Showing posts with label Management. Show all posts
Showing posts with label Management. Show all posts

Sunday, February 18, 2024

Index of Management Lessons


Toggle All Sections

1: Identifying Personalities in Different Domains

2: Negotiation

3: Behavioral Science

4: Layoffs

5: Elon Musk

6: Xerox (A Case Study)

7: Misc

Tags: Management,Layoffs,Behavioral Science,

Mark Zuckerberg Explains Why Tech Layoffs Are Happening (Feb 2024)

Its been barely 50 days since new year 2024 began, and the tech industry has already suffered more than 30,000 layoffs. And with layoffs showing no signs of slowdown, Meta CEO Mark Zuckerberg has come forward with a theory to explain why tech layoffs are happening.

The billionaire says that companies are realizing that, while (layoffs are) painful, there are benefits to being "leaner." In an interview  recently, the Meta CEO said companies are still adjusting to the post-pandemic era, as per Business Insider report. 

E-commerce sales skyrocketed during the pandemic, leading to significant increases in online advertising revenue. However, sales growth slowed and ad rates returned to normal as consumers went back to the stores and the economy stabilized. Numerous businesses realized they had overhired and needed to make significant cuts, including Meta. That was the first wave of layoffs.

"In terms of the layoffs and stuff like that, I actually think that was more due to companies trying to navigate Covid," Zuckerberg said when asked if tech layoffs had to do with the AI boom.

What He Said About Meta's Layoffs

"It was obviously really tough, we parted with a lot of talented people we cared about," Zuckerberg said in the interview, speaking specifically about Meta's past layoffs. "But in some ways actually becoming leaner kind of makes the company more effective." Following Zuckerberg's "year of efficiency," when Meta laid off tens of thousands of employees, the company has been steadily recovering. As per Zuckerberg, businesses are still considering efficiency in their operations today. Many are thinking about changing the company's structure, reducing the number of management positions, and adopting a leaner business model.

More Than 30,000 Layoffs Have Happened In 2024

From Google, Amazon, to Microsoft, a lot of big companies have already announced the beginning of layoffs in 2024. Here's a list of companies that have laid off employees till date this year: Instacart Mozilla Grammarly Getaround Amazon DocuSign Snap Polygon Labs Okta Thinx Proofpoint Wattpad Block PayPal Salesforce Flexport Microsoft Swiggy Aurora eBay SAP Brex TikTok Vroom Wayfair YouTube Pixar Audible Discord Google Amazon Twitch Treasure Financial Duolingo Rent the Runway Unity Pitch BenchSci Flexe NuScale Trigo InVision VideoAmp Orca Security Frontdesk

How Apple Has So Far Avoided Mass Job Cuts Despite The Tech Layoff Wave (Feb 2024)

Microsoft, Amazon, Twitter, Meta, HP and Google are some of the big names among the long-expanding list of companies that have announced mass layoffs.

No Mass Layoffs At Apple Yet

One tech giant that has been an exception to date is Apple. Apple employees have so far been able to avoid mass layoffs at the world's first company to hit the $3 trillion market value. It's not that the economic slowdown and rising recession fearless haven't impacted Apple. While Apple shares are currently up 16% this year till date, the tech giant did see its shares bleed last year, just like other tech giants. According to the Wall Street Journal, Apple is expected next month to report its first quarterly sales decline in over three years. So how has Apple not announced mass layoffs till now? Well, there are three key reasons that can be attributed to Apple being an exception amid the mass layoffs at tech giants. First, Apple not aggressively hiring during the pandemic. The second reason is that Apple doesn't offer perks such as free lunches to its staff at the campus. And third, its CEO Tim Cook himself took a voluntary pay cut of 50% for this year 2023, which can possibly help in trimming costs amid uncertain economic headwinds.

Tim Cook's Voluntary Pay Cut

Apple will be cutting its CEO Tim Cook's compensation by 50% to $49 million in 2023, citing investor guidance and a request from Cook himself to adjust his pay. Tim Cook yielded to resistance over his lush compensation package, as advisory firm Institutional Shareholder Services expressed to Apple shareholders “significant concerns regarding the design and magnitude,” Reuters reported. Despite the fact that stockholders ended up approving his pay package—64.4% voting in support—the billionaire CEO agreed that it should be scaled back, as per Forbes. In comparison to Cook, although Alphabet CEO Sundar Pichai and Meta CEO Mark Zuckerberg did take public accountability for their purported missteps that led to their respective layoffs, neither volunteered to slash their compensation to correct their wrongs. Instead, their employees bore the brunt of job losses when they aren't responsible for the executive decisions of the company.

Apple's Judicious Approach When Hiring

Compared to the other big tech companies, Apple scaled its workforce at a relatively slow pace and has generally followed the same hiring rate since 2016, as per the Forbes report. While there was a hiring surge in Silicon Valley during the pandemic, Apple added less than 7,000 jobs in 2020. In September 2022, it was reported that the company employed 164,000 full-time workers, in both its corporate and retail divisions.

Rampant Hiring By Other Big Techs

Mostly, the tech companies undergoing mass layoffs currently are the ones who in all likelihood hired fervently during their pandemic—and even before. Alphabet has consecutively expanded its workforce by at least 10% annually since 2013, according to CNBC. The company grew its headcount by over 20% in 2018 and 2019. The growth continued, adding over 16,000 new hires in 2020 and 21,000 employees in 2021, the report mentioned. Since 2012, Meta has expanded its workforce by thousands each year. In 2020, Zuckerberg increased headcount by 30%—13,000 workers. The following year, the social media platform added another 13,000 employees to its payroll. Those two years marked the biggest growth in the company's history. Amazon has already initiated its plan to lay off 18,000 employees in the process which is expected to continue in 2023 after being announced in late 2022. In 2021, Amazon had reportedly hired an estimated 500,000 employees, according to GeekWire, becoming the second-largest employer in the United States after Walmart. A year later, the company expanded its workforce by 310,000. Prior to its layoff announcement, it was reported that Amazon employed 1.5 million workers, including corporate and warehouse staff. Overall, it does seem that it has been so far so good for Apple employees, with no mass layoffs announced yet amid the job cut wave weeping over the tech sector. But it remains to be seen whether the Tim Cook-led tech giant is able to sustain this and totally avoid mass layoffs despite rising global recession fears, inflationary concerns and rising interest rates.

Thursday, December 21, 2023

Vedic Personality Test (From the Book 'Think Like a Monk') and Some other commonly used Personality Indicators

Vedic Personality Test is to assess your working style inclination.

THE VARNAS

The four varnas are the Guide, the Leader, the Creator, and the Maker. These labels aren't directly tied to specific jobs or activities. Sure, certain activities bring us pleasure because they fulfill our dharma, but there are many di erent ways tolive in our dharma. A Guide is compelled to learn and share knowledge—you could be a teacher or a writer. A Leader likes to influence and provide, but that doesn't mean you have to be a CEO or a lieutenant—you could be a school principal or shop manager. A Creator likes to make things happen—this could be at a start-up or in a neighborhood association. A Maker likes to see things tangibly being built—they could be a coder or a nurse. Remember the gunas: tamas, rajas, and sattva—ignorance, impulsivity, and goodness. For each of the varnas I describe what their behavior looks like in each guna mode. We strive toward sattva through letting go of ignorance, working in our passion, and serving in goodness. The more time we spend in sattva, the more effective and fulfilled we become.

Creators

Originally: merchants, businesspeople Today: marketers, salespeople, entertainers, producers, entrepreneurs, CEOs Skills: brainstorming, networking, innovating # Make things happen # Can convince themselves and others of anything # Great at sales, negotiation, persuasion # Highly driven by money, pleasure, and success # Very hardworking and determined # Excel in trade, commerce, and banking # Always on the move # Work hard, play hard Mode of Ignorance # Become corrupt and sell things with no value / Lie, cheat, steal to sell something # Beaten down by failure # Burned out, depressed, moody, due to overwork Mode of Impulse # Status-driven # Dynamic, charismatic, and captivating # Hustler, goal-oriented, tireless Mode of Goodness # Use money for greater good # Create products and ideas that make money but also serve others # Provide jobs and opportunities for others

Makers

Originally: artists, musicians, creatives, writers Today: social workers, therapists, doctors, nurses, COOs, heads of human resources, artists, musicians, engineers, coders, carpenters, cooks Skills: inventing, supporting, implementing Mode of Ignorance # Depressed by failure # Feel stuck and unworthy # AnxiousMode of Impulse # Explore and experiment with new ideas # Juggle too many things at the same time # Lose focus on expertise and care; focus more on money and results Mode of Goodness # Driven by stability and security # Generally content and satis ed with the status quo # Choose meaningful goals to pursue # Work hard but always maintain balance with family commitments # Best right-hand man or woman # Lead team gatherings # Support those in need # Highly skilled at manual professions Connections # Makers and Creators complement each other # Makers make Creators focus on detail, quality, gratitude, and contentment # Creators help Makers think bigger, become more goal-oriented

Guides

Originally and today: teachers, guides, gurus, coaches, mentors Skills: learning, studying, sharing knowledge, and wisdom # A coach and a mentor no matter what role they play want to bring out the best in the people in their life. # Value knowledge and wisdom more than fame, power, money, security # Like having space and time to re ect and learn # Want to help people nd meaning, ful llment, and purpose # Like to work alone # Enjoy intellectual pursuits in their spare time—reading, debate, discussion Mode of Ignorance # Don't practice what they preach # Don't lead by example # Struggle with implementation Mode of Impulse # Love to debate and destroy others' arguments # Use knowledge for strength and power # Intellectually curious Mode of Goodness # Use knowledge to help people nd their purpose # Aspire to better themselves in order to give more # Realize knowledge is not theirs to use alone, but that they are here to serve

Leaders

Originally: kings, warriors Today: military, justice, law enforcement, politics Skills: governing, inspiring, engaging others # Natural leaders of people, movements, groups, and families # Directed by courage, strength, and determination # Protect those who are less privileged # Led by higher morals and values and seek to enforce them across the world # Provide structures and frameworks for the growth of people # Like to work in teams # Great at organization, focus, and dedication to a mission Mode of Ignorance # Give up on change due to corruption and hypocrisy # Develop a negative, pessimistic viewpoint # Lose moral compass in drive for power Mode of Impulse # Build structures and frameworks for fame and money, not meaning # Use their talents to serve themselves not humanity # Focus on short term goals for themselves Mode of Goodness # Fight for higher morals, ethics, and values # Inspire people to work together # Build long-term goals to support society Connections # Guides and Leaders complement each other # Guides give wisdom to Leaders # Leaders give structure to Guides The point of the varnas is to help you understand yourself so you can focus on your strongest skills and inclinations. Self-awareness gives you more focus. When I look at my Guide tendencies, it makes sense to me that I succeed when I focus on strategy. Creators and Makers are better at implementation, so I've surrounded myself with people who can help me with that. A musician might be a Maker, driven by security. In order to succeed, they might need to be surrounded by strategists. Invest in your strengths and surround yourself with people who can fill in the gaps. When you know your varna—your passion and skills—and you serve with that, it becomes your dharma. ~~~ Answer these questions as who you believe you are at the core. Beyond what friends, family, or society have made you choose. 1. Which of the following sounds most like what you're about? a. Values and wisdom b. Integrity and perfection c. Work hard play hard d. Stability and balance 2. What role do you play in your friends circle / family? a. I am comfortable dealing with conflict and helping people nd middle ground. My role is the mediator. b. I make sure everything and everyone is taken care of. My role is the protector. c. I help my family understand work ethic, hustle, and the value of having resources. My role is material support. d. I focus on nurturing and wanting a healthy and content family. My role is emotional support. 3. What is most important to you in a partner? a. Honest and smart b. Strong presence and power c. Fun and dynamic d. Reliable and respectful 4. What do you watch most often on TV? a. Documentaries, biographies, human observations b. Entertainment, politics, current affairs c. Comedy, sport, drama, motivational stories d. Soap operas, reality TV, family, gossip, daytime shows 5. Which best describes how you behave when under stress? a. Calm, composed, balanced b. Irritated, frustrated, angry c. Moody, loud, restless d. Lazy, depressed, worried 6. What causes you the most pain? a. Feeling like I don't live up to my own expectations b. The state of the world c. A sense of rejection d. Feeling disconnected from friends and family 7. What is your favorite way of working? a. Alone, but with mentors and guides b. In a team as a leader c. Independently, but with a strong network d. In a team as a member 8. How would your ideal self spend spare time? a. Reading, in deep discussion, and reflecting b. Learning about issues and/or attending political events c. There's no such thing as spare time! networking, connecting, working d. Enjoying time with family and friends 9. How would you describe yourself in three words? a. Idealistic, introverted, insightful b. Driven, dedicated, determined c. Passionate, motivated, friendly d. Caring, loving, loyal 10. In what type of environment do you work best? a. Remote, silent and still, natural b. A meeting room or gathering space c. Anywhere and everywhere (during my commute, in a coffee shop, in mybedroom) d. A space specific to my type of work: home, office, laboratory 11. What's your work style? a. Slow and reflective b. Focused and organized c. Fast and rushed d. Specific and deliberate 12. How would you like to make a difference in the world? a. Through spreading knowledge b. Through politics and activism c. Through business and/or leadership d. Through local community 13. How do you prepare for a vacation? a. By picking my reading material b. By having a focused plan of key sites to visit c. With a list of the best bars, clubs, and restaurants d. With an easygoing attitude 14. How do you deal with tough conversations? a. Look for a compromise b. Fight for the most objective truth c. Fight to prove I'm right d. Avoid confrontation 15. If someone in your life is having a bad week, what do you do? a. Give them advice and guidance b. Become protective and encourage them to improve c. Urge them to have a drink or take a walk with me d. Go to them and keep them company 16. How do you see rejection? a. It's part of life b. It's a challenge I can rise to meet c. It's frustrating but I'll move on d. It's a real setback 17. At an event/party how do you spend your time? a. I have a meaningful discussion with one or two people b. I usually talk with a group of people c. I somehow end up the center of attention d. I help with whatever needs to be done 18. How do you feel if you make a mistake? a. I feel guilty and ashamed b. I have to tell everyone c. I want to hide it d. I reach out to someone supportive 19. What do you do when you have to make a big decision? a. I reflect privately b. I ask my mentors and guides c. I weigh the pros and cons d. I talk to family and friends 20. Which best describes your daily routine? a. It changes moment to moment b. It's very focused and organized c. I follow the best opportunity that comes up d. It's simple and scheduled ANSWER KEY Tally your answers now. The most selected letter likely re ects your varna. A. Guide B. Leader C. Creator D. Maker

A Look at Some Other Popular Personality Tests

Can you tell me about MBTI personality indicator?

Certainly! The Myers-Briggs Type Indicator (MBTI) is a widely used personality assessment that categorizes individuals into 16 personality types based on their preferences in four dichotomies. These dichotomies are: Extraversion (E) vs. Introversion (I): Extraversion: Focus on the outer world of people and activities. Introversion: Focus on the inner world of thoughts and reflections. Sensing (S) vs. Intuition (N): Sensing: Prefer concrete and practical information. Intuition: Prefer conceptual and innovative information. Thinking (T) vs. Feeling (F): Thinking: Make decisions based on logic and consistency. Feeling: Make decisions based on personal values and the impact on people. Judging (J) vs. Perceiving (P): Judging: Prefer a planned and organized approach to life. Perceiving: Prefer a flexible and spontaneous approach to life. To determine your MBTI type, you can take a reliable MBTI assessment. There are many online resources that offer free or paid versions of the test. Keep in mind that while the MBTI is widely used, it has its critics, and some argue that it oversimplifies personality. Once you have your four-letter MBTI type (e.g., ISTJ, ENFP), you can explore more about your personality type, including strengths, potential areas for growth, and how you might interact with others.

What are Big Five Personality Traits?

The Big Five Personality Traits, also known as the Five-Factor Model (FFM), is a widely accepted framework in psychology that describes human personality based on five core dimensions. These traits are considered to represent the most comprehensive and widely accepted model of personality. The Big Five Personality Traits are often remembered using the acronym OCEAN: Openness to Experience (O): This trait reflects the extent to which an individual is open-minded, imaginative, and willing to engage in new and unconventional experiences. People high in openness tend to be creative, curious, and open to new ideas, while those low in openness may prefer routine and familiarity. Conscientiousness (C): This trait measures how organized, responsible, and dependable a person is. Conscientious individuals are often diligent, reliable, and goal-oriented, while those low in conscientiousness may be more spontaneous and less focused on planning. Extraversion (E): Extraversion pertains to the extent to which a person is outgoing, social, and energetic. Extraverts enjoy the company of others, are assertive, and often seek social stimulation. Introverts, on the other hand, tend to be more reserved and prefer quieter, less stimulating environments. Agreeableness (A): This trait reflects how cooperative, compassionate, and empathetic an individual is. Agreeable people are typically warm, considerate, and eager to help others, while those low in agreeableness may be more competitive and less concerned with others' needs. Neuroticism (N): Neuroticism measures emotional stability and how prone an individual is to experiencing negative emotions such as anxiety, moodiness, and irritability. High neuroticism is associated with emotional instability, whereas low neuroticism suggests emotional resilience and calmness. These five dimensions provide a comprehensive framework for understanding and describing personality. Each person possesses a unique combination of these traits, and they are considered relatively stable over time. The Big Five Personality Traits have been widely used in psychological research and are applied in various fields, including personality psychology, organizational psychology, and career counseling.

What are some other personality indicators?

In addition to the Myers-Briggs Type Indicator (MBTI) and the Big Five Personality Traits, there are several other personality indicators and assessments that have been developed for various purposes. Here are a few notable ones: DISC Assessment: The DISC model categorizes individuals into four primary personality types: Dominance, Influence, Steadiness, and Conscientiousness. It is often used in workplace settings to enhance communication and teamwork. Enneagram: The Enneagram is a personality system that identifies nine core personality types, each with its own set of characteristics, motivations, and fears. It also explores how individuals move along interconnected paths called wings and lines of integration and disintegration. StrengthsFinder (CliftonStrengths): This assessment identifies an individual's top strengths out of a list of 34 themes. It aims to help individuals focus on and develop their natural talents for personal and professional growth. 16PF (Sixteen Personality Factor Questionnaire): Developed by Raymond Cattell, the 16PF assesses personality based on 16 primary factors, including warmth, reasoning, emotional stability, dominance, and more. Holland Code (RIASEC): The Holland Code assesses vocational interests based on six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. It is often used in career counseling to help individuals identify suitable career paths. Keirsey Temperament Sorter: Based on the MBTI, the Keirsey Temperament Sorter categorizes individuals into four temperaments: Artisan, Guardian, Idealist, and Rational. It provides insights into behavior, relationships, and communication styles. Personality Assessment Inventory (PAI): The PAI is a comprehensive personality assessment that covers a wide range of clinical and non-clinical factors, including mood, anxiety, and thought disorders. Minnesota Multiphasic Personality Inventory (MMPI): Originally designed for clinical assessment, the MMPI is widely used to assess psychopathology and personality disorders. It consists of several scales measuring different aspects of personality and mental health. It's essential to note that the effectiveness and reliability of personality assessments can vary. When using these tools, it's crucial to consider the purpose, context, and the qualifications of the individuals interpreting the results. Additionally, self-awareness and personal reflection are valuable regardless of the specific personality model used.
Tags: Management,Personality Types,Psychology,Behavioral Science,

Tuesday, October 24, 2023

Books on Freelancing (Oct 2023)

Download Books
1.
The Freelancer's Bible: Everything You Need to Know to Have the Career of Your Dreams—On Your Terms
Sara Horowitz, 2012

2.
The 4-Hour Workweek
Tim Ferriss, 2007

3.
My So-Called Freelance Life
Michelle Goodman, 2008

4.
Rework
David Heinemeier Hansson, 2010

5.
Cash Money Freelancing: 76 Bright Ideas to Make More Money from Your Freelance Business
Tom Albrighton, 2020

6.
Stop Thinking Like a Freelancer: The Evolution of a $1m Web Designer
Liam Veitch, 2014

7.
Creative, Inc.: The Ultimate Guide to Running a Successful Freelance Business
Meg Mateo Ilasco, 2010

8.
The $100 Startup
Chris Guillebeau, 2012

9.
Company of One: Why Staying Small is the Next Big Thing for Business
Paul Jarvis, 2019

10.
The Freelance Introvert: Work the Way You Want Without Changing who You are
Tom Albrighton, 2020

11.
Pyjama Profit: The Millennial's Guide to a Sustainable Freelance Career
Varun Mayya, 2018

12.
The Money Book for Freelancers, Part-Timers, and the Self-Employed: The Only Personal Finance System for People with Not-So-Regular Jobs
Joseph D'Agnese, 2010

13.
The Freelance Way: Best Business Practices, Tools and Strategies for Freelancers
Robert Vlach, 2019

14.
Brilliant Freelancer: Discover The Power Of Your Own Success
Leif Kendall, 2011

15.
Survival Skills for Freelancers: Tried and Tested Tips to Help You Ace Self-Employment Without Burnout
Sarah Townsend, 2020

16.
The Wealthy Freelancer: 12 Secrets to a Great Income and an Enviable Lifestyle
Steve Slaunwhite, 2010

17.
Getting Things Done
David Allen, 2001

18.
Book Yourself Solid
Michael Port, 2006

19.
Falling Off The Ladder: Revamp Your Mindset and Thrive in Self-employment
Helen Hill, 2021

20.
The Freelancing Handbook
Kesava Belletty, 2020

21.
The LinkedIn Blackbook: An actionable guide to getting clients, launching a successful freelancing journey, and building a standout LinkedIn profile that will give long term results.
2020

22.
Value-Based Fees: How to Charge - and Get - What You're Worth
Alan Weiss, 2002

23.
This Year Will Be Different: The Insightful Guide to Becoming a Freelancer
Monika Kanokova, 2015

24.
Champagne and Wax Crayons: Riding the Madness of the Creative Industries
Ben Tallon, 2015

25.
Copywriting Made Simple: How to Write Powerful and Persuasive Copy that Sells
Tom Albrighton, 2018

26.
Anti-Sell: Marketing, Lead Generation and Networking Tips for Freelancers Who Hate Sales
Steve Morgan, 2019

27.
Making Your Website Work: 100 Copy & Design Tweaks for Smart Business Owners
Gill Andrews, 2019

28.
Six-figure freelancing
Kelly James-Enger, 2005

29.
Get Clients Now! A 28-day Marketing Program for Professionals, Consultants, and Coaches
C. J. Hayden, 1999

30.
The 10 Things I Wish I Knew Before I Started Freelancing: What Nobody Else Has Told You
David R. Rodriguez, 2018

31.
The Well-fed Writer: Financial Self-sufficiency as a Freelance Writer in Six Months Or Less
Peter Bowerman, 2000

32.
The Human Freelancer: A Guide to Happy and Honest Self-employment for Conscientious Newcomers
Chris Kenworthy, 2014

33.
Ego Is the Enemy
Ryan Holiday, 2016

34.
Freelance Like a Pro: 21 Lessons on Finding Work, Landing Clients, and Earning More As a Freelancer
Roshan Perera, 2018

35.
How to Start Freelancing as a Business Analyst: A Practical Guide to Start and Succeed as a Freelance Business Analyst
Diwakar Kumar Singh, 2022

36.
How to win friends and influence people. How to stop worrying and start living
Dale Carnegie, 1936

37.
The Six-Figure Freelancer: Your Roadmap to Success in the Gig Economy
Laura Briggs, 2020

38.
The 7 Habits of Highly Effective People
Stephen Covey, 1989

39.
Freelance, and Business, and Stuff: A Guide for Creatives
Jennifer Hood, 2018

40.
The Essential Guide to Freelance Writing: How to Write, Work, and Thrive on Your Own Terms
Zachary Petit, 2015

41.
Freelance Your Way to Freedom: How to Free Yourself from the Corporate World and Build the Life of Your Dreams
Alexandra Fasulo, 2022

42.
Craft, Inc.
Meg Mateo Ilasco, 2007

43.
The Anti 9 to 5 Guide: Practical Career Advice for Women Who Think Outside the Cube
Michelle Goodman, 2007

44.
The Complete Freelancer Guide: Become Your Own Boss, Do what You Love, and Make Money Doing it
Ian Balina, 2017

45.
The Creative Professional's Guide to Money: How to Think About It, How to Talk About It, How to Manage It
Ilise Benun, 2011

46.
Student Freelancing 101: A Start-To-Finish Course to Becoming a Student Freelancer
Amber Leigh Turner, 2012

47.
Start & Run a Copywriting Business
Steve Slaunwhite, 2000

48.
Money-Smart Solopreneur: A Personal Finance System for Freelancers, Entrepreneurs, and Side-Hustlers
Laura D. Adams, 2020

49.
Start Your Own Freelance Writing Business: The Complete Guide to Starting and Scaling from Scratch
Inc, 2019

50.
The Freelance Content Marketing Writer: Find Your Perfect Clients, Make Tons of Money and Build a Business You Love
Jennifer Goforth Gregory, 2018

51.
Guide to Becoming a Freelance Writer: Use Freelancing Websites to Source Content Writing Jobs and Make Money from Home!
Rhea Gaur, 2017

Tags: List of Books,Management,Investment,

Thursday, April 6, 2023

Twitter takes its algorithm ‘open-source,’ as Elon Musk promised (Apr 2023)

Twitter has released the code that chooses which tweets show up on your timeline to GitHub and has put out a blog post explaining the decision. It breaks down what the algorithm looks at when determining which tweets to feature in the For You timeline and how it ranks and filters them.

According to Twitter’s blog post, “the recommendation pipeline is made up of three main stages.” First, it gathers “the best Tweets from different recommendation sources,” then it ranks those tweets with “a machine learning model.” Lastly, it filters out tweets from people you’ve blocked, tweets you’ve already seen, or tweets that are not safe for work, before putting them on your timeline.

The post also further explains each step of the process. For example, it notes that the first step looks at around 1,500 tweets and that the goal is to make the For You timeline around 50 percent tweets from people that you follow (who are called “In-Network”) and 50 percent tweets from “out-of-network” accounts that you don’t follow. It also says that the ranking is meant to “optimize for positive engagement (e.g., Likes, Retweets, and Replies)” and that the final step will try to make sure that you’re not seeing too many tweets from the same person.


Of course, the most detail will be available by picking through the code, which researchers are already doing.

CEO Elon Musk has been promising the move for a while — on March 24th, 2022, before he owned the site, he polled his followers about whether Twitter’s algorithm should be open source, and around 83 percent of the responses said “yes.” In February, he promised it would happen within a week before pushing back the deadline to March 31st earlier this month.

Musk tweeted that Friday’s release was “most of the recommendation algorithm” and said that the rest would be released in the future. He also said that the hope is “that independent third parties should be able to determine, with reasonable accuracy, what will probably be shown to users.” In a Space discussing the algorithm’s release, he said the plan was to make it “the least gameable system on the internet” and to make it as robust as Linux, perhaps the most famous and successful open-source project. “The overall goal is to maximize on unregretted user minutes,” he added.

Musk has been preparing his audience to be disappointed in the algorithm when they see it (which is, of course, making a big assumption that people will actually understand the complex code). He’s said it’s “overly complex & not fully understood internally” and that people will “discover many silly things” but has promised to fix issues as they’re discovered. “Providing code transparency will be incredibly embarrassing at first, but it should lead to rapid improvement in recommendation quality,” he tweeted.

There is a difference between code transparency, where users will be able to see the mechanisms that choose tweets for their timelines, and code being open source, where the community can actually submit its own code for consideration and use the algorithm in other projects. While Musk has said it’ll be open source, Twitter will have to actually do the work if it wants to earn that label. That involves figuring out systems for governance that decide what pull requests to approve, what user-raised issues deserve attention, and how to stop bad actors from trying to sabotage the code for their own purposes.

Twitter says people can submit pull requests that may eventually end up in its codebase.

The company does say it’s working on this. The readme for the GitHub says, “We invite the community to submit GitHub issues and pull requests for suggestions on improving the recommendation algorithm.” It does, however, go on to say that Twitter’s still in the process of building “tools to manage these suggestions and sync changes to our internal repository.” But Musk’s Twitter has promised to do many things (like polling users before making major decisions) that it hasn’t stuck with, so the proof will be in whether it actually accepts any community code.

The decision to increase transparency around its recommendations isn’t happening in a bubble. Musk has been openly critical of how Twitter’s previous management handled moderation and recommendation and orchestrated a barrage of stories that he claimed would expose the platform’s “free speech suppression.” (Mostly, it just served to show how normal content moderation works.)

But now that he’s in charge, he’s faced a lot of backlash as well — from users annoyed about their For You pages shoving his tweets in their faces to his conservative boosters growing increasingly concerned about how little engagement they’re getting. He’s argued that negative and hate content is being “max deboosted” in the site’s new recommendation algorithms, a claim outside analysts without access to the code have disputed.

Twitter is also potentially facing some competition from the open-source community. Mastodon, a decentralized social network, has been gaining traction in some circles, and Twitter co-founder Jack Dorsey is backing another similar project called Bluesky, which is built on top of an open-source protocol.
Tags: Technology,Management,Investment,FOSS

Monday, February 6, 2023

Infosys allegedly fires 600 employees after they fail internal test (Feb 2023)

Indian IT giant Infosys has sacked hundreds of fresher employees after they failed to clear the internal fresher assessment (FA) test, Business Today has learnt.

A fresher who was onboarded at the company in August 2022 told Business Today, “I started working at Infosys in August last year and I was given training for SAP ABAP stream. Out of 150 in my team, only 60 people passed the FA exam. Rest all of us were terminated two weeks ago. From the previous batch (freshers who were onboarded in July 2022 ), nearly 85 freshers were terminated out of 150 after failing the test.”

Sources claim that 600 employees have been terminated after failing the internal test. “Two weeks ago, 208 freshers were fired after failing the FA test. In total, around 600 freshers have been fired after failing the FA test in the past few months.”

Business Today reached out to Infosys for a confirmation on the number of employees that have been terminated but the company declined to disclose the same.

The fired employees claim that failing the internal test did not result in termination for freshers who joined before July, 2022. A company representative claims that failing the internal test had always resulted in sackings.

This development comes on the backdrop of hundreds of freshers awaiting onboarding at the company for over 8 months after receiving an offer letter.

A techie awaiting onboarding told Business Today, "Even though I have a job offer from India's top IT company Infosys, I am still staring at a grim future. I already have a gap in my resume because of all the waiting and no income from past several months. On top of that Infosys has not given any clarity on timeline of onboarding. And now some of my friends who got onboarded are fired, that makes me feel scared about my prospects as it was always thought that IT sector is mass recruiter and there are always opportunities, but it is changing."

Two weeks ago, Business Today reported that IT services Wipro had laid off hundreds of employees after they failed the company's internal test. Sources allege that 800 freshers were sacked from Wipro while the company claimed that the terminations were limited to 452 people.

Monday, January 30, 2023

Chris Williams (former HR exec at Microsoft) shares 3 types of employees at most risk during layoffs

Here are 3 types of employees at most risk during layoffs. And, two categories of employees who are at least risk of being laid off. 
By: Chris Williams (former HR exec at Microsoft)

Following Microsoft's announcement on January 18 to lay off 10,000 employees, accounting for almost 5 percent of its global workforce, a former vice-president of the human resources at the company shared three categories of employees who are at most risk of being fired and two of the safest categories.

Chris Williams, who is now a podcaster, consultant and TikTok creator told Business Insider, "Every industry, company, even department has a different risk, but some areas are more vulnerable than others." He then listed the three most unsafe categories.

1) Contract workers 

"At the extreme end of the risk spectrum are contract employees. One of the main reasons companies use temporary or contract workers is for this very contingency. They want to remain flexible in case of a downturn," Williams told the publication.

2) Employees associated with new initiatives 

When companies decide to explore new avenues during a good phase, they tend to hire employees for these new initiatives. Such employees too are at risk during layoffs if the company decides to play it safe. "Unless the company is making a concerted effort to pivot entirely to these new areas, these kinds of new initiatives are often the first ones cut when times are leaner," Williams told Business Insider.

3) Employees associated with event planning 

According to Williams, events and luxury activities are quick to be axed when companies find themselves in a tight spot, making employees who handle events at risk of layoffs. "If you are involved in planning events, for example, those are some of the first things that companies cut when times get tight. People who are part of providing such services are at high risk of being laid off," Williams said.

He then went on to add the two categories of employees who are at least risk.

1) Profit-making employees 

"If you're an essential part of building the most profitable product for your company, your layoff risk is low. When retreating to the core business, companies turn to the quality products that make money," Williams told Business Insider. If employees are essential to one of those products, the company would not risk incurring losses if such staff are fired.

2) Human resources staff 

"HR is essential in the layoff process, and finance is often relied on as the financial status gets more scrutiny. As such, these areas are rarely the source of major cuts in most layoffs," Williams added.
Tags: Management,

Layoffs Report (Jan 2023)

Tech Layoffs Since 2022-23

Tech Layoffs Since Covid-19 (Q1 2020)

Breakup by industry since Covid-19 (Q1-2020)

Biggest tech layoffs by Jan 2023

Headlines

1. Jan/30/2023: Philips cuts 6,000 jobs just months after laying off 4,000 employees. Dutch health technology company Philips said on Monday it would let go off 6,000 employees globally in order to restore the company’s profitability on the back of a recall of respiratory devices. The recall, however, took place last year but still has a rippling effect on the company. This is the second round of layoffs at Philips after a recall. The company cut over 4,000 jobs in October last year. 2. On Jan. 4, Amazon announced it would lay off 18,000 workers, or 5% of its corporate staff. This is the largest round of layoffs announced since the pandemic started, and it was 8,000 higher than initially expected when the ecommerce giant confirmed back in November that it would be implementing job cuts. 3. Google's parent company, Alphabet, said it will be laying off 12,000 employees, or around 6% of its workforce, making this the second-largest round of layoffs since the onset of the pandemic. Among the laid-off workers, several of them had been long-tenured or recently promoted, according to CNBC. 4. On Jan. 18, Microsoft announced it would be cutting 10,000 jobs, or approximately 5% of its workforce. Microsoft also made multiple job cuts last year, with the technology corporation announcing it would lay off less than 1% of its staff on July 12 and also confirming another 1,000 jobs would be cut on Oct. 17, per CNBC and Axios, respectively. 5. Following Meta's 11,000 cut back in November, Microsoft layoffs is the fourth-largest round of layoffs since the pandemic began. 6. Also on Jan. 4, Salesforce said it plans to cut 8,000 jobs, or 10% of its staff, in addition to reducing its office space. 7. IBM announced on Jan. 25 that it plans to cut around 3,900 jobs, or approximately 1.5% of its global workforce, though it expects to continue hiring in "higher growth areas," according to Bloomberg. 8. Multinational software company SAP said on Jan. 26 that it plans to layoff 3,000 employees, or 2.5% of its global workforce. 9. On Jan. 20, online furniture retailer Wayfair announced it will be laying off approximately 1,750 workers, or 10% of its staff. 10. On Jan. 24, vacation rental management company Vacasa announced in company-wide email that it will cut 1,300 jobs, representing 17% of its workforce. 11. On Jan. 10, Coinbase said it plans to reduce its workforce by 20%, or 950 employees. 12. Multinational software company Amdocs decided to let go of 3% of its workforce, or 700 people, on Jan. 2, making it the first tech company in 2023 to implement mass job cuts. Ref: investopedia 13. Elon Musk's Twitter announced further job cuts in 2023, saying that it will let go of 3700 more employees. 14. Swiggy CEO Srihisha Majety in an internal note to employees said that the company will lay off 380 employees. 15. Byju's has been cutting jobs left and right over the past few months. This year, it would cut - or "rationalize" - about 5% of it's 50,000-strong workforce. 16. Ridehailing app Ola also joined the bandwagon, announcing that it had sacked 130-200 of its employees in a fresh round of layoffs. Ref: economictimes 17. Even IT giant Wipro has laid off more than 400 fresher employees for poor performance in internal assessment tests. Ref: economictimes (17) 18. Spotify (600 job cuts) "Like many other leaders, I hoped to sustain the strong tailwinds from the pandemic and believed that our broad global business and lower risk to the impact of a slowdown in ads would insulate us. "In hindsight, I was too ambitious in investing ahead of our revenue growth," says Daniel Ek, Spotify's CEO. Ref: economictimes (18) 19. Ecommerce firm Dealshare has laid off around 100 employees, or over 6% of its 1,500-strong workforce, according to multiple people aware of the development. Dealshare, backed by Tiger Global and Alpha Wave Global, joins a growing number of startups that have fired employees in the new year to cut costs and rationalise operations. Ref: economictimes (19) 20. Apple is one exception. It strongly resisted increasing its head count in recent years and as a result doesn't have to shrink staff numbers (although it hasn't been immune to staff losses due to work-from-home policy changes). Ref: economictimes (20)

References

1. Tracking tech layoffs since COVID-19 2. How much are tech companies paying for talent?
Tags: Management,Investment,

Friday, January 27, 2023

Xerox - The stock that didn't survive the decade of personal computing in 1970s, the dot-com bubble burst of 2000 and the 2020 global pandemic

Oct 1966

Between late June, 1966, when it stood at 267¾, and early October, when it dipped to 131⅝, the market value of the company was more than cut in half. In the single business week of October 3rd through October 7th, Xerox dropped 42½ points, and on one particularly alarming day—October 6th—trading in Xerox on the New York Stock Exchange had to be suspended for five hours because there were about twenty-five million dollars’ worth of shares on sale that no one wanted to buy. Reference: survival8 Trading at 15.53 USD by Jan 1983.

Dec 2000

Oct 2020

Tags: Management,Investment,

Xerox, Lisa and Graphical User Interfaces (Dec 1979)

A New Baby

The Apple II took the company from Jobs’s garage to the pinnacle of a new industry. Its sales rose dramatically, from 2,500 units in 1977 to 210,000 in 1981. But Jobs was restless. The Apple II could not remain successful forever, and he knew that, no matter how much he had done to package it, from power cord to case, it would always be seen as Wozniak’s masterpiece. He needed his own machine. More than that, he wanted a product that would, in his words, make a dent in the universe. At first he hoped that the Apple III would play that role. It would have more memory, the screen would display eighty characters across rather than forty, and it would handle uppercase and lowercase letters. Indulging his passion for industrial design, Jobs decreed the size and shape of the external case, and he refused to let anyone alter it, even as committees of engineers added more components to the circuit boards. The result was piggybacked boards with poor connectors that frequently failed. When the Apple III began shipping in May 1980, it flopped. Randy Wigginton, one of the engineers, summed it up: “The Apple III was kind of like a baby conceived during a group orgy, and later everybody had this bad headache, and there’s this bastard child, and everyone says, ‘It’s not mine.’” By then Jobs had distanced himself from the Apple III and was thrashing about for ways to produce something more radically different. At first he flirted with the idea of touchscreens, but he found himself frustrated. At one demonstration of the technology, he arrived late, fidgeted awhile, then abruptly cut off the engineers in the middle of their presentation with a brusque “Thank you.” They were confused. “Would you like us to leave?” one asked. Jobs said yes, then berated his colleagues for wasting his time. Then he and Apple hired two engineers from Hewlett-Packard to conceive a totally new computer. The name Jobs chose for it would have caused even the most jaded psychiatrist to do a double take: the Lisa. Other computers had been named after daughters of their designers, but Lisa was a daughter Jobs had abandoned and had not yet fully admitted was his. “Maybe he was doing it out of guilt,” said Andrea Cunningham, who worked at Regis McKenna on public relations for the project. “We had to come up with an acronym so that we could claim it was not named after Lisa the child.” The one they reverse-engineered was “local integrated systems architecture,” and despite being meaningless it became the official explanation for the name. Among the engineers it was referred to as “Lisa: invented stupid acronym.” Years later, when I asked about the name, Jobs admitted simply, “Obviously it was named for my daughter.” The Lisa was conceived as a $2,000 machine based on a sixteen-bit microprocessor, rather than the eight-bit one used in the Apple II. Without the wizardry of Wozniak, who was still working quietly on the Apple II, the engineers began producing a straightforward computer with a conventional text display, unable to push the powerful microprocessor to do much exciting stuff. Jobs began to grow impatient with how boring it was turning out to be. There was, however, one programmer who was infusing the project with some life: Bill Atkinson. He was a doctoral student in neuroscience who had experimented with his fair share of acid. When he was asked to come work for Apple, he declined. But then Apple sent him a nonrefundable plane ticket, and he decided to use it and let Jobs try to persuade him. “We are inventing the future,” Jobs told him at the end of a three-hour pitch. “Think about surfing on the front edge of a wave. It’s really exhilarating. Now think about dog-paddling at the tail end of that wave. It wouldn’t be anywhere near as much fun. Come down here and make a dent in the universe.” Atkinson did. With his shaggy hair and droopy moustache that did not hide the animation in his face, Atkinson had some of Woz’s ingenuity along with Jobs’s passion for awesome products. His first job was to develop a program to track a stock portfolio by auto-dialing the Dow Jones service, getting quotes, then hanging up. “I had to create it fast because there was a magazine ad for the Apple II showing a hubby at the kitchen table looking at an Apple screen filled with graphs of stock prices, and his wife is beaming at him—but there wasn’t such a program, so I had to create one.” Next he created for the Apple II a version of Pascal, a high-level programming language. Jobs had resisted, thinking that BASIC was all the Apple II needed, but he told Atkinson, “Since you’re so passionate about it, I’ll give you six days to prove me wrong.” He did, and Jobs respected him ever after. By the fall of 1979 Apple was breeding three ponies to be potential successors to the Apple II workhorse. There was the ill-fated Apple III. There was the Lisa project, which was beginning to disappoint Jobs. And somewhere off Jobs’s radar screen, at least for the moment, there was a small skunkworks project for a low-cost machine that was being developed by a colorful employee named Jef Raskin, a former professor who had taught Bill Atkinson. Raskin’s goal was to make an inexpensive “computer for the masses” that would be like an appliance—a self- contained unit with computer, keyboard, monitor, and software all together—and have a graphical interface. He tried to turn his colleagues at Apple on to a cutting-edge research center, right in Palo Alto, that was pioneering such ideas.

Xerox PARC

The Xerox Corporation’s Palo Alto Research Center, known as Xerox PARC, had been established in 1970 to create a spawning ground for digital ideas. It was safely located, for better and for worse, three thousand miles from the commercial pressures of Xerox corporate headquarters in Connecticut. Among its visionaries was the scientist Alan Kay, who had two great maxims that Jobs embraced: “The best way to predict the future is to invent it” and “People who are serious about software should make their own hardware.” Kay pushed the vision of a small personal computer, dubbed the “Dynabook,” that would be easy enough for children to use. So Xerox PARC’s engineers began to develop user-friendly graphics that could replace all of the command lines and DOS prompts that made computer screens intimidating. The metaphor they came up with was that of a desktop. The screen could have many documents and folders on it, and you could use a mouse to point and click on the one you wanted to use. This graphical user interface—or GUI, pronounced “gooey”—was facilitated by another concept pioneered at Xerox PARC: bitmapping. Until then, most computers were character-based. You would type a character on a keyboard, and the computer would generate that character on the screen, usually in glowing greenish phosphor against a dark background. Since there were a limited number of letters, numerals, and symbols, it didn’t take a whole lot of computer code or processing power to accomplish this. In a bitmap system, on the other hand, each and every pixel on the screen is controlled by bits in the computer’s memory. To render something on the screen, such as a letter, the computer has to tell each pixel to be light or dark or, in the case of color displays, what color to be. This uses a lot of computing power, but it permits gorgeous graphics, fonts, and gee-whiz screen displays. Bitmapping and graphical interfaces became features of Xerox PARC’s prototype computers, such as the Alto, and its object-oriented programming language, Smalltalk. Jef Raskin decided that these features were the future of computing. So he began urging Jobs and other Apple colleagues to go check out Xerox PARC. Raskin had one problem: Jobs regarded him as an insufferable theorist or, to use Jobs’s own more precise terminology, “a shithead who sucks.” So Raskin enlisted his friend Atkinson, who fell on the other side of Jobs’s shithead/genius division of the world, to convince Jobs to take an interest in what was happening at Xerox PARC. What Raskin didn’t know was that Jobs was working on a more complex deal. Xerox’s venture capital division wanted to be part of the second round of Apple financing during the summer of1979. Jobs made an offer: “I will let you invest a million dollars in Apple if you will open the kimono at PARC.” Xerox accepted. It agreed to show Apple its new technology and in return got to buy 100,000 shares at about $10 each. By the time Apple went public a year later, Xerox’s $1 million worth of shares were worth $17.6 million. But Apple got the better end of the bargain. Jobs and his colleagues went to see Xerox PARC’s technology in December 1979 and, when Jobs realized he hadn’t been shown enough, got an even fuller demonstration a few days later. Larry Tesler was one of the Xerox scientists called upon to do the briefings, and he was thrilled to show off the work that his bosses back east had never seemed to appreciate. But the other briefer, Adele Goldberg, was appalled that her company seemed willing to give away its crown jewels. “It was incredibly stupid, completely nuts, and I fought to prevent giving Jobs much of anything,” she recalled. Goldberg got her way at the first briefing. Jobs, Raskin, and the Lisa team leader John Couch were ushered into the main lobby, where a Xerox Alto had been set up. “It was a very controlled show of a few applications, primarily a word-processing one,” Goldberg said. Jobs wasn’t satisfied, and he called Xerox headquarters demanding more. So he was invited back a few days later, and this time he brought a larger team that included Bill Atkinson and Bruce Horn, an Apple programmer who had worked at Xerox PARC. They both knew what to look for. “When I arrived at work, there was a lot of commotion, and I was told that Jobs and a bunch of his programmers were in the conference room,” said Goldberg. One of her engineers was trying to keep them entertained with more displays of the word-processing program. But Jobs was growing impatient. “Let’s stop this bullshit!” he kept shouting. So the Xerox folks huddled privately and decided to open the kimono a bit more, but only slowly. They agreed that Tesler could show off Smalltalk, the programming language, but he would demonstrate only what was known as the “unclassified” version. “It will dazzle [Jobs] and he’ll never know he didn’t get the confidential disclosure,” the head of the team told Goldberg. They were wrong. Atkinson and others had read some of the papers published by Xerox PARC, so they knew they were not getting a full description. Jobs phoned the head of the Xerox venture capital division to complain; a call immediately came back from corporate headquarters in Connecticut decreeing that Jobs and his group should be shown everything. Goldberg stormed out in a rage. When Tesler finally showed them what was truly under the hood, the Apple folks were astonished. Atkinson stared at the screen, examining each pixel so closely that Tesler could feel the breath on his neck. Jobs bounced around and waved his arms excitedly. “He was hopping around so much I don’t know how he actually saw most of the demo, but he did, because he kept asking questions,” Tesler recalled. “He was the exclamation point for every step I showed.” Jobs kept saying that he couldn’t believe that Xerox had not commercialized the technology. “You’re sitting on a gold mine,” he shouted. “I can’t believe Xerox is not taking advantage of this.” The Smalltalk demonstration showed three amazing features. One was how computers could be networked; the second was how object-oriented programming worked. But Jobs and his team paid little attention to these attributes because they were so amazed by the third feature, the graphical interface that was made possible by a bitmapped screen. “It was like a veil being lifted from my eyes,” Jobs recalled. “I could see what the future of computing was destined to be.” When the Xerox PARC meeting ended after more than two hours, Jobs drove Bill Atkinson back to the Apple office in Cupertino. He was speeding, and so were his mind and mouth. “This is it!” he shouted, emphasizing each word. “We’ve got to do it!” It was the breakthrough he had been looking for: bringing computers to the people, with the cheerful but affordable design of an Eichler home and the ease of use of a sleek kitchen appliance. “How long would this take to implement?” he asked. “I’m not sure,” Atkinson replied. “Maybe six months.” It was a wildly optimistic assessment, but also a motivating one.

“Great Artists Steal”

The Apple raid on Xerox PARC is sometimes described as one of the biggest heists in the chronicles of industry. Jobs occasionally endorsed this view, with pride. As he once said, “Picassohad a saying—‘good artists copy, great artists steal’—and we have always been shameless about stealing great ideas.” Another assessment, also sometimes endorsed by Jobs, is that what transpired was less a heist by Apple than a fumble by Xerox. “They were copier-heads who had no clue about what a computer could do,” he said of Xerox’s management. “They just grabbed defeat from the greatest victory in the computer industry. Xerox could have owned the entire computer industry.” Both assessments contain a lot of truth, but there is more to it than that. There falls a shadow, as T. S. Eliot noted, between the conception and the creation. In the annals of innovation, new ideas are only part of the equation. Execution is just as important. Jobs and his engineers significantly improved the graphical interface ideas they saw at Xerox PARC, and then were able to implement them in ways that Xerox never could accomplish. For example, the Xerox mouse had three buttons, was complicated, cost $300 apiece, and didn’t roll around smoothly; a few days after his second Xerox PARC visit, Jobs went to a local industrial design firm, IDEO, and told one of its founders, Dean Hovey, that he wanted a simple single- button model that cost $15, “and I want to be able to use it on Formica and my blue jeans.” Hovey complied. The improvements were in not just the details but the entire concept. The mouse at Xerox PARC could not be used to drag a window around the screen. Apple’s engineers devised an interface so you could not only drag windows and files around, you could even drop them into folders. The Xerox system required you to select a command in order to do anything, ranging from resizing a window to changing the extension that located a file. The Apple system transformed the desktop metaphor into virtual reality by allowing you to directly touch, manipulate, drag, and relocate things. And Apple’s engineers worked in tandem with its designers—with Jobs spurring them on daily—to improve the desktop concept by adding delightful icons and menus that pulled down from a bar atop each window and the capability to open files and folders with a double click. It’s not as if Xerox executives ignored what their scientists had created at PARC. In fact they did try to capitalize on it, and in the process they showed why good execution is as important as good ideas. In 1981, well before the Apple Lisa or Macintosh, they introduced the Xerox Star, a machine that featured their graphical user interface, mouse, bitmapped display, windows, and desktop metaphor. But it was clunky (it could take minutes to save a large file), costly ($16,595 at retail stores), and aimed mainly at the networked office market. It flopped; only thirty thousand were ever sold. Jobs and his team went to a Xerox dealer to look at the Star as soon as it was released. But he deemed it so worthless that he told his colleagues they couldn’t spend the money to buy one. “We were very relieved,” he recalled. “We knew they hadn’t done it right, and that we could—at a fraction of the price.” A few weeks later he called Bob Belleville, one of the hardware designers on the Xerox Star team. “Everything you’ve ever done in your life is shit,” Jobs said, “so why don’t you come work for me?” Belleville did, and so did Larry Tesler. In his excitement, Jobs began to take over the daily management of the Lisa project, which was being run by John Couch, the former HP engineer. Ignoring Couch, he dealt directly with Atkinson and Tesler to insert his own ideas, especially on Lisa’s graphical interface design. “He would call me at all hours, 2 a.m. or 5 a.m.,” said Tesler. “I loved it. But it upset my bosses at the Lisa division.” Jobs was told to stop making out-of-channel calls. He held himself back for a while, but not for long. One important showdown occurred when Atkinson decided that the screen should have a white background rather than a dark one. This would allow an attribute that both Atkinson and Jobs wanted: WYSIWYG, pronounced “wiz-ee-wig,” an acronym for “What you see is what you get.” What you saw on the screen was what you’d get when you printed it out. “The hardware team screamed bloody murder,” Atkinson recalled. “They said it would force us to use a phosphor that was a lot less persistent and would flicker more.” So Atkinson enlisted Jobs, who came down on his side. The hardware folks grumbled, but then went off and figured it out. “Steve wasn’t much of an engineer himself, but he was very good at assessing people’s answers. He could tell whether the engineers were defensive or unsure of themselves.”One of Atkinson’s amazing feats (which we are so accustomed to nowadays that we rarely marvel at it) was to allow the windows on a screen to overlap so that the “top” one clipped into the ones “below” it. Atkinson made it possible to move these windows around, just like shuffling papers on a desk, with those below becoming visible or hidden as you moved the top ones. Of course, on a computer screen there are no layers of pixels underneath the pixels that you see, so there are no windows actually lurking underneath the ones that appear to be on top. To create the illusion of overlapping windows requires complex coding that involves what are called “regions.” Atkinson pushed himself to make this trick work because he thought he had seen this capability during his visit to Xerox PARC. In fact the folks at PARC had never accomplished it, and they later told him they were amazed that he had done so. “I got a feeling for the empowering aspect of naïveté,” Atkinson said. “Because I didn’t know it couldn’t be done, I was enabled to do it.” He was working so hard that one morning, in a daze, he drove his Corvette into a parked truck and nearly killed himself. Jobs immediately drove to the hospital to see him. “We were pretty worried about you,” he said when Atkinson regained consciousness. Atkinson gave him a pained smile and replied, “Don’t worry, I still remember regions.” Jobs also had a passion for smooth scrolling. Documents should not lurch line by line as you scroll through them, but instead should flow. “He was adamant that everything on the interface had a good feeling to the user,” Atkinson said. They also wanted a mouse that could easily move the cursor in any direction, not just up-down/left-right. This required using a ball rather than the usual two wheels. One of the engineers told Atkinson that there was no way to build such a mouse commercially. After Atkinson complained to Jobs over dinner, he arrived at the office the next day to discover that Jobs had fired the engineer. When his replacement met Atkinson, his first words were, “I can build the mouse.” Atkinson and Jobs became best friends for a while, eating together at the Good Earth most nights. But John Couch and the other professional engineers on his Lisa team, many of them buttoned-down HP types, resented Jobs’s meddling and were infuriated by his frequent insults. There was also a clash of visions. Jobs wanted to build a VolksLisa, a simple and inexpensive product for the masses. “There was a tug-of-war between people like me, who wanted a lean machine, and those from HP, like Couch, who were aiming for the corporate market,” Jobs recalled. Both Mike Scott and Mike Markkula were intent on bringing some order to Apple and became increasingly concerned about Jobs’s disruptive behavior. So in September 1980, they secretly plotted a reorganization. Couch was made the undisputed manager of the Lisa division. Jobs lost control of the computer he had named after his daughter. He was also stripped of his role as vice president for research and development. He was made non-executive chairman of the board. This position allowed him to remain Apple’s public face, but it meant that he had no operating control. That hurt. “I was upset and felt abandoned by Markkula,” he said. “He and Scotty felt I wasn’t up to running the Lisa division. I brooded about it a lot.” Reference: Chapter 8 from the book by Walter Isaacson "Steve Jobs"
Tags:Book Summary,Management,