1 "TAKE NO AS A QUESTION "

Saturday, 22 March 2014

Samsung Galaxy S5 launch price roundup


Samsung Galaxy S5 launch price roundup

samsung_galaxy_s5_flickr.jpg
Samsung launched its Galaxy S5 flagship smartphone at MWC 2014 amidst much fanfare, and also announced that the device will go on sale in 150 countries starting from 11 April 2014.
At the announcement however, the South Korean manufacturer did not reveal the price of theSamsung Galaxy S5.
Earlier on Friday, Samsung announced that its Galaxy S5 smartphone, accompanied by the Gear 2 and Gear Fit wearables, will be globally previewed (hands-on demo) and will also go up for pre-order in more than 61 countries starting Friday (21 March 2014).
Now, mobile carriers like AT&T and T-Mobile have revealed the pre-order pricing of the Galaxy S5 and this gives us a rough indication of how much the South Korean giant's latest flagship smartphone might cost when it hits other markets, including India.
AT&T has announced that the Galaxy S5 will be available at $25 per month on an 18 month contract; $32.50 per month on a 12 month contact, or $199.99 on a two-year contract. The mobile carrier has revealed that the Galaxy S5 will be also available at $649.99 (Rs. 39,750 approximately) upfront without any contract. The pre-order for the Galaxy S5 will start in the US via AT&T beginning Friday (21 March 2014). However, the mobile carrier notes that the device will be shipped by early April.
T-Mobile, on the other hand, has revealed that it will start taking pre-orders for the Galaxy S5 from 24 March 2014 and it will be available at $27.50 per month for a two year contract, with zero down payment. The mobile carrier however, has not announced any off-contract pricing for the 2014 Samsung flagship.
Earlier, the Samsung Galaxy S5 was spotted listed at two online retailers in Europe with pricing. The Galaxy S5 was listed for pre-order at GBP 550 (approximately Rs. 56,900) on Clove UK for the 16GB variant, and was available in White, Blue, Black and Golden. However, Clove UK has now removed the pricing of the smartphone and shows 'notify' me option for interested Galaxy S5 consumers.
While on Amazon Spain, the Samsung Galaxy S5 was earlier seen with a price tag of EUR 729 (Rs. 62,200 approximately), however, currently the price tag has been dropped. The Galaxy S5 is listed atAmazon Spain at EUR 689, which is roughly Rs. 58,000. Notably, the price given is for the 16GB built-in storage variant, and available in all four colour variants.
We have been hearing the rumoured lower pricing of the Galaxy S5 since February, which claimed that Samsung would price its latest smartphone lower than the previous Galaxy S flagships. As per the report, the lower pricing suggestion for the Galaxy S5 had been recommended by wireless carriers.
Another report on Thursday suggested that the Galaxy S5 would be cheaper than the Galaxy S4 at launch. The report claimed that the Galaxy S5 and Galaxy S4's launch price difference is roughly $83.
It's yet to be seen whether the South Korean giant price its Galaxy S5 reasonably or continues its high flagship pricing tradition.

Display

5.10-inch

Processor

2.5GHz

Front Camera

2.1-megapixel

Resolution

1080x1920 pixels

RAM

2GB

OS

Android 4.4.2

Storage

16GB

Rear Camera

16-megapixel

Battery capacity

2800mAh


Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


Micromax A177 Canvas Juice with 3000mAh battery now available at Rs. 8,490

Micromax A177 Canvas Juice with 3000mAh battery now available at Rs. 8,490micromax_canvas_juice_a177_official.jpg

Micromax has listed the A177 Canvas Juice on its site without pricing and availability details. However, the yet-to-be-launched A177 Canvas Juice is now available at an e-commerce website for Rs. 8,490.
Notably, the A177 Canvas Juice seems to be a variant of the A77 Canvas Juice announced in November 2013.
The biggest noticeable difference between in A177 Canvas Juice and A77 Canvas Juice is the former is backed by a 1.2GHz dual-core MediaTek MTK 6572 processor, while the latter packs a dual-core 1.3GHz MediaTek MTK 6572 processor. The A177 Canvas Juice comes with 1GB of RAM.
The highlight of the Micromax A177 Canvas Juice is its large 3000mAh battery, which according to the official listing can deliver up to 10 hours of talktime and up to 282 hours of standby time.
canvas_juice_a177_micromax_site.jpg
The Micromax A177 Canvas Juice runs Android 4.2 Jelly Bean out-of-the-box, much like the A77 Canvas Juice. The A177 is a dual-SIM phablet with support for GSM+GSM lines and dual standby. It features a 5-inch FWVGA display with 480x854 pixels resolution.
The Micromax A177 Canvas Juice sports a 5-megapixel autofocus rear camera accompanied by an LED flash and also includes a VGA front-facing camera. It comes with 4GB of inbuilt storage, out of which only 672MB is user-accessible; however, can be expanded up to 32GB with the help of a microSD card.
Connectivity options on the Micromax A177 Canvas Juice include Bluetooth, Wi-Fi, GPRS, EDGE, GPS/ AGPS and 3G. Some of the apps preloaded on the Canvas Juice include Game Hub, Spuul, Opera Mini, Hike, M!Live, Dancing Bubbles, Bubble X Slice and Kingsoft Office.
As the yet-to-be-launched A177 Canvas Juice at eBay India, one cannot be certain if the A177 Canvas Juice will have the same official launch price.
Earlier this month, the popular domestic handset maker launched its first octa-core smartphone, the Canvas Knight, in India at Rs. 19,999.
The highlight of the Micromax Canvas Knight is its octa-core MediaTek (MT6592T) processor clocked at 2GHz, coupled with 2GB of RAM.

Mobiles launched in March 2014

Display

5.00-inch

Processor

1.2GHz

Front Camera

0.3-megapixel

Resolution

480x854 pixels

RAM

1GB

OS

Android 4.2

Storage

4GB

Rear Camera

5-megapixel

Battery capacity

3000mAh



Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


The 8GB iPhone 5c is proof that Apple cannot admit defeat

The 8GB iPhone 5c is proof that Apple cannot admit defeatApple_iPhone_5c_8GB.jpg

The launch of the cut-price 8GB iPhone 5c is a major disruption for Apple, and one that clearly signals a weakening of the company's previously impenetrable attitude with regards to its product strategy. First of all, it comes in the middle of a product lifecycle, which has never happened before. Second, it's a crippling reduction of the capabilities of a product that's already considered undesirable. Third, the discount itself is half-hearted at best, showing Apple's inability to decide whether to continue isolating itself in the premium space as it used to, or embrace the mass market once and for all.
8GB is simply not enough space for a phone at this price point. Even 16GB is a compromise. Applecontinues to advertise the 5c as a fun product, capable of functioning as a video camera, music player and game console, amongst other things. 8GB won't be enough to store more than a small handful of apps and games, let alone music, photos or videos.
Breaking it down
The 16GB iPhone 5c offers users 13.3GB of actual usable space, while the 32GB version gives users a little over 27GB. That means buyers of the 8GB version will be lucky to get 6GB of usable space. Apple's own iWork apps; Pages, Numbers and Keynote, weigh in at 253MB, 223MB and 444MB respectively in the App Store, which is nearly 1GB gone right there. Garage Band alone is 582MB, and that's without any of the downloadable sound packs. They occupy far more space when installed.
Apps are far larger than they used to be, largely thanks to the use of high-resolution graphics. Taking a look at today's most popular ones, we can see that Facebook is listed in the App Store at 60MB, but it happily takes up 107MB on an iPhone 5c, with an additional 61MB of "documents and data". Twitter is listed as 14.7MB, though it needs around 27MB, with an additional "documents and data" cache which can easily balloon to twice that amount. Apps that depend heavily on data hosted on remote servers also aggressively cache data to your phone. Rather than the 11.4MB claimed by Google Maps in the App Store, you'll have to set aside at least 50MB once you start using it.
Apple_iPhone_5c_space.jpg
Games, with their detailed visuals and audio, are of course much heavier. Mirror's Edge, a popular title that's at least a few years old now, requires 120MB. Temple Run 2 takes the same amount of space, and Pivvot, a more recent casual title, takes a whopping 243MB.
Photos taken with an iPhone 5c are at least 1.5MB in size each, and video weighs in at about 1.5MB per second. This means you'll have to manually empty out your phone after each special occasion, and won't have those memorable shots on hand when you want to show them off. Both videos and photos can be compressed on demand when you try to share them by email or post to social networks, and they're still taking up space on your phone. Photo Stream mitigates this to a certain extent, but it isn't perfect.
Albums purchased from the iTunes store can easily exceed 100MB each, and let's not even get started on HD movies.
One recurring complaint that Apple seems to have done nothing about is the amount of space occupied by the Messages app. There's no easy way to go back in time and delete messages older than a certain point in time, or for that matter photos and video clips attached to iMessages. In fact, because of Apple's closed file system, photos you take and then send to anyone are duplicated in the Camera Roll and Messages' storage pool.
All these factors already make life difficult for owners of 16GB iOS devices, and so anyone who buys an 8GB iPhone 5c (and wants to use it for anything beyond basic phone calls and text messages) should expect to face regular warnings about low space. If you want to have even a handful of apps on you, plus a reasonable amount of music, this is absolutely the wrong phone to buy.
Considering the power of its processor, quality of its screen and various other attributes, it's infuriating to see Apple basically cut this phone off at the knees. The whole idea that people will pay more for an iPhone just because it's an iPhone falls apart here - sure, it looks and feels like it, but it can't do half the things an iPhone should.
Clinging to the reality distortion field
Apple, of course, has refused to budge on the matter of equipping its phones with microSD card slots to allow the use of external storage. A 32GB microSD card today costs less than Rs. 1200. Even if Apple didn't allow apps to be installed on external media, users could at least have enough space for their music, movies and photos. However, this is considered either too complicated or too inelegant, and so buyers are pretty much shafted into paying insane amounts for additional storage space.
Ever since the introduction of the first iPhone, Apple has maintained a $100 price increment between capacities. In today's Rupee equivalent, that comes to an extra Rs. 9,000 for each step up. The price of solid-state memory has declined rapidly over the years, but Apple has maintained the prices that end users must pay. No one else charges as much for additional storage space, and Apple is risking immense ill will and attrition by continuing to behave this way.
Now, for the first time ever, a lower capacity device has been introduced (rather than replacing an existing higher capacity model), and the decrement is only $50! Why, then, should customers pay $100 to step up from 16GB to 32GB (and from 32GB to 64GB, in case of the 5s)?
The reality in India
It appears as though Apple is not planning to launch the 8GB 5c in India just yet, but if its recent pricing pattern holds, it will cost between Rs. 36,000 and Rs. 38,000 as and when it does hit. That's roughly what the existing 16GB model costs on the street today - its price has fluctuated by as much as Rs. 5,000 since at least November 2013, thanks to Apple's loosening grip on the retail channel. Both models will need to be discounted heavily by retailers if they are to have any chance of further success. (By comparison, the recently restocked iPhone 4 seems like a bargain now!)
Even aside from pricing, all the criticisms that were levelled against the 5c at launch time hold true for this new variant. It's running last year's processor, lacks the 5s's Touch ID sensor and camera improvements, and feels decidedly less premium than the iPhone 5, which it replaced. None of these things make it a bad phone, but it's just not worth the price it commands.
There are plenty of alternatives priced in the neighbourhood of Rs. 38,000, including the Samsung Galaxy Note 3 NeoLG G2Sony Xperia Z1 Compact, and Nokia Lumia 1020. Plenty of other models priced much lower than this could also be considered competitive. All of them are more versatile and more satisfying than a crippled iPhone. Apple can't even claim its massive App Store library as an advantage, since you'll barely be able to have 10 decent apps installed at a time.
Shaky from the start
Long before the iPhone 5c launched, it was clear that Apple would not be bothering with the budget end of the market, where Android has grown into a dominant position over the past few years. However, several analysts and the press were insistent that Apple would go low-end in order to stifle its main competitor. It made for great headlines and heated debates, which led to public anticipation of a genuinely affordable new iPhone growing to massive proportions.
But Apple was never interested in that. Anyone who knows the company well enough realised early on that it would never cut costs, margins or profits. It has spent far too long cultivating an image of well-heeled exclusivity, and has always maintained that customers will pay more for a superior experience.
In countries where phones are sold primarily on contract, the iPhone 5c at $99 was logically half the price of the 5s at $199. By ignoring the real numbers that the rest of the world deals with, Apple failed to see why buyers might consciously avoid the 5c in spite of its value proposition.
And so the strategy just did not pan out. The very same aura of public sentiment, popularly called Apple's "reality distortion field", has proven that it works both ways. The 5c might have been a decent phone, but no one really likes it, and the numbers show that to be a fact.
Ultimately, Apple has proven that when faced with a strategy that hasn't worked out, it still cannot adapt. The proper thing to have done would have been to reduce the prices of the 16GB and 32GB models, but that would have been akin to accepting defeat. Instead, this lets them exhaust their stock of 5c components (and divert flash memory elsewhere), while expanding the pool of potential buyers very, very slightly.

Apple iPhone 5c

Rs. 41900
  • Design
  • Display
  • Software
  • Performance
  • Battery life
  • Camera
  • Value for money
  • Good
  • Solid in all departments
  • iOS ecosystem remains unrivaled
  • Bad
  • Not as future-proof as the 5s
  • Questionable value for money
Read detailed Apple iPhone 5c review



Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


Accept Criticism At Work; Move Up The Learning Curve


Accept Criticism At Work; Move Up The Learning Curve

Accept Criticism At Work; Move Up The Learning Curve
You can be great at your work, but doesn’t mean it cannot be criticised. Accepting criticism can be a great way to grow.

Professionals at all levels, at some point or the other, face criticism – mostly for not fine tuning a particular task at hand. There are times when professionals are also criticised for their personal behavioral traits.
As individuals, our first reaction is always to negate this kind of criticism. However, experts feel that it’s important to understand why someone is criticising you or your work and find out how the same can be used to move up the learning curve. Even when we accept the criticism, we do not introspect on how to fix the problem.
Simran Oberoi, knowledge advisor, Society for Human Resource Management, shares some of the ways to accept criticism, for better growth within the organisation.
  • Understand the source of criticism. Get further information from the feedback provider, such as the reasons and the impact.
  • Deconstruct the feedback and understand whether the criticism is a constructive or not. This will help you remove the clutter from your mind and focus on the more high priority areas of development, for yourself.
  • Make a thorough check of whether the criticism is related to a single piece of work/deliverable, some assigned responsibilities, a particular behavioral trait or your approach to some key issues. All of these can impact not only your immediate performance, but also your ability to scale up to a high-potential employee, who can move into leadership roles in the future.
  • Tailor a plan to address the problem in the short, medium and long run. We tend to make long duration plans which may not have immediate implications and hence neglect the short run. Therefore, working on the plan to address the areas that were criticised means having your short-term and long-term goals clearly defined, and if possible the medium-term ones too.
People in leadership roles face criticism for several decisions and actions. It becomes even more imperative to manage the criticism at that position, since a leader also has a learning curve just as any other professional, but the expectation to move up the curve faster, is higher than any other employee.
Accepting criticism at that level also sets an open culture in the firm, which empowers employees to share and accept feedback freely and with maturity.


Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


‘Leadership Is 70% Experience, 20% Right Exposure, 10% Classroom Interventions’


‘Leadership Is 70% Experience, 20% Right Exposure, 10% Classroom Interventions’

‘Leadership Is 70% Experience, 20% Right Exposure, 10% Classroom Interventions’
Anil Sachdev, Founder and CEO, the School of Inspired Leadership talks to TimesJobs.com on leadership development and role of academia making leaders 

What are the essential traits all leaders should have? 
Leaders are inspired by a “Purpose or a Vision” that enables people to meet their aspirations. The “higher” the purpose, the greater is the impact. I believe that the greatest leaders are the world’s best followers. If you are deeply connected to higher purpose, leadership quality comes to you naturally.
What is the role of higher education in honing leadership skills? How significant is it? 
The purpose of higher education is to enable people to know themselves better. Higher education must enable people to lead the right quality of life and not just assist them to achieve a certain standard of living.
What can academia do to build the leadership skills in students at the college level? 
Academia should teach students the following things to build leadership skills:
  • Create an environment in which learners “discover” them
  • Help them discover their latent talent
  • The capacity to ask the right questions
  • Overcome their fears to learn and become truly innovative
  • How to think in a holistic manner to understand complex business environment
  • Improve their “Emotional Quotient” to build and work in high performance teams
What should leaders do to ensure they continue to grow and develop as a leader? 
Leadership is a life long journey. We need to create time and space for regular introspection and reflection so that we can take responsibility for what we deeply care about. We should choose the company of those whom we wish to learn from so that we become “better” people.
Above all, we need to choose a “purpose” in life that makes us genuinely happy and enable others to be happy.
Lately, we have seen many Indians rising to global leadership positions, what do you think India is doing right to make a significant mark on the global leadership map?
What Indians are doing right is to emphasise leadership that works for the larger good of the world. In addition, in India, we grow up in an environment of tremendous constraints, high diversity and extraordinary challenges. Those of us who see “opportunities in crisis”, “learn to dialogue across differences”, do not lose hope despite the enormity of the challenges, flourish in other parts of the world because we have been “tested” and have developed the capacity and the resilience to make a difference. This is why Indians are shining in all parts of the world.
In your view, how important is experience in leadership? What is the correlation between these two? 
Leadership development is based on 70 per cent experience, 20 per cent right “exposure” and 10 per cent “classroom” interventions. This does not mean that the years of experience count; instead, it is the quality of the experience that makes a difference. If we are given the right opportunities in the right environment, receive coaching and encouragement, have access to the right resources, we become better leaders.
What advice would you give to someone going into a leadership position for the first time?
First appreciate your context by making efforts to know all your stakeholders. Then look for opportunities in which you can leverage your strengths to make a positive impact within the first 100 days. Invite feedback from all, especially your juniors. Make it a point to “connect to people” so that you get to “know them”. Make efforts to appreciate the positives of others. Learn from mistakes (and not repeat them) and always create a positive environment around you! Above all, play to your strengths and do not try to be like someone else.


Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


60% Of The Workforce looking For New Jobs: TimesJobs.com Study

60% Of The Workforce looking For New Jobs: TimesJobs.com Study

60% Of The Workforce looking For New Jobs: TimesJobs.com Study
Nearly, 60 per cent of the workforce is looking to change jobs in the next 6 months and about 58 per cent of them are seeking growth from the new job. Moving up the corporate ladder and holding a leadership position matters to them more than a hefty pay check, revealed a recent TimesJobs.com study.
According to R P Yadav, Chairman & Managing Director, Genius Consultants Ltd, “As soon as a professional gains around 3-4 years work experience, their priorties change. He/she is to get married or is already married. Owing to this there is social and self generated pressure to be a team leader or manager. Thus, the professional looks for change, more for leadership positions than compensation.”
This is substantiated by various TimesJobs.com surveys, polls and discussions that indicate that the workforce today seeks a good job profile/designation more than monetary benefits.
Why the change?
  • 40% of job seekers are not happy with their current role/profile as well as the organisation they are working for
  • 20% are happy with the organisation but not with the job/role
  • 12% are not happy with the organisation but like their job
Laying emphasis on skills…
As they aspire to get better job positions (promotion) in the new job, candidates are paying a lot of attention on brushing up their skill sets. Over 30 per cent of the workforce feel that having the right skills is crucial to get the right job and to move up in the corporate hierarchy. Skills are deemed more important than educational qualifications and experience, though the respondents believe experience is the next most important thing.
Srikanth Rengarajan, executive director & president, ManpowerGroup India highlighted the skill sets required by India Inc, “Apart from the domain knowledge, to beat the competitive environment, communication skills, teamwork, problem solving skills, leadership, confidence and right business acumen would be much needed by the employers in future.”
The growing aspiration of the workforce to hold leadership positions is acknowledged by the organisations, as well. Hence, up-skilling the existing workforce is one of the key focus areas of organisations in 2014, pointed out experts in the TimesJobs.com RecruiteX report.
Online job portals the preferred medium…
Over 60 per cent of these job seekers are searching for a new job through online job portals. The other preferred medium is referrals/word of mouth. Another TimesJobs.com study revealed that nearly 58 per cent of the candidates are using mobile devices, which includes laptops, tablets, smatphones to look for new jobs.



Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


‘Have A Measurable Goal To Discuss During Appraisal’


‘Have A Measurable Goal To Discuss During Appraisal’

‘Have A Measurable Goal To Discuss During Appraisal’
An employee must prepare well before an appraisal meeting and have all the key discussion points in hand

Employees generally consider performance review as a platform to receive feedback on their performance. But by limiting it to be only a one-way communication, the employee loses a great opportunity to have a detailed discussion about their career aspirations and relate it to the work, and the organisation.
There are things that an employee needs to pay attention to during an appraisal meeting and there are things that he/she needs to prepare before-hand. Divya Sutar, associate vice president, HR, Capri Global Capital Ltd., shares some useful tips while preparing for an appraisal meeting.
Pre-planning is a must
In order to get the most out of an appraisal meeting, an employee needs to have appropriate planning much ahead of the meeting. He/she needs to keep documentation intact, gather relevant accolades and do not miss on analysing and documenting the areas of improvements as well.
Have measurable goal
You have to be an active participant, establish your goals from the start of the conversation. Focus on key objectives and define a plan that makes sense to you and your organisation. Ensure that the goals are measurable, meaningful and reasonably attainable. Talk about how you can increase your contribution towards your department or the organisation.
Handle criticism well
Many employees find difficulty in handling criticism and tend to be defensive. An employee has to be optimistic and handle feedback calmly and openly. If there are any disagreements, state them in factual behavioural terms and provide support for the disagreements, including examples and documentation. Engage in a conversation with your supervisor to mentor you on improving your shortcomings.
Being specific is crucial
Use simple language with examples, be specific do not get into a general discussion. Use qualitative statements pertaining to the achieved milestones and accolades received, emphasise on competencies developed during the period. The statements must be accurate and acknowledged. The appraiser must develop an understanding that you have done good groundwork before the discussion.
Find out ways to improve
Focus the discussion in a manner that you seek to improve the quality of your work, and are interested in professional growth. If you do not have the requisite tools/trainings ask for the same during the appraisal discussion. This will increase your contribution and value towards the organisation.
Assisting team members
If you feel the meeting is progressing the way you want, do not let go of any opportunity for pitching an idea of assisting others within the team. This might be the right stroke for playing a mentoring role and thereby increasing chances of promotion in the future.


Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


Apple's new patent hints at stylus for iPad

Apple's new patent hints at stylus for iPad

Apple's new patent hints at stylus for iPad
Apple's latest patent is titled simply "Input Device Having Extendable Nib," which could be the long-awaited iStylus.

Apple's latest patent is titled simply "Input Device Having Extendable Nib," but don't let that fool you; this may be the long-awaited iStylus.

The Cupertino company has been rumored for months to be cooking up an iPad Pro, and word in January was the company might double back on one of Steve Jobs' most strident convictions and release it with a stylus.
Apple being Apple, this "iStylus" would be no mere plastic doodad, and judging from this patent the iPhone maker might really have something special in store.

And the key to the Apple stylus's power seems to be in its nib.

It's all in the tip
The tip of this iStylus is portrayed as both extendable and possibly even flexible.
As the nib gets longer it could become more bendy, acting more like a paintbrush than a pen, so that it touches the screen on more points.



Those multiple points of impact could have different results, like creating a wider swathe of "ink" in a painting or drawing app. The nib itself might be made of metal, doped rubber, mylar, or even fiber optics to transmit light to the iPad's surface, while a special aperture in the tip could cause a nib composed of multiple filaments to assume different shapes.

Sensing disturbances
You'd extend the nib and/or change its configuration by pressing a button or other mechanism higher up on the stylus
Some versions in the patent have a gyroscope or other sensors that could relay its position back to the tablet to, for example, create a wider stroke when you hold it at an angle.
Of course this is just one possible design for an Apple stylus. Previous reports have counted as many as 20 different Apple-held patents related to similar apparatuses. So who knows what shape it might eventually take
?



Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


JPMorgan questions Narayana Murthy’s claim on attrition


JPMorgan questions Narayana Murthy’s claim on attrition


JPMorgan questions Narayana Murthy’s claim on attrition

BANGALORE | MUMBAI: The head of business operations at Infosys has resigned in a move that was anticipated but which shone the spotlight again on the company's struggles with senior management exits.

Chandrashekar Kakal, a senior vice president who was perceived to have lost out after a major reorganisation in January, bowed out of Infosys after 14 years at the company, the tenth executive from the top management to bid goodbye after founder NR Narayana Murthy returned last June.

The senior-level attrition at the company was also the theme of a report by JPMorgan Chase and Co, which questioned Murthy's claims that the exits hadn't hurt the company. "Based on some channel checks, we think that the senior management departures from Infosys that made the headlines have likely hurt them a bit," JPMorgan analyst Viju George said in a note on March 18. 

Infosys said in a regulatory filing on Thursday that Kakal conveyed his decision to quit on March 19. His role, running the bulk of the delivery of the orders that Infosys won, was seen by some as redundant after Murthy consolidated Infosys' operations under BG Srinivas and UB Pravin Rao as presidents. Kakal's resignation is effective April 18.

Among the executives to have departed from Infosys since June are board members V Balakrishnan and Ashok Vemuri and global sales head Basab Pradhan. In a series of recent investor conferences, Murthy has said that barring a couple of exceptions, a string of senior exits comprised mostly those who added no value to the company. Still others, who get million-dollar salaries, must add value or leave, he added.

Murthy returned as executive chairman and has set himself a timetable of three years over which cost cutting, improving sales and improving execution on orders should put the company firmly on the path to industry-leading growth, he has said. Growth in the current quarter will likely be affected, chief executive SD Shibulal told investors at a conference earlier this month, even as Infosys continues to win orders from companies, including Volvo Cars and Lansforsakringar, a Swedish financial group.

Shibulal warned the company will end the fiscal year through March 31 with revenue growth only nearer the lower end of the 11.5-12 % guidance Infosys has set itself. Slower spending among retail customers, some cancellations owing to "skills mismatch" and cutbacks among consumer electronics customers within the manufacturing vertical, were the reasons, the CEO said.

Tata Consultancy Services, Infosys's larger rival on Tuesday, said its growth too would be affected in the current quarter , but remained confident about the fiscal year 2014-15 that starts April. Kakal, who was based in India, was in charge of application development, maintenance, testing, and infrastructure management services, all of which were seen to be consolidated under Rao. Srinivas, widely seen as the next CEO at the Bangalore-based IT services provider, is the other president and was put in charge of all marketing and sales operations.

Infosys also dismantled its executive council, which was meant to be a decision-support group one level below the top management, but was seen as redundant in the new scheme of things. Kakal was also a member of the disbanded council. JPMorgan's George said what was more alarming than the loss of top executives was Infosys's high attrition of mid-management comprising account managers and project managers.

While the rainmakers get the company the big orders , it's the mid-management people who ensure that the projects are run well, he said. "It's a bit of a circular loop." Once the company loses critical middle management talent and as a result delivery and client satisfaction suffer, hurting growth. Once growth is seen slowing, talented people look for options elsewhere for better prospects, he said. "Infosys must break this circular, vicious loop.
"


Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.


HTML Comment Box is loading comments...
MARUTHU Copyright@2014. Powered by Blogger.