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Day: April 6, 2020

Should You Start With Big Data Training Or Learn Data Analytics?

Posted on by Imarticus Learning

While the difference between Big Data and Data Analytics isn’t huge, it’s an important one. Career streams in Data Science can diverge into two separate branches based on which one of the above you choose. 

Both Big Data and Data Analytics focus on the same thing – processing large chunks of data for valuable insights. But the methodologies and tools used for the same are different. Therefore, you can choose to specialize in one career stream and continue progressing in it, or you can learn both. 

In order to make a clear distinction, let’s define both the streams separately. 

What is Big Data?

Big Data refers to the management and operations performed on extremely large data sets (one data set is often greater than 100GB) in order to extract patterns, trends, and insights that can power business decisions. Therefore, you have to cultivate expertise working with a large amount of data, and meet specific challenges that it presents. 

 

  • What all you learn in Big Data Analytics Training?

 

  • Data optimization techniques. 
  • Finding relationships and patterns. 
  • Big Data tools such as Hadoop, MapReduce, etc.
  • Compiling, sorting, and processing data using Python, R, etc.

What is Data Analytics?

Data analytics deals with obtaining relevant and very specific information out of smaller data sets. Where a Big Data analyst will sort through millions of rows of data, a Data Analyst will work on finding the statistical parameters in a given range. It involves reporting of elementary but well-defined parameters than can be analyzed for business value. 

  • What is taught when you learn Data Analytics? 
  • Applying statistical principles to data sets. 
  • Compiling and disseminating information from data sets. 
  • Generating goal-oriented reports for decision-makers. 
  • Working with analytical techniques for smaller data sets. 

Which one to learn first?

  • Direct Path 

At Imarticus, we have made both the options available to the students. They can dive straight into Big Data Analytics Training which will prepare them for Big Data from grassroots levels.

Learning Big Data directly ensures that the students are absorbing the concepts they’ll use in professional places directly. They’ll be trained on various tools used in Big Data so that they can come to speed with the industry scenario. 

Same is the case with Data Analytics. Students can learn Data Analytics directly and make it as their career objective. In case they don’t want to get into Big Data, this is an excellent Data Science alternative for them. 

  • Progressive Path

The second option available to students is to specialize in both Big Data and Data Analytics but in a progressive way. They’ll study Data Analytics first and then shift their focus to Big Data. 

Although there is a significant difference between the two career streams, the underlying concepts remain the same. Therefore, someone with the knowledge of Data Analytics will not find it difficult to make the switch. Rather, they’ll be able to advance their career at will. 

Conclusion

As Data Science flourishes as a career, Big Data and Data Analytics continue to be the two best career streams in the market. Our courses cater to both the streams exclusively, as well as, in an integrated way for students to plan their career logically.  

What is The Key to Inclusive Leadership?

Posted on by Imarticus Learning

What is The Key to Inclusive Leadership?

Do you feel included in your organization? Companies generally have diverse, multidisciplinary teams. These teams combine the collective capabilities of women and men, people of different cultural heritage, and younger and older workers. But one cannot say that his/her organization has high performance as it involves a mix of people working together.

There is a need for leadership that assures that all the team members feel equally treated, respected and valued. Such leadership is known as inclusive leadership. Organizations should actively work to achieve an inclusive workplace for their employees. It is the responsibility of the leaders to create an inclusive work environment which can recognize and leverage all the unique traits, talents as well as experiences of the team members.

Inclusion is not about diversity. It’s about competitive advantage. And it’s a choice.

Inclusion involves fostering the structure, culture, and mindset of a leader. Incorporating inclusive leadership, allows and encourages each member of the team to have a voice and bring out their best by performing to their potential.

How can you be an inclusive leader?

  • Are you able to recognize your unconscious bias? It is impossible to understand all the values, beliefs, rituals of each employee at work. But you must work to understand your own unconscious bias. To be an inclusive leader you must be aware when you are making assumptions.
  • Do you respect individuality? To become an inclusive leader, you need to respect as well as embrace individual differences, different ideas, and ways of working of your team members. Do not ever expect your employees to be the same.Recognize the value of your team that composes a wide range of skills, passions, and viewpoints. Kristie Rogers, a management professor who researches respect in the workplace, explains how respect for individuals delivers a range of benefits: “Employees who say they feel respected are more satisfied with their jobs and more grateful for, and loyal to their companies.Hence, being an inclusive leader, if you are having respect for individuals in an inclusive workplace, it will not only benefit the employees but also benefit the organization.
  • Does your organization has cultural norms? When these norms are not written anywhere, new employees can know them. Under inclusive leadership, it is the leader’s responsibility to proactively look for ways to make employees feel comfortable. It also focuses on not overlooking the small things. You should get back and amplify your team members’ points with a comment.
  • Do you respect the uniqueness of your team? As an inclusive leader, you must notice and talk about the differences of your team members without making any team members feel objectified. As a leader, you will be more successful when you see and respect the unique qualities of each team member.
  • Do you trust your team members? If yes, then it is a sign of being an inclusive leader. Having an inclusive leadership makes you commit to “We” before “Me”. How will you bring expertise to work?Your team members must trust you and the same way, you should trust them too. Fostering trust between each other enables your team members to feel safe and make them contribute their unique perspectives.
  • Do you adjust your leadership approach? You must proactively adjust your leadership approach to meet the needs of your team members. Inclusive leadership demands an ability to recognize team members’ preferred way of communication.Inclusive leaders can prove their adaptability by not only being flexible but also being open in making adjustments that enable team members to perform at their best.
  • Do you recognize that collaboration is essential to achieve team goals? Inclusive leaders know the importance of sharing ideas, resources as well as energy to execute team goals and create an inclusive environment. Inclusive leadership will demand your team members to work with and not against one another.It is also required that all the team members look out for others on the team so that no member of the team fails. You, as an inclusive leader, must build collaboration both within and across your team, gather the diverse perspectives of your team members, and leverage a range of experiences.While doing so, an inclusive leader can create an environment where your team members feel empowered to offer ideas and expertise to each others. This will make your team members accountable for giving their best effort to ensure the success of the team.

If you as a leader wants to effectively lead your team members and build strong workplace culture, inclusive leadership is considered of utmost importance.

In short, inclusive leaders recognizes the individual differences in the team, listens to his/her employees’ voices, and utilizes their talents as well as skill sets to achieve greater organizational impact. When the leaders know how to create an inclusive culture, the organization can gain the most from each individual’s knowledge and experience.