The 'Joker' Virus Has Returned to Android: It Can Empty Your Bank Accounts Without You Noticing It and It Is Hidden in These Apps in the Google Play Store

The 'Joker' virus hides in several apps on the Google Play Store and the user does not realize it until their bank accounts are emptied. See how this malware operates and what are the dangerous applications.

The Belgian Police warned about the return of the 'Joker' virus , which attacks Android devices and hides itself in various applications on the Google Play Store . This malware is capable of subscribing the user to payment services without their authorization and emptying their bank accounts without them noticing.

"This malicious program has been detected in eight Play Store applications that Google has suppressed," say the Belgian authorities in a statement published this Friday on their website.

It may interest you: Did you get a free ebook for Kindle from Amazon? This new hacking method can access your bank details

The 'Joker' malware became famous in 2017 for infecting and robbing its victims by hiding in different applications. Since then, the Google Play Store defense systems have removed around 1,700 apps with the 'Joker' malware before they were downloaded by users.

In September 2020, the 'Joker' virus was found in 24 Android applications that registered more than 500 thousand downloads before being removed. It is estimated that that time it affected more than 30 countries including the United States, Brazil and Spain. Through unauthorized subscriptions, hackers could steal up to $ 7 (about 140 Mexican pesos) per subscription weekly, a figure that has most likely increased in recent months.

Complete Article at Entrepreneur India

Why You Need to Protect Your Sense of Wonder — Especially Now

Summary.   

As the pandemic era goes on, more than ever we need ways to refresh our energies, calm our anxieties, and nurse our well-being. The cultivation of experiences of awe can bring these benefits and has been attracting increased attention due to more rigorous research. At its core, awe has an element of vastness that makes us feel small; this tends to decrease our mental chatter and worries and helps us think about ideas, issues, and people outside of ourselves, improving creativity and collaboration as well as energy. The authors, a physician and a psychologist, have facilitated hundreds of resilience and well-being workshops; they suggest a number of awe interventions for individual professionals as well as groups.

We may be slowly returning to our offices (more or less), but the strains of the pandemic are hardly over. As we enter a transitional stage after a year of trauma and strain, more than ever we need ways to refresh our energies, calm our anxieties, and nurse our well-being. One potentially powerful intervention is rarely talked about in the workplace: The cultivation of experiences of awe. Like gratitude and curiosity, awe can leave us feeling inspired and energized. It’s another tool in your toolkit and it’s now attracting increased attention due to more rigorous research.

Complete Article on HBR

Pandemic has led to changing skill needs and more challenging placements: Harappa’s Bridge the Gap Survey

In the face of changing skill needs and highly challenging placements, talent leaders and academics must reinforce greater industry-academia collaboration to make the young talent ready for building their careers.

Harappa recently conducted a survey titled ‘Bridge the Gap’ to understand the distinct need gaps and challenges faced across the education-work continuum. This survey saw participation from over 200 talent leaders and academics and put the spotlight on challenges across the spectrum and how industry and academia can come together to meaningfully solve the employability challenge that Indian youth continue to face. The top industries that respondents represented were IT, Edtech, Consulting, Manufacturing, e-commerce, Government & Public Administration, and Telecom. 

The survey revealed that close to 80% of the talent leaders & academics feel the pandemic has changed the skill requirements needed to successfully maneuver post-pandemic workplaces and has made placements more challenging for young talent. The survey also found that the top three skills that employers look for in young talent are: the ability to proactively problem-solve, self-motivation, and affinity for teamwork. Other skills highlighted were excellent communication skills, resilience, reasoning logically, time management, and learning on the job. 

Complete Article at People matters

Let Your Top Performers Move Around the Company

Summary.   

As a manager, it’s human nature to want to hang on to the superstars in your group, department, or division. But ultimately, that’s detrimental to the organization and to the individuals involved. Multiple studies on talent mobility show that actively moving employees into different roles is one of the most underutilized, yet most effective, development and cultural enhancement techniques in companies today. In fact, research has shown that high-performance organizations are twice as likely to emphasize talent mobility versus low-performance companies. Building a culture of mobility is a trait of very healthy organizations, and the benefits are clear. Cross-functional collaboration increases, departmental cooperation is enhanced, innovation improves, and companies begin working more as one cohesive team instead of separate fiefdoms.

Over the many decades my company has been studying the link between people practices and performance, we’ve seen a common trait among low-performing, non-agile, slow-to-change companies: talent hoarding. This is the practice of allowing managers to keep their top performers from moving anywhere else in the company.

Of course, it’s human nature to want to hang on to the superstars in your group, department, or division. But ultimately, that’s detrimental to the organization, and to the individuals involved. Multiple studies on talent mobility show that actively moving employees into different roles is one of the most underutilized, yet most effective, development and cultural enhancement techniques in companies today. In fact, research conducted by our colleagues at i4cp revealed that high-performance organizations (as measured by revenue growth, profitability, market share, and customer satisfaction) are twice as likely to emphasize talent mobility versus low-performance companies.

Complete Article at HBR

Recruitment: OYO to hire 300+ tech professionals over the next 6 months for multiple roles

The hiring will play a critical role in accelerating OYO’s transformation to a global full-stack technology provider for small and mid-sized hotels and homes.

OYO has announced the hiring of 300 plus technology professionals including software development, engineering & product managers, designers, data scientists across entry-level to senior leadership roles for the next six months, the company said in a statement.

The global travel technology company is seeking to hire full-stack teams with key skill sets and expertise in the areas of Machine Learning, Data Engineering & Information Security, Android and iOS developers. The expanded design, product and engineering teams will be responsible to build long-term capabilities for OYO from scratch and update the current tech stack. The move is onset to recent developments as the company is set to introduce several innovations and commit to investments in technology, further optimising revenues for hotel owners, while improving the user experience for customers.

Complete Article at People matter

How to Work with Someone Who Creates Unnecessary Conflict

Summary.   

Disagreements on a team aren’t necessarily a bad thing. But you want to watch out for unhealthy conflicts that hijack precious time, trust, and energy. Often this type of animosity develops when there’s a “conflict entrepreneur” on your team — someone who inflames conflict for their own ends. The author suggests several actions you can take to identify these people and mitigate their negative impact, including resisting the urge to demonize them, spending more time with them, redirecting their energy when possible, and encouraging open disagreement and decency from everyone in the organization by establishing good-conflict practices.

Conflict at work comes in many forms. Good conflict, the kind that is healthy, pushes us to be better as people and communities. Most organizations need more good conflict, not less. But sometimes, conflict can become malignant. It hijacks precious time, trust, and energy, turning allies against each other and distorting reality. This is what’s known as “high conflict,” the kind that takes on a life of its own, and eventually, leaves almost everyone worse off.

What causes high conflict? I spent four years investigating this question, following people who were stuck in all kinds of miserable feuds, personal and professional. One pattern, common to every instance I’ve seen, is the presence of conflict entrepreneurs. These are people who inflame conflict for their own ends. Sometimes they do this for profit, but more often for attention or power. They don’t exist in every organization, but, according to my research, they seem to be more common in certain workplaces, such as hospitals, universities, and political or advocacy organizations.

Complete article at HBR

It’s Time to Re-Onboard Everyone

Summary.   

High turnover, the shift to hybrid work, and continued uncertainty about the future mean that your entire workforce may be feeling unmoored. These upheavals mean that even long-time employees — who have spent years building their reputations within an organization — may now feel they’re starting from scratch. That has enormous implications for performance, innovation, and well-being. By seizing this fall as a moment to re-onboard everyone, managers can boost team cohesion, performance, and well-being. The author presents five steps managers should take.

“I’m the most tenured person on my team,” my friend Joyce, a senior marketing manager, told me. “But I feel like a new hire.”

Despite having worked at her company for four years, a slew of recent changes had left Joyce feeling unmoored. After her manager quit in June, Joyce worked in a state of limbo for a month until she got a new boss. She started going back to the office two days a week, but soon stopped due to concerns about the Delta variant. Three of her teammates left and were replaced by four new hires.

Complete article at HBR

Recruitment: Lenskart plans to hire more than 2000 employees by 2022

Lenskart announced that it will hire more than 2,000 employees across India by 2022, as part of its plan to increase its consumer base over the next few years.

The company is looking to add 1,500 more retail employees to manage their rapidly increasing stores and more than 100 engineers to the technology team across Bengaluru, Delhi-NCR and Hyderabad.

 "We have continued to grow exponentially, in international markets as well as in India, and we are building a strong presence in regional markets as well through our stores and e-commerce," said Peyush Bansal, Founder, and CEO of Lenskart.

Bansal also added that the hiring is a key aspect in Lenskart’s growth journey and the company is looking at actively hiring skilled talent across verticals for regions like Hyderabad, Bengaluru, Mumbai, and Delhi, among others.

Complete Article at People matters

 

So you can activate the 'do not disturb' function in WhatsApp to disconnect from the app without deleting it

 

WhatsApp's new 'do not disturb' tool allows you to 'disconnect' from the application without uninstalling it, we will tell you how to activate it on your phone.

If you have the impression that new WhatsApp functions appear one day and the next, you are right. The messaging app is making several changes to meet the needs of its users, and they in turn are finding new tricks to make their experience with the application more pleasant. One of these is the option to activate the 'do not disturb' tool , here we tell you how to do it on your device.

It can tell you: WhatsApp already allows you to enter group calls and video calls even if they have started, that's how it works

Although it is not an official tool of the platform owned by Facebook, the 'do not disturb' function of WhatsApp is quite useful. With it, users can 'disconnect' from WhatsApp without removing the application from their computer.

Do not disturb mode is available for Android and iOS operating systems, but with some differences. On iOS devices, the function can be activated from the general functions of the phone, while on Android it might be necessary to download an additional app depending on the model of the device.

Complete Article at Entrepreneur India

Transform Your Technical Expertise into Leadership

Summary.   

People often get promoted into leadership roles because of technical or functional skills and expertise that enable them to perform well in their technical domain, but that don’t translate into effective leadership. They then struggle to inspire, coach, co-create, and build commitment to a shared vision. Many organizations fall short in filling this gap with the training and coaching needed to develop technical or functional experts into skilled leaders. If you’d like to become as expert in leading others as you are in finding technical solutions, the best place to start is by committing to ongoing self-directed leadership development. This involves identifying what you want to be able to do differently as a leader and why this development matters to you, broadening the perspective you’re applying to your leadership challenges, seeking input, and experimenting with new behaviors.

In most organizations, technical experts who perform well will eventually be asked to lead a team and to deliver results through that team. This is because advancing in one’s career typically means moving into management, even if your area of expertise is unrelated to managing people. But being in management requires an entirely new set of skills. If you don’t learn these skills, you’ll likely end up underperforming and feeling frustrated.

Complete Article at HBR

Why India struggles to win Olympic Gold

Mirabai Chanu of India in the women’s 49-kilogram class weightlifting event at the postponed 2020 Tokyo Olympics in Tokyo on July 24, 2021. She won gold in the event. Image: Doug Mills/The New York Times

Aside from a string of men's hockey wins generations ago, India has won only one other gold in its Olympic history, in shooting in 2008. But every four years — in this case, five — the same questions are posed in India. Why is the country so bad at the Olympics? And does it even matter?

TOKYO — On Wednesday, in a sumo wrestling hall where women are not normally allowed to enter the ring, Lovlina Borgohain punched for all the girls out there. She jabbed for her far-flung home state of Assam, known for its fine tea but also for an armed insurgency.

But above all, she fought in the Olympic women’s welterweight boxing semifinal for India, the world’s second most populous country, which, even by the most charitable of calculations, is wanting in the Olympics. Aside from a string of men’s hockey wins generations ago, India has won only one other gold in its Olympic history, in shooting in 2008. 

“I was 100% sure that I would come home with the gold,” said Borgohain, who spent eight years away from home to train, her father once picking tea to make a living. 

Her opponent in Tokyo, Busenaz Surmeneli of Turkey, may have been a head shorter, but her footwork was light and her hits potent. Borgohain was overwhelmed, her lanky frame absorbing blow after blow, her hopes of serving as a gold-medal role model for millions of Indian girls dashed. 

“What message can I give them?” she said. “I just lost my match.” 

Complete Article at FORBES

Delta variant is most-contagious coronavirus mutant, but vaccines still offer hope

 

What should I know about the delta variant?

It's the most contagious coronavirus mutant so far in the pandemic, but COVID-19 vaccines still provide strong protection against it. Nearly all hospitalisations and deaths are among the unvaccinated.

Still, the U.S. Centers for Disease Control and Prevention cited the delta's surge for its updated advice that fully vaccinated people return to wearing masks indoors in areas with high transmission. The change is based on recent research suggesting that vaccinated people who get infected with the delta

The new guidance helps protect the unvaccinated, including children who aren't yet eligible for the shots, and others who are at high-risk for serious illness if infected.

Some breakthrough cases with mild or no symptoms were always expected, since the vaccines were designed to prevent serious illness. The CDC no longer publicly counts those milder breakthrough cases, but a Kaiser Family Foundation analysis of data from states that keep a tally found they make up a tiny share of all COVID-19 infections.

Complete Article at Economic Times