HAPPY NEW YEAR
Monday, December 27, 2010
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Technology Trends for 2011 How to avoid the dreaded
"New year, new technology? On the eve of 2011, we wanted desgranaros the predictions made by Deloitte in a forthcoming report on the trends that govern the technology sector in 2011.
predictions is not closed, of course, but points to consider products and concepts that have come to stay and continue their development in the coming year. This is a debate on the technological needs required by the new market.
The hot spots are:
- Growth of cloud computing
Although based applications externally hosted services, in the website, not yet act as dominant companies, the "cloud computing will grow exponentially. This is the great challenge of high technology. The main obstacle to its take-off final is the fear of companies for safety, reliability and portability of data.
- The return of the terminals "dumb"
For reasons of cost, return to the companies the concept of virtual desktop or thin client. In other words, this is the return of the terminals "dumb" or "gregarious", ie the tendency to centralize the processing power and storage on central servers that are accessed from very basic PCs. This is due to the confluence of priorities such as cost reduction, energy efficiency, safety and personal productivity, which will promote the concept of thin client.
- more powerful and expensive processors
Moore's Law, which states that computer processors double in power every two years, remains in force, but according to Deloitte's becoming more expensive your application, so that the next generation will cost 50% more than today. The price of these chips in turn means more expensive computers, especially laptops. And this can cause problems, because the processors are sold for netbooks and smartphones, and both are more focused on price than speed.
- Bet on clean technologies
growth of clean technologies will remain for one or two years mainly due to the encouragement of governments that promote environmental care and ecology. The Cleantech Index, which measures the evolution of clean technologies during the last crisis fell by 61%, even below the overall market, as the S & P 500, for example, fell by 49%. This year, the trend is reversing, according to consultant Deloitte.
- Plans to entice consumers
technology companies will target the consumer more than the corporate market. Large manufacturers are using more advanced techniques for consumer devices and not the company. The corporate market, por ejemplo, compra paquetes por la reducción de precios. Según Deloitte, este tipo de acuerdos podrían desaparecer.
- La incógnita de las Net Tablet
Ya instaladas en el mercado desde el lanzamiento del iPad, las tabletas digitales (Net Tablets o netTabs), causarán furor y se instalarán como un dispositivo intermedio entre los smartphones y las laptops. Casi todas las tecnológicas y fabricantes de móviles y ordenadores tienen previsto lanzar su tableta en los próximos meses… Sin embargo, Deloitte advierte que la aceptación de estos dispositivos está siendo limitada.
Monday, December 20, 2010
Saturday, December 11, 2010
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Plagiolepis New species of ants for the Region of Murcia
Formica pratensis. Calar de la Santa 
Formica pratensis. Calar de la Santa
Alberto Tinaut Professor at the University of Granada has confirmed another eight species new to the Region of Murcia, from the samples I sent.
These are: Camponotus cruentatus, Camponotus truncatus Cataglyphis velox, Formica pratensis, Formica rufibarbis, myops Lasius, Messor andrei capitatus and Monomorium.
latter species, Monomorium andrei It is very interesting because it is a iberoafricanismo known in Algeria and around the Strait of Gibraltar. Greetings
Thursday, December 9, 2010
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Resistance to change Resistance to change
changes common to those faced by companies in the state of affairs are often the rethinking its business model , the new trials to adjust their structures costs and expenses and re-training and specialization its team to respond to new market needs.
Following the critical problem of resistance to change can be found within organizations when taking measures to increase efficiency, or to restructure, we believe it is important to note that the first step is be aware of the consequences that this process will work and personal life daily. We insist, because otherwise it would be dismal failure.
To carry out successfully a substantial change in the company, experts recommend following these steps :
1. Diagnosis. assess in detail the company's current situation, taking into account all the variables involved, the novelties introduced in the market that affect the firm and how to act from our competition. It's about getting an overview of internal and external. It is important to analyze the way they coordinate further actions with the system that have and the skills of staff.
2. Involvement. People resist change when it is imposed without being informed about its causes, or what benefits it will bring their habits. You have to tell each and every member of the organization which consist of the process, the reason for the decision and what role will each person.
3. Planned action. is good to create a flexible hierarchical structure for rapid response to queries from staff and customers. We must also devise an action plan to identify a sequence of activities which integrate the transformation.
4. Leadership first. The movement should be headed by the director of the company, workers must see clearly the support of management and feel that the motivation comes from above and includes specific targets.
5. Teamwork. is recommended to create a team with 'change agents', people who know the details of the company and understand the importance of the project. It is important to meet once a week with them to update them on the process and that these, at par, transmit personal information to the rest of the respective training and work.
Subsequently, there have monthly meetings and get setting protocols that all members of the organization must comply.
6. Maximum attention. is important to monitor the points that will create change and share. The first 90 days after implantation of a measure should have some results and that helps motivate people.
7. Maintenance. Once established process monthly maintenance must be given to the strategy and measure results. If people stop being informed of the details, challenges, new tasks, etc., think that the "leader does not care so much this issue and lost."
The maximum to be followed at all times is that the news should always be made in line with core business concerns , with its corporate culture, as explained above.
Following the critical problem of resistance to change can be found within organizations when taking measures to increase efficiency, or to restructure, we believe it is important to note that the first step is be aware of the consequences that this process will work and personal life daily. We insist, because otherwise it would be dismal failure.
To carry out successfully a substantial change in the company, experts recommend following these steps :
1. Diagnosis. assess in detail the company's current situation, taking into account all the variables involved, the novelties introduced in the market that affect the firm and how to act from our competition. It's about getting an overview of internal and external. It is important to analyze the way they coordinate further actions with the system that have and the skills of staff.
2. Involvement. People resist change when it is imposed without being informed about its causes, or what benefits it will bring their habits. You have to tell each and every member of the organization which consist of the process, the reason for the decision and what role will each person.
3. Planned action. is good to create a flexible hierarchical structure for rapid response to queries from staff and customers. We must also devise an action plan to identify a sequence of activities which integrate the transformation.
4. Leadership first. The movement should be headed by the director of the company, workers must see clearly the support of management and feel that the motivation comes from above and includes specific targets.
5. Teamwork. is recommended to create a team with 'change agents', people who know the details of the company and understand the importance of the project. It is important to meet once a week with them to update them on the process and that these, at par, transmit personal information to the rest of the respective training and work.
Subsequently, there have monthly meetings and get setting protocols that all members of the organization must comply.
6. Maximum attention. is important to monitor the points that will create change and share. The first 90 days after implantation of a measure should have some results and that helps motivate people.
7. Maintenance. Once established process monthly maintenance must be given to the strategy and measure results. If people stop being informed of the details, challenges, new tasks, etc., think that the "leader does not care so much this issue and lost."
The maximum to be followed at all times is that the news should always be made in line with core business concerns , with its corporate culture, as explained above.
Wednesday, December 1, 2010
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The search for greater performance goes, so essential for any kind of change in organizations. Whether the installation of new technology, reorganization of staff and new habits to be acquired by the staff. Continuous improvement of the labor is constant adaptation to new developments.
A common practice in business is to use a external consultant to detect any shortcomings in management, and thus to find possible solutions to increase the competitiveness of the entity.
In this process, hits the greatest enemy of innovation and optimization, the possible resistance to change the team of the company . For most employees, at first, rather than understanding the changes as an opportunity to strengthen the business, seen as a destructive intrusion that will generate fear and anxiety.
Often the management team has a part to blame for the negative view the change that has the people, because, for example, the distant and hierarchical ads they post, the style "The chairman announced ...." The management and communication of a process of change is the key to its success. If there is a false step can cause people to reject any request made to them.
What most influences on employees, to resist the change within a company, is due to the low level of awareness against which implies that "change."
The manager should be aware that without involving the staff, who are the foundation of the company, it is impossible to improve through change. must learn to take the place of workers and assess the situation from their point of view. The next step should be motivate them to cooperate and participate change with their own ideas and solutions. To this we must ask, systematize communication between management and staff, and establishing mechanisms for employees themselves to warn of what is not working well within the organization.
The secret is to promote the enrichment of employees as human beings, which is accomplished by incorporating a number of values, feelings ... who set a real corporate culture that engages every one of the people, and subsequently become a strong basis to support processes of change ahead.
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