Axelsoft ( importator NOD32) unde am abordat tema generoasa despre programe antivirus ,

Crucial Systems - Andreea AVRIGEANU a vorbit despre produsele CIEL si importanta software-ului de gestiune

Siveco Romania - Niculae FILDAN ne-a vorbit despre ce este si cum se mananca ERP-ul...

GMB - Ion BONI ne-a prezentat necesitatea pagilor de internet securizate

Orange - Alexandru Coman (Expert Data) a intors pe toate fetele noul Iphone 3G lansat de doar 1 zi in Romania

In emisiunea de maine il avem invitat pe Andrei Partenie - Corporate Manager la D-link Romania si vom aborda subiecte incendiare despre Retelistica, Wireles, Green Ethernet, proiecte mari de infrastructura sau partea de retail...atat de importanta pentru noi toti acasa...va asteptam pe YM cu intrebari in direct si va oferim desigur premii interesante ( rutere wireles D-link  si Pachete promotionale D-link)

In avanpremiera : nu va dura o saptamana si ne vedem in direct si pe internet...:)

O sa revin cu detalii...

IT pe paine va servim...

Sistemul Complex

Party leaders Asif Ali Zardari and Nawaz Sharif made the announcement after three days of talks. They would need a two-thirds majority to impeach.

Mr Musharraf took power in a bloodless coup in 1999.

He gave up control of the army last year and his allies were defeated in February’s elections but he retains the power to dissolve parliament.

Mr Musharraf has previously said he would resign rather than face impeachment proceedings but he has made no comment yet on the latest move.

Sacked judges

Mr Zardari, of the Pakistan People’s Party (PPP), and the PML-N’s Narwaz Sharif announced the impeachment move at a press conference in Islamabad.

Mr Zardari said: “We have good news for democracy. The coalition believes it is imperative to move for impeachment against General Musharraf.”

STEPS TO IMPEACHMENT Impeachment proposers need 50% majority in Senate or National Assembly President given notice of impeachment, and has three days to respond Joint session of Senate and Assembly must be held between 7 and 14 days later to investigate charges If resolution presented, joint session must approve with two-thirds majority OTHER POSSIBLE SCENARIO President dissolves parliament, placing country under emergency rule to prevent impeachment

Mr Zardari, the widower of assassinated former prime minister Benazir Bhutto, derided Mr Musharraf’s economic policies, adding: “He has worked to undermine the transition to democracy.”

He also warned Mr Musharraf not to dissolve parliament, saying: “If he does it, it will be his last verdict against the people.”

Mr Sharif said: “Pakistan cannot afford to see democracy derailed, this is not the same Pakistan as was the case in the 1980s and 1990s. People will not accept it now.”

The leaders say they will also move to have Mr Musharraf face votes of confidence in the national and four provincial assemblies.

They also promised to restore judges sacked under Mr Musharraf’s emergency rule once impeachment was successful.

How to proceed on that issue had caused deep divisions between the two coalition parties since the elections.

New territory

Mr Musharraf had been scheduled to attend the opening of the Olympic Games in Beijing but has cancelled his trip and will be replaced by Prime Minister Yousef Raza Gilani.

Mr Musharraf was elected president for a five-year term last October in a controversial parliamentary vote.

One presidential source told Agence France-Presse news agency Mr Musharraf was discussing a course of action and had the options of dissolving parliament or imposing emergency rule again.

The BBC’s Mark Dummett in Islamabad says an impeachment would take Pakistani politics into new territory, since no Pakistani leader has faced it before.

The president is still thought to have heavy influence over the military and its reaction will remain crucial.

Pakistan has been ruled by military leaders for more than half of its existence since Partition in 1947.

Musharraf faces impeachment bid

Courtesy BBC

President Musharraf has said he would rather resign than be impeached

Pakistan's ruling coalition parties say they will begin impeachment proceedings against President Pervez Musharraf.

Party leaders Asif Ali Zardari and Nawaz Sharif made the announcement after three days of talks. They would need a two-thirds majority to impeach.

Mr Musharraf took power in a bloodless coup in 1999.

He gave up control of the army last year and his allies were defeated in February's elections but he retains the power to dissolve parliament.

Mr Musharraf has previously said he would resign rather than face impeachment proceedings but he has made no comment yet on the latest move.

Sacked judges

Mr Zardari, of the Pakistan People's Party (PPP), and the PML-N's Narwaz Sharif announced the impeachment move at a press conference in Islamabad.

Mr Zardari said: "We have good news for democracy. The coalition believes it is imperative to move for impeachment against General Musharraf."

STEPS TO IMPEACHMENT Impeachment proposers need 50% majority in Senate or National Assembly President given notice of impeachment, and has three days to respond Joint session of Senate and Assembly must be held between 7 and 14 days later to investigate charges If resolution presented, joint session must approve with two-thirds majority OTHER POSSIBLE SCENARIO President dissolves parliament, placing country under emergency rule to prevent impeachment

Mr Zardari, the widower of assassinated former prime minister Benazir Bhutto, derided Mr Musharraf's economic policies, adding: "He has worked to undermine the transition to democracy."

He also warned Mr Musharraf not to dissolve parliament, saying: "If he does it, it will be his last verdict against the people."

Mr Sharif said: "Pakistan cannot afford to see democracy derailed, this is not the same Pakistan as was the case in the 1980s and 1990s. People will not accept it now."

The leaders say they will also move to have Mr Musharraf face votes of confidence in the national and four provincial assemblies.

They also promised to restore judges sacked under Mr Musharraf's emergency rule once impeachment was successful.

How to proceed on that issue had caused deep divisions between the two coalition parties since the elections.

New territory

Mr Musharraf had been scheduled to attend the opening of the Olympic Games in Beijing but has cancelled his trip and will be replaced by Prime Minister Yousef Raza Gilani.

Mr Musharraf was elected president for a five-year term last October in a controversial parliamentary vote.

One presidential source told Agence France-Presse news agency Mr Musharraf was discussing a course of action and had the options of dissolving parliament or imposing emergency rule again.

The BBC's Mark Dummett in Islamabad says an impeachment would take Pakistani politics into new territory, since no Pakistani leader has faced it before.

The president is still thought to have heavy influence over the military and its reaction will remain crucial.

Pakistan has been ruled by military leaders for more than half of its existence since Partition in 1947.

I trudge back late Friday night, tired with the activities of last week. Funny, I can not remember what I have achieved ( 'm not sure that over a list of things to do!) But I'm tired as hell.

Of course, is a family history - but we are about to give a happy ending. With so much technology at hand, the life of the company owner has to be simple. Read our suggestions on how to make life easier.

Getting the right equipment. Can not believe us at first but juggle between different independent computers can actually eat in the precious time. Consider the simple effort needed to make a backup of documents on CD, cataloguing and make safe place. A server to facilitate their lives by allowing fast access to files stored on different machines. If you do not have one, it is time to enter the twenty-first century!

As a result of this software. How many signing checks in one day? If you do not have enough staff accountant, do you consider the bills, making checks, bills and update yourself? No wonder you do not have time for anything.

The accounting software packages that are not only automate the process of paying bills, but can also generate invoices, monitor late payments, put on alert, generate reports and so forth.

Similarly, payroll software can be very helpful when you have a large number of people working for you. A package can make your life easier to manage the planning, monitoring of hours worked by employees, the maintenance of international assistance and much more.

You can also issue a warrant for his bank to pay utility bills, salaries and so forth by debiting your account. Think of all time, energy and paper saved!

Put your site to good use. You do not? Well, obtain as soon as possible. A Web site can save time and money and their lives in the process. If you are participating in a series of questions from customers and direct to the FAQ section on its site. If you're wasting time selection a lot of resumes, asking candidates to the application via the Internet instead. On the basis of filters on your site, you can ensure that only the most relevant for reading.

It may also be conducting many activities in line as possible - which includes managing their bank accounts, fees, ordering, etc..

Take the phone! Yes, you heard right. Take the phone, but for good reasons. If the review meetings routinely hold other activities, because you are not physically present to assist them to a television or video conference. It is a fact that the meetings lose much time - if you have to meet a group of people known regularly to discuss issues, make the place long distance.

Despite all the technologies over their lives easier, we will go out with a small caveat. It is equally easy to fall prey to them. Make sure the "new message" warning in your inbox you are not distracted during a meeting ... or checking your voice mail does not become an obsession. A large number of really important things you have to do their work requires time and attention and not the technology to do. Set aside a portion of each day, when you win all your gadgets and accessories in his mind. Friday night will be much happier, we assure you!

Urgent smith prayer update

Believe it or not, high oil prices are certainly here to stay. This necessarily leads to greater inflation rate and much less purchasing power. This means that more and more money is needed to buy the same number of units of goods.

At present, the economic weakness of the U.S. feelings do not contribute at all in our minds closed. Already, food and high fuel prices are triggering violent protests in many developing countries.

"In the middle of difficulty lies opportunity," said Albert Einstein. It is not a moment to put their hands in the air, despair and neglect. I say, simply a change in its attitude and small adjustments in your lifestyle to maintain a more reasonable standard of living.

Not only that, save money, as well as transmit and gold to save the habits of our young generations.

Without further ado, let's examine how 7 simple and practical tips can help fight inflation and save as much money as you want. They can be easily implemented by a person who lives in a country, but nonetheless requires some discipline on your part.

1) If you really need a credit card, then cancel all other credit cards you have and just hang one. Yes, you heard me right. Keep only one credit card. If not, completely avoid credit cards and a debit card instead.

Thus, intuitively and reduce their costs, while consolidating all outlets in a single card. Once you've accumulated enough points, go ahead and share a good restaurant or free airline ticket for yourself. Yes, the best things are free!

2) Keep your hair short, but reasonably presentable. If you continue reading this article, you can not live on Mars. And you need to know is the summer at this time. It is when the mercury shoots right off the edge and your electric bill chewing until alternative cash.

Hear me. His head radiates a considerable amount of heat. Keep your hair short, you feel fresh, whatever time of day and not enough to the air with distance. As you know, air conditioners are known for guzzling energy and can easily account for two thirds of its energy bill.

3) To consolidate and exercise all "manual" tasks at once. Take, for example, you stay home and the mother must perform household chores throughout the day. May These tasks include taking children to school, cleaning the floor, suspended sheets and so on. Instead of making a point to make the greatest possible number of tasks consecutively. Once finished, give a quick relaxation, but ten minutes to shower, splash in some sweet smell of talcum powder and again, you can avoid the use of air conditioning.

You feel good, work is done and by the way, Have I mentioned that doing chores is a great way to relieve? I guarantee that you will be pleasantly surprised at how much you can save money by avoiding to turn the air conditioning only.

4) Did you know that you can literally have their cake and eat it too? How so? A very neat trick I use is to check hotels in the vicinity and cakes for their "specials".

This is not commonly advertising, but it is known that many of them offer massive reductions from one day to bread or cakes that are unsold. They are edible for insurance and you can keep some for breakfast tomorrow morning. More importantly, you can save some money on food quality!

5) Many of us have a car to work or the other or for personal reasons. But whatever the vehicle is purchased, all policyholders prices and, therefore, are faced with the problem of the rise of fuel prices. If you are unwilling or unable to give up their wheels and take public transport instead, here's what you need to do to save gas and stretch their Dollar: the Waste simply undesirable.

Studies have shown, on average, every 50 kg of load added to your car increases fuel consumption by 2 percent. In addition, make sure your vehicle is properly maintained improves its fuel economy and save fuel. This means keeping your tires properly inflated (inflation) and the use of thinner tires if you can.

6) It is a real smart way to reduce much of their weekly food bill. Food is essential to life, but the next time the company about supermarkets, keep your eyes open for "house brands". They are foods purchased and wrapped by supermarkets. In this process, means undesirable man is cut in the supply chain and savings translates into lower food prices for everyday consumers like us.

Concluants studies have shown that food quality and nutritional value has not changed at all, even in comparison with the more expensive brands. Try tactics secret and you will be surprised at how all these savings add each month.

7) The increase in budget airlines is unprecedented and should not have gone unnoticed by anyone. Whether you are an avid traveler or a businessman, maintain a good investigation for promotions and special prices offered by these companies. In fact, an airline ticket can easily go below one dollar, excluding various taxes and fees!

Some of them may have mistaken ways of reducing safety standards or financial difficulties, but they are all worthy of air, I am sure. Moreover, they represent a value for money laundering, trafficking in air transport. For example, you can save on air tickets cheaper, smaller (annoying) and fuel taxes and fees that do not endanger the comfort largely because most type of budget flights are short, each a lasting only a few hours.

The advice I have written here is certainly not exhaustive! So please their valuable comments and the whole world will benefit from this fact.

Inflation is here to stay until the end of this year at least. Caution is now the name of the game. As suggested, make a sincere commitment to change their attitude and lifestyle. In the process, you are saving a lot of money and strengthen their purchasing power. Beat inflation at their own game!

To choose a place

An important factor to learn how to make money at home is to choose the type of work for you. If you choose something that you do not know, you might luck, but that is just as likely to hate what you're doing. On the other hand, if you choose work you have previously had experience in a way that you know what is at stake, you can make a choice based on information not think desires.

Advantages of working at home

When you set to make money at home, you are probably able to define many benefits for its change of venue. You questioned some of its shipping charges, especially if you travel any distance to get your business. You can find that will save money on clothing, child care, food and some miscellaneous expenses that can add when working outside. Intangible benefits include the ability to set their own schedules and working hours that fit their schedule. You do not have to respond to everything except the chief customers to develop during their work.

Do's and don'ts

Prepare to earn money from home requires you to pay attention to a little common sense and do whatever the nature of the work to decide which is good for you. For example, to be precise in everything you do. You can not be a person other than the client for your search. If not correct spelling, grammar or punctuation, which reflects poorly May and that prevents it from doing additional work that the client or other people who read criticism of the client.

How can we win?

In most cases, their ability to earn money at home, is only limited by the amount of time you want to work. In fact, you can earn a good income without compromising their health due to overwork. It may be more important for you to do a bit of life and not only existing work and at home may be less stressful in many respects, therefore, provide a better quality of life quotient. Whether you choose full-time or part time, revenues also play a role in all of their income.

A large number of notaries to make peace of mind in this way each signature is wrong if it did correctly or not. Missing a signature is not a reason to be sued directly. There should be multiple implications of raising a demand. Messing with the documents, violate the law and does not require the company could involve a notary in court. That's why it's a good idea to get insurance for errors and omissions. In all states, there is a need for E & O insurance, be sure to check online under your state for specific details. I stressed the importance of the quantity of coverage, because you can choose the amount you want your company to be covered. I can not tell you how many stories I've heard that notaries have not received assurances update, and then not put in a directory, or thrown into a Rolodex escrow, simply because the companies did not want to pay the higher monthly premium.

The prices of E & O insurance vary and are paid annually. The coverage is cheaper for $ 15K and costs about $ 19 per year, very cheap when we talk about protecting yourself. The $ 100K limit liability tends to steep and costs about $ 195 per year. This amount is new is ridiculous and is not feasible for most notary public.

Think about the overall picture. If you do not protect your car, you can hurt your business and even family. There are many notaries who get away with not paying insurance and are well past. There are horror stories of the man who later lost his house because his mortgage company sued for negligence. It does not happen often, but its good to protect themselves.

When a Telemarketer calls, the Company is required to provide a telephone number that can be recovered and at least leave a message. However, most telemarketing calls are made by a computerized device, so that the number of its Caller ID is more than likely not his main line, but one of several other business-related. In the case of missed calls, to find more information may seem difficult, but actually, it's easier to do on the computer. Whatever the situation, without leaving phone searches can provide valuable information for reducing telemarketing.

Reverse phone seeking access to a large number of directories, both public and private, so you can find some basic information on most issues, including issues telemarketing subsidiary, simply by entering the number into the search box. The amount of information that will vary depending on the amount of information available in the directories, but you can usually find the name of the person or company. There are also Web sites that let you search a directory of numbers and the list of telemarketing complaints registered against a number. You may file a formal complaint and crime numbers have entered the repertoire of telemarketing at the same time. More information is often the first step to stop telemarketers.

If you have been harassed by a Telemarketer or other unsolicited call, you can find more information on the number using the many resources available on the Internet. Reverse cell phone searches are an excellent way to access directory information, and to stop by telephone.

Of course, you constantly hear about the wide range of opportunities for enterprise. But, while there were many frauds, you must be aware of. If you are not careful, could end up losing money on the Internet.

That said, you can certainly make money on the Internet. It is not really a wide range of options to choose from on the Internet. You can choose what you want to do based on their interests and skills. And with so many advantages, you would do well to follow a career in line.

As mentioned, there is fraud, we must be cautious. With the proper amount of research, you can avoid potholes in the road and fraud in which they take their time and money. Be careful, but at the same time be willing to take risks.

There are many people who pursue a career in line and absolutely not. There are several reasons for this. First, probably fell for the myth that you can make money quickly on the Internet. Too many people start a business or participate in a program expected to get rich quickly, and when it does not occur in the first few weeks are going.

Another problem is the infinite amount of freedom is granted when working at home. You can work whenever you want at their own pace, and there are many distractions such as children and television. It is for you to stay focused on the task at hand and do the job. Being a self-starter is essential.

Lastly, you must be capable of performing many tasks at the same time taking risks. There is no place to stand idly by and let a chance to succeed. You must be a go-getter to earn money on the Internet. And so to cope with competition, you must be willing to take risks to get rid of the rest of the crowd.

Hence, earn money on the Internet is possible? Yes. However, you must be willing to work and take risks. With the right amount of research and patience, and you can make money on the Internet. If you rush things and expect to make you rich overnight, you do not succeed on the Internet.

While it is possible that at the moment, we know that what has happened too many who had already done in many niches on the Internet. If you are one of those few enthusiasts increase based business owners, who urged a return and can not wait months for a net profit-knows that there are easy ways for her. MDD rights are one of the options that you can use today to build his own career marketing from the outset. With this concept of ownership, once you receive a package that has been taken instead of you and you can change your own name and virtually without many restrictions on what can be done with recipient countries to meet the benefits means have to market its new package of business.

In these packages are announced and the promotion online, you can receive loan companies constructed, items that you need in the market and built a content site authority. Packages rights of private label, including known as DPP packages can be found in time of two packages or monthly shipments sites members. Many of us jammed in terms what to do or how to start a profitable business-it can not be otherwise with the recent entry of the MDD. With this model recent DPP content now encouraged by an easy way to stay at home enthusiastically to the benefits because the convenience of not having to prepare the product or assembly of 80%, which is really necessary to begin to build a stage a line of business to take advantage of the Internet should not become an adult or maintenance of the question for the new company enthusiastic home.

Today, many resources, tools and training are most often given by increased business preferred. Many of us jammed in terms what to do or how to start a profitable business-it can not be otherwise with the recent entry of the MDD. How to take advantage of the Internet is a question that arises today to respond to many who prefer the simple and cost-effective to exploit the Internet with a large number of measures already taken care of the exclusive products available only for some.

Since you want to become the first millionaire in your family, you should consider some more points before cutting to make his fortune. Starting with a solid foundation will give you a plan for what lies ahead. Taking into account the end of the one hand, the result you want, before you start will help you achieve your dreams more than anything else.

Here are some talking points for reading. Factors to be taken into account in their work at home business are as follows:

1. His new opportunity you must provide their own website. If you start a home Internet business, you need a website. I think it's a no-brainer conclusion, but how do you get is very important for you. You are less likely to pursue schemes that require you to learn HTML or other coding to build its window. Moreover, since you are probably working full-time employment while you are online wealth creation as a first step, you do not have time at the end of their work to sit with a book of 400 pages to teach you something new without an instructor to hold your hand.

2. The amount you make is yours. I have already said that its plan to compensate for their work at home businesses should be one that is easy to explain to others and lets you keep all it can for itself. (Not always transaction costs, however.) Consider this: If you've seen any number of business ideas, which has warned it could be limited by factors beyond their control. If you sell products on eBay, you are the thanks for their suppliers. If your best selling product is no longer available, what do then? Do you?

You should be able to control the largest possible number of elements. An excellent choice for your home business might be digital products. The Internet is never closed and your house will never be in the rear. They are always available. No inventory. And his client can recover his own team at the time of the transaction. You are not an internship at 3 o'clock in the morning and I wonder when its cold-blooded pink socks will be available.

3. It's easy to complete their transactions with you. I have used different suppliers to buy products online, as I am sure you too. The difficulty levels are staggering. Some companies make things so complicated that I gave the impression that really does not want to do business with me. Occasionally, I get frustrated with the process and decide to adopt my money elsewhere. As my level of irritation increases, the head of the door. Its customers as well.

We need a work at home business that is easy for everyone. If you find that you have problems with their transactions, their customers as well. It is not a good way to start a long-term relationship. Someone told me once that bad situations are often not improving. Pearls of wisdom.

I hope that these considerations it has helped determine the best home business to enable it to fulfil its objectives. The possibility of making an income online is very real. You just have to be careful with whom to associate and make sure you understand all is to understand that before making a commitment to follow a route instead.

Many Internet home based business opportunities out there for everyone. The challenge is to find one that is cheap to begin with, it is easy to manage, deliver as promised, and gives the income that you deserve. Nothing brings more joy to have an inspired plan to complete and achieve good results. Now it's time to start or continue the search for the company that suits you best. If it does its job well and it does not, its success is only a matter of time to arrive.

Os moradores da cidade de Araxá, situada a 375 km de Belo Horizonte (MG), levaram um susto nesta manhã. Um veículo Fiat Uno que estava estacionado na rua Omar Dumont Filho perdeu o freio e invadiu uma escadaria.

De acordo com a Polícia Militar, o veículo atravessou a avenida Sebastião Fonseca e Silva, às 9h, mas não houve feridos, apenas danos materiais.

__________________________________________

Como um carro desce uma escadaria sozinho ?

Pergunta sem resposta ?

Eu peguei esta notícia da Seção do 'vc Repórter' no Portal Terra para mostrar a baixa qualidade da retransmissão da informação.

Mesmo não sendo escrito por um jornalista, apenas por um internauta [como eu e você por exemplo], mais detalhes seriam cruciais para uma melhor compreensão do texto, pois apenas este pequeno texto não há sentindo, é como uma feijoada sem sal , carne e tempero !

Last Sunday’s episode of How Do They Do It featured how to transfer oil from the oil rig to the other parts across the globe. We all know that oil is an essential source of energy and this job is crucial especially if you are tasked to transfer lots and lots of barrels of oil by trans-oceanic transportation. But in the show it featured the Mighty Servant, a transporter that acts as a giant-ocean-going pick-up truck to sail the oil rig itself (20,000 tons of oil rig, I think) to the other parts of the world. It is very risky due to the natural occurrences of typhoon or other weather disruptions. What I saw was when the workers there were transferring the oil rig to the Mighty Servant, they were extra careful because the ship might become unstable because of the heavy weight of the load. This is a very crucial task, because they have to be accurate on the position where the oil rig should be. If the lift is successful, then the Mighty Servant will have its 5-week voyage across the globe to the other parts of the world.

Discovery channel also featured electric shaver from the Braun company in Germany. This is a very convenient especially for men because it provides a skin smooth shave for their mustache. The most critical considerations about this product are the blade and the protective foil, because the safety starts there. So critical that some parts have to be microscopically engineered, and should undergo photoelectric plating to produce a photographic image that would be used as a template. Then, in the fully operated assembly line, parts of it are brought together. After that, the new products need to undergo testing to assure that they are safe.

Next top, we got transporter, the SPMT (if I’m not mistaken) from Fagioli. It weighs over 15,000 tons, has 16 wheels and can move to 5km/hr. This man made marvel is used to transport the turbine from the production area in Milan to the power station in Arizona. It is highly maneuverable and very accurate in terms of distances. It has hydraulic suspension system and it can weigh materials up to 570 tons. The Fagioli people transferred it by lifting it and loading it to the 150-meter long barge and it took a painstakingly 30 minutes. Then, after checking and double checking its precise position, the journey of 10,000 km starts from there to America.

The most interesting feature above all was the fire-proof race suit that a racer should use when he or she is into drag racing. This will protect the driver (of the Fire Force car) from any possible explosion due to the jet because of the use of highly expensive fuel. The Fire Force car can run in 700km/hr in 5 seconds, and even uses a pair of parachutes to slow it down. It takes two days to complete a suit that would insulate the driver’s skin and at the same time would also gave him comfort. The first thing to do is to make create a design that would serve as the template. Then you cut out the fabric, and with this, they used computer-controlled cutting machine. Amazing. The fabric would protect the driver not only from the fire but its three-layered fabric would also protect him from the radiant heat. They used fire-resistant thread, of which I never knew existed, I was really impressed. After it, one can now put the logo design in front. Then the suits are tested to ensure its safety.

It’s incredible, when Discovery channel featured these amazing products. With technology, such things are really possible.

A spouse who wants you to spend more time at home but your career is at a critical stage and you need to work continuously. Instead of talking it out we rely on either silent treatment or petty games of sarcasm.

Or an employee is doing half-hearted work and we know he'll never improve his efforts without candid coaching, but we also know an honest conversation could be unpleasant, ineffective, or worse. He could hold a grudge or even sabotage in ways that we can never know.

These situations happen very frequently in all our lives. We need the ability to handle controversial discussions to determine how influential we are in our personal and professional lives. In all our lives there are areas which are stuck in an unhealthy rut. The key to getting unstuck is by critically analyzing the situation and to talk the same out with the person concerned. I am yet to read the book but with the little I have read I think this is very essential in ones personal and professional lives.

Hemos de decir, que no es fácil encontrar hoy por hoy este tipo de kits, pues aún las tiendas no se atreven a hacer inversiones en stock para esta gama, de modo que por ahora la variedad de la que disponemos dista mucho de ser de nuestro agrado.

Esperamos que os sirva de ayuda y orientación. Si estas interesado en el desarrollo de precios y especificaciones de este tipo de kits, no olvides visitarnos de vez en cuando para ver las evoluciones de esta lista.

Descarga la lista (PDF): Kits 4Gb DDR3 Abril 2008.

After careful consideration, it has become apparent to me that putting myself in jeopardy of commenting on active litigation that (potentially) involves my employer isn't a smart thing to do. That being said, I've decided to leave this content here, but with the following disclaimer:

The opinions expressed here are my personal opinions. Content published here is not read or approved in advance by EMC and does not necessarily reflect the views and opinions of EMC. The information I've presented below is through personal research through publically available news sources (news.google.com and other media outlets) and does not represent anything but a high level overview of the potential consequences of this lawsuit. 

-

As I was holding my 11 day old daughter last night (about 3am or so), I kept going back to this whole lawsuit issue between Seagate and STEC. There were a few things that were bugging me about the nature of this suit and, I thought I'd pose them here.

a.) Why STEC? In my mind, STEC represents the first successful ENTERPRISE foray for SSD drives in the storage market. BiTMICRO and mTron have done an excellent job of being the performance leaders for consumer drives, but, never quite reached that pinnacle of performance and reliability that is needed in the enterprise storage space. As such, STEC represents the single greatest danger to Seagate and their ability to continue to push FC disk as the performance leader in enterprise (SAS is another great challenger to that concept, but we'll leave that for another discussion). Additionally, as pricing parity is reached between SSDs and magnetic disk, there becomes an even greater divide between price and performance.

The other aspect of "why STEC" has to do with the who else is in the market. Why didn't Seagate sue Samsung, Intel, BiTMICRO, mTron, Crucial, et al. in addition? Each of these companies have SSD devices (either of their own design or OEM'd from others) that they're pushing into the market...

b.) Why sue vs. purchase? Interesting concept, at least to me. Knowing that they were somewhat behind the times on this new technology, why didn't Seagate investigate the potential benefits of purchasing STEC? It makes sense, really. Companies routinely purchase IP in order to gain advantage within the market. With Western Digital buying Komag (and locking up platter manufacturing), why not go down the route of buying your greatest threat? All in all, Seagate easily could have read the writing on the wall and seen where SSDs were going (especially after the EMC Symmetrix announcement!!!!). If Seagate truly wants to protect their shareholders, etc. it would make sense to get into a market segment that promises to be upwards of 8 billion dollars within the next year.

These are my initial thoughts for this morning. Let me know if you have any other ideas.

EDIT: 4/15/08 @ 12:21pm EST

c.) Is Seagate turning into the next Rambus? Sitting in a meeting this morning, I was again trying to review some of the peculiarities of this case (which have been somewhat validated by the statement issued by STEC below). Seagate's main contention is that STEC violated the following four baseline patents within 3 discrete categories: error correction, memory-backup systems, and storage interfaces with computers. If we follow this particular logic, then, we must assume the following:

• Seagate developed, controls, and receives royalty payments for: SAS, SATA, Fibre, SCSI interfaces within a given open system AND the signaling technology. (i.e. both physical and electrical connectivity)
• Error-correcting algorithms are EXCLUSIVE to Seagate and as such, SMART, sector remapping, etc. are exclusive domains of Seagate's IP.
• BBUs (battery back up) devices specific to cache within a storage system are proprietary to Seagate and thus subject to oversite and/or royalties, etc.

What's not really clear here (and mind you, I don't have access to the patent #'s in questions and their technological backend), is the role of each of the governance boards in this (Fibre Channel Industry Association, SCSI Trade Association). What I find very fishy is that Seagate, being a part of each of these groups, would be allowed to patent something that is an open format (that I am aware) and a trade standard (i.e. Fibre connectivity). If you recall, Rambus did the EXACT same thing by sitting on the DRAM design boards and then backend patenting the technology that was developed. Not saying that Seagate is ultimately a mini-Rambus, but the sheer ferocity in which Seagate seems to be going after STEC is quite suprising.

oh, and in case you missed it, STEC released their counter-statement this morning:

STEC is one of the first companies to build SSDs, having designed, manufactured and shipped SSDs as early as 1994, long before any of the suggested patents were issued to Seagate. Given the effect SSDs are having on the HDD market, STEC believes that Seagate's lawsuit is completely without merit and primarily motivated by competitive concerns rather than a desire to protect its intellectual property. STEC believes that Seagate's action is a desperate move to disrupt how aggressively customers are embracing STEC's Zeus-IOPS technology and changing the balance of power in enterprise storage. Seagate is sending a clear signal that it recognizes STEC as the leader in the SSD business and is attempting to slow down part of the growth that STEC is gaining through its SSD offering, particularly in the enterprise segment. STEC will aggressively pursue its defense to this infringement action.

In addition, STEC will also closely examine the patents asserted by Seagate as STEC believes it held such technology including prior patents, dating more than a decade prior to any of Seagate's patents. Although STEC is in the process of analyzing the claims in this lawsuit, STEC believes that Seagate's asserted patents pertain to technologies where STEC has years of prior experience and/or patents. STEC has significant patents related to SSD which have been developed through the decades of experience STEC has with developing, manufacturing and shipping SSDs. Beyond that long history, STEC also believes that many of Seagate's claims are not relevant to SSD. For example, STEC was one of the originators of stacking technology with patents dating back to the mid-1990s, while Seagate's patent on this matter was issued in 2005.

Through this process, STEC will determine if Seagate is misappropriating any of STEC's core technologies; STEC will take appropriate action to protect its interests, including seeking the invalidation of Seagate's patents.

(emphasis mine)

cheers,

Dave

So, there we were this morning in her office for the meeting.The sequences of the audition are as follow:

She was quite nice and explained everything thoroughly. I was intimidated by her giving information regarding the course.

This silly and wacky thought approached me all of a sudden. I kept picturing me with a guitar on my back going to classes.Cool.I always admire music's students.They are all very captivating to look.But then, the dream shattered when she told us about the impromptu audition if we still very keen in it.I was deplorably surprised.She wanted to asses us at the moment without any preparation.She said that it's just a simple audition about pitching, rhythm and perhaps the most shocking was the fact that we had to sing too. Chip went in.Then Nel's turn.I was so deeply nervous(ah me, u know how I would react like).

I went in and she asked me to stand at the door. She played the keyboard and I have to identify the pitch and utter the sound.

"Laaaaaa...". My voice cracked.I could feel that the glasses were all smashed into smithereens. I was so nervous. She pressed another key.The result was the same.She told me to stay calm.Then, the rhythm test.She clapped her hands repetitively and I followed.I passed with flying colours.She asked me to sing a song.Numb I felt.Took a very deep breathe, I sang 'Your Guardian Angel' by RJA.One verse completed, I stopped.She nodded.Then, miraculously she played the verse that I just sang.OMG.She's so magnificent. Then, she repeated the pitching test.Some how I got the note.Flattered.She tried another note.Low note.Slightly different.Then she pressed the note that I just matched again.She sighed, pitching lari.End of the nerves-wrecking and adrenaline pumping audition.I failed.When to sit for Syntax 3rd test.

However, the best part is that I keep smiling upon reminiscing it.And still am.What a precious experience!.Hard to get!

Fulham

1. Kasey Keller

17. Paul Stalteri
4. Paul Konchesky
18. Aaron Hughes
32. Brede Hangeland

27. Danny Murphy
26. Leon Andreasen
21. Jimmy Bullard
25. Simon Davies

20. Brian McBride
11. Diomansy Kamara

Subs:
12. Tony Warner
3. Carlos Bocanegra
23. Clint Dempsey
24. Hameur Bouazza
9. David Healy

Sunderland:

1. Craig Gordon

5. Nyron Nosworthy
26. Phil Bardsley
44. Jonathan Evans
15. Danny Collins

7. Carlos Edwards
10. Kieran Richardson
20. Andy Reid
8. Dean Whitehead

11. Daryl Murphy
17. Kenwyne Jones

Subs:
32. Marton Fulop
14. Danny Higginbotham
18. Grant Leadbitter
23. Roy O'Donovan
16. Michael Chopra

I would invite you to state what according to you are the top 3 most common / obvious mistakes that companies keep making over and over again in this context.

The ANSWERS:

 Arun Sinha
Coach: Perfect Approach. Recruiter:CXO's. Leader:Corporate Operations.Management Mentor:Mavericks.
They Forget too soon:

1) The more you give the more you get. They stuff up their own pockets sooner than later. Money is like manure. Conifined to one selfish solitary corner it heaps up but it begins to stink!
Spread over a field tilled by team members it yields golden harvests.

2) Business is People and the best work for the best.

3) "Money makes a mare go"...not a self respecting professional. He goes on his own before you bat an eye lid.

Arun
Terry Tudor
Intuitive Strategist and Business Director
leadership or lack of
don't know how to have effective conversations
poor conflict management

 Mohit kant
Associate- Business Intelligence at Hill & Associates
3 Mistakes Companies make

1)Inability to appreciate talent, ideally managers should follow 7:1 rule, 7 Positive Feedbacks for 1 developmental feedback. Most managers fail to do that.

2)Not providing monetary benefits to the one’s who deserve it. Ideally if you work hard you want to be rewarded. Many a times good work goes unnoticed.

3)Internal Politics, Intenral Politics is the chief cause for high attrition. Ideally companies should try to foster an environment where competition is friendly and not cutthroat.
 Simon Kuah
Consulting Manager at JCG Search International
y personal answers to the above question:

1) Proper Channel of Communication - There is no proper channel for talented staff to voice out their concerns and queries that needs clarifications. Sometimes, it is the lack of 'it' (channels) that most companies fail to have that force a talented work force to leave as they do not feel valued.

2) Management - When you have a management who is more sales focus and target oriented, they tend to forget 'WHO' brings back the bacon and this is a mistake that most companies forget, and especially when the Management did not appreciate or reward the staffs/ teams.

3) Sincerity - Little activities or any conversations that takes place within the office environment will play an important part contributing or having a deciding factor in which whether a staff leaves or not. Human is a different race totally from animals. We have emotions and we are sensitive, we know what is sincere and what is not. If a greetings or conversation is always about asking SALES SALES and MORE SALES, we will only feel that the conversation is only for the sake of striking up a conversation without any purpose nor meaning.

In my personal opinion, all the above mentioned contributes to the fact that some companies fail to retain their staffs. In fact, my above 3 points is only a small tiny portion among the many that others may have in mind. We cannot always have the most ideal situation and working in the most ideal environment, but what I do know is that we can try to make our work place a better place to work in RATHER than thinking that since others in the same industry has always have HIGH Turnovers and hence, its not surprising to have the same in the current place you worked in. YOU don't follow the trend, YOU create the trend.
 Jim Dougherty
Operations Manager at Oak Patch Gifts
Shalini, I think that a large part of retention is communicating with employees and developing a business relationship where you are attuned to dissatisfaction. Higher pay and different responsibilities don't amount to cause, they are simply the effect of something more insidious that in a lot of instances can be mitigated. That said, a colleague that has a great opportunity elsewhere is a tribute to the development of the organization - and no company has an org chart flat enough to satisfy all of their high-pot's needs.

As for developing teams that serve the best interests of the organization, I'm not sure that you can say that there is one clear answer - different folks do things differently. What you would categorize that way another may not. I don't think there can be an ideal in this regard. Open, honest communication towards the team objectives could be a helpful strategy of keeping everyone focused and enabled, regardless of the team structure. I would also submit that open, honest communication can help focus employees towards their shared goals as well.

..
 Charles Patrick Garcia
● ● Capital Raising for the Global Hispanic Markets ● ●

A company's view of people is an unmistakable reflection of its organizational character. If it sees people as selfish, lazy, and unmotivated -- that's the kind of people it will attract. If it believes in the potential of people to do great things, and has competent leadership, its people will rise to the occasion.

A great company believes in its people, and that people at all levels of the organization can and should be high performers. Those who fail to live up to those expectations don't last. A great company refuses to limit their velocity to the speed of the slowest player on the team. Instead, a great company strives first to hire people of character, and the performance tends to take care of itself.

People tend to be most creative, effective, and connected to their work when they are challenged without being defeated. People flourish when they are given clear goals, unambigous feedback, and a sense of control.

Saying that we are a team is easy. Actually functioning as a team is difficult. Making employees feel important to the team and business takes time. It often starts with how the employer views employees. Are employees working managers or managed workers? Employees as working managers suggests that each person in the business has ideas on how to improve the business. Even those people incapable of understanding much about the business beyond their own jobs may have ideas about how to do their jobs better. Useful suggestions often stay hidden inside employees' heads when they do not feel they are an important part of the business.

Teams are built through carefully integrating new employees with established employees. Managers can improve commitment to team building by rewarding employees for their contributions to team efforts. Rewarding only individual efforts sends a strong signal to employees that the business is a collection of individuals rather than a team.

In light of this, in my opinion, the top three common mistakes are:

1. Delegating to the HR Department the task of building a great place to work. The leaders of great companies think about this every day.

2. Having a worldview that employees need to be controlled because they are basically selfish, lazy, and unmotivated. Leaders of great companies believe in the potential of people to do great things, and spend a lot of time recognizing and rewarding employees at all levels of the organization for outstanding performance.

3. Creating incentives that rewards and recognizes individuals rather than teams.
 Subbu Iyer
Business Transformation Leader & Enterprise Architect
Shalini

I would like to answer your question in two parts.

Please refer / read / download the recent whitepaper I have written on Human Capital Management (HCM) which is available on my site http://www.mindsie.com. You can also directly copy papste the following URL on your browser to access the white paper.

http://www.mindsie.com/brochures/Human%20Capital%20Management.pdf

In this whitepaper, I articulate the answers you are seeking for from an organization's perspective.

The second part of the question I would like to answer as follows:

1st Mistake: Organzations do not integrate Enterprise Strategic Planning / Business Planning with Talent Planning. They only pay lip service to people being assets without understanding / addressing how assets should be treated. They talk assets while people are treated as commodities.

2nd Mistake: Organizations let mediocrity permeate willingly. The managers feel threatened by superiror intellect, integrity and prevent good talent from entering the organization. This is a process failure as the leaders begin to believe that their best ideas / concepts cannot be fulfilled and therefore even the good ones get settled / lulled into the mediocrity. The adventurous one leave for another pasture, hoping for a better experience.

3rd Mistake: Pretension. When the above two are pointed out, orgaizations and the people pretend it is not happening to them. They deny it and continue to perpetrate the same mistakes with renewed vigor. The cause being, they see no incentive in being aligened or feeling passionate for a greater cause when status quo is rewarding enough and they have no reasons to worry when challenges are quelled by the act of politics.

The remedy: Implement a process where you take out the individualty and make the process accountable. Align the process to the enterprise strategic outcomes. Treat people as people - they need to be recognized from the three dimensions of Professional, Personal and Emotional. The outcome of a successful Human Capital Management Process is a learning organization. That is investment in growth.
 Gunnar Ahlberg
Management Consultant
1) Basically I believe many leaders fail to create conditions for employees to succeed. There are several reasons for that but we are driven by our "ego" (in many cases unconsciously) seeking to positioning ourselves, gaining social status. This creates a credibility gap and an atmosphere with little room for development.

2) Too many leaders “climbed to high” on the ladder. Stress (read fear) causes their "ego" to take control and they will create disharmony in the organization. There will be no room for development.

3) Many leaders do not allow “bad news” to come and will end up having reports disconnected to reality. When reality finally catches up such leaders practice a “blaming policy” as long as they can, there will be no room for development.
 Tarun Mishra
Independent Think Tanks Professional
It's a great question. My thought on this problem is as follows.

Most of the time people are evaluated at the level of skill. On the other hand Organization has certian business outcome to achieve.

Between the employee's skill and organizational goal lies a black box which is not clear in most of the employee's mind inclusing mid-management and some top management.

In my opinion, one of the solution to fight this problem is to unbundle the black box and make everybody understand that individual's strength lies not in the skill but something else.
 Deepak Gupta
Over 30 years of International Experience with P&G in Transforming Organizations and Supply Networks
Companies fail because their leadership is unable or unwilling to play the role of a coach! The single biggest factor in an employee decision to look for other opportunities is not compensation, but their direct manager. When and where this relationship is strong and the trust high, retention increases exponentially. This trust also impacts other key retention drivers -- learning and growth, and career guidance. When employees find a leader who not only understands and values them, but also cares and invests in their learning and personal growth, they don't need to look for opportunities outside.
 Sanjeev Himachali
HR Professional, Researcher, Motivator, Thinker, Career Coach and Human Relations Counsellor
Shalini, thanks for raising such an important issue. I point raised by you, “Why is it that companies fail at such crucial tasks as retaining valued employees, developing teams that serve the best interests of the organization, and creating an environment in which individual employees can apply their talents toward the overall organizational goals?”...does not happen all the time. Retention strategies differ from industry to industry and from culture to culture. It is also important to understand as whom do you consider the “key person”.

“Cost of Retention” is the one factor that actually determines and answers the issue, if the management will retain that “key” employee or it will let him slip. Hence, the companies that have accumulated great wealth and those that are industry leaders do not let their “key employees’ and “strategist” slip in the market. In Indian Context, you will not find “key employees” and strategists of companies like Reliance and ICICI available in the market. The cost of their “key employees” is so high that a mid-size or a small-size company cannot even afford to have those employees in their board. Reliance go by their wealth and ICICI go by their scope of growth. In these companies the margin of error for an employee is too little. Hence, most of the time the so called “key employees” of such organizations are SACKED for non-performance rather than these employees resigning for a “better opportunity”.

I think this will give you some insight.

Thanks and Regards
Sanjeev
 Vikram Deo
Senior Research Analyst; Blogger; Mobile Phone Enthusiast
According to me companies fail because,

1- The relationship between the company and the employees should be of give and take. If the employees are giving their 100% and the company is realizing this but doing nothing and filling its own pockets then the company is bound to fail and vice versa.

2-Transparency from the company's side is one of the important factors that motivates an employee to work for that particular company.

3-Money, yeah it matters a lot to any individual.

Cheers,
Vikram Deo
Not Another Mobile Phone Blog - http://godspeedz.blogspot.com
 Awie Foong
Senior Research Associate at Watson Wyatt
Managers failed to motivate employees to stay because they are
1. Self hugging: they think that whatever is good for them should be good for the employees too. When those matchings aren't exact, employees would complain of the lack of efforts, and managers would complain that the employees are not appreciative and asking for too much.
2. Managers often do not know what is best for the organization, until it passes them by. The few companies that are able to do so become extremely successful.
3. When managers think about the best environment, they don't take into consideration the characteristics of their employees, which is a consequence of being self-hugging.
Leadership Consultant, Executive Coach, and Educator
Shalini,
The simple answer to this question? Lack of a sound leadership culture in the organization.

It's been said in the thread repeatedly (and others) that poor leadership contributes to a variety of problems, but the fact is that without competent leaders focusing on the needs of the individuals in the organization, they will fail at your two tasks. Poor leadership inhibits and shuts down genuine communication, destroys trust, and reduces teamwork and cooperation to an empty, dilbertonian effort.

One of the by-products of poor leadership is a widespread level of fear -- the reason why communication falls apart. Employees won't be honest with their managers, and in the most dysfunctional situations, they won't be honest with each other. There are organizations where the information flow "up" is stunted due to pressure and intimidation, something which happens often in many companies. But there are also other organizations where dishonest and manipulative managers heighten the level of distrust and create an environment where little real information is exchanged anywhere, although there may be much communication -- these organizations have backdoor discussions, hushed conversations in the halls and breakrooms, and the bcc network rivals the open network. People don't trust their leaders and they don't trust each other, so when the management tries to assert a teamwork policy or best place to work initiative... well, you know what happens.

So, the things companies do to perpetuate this?
1. Not value a culture of leadership -- All leaders in the organization need to create the communicative-trusting-cooperative environment; if not, they need to be gone. The damage they do to that culture is too extensive, even if there are a couple of "good" leaders present. I know one organization that openly justified poor leaders, including one totally lacking ethics, by saying there were other "people" leaders that made up for those deficiencies. Right.

2. Failing to take leadership development seriously - too often, leadership development is NOT to develop leaders, but rather give the appearance of developing leaders... for a variety of reasons. The result are programs and initiatives that just go through the motions. The commitment to develop leaders is really a commitment to develop the organization, and it goes beyond a program and goes to the heart of the organizational culture. The existing leadership at all levels have to be willing to examine their own leadership and embrace (rather than off-load) complete responsibility for developing its leadership culture. Of course, few organizations are willing to do this (if that wasn't the case, you wouldn't be asking this question).

You asked for three things, but these two are at the heart of the matter. An organization without a leadership culture (or a morally bankrupt one) will never consistently retain the best talent or have genuine communication or teamwork. Thanks for the opportunity to respond,
Ray
 Hemant Karandikar
Strategy advisor & CEO Coach
A valued employee will not leave if you have "valued" him correctly. That is one problem. But good people tend to leave and mediocre tend to stick around because
-people can not deliver work commensurate with their input efforts. This causes frustration in capable people
-the reasons for above can be: spending effort on rework, doing somebody else's work caused by poor processes
-"managing" tends to average out things this means compensation levels, policies. This is bad for good people.
-even in case of companies willing to discriminate strongly performers and mediocre people there aren't clear parameters for the discrimination.

All in all lack of leadership is the main reason is other things being similar.

Hemant

 Bhanu Potta
Program Manager - Knowledge Management Program at Perot Systems
Shalini,

Good question. You already have many friends in LinkedIN responding to this. I concur with most of the opinions. I will bring out some new perspective that I do not see in the responses you have till now.

Talented Resources will outgrow their current roles in no time. Organizations must reckon this as a fact and work to create newer challenges so as to effectively engage the talented resources.

Talented Resources will eventually outgrow their current Organizations too. Organizations must reckon this as a fact and plan early to let go such resources and put in a proactive knowledge and skills transfer program before any such exit. Organizations may also innovate on how they can stay connected with such recourses and bring them on board later on when the organizations has grow up to accommodate the talent.

Good Luck.

Bhanu Potta
 Najatullah Siddiqui

Financial Analyst at Hewitt Associates
Hi Shalini,

per me 3 most common mistakes are:

1. Compensation: employees are not paid as per their market value. In appraisals, companies most of the time fail to fairly rise pay of the employees.
2. Growth Factor: vertical movements & other developmental opportunities available within the organization are not equitable to talent & merit, somewhere seniority & other prejudices & bias give a valued employee a way out to the company and join hands with others to get what they are valued for.
3. Rewards & recognition; at times companies fail to recognize the talent of the employees and thereby fail to create a motivation for work.

There are other factors as well, however these three mentioned above, per me are the most common factors because of which companies fail to retain valued employees.

Bye
-Aman
 Harish Nair
Founder , Ragnar & Rearden Consultants

Hi Shalini,

I believe one needs to take a holistic rather than a static view of this phenomenon...else its easy to get into a rather dehydrating blame game. We need a more inclusive and realistic view of the situation…that senior management too are employees of the structure called companies and therefore are as likely to be impacted by the same organizational dynamics which affect key employees and makes them look outside.

So its not a management versus employees problem. If you frame this part of corporate life, the way you have then it suggests employees are powerless and unable to influence this aspect, which in my view is not entirely correct.

I believe this phenomenon is the outcome of the interactions between management and employees, between aspirations and their satisfaction, between perceptions of opportunities available outside to employees and those available inside, between personal ego’s and relationship management skills of both parties and ability to manage the prevalent political ecosystem are key variables in this equation…

Now to answer your specific questions.

1. I believe that most companies [managements]start with and work with the right intentions of building great teams that work together seamlessly and produce excellent output. Most managements are also aware that if their best people are not managed well and their aspirations taken care of, or frustrated they may as well lose them. However, here is where the time constraints and organizational constraints kick in. Excellent performers also carry the baggage of exceptional aspirations and demands which given the structure of the organization may not be able to be fulfilled atleast in the timeframes that they want. So they rather leave.

2. Most top performers do very little aspiration management of their selves, leading to a deceptive self image and highly lucrative perception of opportunities outside. Add to this a bad immediate boss and the person will leave. In fact bad bosses are the single most important reason why people leave jobs. Good performers more likely to, given their high self image.

3. A poor HR department, which ties down itself to HR Administration rather than actual management of its talent pool. Weak HR also has very little influence in the board rooms and its somehow becomes the mandate of the CEO and the board to manage key employees. So while the Leadership Team has the responsibility of retaining Key Talent, it’s an enlightened and self empowered knowledgeable HR leadership that can help keep the flock together. My point is that wherever there is a weak HR team and leader, more people would be inclined to leave at the slightest provocation. HR not able to be the smooth bridge between key employees and the Leadership also adds to the problem.

In Summary, I think that its important NOT to view this as a company versus employees problem. Its important that people do need change to keep up with their aspirations and ambitions as well as companies need to let them go so new and fresh ideas can be brought in. Its good for the economy and the overall market too. All in all it’s a good problem to have in some cases. If all stakeholders that is managements, employees and HR Heads work on this together with empathy, understanding and clarity, this would not become an epidemic crippling the organisation.
I apologise for the lengthy answer…
Best Regards,
Harish Nair
 Mahima Chawla
Sr. HR Generalist at Accenture Consulting
I my view, following are the few things which organisations fail to do:

- Have an open channel of communication. Create transparency.

- Recognise and encourage good performers.

- Invest in developing/acquiring good leaders - "people don't leave
companies, they leave managers".

- Create an environment of trust and mutual respect
 Archana Jog
Manager HR - Vedic Lifesciences Pvt. Ltd.
1. Lack of proper channel to communicate. - I feel, the companies need to have an easier communication channel. Information about these proper channels should be clearly specified to the staff. If a certain staff or group of staffs is looking after a certain support function or part of a certain support function, that has to be CLEARLY defined. The authorities and scope of responsibilities should be clearly defined and COMMUNICATED to the particular group as well as others.

I have seen a lot of times, people do not know their own scope of responsibilities as well as authorities and that creates ambiguity.

2. Transperancy in policies - While, company rules and policies apply to all evenly, they are ambigious most of the times. I have seen specially in the small and middle size companies that EVERY ONE feels that the other is getting certain favors from the top. Also most of the times, appreciation towards good work, development plans of the organization, future expansion plans or changes which might take place in the near future, the reasons for the changes taking place, changes in policies and reasons for the same are not communicated to the staff. A change is introduced and thats that. these things should be penetrated to the bottom of the hierarchy and not just to a certain level of employees.

3. Not only monitory benefits - Companies should of course appreciate good performers and also OK performers. Not with the same awards but different awards for good and Ok performances. I am currently working on a performance system based on teh school grade / marks sheet which clearly tells who's good at what and competencies are clearly defined. These people would obviously get monitory benefits / awards but more than that some more innovative ways should be thought of depending on motivating factors for each of them.
 Bronwyn Dredge
Principal Consultant
The organisation's managers being unable to see anyother perspective but their own - not able to stand in someone's shoes and therefore unable to emphasise and sometimes even acknowledge an issue.

Employees being marginalised unless they actively spend time on networking - not what everyone likes to do, but something everyone needs to be encouraged to do, and understand the benefits of doing so, and the impact of not doing so.

Inconsistent messages and behaviours - everyone gets sick of the guesswork
 Srinivas Vedula
A clear thinker and strategist Heading SBU for Renewable energy, Green Initiatives, Green Lifestyle
The valued employees in your organization are also valuable to your competition. You retain some you lose some to competition. Attrition gives an opportunity to the management to set right their recruitment strategies and infuse fresh minds. Your investment in human capital should be based on the principle of leased time- Treat your employees well as long as they are with you. No employer employee relationship in this world is permanent. Everything has a beginning and ending.

Talent is permanent and is in born. Talent of an individual always need not be work related. Few talented people when they realise the true potential of their talent will switch their profession. Good leaders start their own. Few change course of their career. Few remain and grow with the organization.Human beings are not machines to give always 100% results day in and day out.

Last but not least- If a company is repetedly committing 3 common mistakes, they soon go out of business. There is no need to bother about that organization.
 Gurprriet Siingh
Organization Development, Leadership Development, Organzation Culture, Capability Building, Talent Development
Shalini

I'm trying to separate cause from effect here, so I might say some things differently.

I think the primary reason is Insensitivity or Dehumanization or mechanization. Organizations, as they become larger, need to and end up resorting to processes and techniques and systems. Processes that are meant to "support" i.e communication forums, performance management systems etc. become processes that "drive" and when process takes over, the "human touch" if I may use a cliche gradually disappears.

As a result, each successive leader's responsibility to understand his people, to sense their needs gradually diminishes to a low point. Their dependence on the system/process that is supposed to take care of peoples' needs increases to a point where they then expect the system/process owner to be responsible for sensing and responding to their peoples' needs. As a result, the HR Department today ends up receiving flack for lack of talent pipelines, employee engagement lead back to HR KRAs etc.

In this dehumanized state, focus on people gradually reduces and focus on processes takes over. There is a composite Employee Engagement score, but my supervisor doesn't know if I am happy.

There is a salary survey and your organization is in the top 85 percentile, but there are 2 managers who're not paid to their expectations, but no one knows!

We're looking for a solution to a particular problem in a plant, we've hired consultants to help us. One of our workmen has submitted an interesting solution through the suggestion process. No one knows.

And I could keep quoting examples.

What makes this process work faster these days is our dependence on technology. All processes that can be tech enabled are quickly adapted to technology and another human interface is eroded. Once upon a time, when you asked for leave, your boss would engage in a dialog with you, and would end up finding out that your mother is sick, or that you're going to be spending time with a wife who is due to deliver. Today, you logon to the HRIS and log leave, more often than not, a dialog like this never happens.

All this erodes the "stickiness" or commitment of an employee to the organization.

Repeating another cliche, people are not connected to their designations or roles or walls or infrastructure. They are connected to other people who they work with.

The insensitivity that pervades organizations today spreads not just vertically but horizontally as well to the peer group, although less so.

There is an additional behaviour that comes along with this and that is the Inertia/Hostage behaviour. Organizations become hostage to their systems and processes. Everything that is logged in the policy framework will be followed. Anything else will lead to a frozen state or a state of waiting till there is enough deliberation leading to a policy/process. I call this the "We don't do it like that here" or "We've never done it like this here" syndrome.

This process then speeds up the dehumanizing process and leads to the various symptoms that have been described in other cases.

Hope this helps!
 Korin Kendra, Ph.D., PMP
Senior Manager with broad-based experience in organizational design, business development, and operations management
Organizations today are focused on the bottom line as a means to compete in the Global Market place. What they may not realize is that their people provide them a competitive advantage.

Instead of aligning their resources to support their goals and objectives they view them as overhead and a major cost driver resulting in lower performance due to high levels of turnover.
 Mark Hinderliter
President, The AbeL Group, LLC

Shalini,

There are many layers to this onion, but the top three I see are as follows.

1. Beancounter mentality. This overemphasis of cost control has created the obsessive drive to create lean organizations. Many are too lean, where too few people are doing the work. People simply are doing too many jobs, and at some point, they feel used and abused, and leave.

2. Too little recognition. Managers don't have the time or the skills to properly recognize their employee's efforts and achievements. Employee's come to the conclusion that their efforts are not appreciated, and leave.

3. Companies don't invest in the development of their people. In the effort to squeeze profits, companies are cutting back on training and development. Employee's come to the conclusion that their growth and development is not important to the company, and leave for one that does.

Links:
http://www.diamond-leadership.com

 Rob Robson
Management Consultant and Sport Psychologist
Senior managers often fail to appreciate how important it is for employees to enjoy working - not just for its own sake, but as a way of stimulating creativity and even productivity.

They also focus in on extrinsic reward and spend a lot of time looking at reward packages, when a lot of employees just want to be paid a decent salary and shown a bit of appreciation.

Finally, and probably the driver of an awful lot of their problem, is that senior managers don't make the effort to get to know employees, don't talk to them, and therefore don't understand them.
 Octavio Ballesta
Management Consultant ♣ Corporate Strategist
Dear Shalini,

Organizations, teams and professionals are empowered when CEO and Senior Management understand the convenience, relevance and pertinence of encouraging a corporate culture driven by innovation and an open mindset, where the employee instead of being valued just like a commodity that can be hired, reused, relocated and finally fired out, is considered like the most valuable asset that in function of his/her talent, competences, attitude and knowledge is developed, encouraged and systematically trained in being proactive, positive and committed in reaching the goals defined for the organization in a supportive and collaborative workplace’s environment where he/she are rewarded, recognized and motivated as empowered workers and overachievers professionals

Based in my experience these are the 3 common mistakes that companies keep making in the tasks of retaining and developing teams:

Failures in the staffing and recruitment process: Typically, a recruiter searches the best candidate possible to fill any given vacant position. In some occasions the promised possibilities of an advantageous career development, competitive training, professional challenge and corporate culture are greatly exaggerated, allowing in consequence to a poor correlation between new employee’s expectations and the workplace’s reality which produce some months after of being hired this employee, a great disappointment and discomfort.

In companies which culture, values and policies are very conservative and traditional often they hire talents with aggressive personality’s type A, who are passionate professionals with a creative mindset and with true willingness to innovate. This profound discrepancy can produce countercultural employees who feels that the organization is imposing over them barriers that inhibit their freedom of innovate, create and at last and not least important, their opportunity to succeed.

Micromanagement Practices: When an organisation has developed through the years a conservative corporate culture as happens in many companies belonging to the manufacturing industry, the micromanagement style could be then a preferred style of management. Managers who micromanage pay excessive attention to the details; they are obsessive about quality and precision and exert excessive control and pressure over their subordinates. Although these managers can fulfill their business goals, is characteristic that their subordinates suffer progressive disengagement, despondency and demoralization affecting employee’s morale and increasing rate of attrition.

One of my past bosses was a very analytical and talented engineer with enormous difficulties to integrate and lead effective teamwork, due to his excessive control of anything that other team-workers and I were doing. He reviewed my work proposals over and over, day after day, only to correct minimum details. At last, his difficulty to delegate effectively, his excessive control to the details and his exaggerated demands of a perfect-quality work overwhelmed unnecessarily the work capacity of the teamwork and contributed decisively to undermine employee morale and to increase the turnover rate.

Resistance to change: When transformational projects are developed and Change Management facilitation is dismissed or ignored most of the employees are severely affected for the uncertainty, doubt and fear about that the new business perspective could pose over them. This fear is particularly strong and can be paralyzing in massive processes of reorganization where an outsourcing, downsizing or a corporate merger becomes in real menaces to the stability, permanence and development of many of these workers in this company. In such perspective the company although could ensure its own survival and in the long term reach business agility, indeed is paying a high cost because of the disengagement, discouragement and demoralization of the majority of its employees.

Octavio
 Allen Laudenslager
Independent technical documentation professional
Your question assumes that employee retention is seen by management as adding value to their business.

The current view is that employees are “interchangeable parts”. It kind of reminds me of a phrase I heard in the Army “get me three warm bodies”.

Below a certain level, senior management and the HR departments treat the employees as easily replaceable and to some degree it’s true because in the US we have been loosing jobs faster than we have been creating new jobs at the same level.

Corporate decisions are made by people and to paraphrase my favorite writer:

People will do what they do with success and pleasure.
Success is getting enough of what they want and pleasure means that it isn’t harder than they judge necessary.

So we as workers see not being retained as a problem but the companies don’t. As soon as it “hurts” too much, they will change their practices and put policies in place that retain people.
 Mallikarjun Das
Director, Madison Media Research Centre at Madison Media
Part of this paradox lies in the fact that cause and effects for these tasks are separated in both time and space. Policies undertaken to retain valued employees, developing teams that serve an organization's interests etc would have outcomes after long delays. Does management have the inclination to invest in long range remedies, or are they looking for a 'quick fix'?

Additionally, the policies required to realize the outcomes you mention could depict 'worse before better' behavior. In other words, one might actually see a temporary worsening of the situation before a systemic improvement occurs (for instance, policies to retain valued employees could cause some disgruntled souls to quit leading to a temporary manpower crisis). Is the management courageous enough to weather this storm and reap the rewards later? Or would it buckle to these pressures?

Thirdly - the bane of event thinking. Often to enable retention of employees, creating a great working environment etc. means changes in the organization at a structural level - involving multiple functions. These cannot be achieved by organizing frivolous, one-off policies. Most companies seem to treat this in a 'problem-solution' mode. "We are losing too many good people. So how do we retain talent". The question is more fundamental - these policies should happen at the structural level of the organization's business system

Adaptive Expectations - Most organizations also show this remarkable property that was introduced by the economist, Herbert Simon. If the organization feels that it is not achieving its goals, then often the goals are lowered! This is something that can often happen on areas with lots of intangibles such as people management. If we lose a key employee, it is often easy for the organization to justify this by saying 'he was not that good'. While the immediate impact of this can be mitigated, over a long range, this policy starts manifesting itself in cancerous fashion in an organization - good people leaving leads to other relatively good people leaving too. Those who remain, then define the rules of existence on that piece of corporate land - which definitely would not attract good people!

Malli
 Terrence Seamon
Facilitating Change - Achieving Results

1. Promoting the "wrong people" into managerial roles

2. Not training those promoted into managerial roles on "people skills"

3. Not supporting and measuring those promoted into managerial roles
 Ron Graham
LION; Engineer, Educator, Editor of "Rhetoric for Engineers" and "start me up!"; advisor to student entrepreneurs
The organizations I've worked with who are *worst* at retaining good people tend to have these problems:

First, the organization is so "customer-focused" that its management places very little value on its employees and a lot more on its customers. I have worked for places that valued their PCs more than their people. This should be no surprise: the customers pay, the employees take, right?

Second, the organization allows seeds of mistrust to be planted between employees. This is easily done: we only need to be told we are "family." It seems like every time management tells me the workers are like "family" I immediately find out it's a dysfunctional family. But divide and conquer, right?

Finally, the organization gives each employee responsibilities we don't know we have until we fail to meet them. More often than not, the thing I'm beat up for not doing is something I could easily have done had I known I was supposed to.

I can say that most organizations are not like these. But unfortunately, I have worked for more than one that are. <snif>
 Ken Foster
General Manager at ctc TrainCanada
Many employers are under the false impression that better pay will make it attractive enough to retain their best people but studies have shown that pay ranks fairly low on the job satisfaction scale. Employees rate things like job clarity, support, advancement opportunity, personal growth and recognition rate higher than monetary compensation. On-going training and development coupled with the opportunities for advancement are big incentives to stick around but they are meaningless if the other aspects of job satisfaction are not there. No one wants to work in an unhappy work environment where they are unsure of their role in the company and not recognized for their efforts.

Links:
http://www.hrcouncil.ca/hr-toolkit/keeping-people-employee-engagement.cfm

 Elaine Springer
Wisdom Teacher - Dedicated to helping people evolve and making the world a more beautiful place
Thank you for your question, Shalini.

I would suggest reading the book, What Happy Companies Know.

It describes how the new science of happiness can change a company for the better.

Much success to you.

Links:
http://www.amazon.com/What-Happy-Companies-Know-Happiness/dp/0131858572

 David Collett (david [AT] davidrcollett [DOT]com)
C# / ASP.Net Web Developer
I think this question is based on a false assumptions.

Retaining valued employees, developing teams and creating environments where people can grow are not crucial tasks in business.

On the idea of retaining staff, staff turnover allows for the introduction of new ideas in to the organisation, prevents individuals from obtaining too much power, and allows management to maintain control over their underlings through fear (ie anyone no matter how valuable can be fired).

Same with teams. If a company develops a team to the point where it makes lots of profit from it, it will become dependant on that team. And this can lead to a case of the tail wagging the dog.

And finally, on the idea of creating empowering environments, the purpose of businesses is to make money, not allow people to explore talents which may not be related to the bottom line. Allow people to explore themselves is a waste of time from a business perspective.

So my answer is, companies don't do these things because they are not crucial tasks. It's a bleak answer, but it's as simple as that.

If you want these things, look elsewhere.
 Bob Garrett 3600+ Looking 4 employment LION TOPLINKED.com

money or lack of it
 Doug Hering [LION]
Creative and Fun Strategic Leader with expertise in financial management, customer service, and inspiring teams
Not wanting to spend money on salaries and bonuses
Taking good employees for granted
Not taking the time or spending the money to train people in True Teaming.
 Kishore Luthra
Sr. Software Engineer at Schneider Electric
Shalini,

The one who asks a fundamental question is who has the real curiosity for truth and will eventually have the has the real answer.

This is the beauty of fundamental question "Why….." and similarly of the fundamental answer “Because…..” (Well my "Because.." may not be whole truth and is limited to my point of view but someone else "Because.." may be ).

You can have all kind of policies, processes, guidelines and rules but if you don't have honest people there will more manipulation than implementation to artificially satisfy the goals which keep the distorted system happy in its current state, which is why we fail.

In most management theories this simple concept is forgotten.

So, to me the fundamental answer is "Because......We are dishonest, both to ourselves and to others".

Here is 6th Standard essay on "Honesty is the best policy", not for you, but just for the sake of 6th standard kid inside me

Honesty to others is what correctly identifies the deserving person when implementing the policy of recognition. It is what makes you give credit for others efforts and contributions on success & it is also what makes you accept your mistakes and taking collective responsibility instead of doing blame game on failures. It is what makes you stand for the right cause and against the ill cause.

Honesty to yourself is what tells you, when you are biased, either accepting some wrong point of view or criticizing some right point of view. It is what tells you that you don't really understand and appreciate the circumstances others work in. It is what tells you that you also need to improve and are not always right. It is what tells you that when you talk of clearly communicating the goals you also have to let others clearly communicate the obstacles to have a good strategy for achieving the goals.
What makes you dishonest may be insecurity, greed, fear, ego, or simply forced circumstances, but the more it impacts others, the more you are guilty of making your own individual growth higher priority than the cause of collective growth and it is what makes the companies fail in most crucial tasks.
 Jan Simpson
Director, Sun Microsystems, Inc.
When it comes to talent - every company begins to grow they hire new CFOs and VPS who evaluate talent and let peeps go becuase of cost cutting 0r my favorite - when they have someone who is very talented that they started at the bottom or mid level - don't promote them - then when they hire those idiot VPs - the great ones leave and take the talent - that is why- there are a lot of really good VPs - but there are many more that just are horrible - so top three reasons:

1. Management drives them away
2. Caps on commissions (that one is really stupid)
3. Bad product releases and they can't make a sell due to product bugs and their are scared their reputations will take a hit - so they leave.

Just my humble opinion.
 Tim Tymchyshyn
Chief Bottle Washer in The Wholly Church of Evangelistic Unwired
1. was that for us
2. what did he say
3. oh no

the last three most common saying on the flight recorder of a downed plane
maybe business should open their flight recorder
 Michelle Bowman
Director of Marketing
Shalini,
1. From my experience, companies typically don't reward those areas such as talent management (being sincerely committed to mentoring and improving the skills of your staff).
2. There may be lip service to communicating across the organization effectively, but it is a low priority for most companies. Effective internal communication to employees who in turn understand their role in contributing to company goals is essential to successful businesses.
3. Not rewarding great performers with other incentives beyond salary. HR teams are not yet creative in their offerings / assistance in helping managers reward staff. Let's put the "H" back into HR! There are many ways an employee can be acknowledge for great work.
 Pete "NetDoc" Murray
Owner and Visionary for www.ScubaBoard.com
NetDoc's Top 3 errors committed by large corporations (service industry)...

Number Three...

A total preoccupation with production... Customer's loyalty have NOTHING to do with how much you can produce. Find out what they REALLY want and focus on that instead!

Number Two...

Their reliance on systems to drive sales rather than relationships! The main selling point in any service industry is SERVICE! True service is unique to the customer needing it.

Number One...

Their inability to make work FUN and CHALLENGING at the same time. Your workers want satisfaction and you won't keep them if they aren't having any fun meeting the needs of your clients!
 Amarnath Bose
Principal Architect at Tech Mahindra
Shalini, going by the passion in the answers and the number of them, your question definitely has touched many of us.

The top common drawbacks in my view are as follows. There obviously is strong positive correlation between the points I mention which I have tried to list in decreasing order of impact.

(a) Short term focus; lack of will in investing for future returns
(b) Lack of leadership; constructive conflict and diversity
(c) Impervious to technical career aspirations
(d) Poor / non-existent, ritualistic HR. Poor communication
practices
(e) Poor succession planning

It will be great if you could send the conclusions of your reaseach to us, possibly by replying to this Question.

Thanks for this very pertinent question.
 Terri L Maurer
Planning and Strategies Consultant; speaker, trainer, author.
1) I think many companies have become so used to the...."there are always others we can hire" mentality when the Baby Boomer generation at it's s