Technology firms form 'OIC' to promote interoperability

Samsung, Intel, Atmel, Broadcom, Dell and Wind River have been listed among firms which have decided to form a development group with a plan to improve interoperability and to define the connectivity requirements for the billions of devices that will make up the Internet of Things (IoT). The group to be known as Open Interconnect Consortium (OIC) aims to define connection standards that will ensure interoperability of devices including PCs, smartphones, wearables and industrial appliances. In a release by Samsung Electronics today, the group said "The OIC is focused on defining a common communications framework based on industry-standard technologies to wirelessly connect and intelligently manage the flow of information among personal computing and emerging IoT devices, regardless of form factor, operating system or service provider." The specifications could make it simple to remotely control and receive notifications from smart home appliances or enterprise devices using securely provisioned smartphones, tablets or PCs. Possible consumer solutions include the ability to remotely control household systems to save money and conserve energy Member companies will contribute software and engineering resources to the development of a protocol specification, open source implementation, and a certification program, all with a view of accelerating the development of the IoT.

Interdist to represent Axis in Africa

Axis Communications, a leader in network video, has announced the appointment of Interdist Alliances as its authorised distribution partner for all African regions outside of South Africa. Through this agreement, Interdist will distribute the full range of Axis Communications security cameras across these regions. This is according to Jason McGregor, sales manager for Axis Communications’ South Africa hub, who says that Interdist has a focussed African footprint, a solid business and reseller network and a strong technical competence that aligns with Axis’s brand and its African strategy. “Interdist Alliances will be bringing global best practices and business value to our customers in these regions,” he says. “With quality, reliability and accessibility being key requirements for our operations to maintain the high level of customer service and support expected of us, we believe we’ve chosen well in this regard.” Kris Tierney, General Manager at Interdist says it is their commitment as a value added distributor to help companies like Axis find new opportunities and provide reliable, responsive support making full use of the reach offered through the company’s growing network. “Interdist Alliances is very excited to announce our new relationship with Axis Communications. We are confident that innovative security solutions, including video surveillance will create a huge new opportunity for our partners who can use their expertise in networking and storage solutions to position the Axis range effectively in many sectors, including retail, property management and the financial sector,” Tierney says. McGregor adds that this move marks an important milestone for the company globally. “Africa is most certainly the fastest growing emerging market in the world,” he says. “Our continent has gone through a remarkable decade of economic transformation and has become a very busy place to do business with talk of new investment, new cities, new airports and even new refineries. All of these places are going to need to be secured and it’d be remiss of us were we not to find our place amongst the buzz.”

Nigeria Wins at the 2014 Intel ISEF Special Award

Nigeria was not left out in the showcase of scientific innovation and development of scientific research at the 2014 Intel International Science and Engineering Fair which held in Los Angeles, USA as Nigerian students emerge winners in the Special Award. Ibukunoluwa Ruth Oladeinde and Eveshorhewa Sophia Samuel Ajayi of Doregos Academy Ipaja, Lagos won a second Life Science Award of $1,000 courtesy Sigma Xi Scientific Research Society in the category of Medicine and Health Science for the project titled: ‘Walnut: Sustainable Solution to Halitosis’ for the treatment and diagnosis of Halitosis. Nigeria was represented with 6 projects and 12 students at the finals in Los Angeles which is a follow up to the 2014 National Fair Competition which held in Akwa Ibom State earlier in the year where the students emerged as winners. The National Festival of School Science (NAFESS) which is affiliated to Intel ISEF is organized annually by Genius Illumina. Genius Illumina coordinates and organizes the Local Science Fair in Nigeria and prepares the winners for Intel ISEF. Intel Corporation, Shell Petroleum Development Company SPDC/NNPC-NAPIMS and Interswitch Nigeria Ltd partnered with Genius Illumina to organize the Nigerian Fair and ensure participation at the International Intel ISEF According to Corporate Affairs Manager, Intel Corporation, Babatunde Akinola, he stated that “Intel is proud to know that Nigerian students are devoted to the growth of science and technology. In a bid to increase advocacy to education stakeholders and continuous support for the support of Science, Technology, Engineering and Math education in Nigeria, all partners and Genius Illumina will embark on capacity building for science teachers in states of the federation in the next three years with the aid of Intel STEM courses to be offered through a mix of facilitated and e-learning platforms The other 5 projects that featured in the Intel ISEF finals include, 2 WP Tri-Generator, Doregos Private Academy Lagos, Nanopiece from Airforce Comprehensive School, Uyo, Design and Construction of an electronic pest control device from Maryam Babanginda Girls Science College, Minna, Traffic Control System for the Blind, from Teto Model College Yenogoa, Power Failure Solution, Government Technical College Lagos, Agidingbi Ikeja. Shell Petroleum Development Company will sponsor all 6 winners to attend Robotics Challenge later in the year.

Google collaborates with AAAN, ADVAN & MIPAN to develop Local Ecosystem Trains over 100 marketing and advertising executives 9th July 2014, Lagos: Google Nigeria has dedicated the month July to hands-on trainings that will further empower digital analysts, Online Marketing Executives and Industry professionals with core insights required to understand digital platforms and building digital campaign, that conform with global best practice. The hands-on training will include the Digital Excellence Training, Certified Trainer Program and C-level breakfast forum. The Digital Excellence Training is organized in conjunction with Association of Advertising Agencies(AAAN) and Media Independent Practitioners of Nigeria (MIPAN) Advertisers Association of Nigeria (ADVAN) to offer in-depth Google Adwords certification training for Account Managers, Media Planners and Digital Analysts in organizations as well as interested individuals. The Certified Trainer Program which is the first of its kind in specialised training in the Sub Sahara Africa is aimed at existing Google Certified Adwords Professionals who would like to develop more expertise in digital marketing, and function effectively as trainers and digital consultants. To be a part of this training, participants must: Be Google Adwords Certified (Active within the last one year) Have at least 2 years experience managing digital campaigns for top brands. The C level breakfast forum is an exclusive training targeted at CEOs and top executives with the aim of helping them prepare to better assess online campaigns and strategies. Juliet Ehimuan-Chiazor, the Country Manager at Google Nigeria stated that: “organising the training events is one of the numerous ways that Google is helping to prepare industry practitioners, agencies and advertising practitioners to better take advantage of digital platforms to reach out to their audiences” Ehimuan-Chiazor added that “the key objective of the training programs is to build capacity, enhance creativity and productivity among the target group of professionals.” She further stressed that “the Digital Excellence training, Certified Trainer Program and C-Level Breakfast program will provide CEOs, marketing and advertising professionals with the high-level skills that can scale up digital capacity building in Nigeria. The President of AAAN, Mrs. Bunmi Oke, frpa noted the importance of digital training and skills development most especially in the emerging global competition. She commended Google Nigeria for the collaboration with AAAN.

How Does Your Bank Approve Your Loan?

For consumers, a credit score helps determine how much you pay for certain products and services. In some cases, it may even have an effect on your chances in obtaining employment. A credit score gives lenders an idea of your credit risk and worthiness. Before credit score was developed, consumers looking to obtain credit went through a process that was deemed unfair and inconsistent. A credit score in today’s society helps consumers understand where they are financially in several ways. A credit score helps consumers obtain a loan approval fairly quickly. Whether you have a good or poor credit score, when you apply for credit you’ll learn your status instantly. The concept is exercised with mortgage companies, retail stores and vehicle lenders to name a few. Your credit score actually helps lenders make a fair decision, which is not based on sexual orientation or race. Their decision is based on your history and details related to that only. This may also help consumers focus on areas they need to improve to help increase their score.

A credit score has information from a consumer’s past and present, yet if you know you made some mistakes in the past your credit score doesn’t count it against you.

So when lenders look at activity related to your score, they can review details from your past and present. As time goes on, poor activity from your past falls off your report, meaning it won’t be visible or relevant but it fades away. A lender may decide to grant credit if they see recent payment patterns that are good. Since credit scores help lenders understand the history and risk of the potential borrower, it also allows them to offer more credit. Some consumers may apply for credit and be turned down, yet on the other hand you can go to another lender and be approved. This is due to lenders having different standards when it comes to choosing borrowers. In a way, this can be a good thing for consumers because it increases chances of being approved if you find the right lender. A credit score may help you obtain a lower rate on a loan. When this happens, lenders save because it allows them to save on lending costs and procedures. Studies claim that mortgage rates in this part of the world, (Lagos) precisely is higher than that one the ones in the rural locations of the same; meaning the credit scoring system helps those in Lagos in more ways than the citizens in the rural environment.

Season's Greetings

Wishing you all the best this Season and forever.

The need for Branding

What is Branding? Branding is a collective consumers perception of product or services. The total Approach Brand management starts with understanding what brand really means. This starts with the leaders of the company who define the brand and control its management. It also reaches all the way down the company and especially to the people who interface with customers or who create the products which customers use. Brand management performed to its full extent means starting and ending the management of the whole company through the brand. It is simply far too important to leave to the marketing department. The CEO should be (and, in fact, always is) the brand leader of the company. Creating the Promise Creating the promise means defining the brand. A good brand promise is memorable and desirable. It cannot be effective if nobody remembers it, and is no good either if nobody wants it! A good brand promise evokes feelings, because feelings drive actions. Volvo offers feelings of safety. Mustang offers feelings of excitement. The promise must be unique and identified with you alone. Within an industry, promises can be very close, but if you want any hope of success, you must stake out the very specific territory of your promise and know clearly how it is different from the promises of other firms. The right promise is not just something you make up on a Friday afternoon. It comes through a deep understanding of your marketplace and your customers. It also comes from a deep understanding of the capabilities and motivations of the people in your company. Creating a promise you cannot consistently keep, year after year, is plain suicide. Making the Promise Once you have created the promise, the next (and not so trivial) step is to somehow inject it into the minds of your customers, your staff and everyone who receives anything from you or has any impact on what you deliver. This is where marketing people come in to display their ability. Although it is still not their sole preserve, a large part of marketing, which includes advertising and PR, is about positioning the company and its products in the minds of customers and against your competitors. Keeping the Promise Ah, now. Creating and making the right promise is one thing, but then; you have to keep it. If you do not, your brand will still exist, but now the promise will be of slipshod products and inconsistent delivery. Keeping promises means managing capability. It means consistent processes that are capable of delivering what is required. It means technology and systems which are reliable and usable. It means motivated people who are willing and able to deliver the goods. Coca-cola is the most valuable brand in the world, with the name alone worth billions of dollars. But why? What is a brand? A Brand is a Promise First and foremost, a brand is a promise. It says 'you know the name, you can trust the promise'. As all promises, it is trusted only as far as those promises are met. Trust is a critical first step and brands aim to accelerate that step by leveraging the implied promise of the brand. Perception When the brand messages in all their glorious forms reach the people standing in their way, the brand itself is starting to form. This happens in the perception that is created in the heads of both intended customers and innocent bystanders. It is as perceived by everyone who touches the brand in any way, whether from a lifetime’s experience or a brief third-hand mention from a passing stranger. Perception does not come clean and pre-packaged. We take direct experience and infer meaning by passing it through a set of highly-biased perceptual filters. First we classify, using broad mental models and unique memories. Then we assess for immediate threats. Then we test against expectations and goals, re-predict the future and compare against our values. To complicate things further, all of this is biased by our current emotional state. The eventual perception we infer is thus far from the sensory inputs we receive. Even after the original perception, we continue to ponder, muse and reflect on our experiences, changing their meaning even further. Perception is the brand as experienced. Perception is not reputation, but reputation is perception. Transmission When I buy something from a company or otherwise experience the brand, I am getting a first-hand snapshot of what the brand really delivers. From this I directly develop my perception of the brand. On the other hand, if I listen to what others say then I am getting a second-hand version of events. I get their perception, which I then modify via my perceptual process. And if that transmission is third-hand, fourth-hand or more, then the effect is multiplied further. Communicated perception is reputation, but from a single person it is just a single data-point. If I am inclined to believe that person and act on their perception, then for me, that is all the reputation I need. But many people do not just go on the say-so of a single point of authority. They listen to others and think for themselves, too. Communication We not only listen to other people when they talk about brands—we also talk back, asking them questions and offering our own perceptions. Out of the conversation a shared meaning (or as much as this can happen) arises. Thus brand reputation may be viewed as being socially constructed. Thus reputation is not created in individual perception, nor even in a second-hand, unidirectional transmission, but in the dynamics of real communication between two or more individuals. True communication is communing, the joining of minds as is sought in open inquiry or dialogue. However this nirvana seldom happens. It is more like a battleground of ideas and wills, where evolution occurs in real-time. Discussions go around and about and eventually the loudest voice or the clearest idea takes root as an unspoken, tacit agreement. In many ways, the birth or change of a brand reputation is tied up with the brand reputation of the people doing the arguing. People with strong reputations, who command attention and trust, have the greatest potential to forge the actual reputation of the brand under discussion. Diffusion Beyond the local conversations whereby I get a personal sense of brand reputation, there are thousands of such conversations that travel across the unbroken network of human relationships. This is where the total reputation of the brand is built. There are many factors that affect diffusion, as identified by Everett Rogers and others. Some people know more people and talk more than others. Some people are listened to more carefully than others. The brand perception as received by these people will thus travel further than from others. But people belong to groups, and almost by definition converse more with in-group people and have different attitudes toward them than towards out-group others. Reputation is thus likely to grow differently within each group. Brand ideas will jump between groups like a forest blaze leaping a fire break only when there is sufficient heat and sufficient connection. And at any one time, reputation reaches as far across groups as the fire has spread. In some it may be fixed and established, whilst to other it may still be novel and a subject of heated debate. Decision

In the final analysis, the value of a brand comes in the simplification that it brings to decision-making. The inferred promise of a brand enables us to short-cut the evaluative part of the decision process. In our inner construction of the brand we have already done this, mapping out a simplified meaning. When we choose between brands, rather than guess or choose on tangible aspects such as price, we compare the brand values that we have inferred and hence rapidly make what we assume will be a wise and safe decision. The reputation of a brand includes an element of reliability. The psychology of judgment under uncertainty rears its head here, and our perceptions of 100% reliable are very different from even a 99% perception. This explains at least in part the fragility of reputation. The psychology of betrayal and retributive justice is another minefield for the unwary.

Six Effective Ways to Foster Innovation

Employee creativity and innovation are essential for the success of any business, particularly in times of economic turmoil. There is a clear connection between employee engagement and innovation according to a poll recently. Engaged employees are more creative and more willing to accept innovative ideas from others. Most CEOs value creativity and employees who are allowed to be creative are more engaged with their current positions. A company’s culture can either foster or stifle innovation. Fortunately, business leaders are able to shape a more creative work environment if they follow a few basic guidelines. Maintain an open dialogue between employees and upper management Dialogue will effectively motivate and engage employees. Always allow employees to present their ideas before important decisions are made. Provide feedback to employees, even when their ideas are not used, so that they know that they are not being dismissed. Encourage communication between departments: Collaboration between members of different departments often results in creative solutions for problems. Interdepartmental communication facilitates trust and prevents conflict. Departments that do not communicate are more likely to blame each other when problems arise. Organize brainstorming sessions If to mention names, I did indicate MTN, Globacom, Airtel and Etisalat to mention but a few has found the innovation in the telecom sector to be quite successful. Since 2001, telecom have allowed hundreds of thousands of MTN employees around the African populace to connect and come up with innovative solutions for company problems. You do not need to run a global enterprise to benefit from companywide collaboration. Give your employees regular opportunities to bounce ideas off each other. Engage employees by encouraging them to share creative ideas Do not limit creativity to special occasions. Employees should be encouraged to continually share their ideas with supervisors and each other. Find the most effective method of communication for your organization. You may want to create a type of suggestion box or schedule time at the end of meetings for people to share their ideas. Do not force people to be innovative Creativity can be encouraged but not compelled. Forcing people to present creative ideas at certain times will not bring true innovation. Rather, create a number of different incentives to draw out creativity. Innovative ideas could be rewarded financially, with opportunities for advancement or any other incentive you have found effective for your employee base. Remain flexible and forgiving Inflexible environments discourage innovation. Innovation often involves taking risks. Encourage employees to think outside the box and implement ideas without interference. Additionally, do not punish employees if ideas are unsuccessful. Employees who are punished for taking risks serve as a warning to others against being creative or innovative. Keep track of company innovations Many leaders in upper management lose interest in supporting creativity and innovation because they do not bother to keep track of past innovations. Knowing how many employee innovations have been implemented and how successful they are, presents a clear picture of the financial benefits of employee creativity. Keeping track of innovations will also indicate whether any alterations need to be made to recently implemented programs or the company culture.

Socialization

Process by which individuals acquire the knowledge, language, social skills, and value to conform to the norms and roles required for integration into a group or community. It is a combination of both self-imposed (because the individual wants to conform) and externally-imposed rules, and the expectations of the others. In an organizational setting, socialization refers to the process through which a new employee 'learns the ropes,' by becoming sensitive to the formal and informal power structure and the explicit and implicit rules of behavior. Socialization is in the HR, Recruiting, Teams, & Training subject. Socialization appears in the definitions of the following terms: knowledge creation, acculturation, orientation, and entertainment expenses.

Leadership and Personalities, what Alignment?

Leadership strategies are those actions that promote the creation of a unique and valuable market position through a system of activities that complement one another towards achieving the end goal. Often seen as a collection of informed choices, trade-offs and deliberate deviations from the norm, leadership strategies help determine where the opportunities lie and what you can do to best exploit them. In many cases, leadership strategies are the groundwork for a community, state company, or nation’s strategic plan and must therefore remain at the forefront when setting organizational goals to drive each segment concerned. But as addressed in Strategic Leadership for Executives, there are two primary branches of leadership – analytical and human – that serve as a framework for operational approach. And the choice of analytical over human is often the result of an individual’s personal strengths and weaknesses in the multi-layered aspects of office or business. Matching strategy with Personality Strategic leadership is often practiced by those who run large companies, managing thousands or hundreds of thousands of people throughout an extensive organization. To accomplish this task effectively, the leader must possess a refined set of skills geared toward achieving the end goal. And while it’s not necessary that he or she possess all traits, most will find a high degree of competence and comfort in the areas in which they naturally excel. Consider the following traits and their respective leadership strategies. Visioning and the Autocrat The term visioning refers to the initial spark of an idea, the moment that represents the start of any strategic plan. Once the leader has outlined strategic goals, all members of the organization or cabinet must work toward those goals, using all possible influence and resources to accomplish the changes necessary to support the larger plan. And though a leader’s strategic plan is often unique, it must also be relatable enough and have enough internal and external support to enable those who follow to think along the same lines. Without commitment, success is unlikely. Visioning is a common trait to most high-level executives or public offices holders, but some are not able to achieve as much success with it in comparison to others – in particular, the autocrat. The autocrat manages by telling people what to do and when to do it. Often referred to as a “micro-manager,” the autocrat possesses little confidence in subordinates and may even distrust them. In select instances, such as military or law enforcement applications, this approach may actually save lives and therefore serves as the best leadership strategy. However, in the corporate and public world, this managerial style is often viewed as stifling and almost always fails to entice the commitment required to achieve the optimal levels of creativity and innovation. Within this system, employees are unable to make decisions on their own, preventing not only their personal growth but also the sharing of valuable insight and creative ideas. As a result, an autocrat’s visioning typically produces little more than a high rate of employee turnover. The benevolent autocrat who employs ‘command and control’ Command and control sounds like a tactic the autocrat would employ… and even enjoy. But it actually has little to do with micro-management and more to do with fostering an environment that provides the necessities that allow the organization to achieve its goals. Focused heavily on creativity and innovation, command and control establishes a framework for achieving goals and then creates organizational networks that elicit the best from its people. Within this framework, the benevolent autocrat succeeds, primarily because they’re the driving force behind this particular employee-driven brand of corporate culture. The benevolent autocrat is typically someone who prefers to function as a coach or mentor to subordinates and frequently disseminates tasks to a wide range of people to maximize the organization’s talent. This individual makes important decisions then works toward convincing subordinates to go along, a process that has been shown to build an organic level of commitment at all levels of a company. Though the benevolent autocrat will often use rewards to motivate personnel, he or she may also use punishment, a practice that is viewed as counter-intuitive to modern strategic leadership.