Mindfulness And Emotional Intelligence In The Optimal Organizational Setting


The current organizational setting presents challenges both for teams and people in their search for the appropriate abilities and tools to oversee the difficulties of extraordinary levels of anxiety, competitiveness, and stress. Researchers from the Search Inside Yourself Leadership Institute (SIYLI) hold the belief that emotional intelligence (EI), a concept based on mindfulness, is capable of changing groups, individuals, and organizations (Fernandez, 2020). These abilities are critical for successful people and businesses. Studies in neuroscience and behavioral science keep showing proof that emotional intelligence and mindfulness offer the abilities and skills required to enhance resilience, teamwork, individual and collective performance, long-term well-being, and successful leadership (Fernandez, 2020). Human skills, including emotional intelligence, creativity, leadership, and social influence, will become increasingly important by 2022. This statistic is in line with a report by the World Economic Forum (2018), which stated that organizations have to acknowledge the investment in human capital for them to actually be prepared for the task of creating a successful labor force strategy for the Fourth Industrial Revolution.” According to Van Nuys (2020), emotional intelligence is among the best skills for businesses. This essay will first explain the definition of emotional intelligence and mindfulness in the context of an organizational setting. Later, the essay will describe the importance of emotional intelligence and mindfulness within the current organizational setting by describing various factors connected to mindfulness and emotional intelligence in the workplace.

Mindfulness and Emotional Intelligence (EI.)

Defining EI.

The capacity of one to be aware of their emotions and the feelings of others and use this awareness to arrive at smart choices is referred to as Emotional intelligence. Every employee goes through emotions at their jobs, and such states of mind are critical for decision-making and connections. The enhancement of the primary spheres of emotional intelligence, such as social awareness, managing relationships, managing the self, and awareness of the self, should be a priority for any organization.

Defining mindfulness

Mindfulness can be described as the ability for one to be present to what is going on here and now with openness and curiosity, which is a necessary ability that acts as the foundation for emotional intelligence. By observing mindfulness, the person is able to enhance focus, concentration, and attention by practicing to have an awareness of the here and now. In addition to these traits, mindfulness fosters one’s aptitude to place one’s attention in meetings and talks, enhancing empathy and solid connections between individuals (Fernandez, 2020). The practice of mindfulness leads to increased calmness and clarity, which enhances decision-making, task management, and threat response regulation in people.

Emotional Intelligence Based on Mindfulness

The development of the four emotional intelligence domains is predicated on mindfulness. Our capacity to concentrate on, accept, and regulate whatever is going on in the present moment—for better or worse—can be improved by engaging in mindfulness practices. Having more clarity enables us to comprehend and control our own emotions and ideas, which improves our ability to work with others, sympathize with them, and motivate them.

Burnout and Stress Management

Research by Panchal et al. (2023) in the US highlighted that 53 percent of participants claimed that apprehension regarding the COVID-19 pandemic or general stress held at least a single undesirable effect on the well-being of their mental state. Moreover, a study conducted by the Center for Disease Control and Prevention (CDC, 2020) analyzed over 6000 test subjects and reported that when compared to 2019, symptoms of anxiety went up by three times, while in 2020, depression rates had quadrupled. While burnout may be just a consequence of work-centered stress, additional forms of stress, like those related to money, relationships, and health, can equally be part of the burnout. For firms and employees, burnout is not a novel matter, notwithstanding the reality that in recent times, it has shown an escalation since the pandemic period. Initially, burnout was officially acknowledged in 2019 by the World Health Organization as an “occupational phenomenon” caused by constant work-related stress that is not kept in check.

The creation of techniques to manage stress is essential for one’s ability and resilience when managing adversity. Fortunately, building emotional intelligence and mindfulness may support people in strengthening their immune systems, building resilience, managing stress more effectively, and increasing work engagement, as shown by a plethora of international research. The use of mindfulness-based stress reduction (MBSR) methods has been shown to considerably decrease both clinical and nonclinical stress symptoms, according to a meta-analysis of 20 empirical investigations. Additional data from research that was published in the Personality and Individual Differences Journal demonstrates a correlation between participants’ capacities for emotional intelligence (EI) and their capacity for stress management (Schneider et al., 2013).

Research participants with higher EI ratings had more resilience signs (minimal reductions in positive affect, stress-based biological response, and minimizing negative affect) when faced with stress. While cultivating emotional intelligence (EI) does not guarantee a stress-free existence, it can enhance our capacity to handle life’s obstacles with poise, determination, and fortitude. Studies also show that the advantages of Emotional Intelligence extend beyond immediate stressful circumstances. Higher EI might mitigate the detrimental effects of substantial events in life, like losing a loved one, a severe ailment, or a job loss, on mental health, according to different research published in the Personality and Individual Differences Journal (Schneider et al., 2013). Neuroplasticity allows us to develop a reservoir of long-lasting resilience comprised of inner serenity, emotional regulation skills, and the capacity to reinterpret difficult circumstances when we engage in mindfulness practices and enhance our emotional intelligence.

Return on Investment for Stress Management

Evidence shows that the profitability and longevity of any organization are dependent on the employees’ well-being. According to the SAP Global Mindfulness Practice, the return on investment for its organization was at 200% upon examination of its initiatives’ financial effect. Armed with this information, managers can allocate resources with confidence, putting employee well-being at the forefront and preventing early-stage burnout. Employees who possess key resilience, self-awareness, and stress management abilities are better able to adapt to and flourish in demanding work situations, which fosters more connection, creativity, and innovation.

Boosting Interaction inside Groups

Since humans are social animals, they have a fundamental desire for connection, which not only makes us feel good but also fosters psychological safety and trust, two things that are necessary for productive teamwork and cooperation. Members of a team are more likely to be engaged when they feel secure, supported, and connected. Furthermore, one of the key factors influencing team and organizational success is employee engagement.

Workplace Involvement

Many workers expressed feeling alone as a result of the COVID-19 epidemic, which caused some firms to function with a wholly remote workforce for the first time. This emotion often results in a decline in motivation and output. In the future, a lot of companies want to have a workforce that is at least partly remote. This means that sustaining solid relationships amongst coworkers who are located remotely will call for more care and attention. Before this significant turn in 2020, there was already a growing separation in our society. A survey carried out by Cigna at the onset of 2020 discovered that over 60 percent of US citizens felt lonely at their jobs (Minemyer, 2022). Employees who lack genuine connections with their colleagues experience loneliness at work. Thankfully, EI can help us create and strengthen such connections. With so much of our professional and personal lives taking place on screens in this era of digital overload, human-centered skills are more crucial than ever for preserving connection.

Therefore, in a world where people are becoming more and more isolated, management should know how to build stronger bonds between team members and the organization. The evidence is clear: cultivate emotional intelligence (EI). The framework for emotional intelligence is made up of interpersonal and intrapersonal qualities that are essential for the enhancement of connection for both remote and in-person teams, including the development of a relationship, compassion, and empathy. According to research from the Mindfulness Journal, emotional intelligence is a forecaster of engagement at the place of work. Over 310 employees from Australia and the USA were a part of the 2015 study, which made the discovery that there was a compelling association between enhanced emotional intelligence and increased engagement in the workplace. Each worker should possess great emotional intelligence so that trustworthy and thriving teams can be built.

Successful Teamwork and Cooperation

Fernandez’s (2020) research discovered that among the most essential organizational aspects is cooperation, judging from the participants’ statements. From this research, it is clear that understanding ways to maximize and enhance cooperation among teams is essential. Fernandez (2020) has asserted that the most crucial aspect when predicting the performance of a team involves psychological safety. When there is a sense of security among team members to take chances, have interactions amongst themselves, and display vulnerability, there is evidence of psychological safety. Nonetheless, a Harvard Business Review (Mortensen & Hadley, 2021) study carried out in 2019 showed that 76 percent of participants re-counted having difficulty in experiencing a connection to their teammates. The reasons given for this feeling oscillated between the pressure of working in different time zones and perceived personality differences. Unfortunately, the absence of interpersonal tools has the potential to cause difficult or diminishing interpersonal connections. In the context of the current digital society, teams are globally being faced with the assignment of inventing novel approaches to enhance the feeling of connection and cooperation. In keeping with this, mindful communication and empathy can prove valuable.

Emotional intelligence (EI) abilities are crucial to maintaining a positive collaborative atmosphere as many firms deal with the difficulties of a newly remote workforce or the unfamiliar landscape of returning to work after a worldwide shutdown. The number of Australian companies with a strategy for collaboration that is in place equals less than 50 percent of the total firms. This statistic is notwithstanding the fact that the Collaborative Economy Report has asserted that firms that make collaboration a priority have a double likelihood of outgrowing competitors and a double likelihood of being profitable (Fernandez, 2020).

Inclusion, Diversity, and Equity

Ensuring that every voice- more so those of disadvantaged or underrepresented communities- is heard and accepted is essential to creating team connections. Our taught prejudices are often so subtle that it is easy to deny they exist; as SIYLI advisory board member Toussaint Bailey explains, “Start at this place of listening” (Fernandez, 2020). However, they have an impact on selection processes, mutual trust among coworkers, team member treatment, and ultimately, psychological safety inside the group. Being mindful improves our capacity for judgment-free, empathic listening, which is crucial for creating a psychologically secure environment that is inclusive of all team members. Additionally, training mindfulness brings awareness to people’s personally embedded physical and emotional reactions towards other people we might regard to be dissimilar from us. For empathy to be fostered and genuine safety and trust within a team that is diverse to be established, it is important for such beliefs and presumptions to be comprehended, in addition to the ways in which they can impact our conduct.

According to a study from the Social Psychological and Personality Science, decreasing prejudices and connections, biases such as race and age are directly affected by mindfulness (Lueke & Gibson, 2015). This research is backed by SIYLI’s 2020 impact report, which highlighted the augmented empathy and self-awareness capacity of the participants, in addition to their capability to take into consideration the perspectives of other individuals and acknowledge how they feel. Given that research by Mortensen and Hadley (2021) has disclosed that non-diverse teams are outdone by teams that are diverse with respect to creativity and performance, the majority of organizations take viewpoint diversity into consideration. McKinsey research also revealed that for every 10 percent rise in ethnic and racial diverseness with respect to the leading executive team, wages prior to taxes and interest increase by 0.8 percent (Hunt et al., 2015). Nevertheless, real inclusion requires teams to use human-centered tools to strengthen empathy and deconstruct their own biases.

Gaining Human-Centered Leadership Experience

Today’s leaders must overcome previously unheard-of obstacles without a plan. A leader’s capacity for clear communication, adaptability, empathy, and innovation are not just assets but also requirements in the face of growing stress and instability. The epidemic put companies to the test and brought to light the benefits of adopting a human-centered leadership style. Gaining a greater awareness of the environment (and people) around you and gaining clarity on what matters to you are two benefits of developing mindful and emotionally intelligent leadership abilities. Those who develop these abilities are able to maintain composure and motivation in the face of chaos, know how to handle challenging talks with empathy and inspire others to give their all.

Research from Glassdoor found that top-rated CEOs shared similar priorities throughout the pandemic, such as placing priority on life-work balance, providing remote and/or adaptable working policies, looking after the overall well-being of workers, upholding clear and regular communication, and creating robust health benefits. Such priorities necessitate agility, compassion, and empathy, which are emotional intelligence qualities. Workers give their all to employers who pay attention to their needs and have the willingness to enhance their mental health. Even prior to the pandemic, emotional intelligence had a direct correlation to successful leadership. A study by Zenger and Folkman (2021) conducted on more than 300,000 managers in the identification of the best leadership skills came to the conclusion that six out of the best eight abilities are associated with EI, whereas just two are connected to IQ. A recent Inc. lead article summarized it best by stating that leaders who are able to keep their emotions in control, as well as the emotions of the people around them, have an increased chance to succeed. Research by Fernandez (2020) corroborates this. They discovered that leadership is an emotionally healthy predictor of organizational achievement (Fernandez, 2020).

Diminished EI levels, on the other hand, create environments filled with anxiety and rife. Workers are sensitive to a manager’s behavior, particularly during times of crisis and abrupt change. If a manager feels powerless, this can negatively impact employees. Julie Chesley and Avonlie Wylson of Pepperdine University found that leaders who demonstrated higher levels of mindfulness were better at navigating the ambiguity associated with change. These leaders demonstrated positive stress-reduction strategies, mental agility and resilience, and an open and curious observation of ambiguity.

Such qualities lead to enhanced leadership that is more impactful and powerful, hence promoting innovation. Leaders should have an awareness of their own emotions and the ways in which such emotions impact the effectiveness of the team and group dynamics. When leaders do not have the ability to manage their stress levels in moments of difficulty, they pass on the stress and anxiety to their subordinates. When traversing the outlook of work, emotional intelligence has proven to be a crucial competency for leaders. The best news is that these are trainable skills.

Demands for AI and Automation

The application of machine learning, artificial intelligence, and automation continues to expand across regions and industries, presenting better efficiencies and novel opportunities to organizations. Such novel technologies equally obscure the lines between work done by people and work carried out by machines. In this era of AI and automation, emotional intelligence will be regarded as a required skill. According to research, future organizations will make basic EI a requirement to qualify for job positions, even for tasks that are non-supervisory. Emotional intelligence provides solid advantages to organizations and employees with respect to higher productivity, decreased abrasion, and increased job satisfaction. In keeping with the same study, a bigger percentage of the surveyed organizations are of the belief that a task force that is increasingly emotionally intelligent will be a requirement for goal accomplishment in the future. Additionally, the research predicts that in the coming two to four years, the need for EI abilities will rise by an average of six times across all nations.


All in all, this essay has described the importance of mindfulness and emotional intelligence in the organizational setting through the analysis of various factors with the objective of enhancing emotional intelligence and mindfulness. First, the creation of techniques to manage stress is essential for one’s ability and resilience when managing adversity. The use of mindfulness-based stress reduction (MBSR) methods has been shown to considerably decrease both clinical and nonclinical stress symptoms. Second, evidence shows that the profitability and longevity of any organization are dependent on the employees’ well-being. Therefore, managers can allocate resources with confidence, putting employee well-being at the forefront and preventing early-stage burnout with the objective of increasing stress management ROI. Third, members of a team are more likely to be engaged when they feel secure, supported, and connected. This can be achieved by enhancing interaction within groups, given that humans are social animals. Fourth, one of the most important organizational values is cooperation. Thus, it is important to understand how to maximize and enhance cooperation among teams. When there is a sense of security among team members to take chances, have interactions amongst themselves, and display vulnerability, there is evidence of psychological safety.


CDC. (2020). Mental health, substance use, and suicidal ideation during the COVID-19 pandemic – United States, June 24–30, 2020. Centers for Disease Control and Prevention. https://www.cdc.gov/mmwr/volumes/69/wr/mm6932a1.htm

Fernandez, R. (2020). Emotional Intelligence and Mindfulness at Work: Why Human-Centered Skills are Essential to Future-Proof Your Organization. https://siyli.org/wp-content/uploads/Emotional-Intelligence-and-Mindfulness-eBook.pdf

Hunt, D. V., Layton, D., & Prince, S. (2015, January 1). Why diversity matters. McKinsey & Company. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters

Lueke, A., & Gibson, B. (2015). Mindfulness Meditation Reduces Implicit Age and Race Bias: The Role of Reduced Automaticity of Responding. Social Psychological and Personality Science6(3), 284-291. https://doi.org/10.1177/1948550614559651

Minemyer, P. (2022). Cigna: More than half of us adults dealing with loneliness. Fierce Healthcare. https://www.fiercehealthcare.com/payers/cigna-more-half-us-adults-dealing-loneliness

Mortensen, M., & Hadley, C. N. (2021). How to prepare your virtual teams for the Long Haul. Harvard Business Review. https://hbr.org/2020/05/how-to-prepare-your-virtual-teams-for-the-long-haul

Panchal, N., Saunders, H., Rudowitz, R., & Cox, C. (2023, April 25). The implications of COVID-19 for mental health and substance use. KFF. https://www.kff.org/coronavirus-covid-19/issue-brief/the-implications-of-covid-19-for-mental-health-and-substance-use/

Schneider, T. R., Lyons, J. B., & Khazon, S. (2013). Emotional intelligence and resilience. Personality and Individual Differences55(8), 909–914. https://doi.org/10.1016/j.paid.2013.07.460

Van Nuys, A. (2019). Upskill your employees with the skills companies need most in 2020. Most In Demand Skills 2020. https://www.linkedin.com/business/learning/blog/learning-and-development/most-in-demand-skills-2020

Zenger , J., & Folkman, J. (2021). The skills leaders need at every level. Harvard Business Review. https://hbr.org/2014/07/the-skills-leaders-need-at-every-level

Mitigating Labor Market Pressure Amidst Long COVID And Post-War Challenges: The Crucial Role Of HR Departments

Worse than the consequences of the coronavirus outbreak on the employment market, the lengthy COVID-19 and the continuing conflict have only made things worse. Possible economic ramifications in the billions of dollars and major impacts on American business are covered in this report. As a result of 600,000 people leaving their employment in the UK, loan rates and labor expenditures have skyrocketed. To loosen constraints on the labor market, human resources departments are crucial.

Literature Review

Researchers from several fields have painted a complex picture of how crises have affected the job market, shedding light on the many difficulties encountered by workers throughout the world. Farooq and Arif (2023) examine the consequences of the COVID-19 pandemic on migration and underline the necessity of comprehensive policy frameworks. According to these rules, employees should have an easier time returning to their native nations. Because the job market is still recovering from the epidemic and the chaos that followed from earlier conflicts, this discovery takes on even more significance in the present investigation. Istaiteyeh (2024) analyses the short-term and long-term effects of the COVID-19 pandemic on the Jordanian economy. To do so, we must first illuminate the most significant and far-reaching economic consequences of the present state of the world economy (Istaiteyeh, 2024). Since Jordan is a little version of the world, its economy is vulnerable to the domino effect of global crises. The impact of migrants on the job market during the COVID-19 epidemic is already complicated, but Noja et al. (2023) shed light on this issue, which further complicates the situation. Research by Noja et al. (2023) delves into the complex interplay of labor market shifts, workforce transformations, global crises, and migration patterns. Since the workforce has seen significant changes as a result of the ongoing effects of the epidemic and the current geopolitical uncertainty, this question is relevant to the ongoing study. In their innovative study on international commerce and catastrophes, Nielsen et al. (2023) evaluate the worldwide effects of different crises on workers. They searched the literature extensively as their results are supported by much research.


Concurrent surveying and interviewing of key individuals will delve into the qualitative component (NOJA et al., 2023). Participating in the focus group will allow human resource managers, company owners, and politicians to open up about the ups and downs of dealing with the complicated climate brought about by long-term COVID and its aftermath. Our qualitative research may shed light on the context-dependent and dynamic factors influencing HR decision-making in times of crisis. To ensure a representative sample from all industries and geographic areas, we shall exercise extreme caution in selecting our interviewees and survey respondents. Asking comprehensive, open-ended questions may allow us to delve deeply into the complexities. By using theme analysis to the qualitative data, we may find fresh perspectives, patterns, and issues, which will enrich the quantitative findings (NOJA et al., 2023). This research uses qualitative and quantitative methods to look at how HR departments dealt with the complicated problems that came up after WWII and how the employment market is now.

HR Strategies for Alleviating Labor Market Pressure

Agile Workforce Planning

Agile labor planning might assist HR offices with fulfilling organization needs in any event, when confronted with flightiness. This strategy is intended to respond to shifting requirements by employing strategies for resource reallocation, skill development, and adaptable recruitment strategies. HR’s proactive endeavors to energize laborer adaptability might prompt an authoritative design that is both responsive and vigorous (NOJA et al., 2023). Instead of a convenient solution, nimble labor force arranging allows organizations to conform to new conditions and remain cutthroat when confronted with eccentricism.

Employee Well-being Initiatives

Given that ongoing crises may have a significant impact on employees’ mental and physical health, human resources departments play a crucial role in developing effective wellness programs for them. Help for workers’ psychological wellness should be a first concern amid an emergency. Programs that help with pressure the board, advising administrations, and classes that arrangement with laborers’ psychological well-being concerns are ways this may be achieved. Offering representatives more room in their plans for getting work done is one more method for lifting everyone’s spirits and efficiency. Doing so shows compassion for others’ encounters (Farooq and Arif, 2023). A workforce that is both healthier and more resilient can be created by healthcare plans that include mental health coverage. Human resources departments provide emotional and physical support to employees by facilitating access to healthcare providers, treatment alternatives, and wellness programs. As well as mitigating the quick difficulties of delayed Coronavirus and struggle, these methodologies lay the structure for long-haul worker fulfillment and steadfastness. Amidst unrivaled vulnerability, associations should focus on the prosperity of their workers. Building a labor force that can not exclusively be useful yet in addition defeat deterrents requires this essential venture and is ethically important.

Remote Work Optimization

HR divisions are fundamental in working with distant cooperation to make everyone feel significantly better and more effective, which is turning out to be more significant as the number of telecommuters increases. An interest in IT framework that is very much arranged is expected to guarantee that telecommuters can perform actually (Nielsen et al., 2023). HR might find and implement guidelines to ease remote work, like rules for online correspondence, more adaptable work hours, and execution assessments that incorporate the special difficulties faced by telecommuters. If the latest thing toward virtual groups is to continue, HR should lead endeavors to develop a feeling of having a place and cooperation among far-off specialists. Such occasions are coordinated by HR to facilitate representatives’ progress to remote work by cultivating a sensation of local area and organization in the computerized office.

Training and Upskilling Programs

Due to the rapid transformations that are taking place across many industries as a direct result of the war and the long-term effects of COVID, human resources departments must give training and upskilling initiatives priority. This essential accentuation is vital for addressing the business’ steadily evolving requests. Human resources can aid in the development of a workforce that is more adaptable and skilled by funding initiatives for employee development (Istaiteyeh, 2024). A labor force that can quickly conform to new circumstances is feasible using very much arranged preparing programs that furnish representatives with the capacities important to flourish with regards to developing innovations and advancing position jobs. A proactive arrangement like this assists representatives with progressing in their vocations, yet it additionally makes the organization stronger and assists it with staying serious.

Diversity and Inclusion Initiatives

Amid a crisis, the importance of welcoming all people amplifies. Human resources departments may do their share to foster an inclusive workplace that respects and honors diverse perspectives and talents by pushing for diversity in their hiring practices. Companies that aggressively seek out a diverse personnel pool may find that their problem-solving, innovation, and creative levels rise. Having a welcoming work environment not only increases engagement and morale but also produces a more resilient team. Establishing support networks, promoting diversity training, and implementing equitable rules and procedures are all ways to cultivate a company culture that values diversity (Farooq & Arif, 2023). Businesses would do well to make diversity and inclusion initiatives a top priority during these economically uncertain times when protracted COVID-19 and post-war problems only make matters worse. It would be the right thing to do from an ethical standpoint, and it would also give them a leg up in the ever-changing job market.


At long last, HR divisions need to make an intentional move to lighten the Coronavirus and war-initiated pressures on the work market. This study features the meaning of variety and consideration exercises, preparing programs, representative prosperity drives, spry labor force arranging, and advancement of remote work in light of experiences from scholastic works. To fully comprehend the challenges and potential solutions, the proposed methodology combines quantitative and qualitative methods. The HR division might assume a key part in lessening the adverse consequences on the work market, building versatility, and accomplishing supportable labor force improvement by successfully exploring these deterrents.


Farooq, S., & Arif, G. M. (2023). The facts of return migration in the wake of COVID-19: a policy framework for reintegration of Pakistani workers. Journal of Ethnic and Migration Studies, 1-29.

Istaiteyeh, R. (2024). Short-and Long-run Influence of COVID-19 on Jordan’s Economy. Advances in Management and Applied Economics, 14(1), 1-1.

Nielsen, B. B., Wechtler, H., & Zheng, L. G. (2023). Disasters and international business: Insights and recommendations from a systematic review. Journal of World Business, 58(4), 101458.

NOJA, G. G., CRISTEA, M., PÂNZARU, C., BELEA, S., & JIANU, L. M. Labor market outcomes of migrants at the times of the covid-19 pandemic and geopolitical uncertainty.

My Writing Experience In An Academic Context

Every step I take as I make my way through the complexities of academics is a new writing experience, complete with its own set of challenges. It amazes me how much the numerous writing tasks I completed over my academic career have shaped the way I write and think about the world. With the guidance and directions from my teachers, my English has improved helping me write better. I have more experience from the class to hone my writing abilities after each essay. I constantly make mistakes with language, word choice, and sentence construction. One of the things I should already be doing to manage my writing is asking my friends for comments as I write more. Looking through the complicated journey of academic writing, I have encountered an embroidery of experiences that have shaped my perception of this intellectual realm.

Although I was taught how to write journals in high school, we were never taught how to write academic essays, which is why my prior writing is so poor. Feedback from fellow students indicates that my writing could benefit from incorporating more questions, strong arguments, and proper grammar. I love writing about it nonstop, but I find spelling and grammar to be the most challenging aspects of writing which I don’t like. In addition, in Academic writing, long sentences can also be challenging to me. Writing lengthy sentences with a lot of information can be challenging to read, and readers who frequently want to pause can be challenging to engage (Budjalemba et al.). My experience tells me not to use too long sentences in my essay. “Therefore, in the United States, many students started to learn English when they were kids with easy lessons and improved, widened their knowledge and experience of learning English during they go to schools and English teaching centre as English classes,” I wrote in my first draft of my essay, for example. My teacher then suggested that I break this sentence up into smaller, fully meaningful sentences. I then made the following correction: “Therefore, many students in the United States, began learning English when they were young. They started with simple classes and developed, expanding their English language learning experience and expertise.” This experience showed me how important it is to keep on learning how to write.

There are things I enjoyed and learned amidst the peaks and valleys of my academic writing journey. I learned that reading is crucial after that to improving my writing. This crucial step is required to provide readers with some additional value in my writing. My writing abilities can be improved by using a range of writing resources, which will be very helpful for my essays. I gain knowledge about the reading’s sentence construction, word selection, and content flow. The more I read, the more I will learn how to write effectively and without spelling and grammar errors. I make students read passages from the textbook during class to complete homework assignments before beginning new ones. I can write with more ideas and opinions as a result. For my second assignment, for instance, I write about chocolate advertising and how it impacts consumers. Bill’s book “The Hard Sell: Advertising in America” gives me facts and specifics that I can use in my essay.

Some assignments have glowed as personal interests, while others have smoldered with disinterest. I like writing persuasive essays because I can persuade, that is change people’s views using words and topics. This holds my interest. Building a strong case and preventing problems before they start is just another exciting way to think about writing (Budjalemba et al.). I have enjoyed past job duties that were a little bit of everything. I would rather have interesting assignments, where I need to think and generate new ideas instead of answering many questions.

In conclusion, navigating through school writing, I have discovered hidden personal growth and happiness. Budjalemba et al. stressed that writing is a cognitive activity since students have to take into account different issues. Every task, be it an enjoyable one or hard work; I view as adding to my skills. The world of learning feels to me as if I am using words to draw a picture on the pages, investigating how rules and suggestions function. And as I continue on this big adventure, I relish the problems and savor the wins. However, what I know is that every word written intensifies the kind of journey my schooling becomes.

Work Cited;

Budjalemba, Algrenita Silvina, and Listyani Listyani. “Factors contributing to students difficulties in academic writing class: Students perceptions.” UC Journal: ELT, Linguistics and Literature Journal 1.2 (2020): 135-149.