The market potential for wearables and the Internet of things is huge, and We are at the beginning of having to instrument almost everything, and it’s going to enable everything from robotics to self-driving cars.
A great story to follow though ! -Philippe. [Thank you Venture Beat | By Dean Takahashi 09.12.13] SAN FRANCISCO — Chip makers are chasing each other into the market for chips for wearable devices and the “Internet of things.” Intel’s Brian Krzanich, the chief executive of the world’s biggest chip maker, joined that party this week as he announced Quark, a chip aimed at wearable gadgets, at the Intel Developer Forum. During the past couple of weeks, other players such ARM, Imagination Technologies (owner of the MIPS and PowerVR chip families), and Qualcomm all made similar pronouncements.
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The two largest social networks are becoming more similar, as they borrow each other’s features, and search for profit. Facebook and Twitter’s collision course seems more driven by their rush to make money from ads than an effort to fulfill the needs of their users. Still need to understand how twitter expects to make money and how the money raised from the public is going to be used. I have doubts that this is going anywhere but an eagerly awaited cash-in event and the birth of a twitter mafia. Now time for the smaller ones to innovate and marvel us with some alternatives !
-Philippe [Thank you MIT Technology Review | By Tom Simonite 09.13.13] Facebook and Twitter used to be distinctly different places to socialize online. One was public to the world, the other (mostly) just between friends. One was a place for news from your social circle, the other more about public events and discussion. One was dominated by images and multimedia, the other sparse and text-centric. Over the past year those distinctions have broken down. In their rush to compete with one another and for ad dollars, Facebook and Twitter (soon to be a public company) are converging on the same set of features. Facebook’s most recent borrowings from Twitter are blatant. Earlier this week the company announced a new “public feed” that compiles all public posts, similar to Twitter’s feed. Last month Facebook began highlighting “trending” topics to its users, as Twitter has long done. That feature was built on top of another feature new to Facebook but originating with Twitter, that of hashtags people use to label their comments with particular topics. Earlier this summer we learned that Facebook has staff who actively court celebrities and help them build followings on the site, an attempt to combat the fact Twitter has become the default place for public figures and their fans to connect. Going the other way, Twitter recently introduced a redesign of how conversations are displayed. It abandons the site’s historical commitment to showing everything in reverse chronological order, in favor of the chronological convention elsewhere online (including on Facebook). Last year Twitter found a way around its reliance on text by introducing “cards”. They prominently display text, images, video, advertisements or other media linked to in a tweet and sidestep Twitter’s 140 character limit on posts. Twitter’s cards look and behave similarly to the way Facebook embeds media and ads in its feed. Most recently, this week Twitter purchased mobile ad company MoPub, likely to combat Facebook’s progress in mobile advertising. Facebook and Twitter’s collision course seems more driven by their rush to make money from ads than an effort to fulfill the needs of their users. Twitter couldn’t display much paid for content without compromising its simple feature set and becoming more like Facebook. Facebook seems to be chasing Twitter’s features and real-time aspect to get the media to make use of it more, and to enable the kind of “second screen”, TV-linked ads believed to be very profitable (see “A Social Media Decoder”). There’s not much data available to show whether this plagiarism campaign is working for the two companies (although early figures suggest hashtags don’t work on Facebook). It could help their smaller competitors, though. The dominant sites merging into one similar, ad-dominated mass leaves more space for them to innovate, and could make people more willing to try out different ideas about socializing over the Internet. Read More: http://www.technologyreview.com/view/519296/facebook-and-twitter-are-converging/ This week is all about iPhone. So here are outstanding pictures that were taken with iPhone. Take that Galaxhit. See More Here.
Scholars explain why a culture of caring and compassion must be cultivated. There are a lot of ingrained management assumptions that the research is showing to be just wrong. One assumption is that if you forgive someone, you’ll be weak, when in fact you’ll be seen as a good leader. There are a lot of un-trained managers in Silicon Valley, for example, who should understand the value of kindness has a direct relationship with maximization of shareholder value.
-Philippe. [Thank You Stanford GSB | By Marina Krakovski 06.10.13] More than a dozen social scientists, business school professors, and other experts on compassion gathered at the "Compassion & Business" conference held at Stanford University on April 30. Olivia “Mandy” O’Neill, a 2005 PhD graduate of Stanford Graduate School of Business who has studied the effects of companionate love in the workplace, moderated a panel on “Thriving Leaders & Employees,” featuring psychologists Jamil Zaki, Jayanth “Jay” Narayanan, and Kristin Neff, and organizational scholar Kim Cameron. After the conference, O’Neill spoke with Marina Krakovsky, answering questions about what managers can learn from these researchers. One of the themes of the conference is that caring about your own well-being and caring for the well-being of others aren’t at odds. But putting compassion into practice does take time and energy. What does psychological research suggest about how you can be kind toward others without exhausting yourself? A lot of the work finds that when people get burned out, they’re actually not feeling caring and compassion at all — the pressure to express these emotions is just another load on top of them. So managers can’t come in with a one-hour workshop that forces employees to act in ways that are inconsistent with their needs. It has to come from a place of authenticity, or at least cultural internalization, not something employees are complying with because it’s what the boss wants. Also, the research on emotional contagion shows that people are particularly likely to catch the emotions of their leaders. Unfortunately, people in power tend to be the worst at taking the perspective of others. There’s nothing worse than an employer rolling out a program on compassion while the boss himself is the same ass as always. |
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