According to the expectancy x value theory motivation increases as expectancy of success increases

Indian companies are expected to witness a median salary hike of 10 per cent in 2023, mainly influenced by a continuation of the tight labour market and rising inflation concerns, according to a report by global advisory firm WTW.

Companies in India are planning an overall jump of 10 per cent for 2022-23 as compared with the actual 9.5 per cent growth last year, said Willis Towers Watson’s Salary Budget Planning report. Over half (58 per cent) of the employers in India have budgeted for higher salary increases for the ongoing financial year compared to last year, while a quarter of them (24.4 per cent) made no change in the budget.

The median jump may translate into a 9.8 per cent hike with financial services, banking, technology, media and gaming companies expected to offer the highest increments. Only 5.4 per cent have reduced the budget as compared to 2021-22, and at 10 per cent, salary increases in India continue to be the highest in the Asia-Pacific (APAC) region.

China is likely to witness a jump of 6 per cent in salaries, Hong Kong at 4 per cent and Singapore at 4 per cent for next year, it added.

The report, which is based on a survey across 168 countries in April and May 2022 including 590 organisations in India, said around 42 per cent of companies in India have also projected a positive business revenue outlook for the next 12 months, while only 7.2 per cent have projected a negative outlook.

The engineering sector might saw a jump of 52.9 per cent in salary, information technology (65.5 per cent), sales (35.4 per cent), technically skilled trades (32.5 per cent) and finance (17.5 per cent) in the next 12 months.

WTW Consulting Leader India, Work and Rewards, Rajul Mathur said, “Last year saw actual salary increments being higher than budgets and this was largely due to better-than-expected business performance and the need to retain talent. Despite the economic headwinds, higher projections for 2023 reflect cautious business optimism and a continued tight labour market.”

He added that the financial services, banking and technology, media and gaming sectors are expected to see the highest salary increase at 10.4 per cent, 10.2 per cent and 10 per cent, respectively. “We saw significant salary increases across sectors in 2022 and a similar trajectory is expected in 2023. With increased focus on technology enabled growth, the demand for digital skills is driving pay increases for tech talent, especially in the technology, media and gaming, banking and financial services sectors.”

Mathur also said, “We’re seeing organisations focus on long-term incentives, innovative career growth opportunities, flexible working and overall wellbeing to grapple with the current talent supply challenges.”

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Walmart Inc. earned $5.15 billion, or $1.88 per share, or $1.77 excluding one-time costs and charges. That easily beat the $1.62 per share that Wall Street was looking for, according to FactSet.

It also topped last year’s profit of $4.27 billion.

Sales rose 8.4% to $152.86 billion, topping industry analyst projections.

Sales at stores open at least a year rose 6.5% as more shoppers turned to Walmart for groceries. That followed a 3% increase in the first quarter.

Online sale rose 12%, following a 1% increase in the previous quarter.

“We’re pleased to see more customers choosing Walmart during this inflationary period, and we’re working hard to support them as they prioritize their spending,” said CEO Doug McMillon.

McMillon, however, noted that strong sales were registered in groceries, which have lower margins, at a time when the company is cutting prices to get rid of excess inventory after a huge shift in how Americans spend money this year.

Like many big box retailers, Walmart benefited in the early days of the pandemic as shoppers splurged on food and other necessities, particularly online.

But shoppers are spending less on items that did well during the pandemic such as casual clothes and TVs when they focused on home activities. Surging inflation, which slowed last month but is still running at close to its highest level in four decades, is also presenting challenges for Walmart and other retailers as low income shoppers cut back.

Late last month, Walmart spooked investors when it lowered its profit outlook for the second quarter and the full year, saying rising prices on food and gas are forcing shoppers to cut back on discretionary items, particularly clothing, that carry higher profit margins. The last time Walmart lowered its profit outlook mid quarter was in October 2015.

But on Monday, it forecast a smaller profit drop for the fiscal year. It now expects consolidated adjusted operating income to decline 9% to 11%, an improvement from the company’s prior guidance of 11% to 13%.

Walmart Inc., based in Bentonville, Arkansas, is among the first major retailers to report quarterly results and is considered a crucial barometer of spending given its size and the breadth of its customer base.

Shares rose nearly 4% before the opening bell Tuesday.

The shift to remote work has given many of us a new perspective on how we do our jobs. Without the context of a shared workspace or the rhythm of a typical office day, our own personalities are having far more of a say in our performance.

It follows, then, that the best way to maximize our output in a WFH environment is to better know our own personalities—and those of our dispersed colleagues.

An efficient (and intriguing) way to manage this personality wrangling is via the Myers-Briggs Type Indicator (MBTI). The MBTI is widely applied within the business world, with 89 of the Fortune 100 companies utilizing it.

MBTI at work

“The MBTI is deceptively simple, but it’s also an extremely useful way to see how team members are inherently different, and how you can work together more successfully,” says occupational psychologist John Hackston, head of thought leadership at the Myers-Briggs Company . “It’s a means to boost productivity in people, increasing their engagement and making them generally happier in their work.”

In other words, the MBTI might just be the key to turning your remote team into a smooth autonomous unit.

What are the 16 Myers-Briggs personality types?

Based on Carl Jung’s Theory of Psychological Types , the MBTI is a self-reported personality survey that has been around in various shapes and forms since the 1940s. Respondents answer a series of simple questions about their feelings and preferences, eventually aligning with one of 16 personality types.

Each of these types is identified by four letters, starting with an E or an I (for extrovert/introvert) followed by S or N (sensibility/intuition), T or F (thinking/feeling), and finally a J or a P (judgment/perception). Each type also has a descriptor, e.g., “the analyst,” to further characterize the personality type in action.

Once you know your team members’ types, the thinking goes, you can better assign them to projects that match their preferences, proficiency, and proclivities. You can also communicate more effectively if you have a better idea of how people process information.

1. ISTJ: responsible realists

The Logistician

Who they are: Dutiful doers who appreciate clarity, love routines, and believe in values like honor, hard work, and social responsibility. They’re quiet, reserved, and reliable. The Queen of England is an archetypal ISTJ.

How to work with them: “This personality type is incredibly well organized, which is a major asset in a remote working environment,” says psychologist and business coach Rosie Peacock , CEO of Conscious Enterprise . “They don’t need much management or checking up on; just email them a to-do list at the start of the week, and you can trust them to quietly get on with it. They’d also be the perfect type to organize and streamline any shared space online, from Dropbox to Google Docs.”

2. INFJ: insightful visionaries

The Advocate

Who they are: Principled creatives who are quietly forceful but also intuitive about people and concerned about their colleagues’ feelings. They tend to be deep thinkers with bags of ideas.

How to work with them: “The entire hiring process is considerably more difficult in a remote world, but Advocates can be an ace up your sleeve,” says Peacock. “They tend to be excellent judges of character, so it would be a major asset to have them sit in on virtual interviews. Just don’t put them center stage in any Zoom meetings if you can avoid it; they don’t thrive on attention and work far better behind the scenes.”

3. INTJ: conceptual planners

The Architect

Who they are: Perfectionist innovators who are comfortable alone, and thrive in a remote work environment. People with this personality type are natural problem solvers who are great at taking an idea and turning it into a plan of action. They’re a dual threat: skilled at both intuitive and practical thinking.

How to work with them: “This group is usually more comfortable communicating by text, so they’ll often need to be nudged into picking up the phone or jumping on a Zoom call when it’s more beneficial,” says Hackston. “They’re extremely deadline-focused, but there’s also a danger they can rush to hasty decisions, particularly without colleagues nearby to check their impulses. Sometimes, INTJs need to be reminded to stop for a second, take their time, and let ideas germinate, rather than just rushing straight at them.”

4. ISFJ: practical helpers

The Defender

Who they are: The most extroverted of the introverts, ISFJs prioritize harmony and cooperation, have a strong work ethic, and are sensitive to colleagues’ wishes and feelings. But there is steel behind their zeal: They tend to be extremely conscientious workers who are natural managers, capable of keeping remote teams bonded and happy.

How to work with them: “ISFJs display incredible attention to detail, so they’re great for checking over others’ work, editing shared documents, or looking over pitches and proposals at the final stage,” says Peacock. “They’re also very good at following rules and inspiring others to do the same, so put them in charge of any time-tracking software you use—and watch them increase the efficiency of the entire team.”

5. ISTP: logical pragmatists

The Virtuoso

Who they are: These are direct, to-the-point characters, who are loyal to their peers but not overly concerned with laws and rules. ISTPs are the most unpredictable of the 16 personality types because they’re typically rational and logical, but can also be enthusiastic and spontaneous.

How to work with them: Virtuosos will likely feel the impact of missed day-to-day interactions with their teams most of all, so they’ll benefit from scheduled one-on-one digital meetings to maintain drive and focus. “ISTPs tend to excel at troubleshooting, so in a remote work environment, they can be a major tech asset,” says Peacock. “They’re very good at test-driving new tools and navigating software, but they also lose focus easily. They’re the team member most likely to turn off their camera in a meeting, open another window, and start surfing the net—so they do need to be managed.”

6. ISFP: versatile supporters

The Adventurer

Who they are: Sensitive doers who thrive when creating for others, Adventurers are warm, approachable, friendly, and averse to confrontation. They also see the value of exploring new things and discovering new experiences.

How to work with them: “This group likes to live in the moment and can become completely wrapped up in their work,” says Peacock. “Working from home and without colleagues physically monitoring them, they can burn out quite easily, so they need to be reminded to take an hour for lunch and finish the work day at a reasonable time. Their energy is an asset, but it sometimes needs to be harnessed and directed in the right direction by others.”

7. INFP: thoughtful idealists

The Mediator

Who they are: Laidback idea people with a well-developed value system, INFPs can often get lost in their imaginations and daydreams. While they bring intensity and enthusiasm to projects, they often find it challenging to sustain their excitement for long periods of time.

How to work with them: “This type tends to have very deep-seated values, which can cause problems because frustrations can stew when they’re offended,” says Hackston. “This is amplified when working remotely as grievances can linger for longer, so managers need to encourage them to get any concerns out in the open. Otherwise, the key to getting the best out of this group is to encourage and reinforce meaning in their work.” In other words, if their projects align with their values, this group can be an unstoppable force.

8. INTP: objective analysts

The Logician

Who they are: Renegade problem solvers who love patterns, are quick to notice discrepancies, and cherish competence and logic. They thrive on being alone and will enjoy lockdown more than any other type. Albert Einstein is the archetypal INTP.

How to work with them: “This type really needs to be given the freedom to do things in an original way, and to be listened to, because they come up with the smartest solutions,” says Peacock.

“Their weak spot is that they often neglect to share decisions and solutions, and that trait can become even more pronounced when working from home,” adds Hackston. If there’s an INTP on your team, encourage them to use shared documents and software as much as possible. A tool like Confluence , for example, would be ideal.

9. ESTP: energetic problem solvers

The Entrepreneur

Who they are: Risk takers who thrive on solving big problems at a fast pace. They’re passionate about their pursuits but can also get impatient with longer-term projects as they suffer from short attention spans. Entrepreneurs can be a major asset to any team, but they can also be hard to manage because they’re not particularly respectful of rules.

How to work with them: The solution here is simple: Keep things fun and keep them moving fast. “This personality type is classically impatient, so give them a day’s worth of tasks in a project tool rather than any long-term targets,” says Peacock. “They’re also often very good at firefighting because the thrill of the moment is exciting to them. As a general rule, Entrepreneurs are great at thinking outside the box, so don’t put them inside one by stifling their creativity.”

10. ESFP: enthusiastic improvisers

The Entertainer

Who they are: The life and soul of the workplace, this personality type likes to show up and show off. They’re energetic, enthusiastic, and natural performers who often end up in creative or artistic professions. But while they love the spotlight, they’re also sympathetic, warm, and generous.

How to work with them: “Entertainers need to be given time to sparkle in front of others, so remote working can drain them,” says Peacock. “Wherever possible, get them involved in videos, voice-overs, podcasts, or any project that involves creative performance. They’ll also be superb in remote pitches, as they’ll bring a persuasive energy that could otherwise be lacking via computer screen.”

11. ENFP: imaginative motivators

The Campaigner

Who they are: Perceptive people-pleasers, who love to experiment and explore, Campaigners have a strong, intuitive nature and like to be around others, operating from feelings above logic. Crucially, they are motivated more by heartfelt goals than by money.

How to work with them: “This group excels at both idea generation and collaborative projects, so they’d be a major asset in brainstorming sessions and any big-picture thinking,” says Hackston. “Their weakness is that they’re not the best starter-finishers, so deadlines can be an issue. That can be exacerbated when working remotely, when they don’t always see messages or respond quickly enough to colleagues. As a result, they often need gentle managing in order to realize their high creative value.”

12. ENTP: enterprising explorers

The Debater

Who they are: Charismatic intellectuals who enjoy pulling strings, many CEOs slot into this group. This personality type is logical, rational, and objective but needs constant mental stimulation. Often leaders and managers, they prefer to focus on big ideas and resist repetitive tasks and routines.

How to work with them: Predictably, Debaters are very good at debating, so play to their strengths. “This group tends to be great on new ideas and products, as well as bigger discussions about how to move the business forward,” says Peacock. “They’re also adept at impressing clients and pitching for new business, so you want them on any game-changing Zoom calls. You just might need to remind them to mute themselves occasionally, because, if unchecked, they may dominate the conversation.”

13. ESTJ: efficient organizers

The Executive

Who they are: Also nicknamed The Guardian, this type is made up of pragmatic decision-makers who are traditional, organized, hard-working, methodical, and loyal. If your business were a sports team, they’d be the veteran captain.

How to work with them: “This group loves to organize themselves, other people, and the world around them, which can be an asset but can also come across as bossy and aggressive— particularly when they’re dishing out instructions without any face-to-face contact,” says Hackston. “They often need to be reminded to be tactful with others, particularly in an environment in which they’re primarily communicating via email or messaging apps, leaving their sentences open to greater interpretation.”

14. ESFJ: supportive contributors

The Consul

Who they are: Nurturing caregivers who thrive on serving the collective, this group is sociable, kind, and considerate—and will typically put others’ needs first. They’ll be the ones messaging colleagues directly to check on their well-being while trying to organize online quizzes and virtual happy hours.

How to work with them: “This is the personality type who makes the best project managers,” says Peacock, “because people love working for them. They’re organized, as well as thoughtful, so are ideal for bringing projects together on time. Thanks to their caring, patient nature, they’d also be a strong choice for remote onboarding of new starters.”

15. ENFJ: compassionate facilitators

The Protagonist

Who they are: Another group of natural leaders, but unlike their ENTP colleagues, this cadre is driven more by intuition and feelings than logic and rationality. If they’re managers, they’re the inspirational type: extremely driven but also extremely empathetic to the needs of those around them. Both Abraham Lincoln and Barack Obama are classic ENFJs.

How to work with them: People-focused diplomats, this group tends to forget their own needs in favor of the greater good, and that can sometimes be detrimental—not just in terms of burnout, but also when completing their own tasks. However, with this group, the positives vastly outweigh any negatives.

“It’s always a good idea to have Protagonists lead group discussions, even if they’re not in a leadership role, because they excel at it,” says Peacock. “They should be your go-to Zoom meeting host, and at the heart of any situation involving discussion, consensus, and the bringing together of people and ideas.”

16. ENTJ: decisive strategists

The Commander

Who they are: Logical planners who love breaking down boundaries and identifying solutions. They value knowledge and have little patience with inefficiency. Above all, they are about goal-setting, structure, and organization. They are generally charismatic and confident and can motivate others behind a common goal.

How to work with them: “This type naturally likes big pictures and big decisions, and that can create problems when working from home,” says Hackston. “They don’t always see the finer details when implementing plans; and in a remote working environment, that puts them at greater risk of pushing through decisions without properly taking in the views of others. To truly excel, ENTJs need to remember the necessary balance between directing and consulting.”

Can you take the Myers-Briggs test online?

Yes. To get started, take the official Myers-Briggs test here (or try a similar free questionnaire, recommended by psychologists here ). Consider having your whole team take the test, and then share the results.

This article originally appeared on Atlassian’s blog and is reprinted with permission.