Friday, 30 September 2016

Here are the Reasons Why Hiring Managers Really Ask These 12 Common Interview Questions

Now... as the case may be, some companies might ask off-the-wall job interview questions like, "What color crayon would you be?" but regardless of that, new research finds that most interviewers would rather ask straightforward questions than the ones that are designed to throw candidates for a loop. Okay, while you take note of that, according to a study from the staffing firm Accountemps, 39 percent of senior managers said their favorite questions to ask are about the job and their company, 22 percent like to ask about the candidate's previous or current experience, and 18 percent like asking about the applicant's personal attributes and characteristics. Just 6 percent of those surveyed said they like to ask theoretical questions during job interviews. Still in the move, Bill Driscoll, district president for Accountemps, said that although job candidates can't predict every question they may be asked during an interview, they are best served by practicing answers to those that are commonly asked. "Knowing your audience is crucial," Driscoll said in a statement. "So to this regard, you should learn as much as you can about the company and position by conducting research, reading relevant news and reaching out to your network for insights." Finally in this part, in order to help job seekers, Accountemps compiled a list of senior managers' favorite interview questions, and provided insight into what they are trying to learn by asking them:
Company or position
Questions:
"Why do you want to work here?"
"What do you know about this company?"
"Why are you interested in this position?"
What they are trying to learn: The candidate's level of enthusiasm; whether the candidate did his or her homework; and the applicant's fit for the position.
Experience
Questions:
"What did you like or dislike about your last job?"
"Tell me about your work experience."
"Why did you leave your last job?"
What they are trying to learn: The applicant's fit for the position; the candidate's patterns in work history; and also the candidate's transferable skills.
Personal attributes or characteristics
Questions:
"What are your strengths and weaknesses?"
"How do you interact with a team?"
"How do you handle stress at work?"
"What are your hobbies outside of work?
What they are trying to learn: They want to konw, if the candidate has the right mix of technical and soft skills, the applicant's work style, and how the candidate manages various situations.
Personal goals
Questions:
"Why did you choose this career?"
"Where do you see yourself in the future?"
What they are trying to learn: They are trying to know whether the position would contribute to the applicant's overall career goals; if those objectives align with the company's; and if the applicant's ambitions fit the role. Finally, the study was based on surveys of more than 300 senior managers at companies with 20 or more employees in the United States. Thanks very much....

Galaxy Note7 Battery Woes Persist As The Company Investigates Phones That Are Running Too Hot

As things are going right now, Samsung just can’t catch a break. While the company would rather be touting the one million replacement smartphones it has shipped to customers, which by all accounts is a rather swift response to the exploding phone crisis. Samsung is instead, dealing with new reports that replacement Note7 units are running too hot to place next to one’s ear. Samsung told The Wall Street Journal there is no safety concern with these Note7 models, though it may be a major irritant for those who had to turn in their phone and wait for a replacement only to find that it has another annoying problem. Okay...regarding that this may turn out to be just chatter, it’s a distraction for Samsung. The company would rather be celebrating the fact it’s shipped out one million new units of the Note7 worldwide. It’s a rather remarkable recall effort, but it’ll take time to win back customers who may have (literally) been burned.
Important note: Now, you should take note that you can’t get much worse PR than airline announcements that the Note7 must be powered off during flight. But that’s been part of what Samsung has had to ensure amidst all the other negative publicity. And so far, the company may have rushed too quickly to build a more sophisticated phone than the iPhone 7, a decision it will need to unpack in order to avoid future catastrophes.

Thursday, 29 September 2016

How You Can Change The Home Screen Launcher On Android

Now... if you don't know, one thing that is true aboout Adroid is that personalization is at the heart of Android. As to that regard, you’re not stuck with the same grid of app icons that came with your phone or tablet. Now having that known, changing up your home screen launcher is a relatively simple method to customize the appearance and performance of your phone, and there are many good choices. It allows you to change how app icons look, where you can put widgets, and the functions and features of your home screen. So in order to detail you with the rest of it, here are some things you should do to make this healine true:
Change your launcher:- Now to do this, you just need to head to Settings > App > Configure apps > app permissions. Truthfully it’s far faster to just launch the settings and search for “home.” Also, keep in mind the location for this setting may vary based on your device. Okay, from here, you can choose the launcher that shipped with your device or another you may have downloaded. You can always change back to a previous launcher from this same location. You’ll usually find the apps and layout changes you made to the home screen from any of these launchers will be just the way you remember them.
Finding good launchers:- After all the above is done it's now time to find a launcher. The Play Store aggregates some of the more popular choices into a section that you can access by going to Personalization > Cool app launchers. While the Play Store tries to use its own natural selection scheme to offer you some choices, allow us to point you to some of our favorites. For now, our favorite is Action Launcher 3. Developer Chris Lacy is constantly improving the launcher and has even added in details that align with Google’s Pixel Launcher. It’s well worth the in-app upgrade for the full version. But as the case may be, if you like to stick close to Google, there’s always the Google Now Launcher. However, icons look slightly large on some bigger phones and it doesn’t offer as much customization as others. Speaking of tweaks, you may also like Nova Launcher if you want to optimize your home screen to just the way you want. Furthermore, Microsoft also has a good offering with its Arrow Launcher if you want one that does most of the thinking for you. Lastly on this page, once you download a new launcher you’ll be prompted to select which one to use the first time you hit the home button. To this regard, you can opt to use that launcher one time only or select it as the new default.

How You Can Conduct An Effective Job Interview

In the world of today, everyone knows that job interviews are stressful for the candidate. But regardless of that, the interviewers also have a challenging role to play. In this regard, they must ask questions that elicit the type of answers they need in order to determine who is a right fit for the position and the company. In addition to this, the success of the interview depends just as much on the interviewer as it does the candidate, so it's important to be prepared and confident before you evaluate someone for a job. So to this regard, here are a few important things to keep in mind when you're conducting an interview.
Research the candidate: Here now, I will like you to know that the most important thing an interviewer can do before conducting an interview is to properly research the candidate, said Kim Dvorscak, business development manager at the Kavaliro staffing firm. "Make sure you have reviewed their resume thoroughly," Dvorscak said. "From there, prepare questions for the candidate that are relevant to both their résumé and the position they applied for." Vetting a candidate by doing a quick Google search or looking at his or her social media platforms can help you determine if the candidate will fit the position and company culture, too, Dvorscak said further.
Fully understand the role and its requirements: Now one other thing is that research also comes in handy for interviewing a candidate who has a set of skills you're not familiar with. "Just knowing the key words or acronyms from the job responsibilities isn't enough to provide an educated assessment of their talent, and it is definitely not fair to your candidate," Dvorscak said. A simple position-specific search can yield information on comparable job descriptions, offer pay comparisons, and even suggest interview questions and answers. Also you can consult with a subject matter expert (SME) prior to conducting an interview, especially if the job is in the technology field, Dvorscak said. These experts can shed light on skills to look for and red flags to be aware of. "Interviewers should consult with at least one [SME] to generate a specific list of the most important aspects of the job and what is required to perform it successfully," added Greg Willard, Ph.D., a senior vice president at data science company Cangrade. "Not only will this make the interview more relevant to the job, but job candidates and interviewers will also view the interview more positively."
Get the candidate on the same page: An unprepared candidate is always a disappointment, said Dvorscak, adding that she suggests sending details and tools to the candidate via email before the interview. "As for me I include a 'what to wear' document, interview tips, what to bring, suggest they prepare questions, etc.," Dvorscak said. Still, if the candidate shows up unprepared, just move on, she said. If the candidate is not serious enough about the opportunity to put in the necessary effort, he or she will likely not be the right fit.
Know how to ease a candidate's nerves: As for the case of an interviewer dealing with a nervous candidate, "a simple smile and some non-job-related questions can go a long way," Dvorscak said. Asking about the person's commute to the interview or how his or her day has been so far are good ice-breaking options, she said. It might also help to talk the candidate through the structure of the interview before you begin, so the person knows what to expect. "As the interview progresses with your nervous candidate, take note on how or if they become more relaxed, as this is an excellent indication of their adaptability," Dvorscak said in addition.
Limit the number of questions you ask: Regarding that it is important that all candidates get the same opportunity to answer the same questions — without feeling rushed — it is generally best to limit the number of interview questions, Willard said. "A good rule of thumb is to ask no more than four to six questions in a 30-minute interview, and no more than eight to 12 questions in a 1-hour interview," he said in addition.
Don't monopolize the conversation: "You should let [the candidate] do the talking," Dvorscak said. "We are all passionate about what we do and where we came from, but too often interviewers talk too much and listen too little." So to this regard, she advised asking open-ended questions and giving the candidate an opportunity to answer. You should also give him or her time to solicit information from you as the interview goes on. Finally, having a true two-way conversation puts the interviewee at ease and lets them know that you are genuinely interested in their skills," Dvorscak said in addition. Thanks for reading.......

Wednesday, 28 September 2016

How You Can Create A Secure And Hidden Folder On Your Android Phone

In some cases your phone isn’t always your own, regarding that there’s going to be that time when you hand it to a child so they (he and friends) can watch Peppa Pig for the 787th time, or your spouse wants to show friends vacation trips. Okay, while that is noted, once it’s unlocked, anything in it could be visible. But you can make sure that photos, videos, or other files that you’d rather stay private are kept under a digital lock and key. In this regard there are several apps that do this, placing a secure folder on your home screen that only you can get to. It’s the easiest way to ensure that certain things you want to be private remain so. After we tried out several options, we landed on three good choices that might help you avoid some embarrassing moments or just give you peace of mind when the family is handing your phone around the table at the next family gathering. And here we go:
Keepsafe:- Here we were particularly impressed with Keepsafe. It’s very simple to set up and use and has a lot of helpful options that let you tweak the app to work the way you want it to. As you’ll find with all of the apps in this genre, you use a PIN to gain access and provide an email address as a backup for a backup code if you’re locked out. The interface keeps with Material Design, which makes it blend in well with how Android apps are supposed to look. Now, once you’ve gotten started, you can then start adding in content into the categories. You can in addition upload files and videos to the different albums, with one devoted to photos you want to keep private of a significant other (ahem). But these are just suggestions, so you can edit and delete these at any time in case stockpiling photos of your main squeeze isn’t part of the plan. Furthermore, the app starts you off with a 30-day trial of premium service ($5 monthly), which includes a space saving feature that backs up your data to a “private cloud,” provides trash recovery, and an eliminates of the advertisements. Keepsafe says all the content is end-to-end encrypted and can’t be viewed by the company. Finally here, you can also disguise the app with another icon and create a decoy PIN in case you need to fool someone about what the app is really for. Keepsafe will also perform “break in alerts” by logging the time and snapping a photo of a suspicious attempt.
GalleryVault:- One other solid choice is GalleryVault. The key feature set is pretty similar, regardless that the layout emphasizes a wider variety of content for you to save. In addition the app also offers some clever features to make it a ghost on your home screen, as you can hide the icon and launch GalleryVault by typing in a pin into your dialer, a URL in the browser, or using a couple of other clandestine methods to gain access. Now, when using the dialer it will also requires you to grant some additional permissions in Android settings menu, but GalleryVault will walk you through it. Once you’ve setup your security layer, you can add in images, videos, files, and just about anything else you want to upload. From here it’s pretty self-explanatory in terms of adding content. But as with other apps, you need to keep in mind that uploading something doesn’t eliminate it from where you pulled it from. So in that case, you’ll need to manually delete any photos you don’t want seen from their original gallery. so far, the app is free, though it’s ad supported. If you want to remove the ads and get some more features it’ll cost you $4 through an in-app upgrade. What you get is pretty good, however. It includes fingerprint unlock, an ability to close the app by shaking your phone, and a quick photo of the perpetrator if someone tries to break in.
Folder Lock: Finally, one other choice to consider is Folder Lock. Here, we recommend springing for the $4 Premium Pack if you like what you see, as most of the good features are locked behind the paywall. That includes a private cloud, the ability to hide the icon, and a rather clever panic mode that offers a button for quickly switching from one app to another in case you sense someone is looking over your shoulder. Furthermore, the interface isn’t quite as svelte as the other two options in the list, but the feature set is pretty solid if you’re looking for an app that is very straightforward about how it categorizes your secret content. And also, it doesn’t require a subscription.
A secure Note7:-
Additionally, if you have a Galaxy Note7, a good number of these features are built in through Samsung’s secure folder. You’ll need to sign in with a Samsung account in order to lock the folder and even hide it from appearing on your home screen. Samsung’s been a little busy dousing flames, but we’d heard some murmurings that this feature may also be coming to the Galaxy S7 and S7 Edge at some point with a software update.So if that is true, it be a good idea to grant this feature parity, especially since the S7 phones were released in the same generation as the Note. But until then, there are still some good choices to be had from the Play Store. As always, no measure is completely foolproof, so lastly think extra hard about putting a copy of your passport or other sensitive materials onto your phone. Thanks for reading.........

For How Long Could Your Business Survive on Cash Reserves? - Discover

If it happens that your business had a slow month, would you still be able to survive? A new research from the JP Morgan Chase Institute finds that many small businesses are living month to month, and the median small business has only enough cash in the bank to last 27 days without additional funds. "It is well known that small businesses are a critical driver of economic growth, but the consistency of their growth is in question if they're living month to month," Diana Farrell, president and CEO of the JPMorgan Chase Institute, said in one statement. Now... while that is noted, the number of days businesses can survive without bringing in any money varied widely among industries:
Restaurants: 16 days
Repair and maintenance: 18 days
Retail: 19 days
Construction: 20 days
Personal services: 21 days
Wholesalers: 23 days
Metal and machinery: 28 days
Health care services: 30 days
High-tech manufacturing: 32 days
Other professional services: 33 days
High-tech services: 33 days
Real estate: 47 days
One thing one should konw is that, cash reserves are critical in order for small businesses to meet liquidity needs, the study's authors said. "Cash reserves provide a readily available means to pay employees and suppliers in normal times and are an important buffer to draw upon during adverse times," the study's authors wrote. "In other hand, cash reserves are a key measure of the vitality and security of a small business." Along the line, the research found that the median small business holds an average daily cash balance of $12,100. At the high end of the spectrum, small businesses in the high-tech industry have $34,200 in reserves, on average, compared with just $5,300 for small businesses in the personal services industry. Now, when small businesses don't bring in much more money than they spend each day, it contributes to low cash reserves, the research showed. In overall, the median small business spends an average of $374 each day and brings in an average of only $381 daily. So as to this regard, the study's authors said this small profit margin leaves small businesses with very little wiggle room. "Without strong and continuous cash-flow management, even small changes in cash inflows or outflows — especially if unexpected — can have large impacts on the financial health of these businesses," the study's authors wrote. Still in the process, the results show that small business policymakers, advocates and private-sector partners need to do more to help small business owners improve their financial resilience, the researchers said. They proposed two main courses of action for small businesses. "First, increasing access to credit can provide a lifeline to small businesses in the face of economic and/or idiosyncratic shocks," the study's authors wrote. "Second, [stakeholders need to be] helping small business owners better manage their cash flows and build up their cash buffer days to weather challenging times without relying on (often expensive) sources of credit." So while these things are in place, the study's authors think there has to be a better set of available credit offerings to match the needs of the smallest and most financially fragile small businesses and more educational programs that illustrate to small business owners the consequences of poor cash-flow management. "Now, by helping small business owners understand typical levels of cash buffer days for their industry and region, providing information about typical causes of unexpected cash shortfalls, and providing concrete information about the timing and cost of credit options, these programs could help small business owners make better-informed decisions about the levels of cash balances they should seek to hold," the researchers wrote. The study was based on data gotting from more than 470 million anonymized and aggregated transactions conducted by 597,000 U.S. small businesses between February and October 2015.

Tuesday, 27 September 2016

Chrome for Android is getting some extra tools to fight poor connections

As the cacse is now, the struggle for a solid internet connection is real. And looking into that, Google certainly doesn’t want you to lose any content when you’re offline, so it’s beefing up Chrome’s ability to help you surf faster on a slow connection and save content for later. While that is noted, according to the Google Chrome Blog, the data compression mode can now save up to 67 percent when viewing MP4 format videos. The promised savings to regular browsing is up to 60 percent, though some people usually see around 20 percent or so in in their own usage. It’ll be worth checking up on this number to see how well Google’s promises match up. In addition to that, Chrome is also getting smarter about low-coverage situations by downloading what it thinks are the most important pieces of a website when connectivity is low. These pages and other content are now in a specialized Downloads section of Chrome. Finally, Chrome’s new tab page has been revamped to suggest content and show a button to sites you visit frequently. It’s so essentiall like the Google app’s stream of suggested articles that are based on your browsing history and other interests that Google knows about you. Now, all the features are rolling out to the latest version of Chrome for Android. Important note: So far, the browser marketplace on Android is more wide open, with Opera, Firefox, and other browsers pushing their own innovations. So in order to keep pace, Chrome’s latest features give you some solid reasons to stick with it, particularly since rural areas and some well-constructed buildings can leave you without a solid connection.

Integrity and Fairness are very Important in a Leader

Both employees and executives agree that integrity and fairness are one of the most important qualities in a corporate leader, a new study from Robert Half Management Resources finds. "Leaders who act with integrity and treat people well help maximize the contributions of their employees and build goodwill for their organization," Tim Hird, executive director of Robert Half Management Resources, said in a statement. And one thing that is true is this... "as important as these attributes are for managing a team, they also drive business by attracting investors, customers and potential staff members." While employees and executives agreed on the two most important qualities, they differed a little bit on the other attributes they thought were most critical. And now, employees said they want to work for corporate leaders who are decisive and have a strategic mind-set, while the executives surveyed said being collaborative, transparent and accessible were other important traits of a leader. Along the line, employees said competiveness was the quality they valued least, with executives saying decisiveness was the trait they placed the least amount of emphasis on. So in this regard, the study did reveal that age plays a role in what attributes employees and executives deem most important. The research found that 72 percent of workers over the age of 55 ranked fairness as a top-three attribute for corporate leaders, compared to just 44 percent of those between the ages of 18 and 34. Furthermore, more than twice as many younger workers and executives felt that having a strategic mind-set was important, compared to their older counterparts. Based on the study's results, Robert Half Management Resources said there are three takeaways managers are able to act on immediately to improve their leadership abilities:
1.Set a good example. It is very important to set the right example not only with your behavior, but also with your actions. Now, you want to take care of any performance issues quickly in order to show that you don't let problems fester.
2.Be honest. In this regard, you should not let rumors spread through your office. When things in the company are happening, you want to tell employees as much as you can about these events. It's OK not to have all the answers. So to that regard, you need to be honest and tell employees as much as you can and let them know you will try to find out more as quickly as possible.
3.Support your employees. Here now, what you have to konw is that, you need to be an advocate for your team members and stand up for them during difficult times. In addition, it's important to support their career growth by highlighting their accomplishments to everyone in the company. Finally the study was based on surveys of more than 1,000 U.S. professionals age 18 and over and employed in office environments, as well as more than 2,200 chief financial officers from companies in more than 20 of the largest U.S. metropolitan areas. thanks for reading.......

Monday, 26 September 2016

What you are to expect from Google's big Oct. 4 hardware event

An update which took place on the 9/26/16: Added some tidbits about a leaked image of the 4K Chromecast Ultra, the shadowy Andromeda operating system, and a Google-branded Wi-Fi router.
Now, get ready for a Google hardware-palooza. So far, the company is set to not only unveil a pair of smartphones during its just-announced Oct. 4 event in San Francisco, but we may in addition also see some other gear that will surely make it onto the holiday wish list of anyone that’s a fan of Google services.
How it all started: The previous Monday, the company sent out a press invite and a playful tweet that takes you to a not-so-subtle teaser site. And so far, it’s clearly a phone and the URL of madeby.google.com tells us that instead of this being just another Nexus partnership, Google is more fully in control of its latest smartphones.
Goodbye Nexus, Hello Pixel:- After a steady flow of rumors and leaks, we’re very confident that we’re going to see two smartphones, dubbed the Pixel and Pixel XL. In this move, Android Police captured some blurry images of two devices that match the rumor mill: 5-inch and 5.5-inch phones made by HTC. The rotating images on the teaser site are a good hint that for sure there’ll be a focus on the camera’s photo capabilities. Okay, during last year’s unveiling of the Nexus 6P and 5X Google spent quite a bit of time favorably comparing the 6P’s low-light capabilities to the iPhone. It’s definitely something to keep your eye on.
Google Home: Here, the first look at Google Home came at the company’s I/O conference in May. And in this regard it’s essentially a Googly version of Amazon’s popular Echo, with an always-ready Google Assistant listening. And now, this sounds like as good a time as any to show this off, which should finally include pricing, availability, and some more details about what the device can actually do.
A new tablet:- Recently we got a pretty solid rumor from Evan Blass about a Huawei-built, seven-inch tablet coming from Google. But as the case may be, it’s not clear if this will also bear the Pixel name or how it will fit into Google’s new branding efforts.Before now, we’ve argued that we’re long overdue for a stock Android tablet of this size, and we’re glad to see one may finally be coming.
4K Chromecast Ultra:- One good thing is that, new hardware is always better with leaks. Thanks to Venturebeat, we have a pretty solid look at Google’s new Chromecast Ultra, which rumor tells that it will support 4K streaming. One other report puts the price at $69, making it the most expensive option of the Chromecast family. But however, it’s a smart move given the rising popularity of 4K and the success Google has had with Chromecast, unlike its other television initiative.
Google Wifi:- As the case is now, Google’s OnHub router isn’t the last word when it comes to the company’s home Wi-Fi efforts. In addition, Google will purportedly release a product called Google Wifi that will be a more traditional home network router. We don’t have much on how it will be a supposedly better choice than all the other routers out there, but we’re sure Google will have something to say about it at the upcoming event.
Andromeda:- One thing is this, "the idea of some type of Chrome and Android merger has been floated for a while, but it’s looking more real now, thanks to the latest rumor". Andromeda is the alleged code name for a hybrid Chrome-Android operating system that could usher in a new era of Google-powered computing. The latest is that a forthcoming Huawei tablet could run Andromeda. Finally, the considerable Android developer community will want assurance from Google this would be a smooth transition, so we’ll make sure we watch this one closely. Thanks.....

The Four Major Questions You Should Not Ask During a Job Interview

Now, if it happens that you're going for a job interview, it's very sure that you know you should prepare to answer the interviewer's questions about your background and experience. But one thing in your own case is that-are you ready to ask the right questions when your interviewer turns the table? So to this regard, here is a list of compiled questions you should not ask during a job interview, and in the other hand what you should ask instead to get the information you want.
1. How long will it take me to get promoted?
Why you shouldn't ask it: While the eagerness to advance is an admirable quality, asking this question can give the impression that you won't be focused on the job you're actually interviewing for, said Adam Robinson, co-founder and CEO of hiring software company Hireology. "No employer with any credibility is going to guarantee [a promotion] timeline, so you won't really learn anything by asking it," he said. "Asking this question is all downside."
What you should ask instead: "How have you been able to progress your career here?" Asking about your interviewer's career can offer you a better idea of the growth opportunities at the company in a more indirect way.
2. What does your company do?
Why you shouldn't ask it: In this regard, this question tells the interviewer that you will not take the time to do your homework and properly research the company. "As for me, it indicates that a candidate is not actually passionate about what we do and essentially casted a wide net to whomever would respond to their job search," said Leilani Lucero, recruiting manager at Justworks, a provider of payroll, benefits and compliance services.
What you should ask instead: "What are you currently working on that you're most excited about?" Now.... here, by asking about specific projects, you can get a better sense of the company's priorities and everyday operations. Plus, if the interviewer's project is something you have experience with, you have an opening to further discuss your qualifications.
3. Why should I work for your company?
Why you shouldn't ask it: One thing that you should know here is that, "an interview is your opportunity to see if a company is the right fit for you". So in this regard, it's important to approach it with humility, said Alexis Joseph, head of talent at Rocket Lawyer. "Candidates that demand an explanation for their personal choice to set up an interview or explore a company can come across as pompous and entitled," Joseph added.
What you should ask instead: "What do you love most about working here?" "This is one great way to engage your interviewer and keep your time together conversational and honest," Joseph said. "Any recruiter or interviewer that declines to move you forward, simply because you are curious about what life is truly like at the company, speaks volumes about the culture."
4. What is the compensation/benefits package/flexibility like?
Why you shouldn't ask it: As a job candidate that you are, it's not a good idea to ask about salary, benefits, hours or flexibility during the first interview, Robinson said. "You want the manager to remember you for the thoughtful discussion about their business, and not about the questions you asked about insurance co-pays," he said. "Leave the benefits-related questions for the final stages of the process, after you've cleared the first hurdles." "This information will naturally emerge during the interview process, and actively asking about these things could make an interviewer question whether you're interested in the job for the right reasons," added Jesse Siegal, a vice president at The Execu|Search Group. Furthermore, Robinson said that, depending on the company, a lot of this information is publicly available on sites such as Glassdoor, so you may not have to ask about it at all.
What you should ask instead: "What is the company culture/office environment like?" Okay, this is a somewhat clichéd question to ask during an interview, but it can frame these difficult topics in a way that gets you the most information without directly asking, Lucero said. In a similar way, Siegal advised asking questions that relate to the company and the team you're seeking to join. "These questions will help you get the most important information about the position and organization, and if the hiring manager truly wants to bring you on board, very sure, they will likely volunteer details about salary, vacation time, the office schedule and other logistical matters," he said. Thanks........

Sunday, 25 September 2016

Google tweets that it's 'whipping up something sweet' in regard of Android's birthday

The official Android Twitter account caught our attention on friday morning with a rather mysterious tweet. It features the Android mascot with a hand whisk and a bowl of eggs surrounded by KitKat bars, marshmallows, and nougats. And as the case may be, you probably get the reference to the Android versions, but beyond that it isn’t clear exactly what’s going on here, other than Google having some fun at our expense. Android launched on Sept. 23, 2008, which friday makes the actual birthday. But just like in real life, sometimes celebrations get moved to the weekend so more people can partake. We don’t have any insight into what the plan is here, whether it’s just going to be some more tweets, burrito drones, or random giveaways. You never can tell what Google will do further, so in this regard, you just need to keep an eye on the Android twitter account as the days keeps going to see what goes down.
Important note: One thing is this-Google likes to do attention-grabbing antics, so this is a right up of the company’s alley. It also can’t hurt to get some attention with a high-profile smartphone launch around the corner. Finally, we expect to see the Pixel and Pixel XL unveiled by Google on Oct. 4, so another day could serve as an appetizer along the way. Thanks..........

Friday, 23 September 2016

Workplace Harassment: How You Can Recognize And Report It

One thng is this...."workplace harassment comes in many forms". As the case may be, it can happen online or in person, and be verbal, physical or sexual in nature. And now, regardless of its incarnation, abusive behavior creates a toxic work environment, but many workers feel uncomfortable reporting harassment to their bosses or HR managers. "If you are being harassed or think you may be but are too scared to go forward, educating yourself on the facts is one great way to gain confidence to stand up for yourself," said Becca Garvin, executive HR recruiter at Find Great People International. "The sooner you act on it, the easier it will be to put it to an end." Along the line, broaching the subject at work is understandably nerve-wracking. This nervousness is a normal feeling, said Brian McClusky, human resources director at InkHouse PR. "Nervousness is probably the main reason employees don't bring these issues forward," he said. "If they are not comfortable addressing the issue with their harasser [there are some instances when it may not be safe to do so], HR is a neutral, safe, third-party resource. "Now, employees should be reassured that their issue will be taken seriously, addressed quickly and thoroughly, and with as much discretion as possible," he said in addition.
Identifying harassment:- Here now, understanding what is happening to you may help when approaching the issue. According to the U.S. Equal Employment Opportunity Commission, offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following:
The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker or a nonemployee.
The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
Unlawful harassment may occur without economic injury to, or discharge of, the victim.
"Before any thing else, know that if you are being harassed at work, it's illegal and you are protected by law. Not only are you protected from the person(s) harassing you, [but] you are also protected from your employer failing to protect you," Garvin said. "If you know someone who is being harassed at work, you cannot lose your job by reporting it yourself."
Online harassment:- Harassment online includes hateful speech in emails, instant messages, tweets or other social platforms. Now, it can start from name-calling to threatening behavior. "People tend to be braver, which unfortunately includes being meaner, behind a screen," Garvin said. "The good news about online harassment: It is documentable and easily proved. This helps so much with reporting and proving it." Now, as to this regard, in order to monitor the situation, Garvin suggested taking screenshots, saving emails on your personal computer and keeping a file of everything that makes you uncomfortable.
General bullying:- Bullying and intimidation in their own case are generally associated with teens or young children, but it's important to remember that they can happen among adults in a workplace. Furthermore, bullying is defined by the Workplace Bullying Institute as a systematic campaign of interpersonal destruction that jeopardizes your health and your career. It is typically a nonphysical form of violence, instead consisting of verbal abuse, gossiping or threats that result in emotional harm. And now, indicators of health issues resulting from bullying can include intense job stress, a feeling of being controlled by another person at work and using your paid time off for "mental health breaks" from the misery.
Physical violence:- Here now, violence in the workplace should be dealt with urgently. If a situation becomes violent, employees should call the available phone number responsible for that immediately, and avoid trying to intervene themselves. McClusky advised. "Even security officers employed by a company or its facility are usually not legally allowed to physically touch the employees," McClusky said. "Any threat or potential threat from a harasser should be reported and taken seriously, so that the proper parties — whether it be police, security, management, etc. — can be alerted and can take the proper steps."
Sexual harassment:- In the world of today, sexual harassment is a serious offense, and it's more common than you might think. Okay, having that konwn according to a recent survey of 2,235 full-time and part-time female employees conducted by Cosmopolitan, one in three women have experienced sexual harassment at work at some point their lives. But it's not exclusive to women: A person of any gender can be the perpetrator or the victim of sexual harassment. Very generally, "sexual harassment" describes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. And more, sexual harassment victims are protected under the law, because it's a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. This federal law applies to employers — including federal state and local governments — that have 15 or more employees. "Many people — the harasser, the victim, any witnesses and sometimes even the employer — do not know what is legally defined as harassment," Garvin said. "Point blank, if someone is making you feel uncomfortable in a sexual way, it's not right." Finally here, the EEOC reported that 70 percent of women who experience sexual harassment at their jobs don't report it, for fear their report would cause negative repercussions both personally and professionally. Regardless of how you think your action will be viewed, sexual harassment should in no case be reported.
Reporting harassment
Now, human resources departments are meant to help employees at their companies, especially in serious situations in which employees feel uncomfortable or in danger. If you're unable to resolve an issue with your harasser or feel that you're in immediate danger, it's time to seek help from HR, said Kaitlyn Apfelbeck, HR manager at Voices.com. "One thing you should is that the first question to ask yourself would be, 'Do you think the situation would resolve itself from one conversation?' If the answer is no, it is then appropriate to involve HR and department managers," she said. McClusky advised going to HR as soon as you can, because the sooner HR can appraise the situation, the better. "A good number of times, the employee will wait, either because they are afraid of others finding out, or possibly even [of] retaliation or negative consequences to them," he added. "HR can assure the employee that these situations are treated with confidentiality … and that an employee will never experience retaliation or adverse consequences for bringing a claim forward." Most HR departments take harassment allegations very seriously, and at the very least, they will launch an investigation. However, for disciplinary action or termination to occur, there typically needs to be a direct witness or hard evidence against the harasser. "Hard evidence comes in the form of emails, texts or other forms of written communication, but he-said-she-said [disagreements] will need eye witnesses to be considered plausible," Apfelbeck said. "If nothing can be proven, a note can be placed in an employee's file to document an incident in case further situations arise. And more, if other incidents do occur, they should be considered a trend in which you may investigate further." along the line, McClusky noted that in cases where there are no witnesses, the company must do its best to investigate thoroughly and take the most prudent course of action they can with the information that they have, while being fair to all parties. "Even if it happens that there was not a witness to the event itself, the investigation usually reveals information about the parties that can help fill in some of the blanks," McClusky said. And when in doubt, it is best to consult with HR, even if an issue seems minor, Apfelbeck suggested. "If you are uncomfortable about something or suspect you might be involved in some form of harassment, tell your manager or the HR manager," Apfelbeck said. "At the end of the day, your safety starts with you. Finally, don't be afraid to speak up and ask for help." Thanks.....

Some Galaxy Note7 Users Stick With Samsung After Recall

As the case is now, Samsung Electronics may have some comfort after its debacle with faulty batteries in the Galaxy Note7 smartphone. The South Korean company reported Thursday that about 500,000 devices, or half of the recalled Galaxy Note7 phones sold in the U.S., have been exchanged through its program. Interestingly, “90 percent of Galaxy Note7 owners have been opting to receive the new Galaxy Note7,” since the phones became available on Wednesday, Samsung said. That figure suggests that a good number of the users of the Note7 have chosen to stay with the smartphone model, with new batteries, rather than go in for a refund or exchange the phone with another Samsung model. And now, under an official program announced by the U.S. Consumer Product Safety Commission, 1 million Note7 smartphones were recalled following concerns about faulty lithium-ion batteries in the devices, which could overheat and even explode. CPSC said it had received 92 reports of the batteries overheating in the U.S., which includes 26 reports of burns and 55 reports of property damages, including fires in a car and garage. As part of the arrangement with the CPSC, Samsung in that regard said that users could return the phones for a refund, or exchange it for a new Note7 device, in which the battery issues had been resolved. In addition to that, the company also announced an exchange of the Note7 with Samsung’s Galaxy S7 or Galaxy S7 edge devices, and replacement of any Note7 specific accessories, with a refund of the price difference between devices. On Tuesday, the company said that over 500,000 new Galaxy Note7 replacement devices had arrived in the U.S. and has been shipped to carrier and retail stores, and would be available for exchange at retail locations nationwide on Wednesday. And more, it is not clear of how soon Samsung plans to meet the balance demand for replacement of the Note7 devices. The company could not be immediately reached for comment. So in this regard, Samsung and CPSC have urged consumers of Note7 phones sold before Sept. 15 to power down their device. Finally here, a number of countries have issued recalls for the phones, including Canada. The Note7 was banned from use or charging on U.S. airlines by the Department of Transportation. Thanks for reading......

To Keep Female Leaders, Discover What They Need to Succeed

Before we can move ahead here, there is one thing we need to take note of. "Women don't rise to the top of the corporate ladder as much as men because employers aren't doing enough to keep their ambitions alive", new research suggests. A study from the consulting firm Women's Success Coaching finds that women start out their careers extremely ambitious, but employers damage that drive to succeed by not creating enough programs that have an impact on their advancement. The result is a decline in that ambition by the midpoint in women's careers. Of the women surveyed, 67 percent said that there was a time in their career when they were more ambitious than they currently are. Specifically, 31 percent said they were most ambitious between the 5th and 10th year of their careers, compared with 18 percent who said their ambition was at its highest following their first decade of working. The study's authors said the ambition decreases, not because women want to stay home or not work anymore, but because of a lack of effective support over the span of their careers. "Women in so many cases suffer from a lack of mentors, supportive managers who recognize and reward their achievements, as well as female role models," the study's authors wrote. "While numerous role models for success exist for men, there are just a few role models at the top showcasing women who have been successful especially in male-dominated industries." So in the movement, the study points to research from the Center for Work Life Policy that discovered that 89 percent of women said they do not have a sponsor to move them forward in their careers, with 68 percent saying they lacked mentors. Men, however, don't face those same challenges. "Many men's careers are shaped through informal mentoring experiences where over a drink or a round of golf, men share otherwise inaccessible political information that closes others out of the loop," the study's authors wrote. "Okay now,by the numbers, high-achieving women do not have the same mentorship opportunities available." In addition, women also point to workplace biases, corporate culture, few advancement opportunities and lack of support from other women as reasons for their diminished ambition. Overall, 51 percent said of the women surveyed said it's these workplace issues that weakened their drive to succeed, compared with just 18 percent who said family issues, such as raising children and not having a supportive spouse, were the reasons for their waning ambition. So in the general sense, researchers believe companies are losing future female leaders because they don't understand what these women want and need to be successful. "In order for companies to move their gender diversity initiatives forward, they must let go of assumptions about what ambitious women want and need and identify how they can support the women in their work environment," Bonnie Marcus, one of the study's authors and president of Women's Success Coaching, said in one statement. "One thing, is this.....future leaders who have the ambition and skills to succeed are sitting right there and because companies fail to understand what these high-potential women need to sustain and nurture their ambition, they are losing top talent every day," Marcus said. In the process of the study, research shows that businesses are best served by increasing the number of women in charge. A study earlier this year from Ernst & Young showed an increase in the share of women in management positions overall is associated with a 15 percent rise in profitability. And now, with a leadership shortage expected to peak in the year 2025, the study's authors believe that instead of trying to attract and retain new female talent, they should focus on leveraging the women leaders in their existing pipelines. Based on their findings, Marcus and co-author Lisa Mainiero, a professor of leadership and management at Fairfield University, gave out five steps organizations can take to better develop female leaders:
1.Have strong support for gender diversity from the top of the organization.
2.Create a custom assessment of what high-potential women want and need for career support.
3.Develop early career pathing before women have children in their 30s/early 40s to build leadership experience on the line.
4.
Create Nonlinear career paths where women can ramp on and off to facilitate family issues.
5.Accept that a "work until you drop" attitude is not sustainable for women or men. So while this is noted, before taking these steps, however, employers must first acknowledge that women do enter the workforce with enthusiasm, optimism and ambition. The study's authors said women are well prepared, well educated, and believe they can achieve their career aspirations, no matter how lofty. It's the lack of support they receive that leads to a waning of their corporate leadership aspirations. "They are the lost leaders in the pipeline," the study's authors wrote. "And finally this is a loss, not only for ambitious women who want to apply their knowledge and realize their full potential, but for organizations for whom the leaky pipeline is affecting their current and future performance." Thanks for reading.......

YouTube Gaming Update Takes Out Chat Experience And Drops In A New Easter Egg

Right now, Google is performing some tidying up work on YouTube Gaming. The update to version 1.7 of the Android app changes up the chat interface by getting some of the superfluous details out of the way. As to that regard now, when you start watching a game, you’ll find the toggle for the chat to be at the bottom of the screen instead of crammed in next to two other categories. Just touch it to launch the chat and tap the arrow again to close it. In this way, when chat is opened there’s no competition for space with the Details and Suggested columns. Furthermore, Google has updated the Easter Egg. With each major update, there’s a new Easter Egg that corresponds with the name of a popular game. This goes in alphabetical order, so since it’s the eighth iteration this version begins with an “H” (spoiler alert below). So now, in order to access this, type in “Half-Life 3 confirmed” into the search box. Then look for one of the games in the franchise, select it, and look for the game’s logo next to the + sign. Touching it will trigger a search for the “Half-Life 3 Confirmed” meme. You can also check out how many Easter Eggs you’ve discovered with the running tally in the settings. Along with all the chat cleanup and Easter Egg tricks, the official changelog says a number of bugs were fixed and there’s greater compatibility with Android Nougat. Finally.... to get the latest build, you can head to APK Mirror or the Google Play Store. What it means to you: YouTube Gaming has been steadily getting better with several feature enhancements. And more, the app is fairly accessible for those who are new to the concept of streaming and watching video games, which could give it a wider appeal to first-timers than Twitch. In one note....the game streaming wars are going to be a lengthy one, and it appears Google is in it for the long haul. Thanks for reading.......

Thursday, 22 September 2016

Discover the College Degrees that Have the Best Earning Potential

Now, if it happens that your career goal is to make as much money as possible, you should consider focusing your studies on science and engineering. A new study from PayScale revealed that professionals holding STEM (science, technology, engineering and math) degrees have some of the best earning potential, both at the start and middle of their careers. This is very true for those holding associate's, bachelor's and master's degrees. "This year's report highlights that degrees focusing on engineering and science provide the greatest opportunity for increased and high median mid-career salaries," Katie Bardaro, lead economist for PayScale, said in a statement. In the process of the study, researchers examined data from more than 1.4 million college graduates who completed PayScale's employee survey. Now, for each major, the study's authors determined earning potential both at the start and middle stages of a person's career. And here we go!!!!!!
Associate's Degrees
As for those holding associate's degrees this year, the 10 highest-paying jobs by salary potential, and the median salaries for those with less than five years of experience and for those with more than 10 years of experience, are in the following fields:
Computer engineering: $41,000/$77,300
Economics: $36,500/$76,500
Management information systems: $43,600/$76,400
Construction management: $44,500/$73,400
Electrical engineering: $42,200/$70,800
Electronics and communications engineering: $43,100/$70,700
Engineering: $37,800/$70,500
Dental hygiene: $62,100/$69,100
Computer programming: $42,900/$68,800
Bachelor's Degrees:
As for those holding bachelor's degrees this year, the jobs with the highest early and midcareer earning potential are in the following fields:
Petroleum engineering: $96,700/$172,000
Systems engineering: $66,400/$121,000
Actuarial science: $60,800/$119,000
Chemical engineering: $69,800/$119,000
Computer science and engineering: $71,200/$116,000
Nuclear engineering: $68,500/$116,000
Electronics and communications engineering: $68,000/$115,000
Electrical and computer engineering: $68,100/$114,000
Aeronautical engineering: $63,000/$113,000
Computer engineering: $69,600/$113,000
Master's Degrees
As for the case of people with master's degrees, the jobs with the highest early and midcareer earning potential are in these fields:
Nurse anesthesia: $140,000/$156,000
Computer science and engineering: $95,900/$134,000
Operations research: $80,800/$130,000
Electrical and electronics engineering: $79,500/$129,000
Taxation: $61,100/$129,000
Electrical engineering: $79,900/$127,000
Technology management: $65,900/$127,000
Chemical engineering: $73,100/$125,000
Computer engineering: $86,700/$125,000
Computer science: $84,800/$125,000 In addition to examining specific degrees, the researchers also analyzed earning potential by school. So in the move, the top five undergraduate colleges and universities that offer the highest earning potential for people both in the early and middle stages of their careers are SUNY Maritime College, Massachusetts Institute of Technology (MIT), Harvey Mudd College, Princeton University and Stanford University. The complete list of salary potential for all degrees and colleges can be found on the PayScale website. Thanks for reading...........

Google app beta puts 'in apps' homescreen button for quicker searches of your phone's content

As the case is now, Google may now be able to help you to more quickly find that app you installed last week or a critical text conversation with a new “in apps” search button. The ability to search inside your apps is a recent addition to the Google app’s tool set, but the latest beta adds the ability to put a quick access button right on your home screen. Now, if you’re on the beta, you should just head to Google > Settings > In Apps. You’ll then see an option to add a button right to your home screen. So if you get that done, when you touch the new launch pad, you’ll be taken to a Google search bar that’s ready to find content from your phone. If you don’t want certain apps or details included in this search, you can change those up from the settings. One other interesting tidbit is that the term “Google Now” may itself be going away. It’s no longer in the Google app’s settings that used to enable customization for these features. But instead, you’ll see Feed and Screen Search. The latter is essentially a new name for Now on Tap, which searches the contents of your screen when long pressing the home button. So finally here, the Feed is just the new name for the stream of cards that appear inside of the Google app. Additionally, you can still customize the type of updates and reminders you get here.
Important note: The launch of Allo is the first appearance of the Google Assistant, and is likely to be the new powerhouse of Google’s search capabilities on your phone. Google Now was one of the first consumer products that sought to organize all your personal information into one handy package, but now Google does that in so many other areas, most recently Trips. In essence, the technology standing behind Google Now is spreading across many of the company’s offerings. Thanks for reading........

The Four Fast Fixes to Jumpstart Your Social Media Strategy

In the world of today, social media is one of the most powerful marketing tools available to businesses today. However, if you don't know how to make the most of these online resources, you’re missing out on all the potential benefits. There are a few mistakes that businesses commonly make. Sounding overly promotional about your products or services can easily drive followers away. And one other thing, avoiding questions and complaints from customers who post on your page can ruin your brand's reputation. So in this regard, social media marketing is about creating meaningful connections with customers. So without going too far, here are four tips to improve your business' social media strategy, according to top entrepreneurs and social marketing experts.
1.Hire a professional: If you are a small business owner, there some things are sure for you - you manage and delegate tasks to employees, and that should be your main focus. Like accounting and human resources, social media deserves its own department, and you shouldn't manage your company's online presence alone. To get the best results, hire a social media strategist to help grow your audience and engagement while promoting your business's products and services at the same time. Consider it a small but necessary business investment. Once you gain a larger following, your profits could be enough to pay your social media strategists and much more. "Hash the Tag" as a Complete Beginner's Guide to Live Tweeting" (Amazon Digital Services, 2016) author and social media consultant Brit McGinnis recommends a unique approach to social media through real-time content marketing, or "live-tweeting." In her book, she discusses the basics, but a true professional will know how to shape your brand's voice, use the best hashtags, and reach a far bigger audience of past and future customers.
2.Use Twitter lists: One thing is very true here, Twitter moves quickly, and it can be hard to keep up. Stay focused with Twitter lists, which allow users to organize followed accounts to keep track of relevant content and other influencers. "When you create Twitter lists, you're able to significantly improve the signal-to-noise ratio on Twitter and focus on interacting with the right people," said Kari DePhillips, owner of The Content Factory, a digital PR agency. This can especially help you target future customers. Twitter lists do more than organize the content you're seeing; they can also help you network and build a better audience, which leads to higher engagement. "One thing to take note of is that, if you're smart about … your Twitter lists and write flattering descriptions that make people want to be included in your lists, you can get off on the right foot as you start building relationships with your targets," DePhillips said. "We've seen Twitter lists drive engagement and followers [and result] in media coverage."
3.Focus on relationships: In this place, businesses should be careful to focus on the social aspect of social media and build relationships with other users. "Social media is, above all, a social undertaking," said Shane Walton, founder of Green Vine Marketing, an SEO and web services company. "[Traditional marketing] is a shotgun approach, and you want as many people as possible to see your newspaper ad, billboard or TV spot. Social media, on the other hand, is a participatory marketing channel." Provided that social media platforms enables you to engage with customers directly, you need to create real connections with your audience, Walton said. So here, if people enjoy your content, they will follow you, and you will have the opportunity to continue marketing to them for years to come, he said. But However, Walton warned that content that lacks value will scare potential followers and clients away. "One important thing is that the most successful social media marketers provide excellent content," Walton added. "They educate and entertain their audience. They care about them, just like they would a friend. They build relationships. And when they take this approach, the market responds. Their content is shared. They see an ever-increasing following and [they see] sales rise."
4.Schedule ahead (but don't automate!) "When managing social media for your business, it's important to maintain consistency," said Laura Nunemaker, an online marketing specialist and owner of Social Media for Small Business, a social media management company. There are a lot of free and inexpensive tools that can help you schedule social media posts ahead of time, and they can be great resources if you use them correctly. "Schedule time once a week to sit down and use a scheduling tool like Buffer or Hootsuite to lay down a minimum amount of posts for each of your accounts," Nunemaker advised. "For most platforms, one post a day is fine. On Twitter, you probably want to schedule at least three." Be wary of automating your entire online presence, though. Nunemaker noted that scheduled posts are the bare minimum and should be treated like a starting point to build off of in real time. Or, they should be a backup plan when you don't have time to focus on your networks, she said. "Throughout the week, you should add posts that are more in the now," Nunemaker said. "But if it occurs that you're too busy or can't think of anything, you've got a safety net of the posts you already scheduled." Thanks.....

Samsung Has Transported 500,000 Replacement Note 7 Units To The U.S.

As the case is now, Samsung has announced that it has just finished a shipment of 500,000 units of the Galaxy Note7 to carrier and retail outlets. So in this regard, the devices are to be available on Wednesday, September 21, meaning you can finally get a non-exploding model in exchange for the one you own. And now, for those of you who were issued a temporary device by their carrier, you should also be eligible to swap it for a Note7. And more, those who have been forced to wait to buy a new Note7 also may be in luck. The Note7 is available on the online store for Verizon and Sprint right now. Other carriers like T-Mobile and AT&T are still redirecting Note7 information on their site to a dedicated page with recall details, but they may very well resume sales soon. So if you were thinking of buying a Note7 but got stuck waiting because of the battery fiasco, the best thing to do is to contact your carrier. A new Note7 will receive a software update that displays a green battery indicator to differentiate it from a recalled model, according to Samsung. Additionally, Samsung is sending out an update for those defective Note7 phones that haven’t been returned. It will pester you with a pop-up notice every time you restart the device until you bring it back. In addition, Samsung also says only 25 percent of affected Note7 units have been returned, so some of the new safe units can be sold to new customers. The company says it’s continuing to reach out via social media, direct contact, and other means to get the word out. So finally, if you’ve been rolling the dice because you didn’t want to part with your Note7, now should be the time to return it and get a new one that won’t catch fire.
Important note: After some initial questions, Samsung acted very good in getting replacement phones here. So it’ll be telling if demand for new models drops due to the scandal, especially with considerable competition from several new flagship phones. Those who have been on the fence may also want to see what Google offers with its new Pixel phones to be announced Oct. 4. Thanks for reading....

Wednesday, 21 September 2016

The Eight Most Overrated and Underrated Jobs

Regardless of how they may look from the outside, many jobs aren't all they're cracked up to be. In one sense, it includes highly sought-after professions like positions as advertising executives, authors and broadcasters, which top this year's rankings from CareerCast of the most overrated jobs. And so, in this process... while they might seem glamorous, the jobs named most overrated this year were chosen because they are often stressful, involve long hours and have high turnover rates. Kyle Kensing, online content editor for CareerCast, said that the overrated jobs are careers that generate high interest and offer a certain level of prestige, but that all rank in the bottom half of CareerCast's annual "Jobs Rated" report. And so now, the annual report ranks 200 jobs based on their environments (emotional, physical and hours worked), income (growth potential and salary), outlook (employment growth, income-growth potential and unemployment) and stress. "A large number [of the overrated jobs] have a high number of college students either graduating from or enrolled in degree programs, hence the favorable 'rating' that [our] Jobs Rated scores suggest might be overvalued," Kensing said in one statement. Okay, for the second year in a row, advertising executive tops this year's list of the most overrated jobs. Kensing said the idea of working in advertising and schmoozing clients over bourbon and steaks seems exciting, but that image is a far cry from reality. "One thing is this, it's important a job seeker know the challenges that go into such a field, like the stress levels and lack of downtime," he said. In the same move, broadcaster also ranked in the top five for the second consecutive year. "For broadcasters, the attraction of appearing on television might bring some into the field initially, but the poor outlook, increasingly competitive marketplace and demands weed out many," Kensing said. So without going too far, here are the eight jobs CareerCast said are most overrated, along with the annual median salary and growth outlook for those positions in 2016:
1.Advertising account executive: $124,850/9 percent
2.Author: $60,520/2 percent
3.Broadcaster: $37,720/-9 percent
4.Corporate executive: $102,690/6 percent
5.Event coordinator: $46,840/10 percent
6.Photographer: $31,170/3 percent
7.Public relations executive: $104,140/7 percent
8.Stockbroker: $71,550/10 percent
While this is known, Kensing said those job seekers who are considering going into these fields shouldn't necessarily change their career paths just because the job is considered overrated. "One important thing to put in mind is this...... it's less about rethinking your career path and more [about] making the most informed choices possible," he said. "Because one of these jobs landed on our overrated list doesn't mean the right candidates won't love the field." On the opposite end of the spectrum are jobs that don't get much attention but are highly ranked on CareerCast's Jobs Rated list. Many of the jobs on this year's underrated list have good outlooks, low stress and stable work environments. So in that regard, here are CareerCast's eight most underrated jobs, and their annual median salary and growth outlooks for this year:
1.Computer systems analyst: $85,800/21 percent
2.Diagnostic medical sonographer: $63,630/24 percent
3.Dietician: $57,910/16 percent
4.Environmental engineer: $84,560/12 percent
5.Financial analyst: $80,310/12 percent
6.Human resources manager: $104,440/9 percent
7.Medical technologist: $50,550/16 percent
8.Physical therapist: $84,020/34 percent Thanks for reading .......

Tuesday, 20 September 2016

Google Photos Advances Sharing And Builds Up Movie Making Skills

Sharing photos is beyond doubt one of the things you do most often from your smartphone. Yet it can be a clunky process, particularly if you’re doing so across platforms or have large images and videos that can take you eternity to transfer them. So as to this regard, Google Photos is trying to fix those problems, while of course making the service even more appealing to you. But as the case may be...... the best feature comes to those who are sending pictures from one Google Photos user to another. So in the process you’ll get a ping to import the pictures right into the app, as to that regard, you don’t have to mess with MMS or other third-party sharing options. While Apple’s AirDrop is convenient for iOS and Mac users, you’re stuck with other methods if you’re trying to transfer between an Android and iPhone. The other major advancement comes to the automatic movie-making studio that’s baked right into Google Photos. The company said in a blog post that more movies will be automatically generated from your pictures, based on “creative concepts.” In such that, all that machine learning is going to try and emulate the types of movies you might want to pull together yourself. Finally here, for you to get the latest features, make sure you have the latest update to Google Photos for Android and iOS. The changes are also rolling out to the web version. Important note: So far, Google Photos is one of the best products to come out of Mountain View. As to this regard, if you’re willing to live with some compression, you get unlimited storage for all your photos and videos or rather cheap storage options for keeping everything at full resolution. And one more thing is that....the real strength is in all the machine learning that Google has applied that makes it easy to find relatives or past vacations with just a simple search. Thanks for reading.........

HTC declears the Desire 10 Pro and Desire 10 Lifestyle smartphones

On tuesday, HTC took the wraps off its two latest smartphones, announcing the Desire 10 Pro and Desire 10 Lifestyle. They’re the latest two phones from HTC's more affordable line. And now, the company has been struggling in the market, and is trying to reverse its fortunes with a fresh batch of new phones.
HTC 10 Desire Pro: The Desire 10 Pro, the more powerful of the two, sports what’s described as an “Art Deco design” and some solid specs. As for it, it has a 5.5-inch, 1080p screen and a MediaTek Helio 64-bit chip, a rarity in in the U.S., and a signal that we may not see this phone on these shores (at least, with the same processor in it). Options include 3GB or 4GB of RAM, and 32 or 64GB of storage with expansion up to 2TB with a microSD card. The phone also has a 3,000 mAh battery. And in addition the 20MP camera includes laser autofocus and a f/2.2 aperture (which is smaller than some of the latest flagship phones). There are numerous “pro” camera modes for low-light or action shots to appeal to the camera conscious. The back of the Desire 10 Pro has a fingerprint sensor that HTC promises will deliver fast unlocking. The phone in addition, includes the company’s “BoomSound” that brings 24-bit Hi-Res audio support.
Important note: The HTC 10 here, really nailed the fundamentals, but our review discoveries didn’t offer anything groundbreaking to set it apart from competitors. So in this regard, we’ve always found that the company does well with design, something Google must believe in as well given that HTC is likely the manufacturer behind the Pixel and Pixel XL smartphones. And along the line, it appears to have gone all in with both those angles in its latest duo that is trying to recapture some more marketshare.
HTC 10 Lifestyle: So far, the Lifestyle is more modest, with a 720p 5.5-inch screen, a Snapdragon 400 SoC, 2GB or 3GB of RAM, 16 or 32GB of storage while also offering expansion up to 2TB. The battery is slightly smaller at 2,700 mAh. While HTC's documents say "Snapdragon 400" it's likely they mean "Snapdragon 400 series," as the 400 was released in 2013, and it would be really unusual for a phone to use such an old chip. The camera is 13MP and also offers an HDR mode as found in the Desire Pro. And more, you’ll also get the HTC-specific software enhancements running atop Android 6.0 (sorry, no Nougat yet). Regardless of the difference in specifications between the models, you do at least get the same four color options: Stone Black, Polar White, Royal Blue, and Valentine Lux. And the both phones also give you access to HTC themes for putting a custom look on your home screen. For sure, the big question is... are we going to see it in the U.S?. The launch is currently slated for Europe, the Middle East, and Asia only. HTC may not have the money or marketing budget of bigger competitors like Samsung and LG, but the company has shown it can produce great hardware and excellent cameras. And finally, if these hit the U.S. market at an affordable price they’ll certainly be on our radar. Thanks for reading........

The Six Ways to Improve Your Work-Life Balance Today

One thing here is that, work is demanding ― you're expected to show up for a full day to complete your tasks, and sometimes, the expectation is set to be available 24/7, especially with the ubiquity of smart devices. Though it's commendable to excel at your career, when it bleeds into your personal life it can encroach on your mental and physical well-being. "And so far, in our digitally driven world, it's imperative to maintain a work-life balance," Jackie Stone, CMO of MiMedia, a personal cloud storage company, said in a statement. "I've worked in digital media for more than 20 years and as we become more connected, more people have decided that staying 'on' 24/7 is socially acceptable — and it's not." So here now, people need time to think, relax and give themselves a break: Otherwise, productivity will decrease, she added. So now, as the case may be... you need boundaries to achieve balance between your personal and professional lives. However, the subject doesn't have to be broached as completely black and white. As many experts have pointed out, balance isn't about building an impenetrable wall between your personal and professional lives, but finding ways to connect and integrate the two. Now... still in the same move, in their speaking series CEO Real Talk, entrepreneurs and business experts Garnett Newcombe and Kay Woods frequently cover the topic of work-life balance, and acknowledge that it's difficult to navigate the high demands of both career and home responsibilities. Both Newcombe and Woods said that employees often lack the ability to prioritize and balance their work and family life. Workers also have trouble overcoming the guilt of working long hours and accepting the need for individual personal time. "I stress work-life balance because I believe other parts of the world have it right when it comes to life first, work second," said Monique Tatum, CEO of Beautiful Planning Marketing & PR. ​My team is happy to come to work and they are actually much more productive while they are here." So while this is in place, one big question is that.. what can workers do to stop stressing and start getting work-life balance right? So in this regard here are the six actionable ways to help you adjust your attitude and feel more in control right now.
1.Recognize the role of work: Work plays a very significant part in life. In the sense that it keeps the lights on, pays the mortgage, makes the car payment, funds retirement and permits yearly vacations, Newcombe said. Adopting the right mind-set allows you to celebrate and enjoy the fruits of your labor, rather than making your job seem like endless drudgery.
2.Don't be afraid to unplug: In this regard, you should take note that we live in a connected world that never sleeps. Turning off from the outside world provides time to recover from weekly stress. "It also gives us space to let other thoughts and ideas surface. When you are always on, you don't allow other things to surface that might be more important," Stone said. "I meditate each morning for 10 minutes, and that provides me with a great start to my day."
3.Create (and stick to) a daily routine: Things like maintaining a calendar, implementing a strong daily routine will help keep you on track to achieve the balance you want. So now, according to Lewis Howes, entrepreneur and author of "The School of Greatness" (Rodale Books, 2015), setting strong habits, such as sleeping 8 hours, avoiding checking your email for the first couple hours of the day, getting outside daily, and taking time to eat right and work out, will make you healthier and happier. "It will absolutely reflect in your mental clarity, emotional capacity, relationships and creativity," Howes said. "Those are the traits that make up the greatest leaders and most successful people."
4.Make time for yourself: While it is important to be good at your job is, it shouldn't be your entire life. You were an individual before taking this position and you should prioritize those activities or hobbies that made you happy. "So in this regard, whether you take a walk in the park, get a massage or [take] a hot bath, it's important to always set aside an hour a week to do something for yourself," said Mark Feldman, vice president of marketing at Seven Step RPO (Recruitment Process Outsourcing). "When [we] hire, we ask about [details like] books being read by the applicant. It shows that they have interests outside of work life," Tatum said. Tatum suggests reading, traveling and fostering hobbies that have nothing to do with your career.
5.Take your vacation: A good number of times, making time for yourself means taking a vacation and shutting work completely off. "A vacation could be a 15-minute walk around the block without looking at your phone, or a vacation could be two or three weeks traveling with family/friends," Stone said. "It’s important to take a step back to physically and mentally recharge. If you are surrounded by good people at work, a vacation should be easy to take." 6.Be present, consistent and accountable: Finally here, being present requires you to be attentive at home, at work and during free time, Woods said. Where you spend your time and energy has a direct connection to how successful you are in achieving work-life balance. "And in addition, it's so easy to get caught up working, but it's so important to spend time with family, friends or other people who bring joy into our lives," Stone said. "Though it might not seem obvious at first, the memories that we create while spending time with those we love help spark new ideas, and ways of thinking." Thanks for reading......

Monday, 19 September 2016

Report: Samsung's over-serious efforts to beat Apple lead to battery woes

Before now, Samsung had an epic plan to one-up the iPhone. Such like to produce a technologically superior Galaxy Note7 with a powerful battery, a screen that draped over the edges, an iris scanner, and still make room for a headphone jack and stylus.
Then, it all went up in flames.
So still in the move. A bloomberg report gave a full detail of a number of missteps that inevitably led to the colossal mess that Samsung now faces with its recall due to exploding phones. So in this regard, the company has recalled all models of the Galaxy Note7 and faced criticism for being inconsistent about how it’s rolled out the recall program. Now... according to the report, Samsung smelled blood in the water with rumors that Apple’s iPhone 7 would be more of an incremental upgrade. So in addition, the company went into overdrive by ramping up features: a 3,500 mAh battery (last year’s model had a 3,000mAh battery), retina scanner, and a high-resolution screen. The launch was moved up 10 days from the previous year’s Galaxy Note 5: the phone was unveiled on Aug. 3 of this year and Aug. 13 of 2015. The particulars of developing sound battery technology may have been what suffered the most, according to the report. Samsung employees were willing to sleep in the office, demand very tight deadlines from suppliers, and scrambled to make changes. but now that the disaster has unfolded, the company is trying to deliver a timely recall to avoid long-term damage. So far, the article indicates that executives studied recalls from Toyota and other companies that moved swiftly during similar incidents. That’s imperative to prevent those who want a big phone from moving to another Android handset, an upcoming Pixel phone, or even jumping ship to the iPhone 7.
Why this is important:So far, Samsung has outlined how you can tell if your Note7 is safe and now that the recall is underway. Galaxy Note owners tend to be a loyal lot as they like the big screen and tools provided by the S Pen. This recall is so far the strongest test yet of that loyalty, especially with a number of compelling alternatives. Thanks for reading....

Sunday, 18 September 2016

To Defeat Biased Perceptions, Build Relationships with Employees

Presently, a new research has find that "treating employees with dignity and respect has different results for bosses of different races and ethnicities". Now in this move, when white managers treat workers respectfully, those employees tend to work harder and help others more. However, positive treatment by an African-American or Hispanic boss doesn't have the same impact, according to a study recently published in the Academy of Management Journal. Now, if minority managers treat staff members politely and with dignity, it doesn't change the amount of good will and loyalty employees have. The positive treatment doesn't change what employees believe about how fair their minority bosses are, either. "Our data shows that when employees are asked to make assessments of overall fairness, employees who have supervisors from one race make judgments in ways that are inconsistent with employees who have supervisors from another race," the study's authors wrote. In the process, the researchers said preconceived stereotypes may be to blame for the different reactions. "Members of stigmatized groups may unknowingly set themselves up to be the target of stereotyping when they treat others with respect," the study's authors wrote. "One stereotype appears particularly relevant: the belief that stigmatized minorities are more deceitful than Caucasians." Those deceitful stereotypes can lead employees to believe their minority bosses aren't being genuine when treating others respectfully, the researchers said. And more, in addition. When supervisors act rudely or disrespectfully, the recipients of such treatment are likely to assume that supervisors genuinely feel derision toward them, as there is little to be gained socially by acting disrespectfully toward others when such feelings are not sincere, the study's authors wrote. "In the other way round, supervisors who treat subordinates graciously may have ulterior motives ... given that individuals in work settings are known to sometimes mask their true feelings when their roles call for constant displays of respect for others." In the process of the study, the researchers conducted two experiments. In the first, 165 employees and bosses from a variety of industries were surveyed on respect and fairness. Bosses were asked to rate how respectful they treated their subordinates, while employees were surveyed about how fair they thought their bosses were. So along the line, the researchers discovered that employees with minority bosses perceived less fairness than did their peers who worked for Caucasian bosses, but only when the workers were treated respectfully. The difference was not found when the employees thought their supervisors were disrespectful. "Even when subordinates perceive that minority supervisors adhere to interpersonal justice rules to the same degree as ... Caucasian supervisors ... minority supervisors are still rated as less fair ... and, in turn, their subordinates are less willing to go above and beyond for them," the study's authors wrote. Okay, having that known. In a second experiment, the researchers asked 296 business students to solve anagram puzzles that were supposedly graded by students from another university with whom the participants communicated by computer. The supervisory students, who actually didn't exist, were divided about equally between those with the Caucasian-sounding names of Todd and John, and those with the minority-sounding names of Tyrone and Juan. There was only one communication from these "supervisors" to the students. One was a respectful, which says that "I want you to know that I'm taking my job of grading your anagrams seriously," while the other was a rude response of, "My job as a leader is tougher than solving these easy anagrams. Your potential bonus is the last thing on my mind." The results were similar to those from the first experiment. So in regard to this, the study's authors said they believe that the stereotype of minority deceitfulness plays a key role in the results. Respectful minority supervisors not only miss out on extra efforts from subordinates that white bosses enjoy, but are also more likely to be undermined by those employees, the authors said. So in the move, the researchers suggested that employers take several steps to counteract these biased perceptions. Having supervisors physically located closer to their employees and making sure bosses have frequent one-on-one or small-group meetings with their workers will help make a supervisor's true characteristics more apparent, the researchers said. "As another alternative, routines that lead to relationship building ... for example, after-hours social activities or outings that involve partners and family members, may give chance for subordinates to see their supervisors in a different light," the study's authors wrote. The study was authored by Cindy Zapata, an associate professor at Texas A&M University; Andrew Carton, an assistant professor at the University of Pennsylvania; and Joseph Liu, an assistant professor at California State University, Chico. Thanks for reading....