Jeff Bezos warns US military it risks losing tech supremacy

Jeff Bezos has warned American military leaders that the US risks losing its superiority in technologies that have been key to its national security.

Speaking at the Reagan National Defense Forum, an annual gathering of US military leaders and defence contractors, the Amazon chief executive officer suggested that China’s attempt to steal an edge in important technologies represented a new type of threat to US military supremacy, which has been based for decades on a clear technological superiority.

“Do you really want to plan for a future where you have to fight with someone who is as good as you are?” he asked the annual gathering at the Reagan Presidential Library. “This is not a sporting competition. You don’t want to fight fair.”

The Amazon boss singled out space as one area where US leadership was in doubt. “We’ve had an advantage in space — I’m very nervous that it’s changing rapidly,” he said. Mr Bezos has been pouring around $1bn year of his Amazon fortune into Blue Origin, his personal space company, which has set its sights on eventually selling launch services to the US Department of Defense.

Commenting on the US space sector, he said: “They’re facing adversaries who are good at innovating. If you’re facing adversaries who are good at innovating, you have to do it more.”

Mr Bezos’ appearance before top US military leaders came two weeks after he sued the Pentagon for failing to award a contract to Amazon Web Services, his company’s cloud computing arm, worth up to $10bn.

The contract, to operate a single data platform to support all US military operations, went instead to Microsoft after an eleventh-hour intervention by President Donald Trump — a decision that Amazon claims was the result of bias. Mr Bezos is also the owner of the Washington Post, which has been fiercely critical of the president.

The Amazon boss did not comment on the Jedi contract. But he struck a strong position in support of the US military, arguing that making the country’s top private sector technology available to the Pentagon was essential to the preservation of freedom and democracy. That was in contrast to some other tech companies, most notably Google, which have steered away from some types of military work after complaints from workers.

“My view is, if Big Tech is going to turn their back on national defence, this country is in trouble,” Mr Bezos said. Referring to the protests from some tech workers, he added: “I understand people are emotional. But there is truth in the world. We’re the good guys.”

Satya Nadella, chief executive of Microsoft, has taken a similar stance, even though he has faced protests from some employees over his company’s work for the US government on national security.

Source link

Ericsson to pay US more than $1bn over foreign bribery

Ericsson has agreed to pay more than $1bn to settle US criminal and civil investigations into foreign corruption involving high-level executives that spanned almost two decades.

The Swedish telecommunications group admitted to a long-running scheme to use agents and consultants to bribe government officials in Djibouti, China, Vietnam, Indonesia and Kuwait.

The settlement announced on Friday draws a line under investigations by the US Department of Justice and Securities and Exchange Commission, and was in line with the company’s previously disclosed provisions.

“Ericsson’s corrupt conduct involved high-level executives and spanned 17 years and at least five countries, all in a misguided effort to increase profits,” said Brian Benczkowski, head of the criminal division of the justice department, in a statement.

Mr Benczkowski had signalled the deal in a speech earlier this week, where he said the justice department had recovered $1.6bn in corporate resolutions of foreign bribery cases in 2019, beating the previous record of $1.3bn set in 2016 under the Obama administration.

As part of the settlement, Ericsson struck a three-year deferred prosecution agreement and a subsidiary pleaded guilty to conspiracy to violate the US Foreign Corrupt Practices Act.

The conduct admitted by the company between 2000 and 2016 ranged from cash bribes disguised as sham contracts to in-kind bribes for government officials and “off-the-books slush funds” used to make payments to customers who would ordinarily not pass its due diligence processes.

In Djibouti, from 2010 to 2014, an Ericsson subsidiary paid $2.1m in bribes to top government officials to win a contract with the country’s state-owned telecoms company, according to the company’s admissions.

Over 17 years in China, subsidiaries funded tens of millions of dollars of gifts, travel and entertainment for officials, while in Vietnam and Indonesia the bribery involved millions of dollars to consulting companies to form slush funds, the company admitted.

The admitted conduct in Kuwait involved an Ericsson subsidiary that won a $182m contract after an employee received inside information on the tender; it paid the source’s consulting company $450,000.

Steve Peikin, co-director of the SEC’s enforcement division, said Ericsson had “engaged in an egregious bribery scheme for years, spanning multiple continents, by surreptitiously using slush funds and funnelling money through sham intermediaries”.

The settlement involved a $520m criminal penalty due to the justice department and the return of $540m in ill-gotten gains, payable to the SEC, as well as the imposition of an outside monitor for three years. The SEC’s case included alleged bribery in Saudi Arabia.

Though Ericsson had co-operated with the investigations, the justice department said the company had failed to voluntarily disclose the conduct, provide all materials in a timely manner, and did not take “adequate disciplinary measures” with some employees involved in the scheme.

Börje Ekholm, Ericsson’s chief executive, said in a statement he was “upset by these past failings”, adding that the company had “not always met our standards in doing business the right way”.

“We have worked tirelessly to implement a robust compliance programme. This work will never stop,” he said.

Source link

Russians charged over global bank internet fraud

US and UK officials announced charges against two Russian nationals accused of running an organised cyber crime syndicate that stole hundreds of millions of dollars from victims in over 40 countries.

Maksim Yakubets and Igor Turashev were accused on Thursday of using a notorious piece of hacking software called “Bugat” or “Dridex” to steal online banking credentials in an alleged criminal conspiracy that began in 2009.

Officials from the US Department of Justice and the UK National Crime Agency called the pair prolific cybercriminals who had effectively committed bank robberies from their computers in Russia.

The US Treasury department separately sanctioned “Evil Corp”, the criminal syndicate allegedly run by Mr Yakubets and Mr Turashev, and claimed Mr Yakubets had provided “direct assistance to the Russian government’s malicious cyber efforts” through his alleged work for Russian intelligence.

Mr Yakubets and Mr Turashev were both indicted in the US in relation to the “Bugat” malware, while Mr Yakubets was additionally charged with a scheme involving another type of malware known as “Zeus”.

Brian Benczkowski, head of the US justice department’s criminal division, said Mr Yakubets was “responsible for two of the worst computer hacking and bank fraud schemes of the past decade”.

Rob Jones, director of the cyber crime unit at the UK’s NCA, said the two men had targeted “thousands of victims” in 43 countries, stealing hundreds of millions of dollars to fund their “cash-rich, fast cars” lifestyle.

Undated handout photo issued by National Crime Agency of a police officer speaking to Maksim Yakubets, 32, from Moscow, accused of running the world's most harmful cyber crime group which used computer viruses to cheat UK victims out of hundreds of millions of pounds, is facing charges for hacking and fraud. PA Photo. Issue date: Thursday December 5, 2019. Yakubets, from Moscow, who is said to run the group Evil Corp, has been indicted in the US over two international computer hacking and bank fraud schemes in operation since 2009, officials announced at a press conference in Washington DC on Thursday. See PA story POLICE Cyber. Photo credit should read: National Crime Agency/PA Wire NOTE TO EDITORS: This handout photo may only be used in for editorial reporting purposes for the contemporaneous illustration of events, things or the people in the image or facts mentioned in the caption. Reuse of the picture may require further permission from the copyright holder.
A photo issued by the UK National Crime Agency of Maksim Yakubets and his car © PA

Investigators had identified online accounts associated with the men that showed them “behaving and acting like very flamboyant and extravagant millionaires”, said Mr Jones at a joint press conference in Washington DC.

The NCA released pictures of what it said was Mr Yakubets’ customised Lamborghini “with a personalised number plate that translates to ‘Thief’”.

To read the rest of this article visit this Source link

Check out the companies making headlines in midday trading

Etsy — Shares of e-commerce company Etsy fell 1.4% after Morgan Stanley downgraded the e-commerce website company to underweight from ‘equal weight. The bank said it sees slowing gross merchandise sales that will result in negative earnings revisions.

ViacomCBS — ViacomCBS shares rallied more than 3% after it announced on Wednesday evening the completion of the merger between CBS and Viacom. The new company is expected to focus on quality content as rivals like Disney, Apple and Amazon ramp up their own streaming and original shows and films.

Biogen – The biotechnology company’s stock rose 3.3% after Biogen released new data about its late-stage Alzheimer’s drug called aducanumab. While the data did not offer any significant differences from data Biogen released in October, analysts believe the lack of negatives in the most recent report means the company will soon bring the drug’s data to the Food and Drug Administration.

Signet Jewelers — Shares of the jewelry company popped more than 9% in midday trading after the company reported a smaller-than-expected loss and topped analysts’ sales expectations in the third quarter. Despite a larger net loss than the year-ago period, the owner of Kay, Zales and Jared issued better fiscal 2020 guidance thanks to the success of its transformation plan, according to CEO Virginia Drosos.

Acadia Pharmaceuticals — Shares of the pharmaceutical company jumped 14.8% on positive trial results for its pimavanserin drug, which aims to treat psychosis on patients with Alzheimer’s disease. Acadia also said serious adverse effects were low during the trials.

Sage Therapeutics — Sage’s stock plunged nearly 60% after the company announced its oral depression therapy failed in a late-stage trial. After 15 days, the treatment did not produce significant improvements across 17 parameters, including anxiety.

Restoration Hardware – The furniture company’s stock surged more than 10% after reporting better-than-expected third quarter earnings. RH earned $2.79 per share on $677 million. Wall Street expected $2.23 per share on revenue of $676 million, according to Refinitiv. The company also raised its full year earnings guidance.

To read the full article please visit this Source link

Saudi Aramco raises $25.6bn in world’s biggest IPO

Saudi Aramco has priced its long-awaited initial public offering at the top end of its range, making it the world’s largest new listing.

The state oil giant raised $25.6bn, surpassing Chinese ecommerce group Alibaba’s 2014 $25bn share sale in the US, giving Saudi Aramco a valuation of $1.7tn. This is more than the combined market capitalisation of the five biggest international oil companies.

Two people familiar with the matter said shares had priced at 32 SAR ($8.53) each, which is at the top end of the 30-32 SAR indicative price range the company announced last month. Saudi Aramco declined to comment.

Despite the record breaking figure, the regional share sale is a scaled-back version of the kingdom’s initial ambitions.

The flotation will rely heavily on local money after Saudi Arabia decided against marketing the listing outside the Gulf amid lukewarm demand from overseas institutions that baulked at the valuation expectations of the kingdom’s officials.

The pricing at the top end of the range, sought after by the kingdom’s leadership, came even as some bankers working on the deal had argued that a more prudent approach would be to issue at the middle of the range to encourage buying in the after-market and for shares to trade higher later, one person close to the process said. “The banks advised the client to play it safe,” the person said. “There is a risk to the lenders if the shares trade down.”

Saudi Arabia had sought to raise $25bn from a sale of 1.5 per cent of the state oil company — the country’s biggest revenue generator — on Riyadh’s Tadawul stock exchange, hoping to secure a valuation of up to $1.7tn.

For much of the past four years, since plans for the listing were first disclosed by Crown Prince Mohammed bin Salman, the kingdom had pushed to raise $100bn from a sale of 5 per cent at a $2tn valuation.

Source link

Do I need to be a slim atheist to work for GoDaddy?

Keith Connolly tries to settle the issue with GoDaddy and receive an apology for being unfairly eliminated through a recruiting process that judged him on his looks and faith.

Under which recruiting factors does GoDaddy choose their employees?

Connolly was recruited for a job with the Internet domain registrar in April 2014.

After two telephone interviews and two Skype interviews, he was summoned to GoDaddy’s headquarters in Scottsdale.

By all indications, Connolly said, the interviews went well. But a month later he received a rejection email from GoDaddy’s talent acquisition team.

“We have reviewed your qualifications against the job requirements for our Mobile IOS Developer position and decided there is not a strong enough match to move forward at this time,” the email read in part.

But Connolly says there was an attachment to the email – and that it revealed the true reason he wasn’t hired.

He says the attachment read: “about keith he’s great for the job in skills but he looks worse for wear do we really want an obeese (sic)christian? is that what our new image requires of us?”

 

With GoDaddy denying the allegations and threatening Keith Connolly with a lawsuit, the story has hit the News and the Social Media and naturally a lot of “fat Christians”, are eager to know if this is actually a true part of GoDaddy’s recruitment process or the result of an individual employee that clearly needs training in HR practices and employment law.

Whichever the case may be, GoDaddy not only has not apologised to Keith Connolly but threatens him with a lawsuit whilst they say that the email attachment is fabricated and/or a result of hacking the email account.

The truth of the matter is that bullying and discrimination at workplace are a real problem that can easily be disguised so that no evidence will ever be enough for you to fight for your rights; HR management is there to protect the boss, not the employee.

Discrimination affects the lives of many people every single day and without hard evidence is nothing much that you can do.

The effects of bullying and discrimination on ones health can also be very detrimental. From my own personal experience, I do not think that I will ever be immune to bullying and discrimination; it is not something that I can be prepared for either.

Despite the Government legislations people do get bullied and discriminated and it can happen anywhere no matter the front image of the company or organisation.

Has this happened to me?

Yes; not at Godaddy and with the difference that I sustained the bullying and sex discrimination for over 3 months before I was made to leave my job because “I didn’t gel with the team”. (By “team” they meant the one person who didn’t want me there; my senior. By “gel” they meant that I wasn’t taking part in the gossip.)

Even though my senior hated my quick progress with a vengence she hated my Manager even more. By taking me out of the way she was jeopardising my Manager’s efforts to build a productive team, making her look in the process inefficient in her management skills.

With only months after my father’s loss, losing my job (whilst my Manager was away and unable to protect me), was the second most painful experience in my life.

Not only I had lost a momentum in my career, I was left with reactive depression and anxiety that prevents me at times to face my front door. There is a long way before I fully recover.

On the bright side, I have created this site to help me focus on something positive like helping other people with their employment needs.

What is your opinion on this issue?


www.GlobalTestMarket.com

Curated by Kyriakos Chrysidis using sources from Fox News

Job Satisfaction Questionnaire: Design Conduct & Analysis

Job Satisfaction Questionnaire: a guide through the design process, conduct and survey analysis.

With CEO’s and HR Management striving to implement ways to enhance positive employee performance, often they ignore important factors that can easily go unnoticed. In this article my aim is to determine those factors from which relevant questions can be formed.

Constructing a Job Satisfaction Questionnaire involves a process that is known to many researchers as one of the most delicate and critical research activities.

The most delicate part of a questionnaire is to identify the right questions. The term “right questions” refers to questions that provide valid and reliable information for making a decision, testing a theory or investigating a topic. (Peterson, 2002)

 

  • What is Job satisfaction?

Locke (1976), has defined job satisfaction as “a pleasurable or positive emotional state, resulting from the appraisal of one’s job experiences” meaning that job satisfaction is associated with an individual’s emotional reactions to a particular job.

  • Why the need for job satisfaction surveys?

One of the major assets of an organisation is the people that it employs. This is because an effective organisation aims to involve good work performers.

“When practising managers endorse the proposition that satisfaction causes performance, they are thinking that satisfied people are more willing to do little ‘extras’ either spontaneously or when requested, and in general are easier to work with in a day-to-day relationship” (Organ, 1988).

Job satisfaction is of a great importance to an effective organisation and its employees as it has a great relevance for human health, considering that most people spend a large part of their working lives at work.

Apart from its humanitarian value though, there is also a great interest in seeing whether job satisfaction is related to or not, to job related behaviours such as productivity, turnover and absenteeism.

If low productivity, turnover and absenteeism are linked with decreased levels of job satisfaction then it appears to make economic sense for the organization to consider ways of improving job satisfaction in order to enhance work performance.

When engaging community groups in a company’s decision-making, questionnaires are one of the first tools that come to mind.

Questionnaires can be a valuable tool for gathering data, especially from a large sample population, as they save time by allowing each individual to quickly provide responses of their views.

Furthermore, questionnaires help to provide a rapid analysis and feedback to the occupational psychologist and more importantly they encourage objectivity by guarantying total confidentiality to the participants.

In this way individuals can give their views strongly without affecting relationships or even fearing that their responses may jeopardise their career prospects.

By using questionnaires, as a method to gather data, the researcher is also encouraged to plan each question carefully beforehand and consider how the gathered information will be analysed.

Last but not least, research bias can be checked in advance by piloting the questionnaire.

  • Questionnaire Design Requirements

In order to extract only relevant information the construction of this questionnaire has taken into consideration the factors that influence job satisfaction. These factors are addressed and supported by various scientific studies.

The 10 most highly influential factors of employee performance

job satisfaction questionnaire

There are many factors which influence the performance of the employees. These can be the working condition, the salary, the job tasks, the relationships between employees and managers including levels of their communication between them etc. (Hoppock, 1935; Greenberg & Baron, 1983)

Bellow is a list of the factors I have taken into consideration while constructing this Job Satisfaction Questionnaire.

1. Pay

Findings from several studies underline pay as one of the most important factors influencing one’s level of job satisfaction. In a study conducted by Lawler (1971), pay has been identified as a determinant factor as most employees rated it as the most influential factor related to job satisfaction. Furthermore, according to Herzberg (1959), employees who are dissatisfied with their pay, is likely that they are also dissatisfied with their work.

2. Job Security

Job security has attracted a great deal of research interest in recent years. The importance of job security comes from the fact that it is vital for influencing work-related outcomes. Job security appears to be an important determinant of employee health (Kuhnert et al., 1989); for employee turnover (Arnold and Feldman, 1982); for job satisfaction and for organizational commitment (Ashford et al., 1989). Ashford et al., (1989) examined the impact of job insecurity on organisational commitment and job satisfaction and found that job insecurity is leads to reduced satisfaction and commitment. There is also evidence were job insecurity reduces job performance (Rosow & Zager, 1985).

3. Social Simulation

Work and social simulation is another determinant factor of job satisfaction. Employees prefer positions were they are active rather than bound to a working routine that is likely produce feelings of boredom. Employees who perceive their job as a way of making a career out of it rather than seeing it as a temporary position, are more likely to prefer challenges in their working tasks and seek further developmental opportunities in their working role (Greenberg & Baron, 1983).

4. Demographic Factors

Studies have shown that age, race and gender have important effects on job satisfaction. In a study conducted by Kalleberg and Loscocco, (1983) older workers were more satisfied than younger workers and minority groups of different ethnicity were less satisfied than the rest of the workers (Amy S. Wharton, Thomas Rotolo, and Sharon R. Bird ,2000). However, the effects of gender on job satisfaction vary with the level at which an individual works. A study by H. Jack Shapiro and Louis W. Stern found that professional women such as clinical psychologists, social workers, and medical workers experienced lower levels of job satisfaction than their male counterparts (Shapiro & Stern, 1998). Among non professionals the reverse was true. In a consequent study, job satisfaction was examined across graduates five years after they had graduated from university and the results show that at higher occupational levels men expressed more satisfaction than women in terms of pay and opportunities for advancement (Philip E. Varca, Garnett S. Shaffer, Cynthia D. McCauley, 1983). In addition, Charlotte Chiu (1998), found that female lawyers had significantly lower job satisfaction than male lawyers, and that the reason for the difference was that women feel they have fewer opportunities for promotion than men. The present questionnaire adds another demographic factor such as the type of job in order to make vertical and horizontal comparisons between and within types of and departments.

5. Opportunity For Promotion

Employee perceptions about opportunity for promotion are also another determinant that influences job satisfaction. One survey found that a perceived lack of promotion opportunities was the strongest reason why federal employees left government service (U.S. Merit Systems Protection Board 1987).

6. Recognition & Appreciation

In a study that was carried out in 23 Romanian organisations, recognition and appreciation were found to be motivating factors responsible for increased effectiveness of employees at work and their high levels of job satisfaction (Farhad Analoui, 1999).

7. Interpersonal Relationships

Several studies take a social approach to job satisfaction, examining the influence of supervision, management, and co-worker social support. An individual’s level of job satisfaction might be a function of personal characteristics and the characteristics of the groups to which she or he belongs to. The social context of work is likely to have a significant impact on a worker’s attitude and behaviour Relationships with both co workers and supervisors are important. Some studies have shown that the better the relationship, between fellow workers and between workers and their immediate boss, the greater the level of job satisfaction (Arne L. Kalleberg and Loscocco, 1983).

8. Opportunity To Use One’s Abilities

Internal rewards involve job characteristics, or the nature of the task that an employee performs. Employees generally need and like jobs that make use of their abilities. (National Commission on the State and Local Public Service, 1993)

9. Working Hours & Physical Conditions

Two elements related to job satisfaction are the working hours and the physical conditions under which workers spend their working days. According to Siegel and Lane (1974), the level of importance to some factors is strongly related to job type.

10. Adequate Authority & Sense of Control

Another important component of job satisfaction is the worker’s attitude toward the job. The intrinsic rewards of a job, such as a sense of control over one’s work and a feeling of accomplishment are important determinants of job satisfaction. Employees are more satisfied when they have adequate freedom and authority to do their jobs and to choose their own method of working. When workers have various autonomous tasks in their jobs, they tend to have more of a sense of control. Previous studies have shown that job satisfaction is negatively related to the performance of routine tasks, and also that job satisfaction is positively related to the performance of more complex and autonomous tasks (Gary Blau, 1999).

Types of Job Satisfaction Measures

There are two types of job satisfaction measures, single question versus multiple question measures. Single question measures ask a question such as ‘are you satisfied or dissatisfied with your job?’ (Quinn, et al., 1974, p. 51) were the respondent is presented with a scale of measure from satisfaction to dissatisfaction. However, in multiple question measures the respondent can rate various aspects of their job on a scale running from levels of dissatisfaction to levels of satisfaction.

In a study conducted by Oshagbemi (1999), single-item measure overestimated the percentage of people satisfied with their jobs and grossly underestimated the percentage of dissatisfied workers. Thus, the present questionnaire is using the multiple question measure. Furthermore, the questionnaire is using simple to understand questions in order to avoid ambiguity or problems related to misinterpretation.

Formulation of statements

The formulation of the statements has been kept simple in order to avoid any response biases by leading the respondents to agree or disagree with the statement. However there may be the tendency to guess what it might be socially acceptable and respond according to this. This is called social desirability effect, and can be avoided by confirming that that the respondents’ answers will be kept strictly confidential and therefore they should express their true feelings against the statements. For this reason no names are asked to be noted down. Therefore, the attempt of the respondents to make a good impression would be minimised (Saughnessy & Zechmeister, 1997).

Questionnaire Layout

Finally, the layout of the job satisfaction questionnaire has been condensed in one page just in case that multiple pages act as a de-motivator for the respondents to comply with the surveys’ most important requirement; the willingness of the workers to respond in motivated and genuine fashion.

Feedback & Analysis of Results

Respondents: All participants who take part in this research project have the right to be informed about the results of the research. In this research project participants will be able to get a feedback by contacting the researcher by e-mail that is given on the cover of the questionnaire and the form of consent.

Client: The client will receive a detailed analysis from the results obtained by the researcher in order to inform him/her and an organisational level regarding any possible problematic areas and therefore to suggest immediate action for improvement. The results will be communicated in a precise and understandable way using on site presentations and comprehensive graphical figures that should make it easier for the client to grasp important information. Thus, the client will be informed about the factors that are most likely to affect job satisfaction in order to evaluate the current situation of the organisation.

Statistical Analysis & Presentation

Step One: This can be done as follow; for each given statement (11 in total) a graph will be plotted that will present the percentages of the employees’ levels of satisfaction and dissatisfaction including those that ‘were not sure’ answers.

Step Two: A next step can be based on the type of job satisfaction measure. In the present research project the type of job satisfaction measure is a multiple question measure (7 answers in total). These answers constitute of three levels of dissatisfaction, three levels of satisfaction and one level of ‘not sure’ thus, three categories. By adding up the percentages of each category and illustrate this by a graph display it should make a more complete picture of the current data.

Step Three: The last part of the report considers the relation between these many job quality variables and job satisfaction. Regression analysis can show whether overall job satisfaction is strongly correlated or not, with all of the job quality measures. Thus, regression analysis could act as a useful summary measure of a number of job characteristics that are typically not observed.

How does it feel to work from home in India?

 

Is work from home in India just like any other office job?

ATTENTION: Work from home in India is growing as commuting hours and family commitments are leading to an increasing number of  employees choosing to work from home in India.

Sanam Verma, a software developer for Qualitiasoft, says she works at home exactly as she would in an office and others in the house understand that.

“Your family needs to understand that you are in your office hours,” she says. “They need to blind themselves to you and not bother you.”

Workmen or unexpected guests can also interrupt the work flow. “They don’t understand that you are working since you are at home, so they would want you to socialise with them,” the IBM worker said.

Technical glitches, like problems with the broadband or electricity supply, might interrupt too.

OK, here is the thing though.

It doesn’t matter if you work from home in India, Peru, USA, Canada or UK.

Working online doesn’t tie you to any geographic location. And this is only one of the many benefits that come with working online.

Businesses across the world too acknowledge this and are becoming increasingly aware of the fact that there are no map barriers in recruiting their next talented employees.

They now recruit online from across the world and anyone can get a free startup as a freelancer and apply for jobs.

It is also a great way to showcase your CV to businesses across the world.

You could be very surprised and the benefits alone are very rewarding.

Microsoft recently sponsored a survey of 3,500 full-time employees to learn about their beliefs surrounding remote working.

The Microsoft white paper, Work Without Walls, highlights the top 10 benefits of working from home from the employee point of view.

  • The Top 10 benefits of working from home:
  1. 60% appreciate the work and home balance
  2. 55% save on petrol
  3. 47% avoid traffic
  4. 45% feel more productive
  5. 44% feel less distraction
  6. 44% cut long commute
  7. 43% appreciate a quieter atmosphere
  8. 38% appreciate a less stressful environment
  9. 29% feel that they have more time with family
  10. 23% find work from home environmentally friendly

However, despite the benefits and comfort of working from home, it is vital to stay aware of the challenges and the demands of this role.

You work from home. Yes; but you are still employed and you still need to manage your own workload and deliver results on time.

Your number one aim is to stay on top of your daily tasks and produce good quality work.

Too, like with all highly desired jobs, you must be self motivated, have a positive attitude and strong time management skills to meet your daily targets.

Do you have what it takes?

  • 10 highly desired freelance jobs
  1. Content Writer
  2. Copy Writer
  3. Data entry work from home
  4. Social Media Manager
  5. Virtual Assistant
  6. Photographer
  7. Photoshop Artist
  8. Web Design
  9. Graphic Design
  10. Developer

It may not always be as easy to work from home if you live with a big family and look after your kids. That is understandable and most likely expected too.

Being interrupted often can slow you down and you may need to work 12 hours to do the things you would otherwise do in 8 hours if you were, (in an ideal world), left on your own uninterrupted.

If you have never worked online before, working endless hours is very natural at the beginning until you get to know what works best with your own family and what doesn’t.

As you test the waters, you learn to use the practices that work best for you. This will help you bring the balance you need between your home and your work responsibilities.

You will soon be better aware of your family’s needs as well as you work responsibilities and able to manage your time in both successfully.

Off course it is a personal choice too.

Sometimes you just want to escape from it all. For example, I enjoy taking my work to Starbucks and use their free wi-fi to connect online. I do this quite often to help me get out of the house.

As long as I have my favourite table and cup of coffee, I am ok; a different environment helps me do better at my work at times.

My two cents; whatever work is that you do, stick to your schedule and use your time wisely.

And finally, stay on top of your work as you never know when you will need this time in the future.

Curated by Kyriakos Chrysidis using sources from the World Street Journal: blogs.wsj.com and the white paper World Without Walls by Microsoft: PDF