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Fewer <keyword id="21932926" type="General" weightage="20" keywordseo="flexible-work-options" source="keywords">flexible work options</keyword>, <keyword id="19901232" type="General" weightage="100" keywordseo="work-life-balance" source="keywords">work-life balance</keyword> and <keyword id="20237287" type="General" weightage="20" keywordseo="family-responsibilities" source="keywords">family responsibilities</keyword> pose substantial challenges for <keyword id="19900675" type="General" weightage="20" keywordseo="women" source="keywords">women</keyword> trying to re-enter the workforce and are the main reasons for quitting their jobs, according to a report. A survey by <keyword id="20120149" type="General" weightage="20" keywordseo="naukri-com" source="keywords">Naukri.com</keyword> has revealed that work-life balance poses a significant concern, as 39 % of the women respondents cited it as a key reason for leaving their jobs. <br /><br />"These issues pose substantial challenges for women trying to re-enter the workforce, with 41 % identifying a lack of flexible work options and 35 % highlighting family responsibilities as significant barriers to continuing with their jobs," the report said. <br /><br />The report is based on a survey conducted by online recruitment company Naukri.com among job seekers registered on its platform. <br /><br />The report found that 73% of women interviewed said <keyword id="20028277" type="General" weightage="20" keywordseo="equal-opportunities" source="keywords">equal opportunities</keyword> exist for both men and women in employment and leadership positions, and 79% of men agreed that both genders get equal chances at workplaces. <br /><br />Despite a majority of respondents viewing that workplaces offer equal opportunities to both genders, the report revealed that 24 % of women felt men have better growth prospects compared to only 8 % of men holding the same view. <br /><br />On the other hand, 13% of men interviewed said women have better opportunities at the workplace, however, only 3% of women shared this opinion. <br /><br />"Our report highlights an encouraging trend towards <keyword id="20250318" type="General" weightage="20" keywordseo="gender-equality" source="keywords">gender equality</keyword> in the workplace, with 73 % of women recognising that equal opportunities do exist today. <br /><br />"It also reveals lingering challenges in areas of work-life balance and career advancement, underscoring the need for strategic interventions by industry to ensure continued progress," Naukri.com Chief Business Officer Pawan Goyal told PTI. <br /><br /> Even the <keyword id="19898698" type="General" weightage="20" keywordseo="gender-pay-gap" source="keywords">gender pay gap</keyword> remains an area of concern, with 31 % of women perceiving unequal compensation relative to 16 % of men. It also found that 53 % of respondents said that salary compensation is entirely equal for both genders in the same role.

Work-life balance, fewer flexible work options pose challenge for women at job front, says new report

<br />In a shocking development, <keyword id="20321520" type="General" weightage="20" keywordseo="lahore" source="keywords">Lahore</keyword> in <keyword id="19899252" type="General" weightage="20" keywordseo="pakistan" source="keywords">Pakistan</keyword> is enduring an air pollution crisis that has driven its <keyword id="19918941" type="General" weightage="20" keywordseo="air-quality" source="keywords">Air Quality</keyword> Index (<keyword id="19916482" type="General" weightage="20" keywordseo="aqi" source="keywords">AQI</keyword>) well above the hazardous mark, crossing 1,000 in recent days. This level is over three times worse than the pollution typically recorded in New <keyword id="19900881" type="General" weightage="20" keywordseo="delhi" source="keywords">Delhi</keyword>, India, during <keyword id="188" type="General" weightage="20" keywordseo="diwali" source="Orion">Diwali</keyword> — a festival known for its own intense pollution spikes. The situation has led local officials to temporarily shut down primary schools and encourage remote work for half of the city’s workforce in a bid to limit exposure to the toxic air.<br /><br />Lahore’s pollution crisis has multiple contributors. Seasonal crop burning in nearby agricultural areas releases smoke and particulate matter into the air, while exhaust from vehicles and low-grade diesel generators further exacerbate the smog. During winter, cold air traps pollutants close to the ground, a phenomenon known as temperature inversion, which prevents pollutants from dispersing and intensifies smog. Lahore, a city of 14 million people, is experiencing the worst of these combined effects, which have led to severe visibility issues and alarming health risks for residents.<br /><br />Punjab’s Senior Minister Marriyum Aurangzeb characterised the spike in Lahore’s pollution as "unexpected," pointing to cross-border pollution carried by winds from India as a key factor. She emphasised that the issue could only be managed through cooperation, adding that Pakistan’s foreign ministry would lead efforts to initiate discussions with Indian authorities.<br /><h2>Understanding AQI and its health impacts</h2>The AQI is a standardised measurement of air pollution levels, ranging from 0 (good) to 500+ (hazardous). Different categories within this scale represent varying health risks. For example, AQI values between 0-50 signify “good” air quality, while levels above 300 are deemed “hazardous” for all populations.<br />  <div type="Article" hostid="261" msid="114649550" title="Lahore and Delhi amongst world&amp;#39;s most polluted cities; health warnings issued" mstype="2" mssubtype="0"></div>Lahore's recent AQI of over 1,000 — going as high as 1,900 by some accounts — has been described as a severe public health crisis. It’s composed primarily of particulate matter known as PM2.5 — tiny particles that are especially dangerous because they can be inhaled deeply into the lungs, leading to long-term respiratory and cardiovascular diseases.<h2>Delhi during Diwali</h2>Delhi is no stranger to pollution spikes, especially during the Diwali season, when fireworks, stubble burning in surrounding states, and vehicle emissions combine to create hazardous air conditions. During Diwali this year, Delhi’s AQI surpassed 400 once again, categorising it as “very poor” to “severe” — even two days after the festival.<br /><br />To combat the issue, authorities implemented a series of emergency measures through the <keyword id="19920169" type="General" weightage="20" keywordseo="graded-response-action-plan" source="keywords">Graded Response Action Plan</keyword> (GRAP), including bans on diesel generators and regular sprinkling of roadways. While these measures offered some relief, Delhi’s air quality remained severely compromised for days.<br /><h2>Long-term health implications</h2>The pollution crisis in cities like Lahore and Delhi poses a substantial long-term health risk. In Lahore, residents could lose an average of 7.5 years of life expectancy if these pollution levels persist, according to the University of Chicago’s Energy Policy Institute. Air pollution is linked to respiratory and cardiovascular diseases, cancer, and premature death, highlighting the need for stricter emissions regulations, clean energy initiatives, and cross-border cooperation to tackle the issue.<br />  <div type="Article" hostid="261" msid="114836869" title="Delhi’s ‘lit’ skyline on Diwali goes viral; netizens bring attention to the smog-covered skies" mstype="2" mssubtype="0"></div>Air pollution is especially dangerous for children, whose lungs are still developing. Children breathe more rapidly than adults, which means they inhale more pollutants relative to their body weight. The <keyword id="19896311" type="General" weightage="20" keywordseo="world-health-organization" source="keywords">World Health Organization</keyword> (WHO) reports that prolonged exposure to polluted air can result in severe health complications for children, including asthma, lung infections, and, in extreme cases, irreversible lung damage.<br /><br />South Asia as a whole is deeply affected by this issue, with nearly 600 million children regularly exposed to high levels of air pollution. UNICEF highlights that air pollution is a leading cause of child mortality in the region, with half of all childhood pneumonia cases linked to poor air quality.<br /><br />As cities like Lahore and Delhi grapple with worsening air quality, local governments, international bodies, and communities must prioritise pollution control to protect future generations from the devastating effects of polluted air.<br />

Pakistan shuts down schools as AQI becomes 3x worse than Delhi on Diwali

A week or two of cold and cough can make you conjure up some pretty odd conspiracy theories. The freshest one that I cooked up this week is that 'Big Tissue' wishes to keep everyone sick, and therefore they collaborate with 'The Scientists' to keep them from making a cure.<br /><br />After all, the world witnessed researchers demonstrate incredible and hasty success in combating <keyword id="19897423" type="General" weightage="20" keywordseo="COVID-19" source="keywords">COVID-19</keyword>, and yet, the <keyword id="20237676" type="General" weightage="100" keywordseo="common-cold" source="keywords">common cold</keyword> remains an seemingly elusive target. But far from being an actual conspiracy, there are several real reasons why we haven’t yet cracked the code to curing the cold, despite decades of research. So grab your tissues, folks, and let's get into them.<br /><h2><keyword id="23387393" type="General" weightage="20" keywordseo="viral-diversity" source="keywords">Viral diversity</keyword></h2>One major hurdle in curing the common cold is the sheer diversity of viruses involved. Over 200 viruses can cause cold symptoms, with <keyword id="23387392" type="General" weightage="20" keywordseo="rhinoviruses" source="keywords">rhinoviruses</keyword> responsible for up to 75% of cases. Rhinoviruses alone consist of more than 160 known strains. This viral diversity makes it extremely difficult to develop a universal vaccine or treatment. Unlike SARS-CoV-2, which has one main spike protein target, cold viruses come in a dizzying array of structures and behaviours, requiring a vast array of medical solutions.<br /><br />In contrast, when COVID-19 emerged, researchers focused primarily on one virus and one major target — its spike protein. That focus allowed for the rapid development of <keyword id="19953288" type="General" weightage="20" keywordseo="vaccines" source="keywords">vaccines</keyword> using mRNA technology, like those from Pfizer and Moderna. For the common cold, a similar solution isn’t feasible due to the multiple viral families involved.<br /><h2><keyword id="20862236" type="General" weightage="20" keywordseo="mutations" source="keywords">Mutations</keyword> and adaptations</h2>Another issue is how quickly cold viruses mutate. Rhinoviruses, for example, are known for their high mutation rates. This rapid evolution allows them to evade the immune system, which is why even if you’ve had a cold before, you're not immune to future infections from different strains.<br />    <div type="Article" hostid="261" msid="113757960" title="Healthcare in India faces massive strain as costs rise by 14% annually; most expenses paid out-of-pocket" mstype="2" mssubtype="0"></div>This rapid mutation is akin to how COVID-19 has evolved into variants, but with cold viruses, it happens on an even greater scale. Scientists fear that if they developed a vaccine, new strains would quickly render it ineffective, much like how seasonal flu vaccines must be reformulated annually.<br /><h2>Mildness of the illness</h2>Ironically, one reason the common cold hasn’t been cured is because it’s too mild to warrant massive investment. Most people recover from a cold without medical intervention. While cold symptoms are annoying — runny nose, sore throat, cough — they rarely escalate into serious illness. As a result, pharmaceutical companies and governments have little financial incentive to pour billions into research for a disease that poses no significant threat to public health.<br /><br />COVID-19, on the other hand, caused severe illness and death on a global scale, spurring massive investment from both the public and private sectors. Governments and companies alike invested heavily in research and fast-tracked vaccines, which led to solutions much quicker than we’ve seen for colds.<br /><h2>Complex, complex immune system</h2>The immune system’s response to cold viruses is also a significant factor. Studies have shown that repeated exposure to cold viruses over a lifetime results in limited immunity. For instance, research from Harvard points out that even though the body produces antibodies after a cold, the <keyword id="20082133" type="General" weightage="20" keywordseo="immune-response" source="keywords">immune response</keyword> isn't strong enough to prevent future infections from slightly different strains. This is in stark contrast to diseases like measles, where one infection can result in lifelong immunity.<br /><br />COVID-19 benefitted from its novelty. The immune system had never encountered SARS-CoV-2 before, making it easier to target with vaccines that produce a strong and specific immune response.<br /><br />Here’s an additional fun fact: because there are SO many different strains of common cold-causing viruses, research says that it is unlikely that you will be infected with the same strain of common cold twice throughout your life!<br /><h2>Attempts to develop treatments</h2>There have been attempts to develop treatments for the common cold. Some researchers have targeted the way viruses enter and replicate in human cells. For example, a 2018 study explored inhibiting the protein that cold viruses use to replicate, showing some promise in early trials. However, most of these treatments are in the experimental phase, and none have been widely successful yet.<br />    <div type="Article" hostid="261" msid="113284254" title="Gastro problems could heighten Parkinson&amp;#39;s disease risk by 76%, study finds" mstype="2" mssubtype="0"></div>In recent years, attention has shifted towards using broad-spectrum antiviral drugs that can target multiple viruses at once, similar to how some antibiotics work against a range of bacteria. However, this approach has yet to yield a major breakthrough.<br /><br />The idea of a universal cure for the common cold remains distant, but advances in genetic research and vaccine technology offer some hope. For example, CRISPR technology may allow scientists to edit out the genetic components that cold viruses rely on to replicate. Additionally, the mRNA technology used for COVID-19 vaccines has opened new possibilities for antiviral treatments, although these applications are still in early stages.<br /><br />Research continues, but for now, humanity may have to continue battling sniffles and coughs the old-fashioned way: with rest, fluids, and time.<br />

How did we manage to deal with COVID-19 so quickly, but the common cold still remains a persisting problem?

<ul class="summary-list"><li>Turf wars at OpenAI have seen leadership shake-ups on key teams, including post-training.</li><li>The post-training team is currently led by Liam Fedus, a researcher who helped develop ChatGPT.</li></ul><p>The recent <a target="_blank" href="https://www.businessinsider.com/openai-implosion-investors-vcs-2024-9"><u>chaotic power struggles and turf wars</u></a> within OpenAI have resulted in leadership shake-ups on some of the company's most important teams. Among them is the post-training team, which is responsible for preparing AI models for wide release and has had three leaders in the past six months.</p><p>Currently leading post-training is <a target="_blank" href="https://acsweb.ucsd.edu/~wfedus/"><u>Liam Fedus</u></a>, a machine learning researcher who was part of a group of researchers that developed ChatGPT.</p><p>"We were definitely surprised how well it was received," Fedus said of the chatbot in the <a target="_blank" href="https://www.technologyreview.com/2023/03/03/1069311/inside-story-oral-history-how-chatgpt-built-openai/"><u>MIT Technology Review in 2023</u></a>, "there have been so many prior attempts at a general-purpose chatbot that I knew the odds were stacked against us." </p><p>Fedus was also one of seven OpenAI researchers who developed a group of advanced reasoning models known as <a target="_blank" href="https://www.wired.com/story/openai-o1-strawberry-problem-reasoning/"><u>Strawberry</u></a>. These models, which can think through problems and complete tasks they haven't encountered before, represent a leap forward for AI.</p><p>Fedus began his academic career studying physics at MIT where he worked on a <a target="_blank" href="https://dspace.mit.edu/handle/1721.1/63602"><u>directional dark matter detector</u></a>. He took a brief detour onto Wall Street, working as an equity research associate at Fidelity, before completing an MS in physics at UC San Diego, where he collaborated with scientists at the <a target="_blank" href="https://home.cern/science/accelerators/large-hadron-collider"><u>large hadron collider</u></a> in Switzerland. He also received a PhD in computer science from the University of Montreal, where he focused on machine learning.</p><p>He went on to become a research scientist at Google Brain, the outfit responsible for many of the technological advances that underpin AI models today. He joined OpenAI in 2022 and, in less than two years, has found himself in one of the company's most important roles.</p><p>Post-training is the stage of the development process that involves taking trained machine learning models and improving their performance and efficiency, ensuring that they meet real-world standards.</p><p>While perhaps less exciting than conducting frontier research or envisioning futuristic doomsday scenarios, the post-training team is an essential chokepoint through which OpenAI products have to pass before they end up in the hands of the masses. That's particularly important as OpenAI struggles through the growing pains of transforming itself from a scrappy research outfit to a global corporation and profitable business.</p><p>Fedus took over the team after the departure of Barret Zoph, who left the company last month <a target="_blank" class="" href="https://www.businessinsider.com/mira-murati-exits-openai-venture-capitalist-startup-2024-9">alongside CTO Mira Murati</a> and VP of <a target="_blank" class="" href="https://www.businessinsider.com/what-openai-employees-think-nonprofit-structure-agi-safety-mira-murati-2024-9">Research Bob McGrew.  </a><span>High-profile safety researcher </span><a target="_blank" class="" href="https://www.businessinsider.com/another-safety-researcher-is-leaving-openai-2024-10"><span>Miles Brundage announced his departure</span></a><span> from OpenAI on Thursday. </span></p><p>It's not known exactly why the three prominent leaders departed, but it follows months of internal disagreements about <span>balancing</span> safety and commercialization in the development of advanced AI. </p><p>The simmering conflict came to a head last November with the sudden ouster and rapid reinstatement of CEO Sam Altman. Zoph himself took over the team in August following the <a target="_blank" href="https://techcrunch.com/2024/08/05/openai-co-founder-leaves-for-anthropic/?guccounter=1&amp;guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&amp;guce_referrer_sig=AQAAAHLq079tHLfJYNhEvY2m_Io98JiD1QU9ARFeRcwKZMYgB5HYYZShN8Iev1M-sMVoJbTAXzS-tevkrLEfMp6Rku0ENaa4OVAwOLJ_xFJsXtja-LFFss1SeEpGBJsXGoVb4gTjxhqO5kDrvQ8kYApGeNrymHprKMSv8i6MW4jva7rr"><u>departure of co-founder John Schulman</u></a>, who left to join rival Anthropic.</p><p>OpenAI didn't respond to a request for comment. </p>

Meet Liam Fedus, the person responsible for getting OpenAI's new products out the door

A couple of days back, EY employee Anna Sebastian Perayil’s death had left the entire nation shocked. The 26-year-old’s mother had blamed <keyword id="21541838" type="General" weightage="20" keywordseo="work-stress" source="keywords">work stress</keyword> for her death. The incident reignited debates about the importance of <keyword id="19901232" type="General" weightage="20" keywordseo="work-life-balance" source="keywords">work-life balance</keyword> and people took to social media to react to the incident. Now, yet another tragic incident has unfolded in Jhansi.<br /><h2>42-year-old <keyword id="19955371" type="General" weightage="100" keywordseo="Bajaj-Finance" source="keywords" meta.keywordsubtype="org" meta.entityname="Bajaj Finance" meta.hostid="261" meta.entityid="Bajaj Finance">Bajaj Finance</keyword> employee dies by suicide<br /></h2><br />A 42-year-old area manager, employed by Bajaj Finance, was found dead in his home on Sunday morning. According to a PTI report, the employee, named <keyword id="23381707" type="General" weightage="20" keywordseo="Tarun-Saxena" source="keywords">Tarun Saxena</keyword>, ended his life by hanging, leaving behind a suicide note in which he alleged severe work pressure and <keyword id="20186119" type="General" weightage="20" keywordseo="mental-harassment" source="keywords">mental harassment</keyword> by his superiors.<br /><br />Tarun Saxena’s body was discovered by his housekeeper, who immediately alerted his family. The local police, as per a ET report, confirmed the recovery of a suicide note, which contains accusations against his senior colleagues.<br /><h2>What was in the suicide note?<br /></h2><br />In the letter, Saxena revealed he was facing immense pressure to meet recovery targets, stating that his seniors had threatened him with salary deductions and the possibility of losing his job if he failed to achieve the required quotas.<br /><br /><br />According to Saxena’s note, the pressure to meet unrealistic targets had left him mentally and physically drained. “I have not slept for 45 days. I have hardly eaten. I am under a lot of stress. Senior managers are pressuring me to meet targets at any cost or quit,” Saxena wrote in his final letter. He also mentioned that employees were forced to cover missed loan payments from their own pockets, adding to the financial burden.<br /><br />I am very tense about the future. I have lost my ability to think. I am going”, the suicide note added as per NDTV.<br /><br />Saxena reportedly also named his superiors in the note and urged his family to file a police complaint against them, holding them responsible for his death. His family, still grappling with the loss, has yet to lodge an official complaint with the authorities. However, the local police have assured that an investigation will be conducted if a formal complaint is registered.<br /><br />Superintendent of Police Gyanendra Kumar Singh confirmed that a post-mortem has been ordered, and the police are prepared to take action pending further developments.<br /><br />Tarun Saxena’s death sheds light on the growing issue of <keyword id="22447710" type="General" weightage="20" keywordseo="workplace-stress" source="keywords">workplace stress</keyword> and its tragic consequences. Bajaj Finance, at the centre of the allegations, is yet to issue a formal statement regarding the incident.<br /><br /><b><h2>“He was mentally tortured,” says cousin</h2></b><br />The 42-year-old’s cousin, <keyword id="20130532" type="General" weightage="20" keywordseo="gaurav" source="keywords">Gaurav</keyword> Saxena, corroborated his late brother’s claims. He said that a virtual conference that was held on Sunday morning, involving senior managers, further pushed his cousin to the breaking point. Gaurav also alleged that during the call, abusive language was used, and his cousin was humiliated over his inability to meet the stringent recovery demands.<br /><br />"In the morning, he was mentally tortured by his regional manager Prabhakar Mishra and national manager Vaibhav Saxena. Abuses were also hurled at him during a conference, which was held virtually. He was quite frustrated since that (Saturday) night, following which he took the extreme step (on Sunday),” Gaurav said as per a report in PTI.<br /><br />He added, ”He was told that in case of non-fulfilment of the target, he would have to pay from his own pocket. He was assigned areas like Moth and Talbehat for collection, which are rural areas.”<br /><br />(With PTI inputs)<br />

‘Being pressurised to meet targets at any cost, I am leaving’: Bajaj Finance employee dies by suicide, leaves note blaming work stress

In 2024, many professionals are letting go of "hustle-culture" and are leaning towards prioritising their health and personal life. <keyword id="19901232" type="General" weightage="20" keywordseo="work-life-balance" source="keywords">Work-life balance</keyword> is being talked about a lot and people are quick to label working culture of a company as toxic if something doesn't sit right with them. Something similar happened with a British CEO, who denied her employee's two-day wedding leave and put up a post about it on social media. Tickner, who heads a marketing company, posted on Threads about her decision, but instead of gaining support, she found herself in the middle of a <keyword id="20638490" type="General" weightage="20" keywordseo="social-media-storm" source="keywords">social media storm</keyword>.<br /><br /><h2>CEO's post goes viral</h2>Tickner’s post, which has since gone viral with over 3 million views, led to accusations of creating a <keyword id="20707311" type="General" weightage="20" keywordseo="toxic-workplace" source="keywords">toxic workplace</keyword> and ‘rage baiting’—posting controversial content to provoke strong reactions. She explained that her employee had already taken 2.5 weeks off and had failed to train someone to cover for them during their wedding, leaving the team with two crucial projects to manage.<br /><br />In her post, Tickner said she had asked the employee to “find a replacement” and train them on their daily tasks before taking any further leave. She also threw in a confusing statement: “With our <keyword id="23637832" type="General" weightage="20" keywordseo="unlimited-time-off" source="keywords">unlimited time off</keyword> policy, don’t ask next time!” leaving readers scratching their heads over the true nature of her company’s leave policy.<br /><br />                    <div type="image" title="google (15)" msid="114449887" hostid="261"></div><br /><br /><h2>Unlimited leave, or not?</h2><br />Tickner attempted to clarify her company’s <keyword id="23637833" type="General" weightage="20" keywordseo="Flexible-Time-Off" source="keywords">Flexible Time Off</keyword> policy, which she claimed allows employees to set their own work hours, work from anywhere, and take time off when they choose. However, this policy seemed at odds with her denial of the wedding leave, leading to further criticism.<br /><br />Under this supposedly flexible system, Tickner explained, “A-players don’t respect slackers,” implying that those who take too much time off lose respect within the team. However, her statements only deepened the confusion, as people struggled to reconcile the concept of ‘unlimited time off’ with her actions.<br /><br /><br /><h2>"Typical Corporate," says internet</h2><br />It didn’t take long for social media users to pick apart her logic. Many pointed out the contradiction in her demanding the employee train a replacement while boasting about the simplicity of her team’s processes. Tickner’s attempts to defend herself—by claiming that most tasks could wait until the employee returned—did little to calm the backlash.<br /><br />One user said, “That’s right, don’t ask next time! She should just tell you that she needs the two days off no matter what. She should tell you next time, not ask. And isn’t finding a replacement your responsibility? Typical corporate."<br /><br />Another user commented that it is the manager's job to ensure that people are able to take their time off, "Well… what if everyone in the team declines to cover for them? Now my “unlimited PTO” is suddenly dependent on whether a colleague is willing to cover for me, which is a terrible idea, unless you have a reasonable, realistic system that incentivizes folks to cover for someone else. In my team - although we don’t have unlimited PTO and people are provided 26 days of PTO (excl. sick leave) - it’s the managers job to make sure people are able to take their time off," they wrote. <br /><br />There are many more reactions on the post and people are calling out the CEO continuously for her posts.

'Typical corporate': CEO boasts about denying 2-day wedding leave to employee, gets schooled on social media

Mental health has never been more critical in our fast-paced, demanding world. There have been various tragic incidents recently that pointed out the importance of mental health at the workplace. With <keyword id="23481940" type="General" weightage="20" keywordseo="world-mental-health-day" source="keywords">World Mental Health Day</keyword> being marked last week on October 10, countless articles and posts flooded our feeds, offering tips and tricks to safeguard our mental wellbeing. <br /><br />While such conversations are essential, simply discussing mental health is not enough. We must pay close attention to the factors that contribute to its decline, particularly the modern obsession with busyness. <br /><br />We often wear our “busyness” like a badge of honour. Phrases like “I can work 24/7 without rest” or “I was so busy that I couldn’t even have lunch” are common at workplaces today. But this mindset may be doing more harm than good. <br /><br />Research has increasingly shown that this relentless drive to fill our schedules can have a negative impact on our brains and hamper creativity. <br /><br /><h2>Employees are feeling workplace <keyword id="84644" type="General" weightage="20" keywordseo="burnout" source="Orion">burnout</keyword><br /></h2><br />A study published in the Scandinavian Journal of Psychology highlighted the detrimental effects of workplace burnout, underscoring that burnout is not merely a personal issue but a collective one. The study found that approximately 13% of individuals tested in Norway were at a high risk of burnout, with various factors such as work-home conflict and job dissatisfaction playing significant roles.<br /><br />Psychologist Leon De Beer, a key researcher in this area, told Sciencealert, “Not addressing the risk of employee burnout in time can have long-term consequences.” <br /><br />This statement resonates with the growing body of evidence suggesting that chronic stress and the pursuit of productivity can irreversibly alter our mental landscape.<br /><h2>The science behind burnout<br /></h2><br />Understanding the science behind burnout reveals how staying busy always affects our brains. According to a report in The Conversation, the phenomenon of burnout is closely linked to the body’s stress response, specifically the “fight or flight” mechanism. <br /><br />When faced with stress, our body releases cortisol, a hormone that prepares us to react quickly. While this response can be beneficial in short bursts, constant exposure to stress can lead to prolonged high levels of cortisol. Chronic stress can shrink the hippocampus, the part of the brain responsible for memory and learning, ultimately impairing our ability to think clearly and concentrate.<br /><br />Moreover, research published in Nature Reviews Neuroscience sheds light on the role of a tiny cluster of neurons in the brainstem known as the locus coeruleus, which regulates our alertness and stress responses.<br /><br />The researchers highlight how this area functions like a gear lever, allowing our brains to switch between different modes of operation. In “Gear 1,” our brains are relaxed and creative. In “Gear 2,” we are focused but not stressed. However, when we are constantly busy, we can become stuck in “Gear 3,” where our brains are hyper-alert and in crisis mode. As a result, our cognitive functions diminish, leading to decreased analytical and creative thinking.<br /><br /><b><h2>The impact of overworking<br /></h2></b><br />A BBC report highlighted how researchers systematically reviewed data on long working hours, defining them as 55 hours or more per week, and found a significant correlation between <keyword id="401396" type="General" weightage="100" keywordseo="overwork" source="Orion">overwork</keyword> and various health impacts, including increased mortality rates. <br /><br />One major factor contributing to this phenomenon is the biological toll of chronic stress, which leads to elevated blood pressure and cholesterol levels. When we sacrifice sleep, exercise, and healthy eating to cram more tasks into our day, we are not just risking burnout; we are also jeopardising our overall health.<br /><br />Dr. Frank Pega, a WHO technical officer and lead author of a significant study on overwork, told BBC, “Overwork is the single largest risk factor for occupational disease, accounting for roughly one-third of the burden of disease related to work.” <br /><br />This statistic is staggering and illustrates just how critical it is to examine the link between our busyness and our mental health. Not only does overwork lead to heightened stress and anxiety, but it can also result in mental fatigue, decreased productivity, and even chronic health conditions.<br /><br />Dr. Pega’s findings reflect a broader trend: the relentless pursuit of productivity in the workplace has become detrimental. An increasing number of professionals are finding themselves caught in the trap of overwork, often resulting in exhaustion and emotional detachment. <br /><br /><h2>How to relax at work?<br /></h2><br />Recognising the detrimental effects of overwork is the first step towards fostering a healthier work environment and lifestyle. Fortunately, there are several practical strategies individuals can implement to combat the pressures of busyness and promote mental wellbeing.<br /><strong><br />Take frequent breaks:</strong> Incorporating regular breaks into your workday is essential. Short walks, stretching, or simply stepping away from your desk for a few minutes can significantly alleviate stress and improve focus. The act of disconnecting allows your brain to reset, helping you return to your tasks with renewed energy.<br /><br /><strong>Exercise</strong>: Engage in Physical Activity: Exercise is a powerful tool for stress management. As outlined in various studies, physical activity leads to a spike in cortisol followed by a healthy reduction, which can enhance mood and cognitive function. Aim for at least 30 minutes of moderate exercise each day to reap the benefits.<br /><strong><br />Practice mindfulness:</strong> Mindfulness techniques, such as meditation and deep-breathing exercises, can stimulate the parasympathetic nervous system, promoting relaxation. Engaging in mindfulness practices can reduce cortisol levels, helping to mitigate the stress response.<br /><br /><strong>Encourage Open Communication</strong>: Creating a culture of openness in the workplace can alleviate feelings of isolation and pressure. Regular check-ins with colleagues and supervisors can lead to a supportive environment where employees feel comfortable discussing their workloads and stressors.<br /><br /><strong>Set boundaries</strong>: Setting boundaries around work hours is importatnt for maintaining a healthy work-life balance. Try to disconnect from work emails and notifications after hours, allowing yourself to recharge and spend quality time with family and friends.<br /><br /><br />

Always busy or love overworking? You might actually be hurting your brain and reducing creativity

<ul><li><keyword id="19904608" type="General" weightage="100" keywordseo="Amazon" source="keywords" meta.keywordsubtype="org" meta.entityname="Amazon" meta.hostid="261" meta.entityid="Amazon">Amazon</keyword> announced an <keyword id="20007258" type="General" weightage="20" keywordseo="RTO" source="keywords">RTO</keyword> mandate last month</li><li><keyword id="19916568" type="General" weightage="20" keywordseo="employees" source="keywords">Employees</keyword> have to come to office five days a week</li><li>Amazon has defended the move</li></ul><br />When <keyword id="20231207" type="General" weightage="20" keywordseo="work-from-home" source="keywords">work from home</keyword> became the norm during the Covid-19 pandemic, most people thought that this would be the new normal. Employees began realising that they could save up a lot of time as well as money by working from home and discussions about the importance of work-life balance surfaced. However, as soon as things started getting better, companies called employees back to offices. Amazon also made headlines last month for calling its employees back to offices five days a week. After the news went viral, many people began reacting to it. The tech giant also received a baclash for its decisions as people started saying on social media that this is not the solution. <br /><br />Now, according to a report in The Information, <keyword id="23472756" type="General" weightage="20" keywordseo="Beth-Galetti" source="keywords">Beth Galetti</keyword>, Senior Vice President of People Experience and Tech at Amazon, has defended the mandate. Galetti said that younger employees are eager to benefit from in-person mentorship and have been asking to work from office. Speaking at The Information’s Women in Tech, Media, and Finance conference, Galetti explained that many junior staff members expressed a desire for face-to-face interaction with colleagues. She also said that the new policy reflects a return to Amazon’s previous work culture, where there was flexibility for personal matters but office attendance remained the norm.<br /><br /><div type="Article" hostid="261" msid="113855017" title="Amazon's RTO mandate is a 'backdoor layoff' strategy, future of work expert says" mstype="2" mssubtype="0"></div><br />Amazon CEO <keyword id="19910506" type="General" weightage="20" keywordseo="Andy-Jassy" source="keywords">Andy Jassy</keyword> also supports the decision, highlighting the importance of collaboration and innovation that come from being physically present in the office. In a memo to staff, Jassy acknowledged that pre-pandemic, the company allowed remote work when necessary, and this flexibility would remain. However, he stressed that regular in-office work is key to building stronger teams and a cohesive company culture.<br /><br />In response to the changing work environment, Amazon is also developing a generative AI-powered “culture coach” to help provide employees with real-time feedback, further supporting staff in their roles as the company adapts to new ways of working.<br /><br />On the other hand, Nicholas Bloom, a Stanford economist, suggests that this could be a way for Amazon to reduce its workforce without resorting to formal layoffs. He refers to this tactic as a “backdoor layoff” strategy, where some employees might quit due to the new policy, helping the company cut costs without the need to offer severance packages.<br /><br />Speaking to Business Insider, Bloom said that this approach may work to control costs but could harm departments like AI, where top talent is hard to attract and retain. Other tech companies like <keyword id="19902762" type="General" weightage="20" keywordseo="Google" source="keywords" meta.keywordsubtype="org" meta.entityname="Google" meta.hostid="261" meta.entityid="Google">Google</keyword>, Microsoft, and OpenAI are continuing with hybrid work policies, which may give them a chance to hire skilled workers leaving Amazon due to its stricter office requirements.<br /><br />

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