Google has Done it Again!!!
A Very Smart Innovation……………
Awesome…what else can be said?!
Check out this device …
Guess what you can do with a touch screen, camera, scanner, WiFi, and google maps .
View a building through it, and it gives you all the information about that building….
Choose a building and touch a floor and it tells you more details of the building. You can use it when you want to know a car model, an insect name, what kind of food is served at a restaurant and how much, who built a bridge, etc. etc.
It’s got a scanner built in .
so you can use it this way when you want to check the meaning of a word in the newspaper, book, magazine, etc. It would be much easier to read a real book. You can use the dictionary, wikipedia, thesaurus and anything else available on the web. What do you think?
Search keyword: Helpful when you want to find out a word from a lot of text in newspaper/book.
Stay tuned to see lot more new products and innovations from the present day competitive market.
Google is buying Meebo , a company originally known for its Web-chat client.
Meebo subsequently introduced a new advertising format, the Meebo Bar, which is distributed on popular websites like EW.com.
More recently—and mysteriously—it introduced a new service for consumers which seemed to position the company in the field of social discovery.
So Google might be buying Meebo to bolster its online-advertising business. Or it might be keen on Meebo’s social-discovery tools to bolster Google+.Or both.
AllThingsD had reported Google’s interest last month, putting the purchase price at around $100 million.
Interestingly, Meebo seems to have had mass layoffs in its New York office just before the acquisition was announced. A commenter tipped us that “90% of the New York office was let go,” and TechCrunch confirmed layoffs in Meebo’s sales and marketing departments. Most of the remaining Meebo team will head to Google+.
Meebo just posted the news on its blog, but didn’t disclose numbers:
We are happy to announce that Meebo has entered into an agreement to be acquired by Google!
For more than seven years we’ve been helping publishers find deeper relationships with their users and to make their sites more social and engaging. Together with Google, we’re super jazzed to roll up our sleeves and get cracking on even bigger and better ways to help users and website owners alike.
We’ve had a blast building Meebo so far and we’re really excited to start the next leg of our journey.
Thank you all for coming along for the ride!
UPDATE: Google just released the following statement:
We are always looking for better ways to help users share content and connect with others across the web, just as they do in real life. With the Meebo team’s expertise in social publisher tools, we believe they will be a great fit with the Google+ team. We look forward to closing the transaction and working with the Meebo team to create more ways for users to engage online.
Interviews are the short sliver of time we get with potential employees before adding them to the company family. For our interviews, we use a handful of “typical” interview questions to get to know the applicant, their motivations, their ethics and their personality. There are a few questions that we use that, to me, really show how well the employee will work out here. Adding these to your artillery might help you understand some important aspects of your applicants before you hire them. My favorite questions are:
- Do you consider yourself competitive? If so, in what circumstances and in what ways?This question will let you know if you have a go getter on your hands. With an office full of go getters, I am always surprised when people give me a qualified “yes” explaining that they are competitive in their personal life, maybe in board games or something, but are not competitive and actually resist competition in their work life. This is a great insight into their work ethic and how they might help our company evolve and grow. We need competitive people and look for people who are always trying to get ahead. I assume some people equate competitiveness with mean-spiritedness, but not understanding that you can be friendly and a go getter also means that they would probably not be a good fit here.
- How do you handle questions and problems that exceed your knowledge or experience?This question helps me figure out if the applicant has the ability to think outside of the box and use their skills to solve problems, or if their default is to just ask for help. Our company is always looking for better ways to get our work done and if our employees are always thinking of ideas of ways to get things accomplished we will be better off. We want to see a balance between asking questions and figuring those questions out on your own.
- What disadvantages do you see working for a small, growing company like ourselves? I don’t appreciate it when an applicant doesn’t have an answer to any question that we ask, but this one in particular almost makes me laugh when someone doesn’t have an answer. Many times when I ask this question, people will say that they don’t think there are any disadvantages for working for a small, growing company. It makes me think they have little knowledge about business in general. I want to hear an honest opinion of what someone’s anticipated challenges will be with our company and through that explanation, an expectation of how they would look at those challenges. There are some really great aspects of working at a small, agile and growing company like this one, but we all know that there are some serious setbacks as well.
- How do you handle making mistakes? Tell me a specific time where you made a mistake and how you handled it. This might make me sound like a curmudgeon, but I really think that people “these days” just don’t take responsibility! If you make a mistake, handle your business. The last thing I want to be doing as a boss is trying to figure out whom messed-up and why, I just want to work on fixing it. Our company needs individuals that know when they make a mistake, and takes responsibility so we can all move on to the fix it phase. Taking responsibility and initiative is a great character quality that will show up in many great aspects of this employee and a sure sign of a mature and trustworthy person.
You are responsible for everything that happens in your life. Learn to accept total responsibility for yourself. If you do not manage yourself, then you are letting others have control of your Life.
These tips will help “you” manage “you.”
Here is a list of things that help you in self management and which will in turn lead you to the path of success: –
1. Look at every new opportunity as an exciting and new-life experience.
2. Be a professional who exhibits self-confidence and self-assurance in your potential to complete any task.
3. Agree with yourself in advance that you will have a good attitude toward the upcoming task.
4. Frequently ask, “Is what I am doing right now moving me toward my goals?”
5. Do it right the first time and you will not have to take time later to fix it.
6. Accept responsibility for your job successes and failures. Do not look for a scapegoat.
7. Do not view things you do as a “job.” View all activities as a challenge.
8. Use your subconscious mind by telling it to do what you do want. Instead of telling yourself, “I can’t do that very well,” say, “I can do this very well.”-) Give yourself points for completing tasks on your “to-do” list in priority order. When you reach 10 points, reward yourself.
9. Practice your personal beliefs. It may be helpful each morning to take 15 minutes to gather your thoughts and say a prayer.
10.Make a commitment to show someone a specific accomplishment on a certain date. The added urgency will help you feel motivated to have it done.
11.Practice self-determination, wanting to do it for yourself.
12.Believe that you can be what you want to be.
13.Never criticize yourself as having a weakness. There is no such thing. You are only talking about a present undeveloped skill or part of yourself that if you so chose, you can change. You do not have any weakness, only untapped potential.
14.Be pleasant all the time-no matter what the situation.
15.Challenge yourself to do things differently than you have in the past. It provides new ideas and keeps you interested.
16.Talk to yourself. A self-talk using positive affirmation is something that is common among all great achievers. They convince themselves that they can accomplish their goals.
17.Create your own “motivation board” by putting up notes of things you need to do on a bulletin board or special wall space. It is an easily visible way to see what you need to work on. When an item is done, remove the note. Also keep your goals listed and pictured on your board.
18.Stay interested in what you are doing. Keep looking for what is interesting in your work. Change your perspective and look at it as someone outside your job would,
19.Establish personal incentives and rewards to help maintain your own high enthusiasm and performance level.
Business software giant SAP announced today that it will acquire Ariba’s cloud -based business commerce network for approximately $4.3 billion. SAP’s subsidiary, SAP America, Inc., is offering $45 per share for the platform, and plans to close the deal during the third quarter, pending Ariba shareholder approval of the sale. Ariba had 100.2 million shares on the market, as of March 31st, according to an AP report citing FactSet data.
The Ariba board of directors has already unanimously approved the transaction. The per share purchase price represents a 20% premium over the May 21 closing price and a 19% premium over the one month volume weighted average price per share, says SAP.
The deal will be funded from SAP’s free cash and a €2.4 billion term loan facility and is expected to be accretive to SAP’s non-IFRS earnings per share in 2013. SAP says the acquisition will combine Ariba’s successful buyer-seller collaboration network with SAP’s own customer base and solutions in order to create new models for business-to-business collaboration in the cloud.
Sunnyvale-based Ariba has approximately 2,600 employees, $444 million in total revenue, and experienced 38.5 percent annual growth in 2011. Its business network recorded 62 percent organic growth in the same period. With the addition of Ariba, SAP will acquire the leader in cloud-based collaborative business commerce.
The focus of Ariba’s business is in procurement, spend management, and supplier discovery, and is partnered with major ERP suppliers, including SAP, as well as Salesforce, IBM and Oracle.
“The cloud has profoundly changed the way people interact. The impact will be even greater as enterprises connect and collaborate in new ways with their global networks of customers and partners,” SAP Co-CEOs Bill McDermott and Jim Hagemann Snabe said in a statement. “Cloud-based collaboration is redefining business network innovation, and we are catching this wave in the early stage of its evolution. The addition of Ariba will create the business network of the future, deliver immediate value to our customers and provide another solid engine for driving SAP’s growth in the cloud.”
Each day I speak with recruiters about Social Media who shares their enthusiasm about using this channel for sourcing. The next question is – how soon they should expect to get profiles and where all they can post the jobs. Social Media is being viewed as a next best thing in recruitment as well as a “magic wand” which will produce profiles from thin air!
There is a definite wave about “Social Recruiting” in the air which needs a proper understanding, strategy and implication rather than blanket usage. It’s imperative that we understand the real power of Social Recruiting with a broader spectrum than just a short sighted approach.
I have compiled a list of what I think the real Social Recruiting is and what it isn’t.
I get so many queries like can you post this in Facebook and LinkedIn. Well, are you treating them as job portals for posting? Do you even know where and how to post? Is this a “readymade” tool for job searching? Any new concept brings along a need for learning and exploring. Social Media is more than a tool and not even a strategy in itself.
In short, recruiters should not to see Social Media merely as a tool. They need to see this as an opportunity to reach out to bigger target audience, engage them in meaningful dialogue and create a talent pool to gain a distinct competitive advantage over competition. Social gives enormous opportunities to create proactive and long term candidate pipeline along with building a great employer brand. This is so much more than just posting in groups, pages and twitting like “Job Robots”.
So next time, do think “long term” and “strategic” while using Social Media. One thing more – it’s there to stay, so use it before your competitor does
Good one to read.
My recent column, 8 Core Beliefs of Extraordinary Bosses, drew a flood of responses. But there’s one thing I didn’t mention: An extraordinary boss communicates his expectations clearly to his team. That way, everyone understands what it will take to make your company succeed.
With that in mind: If you are the boss, you’ll want to share this column with your team, because it will make your job a heck of a lot easier. And if by chance you’re not the boss, memorize this column–because it contains the key to long-term success.
Here are the rules for keeping your boss happy:
1. Be true to your word.
Your boss wants to trust you. Really. Therefore, whenever you accept an assignment, follow through religiously, even fanatically. Do what you say you’re going to do. Never overcommit, and avoid hedging your bets with vague statements like “I’ll try” and “maybe.” Instead, make your word carry real weight.
2. No surprises, ever.
The secret fear of every boss is that employees are screwing up but are not saying anything about it. So even if you’re afraid some bad news might upset your boss, make sure he’s informed. Note: If your boss consistently “shoots the messenger,” you can ignore this rule–because his behavior shows he doesn’t really want to be in the know.
3. Be prepared on the details.
Your boss wants to believe you’re competent and on top of things. That’s why she sometimes picks an aspect of your job and begins randomly asking penetrating questions. Therefore, whenever you’re meeting with the boss, have the details ready so you can answer these queries with grace and aplomb.
4. Take your job seriously.
Bosses appreciate individuals who truly care about what they do and willing to take the time to achieve a deep understanding of their craft. Bosses need people who have unique expertise. You don’t have to be a pro at everything, but you should definitely have a specific area of knowledge that your boss values.
5. Have your boss’s back.
When you see your boss about to make a foolish decision, it’s your responsibility to attempt to convince him to make a different one. Make your best case, and express yourself clearly. However, once the decision is actually made, do your best to make it work–regardless of whether you think it was the right one.
6. Provide solutions, not complaints.
Complainers are the bane of your boss’s existence. Nothing is more irritating or more boring than listening to somebody kvetch about things that they’re not willing to change. So never bring up a problem unless you’ve got a solution to propose–or are willing to take the advice the boss gives you.
7. Communicate in plain language.
Bosses are busy people and have neither the time nor the inclination to wade through piles of biz-blab, jargon and weasel words. When dealing with your boss, speak and write in short sentences, use the fewest words possible to make a point, and make that point clear and easily understandable.
8. Know your real job.
Regardless of what it says on your job description, your real job is to make your boss successful. There are no exceptions to this rule. None.
And, by the way: Your boss’s real job is to make you more successful. The reversal of these priorities is the source of almost all organizational problems.