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Changes born out of a crisis have upended every single workplace in the last two years. The old rulebook has been torn up, and new rules were written about how to communicate with and keep employees happy. Investing in effective communications technology has become core to that new world of work.

Three in four frontline workers believe good technology that keeps them in touch with their higher-ups is a must-have for any good business. And in turn, managers are recognizing the need for change. Will you recognize them? Workplace, a business communication tool from Meta, recently commissioned research to try to understand the changing relationship between frontline staff and their back-office bosses.

Workplace Tech - The Future of the Frontline youtu. Tackling that gap is something organizations need to do now to stay competitive and not fall behind. And that number is likely to increase as tech is woven further into the workplace, keeping us all connected. Half of U. One-third of workers already have. We've seen a real dramatic shift in the values of the employee population as those demographics change. That means clear lines of communication, enabled by the clever use of technology.

Will they be able to have access to leadership in a way that is constructive and productive? Before investing large amounts of money overhauling your business practices to make them more future-focused and integrating smart new technology to help open up lines of connection between the front line and the C-suite, make sure to talk to those for whom any change will be felt the most. Don't try to second-guess what they want, unless you are actually doing the job yourself.

Ask them what they want. Ask them what's going to make their work better. What's going to enable them to feel more connected to the organization, which is going to enable them to do their job most effectively. There will likely be a long list of complaints and concerns, and niggling issues that ought to be tackled.

But thinking calmly and clearly about which issues to tackle — and in what order — can reap benefits. Kate Kaye is an award-winning multimedia reporter digging deep and telling print, digital and audio stories. She covers AI and data for Protocol. Kate is the creator of RedTailMedia. Virtual sales meetings have made it tougher than ever for salespeople to read the room. In fact, while AI researchers have attempted to instill human emotion into otherwise cold and calculating robotic machines for decades, sales and customer service software companies including Uniphore and Sybill are building products that use AI in an attempt to help humans understand and respond to human emotion.

Virtual meeting powerhouse Zoom also plans to provide similar features in the future. The company sells software that attempts to detect whether a potential customer is interested in what a salesperson has to say during a video call, alerting the salesperson in real time during the meeting if someone seems more or less engaged in a particular topic.

Image: Uniphore. Zoom, the king of virtual meetings, said Wednesday it is introducing new features called Zoom IQ for Sales that provide sales meeting hosts with post-meeting conversation transcriptions and sentiment analysis. The system is integrated with Salesforce.

For now, the new Zoom features for salespeople do not assess sentiment in real time during a meeting. Instead, they deliver post-meeting analysis. Sentiment analysis is nothing new. Since the early days of social media, software providers have sucked up text from posts and tweets and product reviews, analyzing their content to help determine what they mean for consumer brands, restaurants or political candidates.

Today, software for help desk chats and call centers employ voice recognition and natural-language-processing AI to prompt customer service reps to speak more slowly or be more energetic. For example, Amazon has partnered with Salesforce to bring sentiment analysis to apps used by customer service agents, and a product from Cogito uses in-call voice analysis to assess the emotional state of callers or service reps.

Uniphore and Sybill aim to monitor human behavior during video calls in real time. And they are betting that even seasoned salespeople can benefit from the guidance of their emotional AI coaching. Briscoe said she recognized the potential value of emotion-AI-based technologies as management tools to help determine which salespeople might be experiencing problems.

Even if emotional AI guidance is appealing to some sales teams, its validity is in question. Yet how people communicate anger, disgust, fear, happiness, sadness, and surprise varies substantially across cultures, situations, and even across people within a single situation. Ehlen said the technology Uniphore has developed uses the same signals people use to infer what others are thinking or feeling, such as facial expressions, body language and tone of voice.

Some of that data came from actual sales meetings the company held. To help the machine learn what facial cues represent certain types of emotions, the image data was labeled by people Uniphore hired to make those annotations based on a set of guidelines the company established then modified based on whether people agreed on certain criteria, he said. The company is also conducting a validation study of the software.

But Ehlen recognized the limitations of the technology. Jonathan Douglas jondouglas27 is an enterprise researcher and growth manager at Protocol, based out of Washington, D. He graduated from Brown University with degrees in computer science and political science. Prior to joining the team, he was a rankings data reporter at The Wall Street Journal, where he oversaw structured data projects for the Journal's strategy team.

Washington state Gov. Jay Inslee signed a bill into law that confirms — for now — the contractor status of Uber and Lyft drivers. Prior to joining the team, she covered tech and small business for the San Francisco Chronicle and privacy for Bloomberg Law.

She is a recent graduate of Brown University, where she studied International Relations and Arabic and wrote her senior thesis about surveillance tools and technological development in the Middle East. For gig companies, the war to cement Uber and Lyft drivers as contractors in California was bloody, expensive and a massive blowout. In Massachusetts, a coalition of gig work companies has already broken state campaign-spending records over a potential similar ballot measure.

With very little fanfare, Washington state Gov. Jay Inslee signed a bill into law at the end of March that confirms — for now — the contractor status of Uber and Lyft drivers, protecting the respective companies from the threat of being forced to classify their workers as full-time employees. The bill also grants first-of-its-kind benefits and protections to drivers: a guaranteed minimum wage, just-cause firing protections and access to some of the state labor systems that are designed to protect workers from company violations of labor laws.

The bill was endorsed not just by the gig companies but also by the local unions and labor politicians that typically oppose such laws. Meanwhile, national labor groups vehemently opposed the bill in a rare public fracture. The Drivers Union, an advocacy group affiliated with a local Seattle Teamsters union, has advocated for a coalition of app workers and drivers in the Seattle area and in Washington state for years, and last year won new rights and benefits for those workers in Seattle.

The battle over whether gig workers should be classified as employees or contractors has been brewing since before gig companies like Uber, Lyft and DoorDash were founded taxi drivers have always been contractors, for example , but as these companies and the size of their workforce grew, so did the importance and scale of the fight. If states or the federal government decide to classify gig workers as full-time employees, the companies would be required to pay into traditional health insurance models, payroll taxes and other legal systems that provide benefits and protections to full-time workers.

Full-time employees also have more organizing, unionizing and bargaining rights under the National Labor Relations Act. Most of these gig companies likely could not afford the costs that would come with millions of employee-drivers, and the companies also say that they would be forced to take away flexibility if required to classify them as employees.

In Washington state, the new law does not directly say that gig workers must be classified as contractors. Uncorrelated to major asset classes and generally disconnected from the Chinese economy, bitcoin has been hugely attractive to Chinese investors already overweight domestic stocks and property.

Indeed, research from Pantera Capital , a venture fund for blockchain companies, shows that bitcoin is almost completely uncorrelated to major equity, debt, and commodity asset classes. The wild ride on bitcoin in China, however, braked to a stop Sept. Now rumors are swirling that a ban on bitcoin mining may be enacted.

His firm was forced to shut down domestic trading through its BTCChina arm, although it still runs an exchange for non-Chinese traders. When we spoke before the crackdown in August, Lee was enthusiastic about government regulation, saying it would help the market mature. I pointed out that the government could seize exchanges, and even bitcoin mining facilities, and compel their owners to run certain types of code or mess with transactions, thus damaging the cryptocurrency.

Lee was sanguine. The reality may be more prosaic. There is no scale. Prices in China grew rapidly in the aftermath of the financial crisis in , hitting their highest level in decades in Inflation has moderated since then, but ordinary Chinese say they still feel the pinch. The Chinese government controls its currency far more tightly than other major economies. This level of control can lead to panics. In , the Chinese government devalued the yuan in an attempt to boost economic growth, sending shockwaves through global markets.

Cheap electricity is the crucial ingredient for a profitable bitcoin mining operation—and China has it in spades. Take Beijing-based Bitmain , for instance. These bitcoin mines take the form of giant warehouses filled with thousands of custom-designed machines and chips, all whirring away to check bitcoin transactions and compete for a slice of the Bitmain leads the pack as both a creator of bitcoin mining rigs and chips, and an operator of vast server farms.

Last May, a Chinese company called Wanxiang Group, one of the world largest automotive parts makers, sponsored a blockchain hackathon at the Deloitte offices in Rockefeller Center in New York. The Chinese e-commerce giant JD has already launched a food supply tracking system using a blockchain in Beijing supermarkets and online stores.

The tech giant Tencent has partnered with Intel to develop a blockchain architecture. Unlike firms elsewhere in the world, Chinese companies sense an opportunity to unify the fragmented data flows flowing through their stupendously large and complicated factory floors and supply chains by marrying a blockchain data layer with Internet of Things devices. Conveniently, these applications are also free of the regulation and scrutiny that can slow down financial applications.

After all, Chinese tech firms Alibaba and Tencent are already processing trillions of dollars through their mobile payments businesses. As a side benefit for Foxconn, it will streamline the supply chain. As it continues to move from a rural to an industrial economy, China needs to leapfrog the incumbents and assert itself as a technology leader. Bitcoin and the ideas behind its blockchain may be one way to do that—and it may be why China has been a leader of a stateless cryptocurrency for so long.

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Senator Joe Manchin also offered a statement in support of this first-of-its-kind program.

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Bitcoin kelowna Part of. The battle over whether gig workers should be classified as employees or contractors has been brewing since before gig companies like Uber, Lyft and DoorDash were founded taxi drivers have always been contractors, for examplebut as these companies and the size advantage their workforce grew, so did the importance and scale of the fight. That would change who had the right to collective bargain. The cookie is bitcoin club to store the user consent for the cookies in the category "Performance". Catch me up on our article source plans.
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