COVID 19 and Economy

OVID 19 is spreading like a wild fire. Now all most all the nations got effected due Wuhan Corona Virus which started in 2019. Airline industries is the worst hit industry due to strict entry regulations imposed by many countries. Some countries imposed travel ban to their citizens while other countries banning nations from affected countries. 

The impact of the coronavirus could result in passenger airlines losing up to $113bn (£87bn) in revenues this year, the International Air Transport Association (Iata) has said, adding that the collapse of Flybe is proof that “urgent action” is needed to protect the industry.

The updated forecast is almost four times the estimate from only 13 days ago, reflecting the spread of the coronavirus outbreak to Europe.

Airline share prices have fallen on average by nearly 25% since the outbreak began, a drop six times greater than at the same point in the Sars outbreak of 2003. IATA said with limited further spread of the virus, in markets with more than 100 currently confirmed Covid-19 cases, there could be a recovery that would lead to global losses being limited to $63bn this year, predominantly in the Asia-Pacific region.

However, should similar patterns emerge in countries that currently only have 10 or more cases, Iata said the crash in revenues would reach the levels of the financial crisis, with Europe and the US being hit by huge losses as sales fall by 19%. Airlines have grounded large parts of their fleet, cut routes and implemented emergency measures to cut costs. The collapse of Flybe, Europe’s largest regional carrier, came amid a drop in demand even on an airline far from the outbreaks.

Alexandre de Juniac, Iata’s director general, said: “The turn of events as a result of Covid-19 is almost without precedent. In little over two months, the industry’s prospects in much of the world have taken a dramatic turn for the worse.

“Many airlines are cutting capacity and taking emergency measures to reduce costs. Governments must take note. Airlines are doing their best to stay afloat as they perform the vital task of linking the world’s economies. As governments look to stimulus measures, the airline industry will need consideration for relief on taxes, charges and slot allocation. These are extraordinary times.”

COVID 19 and Economy

What is Coronavirus and how it spread!

Coronaviruses (CoV) are a large family of viruses that cause illness ranging from the common cold to more severe diseases such as Middle East Respiratory Syndrome (MERS-CoV) and Severe Acute Respiratory Syndrome (SARS-CoV). A novel coronavirus (nCoV) is a new strain that has not been previously identified in humans.  

Coronaviruses are zoonotic, meaning they are transmitted between animals and people. Detailed investigations found that SARS-CoV was transmitted from civet cats to humans and MERS-CoV from dromedary camels to humans. Several known coronaviruses are circulating in animals that have not yet infected humans. 

Common signs of infection include respiratory symptoms, fever, cough, shortness of breath and breathing difficulties. In more severe cases, infection can cause pneumonia, severe acute respiratory syndrome, kidney failure and even death. 

Standard recommendations to prevent infection spread include regular hand washing, covering mouth and nose when coughing and sneezing, thoroughly cooking meat and eggs. Avoid close contact with anyone showing symptoms of respiratory illness such as coughing and sneezing.

Source: WHO

What is Coronavirus and how it spread!

Why People Fail To Succeed In Their Jobs

We know that the most effective leaders and employees demonstrate superior skills in communication, conflict resolution, critical thinking, ethics and emotional intelligence. Soft skills trump hard ones, but we don’t hire for them. Instead, we still prioritize candidate rankings by experience, education and school brands.

Education and experience matter, and depending on the job, hard skills such as budgeting, writing, software design, typing, engineering, etc. really matter. Hard skills are important considerations when making hiring and promotion decisions. I consider these factors when making hiring decisions, and depending on the position, the minimum education and experience requirements may be rather non-negotiable. However, the bitter truth is that soft skills provide a better metric than education and experience ever will for assessing performance and predicting success. Highly educated and very experienced employees get fired every day because they fail to demonstrate critical soft skills.

We hire for success but fire for failure. We promote people with the best education and experience and then complain that they can’t lead their teams, build coalitions or resolve conflict. We think of people as great leaders and then get disappointed when they don’t know how to manage. Disastrous hiring and performance management methodologies are causing organizations, leaders and employees to fail.

Both sides are unhappy. Employees aren’t being set up for success, and supervisors report being drastically dissatisfied with employee performance. The Eagle Hill National Attrition Survey found that “employers end up with average or low performers 75% of the time.” This is a huge problem. We – employers, hiring managers and supervisors – get too excited about what people promise and too disappointed when they don’t deliver.

We hire for experience, but we don’t fire for it. We hire for a degree, but we don’t fire for it. We hire for a particular certification, but we don’t fire for it (except in instances where the person has lied about it). And we don’t mitigate poor performance as a result of these credentials. Most, if not all, factors that contribute to poor performance and/or employee terminations correspond to deficiencies in soft skills and human behavior. 

Why People Fail To Succeed In Their Jobs

Answering the Most Common Interview Questions

Wouldn’t it be great if you knew exactly what questions a hiring manager would be asking you in your next job interview?

We can’t read minds, unfortunately, but we’ll give you the next best thing: a list of more than 40 of the most commonly asked interview questions, along with advice for answering them all.

While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right person for the job.

Classic Questions

These frequently asked questions touch on the essentials hiring managers want to know about every candidate: who you are, why you’re a fit for the job, and what you’re good at. You may not be asked exactly these questions in exactly these words, but if you have answers in mind for them, you’ll be prepared for just about anything the interviewer throws your way.

1. Tell Me About Yourself.

This question seems simple, so many people fail to prepare for it, but it’s crucial. Here's the deal: Don’t give your complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Muse writer and MIT career counselor Lily Zhang recommends using a present, past, future formula. Talk a little bit about your current role (including the scope and perhaps one big accomplishment), then give some background as to how you got there and experience you have that’s relevant. Finally, segue into why you want—and would be perfect for—this role.

2. How Did You Hear About This Position?

Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.

3. Why Do You Want to Work at This Company?

Beware of generic answers! If what you say can apply to a whole slew of other companies, or if your response makes you sound like every other candidate, you’re missing an opportunity to stand out. Zhang recommends one of four strategies: Do your research and point to something that makes the company unique that really appeals to you; talk about how you’ve watched the company grow and change since you first heard of it; focus on the organization’s opportunities for future growth and how you can contribute to it; or share what’s gotten you excited from your interactions with employees so far. Whichever route you choose, make sure to be specific. And if you can’t figure out why you’d want to work at the company you’re interviewing with by the time you’re well into the hiring process? It might be a red flag telling you that this position is not the right fit.

4. Why Do You Want This Job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you’re doing great things, so I want to be a part of it”).

5. Why Should We Hire You?

This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, but also deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates.

6. What Are Your Greatest Strengths?

Here’s an opening to talk about something that makes you great—and a great fit for this role. When you’re answering this question, think quality, not quantity. In other words, don’t rattle off a list of adjectives. Instead, pick one or a few (depending on the question) specific qualities that are relevant to this position and illustrate them with examples. Stories are always more memorable than generalizations. And if there’s something you were hoping to mention because it makes you a great candidate, but you haven’t had a chance yet, this would be the perfect time.

7. What Do You Consider to Be Your Weaknesses?

What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you get more comfortable when addressing a crowd.

Answering the Most Common Interview Questions

Ibrahim Mohamed Solih claims victory

Today people of Maldives has chosen Ibrahim Mohamed Solih (IMS) to be their president for next five year. He is the first island president in recent history, and this is 2^nd president who belongs to Maldives Democratic Party (MDP). He competed as United Opposition (UO) Candidate, which means he should form Coalition government.

He and Faisal Naseem(VP) is having very promising pledges. Some of the remarkable items in UO are Judicial Reform, electing and running independent institution in its full meaning, giving breakfast for all school kids, providing free first degree, setting a minimum wage, introducing 6 months maternity leave, and one month paternity leave.

Yes, these changes sound promising but I still believe there are many other areas to be adjusted or look into before introducing HR related changes. I firmly belive employment act needs to be revised to cater these changes. Wide range of consultation with all the industries and stake holders must happen. Employment shock relating these changes needs to be studied very well. I hope the new government will form Ministry of Human Resource with full mandate. Based on the past experience, I firmly believe leading party needs to get enough parliament seats to make their campaign pledges to a reality. If not, 2012 may be the result.

Ibrahim Mohamed Solih claims victory