Tag Archive: Google


Google is implementing a new policy to help you know if your account may have been compromised. It uses the general location and timing information to see if it is likely someone else is signing on. It will not help if the hacker locks you out of your account, but could save you if the person is ‘ghosting’ under the radar.

http://gmailblog.blogspot.com/2010/03/detecting-suspicious-account-activity.html

“You may remember that a while back we launched remote sign out and information about recent account activity to help you understand and manage your account usage. This information is still at the bottom of your inbox. Now, if it looks like something unusual is going on with your account, we’ll also alert you by posting a warning message saying, “Warning: We believe your account was last accessed from…” along with the geographic region that we can best associate with the access.

To determine when to display this message, our automated system matches the relevant IP address, logged per the Gmail privacy policy, to a broad geographical location. While we don’t have the capability to determine the specific location from which an account is accessed, a login appearing to come from one country and occurring a few hours after a login from another country may trigger an alert.

By clicking on the “Details” link next to the message, you’ll see the last account activity window that you’re used to, along with the most recent access points.

If you think your account has been compromised, you can change your password from the same window. Or, if you know it was legitimate access (e.g. you were travelling, your husband/wife who accesses the account was also travelling, etc.), you can click “Dismiss” to remove the message.”

Absolutely stunning. The Sixth sense technology.
Guys – must watch!!

Absolutely stunning to see where technology is heading and what the future is gonna look like.

And be proud – the man behind this is an Indian!!

This is just incredible and unbelievable, yet true. Click the URL below and see the demo and find out how things are going to change in the computer world.

See the live demo of Pranav Mistry who shook the world recently on this Sixth Sense Technology.

This is simply a terrific presentation and absolutely astounding!! !!!!

At TED India, Pranav Mistry demos several tools that help the physical world interact with the world of data — including a deep look at his SixthSense device and a new, paradigm-shifting paper “laptop”.

In an onstage Q&A, Mistry says he’ll open-source the software behind Sixth Sense, to open its possibilities to all. MICROSOFT better watch out.

http://economictimes.indiatimes.com/Pranav-Mistry-The-thrilling-potential-of-SixthSense-technology/videoshow_ted/5231080.cms

Much has been written about the secrets of good management and few will argue that the best managers are inspired, visionary, dedicated, industrious, energetic, energizing and display integrity, leadership, common sense and courage. So where is it that managers commonly fail or falter and lose their precious foothold on the corporation’s top rungs? The following, from the career experts at bayt.com, are ten of the most basic management traps and tips to avoid them:

Weak managers set weak goals

As a manager your role is to get specific jobs completed by employees in the most optimal, efficient and innovative manner and in order to do that, you need to set clear objectives. Successful managers set SMART goals – goals that are specific, measurable, achievable, realistic and time-based. They are able to communicate these goals clearly, simply and concisely to their employees so that none are vague or uncertain about expectations. By all means reach for the stars in your objectives but to do so without supplying employees with the training, resources, flexibility and freedom they need to accomplish their goals and a schedule of regular supervision and feedback is to set them (and yourself) up for failure.

Weak managers micro-manage – effective leaders inspire

The days of command and control organizations are long over – today’s managers recognize that in order to leverage their skills and maximize their team’s output they need to adopt a flexible approach and ‘lead’ their teams to excellence rather than closely supervise, instruct and control them. The best leaders communicate to their employees a vision and ignite in them the fire, motivation and desire to work towards making this vision a reality. Good leaders unleash their employees to innovate and achieve optimal solutions by communicating top-level goals and objectives and a suggested blueprint for success then leaving the employees to determine how to get there most optimally while ensuring they have the aptitudes, training, resources and work environment necessary to achieve superior results. While a program of regular feedback and supervision is essential, managers should ensure that their management style is not repressive, meddling or overly overbearing. The golden rule is to communicate the ‘what’ and the ‘why’ of the work that needs to be done and leave the employees to determine the ‘how’ without burdening them with strict instruction manuals or prescribed rules and patterns that are largely redundant and inconducive to speed, creativity, progress and innovation.

Weak managers are afraid of hiring/cultivating strong leaders

Strong leaders/managers have the self-confidence to hire the best people, take them to new levels and cultivate in them all the qualities needed to make them in turn effective leaders of the future. Weak leaders replicate themselves in their hiring decisions and hire mediocre players, mistakenly believing that an employee with more skills, acumen or industry knowledge than themselves will ultimately undermine them or make them look bad. The best managers are characterized by an ability to stimulate their employees to superior performance and through coaching, training, feedback as well as by example, inspire in them all the qualities needed to make effective managers. A good manager helps employees achieve their full potential and constantly raises the bar so that employees never stop learning, innovating and growing. Coaching, training, career planning and programs for ongoing growth and development of key staff are high on the priority lists of the best managers.

Weak managers belittle their employees

Bosses who favour the archaic ‘tough’ management style where employees are singled out for public reprimand and negative feedback is plentiful while recognition and positive reinforcement are scarce will fail to win the loyalty, respect and commitment of their teams over the long run. Without an inspired, fired up, self-confident employee base these managers set themselves and their teams up for failure. Effective leaders by contrast, respect their employees and give them regular feedback with intelligent constructive criticism and loudly laud special accomplishments in both public and private, while communicating any negative feedback ONLY in private and focusing such criticism strictly on the job performance, not the person’s character. Strong leaders recognize and reward a job well done. These leaders inspire their teams to perform at their best and are able to elicit from them a high degree of loyalty and a ‘hunger’ to raise the bar and continuously excel. In such organisations, employees are not afraid to challenge their boss’s ideas or upset the status quo in the interest of innovation and excellence and are encouraged to take risks to elevate the business to a new level. The autocrats and bureaucrats on the other hand sap their employees’ self-confidence, drive and energy with their overbearing management style and fail to induce in them any motivation to raise the bar or excel.

Weak managers have obsolete skills-strong leaders constantly reinvent themselves

In today’s knowledge-driven economies and highly competitive environment, skills, training and education rapidly become obsolete and effective managers know that they must constantly re-educate themselves and update their skills to maintain an edge. While over-confident managers with an inertia to further education fall by the wayside, good managers regularly take an honest inventory of their skills and abilities and upgrade their technical knowledge and soft skills wherever appropriate. They encourage their teams to do likewise with sound career planning and performance appraisal programs and an emphasis on training and self-education.

Weak managers have poor communication skills

Good communication includes cultivating and maintaining open channels of communication with the team and others in the organisation, giving constructive, intelligent feedback, eliciting ideas through brainstorming sessions or otherwise, articulating the company vision and mission in no uncertain terms, setting clear objectives and listening attentively with an open-mind to employees grievances, suggestions and any other issues. Effective leaders have an open-door policy that welcomes input, suggestions and feedback from employees and recognize that good ideas and the next best idea/process/innovation can come from anywhere. Strong leaders listen; weak leaders talk. Strong leaders pay attention to their employees and encourage them to express professional opinions and ask for more responsibility; weak leaders think they are above such open-door policies. Employees who are not listened to and are not made to feel important or respected as professionals or individuals are unlikely to innovate or express any exciting new ideas that can move a company forward.

Weak managers blame

Everybody makes mistakes and strong leaders protect their good people from taking the fall when they err. Good bosses recognize that the occasional slip-ups are inevitable and can be learning opportunities and are ready to take personal responsibility when the team makes a misstep. A good boss realizes that his most promising employees want to succeed, will grow as a result of their mistakes and are unlikely to repeat the same mistakes. They do no set their people up as a negative example for the rest of the organization nor point fingers when the going gets tough. Good bosses are personably accountable for their actions as well as the actions of their subordinates and do not allow a culture of blame to permeate the organisation.

Weak managers take full credit for their team’s accomplishments

While weak leaders usurp all the credit for a job well done by their teams, the strongest leaders will give the full credit to the team as a whole or the team member responsible for the project. Strong leaders motivate, energize and inspire by giving credit where credit is due and being generous with reward and recognition wherever appropriate. Strong leaders publicly thank their employees for a job well done and recognize that a motivated, successful, energized team will reflect directly on the boss.

Weak managers thrive on bureaucracy

Weak leaders are fond of, augment and live well with the layers and bureaucratic shackles that tie an organisation down; strong leaders remove them. Today’s effective leaders recognize that in order to compete they must operate like a small company with a high level of speed, responsiveness and flexibility. They realize that to maintain their edge in today’s marketplace their organization needs to be responsive to changing market conditions and remove the shackles, boundaries, layers, clutter and obsolete policies, procedures and routines that get in the way of the freedom and free flow of people, resources and ideas.

Weak managers are divorced from their teams

Effective managers genuinely care about their employees and take the time to get to know them and to understand their strengths, weaknesses, what makes them tick and their goals and ambitions. They also take the time to learn something about their personal life. While weak managers will maintain an outdated aloofness and a formal distance from their teams, exceptional managers are able to bring out the best in every employee and win their loyalty and respect by understanding their unique needs, motivations and abilities and showing the team that they are important and personally significant. Strong managers are team players and through their constant involvement with their teams communicate to them that they are there for them and supportive of them. Effective managers by building a supportive work environment, build a camaraderie and team spirit that enthuses and excites the team to new levels of performance.

Bhuvan, India’s response to Google Earth, will be launched in March 2009 and will provide high resolution imagery data of the order of five metres which would be of great help for real-time exercises, including disaster management and military operations.

“Google Earth is providing high resolution data in the order of less than a metre. But the data is two to three years old. But Bhuvan will provide the relevant data for any real-time exercise,” SK Pathan, head, Geo Informatics Data Division, Isro, told PTI.

For real-time exercises, the latest data is a guiding force, he said. It can show the topography, altitude and other features of a location. The data could be of use to manage public services, internal security, town planning and infrastructure development activities.

However, it is not yet decided whether the data can be put on the web as it could be misused. Some locations can, however, be blurred or blocked due to security reasons.

From Rediff

20 Most Popular Websites

This list features the most popular websites based on US Internet usage for September, 2008, ranked by market share of visits across all Hitwise industries.
 

Rank Website Market Share
1. http://www.google.com 6%
2. mail.yahoo.com 4.7%
3. http://www.myspace.com 4.01%
4. http://www.yahoo.com 3.88%
5. mail.live.com 2.14%
6. http://www.ebay.com 1.61%
7. search.yahoo.com 1.48%
8. http://www.facebook.com 1.2%
9. http://www.msn.com 1.08%
10. http://www.youtube.com 0.93%
11. http://www.gmail.com 0.79%
12. http://www.wikipedia.org 0.53%
13. images.google.com 0.52%
14. mail.aol.com 0.42%
15. search.msn.com 0.41%
16. news.yahoo.com 0.41%
17. my.yahoo.com 0.4%
18. address.yahoo.com 0.4%
19. http://www.pogo.com 0.37%
20. http://www.craigslist.org 0.33%

 

I wonder why is ORKUT missing from the list…

any thoughts..??

Google chrome looks great….however one of the missing features in the Google browser is no support for ad blocker plus there is also no feature to store and track web-content as snippets.

Another missing feature is the download manager. Chrome is tied to the tab that a user triggers the download under. This means that while the user’s download will continue even if the tab is closed, he won’t be able to track it on the browser’s footer.

apart from this I am sure that Chrome will soon become darling of this Internet world.

10 steps to become QTP guru

Would you like to know how to become QTP guru?
The recipe is simple. You should learn the following:

  1. VBScript
    QTP uses VBScript language. That’s why strong knowledge of VBScript is ‘must have’.
    Sources:
     

  1. Software Testing Automation Frameworks
    To write good automated tests, you should know how to write them.
    There are different approaches and solution. There is not a silver bullet.
    Sources:
     

  1. HP QuickTest Professional Tutorial
    This QTP tutorial cames with QTP.
    It’s quite clean and informative. Its main goal is to show and explain basic concepts of QuickTest Professional. It provides knowledge on:
     

    • creating a test
    • working with Object Repository (OR)
    • running and analyzing tests
    • verifying tests
    • parameterizing, etc

Sources: ‘\help\QTTutorial.pdf’ or ‘\help\Tutorial.chm’ in QTP Install folder.

 

  1. HP QuickTest Professional User’s Guide
    As previous tutorial, the present User’s Guide come with QTP install too.
    This guide is intended for QuickTest Professional users at all levels. It gives a deeper knowledge on:
     

    • working with QTP Object Repositoies
    • designing tests
    • enhancing tests (checkpoints, parameterizing, etc)
    • maintaining anf debugging tests
    • advanced testing features, etc

Sources: ‘\help\QTUsersGuide.pdf’ or ‘\help\MainUsersGuide.chm’ in QTP Install folder.

 

  1. COM/DCOM Technologies
    When working with QTP, you will be closely linked with such Microsoft’s applications, as: Excel, Word, Outlook. So, I recommend to get familiar with COM, COM Technologies, and COM objects of:
     

  2. SQL
    SQL is so important in programming, that I strongly recommend to spend time to learn SQL:
     

    • concepts of RDBM
    • selecting/updating/deleting data
    • SQL queries optimizations
    • databases administration

Sources:

  1. XML
    XML is an extremely popular and useful format. I’m sure that нou will have to deal with data, stored in XML-files.
    Sources:
     

  2. HTML, DOM
    Since QuickTest Professional works perfectly with web applications, you should be expert in related fields – HTML, HTTP, DHTML, DOM, etc. They will simplify your future QTP script and make them more reliable and maintenable.
    Sources:
     

  3. HP QTP Knowledge Base
    It contains a lot of practical articles about QuickTest Professional.
    You can find there QTP webinars, QTP FAQs, documentations, solutions of your problems or different ways how to improve your QTP automated tests.
    Sources:
     

  4. Useful sites
    Sure, it’s impossible to know all information on QTP.
    That’s why I recommend to use these two sites to search answers to your QTP questions: