have Regular One on One Meetings

If you genuinely want to lead a high-performing team with motivated employees who like and respect you, then the most important meetings in your diary are the one-on-one meetings with your team members.

The one-to-one meeting enables you to catch up on the employee’s goal progression, provide them assistance and feedback, and connect on a personal level. If you have a 30-minute one-on-one meeting with each of your employees every two weeks, you will ensure each person is on the right track and motivated.

If you neglect one-on-one meetings, you neglect your team.

Summary: How To Get Your Employees to Like & Respect You?

We all want to be treated with fairness and respect and no one likes a controlling and boastful boss.  If you keep in mind the aspirations and needs of your employees, recognize their achievements, and help them be successful, you have the recipe for a positive and motivated team, and employees who will like and respect you.

Do unto others as you would have them do unto you”

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Coursera Review 2021: Pricing, Quality & Courses Tested https://www.greatworklife.com/coursera-review/ https://www.greatworklife.com/coursera-review/#respond Wed, 25 Aug 2021 08:26:41 +0000 https://www.greatworklife.com/?p=2910 Coursera is the leading online learning platform for high-quality accredited university education, from bachelor’s to masters degrees. But is Coursera worth it for you? Find out all the pros and cons of Coursera before you enroll.

Coursera Review Summary

Coursera is different from most online education platforms because it offers full degrees and works closely with major universities. Coursera can offer programs and courses from major universities by using massive open online courses (MOOCs). A MOOC is a video course based on a university class they post online.

The Coursera courses are not for everybody because many are expensive and require enormous time and work commitments. Yet Coursera offers more than university courses. There are many specializations and professional certificates in technical subjects from big corporations and major universities available through Coursera. I consider Coursera is the best educational platform for working professionals because of its university partnerships.

Coursera Review & Test
Coursera Review & Test

Coursera Pros

  • Courses, certificates, and degrees from some of the world’s top universities
  • Degrees from American Ivy League Universities
  • Degrees from major American Universities
  • Degrees from major British Universities
  • Masters & Bachelors Degree Programs
  • Spanish Language Courses
  • Professional Certificates from major Corporations
  • IBM Professional Certificates
  • Specialization Certificates from Major American and British Universities
  • Free IBM and Google Professional Certificates
  • Free Professional Certificates from Major American and British Universities
  • Degrees from HSE University, the number-one-ranked Russian university available
  • Arab,  Russian, Chinese Language Courses
  • 3,000+ Courses for $399 a year through Coursera Plus

Coursera Cons

  • Some Coursera degree programs are expensive.
  • Some Coursera certificates and specializations will not count as credit towards college degrees.
  • The relationship between Coursera’s online courses and the participating universities is unclear.
  • Many Coursera classes and programs will require an enormous commitment of time to complete.

Join Coursera for Free

What is Coursera?

Coursera (NYSE: COUR) is a publicly-traded company that operates a platform that allows anybody anywhere on Earth to participate in massive open online courses (MOOCS). Unlike competitors such as Udemy and Udacity, Coursera offers actual degrees from real universities.

Some of the world’s most famous colleges, including Yale and Princeton (American Ivy League universities), Stanford, Duke, the Imperial College London, École Polytechnique, and George Washington University, participate in Coursera.

Coursera is an effort to make college degrees and courses from top educational institutions and professional certifications from leading tech companies available to everybody.

The Coursera platform combines access to university MOOCs and professional certification in tech subjects for working people. An interesting aspect of Coursera is the specializations. The specializations are groups of courses in tech subjects they design to familiarize working professionals with a technology or business practice. Major universities such as Stanford and Yale offer some of the specializations.

One market Coursera targets are people with high school diplomas who want a college degree. College degrees are in demand because it is hard to get a good job without one in the United States.

Many of Coursera’s courses are expensive because the prices are comparable to that of a regular college degree. For instance, the Global Master of Public Health (GMPH) degree from the Imperial College London costs £12,600 to £20,800. ($17,564.97 to $28,996.14).

How does Coursera work?

Coursera operates an online platform that allows people to take MOOCs offered by other organizations. Students pay for the MOOC through Coursera’s platform and access courses through it. Individuals can earn accredited college degrees through Coursera’s platform.

Unlike other learning platforms, Coursera emphasizes traditional college education. It offers university degrees and programs that can take two to three years to complete. Those courses will require enormous amounts of study and take as much time and effort as a traditional classroom course.

Accredited Universities Partnered With Coursera

Coursera offers over 5,100 courses, over 40 certificates, and over 25 university degrees through its platform. Here are the institutions Coursera partners with.

Yale  Imperial College London  Princeton
 Stanford  Wharton  Caltech
Johns Hopkins University University of California at San Diego Carnegie Mellon University
University of Edinburgh Georgia Institute of Technology Penn State
University Melbourne Morehouse College New York University
Nanjing University UC Davis University California Irvine
University of Virginia University of Chicago National Taiwan University
University of Tokyo Rice University Rutgers
 Northwestern University Duke University Vanderbilt University
University of Zurich École Polytechnique Michigan State University
Yeshiva University Chinese University of Hong Kong State University of New York (SUNY)
Tel Aviv University Emory University University of Arizona
Indian School of Business George Washington University University of Rochester
University of Pennsylvania University of North Carolina at Chapel Hill Tsinghua University

 

Coursera also offers technical courses from some of the world’s largest corporations. Those corporations include Intel, IBM, Microsoft, Google, RedHat, SAS, Salesforce, and Vmware.

In addition, Coursera offers courses from some impressive nonprofit organizations. Those organizations include the Linux Foundation, the Museum of Modern Art, the National Geographic Society, the New York Institute of Finance, Goodwill, and the World Bank Group.

Who is Coursera best for?

Coursera is best for people who cannot attend a traditional college but want or need a degree. A person who could benefit from Coursera is a professional with a full-time job and a family who wants to complete a bachelor’s or master’s degree.

Coursera is also an excellent resource for professionals who need additional education or knowledge for their jobs. An example of such a person is a tech company executive who needs to understand a new programming language or technology area such as Applied Data Science.

Another group that will benefit from Coursera is people who need master’s or bachelors’ degrees to get jobs or promotions. Coursera can help working professionals add education to their resumes. An example of such a person is a software engineer who wants to get an MBA to qualify for a management position.

Coursera is good for people who need certificates they can list on their resumes—for example, specializations from Stanford and professional certificates from Google IT Support.

Thus, Coursera is a good resource for freelancers and gig workers who need technical education to make themselves more marketable. Coursera is a good resource for freelancers because it offers professional certifications such as the IBM AI Engineering Professional Certificate for free.

I consider Coursera the best educational resource for businesses and working professionals. If you need education you can use for your job, Coursera is the best online resource.

How Many Students Does Coursera Have?

Coursera had over 11,000 students enrolled in 26 degree programs in March 2021. In addition, EdSurge estimates that Coursera’s platform had over 77 million registered learners (subscribers) in March 2021. In addition, over 2,000 businesses offer Coursera courses to employees. Plus, over 4,000 colleges offer Coursera courses to their students.

How Many Courses Does Coursera Have?

Coursera claims to offer over 5,100 courses, guided projects, over 40 professional certificates, and over 25 degrees. EdSurge estimates that Coursera offers 26 degree programs. They offer over 2,000 courses in Coursera for Business and over 3,000 courses in Coursera Plus.

What Can You Learn with Coursera?

With so many education streams available, it could be overwhelming to choose. Here is a list of possible degrees you could choose.

Coursera, A Serious Online Learning Platform for Certifications
Coursera, A Serious Online Learning Platform for Certifications

Business & Finance Degrees at Coursera

  • Master of Business Administration (iMBA)
  • Master of Finance from HSE University
  • Online Master’s of Accounting (iMSA)
  • BSc Marketing
  • Maestría en Inteligencia Analítica de Datos
  • Business Analytics
  • Brand Management
  • Financial Markets

Information Technology Degrees at Coursera

  • Master of Computer Science
  • Master of Applied Data Science
  • Master of Computer Vision
  • Master of Machine Learning and Data Science
  • Data Engineering with Google Cloud Professional Certificate
  • IBM AI Engineering Professional Certificate
  • SAS Visual Business Analytics Professional Certificate
  • DeepLearning AI TensorFlow Developer Professional Certificate
  • Data Processing Using Python
  • IBM Data Science
  • Data Science with Math Skills
  • Data Processing Using Python

Get access to these courses with a 7 day free trial to Coursera Plus.

Are there free courses on Coursera?

Yes, some institutions, including Stanford and Yale, offer free courses through Coursera. However, most of the free courses offer shareable certificates instead of college degrees. Free courses include IBM Data Science, Data Science with Math Skills, Brand Management, Financial Markets, Writing in the Sciences, and Data Processing Using Python.

Many of the Coursera free courses appear designed to introduce students to online learning so they will sign up for an online degree. However, you can find free courses offered by prestigious institutions such as Yale, Stanford, Princeton, and Johns Hopkins University at Coursera.

How much does Coursera cost?

Coursera is free to join, and some courses are free. However, some prestigious Coursera courses can be expensive. You can access over 3,000 of the courses, guided projects, specializations, and professional certificates through Coursera Plus for $399 a year.

Some Coursera degree programs are great value for money; an Online Master of Computer Science from Arizona State University costs $15,000, for example. Similarly, the Master of Business Administration University of Illinois costs $21,744. However, the Master of Applied Data Science from the University of Michigan costs $31,688 to $42,262.

Join Coursera for Free

What is Coursera Plus?

Coursera Plus is a subscription service that offers over 3,000 courses, guided projects, specializations, and professional certificates from major universities and large corporations.

You can access courses from Yale, the University of Michigan, the Georgia Institute of Technology, the Wharton School, Duke, the University of Illinois, and Johns Hopkins University through Coursera Plus. Coursera Plus offers Professional Certificates from Google and SAS.

There are no monthly subscriptions for Coursera Plus available. Instead, Coursera Plus costs $399 a year. There is a 14-day money-back guarantee for all Coursera Plus memberships.

Is Coursera Legit?

Yes, Coursera is a legitimate company; it offers courses from some of the world’s most respected educational institutions, including Yale, Stanford, and Princeton. Coursera also offers courses from major American state universities, including the University of Illinois, Georgia Tech, and some University of California schools. These institutions would not partner with an illegitimate business.

Is Coursera worth it?

Yes, Coursera is worth the money, time, and effort required. The Coursera courses are accredited classes offered by top universities and major corporations. Coursera degrees are real degrees offered by top universities around the world. You will get a real degree that employers will recognize from Coursera.

Coursera is worth it for those who need recognized education and certificates. If you want a genuine college degree from a famous university on your wall but cannot take two or four years for school, Coursera is worth it. If you just want to learn a subject and do not care about specific universities, Coursera will not be worth it.

Is Coursera accredited?

Yes, most of the Coursera degrees and courses are accredited because accredited universities issue them. You will have to be careful because employers in some countries may not recognize courses and degrees from universities in some countries. However, the degrees and courses from American schools on Coursera are accredited.

Do Coursera Certificates Matter?

Yes, most of the Coursera certificates matter because major universities and corporations issue them.

Can you earn credit towards college degrees on Coursera?

Yes, many of the Coursera courses count as credit towards college degrees because colleges and universities offer them. However, you will have to check with the authorities at the institution you are attending to see what courses count towards what degrees.

Do my existing college credits count as credit towards degrees at Coursera?

You will have to contact the administrators at the degree programs you are interested in and ask them if they will accept your existing credits.

Where is Coursera available?

Coursera is available on the Apple App Store, and Google Play.

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Join Coursera for Free

Is Coursera available on Roku?

No, unfortunately, Coursera does is not available on Roku.

Final Thoughts

Coursera is the most impressive online learning platform that I have seen because it offers courses from some of the world’s most respected universities. The most impressive aspect of Coursera is the ability to complete bachelor’s and master’s degrees through its platform. Consequently, Coursera offers a real education that will look impressive on your resume.

Unlike many online learning platforms, Coursera degrees could help you land a job or a promotion as employers are more likely to accept accredited Coursera degrees and certificates.

I consider Coursera the best online educational resource for working professionals because it offers widely accepted degrees and courses; its courses will require more rigorous study and work than other online learning options. You will have to study and work hard if you take most Coursera courses.

If you want a quality education, Coursera is the online learning platform for you. However, Coursera is not for everybody. I think people who just need a certificate or want to learn a skill could be better served by platforms such as Udemy or Skillshare.

The bottom line is that Coursera is the best online education option available to most people. Smart learners will go to Coursera before its competitors.

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10 Great Examples of Ethical Decision Making In Business https://www.greatworklife.com/ethical-decision-making-in-business-examples/ https://www.greatworklife.com/ethical-decision-making-in-business-examples/#comments Wed, 25 Aug 2021 05:18:32 +0000 https://www.greatworklife.com/?p=1092 Contrary to popular belief, ethical decision-making often leads to wealth and success in business.

Two of the world’s three richest men, Microsoft founder Bill Gates and Berkshire Hathaway  CEO Warren Buffett, are famous for their integrity. Notably, Buffett is donating most of his $88.8 billion fortune to charity.

Specifically, in June 2019, Buffett announced plans to donate $3.6 billion worth of Berkshire Hathaway stock to the Bill and Melinda Gates Foundation and three other charities. In fact, Bloomberg estimates Buffett has donated $34 billion since pledging to give all of his money away in 2006.

Meanwhile, Bill Gates is totally committed to giving away nearly all of his $103.7 billion fortune, Vox reports. Furthermore, Gates and his wife Melinda have already given away $45 billion.

Thus, Gates could be the world’s richest man if he was not committed to charity. Instead, Amazon CEO Jeff Bezos is the world’s richest man because of Gates’ ethics.

Fortunately, there are many examples of how ethical decision-making can help a business make money. Additionally, making good ethical decisions in business can also improve your relationship with employees.

Examples of Ethical Decision Making In Business
Examples of Ethical Decision Making In Business

10 Great Examples of Ethical Decision Making In Business

1. Costco’s Decision To Pay Fair Wages

 Costco Wholesale (NASDAQ: COST) is one of the biggest successes in American retail. Impressively, reported $34.74 billion in quarterly revenues that grew at a rate of 7.35% on 12 May 2019. Moreover, Costco’s stock was trading at an impressive $269.14 a share on 3 July 2019.

Much of Costco’s success comes from the high level of customer service offered by satisfied employees. One reason why Costco can attract high-quality employees is its willingness to pay higher than average wages.

For example, Costco raised its base wage from $13 an hour to $14 an hour in 2018 to $15 per hour in 2019, Fortune reports. In contrast, the average retail worker in America makes between $7.25 and $9 an hour, job-applications.com reports. Meanwhile, the average US retail department manager makes $11 to $12 an hour.

Costco succeeds because it can attract the best workers. Additionally, Costco avoids labor trouble, high turnover, and conflict because its employees are happier.

2. Volkswagen’s Strategy to Reduce its Workforce Without Layoffs

Volkswagen AG (GR: VOW) follows a historic German policy of reducing its workforce without layoffs.

To explain, Volkswagen cuts the workforce by not filling empty jobs. For instance, Volkswagen does not hire replacements for retiring workers. Consequently, Volkswagen can eliminate up to 7,000 positions and save €5.9 billion ($6.7 billion), Reuters reports.

However, existing workers in Volkswagen’s German operations will not face layoffs for ten years, The Associated Press claims. No layoffs are a smart policy because it increases worker morale.

In fact, workers remaining after a layoff experienced a 20% decline in job performance, a review of 20 companies indicates, The Harvard Business Review reports. Moreover, the same study by the University of Texas’s Deepak Datta shows layoffs had a negative impact on stock performance.

Additionally, profitability declined after layoffs at most companies, Datta reports. Finally, researchers from three universities found companies that layoff workers are twice as likely to file for bankruptcy. The research comes from the University of Tennessee, Baylor University, and Auburn University.

Layoffs are Bad for Business

One reason why profitability declines after layoffs could be worker morale.

After layoffs, remaining working suffered a 41% decline in job satisfaction, a 36% decline in company loyalty, and a 20% decline in job performance. This research comes from Magnus Sverke and Johnny Hellgren of Stockholm University and Katharina Näswall of the University of Canterbury.

Layoffs also discourage productivity and creativity, a study by Teresa Amabile of Harvard Business School indicates. When a Fortune 500 tech firm cut its staff by 15%, the number of new inventions it patented fell by 24%.

Finally, workers are more likely to quit after seeing colleagues laid off. Downsizing a workforce by 1% leads to a 31% increase in voluntary turnover in the next year, Charlie Trevor of the University of Wisconsin–Madison and Anthony Nyberg of the University of South Carolina found.

Thus, Volkswagen is smart not to layoff workers. However, history indicates the company could still suffer serious losses from a smaller workforce. Consequently, layoffs are both unethical and very bad for business.

3. Best Buy’s Commitment to Sustainability

Barron’s named electronics retailer Best Buy (NYSE: BBY) “America’s most sustainable company” in February 2019. Best Buy CEO Hubert Joly is committed to reducing his company’s environmental impact by reducing waste.

For instance, Best Buy’s Geek Squad customer service team members drive Toyota Prius hybrid cars, Retail Dive reports. Consequently, Best Buy claims to have “saved 140,000 gallons of gas, the carbon equivalent of taking 263 cars off of the road for a year.”

Moreover, Best Buy encourages customers not to throw electronics away by having the Geek Squad service products. Furthermore, Best Buy claims to have collected two billion pounds of unwanted electronics and appliances for recycling.

Also, Best Buy operates Teen Tech Centers that teach disadvantaged young Americans basic technology skills. Teen Tech Centers help Best Buy grow its labor force by creating trained employees, Retail Dive reports.  Also, Teen Tech Centers help reduce unemployment in America, which has a serious vocational education shortage.

Ethics are paying off at Best Buy in the form of survival. Notably, Best Buy is the only national electronics chain left in the United States. Its most famous competitor Radio Shack went out of business in 2017. Other competitors like Circuit City are also long gone.

Other US brick-and-mortar electronics retailers could not compete with Amazon (NASDAQ: AMZN) and discounters like Walmart. However, Best Buy recorded annual revenues of $42.879 billion and a gross profit of $9.961 billion in February 2019. Moreover, Best Buy’s stock was trading at $71.97 a share on 3 July 2019.

Best Buy shows ethical decision-making is vital for a company’s survival. This company’s commitment to ethics and customer services is helping it survive America’s retail apocalypse.

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4. Woolworths gets out of liquor and gambling.

 Australia’s largest grocer Woolworths Group Limited (OTCMKTS: WOLWF), plans to stop selling liquor and sell its gambling operations.

Specifically, Woolworths will sell its liquor stores, pubs, and hotel division, which operates poker machines, The Conversation reports. To clarify, poker machines are what Americans call slot machines and British label fruit machines.

Woolworths will lose revenues by making its gambling, pub, liquor, and hotel operations into a separate company. However, the company’s reputation could benefit. Australian mothers have criticized Woolworths for its investments outside groceries.

The sale is part of Woolworths’ commitment to family-friendly values. Those values go beyond opposition to drinking and gambling. Woolworths no longer gives out plastic bags and gives free fruit to kids to encourage healthy eating.

Australia’s Woolworths Group has no connections with the legendary British and American discount store operator Woolworths. Britain’s Woolworth Group and America’s F.W. Woolworth Company have been defunct for decades.

5. CVS Health Stops selling tobacco

The American drug store and health insurance giant CVS Health (NYE: CVS) stopped selling tobacco products in 2014.

CVS stopped selling cigarettes and other tobacco products in September 2014. Interestingly, American cigarette sales fell by 1% in states where CVS had a 15% or greater share of the pharmacy market, a press release claims.

Importantly, CVS bases the press release on a 2016 peer-reviewed scientific paper in The American Journal of Public Health. CVS Health estimates 95 million packs of cigarettes were sold as a result of its decision. However, CVS made some money because nicotine patch sales grew by 4% at its stores.

Interestingly, CVS has been doing well since it quit selling tobacco. In fact, CVS is now one of America’s largest grocers with a 3.9% share of the US grocery market, Market Mad House estimates. Consequently, CVS is America’s fourth-largest grocer without tobacco.

Additionally, CVS Health had enough money to buy the giant American health insurance company Aetna for $69 billion in October 2018, The New York Times reports. Plus, CVS recorded revenues of $194.579 billion and a gross profit of $31.538 billion for 2018. In contrast, CVS reported a gross profit of $23.367 billion and revenues of $139.367 billion for 2014.

Therefore, CVS Health is bigger and more profitable than ever without tobacco. CVS Health demonstrates ethical decision-making, and risk-taking can pay off.

6. Chick-fil-A Pays for Employee Education

 The American fast-food chain will pay up to $25,000 in tuition assistance to employees. Moreover, Chick-fil-A claims to have paid $75 million in tuition to 53,000 employees, Restaurant Business estimates.

Interestingly, 90% of employees who receive the tuition claim they will keep working for the company, Chick-fil-A claims. Moreover, 60% of the tuition recipients claim they could not have attended college without company help. Plus, 20% of Chick-fil-A scholarship recipients say they are the first in their families to attend college.

Treating employees well is paying off for Chick-fil-A; the chicken sandwich emporium is now America’s third-largest fast-food brand. For instance, Chick-fil-A’s sales grew by $1.1 billion in 2017, twice the growth rate of Wendy’s and Burger King combined.

Consequently, Restaurant Business labels Chick-fil-A as McDonald’s biggest American competitor with over 2,200 locations. Interestingly, the average Chick-fil-A store generates $4 million a year, Restaurant Business estimates.

7. McDonald’s Invests in Employee Skills and Animal Rights

Taking an interest in employee well-being could end a labor shortage at McDonald’s (NYSE: MCD). When faced with a labor shortage in the United States recently, the fast-food giant surveyed 6,500 workers to see what was wrong, QSR Magazine reports.

When the survey found younger workers lack basic worker attributes, including teamwork, customer service, and responsibility, McDonald’s decided to help them. The company launched an Archways to Opportunity education and career advice program.

For instance, McDonald’s now offers free career and academic advising services for all employees. In the program, an adviser with a master’s level degree will offer career counseling to employees.

Additionally, McDonald’s more than tripled its employee tuition assistance from $700 a year to $2,500 a year in March 2018. Also, managers can now receive up to $3,000 a year in tuition assistance, a press release indicates.

Plus, the company now offers tuition assistance to employees after just 90 days of work. Additionally, McDonald’s employees who work as little as 15 hours a week can receive tuition assistance. Finally, McDonald’s plans to spend $150 million on employee education assistance over the next five years.

Nor is it just employees, McDonald’s treats well. McDonald’s USA plans to use 100% cage-free eggs in its Egg McMuffins by 2025. A press release claims the company is trying to source two billion cage-free eggs a year. Thus, McDonald’s is committed to animal rights and employees.

Ethics pay at McDonald’s; the fast giant reports a gross profit of $10.786 billion on revenues of $21.0252 billion for 2018. However, ethics are not fueling revenue growth. Revenue growth at McDonald’s shrank by 7.87% in 2018, Stockrow estimates. Only time will tell if ethical behavior can help McDonald’s survive in a difficult fast-food market.

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8. Chipotle Mexican Grill commits to animal welfare

McDonald’s interest in animal welfare is driven by evolving practices at a successful competitor. In particular, Chipotle Mexican Grill (NYSE: CMG) wins awards for its efforts to buy ethically-raised meat.

For example, Chipotle won the Good Sow Commendation in Pig Welfare from Compassion in World Farming. Chipotle is the only American company to win a Compassion in World Farming award in 2019, a press release states.

Specifically, Chipotle refuses to buy pork from farmers that confine pregnant and growing pigs in small crates. In addition, Chipotle works with animal welfare organizations to improve the treatment of livestock. For instance, the Human Society of the United States helped Chipotle draw up animal welfare practices to improve chicken living conditions.

Chipotle is one of the biggest success stories in American fast food. In fact, Chipotle Mexican Grill reports an 8.68% revenue growth rate for 2018.

However, Chipotle demonstrates how ethical commitments can create controversy. In 2018, a former Chipotle restaurant manager posted allegations the company buys eggs from inhumane factory farms online.

Consequently, animal rights activists are accusing Chipotle of false advertising. Chipotle shows how ethical commitments create risks for companies. Chipotle learned when you adopt higher standards; customers will judge you by those standards.

9. Musk Dumps Trump

One entrepreneur who discovered the cost of ethical commitments the hard way is Elon Musk. Tesla Motors (NASDAQ: TSLA) and SpaceX CEO had to choose between ethics and a potentially valuable political relationship.

In 2017, Musk found himself caught between his ethical opposition to global warming and a growing friendship with new US President Donald J. Trump (R-New York). The Trump relationship could have been invaluable to Musk; because the US government is one of the biggest customers for his SpaceX rockets. In addition, SpaceX uses NASA and US Air Force facilities to launch its rockets.

However, Musk was caught in a difficult position when Trump decided to pull the US out of the Paris Agreement on Climate Change on 1 June 2017. Musk, a firm believer in Climate Change, decided to leave two White House advisory councils, Business Insider reports. Leaving Trump’s White House made sense for Trump because it ended Trump’s opponents’ well-publicized campaign to boycott Tesla.

Since then, Musk has faced an investigation and contempt of court charges from the US Securities and Exchange Commission (SEC) over his Twitter use, The Verge reports. Moreover, Trump’s tariffs on Chinese electronics could threaten Tesla’s driving car-program, TechCrunch reports.

There is no evidence Trump is behind the tariffs or the SEC action. Yet, cynics will wonder if the famously vindictive Trump is punishing Musk for leaving; and interviews about how Trump screwed him.

However, Musk’s ethical commitment to electric vehicles is proving costly. Tesla Motors reported a -$976 million annual loss for 2018.

10. Nike stands by Colin Kaepernick

Another example of the controversy ethical stands can generate is the athletic shoe manufacturer Nike’s decision to stand by controversial American football player Colin Kaepernick.

Nike is paying Kaepernick millions to participate in its latest “Just Do it Campaign.” The company even plans to give Kaepernick his own branded line of shoes, Bleacher Report claims.

However, Kaepernick has not played in America’s National Football League (NFL) since 2016. Kaepernick claims NFL owners blacklisted him for protesting during the national anthem in 2016. To clarify, Kaepernick, who is black, was protesting police killings of African-American men.

Kaepernick claims NFL owners refuse to hire him for political reasons. Notably, quarterback Kaepernick took the San Francisco 49ers to the 2013 Super Bow or NFL championship. However, since 2016 Kaepernick has been a regular target of nasty tweets from President Trump.

Sticking with Kaepernick is ethical for Nike because it demonstrates the company’s commitment to free speech, diversity, human rights, and the US Constitution. However, the controversy could enhance Kaepernick’s star power and generate tens of millions of dollars worth of free publicity for Nike. For instance, hundreds of media outlets will publish, broadcast, and post pictures of Nike’s Kaepernick merchandise for free.

Statista estimates Nike’s brand value grew from $28.03 billion in 2018 to $32.421 billion in 2019. Notably, Kaepernick became an official Nike brand ambassador in Fall 2018. Thus, Kaepernick could have added $4.391 billion in value to the Nike brand.

In the meantime, Nike is making money. Nike made a gross profit of $15.956 billion on revenues of $36.397 billion in 2018. Moreover, Nike’s revenues grew at a rate of 5.96% in 2018.

Only time will tell if Nike can make money with Kaepernick; however, the player continues to generate controversy. For instance, he asked Nike to stop marketing sneakers with an American Revolutionary War flag on them.

Kaepernick is protesting to highlight ongoing and current racial inequality and the oppression of Black people in America.

The Cost of Ethics

The potential risks and benefits from taking an ethical stand can be high for companies. Ethical stands with political and philosophical implications can have a high cost, as the Musk and Kaepernick examples show.

However, companies like Costco, Chipotle, and CVS demonstrate that ethics can pay off in business.

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Udemy Review 2021: Udemy Online Learning Platform Tested https://www.greatworklife.com/udemy-review/ https://www.greatworklife.com/udemy-review/#respond Wed, 25 Aug 2021 02:11:06 +0000 https://www.greatworklife.com/?p=2825 Udemy is the largest online learning platform offering over 155,000 video courses through its platform. The enormous number of courses allows Udemy to offer classes in an incredible variety of subjects ranging from Python for Data Science and Machine Learning Bootcamp to Tarot Card Reading. You can even study Witchcraft at Udemy.

Despite the questionable nature of some of its courses, Udemy offers many legitimate courses that teach genuine academic subjects, technical knowledge, and job skills. There are many courses in Data Science, Web Development, and Drawing available at Udemy. Udemy also offers many academic courses for people who need basic education. There are courses in English Grammar and Algebra at Udemy, for example. The major benefit of Udemy is the sheer number and variety of its courses.

Udemy Online Learning Review & Test
Udemy Online Learning Review & Test

Udemy Review & Test Results

Udemy offers a huge selection of online learning courses to improve your skills in specific topics. Despite initially offering many low-quality classes, Udemy now attracts many top educators. Compared to the competition, Udemy courses are good value for money and do not require a monthly subscription.

Udemy Pros

  • Over 155,000 courses are available.
  • Offers courses in over 65 languages.
  • 80% of Fortune 100 companies use its courses.
  • Courses available on mobile and TV.
  • Udemy offers deep discounts from $12.99 per course.
  • No monthly subscription is required.
  • Udemy has courses for teams to study together.

Udemy Cons

  • Udemy offers courses in subjects many people will consider pseudoscience and charlatanism. For example, Witchcraft, Crystal Energy, Energy Healing, and Aromatherapy.
  • Many Udemy courses are not accredited.
  • Many employers do not accept Udemy certificates because Udemy is not an accredited educational institution.

Visit Udemy

What is Udemy?

Udemy claims to be a global marketplace for teaching and learning. Udemy is one of the largest online educational resources claiming to offer 155,000 courses to 40 million students in over 65 languages. Udemy suggests it has 70,000+ instructors teaching on its platform.

Udemy offers video courses through its platform to private and enterprise customers claiming that over 80% of the Fortune 100 companies use its platform. Customers include Adidas, Lyft, General Mills, Volkswagen, Pinterest, and SurveyMonkey.

Most of Udemy’s courses are in technical subjects such as Data Science, Web Development, and programming language such as Python. However, Udemy also offers courses in general business subjects such as financial analysis and marketing.

Unlike most education platforms, Udemy offers classes in art subjects such as music, photography, graphic design, and drawing. Another unique feature of Udemy is the many courses in spirituality and personal development. Udemy even offers courses in learning skills and memory improvement.

How does Udemy work?

Udemy offers paid access to tens of thousands of video classes through an online platform. While most courses range from $15 to $200, there are also free courses available.

Customers access the courses through computers, phones, tablets, and smart devices such as TVs. Teams can take many courses Udemy together.

Many Udemy courses include hands-on, real-world activities such as writing Python programs. Udemy offers intensive boot-camp-style courses to offer introductions to skills and technologies for individuals and teams.

Udemy is a for-profit company that makes money by charging for courses.

Udemy Productivity Courses
Udemy Productivity Courses

Who is Udemy Best For?

I think Udemy is best for people who need an intense introduction to a subject. For example, a software engineer needs to learn python or an executive who wants to understand data analysis or data science.

Udemy is also a good resource for people who want to receive education in the visual arts such as drawing and photography. The Udemy platform offers many courses that emphasize drawing skills.

Udemy is best for people without access to traditional education who need or want to learn specific skills. I think Udemy is an excellent resource for people seeking a new hobby.

Udemy also offers courses for teachers and some health and fitness courses. Udemy could be useful for people thinking of changing careers. A journalist who is interested in creating a blog or an artist investigating software engineering, for example.

Udemy could be an excellent resource for teenagers preparing for college or adults who are preparing to go back to school. Udemy could help such individuals with Learning Strategies, Communication Skills, Speed Reading, English Grammar, and Algebra courses. Although Udemy offers no college credit, it could give college-bound people the skills and knowledge they need to succeed at university.

Udemy is also best for people who need basic or refresher education in academic subjects. A German-speaking person needs to learn English, for example, or an English speaker who needs to understand Japanese. There are also courses in maths for those who need additional mathematics instruction and introductions to religion and psychology.

Some of the people Udemy is best for include:

  • Engineers
  • Business professionals
  • Artists, Hobbyists, Musicians
  • Journalists
  • Data scientists
  • Freelancers
  • Gig-economy workers
  • Programmers
  • Non-English speakers
  • College-bound teenagers
  • Homeschoolers
  • People changing careers

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What Can You Learn/Types of Courses?

Udemy’s scale means you can learn practically anything, from IT skills, leadership, accountancy, investing, photography, languages, and sign language. There are courses on spirituality, religion, yoga, machine learning, and even ethical hacking.

How Many Courses does Udemy Offer?

Udemy claims to offer over 130,000 video courses and over 155,000 courses. Courses are added to Udemy every day. Udemy typically has longer duration courses than SkillShare, averaging from 2 hours to 30 hours. Additionally, there 586 free Udemy courses.

How Many Students Does Udemy Have?

Udemy has served over 40 million students and recorded 480 million enrollments. In addition, Udemy has branched out to business users claiming over 7,000 enterprise customers covering 80% of Fortune 100 companies.

How much is Udemy Premium?

Udemy has no premium classes. Instead, Udemy offers different kinds of classes at different prices. Udemy Masterclasses cost around $129.99, Udemy Boot Camps cost around $139.99 each, and Python Mega Courses cost around $149.99. Note some Udemy Boot Camps cost around $94.99.

How much does Udemy cost?

Unlike SkillShare, you do not need a monthly subscription to Udemy. There is no set price for Udemy classes. Instead, typical Udemy courses cost between $94.99 and $149.99. However, students who shop around can find select Udemy courses at prices as low as $12.99.

Why do Udemy Course Prices Change?

When you first visit Udemy, you will see the courses sold at significant discounts, as low as $12.99.  But if you visit a week later, you will see the same courses at full price. This is because Udemy offers big discounts to first-time learners. If you want to get the lowest prices, you need to clear the cookies in your browser, and then Udemy will think you are visiting for the first time and give you the lowest price.

Does Udemy have a student discount?

Udemy has no student discount. However, Udemy offers steep discounts to all users. Udemy often runs sales on select courses such as Python programming, for instance. I found a Machine Learning A-Z: Hands-On Python & R In Data Science class for just $12.99 on April 17, 2021. The same class normally costs $94.99.

Udemy offers organizations flat prices to the 155,500 courses on Udemy.com in its Udemy for Business. However, you will have to contact Udemy to get the prices for the Business courses.

Is Udemy Free?

Yes, and no. Udemy charges for the vast majority of its courses; this means the instructors earn money for their efforts. However, Udemy does offer 586 Free Courses in its free learning resources center.

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Is Udemy accredited?

Yes, and no. Some Udemy courses are accredited, for example, a Professionally an NLP Certification Diploma. However, most Udemy courses are not accredited. The Udemy listings will tell you which Udemy courses are accredited. Notably, Udemy does not charge extra for accredited courses.

Does Udemy have certificates?

Yes. Udemy offers certificates, including some accredited certificates for courses. Most Udemy certificates are only a record of course completion and not accreditation. Some employers will accept Udemy certificates, but many employers will not recognize unaccredited certificates.

Do Udemy certificates matter?

Some Udemy certificates matter because businesses accept them. Plus, some Udemy certificates are accredited. Conversely, Udemy’s website admits many Udemy certificates are not accredited. Many employers will not recognize Udemy certificates because they are not accredited.

Is Udemy an accredited educational institution?

No, Udemy is not an accredited university or college, and their instructors are not required to have any formal education in teaching.

Do Udemy courses count as credit towards college degrees?

No, Udemy courses do not count as credit towards college or university degrees, but that does not mean they will not boost your resume.

Is Udemy legit?

Yes, Udemy is a legitimate educational resource used by many large companies, including Volkswagen, Kaiser Permanente, General Mills, Adidas, and General Mills. However, Udemy is not an accredited educational institution, and its courses do not count as credit towards college degrees. Instead, Udemy is an alternative to traditional educational institutions.

Many people will consider some Udemy courses, such as Crystal Energy and Energy Healing, illegitimate. Those classes comprise only a small percentage of the Udemy curriculum.

A good way to think of Udemy is as purpose-driven education. I think purpose-driven education is a legitimate concept, but the traditional educational establishment does not recognize it.

Is Udemy worth it?

Yes, Udemy is worth it for people who need to learn specific skills for their jobs or hobbies. In particular, Udemy will help non-technical people who need instruction in common tools such as Microsoft Office.

Udemy is also worth it for people who want basic education in the visual arts such as drawing and photography. Its courses offer good introductions to those subjects. Udemy’s boot camps will be worth it for teams that need an introduction to a piece of software or a suite of software tools such as Microsoft Office.

Another group who could find Udemy worth it is people who need to increase their knowledge of basic academic subjects. A person who never studied Algebra in school, for example.

People who need to increase their foreign language skills could also benefit from Udemy. A person who studied English in school but does not understand English grammar could find Udemy worthwhile.

Udemy could also be worthwhile for people seeking more personal development and trying to improve their learning ability. It offers courses in Personal Productivity, Speed Reading, Mindfulness, Memory, and Communications Skills.

However, I do not think Udemy is worth it for people who need intensive technological education in complex technical subjects such as Programming for Data Science with Python. I consider Udemy’s courses too short to offer adequate instruction in complex subjects.

Instead, I think platforms such as Udacity or Massive Open Online Courses (MOOCs) from universities could better serve engineers or computer scientists in need of more in-depth education. One advantage to MOOCs is that they can prepare you for college courses. Another attraction is that many MOOCs are free.

Final Thoughts

Udemy exemplifies both the strengths and weaknesses of skill-based education and online courses. The strengths are easily accessible courses that offer education in an incredible variety of subjects. The weaknesses are a lack of accreditation and the shallowness of some of the courses.

Udemy offers one of the largest catalogs of courses and many classes not found elsewhere. In particular, Udemy offers courses in areas other educational platforms do not cover. Udemy offers courses in drawing, healthcare, and music, for example.

I think Udemy has trouble with the border between education and entertainment. Many Udemy courses, such as Crystal Energy, seem to be offered for their entertainment value rather than educational content. However, the vast majority of Udemy courses appear to have been chosen for educational content.

One advantage to Udemy is that it offers courses that can increase your knowledge and skills in a wide variety of subjects. For instance, the Udemy platform offers courses in English, Maths, grammar, graphic design, and languages.

Thus, people beyond tech workers could benefit from Udemy. High school and other students could use Udemy to study subjects not offered by their local schools. A 12-year-old who is interested in Algebra or German could study those subjects on Udemy.

That means Udemy could be of use to homeschoolers or families that live in areas with deficient school systems. A student preparing for college could increase her skills by taking Udemy’s maths or business courses.

Udemy shows that online education can offer an incredible variety of courses. However, Udemy also shows that online education can be superficial, limited, and uncredited.

If you are seeking an easy-to-access online education platform that offers many courses, Udemy is for you. MOOCs and specialist education platforms could better serve those seeking intense education in specific subjects.

Udemy is an educational platform that everybody should investigate. However, Udemy will not fulfill everybody’s educational needs.

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Skillshare Review 2021: Skillshare Teacher Reveals All https://www.greatworklife.com/skillshare-review/ https://www.greatworklife.com/skillshare-review/#respond Wed, 25 Aug 2021 01:55:30 +0000 https://www.greatworklife.com/?p=2927 As a premium subscriber and a teacher on Skillshare, I believe I can give you a detailed insight into Skillshare, how it works and if it is right for you.

Skillshare is an online education platform that emphasizes skills rather than formal education. Each Skillshare course is a series of video lessons that teaches a particular skill. Some of the skills are job-related, and many of the skills are artistic or lifestyle-related activities. There are many visual arts, writing, and design courses on Skillshare.

Skillshare emphasizes artistic, creative, business, IT technical skills, and productivity courses. There is no accreditation, college partnerships, and few recognized certificates of achievement. That means few Skillshare courses will look good on your resume.

People who do not need accredited courses or degrees will benefit from Skillshare. Those who need academic accreditation will be better served by “Massive Open Online Courses” (MOOCs) offered by Udacity and Coursera who offer a better formal education than Skillshare.

Skillshare Review & Test
Skillshare Review & Test

Skillshare Pros

  • Netflix for Learning, one flat rate for all courses
  • Skillshare is cheaper than competitors
  • A first-time member discount of 40% is available
  • 2,145 free classes available
  • A 50% student discount is available
  • Enormous library of 30,000+ courses
  • Over 8,000 teachers
  • Newer courses are very high-quality
  • Many artistic subjects such as Drawing, Illustration, Animation, Photo & Film, and Design

Skillshare Cons

  • Most Skillshare Courses are Unaccredited
  • No College Degree Programs Available
  • Few Academic Subjects Available
  • You can learn some of the skills from YouTube.
  • Employers do not recognize Skillshare certificates.
  • You can find free equivalent courses on other platforms such as Coursera
  • Some courses are low-quality

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What is Skillshare?

Skillshare is a digital platform offering over 30,000 video courses. Each course offers a skill that people can use in real life. Skillshare focuses on courses in the visual arts such as video game design, writing, and lifestyle-related courses. Skillshare also offers many courses targeted at artists, developers, designers, and other creators, including writing.

Many courses show artists how to monetize their art. Examples of these courses include; The Staples of Branding: From Purpose to Product and Social Media Storytelling.

Thus the best way to think of Skillshare is as an educational platform for artists and creative people. To that end, Skillshare offers tech and web design courses that help writers or artists market their creations.

Skillshare also offers introductions to many tech-related areas of art, such as video game design and video production.  Unreal Engine 4: Intro to Game Design, for instance.

Skillshare also offers many lifestyle-based courses that teach people hobbies and art skills to improve their lives.

The diverse range of Skillshare courses includes:

How does Skillshare Work?

Skillshare is a platform that offers members access to thousands of problem-based video courses. Individuals take courses through the Skillshare website and the Skillshare app.

Each course is broken down into lessons. The average class duration is one to two hours. Skillshare membership free, but to access all the premium courses, you need a subscription. Skillshare’s app will allow you to learn offline. Skillshare members receive unlimited access to every class and access to an online community.

Instead of charging for individual classes as Udacity or Udemy does. Skillshare charges users a monthly membership that gives them access to the entire library of courses.

SkillShare: Learn Skills Online
SkillShare: Learn Skills Online

How Does Skillshare Make Money?

The Skillshare business model is similar to Netflix’s. Skillshare has no adverts and is fully funded by its members. Part of the membership fee is used to pay the instructors. The instructors are paid for every minute of video watched by a premium member. This is why some people call Skillshare Netflix for Learning.

Who is Skillshare Best For?

Skillshare is best for people who want to learn skills. Skillshare is a great resource for people seeking hobbies and lifestyle-based skills such as photography and cooking.

Skillshare is also a great resource for artists and people interested in the visual arts. Examples of the art courses include Watercolor Painting Techniques (For Beginners and Pros) and Full Tutorial – Mixing colors for watercolor painting.

One group that could benefit from Skillshare is artists who want to explore new areas of art or techniques. A sketch artist who wants to learn painting, for example. Or a painter who wants to experiment with animation.

Others who could benefit from Skillshare are hobbyists who want to get serious about their art. People seeking a new hobby could find it on Skillshare. Do-it-yourselfers could benefit from many of the crafts courses.

There are some job-related skills such as Interior Design, video game design, Business Analysis, and web development available on Skillshare. Thus, people who need job skills, such as small business owners or freelancers, could benefit from Skillshare.

The Quality of Skillshare Courses

Skillshare has improved its quality guidelines and forbids any advertising or branding in the video’s main content. This has helped push the quality of courses higher.  Some of the older courses are quite poor, but instructors are learning that great sound and video quality, plus killer content are the recipes for success on Skillshare.

Skillshare also promotes Skillshare Original Classes and Staff Picks which are produced and chosen for their exceptionally high quality.

How Many Courses Does Skillshare Have?

Skillshare claims to offer over 30,000 video-based classes in press releases. However, Skillshare does not offer an official count of the number of courses it offers on its website.

How Many Students Does Skillshare Have?

Skillshare claims its online learning community has over 12 million “registered members” in a press release. Skillshare does not say how many of the registered members are active students. Therefore, Skillshare does not review how many students its courses have.

What Can You Learn on Skillshare?

Skillshare has many practical, creative subjects you can learn, including:

Skillshare also has many practical business-related courses that can boost your skills in the workplace, including:

Is Skillshare Free?

Yes, Skillshare offers 2,145 free classes for those who register for a free membership. To access the full library of over 30,000 classes, you will have to pay a monthly or annual membership fee. This is fair as the teachers should also get paid for their effort. All membership levels are free from adverts, and the teachers are paid between 5c and 10c for every minute of watch time.

How much does Skillshare cost?

Skillshare is free to join. However, you will need to buy a Premium membership to take the majority of Skillshare courses. A Skillshare Premium Membership costs $9 per month for a monthly membership or $168 for an annual membership.

Skillshare offers many discounts for businesses and others. They claim there are special rates for team memberships. However, you will have to contact Skillshare and ask for those prices.

How much is Skillshare Premium?

Skillshare Premium Memberships cost $32 per month if you pay monthly. However, a Skillshare Premium Membership will cost $168 or $13.99 a month if you pay annually. You can try Skillshare Premium free for seven days with a trial membership.

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How To Get A Big Skillshare Discount

Skillshare does offer large discounts for first-time members. New members can get a 40% discount on a Skillshare Premium Yearly Subscription, reducing your cost from $168 to $100.

Does Skillshare have a student discount?

Yes, but they call it a “Skillshare Student Scholarship.” The Student Scholarship is actually a 50% discount on a Premium membership. Therefore, the discount gives scholarship recipients a $16 monthly membership or an $84 annual membership.

Is Skillshare Legit?

Yes, Skillshare is a legitimate educational resource. Most of the courses on it are real, but they are not college courses. Skillshare has no alliances with universities and no degree programs. Thus no institution accredits Skillshare courses.

Instead, Skillshare emphasizes skill-based education they intend for individual information and entertainment. The emphasis is on skills people can use to improve their lives rather than degrees. You will learn from Skillshare, but you will not receive a degree or accreditation.

Some people will consider some Skillshare courses illegitimate because they are frivolous, shallow, and simplistic, such as Crystal Therapy 101 or Crystal Grids and Sacred Geometry.

Is Skillshare accredited?

No most Skillshare courses are not accredited. Instead, the service emphasizes skill-based courses. No academic organization or institution appears to accredit any Skillshare classes. Unlike some competitors such as Coursera, Skillshare does not offer tech courses accredited by large companies such as Microsoft and Google.

Does Skillshare have certificates?

Yes. Skillshare offers many certificate courses, such as the Thai Foot Reflexology Certificate Course. However, most of the certificates only demonstrate you have completed the courses.

Most universities will not recognize the courses. However, employers could recognize some of the certificates. One problem at Skillshare is a lack of company-backed courses and certificates.

Do Skillshare certificates matter?

Yes, Skillshare certificates matter because they provide evidence you have completed a course and learned a skill. However, Skillshare certificates are not accredited, so they offer no credit towards any college courses.

Another problem is that many of the Skillshare technology-related certificates are not issued by large companies such as Google and Microsoft. Thus, many companies may not accept those certificates. A Skillshare certificate could look good on your resume, but it is not accredited.

Can You Earn Credit Towards College Degrees on Skillshare?

Skillshare certificates are not accredited and provide no credit towards any college degree. One reason Skillshare courses are unaccredited is that Skillshare appears to work with no universities or colleges.

Skillshare vs. Youtube

Skillshare has three advantages over Youtube, there are no averts, instructors save their best work for Skillshare members, and students can do class projects on Skillshare and get direct feedback from the instructors. While Youtube is a huge free source of videos to help you learn specific topics, you need to endure the endless adverts and video sponsorship plugs.

Skillshare vs. Udemy

Skillshare offers a flat rate payment for access to all courses, while Udemy charges between $20 and $200 per course. Skillshare courses tend to last 1 to 2 hours, while Udemy courses are much longer. For voracious learners, Skillshare is the best option. For those who want a single in-depth course, Udemy is better.

Where can I find Skillshare courses?

You can find Skillshare courses via their App in the Apple App Store, Google Play Store, and directly on the Skillshare website. Skillshare courses are not available on Roku.

Final Thoughts

Skillshare is an excellent resource for voracious learners because it offers many classes in business, visual arts, creativity, and productivity, all at a flat-rate membership fee. The platform also offers many technology courses, including video game design and development and e-commerce applications such as Shopify.

One huge problem with Skillshare is that it has no relationships with universities and makes no effort to offer college degrees or accredited. That means many employers will not recognize Skillshare courses. It also means that Skillshare courses will not count as credit towards college degrees.

Skillshare is an interesting resource. People seeking skills could benefit from Skillshare. However, those seeking career-related skills will not be well-served by Skillshare.

Serious professionals need to avoid Skillshare. However, hobbyists, artists, and the self-employed could find this platform very useful. The bottom line is that Skillshare is a great resource if you just need skills.

Get 30 Days of Skillshare Premium for Free

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How to Hire the Right Real Estate Employees https://www.greatworklife.com/how-to-hire-the-right-real-estate-employees/ https://www.greatworklife.com/how-to-hire-the-right-real-estate-employees/#respond Tue, 24 Aug 2021 10:26:28 +0000 https://www.greatworklife.com/?p=2951 In the world of real estate – whether you are an agent, a property manager, the owner of an investment firm, or otherwise – hiring is easy. Property is a very desirable field to enter, after all, so you’ll never be short of applicants.

How to Hire the Right Real Estate Employees
How to Hire the Right Real Estate Employees

The challenge arises when looking for the perfect candidate. With many job markets heavily saturated at the moment, locating the very best employee for the role you have available is a huge task.

In this article, Property Solvers Auctions (UK) explore what you should be looking for, as well as how you should position yourself as an employer in order to strike lucky.

Them:

Flexible

Flexibility is a must in many areas of real estate employment – including property management and sales, as agents need to be available when tenants and potential homebuyers need them.

What’s more, the face of real estate employment has changed in the post-COVID era, and the new developments look as if they will be here to stay. Remote and home working are now common, so you’ll need to choose a candidate who is willing to work in a way that suits you.

New tech is always being introduced too, so it’s important that your new hire is always ready to learn.

These matters must be discussed with each potential hire in detail before any contracts are signed.

Creative

The UK property market is going through a huge boom at present – with a massive amount of demand and far lower levels of supply pushing prices way up.

Creativity and imagination are a must in such volatile times; you need to seek out a candidate who is able to work under unusual circumstances and can make the most of the present state of the market.

Patient

Many corners of the real estate world require a great deal of to-ing and fro-ing between separate parties. Owners, buyers, solicitors, and other individuals and firms must be consulted, bargained with, and encouraged to make decisions.

For this reason, patience is absolutely vital in this field.

Knowledgeable

Specialists in the world of real estate must have strong local knowledge when dealing with certain regions, cities, or neighborhoods. It is also vital that they have a great understanding of the current regulations inherent in the sale or management of properties and investments.

Of course, these elements will come with training if you find the right person, but you need to determine whether your new hire will be willing to do their research and retain all necessary information in order to be an asset to your company.

You:

Selective with Hiring Platforms

It’s a good idea to avoid putting out job ads across dozens of different platforms. Try to choose your audience carefully. If you need someone with a very niche set of skills, do you research and approach specialists individually via LinkedIn or industry-specific sites?

Take note of everywhere you advertise and make sure that extensive, detailed information is available on each platform, with every listing remaining identical.

Prepared to Make Concessions

You need to note that the best potential employees may already be in receipt of attractive offers from other organizations, so remember that they are “interviewing” you at the same time as you are interviewing them.

Try to be flexible in what you offer if you can, and decide on the best package you can offer the right candidate – both in terms of pay and other perks.

It may be very worth your while having a few bargaining chips up your sleeve, particularly if the individual in question comes with valuable contacts or other resources.

Realistic

Many job listings – across a range of fields – include a huge list of varied duties that really should be undertaken by an entire department, not by a single individual.

If you want your new hire to achieve great things, don’t plan to pile as much work as possible on them, and don’t expect them to stretch themselves across a wildly diverse range of duties in a manner that is effective and sustainable.

Respect their limits and try to make the most of the specific set of talents they offer. After all, your employees are among your greatest assets.

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32 Strategic Interview Questions To Ask Candidates (2021) https://www.greatworklife.com/great-interview-questions-to-ask-candidates/ https://www.greatworklife.com/great-interview-questions-to-ask-candidates/#comments Tue, 24 Aug 2021 02:53:57 +0000 https://www.greatworklife.com/?p=957 I reached out to scholars, business leaders, entrepreneurs, and hiring managers to find out what are their favorite and most interesting questions they like to ask interviewees. Not only that, but they have also provided the reasoning and thought behind the questions.

Situational, behavioral, and even lines of disruptive questioning are all included. As this article contains a great depth of knowledge, please use the table of contents below to jump to a question that interests you. The downloadable pdf is here.

32 Strategic Interview Questions To Ask Candidates (2021)
32 Strategic Interview Questions To Ask Candidates (2021)

1. When is it okay to bend the rules?

For example, when I ask, “When is it okay to bend the rules?” The answer should be “never.” If someone says they would make an exception for a reason, I would go ahead and say to myself; this is probably not someone I should hire. If they say, “Only if the leader allows this,” that would be the only other reason I would consider that applicant. I like to ask situational questions pertaining to a person’s character because I don’t want people coming into the job thinking it is acceptable to bend the rules or be unethical. I want someone that is loyal and trustworthy to my company. This answer is very important because it can directly reveal if they will be honest.

2. What would you do in a difficult work situation?

For my second question, “What would you do in a difficult work situation?”; From the answer, I would expect to learn whether or not they will have patience, wisdom, and leadership skills in handling difficult questions. Some people answer nervously on the spot or might not be able to think of an answer, in which case, I can ask them to give me an example of where this might have happened, so they will be able to answer easier. I can then use that example as the substance for making my final decision. Character is so important.

A lot of people can be trained in certain positions at your workplace, so if their degree doesn’t necessarily match what you’re hiring for, that shouldn’t be as big of a deal, depending on how intricate the job is. When hiring, finding someone with good character is like finding gold. Of course, you obviously want to factor in intelligence, as well. However, everything else, as far as job training, usually can fall into place with someone with good character and moral standards.

3. You’re behind schedule, a client or employee needs your help, how do you respond?

Lastly, for my third question, “If you’re falling behind and client or employee needs you to help them with something, how would you respond?”; I would expect to learn how the potential new hire will handle working under pressure, but most importantly, their willingness to put others before themselves. I would hope for them to say they will help someone out no matter what kind of pressure they are under.

I would have to say that these are my three favorite questions to ask. Finding out certain characteristics of the potential new hire beforehand is not always something that is done. However, it’s probably one of the most determining factors for me because it gives me some foresight on what kind of worker they will be.

Aside from being the founder of the calendar productivity tool Calendar, John Rampton is an entrepreneur, investor, and startup enthusiast. 

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4. How would you deal with a difficult coworker?

Looking at the big picture, behavioral questions look for examples of things you’ve experienced in the past, while situational questions are seeking examples of how you would do something given a specific scenario.

How would you deal with a difficult coworker?  In this situational question, the interviewer is attempting to find out if you have the ability to diffuse and prevent potential drama among team members. A good answer would be – “I would refrain from engaging in harmful activities such as gossip and negativity and remain positive in all dealings with that individual. If the situation became difficult to manage personally, I would seek advice from my supervisor on what to do specifically.”

5. How do you influence others to work with you?

In this behavioral question, the hiring manager wants to know how collaborative you are and how you influence people to work with you to accomplish common goals. Give examples of what you’ve done and how you were able to get others to go along with your leadership. If you’ve never been a lead on a project, discuss specific team activities or examples from leaders you’ve followed that you would emulate given a chance to lead a team.

Tom McGee Tom McGee, GM/VP Sales & Marketing Division for executive search firm Lucas Group

Start an interview with open questions, then move to more specific questions.
Start an interview with open questions, then move to more specific questions.

6. Tell me about yourself?

As a former hiring manager at two different ‘Fortune’ ranked companies before entering academia and eventually becoming a tenured management professor, I regularly used open-ended questions of this sort at the beginning of an interview. And since there’s really no right answer, it’s generally a low-stress way to relax applicants and get them talking.

But while there may not be any right answers, there are definitely subjects that wise candidates would avoid during an initial interview. For example, if an applicant is recently divorced and is now the primary caregiver for an elderly parent with Alzheimer’s disease or has two pre-school toddlers at home, those would generally be topics to avoid during that first interview. So given that caveat, what is a potential employer really looking for? In a single phrase, hiring managers are searching for organizational fit.

As a general proposition, organizations seek people who can help them grow stronger. Thus, they want folks who will solve problems, not create them.

So as much as possible, I looked for applicants who discussed the relevant transferable skills and related work experience that they could bring to a particular job, a work team, and the overall organization. Further, answering while weaving in the notion of enjoying challenging work and the sense of accomplishment gained for a job well done also earned high marks during my evaluations.

But, on the other hand, I always expected the whole truth: folks who over-embellished important facts were routinely discovered down the line since my organizations (like most, these days) did thorough reference checks and background investigations!

Timothy G. Wiedman, D.B.A., PHR Emeritus Associate Prof. of Management & Human Resources (retired), Doane University


7. How would your previous employer rate you from 1-10?

Our favorite line of questioning is the following:

  1. Will your previous supervisor or boss provide you a reference?
  2. If yes, what would they say about you and your work performance?
  3. How would they rate you on a scale of 1-10?
  4. What, if anything, would they say you could have done to get to a _____ (next highest number)?

This line of questioning has several uses. One, can they even get a reference? If yes, great. If no, why? No usually indicates an issue and definitely something I want to know about before considering hiring someone. I don’t care how many HR policies are in place to prevent me from learning something of substance about this candidate; if they were a rock star, their previous supervisor would want me to know. Bosses like helping their former superstar employees succeed and do well, so there’s really no reason the answer to this question should ever be a no if the candidate is worthy of a second look.

Secondly, probing about what the supervisor would say about their work performance and how they might improve digs into the candidate’s emotional intelligence and ability to take another person’s perspective, which usually translates well on the job in any interpersonal situation. It also challenges them to consider their weaknesses in front of an interviewer whom they’ve typically been trained to only speak of their successes and accomplishments.

This is a tough spot but brings up the chance to learn about the candidate’s values, sense of humility, and how realistic or practical they might be.

It’s really one big question and can elicit a lot of information about their experience, their achievements, and about who and how they are as a person all at once.

Founder and CEO of The Hire Talent, Fletcher Wimbush, has interviewed over 8,000 applicants.


8. What kind of sound do you think describes you?

Our favorite personality question by far is, “what kind of sound do you think describes you?” The question immediately stumps most applicants at first, and it’s one where you can’t throw out a canned or rehearsed answer. It’s open-ended enough for applicants to show their personality (words can count as sounds too! One applicant just said “driven.”) but also a strange enough question where people really need to think about their answer.

9. Can you teach me something in 5 minutes?

A more technical interview question we ask is, “teach us something in 5 minutes”. It allows the applicant to demonstrate how quickly they can think on their feet while also giving us some insight into their knowledge base and what’s “at the forefront,” so to speak. We find it’s a much better gauge of professional and personal interest – lots of applicants have taught us some really cool things such as origami or a quick rundown of Gaussian distribution.

Michael Sheen, Hiring Manager: inteliKINECT 


10. What do you value in your work relationships?

No one comes into an interview saying they’re a terrible team player.  This question gets people thinking and talking. I’m looking to see what relationships they choose to talk about as well – managers, peers, clients, etc.  The answer draws out true insight into how they play well with others.

11. How would you explain your career to your parents?

There are two things I’m looking for in this answer:

  1. The ability to take something complex and make it simple.  This is a good measure of their ability to communicate clearly with others.
  2. An understanding of what they view as the core of their work and whether it aligns with the core of the role I’m recruiting for.

Lisa Barrow is the founder of Kada Recruiting, a digital and creative recruitment agency. Also former Director of Client Adoption at Monster.com

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12. What is your ideal culture to work in?

I frequently ask interviewees what their ideal culture to work in is. What I expect to learn from this answer is to see if the potential employee would be an ideal fit within the company.

13. What would you change if you could go back?

I also like to ask candidates about a particular action they took in the past that they would change if they could go back. The reason I ask this question is that I am interested in finding out a person’s experiences. While a resume will often boast the candidate’s achievements, I prefer to discover the potential employee’s grit in overcoming diversity and challenges.

Steven Azizi Business Owner – Miracle Mile Law Group 


14. What isn’t on your resumé?

What isn’t on your resumé that is important for me to know?

My favorite question for interviewees: What isn’t on your resumé that you feel is important for me to know?

The goal here is to find any synergies that might be overlooked if a candidate has tailored their resumé to the position. For a smaller company, this can be incredibly helpful because you might need generalists to help the company grow at first. I asked this during our most recent round of hiring, and it provided extraordinarily helpful information on two occasions.

One candidate pointed out that they had a passion for video editing and had been practicing on their own for the past several months. While this wasn’t directly related to the position, the management team had recently expressed interest in expanding our video marketing capabilities, and that skill could be very valuable to the team. Another candidate prefaced their response with “I know this is going to sound cliché, but…” and described that they were a hard worker. They were right – it did sound cliché at first, but after considering the tone of our interview up to that point (and the fact that they were the only candidate that made that claim), it left a lasting positive impression.

Tony Mastri – Hiring Manager, MARION GroupTwitter


15. What is the worst conflict you’ve managed?

What’s the worst conflict you’ve managed between two subordinates or work colleagues? How did you resolve it?

A great candidate will actively work to manage through conflict on their teams. If they’re able to find a way to mitigate negative feelings or behaviors, they do, and if they can’t, they assist team members in coping to the best of their ability. The right candidate isn’t afraid to enlist the help of their boss in monitoring and improving team dynamics and can provide thoughtful input to help resolve the situation.

Dealing With Conflict Questions Help You Understand A Candidates Charachter
Dealing With Conflict Questions Help You Understand A Candidates Character: kabaldesch0 / Pixabay

16. How you run meetings?

How you run meetings? Has it changed in recent years?

A great candidate will have a basket of tools and tricks that they have developed over time to help accomplish the work at hand. No one tool is right for every purpose or need, so the candidate should show that they are open to experiment over time and seek to learn from others what works best to achieve desired outcomes.

Marc Cenedella, CEO at Ladders, a leading job search site. 


17. Why did you leave your last job?

One question I’ve really enjoyed asking over the years is less skills/experience-focused and more critical thinking related.

One mean question I liked asking was, “Why did you leave your last position?”. I like to ask that as the last question. Then I ask if they can provide me a list of references.

What I expect to learn is whether they were truthful with their original answers. Usually, I can tell this just by reading facial signals and body language.

A lot of people have a tough time being truthful about how they left their last job. Personally, whether they were fired or quit isn’t that important; what is important is that they are truthful while applying with me.

If they lied about how they left their last job, it would usually be detectable when you ask for references. If the applicant happens to lie and also has a good poker face, the truth usually comes out when references are provided late or incomplete, which would indicate an attempt to hide something.

Rudeth Shaughnessy, Retired HR Professional & Volunteer Director at Copy My Resume


18. What are you passionate about?

My favorite interview question to ask a candidate is, Other than your family, what are you passionate about? Whether it’s their Sunday night bowling league or their son’s Boy Scout group, they need to be passionate about something. If the candidate is not passionate about anything, he/she will not be passionate about working for my company.

Gene Caballero Co-Founder – YourGreenPal.comTwitter


19. What was the color of the receptionist’s shirt?

As simple as this question may seem, over 60% of candidates fail this question. The main aim of the question is to test a candidate’s attention to detail. In the nervousness leading to an interview, candidates tend to be surprisingly oblivious to their surroundings.

As any Candidate selected by my firm would very likely handle delicate engineering apparatuses, it is pertinent that they are able to pay attention to minute details.

20. Describe how to make a paper plane with just words?

Though not technically a question, this instruction reveals how well a
candidate can describe just about anything to either a fellow professional or a layman. This is a skill that also comes in handy for sales executives and installers of our products.

When answering this question, a candidate must display the ability to explain complex procedures using simple sentences.

Joe Flanagan is the Lead Project Engineer and hiring manager at Tacuna Systems.


21. If you could write your own job description, what would it say?

After six years of recruiting, I’ve realized that the best interview questions are not the initial question posed but the follow-up questions after you receive an initial response from the interviewee. Why, you may ask? The follow-up questions allow me to peel the layers back and see the person’s true colors. This is where you’re able to genuinely identify the interviewee’s skill alignment and culture alignment.

One of my favorite questions is, “If you could write your own job description, what would it
say?”

As the interviewee responds, I make sure to follow up and ask:

  • Why does that matter to you?
  • Tell me more about your interest in contributing to those functions?
  • What makes you feel confident that you would be an asset in the way you just outlined your ideal job?

I have found that these questions get the interviewee out of ‘interview mode’ and lend them to honestly reflect on their skills and desires. It is important to consider what their responses mean about them as an individual: work ethic, core motivating factors, where they get their satisfaction, natural leadership tendencies, and many more hard skills and soft skills.

Ashley Irvin is the Growth Talent Manager of Remedy Review 


22. Tell me about a time you failed to reach your goal?

I like to ask questions that uncover people with high potential, which is very important for our line of work.

What this question does is show whether the candidate is working from a victim mentality (which most people tend to do) or whether they will do whatever needs to be done to keep going, even when things seem incredibly challenging.

Some examples of poor answers:

  • It wasn’t my fault
  • I had to quit because family/life/job got in the way.
  • I couldn’t do it because of XYZ…

All of these answers to me say that given enough obstacles, the person will quit before even attempting to find a new path.

Good answers are:

  • Although I hit the wall, I still kept trying to find a solution.
  • Everyone told me it couldn’t be done, but I kept on going.
  • I don’t give up easily, and I am certain I will find a solution one day.

What I’m really looking for when I ask this question is to see if the person is visibly uncomfortable, but they never resort to blaming other elements for the failure. This is a great indicator of high potential. These individuals also frequently never admit defeat but rather see the ‘failure’ as a temporary obstacle that will be resolved at some point in the future.

23. When did you make a bad decision?

Tell me about the time when you had to make an independent decision, which ended up being the wrong one getting you in hot water with the boss?

This question tells me a lot about the candidate’s ego and whether they take responsibility for their actions or if they become really defensive.

Poor answers to this question include vague situations like: 

Oh yes, I made independent decisions all the time, and some were right, some were wrong, but I can’t remember exact details right this moment > Candidate has clearly never made any independent decisions. 

I made a decision to start working with a new client, but I made a mistake and didn’t sign the Terms and Conditions before accepting the work, which caused a lot of problems. I had a stern talk down from the manager, and since then, I insist that I am made aware of when I’m doing something wrong – because I don’t know it otherwise > This particular answer simply shifts the blame onto someone else rather than taking responsibility for own actions.

Good answers: 

I once had to take over the department while my manager was dealing with a personal issue. I was dealing with a lot of responsibility and made a huge accounting mistake. I realized the mistake and owned up to it. When the boss returned, I accepted the harsh criticism because it was my mistake after all. But since then, I’ve made sure to triple-check everything to ensure the mistake never happens again.

The boss wanted me to create a brand new website for the company. While I was working on it, I decided to get a new web hosting service, but I didn’t communicate this to the rest of the IT department to create a backup of the old site just in case. This resulted in the old website being taken offline, so we were left without a web presence for a whole month. I got a lot of criticism and blame for this, but it was my responsibility to inform everyone which I didn’t do. Since then, I implemented a workflow software into the company that avoids these sort of mistakes happening even when people are not around to have a chat –
they get a notification about the task, and everyone is aware of what’s happening. >Both of these answers speak to the person’s lack of ego and willingness to admit their mistake and implement changes to prevent issues from happening in the future.

Deeyana Angelo, Managing Director of Blahtech and Market Stalkers


24. A disruptive line of questioning

  • How much is eight times nine?
  • Can you write cursive?
  • How long can you go without checking your cell phone?
  • Name a state you have never visited?
  • Name three cities located in that state?

As a behavioral and marketing psychologist, my approach is totally different from the ‘same old – same old ones from HR. Plus, many hiring managers have never been formally trained to interview qualified applicants.

Do the above questions and tasks appear easy? They aren’t. Try them yourself. Ask a coworker, one of your best employees, your spouse, even a neighbor, etc., to imagine they are a job applicant for any position of their choice. Administer the questions above to see how well they fare. The results may surprise you.

Would you hire a person who checks their cell phone every 12 minutes? Not me!

Give the applicant a pen and pad with the following directions, “Using a
minimum of five sentences. Yes, you may use more than five. Why do you want
this job?”

I want to see how the applicant organizes his/her thoughts, uses grammar and punctuation, etc., as he/she is going to be communicating with clients/customers.

Dr. Elliott B. Jaffa 


25. What are you working on to improve yourself?

Outside of work, what’s a new skill or habit you’re currently working on to improve yourself?

In my experience, people who are self-motivated, proactive, and productive are always doing things to improve their lives. Go-getters are not stagnant and satisfied with the status quo – they are active and enjoy challenging themselves to learn new things, develop beneficial habits, and achieve goals.

Robin Salter, Owner of two businesses, seasoned freelance writer, and CMO of a tech startup called KWIPPED


26. What cause are you passionate about?

What cause are you passionate about, and how do you take action on it?

We want to understand if the candidate is not only a role fit but if they’re a culture fit. As a social enterprise, we’re not for profit, but for a purpose; therefore, if they aren’t actively passionate about a specific cause, then they will lack the motivation of our bottom line. You can have the strongest salesperson or the most detail-orientated operations manager, but if you don’t find the right culture fit, then we know that they won’t be interested in going the extra mile.

Lauren Ott, Chief Kits Officer: Kits for a Cause


27. What is your dream job?

I personally find that this question has the ability to show what their goals are and what is important to them. Asking this question also has the ability to see if their passions align with the company and the company’s future goals.

28. If you had a million dollars?

If you were given a million dollars to start up a company, what would you do, who would you hire, and how would you make your company different from the competition?

This question allows the interviewee to showcase their abilities for strategic thinking and pushes the interviewee to think on their toes.

Gina Curtis, SHRM-CP, aPHR, Executive Recruiting Manager, JMJ Phillip Group 


29. What fictional character are you, and why?

What fictional character do you feel best represents you, and why?

When new hires answer this question, they are demonstrating quick and analytical thinking, creativity, and the ability to have a little fun. Their answer also provides insight into how they see themselves and their personality.

Claire Shaner manages the HR Software Blog at BestCompany.com.


30. Tell me about growing up. What was family life like?

I like to ask the candidate a few questions that they likely haven’t prepared for; it helps me see how well they can think on their feet.

For the question “Tell me about growing up, what was family life like?” I’m looking to see how well they tell a story.

31. Everyone has a vision. What’s yours?

This helps me determine how they see themselves: Do they have goals? What passions will they pursue?

32. How do you read me?

In our business, we need to be perceptive and read people, usually over the phone. How do you read me?

This question helps me understand how well they deal with being ‘put on the spot’ and how perceptive they are. Do they take risks with their answer, “you look like you could be demanding and impatient, etc.,” or are they obsequious “you’re really successful and smart”?

Martyn Basset, CEO, and Founder of Martyn Bassett Associates, a Recruitment Firm

33. How did you spend your time during the lockdown?

This is a great topical question to ask because it will tell you a lot about a person and what they do with their spare time.

The lockdowns most of us have endured gave many people a lot more spare time than they have previously had.  How this time is spent will give you huge insights as to the type of person they are.

If the candidate spent the time doing volunteering work or helping neighbors and family, this is an admirable answer.

If the interviewee’s time was spent learning new skills, this is a great sign. Ask what skills and where did they acquire the new skills? Udemy, Skillshare, books, or something else.

If the candidate says watching Netflix and Youtube or gaming, that also tells you something.

Barry Moore: Founder – Greatworklife.com


Summary: 32 Strategic Interview Questions To Ask Candidates

Well, I hope that was useful; if you liked this article or if you have any great questions of your own you would like to share, please leave a comment below.

Lastly, a huge thank you to all of the esteemed contributors to this article.

Now that you have hired the right person, take a look at our 13 Proven Ways To Get Your Employees To Like & Respect You.

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