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  • How to get an array to work with oops concepts in Perl

    - by superstar
    Hello guys, I need some help regarding the arrays in Perl This is the constructor i have. sub new { my $class = shift; my @includeobjects = (); my @excludeobjects = (); my $Packet = { _PacketName => shift, _Platform => shift, _Version => shift, @_IncludePath => @includeobjects, }; bless $Packet, $class; return $Packet; } sub SetPacketName { my ( $Packet, $PacketName ) = @_; $Packet->{_PacketName} = $PacketName if defined($PacketName); return $Packet->{_PacketName}; } sub SetIncludePath { my ( $Packet, @IncludePath ) = @_; $Packet->{@_IncludePath} = @IncludePath; return $Packet->{@_IncludePath}; } sub GetPacketName { my( $Packet ) = @_; return $Packet->{_PacketName}; } sub GetIncludePath { my( $Packet ) = @_; return $Packet->{@_IncludePath}; } The get and set methods work fine for PacketName. But since IncludePath is an array, I could not get it work. The declaration is what i am not able to get right Any suggestions please...

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  • «HTTP::Message content must be bytes» error when trying to post

    - by ZyX
    I have the following code: ... sub setImage { my $self=shift; my $filename=shift; unless(-r $filename) { warn "File $filename not found"; return; } my $imgn=shift; my $operation=&URI::Escape::uri_escape_utf8( (shift) ? "???????! (Delete)" : "?????????! (Store)"); my $FH=&::File::open($filename, 0, 0); my $image; # &utf8::downgrade($image); sysread($FH, $image, 102400, 0); close $FH; my $imginfo=eval{&Image::Info::image_info(\$image)}; if($@ or $imginfo->{"error"}) { warn "Invalid image: ".($@ || $imginfo->{"error"}); return undef; } my $fields=[ DIR => $self->url("fl"), OPERATION => $operation, FILE_NAME => ".photo$imgn", # FILE => [$filename], FILE => [undef, "image.".$imginfo->{"file_ext"}, # Content_Type => $imginfo->{"file_media_type"}, # Content_Type => 'application/octet-stream', Content => $image, ], ]; my $response=&ZLR::UA::post( &ZLR::UA::absURL("/cgi-bin/file_manager")."", $fields, Content_Type => "form-data", ); print $response->decoded_content; } ... When I try to use function setImage it fails with error HTTP::Message content must be bytes at /usr/lib64/perl5/vendor_perl/5.8.8/HTTP/Request/Common.pm line 91. Worse that I can't reproduce this error without using all of my code and upgrading libwww-perl does nothing. What can cause it?

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  • Routing problem with calling a new method without an ID

    - by alkaloids
    I'm trying to put together a form_tag that edits several Shift objects. I have the form built properly, and it's passing on the correct parameters. I have verified that the parameters work with updating the objects correctly in the console. However, when I click the submit button, I get the error: ActiveRecord::RecordNotFound in ShiftsController#update_individual Couldn't find Shift without an ID My route for the controller it is calling looks like this looks like this: map.resources :shifts, :collection => { :update_individual => :put } The method in ShiftsController is this: def update_individual Shift.update(params[:shifts].keys, params[:shifts].values) flash[:notice] = "Schedule saved" end The relevant form parts are these: <% form_tag( update_individual_shifts_path ) do %> ... (fields for...) <%= submit_tag "Save" %> <% end %> Why is this not working? If I browse to the url: "http://localhost:3000/shifts/update_individual/5" (or any number that corresponds to an existing shift), I get the proper error about having no parameters set, but when I pass parameters without an ID of some sort, it errors out. How do I make it stop looking for an ID at the end of the URL?

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  • BinaryWriterWith7BitEncoding & BinaryReaderWith7BitEncoding

    - by Tim
    Mr. Ayende wrote in his latest blog post about an implementation of a queue. In the post he's using two magical files: BinaryWriterWith7BitEncoding & BinaryReaderWith7BitEncoding BinaryWriterWith7BitEncoding can write both int and long? using the following method signatures: void WriteBitEncodedNullableInt64(long? value) & void Write7BitEncodedInt(int value) and BinaryReaderWith7BitEncoding can read the values written using the following method signatures: long? ReadBitEncodedNullableInt64() and int Read7BitEncodedInt() So far I've only managed to find a way to read the 7BitEncodedInt: protected int Read7BitEncodedInt() { int value = 0; int byteval; int shift = 0; while(((byteval = ReadByte()) & 0x80) != 0) { value |= ((byteval & 0x7F) << shift); shift += 7; } return (value | (byteval << shift)); } I'm not too good with byte shifting - does anybody know how to read and write the 7BitEncoded long? and write the int ?

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  • Why doesn't Perl's Try::Tiny's try/catch give me the same results as eval?

    - by sid_com
    Why doesn't the subroutine with try/catch give me the same results as the eval-version does? #!/usr/bin/env perl use warnings; use strict; use 5.012; use Try::Tiny; sub shell_command_1 { my $command = shift; my $timeout_alarm = shift; my @array; eval { local $SIG{ALRM} = sub { die "timeout '$command'\n" }; alarm $timeout_alarm; @array = qx( $command ); alarm 0; }; die $@ if $@ && $@ ne "timeout '$command'\n"; warn $@ if $@ && $@ eq "timeout '$command'\n"; return @array; } shell_command_1( 'sleep 4', 3 ); say "Test_1"; sub shell_command_2 { my $command = shift; my $timeout_alarm = shift; my @array; try { local $SIG{ALRM} = sub { die "timeout '$command'\n" }; alarm $timeout_alarm; @array = qx( $command ); alarm 0; } catch { die $_ if $_ ne "timeout '$command'\n"; warn $_ if $_ eq "timeout '$command'\n"; } return @array; } shell_command_2( 'sleep 4', 3 ); say "Test_2"

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  • How do I use an array as an object attribute in Perl?

    - by superstar
    Hello guys, I need some help regarding the arrays in Perl This is the constructor i have. sub new { my $class = shift; my @includeobjects = (); my @excludeobjects = (); my $Packet = { _PacketName => shift, _Platform => shift, _Version => shift, @_IncludePath => @includeobjects, }; bless $Packet, $class; return $Packet; } sub SetPacketName { my ( $Packet, $PacketName ) = @_; $Packet->{_PacketName} = $PacketName if defined($PacketName); return $Packet->{_PacketName}; } sub SetIncludePath { my ( $Packet, @IncludePath ) = @_; $Packet->{@_IncludePath} = @IncludePath; return $Packet->{@_IncludePath}; } sub GetPacketName { my( $Packet ) = @_; return $Packet->{_PacketName}; } sub GetIncludePath { my( $Packet ) = @_; return $Packet->{@_IncludePath}; } The get and set methods work fine for PacketName. But since IncludePath is an array, I could not get it work. The declaration is what I am not able to get right.

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  • how to store a file handle in perl class

    - by Haiyuan Zhang
    please look at the following code first. #! /usr/bin/perl package foo; sub new { my $pkg = shift; my $self = {}; my $self->{_fd} = undef; bless $self, $pkg; return $self; } sub Setfd { my $self = shift; my $fd = shift; $self_->{_fd} = $fd; } sub write { my $self = shift; print $self->{_fd} "hello word"; } my $foo = new foo; My intention is to store a file handle within a class using hash. the file handle is undefined at first, but can be initilized afterwards by calling Setfd function. then write can be called to actually write string "hello word" to a file indicated by the file handle, supposed that the file handle is the result of a success "write" open. but, perl compiler just complains that there are syntax error in the "print" line. can anyone of you tells me what's wrong here? thanks in advance.

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  • Try::Tiny-Question

    - by sid_com
    Why doesn't the subroutine with try/catch give me the same results as the eval-version does. #!/usr/bin/env perl use warnings; use strict; use 5.012; use Try::Tiny; sub shell_command_1 { my $command = shift; my $timeout_alarm = shift; my @array; eval { local $SIG{ALRM} = sub { die "timeout '$command'\n" }; alarm $timeout_alarm; @array = qx( $command ); alarm 0; }; die $@ if $@ && $@ ne "timeout '$command'\n"; warn $@ if $@ && $@ eq "timeout '$command'\n"; return @array; } shell_command_1( 'sleep 4', 3 ); say "Test_1"; sub shell_command_2 { my $command = shift; my $timeout_alarm = shift; my @array; try { local $SIG{ALRM} = sub { die "timeout '$command'\n" }; alarm $timeout_alarm; @array = qx( $command ); alarm 0; } catch { die $_ if $_ ne "timeout '$command'\n"; warn $_ if $_ eq "timeout '$command'\n"; } return @array; } shell_command_2( 'sleep 4', 3 ); say "Test_2"

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  • In Perl, how can I wait for threads to end in parallel?

    - by Pmarcoen
    I have a Perl script that launches 2 threads,one for each processor. I need it to wait for a thread to end, if one thread ends a new one is spawned. It seems that the join method blocks the rest of the program, therefore the second thread can't end until everything the first thread does is done which sort of defeats its purpose. I tried the is_joinable method but that doesn't seem to do it either. Here is some of my code : use threads; use threads::shared; @file_list = @ARGV; #Our file list $nofiles = $#file_list + 1; #Real number of files $currfile = 1; #Current number of file to process my %MSG : shared; #shared hash $thr0 = threads->new(\&process, shift(@file_list)); $currfile++; $thr1 = threads->new(\&process, shift(@file_list)); $currfile++; while(1){ if ($thr0->is_joinable()) { $thr0->join; #check if there are files left to process if($currfile <= $nofiles){ $thr0 = threads->new(\&process, shift(@file_list)); $currfile++; } } if ($thr1->is_joinable()) { $thr1->join; #check if there are files left to process if($currfile <= $nofiles){ $thr1 = threads->new(\&process, shift(@file_list)); $currfile++; } } } sub process{ print "Opening $currfile of $nofiles\n"; #do some stuff if(some condition){ lock(%MSG); #write stuff to hash } print "Closing $currfile of $nofiles\n"; } The output of this is : Opening 1 of 4 Opening 2 of 4 Closing 1 of 4 Opening 3 of 4 Closing 3 of 4 Opening 4 of 4 Closing 2 of 4 Closing 4 of 4

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  • subscripts and superscripts in SVG

    - by peter.murray.rust
    I am trying to display sub- and superscripts with SVG using the following code from this site <svg xmlns="http://www.w3.org/2000/svg" version="1.1"> <g> <text x = "10" y = "25" font-size = "20"> <tspan> e = mc <tspan baseline-shift = "super">2</tspan> </tspan> <tspan x = "10" y = "60"> T <tspan baseline-shift = "sub">i+2</tspan> =T <tspan baseline-shift = "sub">i</tspan> + T <tspan baseline-shift = "sub">i+1</tspan> </tspan> </text> </g> but the sub/superscripts do not display in IE or Firefox. Is this unimplemented or is there another problem? [Are you able to see the subscripts displayed properly?]

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  • Why does Perl's strict not let me pass a parameter hash?

    - by Thariama
    I hava a perl subroutine where i would like to pass parameters as a hash (the aim is to include a css depending on the parameter 'iconsize'). I am using the call: get_function_bar_begin('iconsize' => '32'); for the subroutine get_function_bar_begin: use strict; ... sub get_function_bar_begin { my $self = shift; my %template_params = %{ shift || {} }; return $self->render_template('global/bars /tmpl_incl_function_bar_begin.html',%template_params); } Why does this yield the error message: Error executing run mode 'start': undef error - Can't use string ("iconsize") as a HASH ref while "strict refs" in use at CheckBar.pm at line 334 Am i doing something wrong here? Is there an other way to submit my data ('iconsize') as a hash? (i am still new to Perl) EDIT: Solution which worked for me. I didn't change the call, but my function: sub get_function_bar_begin { my $self = shift; my $paramref = shift; my %params = (ref($paramref) eq 'HASH') ? %$paramref : (); my $iconsize = $params{'iconsize'} || ''; return $self->render_template('global/bars/tmpl_incl_function_bar_begin.html', { 'iconsize' => $iconsize, } ); }

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  • Send string from java (or other platform) to application

    - by MrSnowflake
    I want to send a barcode, read with my cellphone, to my computer. My computer has a simple server running, which listens to barcodes. When a barcode arrives, the server app should be able to input the value of the received barcode into the active application (I don't really care which application is going to get the input, the user should be able to select gedit, a terminal window or the browser if they choose to). My language at the moment is Java on GNU/Linux (Ubuntu), so I know about the Robot class. But the Robot class emulates a keyboard, which means: when you send VK_1 on a US keyboard layout, the output is '1' indeed, but when you send VK_1 on another layout (like belgian, which I use), which requires shift for the '1' key, the output is '&' (this is the character on the '1' key, when you don't hold shift). I also found xsendkeys, but this application too requires you to specify whether you need to hold shift. So it will be able to send an 'a' but for an 'A' (thus capital) you need to specify you want to hold shift with your 'a'. Isn't there an easy way to do this, for GNU/Linux and Windows, just using strings. I want to be able to send "12a68dd" to the active application. And I also would like to be able to send UTF-8 characters to the active application. I have been looking for a solution, but most require the breakdown in multiple keystrokes, which are often dependent on the keyboard layout.

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  • How can I store and access a filehandle in a Perl class?

    - by Haiyuan Zhang
    please look at the following code first. #! /usr/bin/perl package foo; sub new { my $pkg = shift; my $self = {}; my $self->{_fd} = undef; bless $self, $pkg; return $self; } sub Setfd { my $self = shift; my $fd = shift; $self_->{_fd} = $fd; } sub write { my $self = shift; print $self->{_fd} "hello word"; } my $foo = new foo; My intention is to store a file handle within a class using hash. the file handle is undefined at first, but can be initilized afterwards by calling Setfd function. then write can be called to actually write string "hello word" to a file indicated by the file handle, supposed that the file handle is the result of a success "write" open. but, perl compiler just complains that there are syntax error in the "print" line. can anyone of you tells me what's wrong here? thanks in advance.

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  • how to install a file handle in perl class

    - by Haiyuan Zhang
    please looku up the following code first. #! /usr/bin/perl package foo; sub new { my $pkg = shift; my $self = {}; my $self->{_fd} = undef; bless $self, $pkg; return $self; } sub Setfd { my $self = shift; my $fd = shift; $self_->{_fd} = $fd; } sub write { my $self = shift; print $self->{_fd} "hello word"; } my $foo = new foo; My intention is to store a file handle within a class using hash. the file handle is undefined at first, but can be initilized afterwards by calling Setfd function. then write can be called to actually write string "hello word" to a file indicated by the file handle, supposed that the file handle is the result of a success "write" open. but, perl compiler just complains that there are syntax error in the "print" line. can anyone of you tells me what's wrong here? thanks in advance.

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  • Is your team is a high-performing team?

    As a child I can remember looking out of the car window as my father drove along the Interstate in Florida while seeing prisoners wearing bright orange jump suits and prison guards keeping a watchful eye on them. The prisoners were taking part in a prison road gang. These road gangs were formed to help the state maintain the state highway infrastructure. The prisoner’s primary responsibilities are to pick up trash and debris from the roadway. This is a prime example of a work group or working group used by most prison systems in the United States. Work groups or working groups can be defined as a collection of individuals or entities working together to achieve a specific goal or accomplish a specific set of tasks. Typically these groups are only established for a short period of time and are dissolved once the desired outcome has been achieved. More often than not group members usually feel as though they are expendable to the group and some even dread that they are even in the group. "A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they are mutually accountable." (Katzenbach and Smith, 1993) So how do you determine that a team is a high-performing team?  This can be determined by three base line criteria that include: consistently high quality output, the promotion of personal growth and well being of all team members, and most importantly the ability to learn and grow as a unit. Initially, a team can successfully create high-performing output without meeting all three criteria, however this will erode over time because team members will feel detached from the group or that they are not growing then the quality of the output will decline. High performing teams are similar to work groups because they both utilize a collection of individuals or entities to accomplish tasks. What distinguish a high-performing team from a work group are its characteristics. High-performing teams contain five core characteristics. These characteristics are what separate a group from a team. The five characteristics of a high-performing team include: Purpose, Performance Measures, People with Tasks and Relationship Skills, Process, and Preparation and Practice. A high-performing team is much more than a work group, and typically has a life cycle that can vary from team to team. The standard team lifecycle consists of five states and is comparable to a human life cycle. The five states of a high-performing team lifecycle include: Formulating, Storming, Normalizing, Performing, and Adjourning. The Formulating State of a team is first realized when the team members are first defined and roles are assigned to all members. This initial stage is very important because it can set the tone for the team and can ultimately determine its success or failure. In addition, this stage requires the team to have a strong leader because team members are normally unclear about specific roles, specific obstacles and goals that my lay ahead of them.  Finally, this stage is where most team members initially meet one another prior to working as a team unless the team members already know each other. The Storming State normally arrives directly after the formulation of a new team because there are still a lot of unknowns amongst the newly formed assembly. As a general rule most of the parties involved in the team are still getting used to the workload, pace of work, deadlines and the validity of various tasks that need to be performed by the group.  In this state everything is questioned because there are so many unknowns. Items commonly questioned include the credentials of others on the team, the actual validity of a project, and the leadership abilities of the team leader.  This can be exemplified by looking at the interactions between animals when they first meet.  If we look at a scenario where two people are walking directly toward each other with their dogs. The dogs will automatically enter the Storming State because they do not know the other dog. Typically in this situation, they attempt to define which is more dominating via play or fighting depending on how the dogs interact with each other. Once dominance has been defined and accepted by both dogs then they will either want to play or leave depending on how the dogs interacted and other environmental variables. Once the Storming State has been realized then the Normalizing State takes over. This state is entered by a team once all the questions of the Storming State have been answered and the team has been tested by a few tasks or projects.  Typically, participants in the team are filled with energy, and comradery, and a strong alliance with team goals and objectives.  A high school football team is a perfect example of the Normalizing State when they start their season.  The player positions have been assigned, the depth chart has been filled and everyone is focused on winning each game. All of the players encourage and expect each other to perform at the best of their abilities and are united by competition from other teams. The Performing State is achieved by a team when its history, working habits, and culture solidify the team as one working unit. In this state team members can anticipate specific behaviors, attitudes, reactions, and challenges are seen as opportunities and not problems. Additionally, each team member knows their role in the team’s success, and the roles of others. This is the most productive state of a group and is where all the time invested working together really pays off. If you look at an Olympic figure skating team skate you can easily see how the time spent working together benefits their performance. They skate as one unit even though it is comprised of two skaters. Each skater has their routine completely memorized as well as their partners. This allows them to anticipate each other’s moves on the ice makes their skating look effortless. The final state of a team is the Adjourning State. This state is where accomplishments by the team and each individual team member are recognized. Additionally, this state also allows for reflection of the interactions between team members, work accomplished and challenges that were faced. Finally, the team celebrates the challenges they have faced and overcome as a unit. Currently in the workplace teams are divided into two different types: Co-located and Distributed Teams. Co-located teams defined as the traditional group of people working together in an office, according to Andy Singleton of Assembla. This traditional type of a team has dominated business in the past due to inadequate technology, which forced workers to primarily interact with one another via face to face meetings.  Team meetings are primarily lead by the person with the highest status in the company. Having personally, participated in meetings of this type, usually a select few of the team members dominate the flow of communication which reduces the input of others in group discussions. Since discussions are dominated by a select few individuals the discussions and group discussion are skewed in favor of the individuals who communicate the most in meetings. In addition, Team members might not give their full opinions on a topic of discussion in part not to offend or create controversy amongst the team and can alter decision made in meetings towards those of the opinions of the dominating team members. Distributed teams are by definition spread across an area or subdivided into separate sections. That is exactly what distributed teams when compared to a more traditional team. It is common place for distributed teams to have team members across town, in the next state, across the country and even with the advances in technology over the last 20 year across the world. These teams allow for more diversity compared to the other type of teams because they allow for more flexibility regarding location. A team could consist of a 30 year old male Italian project manager from New York, a 50 year old female Hispanic from California and a collection of programmers from India because technology allows them to communicate as if they were standing next to one another.  In addition, distributed team members consult with more team members prior to making decisions compared to traditional teams, and take longer to come to decisions due to the changes in time zones and cultural events. However, team members feel more empowered to speak out when they do not agree with the team and to notify others of potential issues regarding the work that the team is doing. Virtual teams which are a subset of the distributed team type is changing organizational strategies due to the fact that a team can now in essence be working 24 hrs a day because of utilizing employees in various time zones and locations.  A primary example of this is with customer services departments, a company can have multiple call centers spread across multiple time zones allowing them to appear to be open 24 hours a day while all a employees work from 9AM to 5 PM every day. Virtual teams also allow human resources departments to go after the best talent for the company regardless of where the potential employee works because they will be a part of a virtual team all that is need is the proper technology to be setup to allow everyone to communicate. In addition to allowing employees to work from home, the company can save space and resources by not having to provide a desk for every team member. In fact, those team members that randomly come into the office can actually share one desk amongst multiple people. This is definitely a cost cutting plus given the current state of the economy. One thing that can turn a team into a high-performing team is leadership. High-performing team leaders need to focus on investing in ongoing personal development, provide team members with direction, structure, and resources needed to accomplish their work, make the right interventions at the right time, and help the team manage boundaries between the team and various external parties involved in the teams work. A team leader needs to invest in ongoing personal development in order to effectively manage their team. People have said that attitude is everything; this is very true about leaders and leadership. A team takes on the attitudes and behaviors of its leaders. This can potentially harm the team and the team’s output. Leaders must concentrate on self-awareness, and understanding their team’s group dynamics to fully understand how to lead them. In addition, always learning new leadership techniques from other effective leaders is also very beneficial. Providing team members with direction, structure, and resources that they need to accomplish their work collectively sounds easy, but it is not.  Leaders need to be able to effectively communicate with their team on how their work helps the company reach for its organizational vision. Conversely, the leader needs to allow his team to work autonomously within specific guidelines to turn the company’s vision into a reality.  This being said the team must be appropriately staffed according to the size of the team’s tasks and their complexity. These tasks should be clear, and be meaningful to the company’s objectives and allow for feedback to be exchanged with the leader and the team member and the leader and upper management. Now if the team is properly staffed, and has a clear and full understanding of what is to be done; the company also must supply the workers with the proper tools to achieve the tasks that they are asked to do. No one should be asked to dig a hole without being given a shovel.  Finally, leaders must reward their team members for accomplishments that they achieve. Awards could range from just a simple congratulatory email, a party to close the completion of a large project, or other monetary rewards. Managing boundaries is very important for team leaders because it can alter attitudes of team members and can add undue stress to the team which will force them to loose focus on the tasks at hand for the group. Team leaders should promote communication between team members so that burdens are shared amongst the team and solutions can be derived from hearing the opinions of multiple sources. This also reinforces team camaraderie and working as a unit. Team leaders must manage the type and timing of interventions as to not create an even bigger mess within the team. Poorly timed interventions can really deflate team members and make them question themselves. This could really increase further and undue interventions by the team leader. Typically, the best time for interventions is when the team is just starting to form so that all unproductive behaviors are removed from the team and that it can retain focus on its agenda. If an intervention is effectively executed the team will feel energized about the work that they are doing, promote communication and interaction amongst the group and improve moral overall. High-performing teams are very import to organizations because they consistently produce high quality output and develop a collective purpose for their work. This drive to succeed allows team members to utilize specific talents allowing for growth in these areas.  In addition, these team members usually take on a sense of ownership with their projects and feel that the other team members are irreplaceable. References: http://blog.assembla.com/assemblablog/tabid/12618/bid/3127/Three-ways-to-organize-your-team-co-located-outsourced-or-global.aspx Katzenbach, J.R. & Smith, D.K. (1993). The Wisdom of Teams: Creating the High-performance Organization. Boston: Harvard Business School.

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  • Understanding the value of Customer Experience & Loyalty for the Telecommunications Industry

    - by raul.goycoolea
    Worried by economic woes and market forces, especially in mature markets, communications service providers (CSPs) increasingly focus on improving customer experience. In fact, it seems difficult to find a major message by a C-level executive in the developed world that does not include something on "meeting and exceeding customers' needs". Frequently in customer satisfaction studies by prominent firms, CSPs fall short of the leadership demonstrated by other industries that take customer-centric approaches to their bottom-line strategies. Consider the following:Despite the continued impact of global economic crisis, in July 2010, Apple Computer posted record revenue and net quarterly profit. Those who attribute the results primarily to the iPhone 4 launch should note that Apple also shipped around 30% more Macintosh computers than the same period the previous year. Even sales of the iPod line increased by 8% in a highly commoditized, shrinking media player market. Finally, Apple began selling iPads during the quarter, with total sales of more than 3 million units. What does Apple have that the others lack? Well, some great products (and services) to be sure, but it also excels at customer service and support, marketing, and distribution, and has one of the strongest brands globally. Its products are useful, simple to use, easy to acquire and augment, high quality, and considered very cool. They also evoke such an emotional response from many of Apple's customers, which they turn up their noses at competitive products.In other words, Apple appears to have mastered virtually every aspect of customer experience and the resultant loyalty of its customer base - even in difficult financial times. Through that unwavering customer focus, Apple continues to drive its revenues and profits to new heights. Other customer loyalty leaders like Wal-Mart, Google, Toyota and Honda are also doing well by focusing on customer experience as an essential driver of profitability. Service providers should note this performance and ask themselves how they might leverage the same principles to increase their own profitability. After all, that is what customer experience and loyalty are all about: profitability.To successfully manage all the critical touch points of customer experience, CSPs must shun the one-size-fits-all approach. They can no longer afford to view customer service fundamentally as an act of altruism - which mentality dates back to the industry's civil service days, when CSPs were typically government organizations that were critical to economic development and public safety.As regulators and public officials have pushed, and continue to push, service providers to new heights of reliability - using incentives and punishments - most CSPs already have some of the fundamental building blocks of customer service in place. Yet despite that history and experience, service providers still lag other industries in providing what is seen as good customer service.As we observed in the TMF's 2009 Insights Research report, Customer Experience Management: Driving Loyalty & Profitability there has been resurgence in interest by CSPs. More and more of them have stated ambitions to catch up other industries, and they are realizing that good customer service is a powerful strategy for increasing business performance and profitability, not an act of good will.CSPs are recognizing the connection between customer experience and profitability, as demonstrated in many studies. For example, according to research by Bain & Company, a 5 percent improvement in customer retention rates can yield as much as a 75 percent increase in profits for companies across a range of industries.After decades of customer experience strategy formulation, Bain partner and business author, Frederick Reichheld, considers "would you recommend us to a friend?" as the ultimate question for a customer. How many times have you or your friends recommended an iPod, iPhone or a Mac? What do your children recommend to their peers? Their peers to them?There are certain steps service providers have to take to create more personalized relationships with their customers, as well as reduce churn and increase profitability, all while becoming leaner and more agile. First, they have to define customer experience, we define it as the result of the sum of observations, perceptions, thoughts and feelings arising from interactions and relationships between customers and their service provider(s). Virtually every customer touch point - whether directly or indirectly linked to service providers and their partners - contributes to customer perception, satisfaction, loyalty, and ultimately profitability. Gaining leadership in customer experience and satisfaction will not be a simple task, as it is affected by virtually every customer-facing aspect of the service provider, and in turn impacts the service provider deeply - especially on the all-important bottom line. The scope of issues affecting customer experience is complex and dynamic.With new services, devices and applications extending the basis of customer experience to domains beyond the direct control of the service provider, it is likely to increase in complexity and dynamism.Customer loyalty = increased profitsAs stated earlier, customer experience programs are not fundamentally altruistic exercises, but a strategic means of improving competitiveness and profitability in the short and long term. Loyalty is essential to deriving long term profits from customers.Some of the earliest loyalty programs date back to the 1930s, when packaged goods companies offered embedded coupons for rewards to buyers, and eventually retail chains began offering reward programs to frequent shoppers. These programs continued for decades but were leapfrogged in the 1980s by more aggressive programs from the airlines.This movement was led by American Airlines, which launched the first full-scale loyalty marketing program of the modern era with the AAdvantage frequent flyer scheme. It was the first to reward frequent fliers with notional air miles that could be accumulated and later redeemed for free travel. Figure 1: Opportunities example of Customer loyalty driven profitOther airlines and travel providers were quick to grasp the incredible value of providing customers with an incentive to use their company exclusively. Within a few years, dozens of travel industry companies launched similar initiatives and now loyalty programs are achieving near-ubiquity in many service industries, especially those in which it is difficult to differentiate offerings by product attributes.The belief is that increased profitability will result from customer retention efforts because:•    The cost of acquisition occurs only at the beginning of a relationship: the longer the relationship, the lower the amortized cost;•    Account maintenance costs decline as a percentage of total costs, or as a percentage of revenue, over the lifetime of the relationship;•    Long term customers tend to be less inclined to switch and less price sensitive which can result in stable unit sales volume and increases in dollar-sales volume;•    Long term customers may initiate word-of-mouth promotions and referrals, which cost the company nothing and arguably are the most effective form of advertising;•    Long-term customers are more likely to buy ancillary products and higher margin supplemental products;•    Long term customers tend to be satisfied with their relationship with the company and are less likely to switch to competitors, making market entry or competitors gaining market share difficult;•    Regular customers tend to be less expensive to service, as they are familiar with the processes involved, require less 'education', and are consistent in their order placement;•    Increased customer retention and loyalty makes the employees' jobs easier and more satisfying. In turn, happy employees feed back into higher customer satisfaction in a virtuous circle. Figure 2: The virtuous circle of customer loyaltyFigure 2 represents a high-level example of a virtuous cycle driven by customer satisfaction and loyalty, depicting how superiority in product and service offerings, as well as strong customer support by competent employees, lead to higher sales and ultimately profitability. As stated above, this is not a new concept, but succeeding with it is difficult. It has eluded many a company driven to achieve profitability goals. Of course, for this circle to be virtuous, the customer relationship(s) must be profitable.Trying to maintain the loyalty of unprofitable customers is not a viable business strategy. It is, therefore, important that marketers can assess the profitability of each customer (or customer segment), and either improve or terminate relationships that are not profitable. This means each customer's 'relationship costs' must be understood and compared to their 'relationship revenue'. Customer lifetime value (CLV) is the most commonly used metric here, as it is generally accepted as a representation of exactly how much each customer is worth in monetary terms, and therefore a determinant of exactly how much a service provider should be willing to spend to acquire or retain that customer.CLV models make several simplifying assumptions and often involve the following inputs:•    Churn rate represents the percentage of customers who end their relationship with a company in a given period;•    Retention rate is calculated by subtracting the churn rate percentage from 100;•    Period/horizon equates to the units of time into which a customer relationship can be divided for analysis. A year is the most commonly used period for this purpose. Customer lifetime value is a multi-period calculation, often projecting three to seven years into the future. In practice, analysis beyond this point is viewed as too speculative to be reliable. The model horizon is the number of periods used in the calculation;•    Periodic revenue is the amount of revenue collected from a customer in a given period (though this is often extended across multiple periods into the future to understand lifetime value), such as usage revenue, revenues anticipated from cross and upselling, and often some weighting for referrals by a loyal customer to others; •    Retention cost describes the amount of money the service provider must spend, in a given period, to retain an existing customer. Again, this is often forecast across multiple periods. Retention costs include customer support, billing, promotional incentives and so on;•    Discount rate means the cost of capital used to discount future revenue from a customer. Discounting is an advanced method used in more sophisticated CLV calculations;•    Profit margin is the projected profit as a percentage of revenue for the period. This may be reflected as a percentage of gross or net profit. Again, this is generally projected across the model horizon to understand lifetime value.A strong focus on managing these inputs can help service providers realize stronger customer relationships and profits, but there are some obstacles to overcome in achieving accurate calculations of CLV, such as the complexity of allocating costs across the customer base. There are many costs that serve all customers which must be properly allocated across the base, and often a simple proportional allocation across the whole base or a segment may not accurately reflect the true cost of serving that customer;  This is made worse by the fragmentation of customer information, which is likely to be across a variety of product or operations groups, and may be difficult to aggregate due to different representations.In addition, there is the complexity of account relationships and structures to take into consideration. Complex account structures may not be understood or properly represented. For example, a profitable customer may have a separate account for a second home or another family member, which may appear to be unprofitable. If the service provider cannot relate the two accounts, CLV is not properly represented and any resultant cancellation of the apparently unprofitable account may result in the customer churning from the profitable one.In summary, if service providers are to realize strong customer relationships and their attendant profits, there must be a very strong focus on data management. This needs to be coupled with analytics that help business managers and those who work in customer-facing functions offer highly personalized solutions to customers, while maintaining profitability for the service provider. It's clear that acquiring new customers is expensive. Advertising costs, campaign management expenses, promotional service pricing and discounting, and equipment subsidies make a serious dent in a new customer's profitability. That is especially true given the rising subsidies for Smartphone users, which service providers hope will result in greater profits from profits from data services profitability in future.  The situation is made worse by falling prices and greater competition in mature markets.Customer acquisition through industry consolidation isn't cheap either. A North American service provider spent about $2,000 per subscriber in its acquisition of a smaller company earlier this year. While this has allowed it to leapfrog to become the largest mobile service provider in the country, it required a total investment of more than $28 billion (including assumption of the acquiree's debt).While many operating cost synergies clearly made this deal more attractive to the acquiring company, this is certainly an expensive way to acquire customers: the cost per subscriber in this case is not out of line with the prices others have paid for acquisitions.While growth by acquisition certainly increases overall revenues, it often creates tremendous challenges for profitability. Organic growth through increased customer loyalty and retention is a more effective driver of profit, as well as a stronger predictor of future profitability. Service providers, especially those in mature markets, are increasingly recognizing this and taking steps toward a creating a more personalized, flexible and satisfying experience for their customers.In summary, the clearest path to profitability for companies in virtually all industries is through customer retention and maximization of lifetime value. Service providers would do well to recognize this and focus attention on profitable customer relationships.

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  • Configure different set of keyboard shortcuts for copy/paste in Photoshop

    - by Diodeus
    Being left-handed, I use the mouse in my left hand. In most applications I use Ctrl + Insert or Shift + Insert to copy and paste (with my right hand). For some bone-headed reason, this is not supported in Photoshop, so I have to use right-click Copy sub-menus, which is a lot slower. Is there a way to configure Photoshop to use Ctrl + Insert to copy and Shift + Insert to paste?

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  • You Are Hiring But Do Candidate&rsquo;s Want to Work For You

    - by david.talamelli
    So here you are – it has happened, you are now interviewing for that position that you have either applied for or maybe were called about. Whether you are an “active” candidate looking for a job or a “passive” candidate who was contacted about the opportunity, it doesn’t matter now. Regardless of the circumstances of how you got to the interview stage, how you and your new potential manager connect with each other at interview will play a part in whether you are successful in landing that job. The best manager/employee relationships I think tend to be the ones where both the manager and employee have a common goal that they are both working towards and they work together in unison to achieve these goals. Candidates – when you are interviewing for a role, remember that an interview is a two way process. An interview shouldn’t be just a case of a company interviewing you to see if you are a good fit for a certain role. Don’t forget in an interview process it is equally important that you take the opportunity to similarly interview the company to see if that role/company are the right place for you to move to as the next step in your career. I think an interview should not only be a chance for a Hiring Manager to get to better know a candidate and asses his capability and cultural fit for a team/company but it should also be a chance for the candidate to similarly assess a company or manager about whether they are someone that they want to work with. Managers – I know Recruiters have been talking about the “war for talent” since before many of you were managers, but there is no denying it – it exists. You are not only competing with other companies for talented individuals but you are also competing with the existing companies that those talented individuals are working at. Companies are not going to let the people they have identified as superstars resign without a fight (this is the classic Counter Offer scenario which may be another blog post in itself). So how do we get these great people – their current employer will do all they can to keep them, everyone else wants them – does this mean all hope is lost? No, absolutely not. The same reasons that have always existed on why candidates are interested in other opportunities is still there: it could be that someone is looking for career advancement, or they want the chance to work with new technology or maybe you have an opportunity that is exactly what that person is looking to do. As a Hiring Manager don’t just conduct your interviews in question/answer mode. You should talk to that individual to work out what it is they are looking for and you can then relate how your role addresses that. It is potentially going to be the two of you working together so you two are the ones who have to be most comfortable with each other. Don’t oversell the role – set realistic expectations of what that candidate can expect working in your team – give them the good, the bad and the ugly so they can make an informed decision. Manager’s think back to when you last were looking for a job and put yourself in the candidate’s shoes. When you were looking for a job, what was it that you wanted to know about Oracle, or what was it that you wanted more information about. There are some great Business Leaders that work here at Oracle – if you are one of them it is likely that you already are doing all these things anyway. The good news for you is that you are also likely raising yourself head and shoulders above what many interviewers do – that in itself gives you a competitive advantage in this ‘war for talent’ but as a great Business Leader you already know that

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  • Issue tabbing between fields in Tiddlywiki

    - by leeand00
    TAB and SHIFT + TAB are great for getting in and out of fields without taking your hands off the keyboard. In my Firefox 9.0 installation I installed and then disabled Tab in Textarea 0.10.2 (tabinta) and now when I try to tab in and out of a textarea on the page using TAB and SHIFT + TAB it gives me a tab instead of the expected movement in and out of the textarea. Is there some way I can get this functionality back to normal?

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  • Synergy on Linux and Linux

    - by archer
    Using Synergy-plus-1.3.4 on Gentoo Linux kernel 2.6.36-tuxonice-r3. Using SHIFT+CAPS to change keyboard layout on BOTH server and client boxes. Works perfectly if change layout using attached keyboard. But when using synergy keyboard (moved mouse from server screen to client and changing with SHIFT+CAPS) it has no effect. Synergy is just amazing thing exception this small issue which I'm assured is solvable. Please, gimme some hint.

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  • How do I remove initial indents on numbered lists?

    - by Peter
    In Word 2007 I want all numbers in a numbered list to be down the LH margin in line with the paragraphs. When a numbered list is selected, the numbers 1,2,3 are indented by a default 0.63cm. Ctrl-Shift-M will shift this indent back to the left margin. How do I permanently remove that initial indent and save that change to the normal template so that all new documents have zero indent on a newly inserted numbered list? (Same issue in Word 2010)

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  • Select a word using keyboard special case

    - by wataka
    I know the Ctrl+Shift+Arrow_Key to select a word. But suppose this is the case: "Hello!, my na|me is Peter" Where the cursor is where the pipe is. I'm looking for some keyboard shorcut that select the word "name". The only way I found was: Ctrl+Right, Left, Ctrl+Shift+Left. But it isn't practical. Any hint? Edit: I'm on Windows 7, and I'd like some generic solution if exists (not software dependent)

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  • Orchestrating the Virtual Enterprise, Part II

    - by Kathryn Perry
    A guest post by Jon Chorley, Oracle's CSO & Vice President, SCM Product Strategy Almost everyone has ordered from Amazon.com at one time or another. Our orders are as likely to be fulfilled by third parties as they are by Amazon itself. To deliver the order promptly and efficiently, Amazon has to send it to the right fulfillment location and know the availability in that location. It needs to be able to track status of the fulfillment and deal with exceptions. As a virtual enterprise, Amazon's operations, using thousands of trading partners, requires a very different approach to fulfillment than the traditional 'take an order and ship it from your own warehouse' model. Amazon had no choice but to develop a complex, expensive and custom solution to tackle this problem as there used to be no product solution available. Now, other companies who want to follow similar models have a better off-the-shelf choice -- Oracle Distributed Order Orchestration (DOO).  Consider how another of our customers is using our distributed orchestration solution. This major airplane manufacturer has a highly complex business and interacts regularly with the U.S. Government and major airlines. It sits in the middle of an intricate supply chain and needed to improve visibility across its many different entities. Oracle Fusion DOO gives the company an orchestration mechanism so it could improve quality, speed, flexibility, and consistency without requiring an organ transplant of these highly complex legacy systems. Many retailers face the challenge of dealing with brick and mortar, Web, and reseller channels. They all need to be knitted together into a virtual enterprise experience that is consistent for their customers. When a large U.K. grocer with a strong brick and mortar retail operation added an online business, they turned to Oracle Fusion DOO to bring these entities together. Disturbing the Peace with Acquisitions Quite often a company's ERP system is disrupted when it acquires a new company. An acquisition can inject a new set of processes and systems -- or even introduce an entirely new business like Sun's hardware did at Oracle. This challenge has been a driver for some of our DOO customers. A large power management company is using Oracle Fusion DOO to provide the flexibility to rapidly integrate additional products and services into its central fulfillment operation. The Flip Side of Fulfillment Meanwhile, we haven't ignored similar challenges on the supply side of the equation. Specifically, how to manage complex supply in a flexible way when there are multiple trading parties involved? How to manage the supply to suppliers? How to manage critical components that need to merge in a tier two or tier three supply chain? By investing in supply orchestration solutions for the virtual enterprise, we plan to give users better visibility into their network of suppliers to help them drive down costs. We also think this technology and full orchestration process can be applied to the financial side of organizations. An example is transactions that flow through complex internal structures to minimize tax exposure. We can help companies manage those transactions effectively by thinking about the internal organization as a virtual enterprise and bringing the same solution set to this internal challenge.  The Clear Front Runner No other company is investing in solving the virtual enterprise supply chain issues like Oracle is. Oracle is in a unique position to become the gold standard in this market space. We have the infrastructure of Oracle technology. We already have an Oracle Fusion DOO application which embraces the best of what's required in this area. And we're absolutely committed to extending our Fusion solution to other use cases and delivering even more business value. Jon ChorleyChief Sustainability Officer & Vice President, SCM Product StrategyOracle Corporation

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  • Love and Hate Outlook autocomplete, Outlook 2010/Exchange 2010

    - by Kay Sellenrode
    I think that almost every Exchange admin can concur with me that the Outlook autocomplete cache is one of those things you love but at the same time also hate. Users mostly love this function, except when it fails.Luckily since Outlook 2010 things got a little better and we got rid of the dreaded nk2 files.Outlook 2010 now includes a folder named "Suggested Contacts", all users you send an email to and that don't already have an contact object are saved in this suggested contacts folder.A lot of people thought this folder is also the source for the autocomplete cache, which would make it somewhat easy to manage, I wish the solution was that easy.Badly enough separate from the suggested contacts, outlook still maintains a cache for the autocomplete function. Let us say you run in to the following situation: John works for company A and is a popular contact for almost everyone in your organization.Now John quit his job at Company A and moved to Company B.Luckily John maintains your company as customer, but his email address is now changed from companyA.com to companyB.comSince you don't want to do any business with Company A anymore, you want to make sure none of your users accidentally mail to his old address.Now this is where the real fun starts, cause almost all of your 1000 users have mailed at least once with John.Resulting in the fact that every user has John most probably listed in their autocomplete cache.  I have run into sort like situations multiple times with several customers, which is always a pain.And of course this blog post is the result of one of those issues once again.I knew that with the Suggested contacts we could do more than previously, but still never spent time on it before.But today I thought lets nail this now and forever!!  Ok let's start of that things are different for every combination of outlook and exchange.I explain the procedure for Exchange 2010 SP1+ in combination with Outlook 2010.At first we want to get rid of all contact objects that contain [email protected] do this we need to be assigned to the RBAC role "Mailbox Import Export", which can be done through the Exchange Control panel.In my test environment I assigned this role to the Organization admins, but in real life you might want to add it to a custom role. Open the Exchange control panel by logging in to the ecp url, in my case https://ITFEX.itf.local/ECP, and make sure you selected your organization as management scope.Browse to Roles & Auditing, and open the properties for the organization management role group.click on the Add button to add a new role to the Organization Management role group, select the Mailbox Import Export role and click on add and OK to add it to the role.  Once you have assigned that role to your account you can open the Exchange Management Shell and execute the following command: Get-mailbox –resultsize unlimited | search-mailbox –targetmailbox "your.account" –targetfolder searchanddelete –loglevel full –logonly –searchquery "kind:contact AND [email protected]" This command will create a list with all mailboxes and any contacts that were found with an email address that contains [email protected], this list is then posted in the mailbox you specified at your.account in the folder searchanddelete.Now examine the report that was created and posted in the mailbox to see if it matches what you think it should match.My results looked like this:  When you're confident that the search includes all references and no false positives you can execute almost the same command, but this time with an delete action instead of the logonly. Get-mailbox –resultsize unlimited | search-mailbox –targetmailbox "your.account" –targetfolder searchanddelete –loglevel full –DeleteContent –searchquery "kind:contact AND [email protected]" Now most people would think this would remove the contact object from the suggested contacts, resulting in a removal from the autocomplete list.Sad but not true, to clean up the autocomplete list start Outlook with the command: "outlook /cleanautocompletecache" This will result in an empty cache, but luckily this is rebuild based on the suggested contacts, which now doesn't include the [email protected] contact anymore.

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  • Porting GNOME keyboard shortcuts to URXVT

    - by fpga_boffin
    I recently switched from gnome terminal to urxvt (and installed tabbed extensions). I am also a heavy emacs user which uses a lot of key combinations similar to urxvt (tab related stuff) like Shift-Left and Shift-Right. These key-combinations are set for selecting text in emacs. Is there a way to map ALT-1, ALT-2, ALT-3 for tabs 1, 2, 3 ..? Is there an extension to do that ? Can it be achieved through the ~/.Xdefaults file ?

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