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Archive for January, 2010

7 ways iPad will be revolutionise Media by 2011

January 28th, 2010   By   Filed Under: Interesting, Weird and Wonderful

Apple’s new iPad at first might look like a bigger version of the iPhone although it has the capabilities to change the way publishers sell content and help package goods. As a multimedia tablet it supports not only textbooks but also video, audio and whole heap of applications, 140,000 o of which are out already. Best of all you can pick one up for as little as $499. So how will this effect the media market?

Apple iPad

1. Paid content gets more attractive. Suddenly major publishers will have the opportunity to sell their content on a subscription basis, bundled into your monthly iPad contract. A bit like Spotifyselling music on their platform. You have the option to buy advertisement funded content or if you want it uninterrupted just subscribe.

2. Social Media subscription. Suddenly we will have social networking application which be designed for Apple iPad only. What are the advantages? Firstly you have a big enough screen to navigagte easily. It will help form a niche social network which will work like real social networking events. It will work online when you are away (via video chat perhaps?) and will require you to hold up the iPad in your hand when you are physically networking to identify the members. Great example of online meets offline.

3. News readers. Apple iPad will become the preferred gadget for news readers on your television. They will ditch their bulky laptops and embrace the iPad. This will happen sooner than you think!

4. Video game market. More video games will be released on a 12/18 months contract basis. Games as a Service (GaaS). This will bring the prices down and distribute the cost to a affordable monthly payment. Making game publishers a recurring revenue and boosting sales by making it affordable.

5. iTunes will be your digital subscription Walmart. If you haven’t still realised iTunes now sells anything from video, music, applications, e-Books and games. More so it will become the one stop shop to buy anything digital, whether it’s news, jokes, video games, social networking etc. In essence like your local Walmart store.

6. Movie premier on iPad. As iPad becomes popular there will be movies which will be released on it before they hit DVDs. It’s already happening to an extent on iTunes but now the tablet has given us a reason, especially for people who spend a awful amount of time commuting everyday.

7. iPad ready websites. Soon we will have wesbites compatible with the ipad i.e. they will render the experience to fit your iPad. A bit like iPhone/iTouch websites (example Facebook iPhone). These will provide new opportunities for web developers and publishers, providing a new range of rich media pages and e-commerce transactions. iPad-commerce?

In conclusion, these 7 changes are only the tip of the iceberg. We will see a wide variety of innovative products and services on the iPad. The mobility, screen size and mainly the prize have really made this an exciting opportunity for publishers and consumers.

Employers start hiring again, according to REC Jobs Outlook

January 27th, 2010   By   Filed Under: Uncategorized

Released on 19 January 2010

Ahead of tomorrow’s unemployment figures, a new REC survey highlights positive news for the UK jobs market with 94 per cent of employers saying that they are not planning any more job losses. One in five are now expecting to increase their permanent staff over the coming year.

The REC’s January Jobs Outlook shows a continued increase in employer confidence with one in ten businesses planning to hire staff in the next three months. The majority of employers (75%) expect their head count to stay the same but even with these employers job opportunities will arise.

The feedback from professional recruiters confirms that fluidity is returning to the jobs market with more employees looking for new opportunities and employers now being prepared to replace leaving employees.

Commenting on the survey, Roger Tweedy, the REC’s Director of Research says:
“This is positive news for job-seekers and confirms the stabilisation of the labour market and which overtime will result in better jobs figures. The REC was the first business organisation to predict that we would not reach the three million unemployed; we now estimate that the figure will peak at around 2.8 million in the middle of this year.

“The road to full employment will be slow but the trend of increasing employer confidence and a return to hiring is now established. We need to avoid any kind of employment legislation that will add to employers costs and so hinder job opportunities.”

Results in Jobs Outlook are based on a sample of 200 employers each month and presented on a three month rolling basis (600 responses). It is designed to complement the REC’s Report on Jobs published in conjunction with KPMG, which tracks the actual number of placements on a monthly basis.

Professional recruiters are “talent detectors”, says IRP

January 27th, 2010   By   Filed Under: Uncategorized

 

Released on 22 January 2010

Recent press reports have focused on new trends in selection procedures as employers look at different ways of filtering out inappropriate candidates. For example, one media story last week focused on employers making use of trained psychologists in candidate interviews to act as ‘lie detectors’.

Commenting on these trends and on the tightening of selection procedures, Angela Masters, Chair of the REC and of the Institute of Recruitment Professionals (IRP) says: “The tightening of selection procedures shows that employers are recognising the importance if getting the recruitment process right. This is a good thing and is an opportunity for recruitment professionals to highlight the added value that we provide on a daily basis by putting the right candidates forward in the first place.

“Recruitment increasingly requires up to date knowledge of increasingly complex rules and regulations as well as a broad range of skills ranging from the interpersonal to the commercial. Continuing to raise the bar in terms of both internal competencies and external recognition is the underlying premise behind last year’s launch of the IRP.

“Recruitment professionals play a key role in digging beneath a candidate’s CV to find out what there are really about and are also equipped to look beyond easy pre-conceptions to identify those who can actually do the job rather than those who simply perform well at interview.

As a result, all recruitment professionals are not just in the business of being effective ‘lie detectors’, we are in the business of being effective ‘talent detectors’.

The increasing focus on effective selection procedures is also being driven by the safe recruitment agenda especially in sensitive jobs involving working with children or vulnerable adults or in high risk workplaces such as airports and financial services.

One of the ongoing policy campaigns being taken forward by the REC External Relations team is to promote the positive role of the industry within this safe recruitment agenda.

Steve Jobs’ 2005 Stanford Commencement Address

January 22nd, 2010   By   Filed Under: Interesting, Weird and Wonderful

Drawing from some of the most pivotal points in his life, Steve Jobs, chief executive officer and co-founder of Apple Computer and of Pixar Animation Studios, urged graduates to pursue their dreams…

Dead-end jobs deliver dissatisfaction

January 22nd, 2010   By   Filed Under: Uncategorized

Career compromise or being stuck in a job one did not aspire to is one of the biggest causes of dissatisfaction among workers, regardless of salary, according to psychologist John Moulder-Brown.

As a result, employers should offer support to staff seeking to attain their career goals – even if those eventual aims are with a different company or different profession.

Moulder-Brown told Recruiter that managers should not turn a blind eye to unhappy team members, despite the pressure of targets, and instead encourage them to reach their career goals.

“Companies should have people in jobs they want rather than jobs which represent career compromise,” said Moulder-Brown. “The greater level of compromise, the more trouble there will be. If people are not performing or they want to move on, they can always be replaced.”

Moulder-Brown carried out his research while at City University, London, studying for an MSc in organisational psychology. It comprised collating responses to face-to-face interviews and questionnaires over a four-month period to October last year.

He recently spoke at the British Psychological Society’s conference in Brighton on career compromise.

He suggested that salary was not an issue in determining the level of career compromise, and cited the example of a female sales worker from a City bank he interviewed during the course of his research.

Despite earning a sizeable salary, she was so unhappy in the job her dissatisfaction often led to her not attending work and also needing personal therapy.

Moulder-Brown argued that those who felt they would reach their career goals were much happier, even if they had to do a job they may not enjoy to get there.

“If they are in a situation where they are working towards their goals they will be much happier.”

Moulder-Brown contended that employers should use so-called ‘soft’ skills – the ability to have good relationships and empathise with other people – to establish whether their employees were happy in their jobs, and even offer counselling if necessary.

“If companies notice that somebody is in a bad way, they should offer them counselling at work and show them they care, support them in any way they can.”

Corner Office Structure? The Flatter, the Better Sign in to Recommend

January 20th, 2010   By   Filed Under: Uncategorized

This interview with Cristóbal Conde, president and C.E.O. of SunGard, was conducted and condensed by Adam Bryant.

 
Q. What are your thoughts on collaborative versus top-down management?

A. Collaboration is one of the most difficult challenges in management. I think top-down organizations got started because the bosses either knew more or they had access to more information. None of that applies now. Everybody has access to identical amounts of information.

Q. Why did that shift occur?

A. I would say two things. One is just the massive information revolution. But equally important is the fact that before, while there were global companies, they were really just a collection of very local businesses operating independently from each other. Now a global company means a company composed of teams that are themselves dispersed. So every team can be global in many senses, not just the company.

But with the explosion of information, and flattening technologies starting with e-mail, I think that a C.E.O. needs to focus more on the platform that enables collaboration, because employees already have all the data. They have access to everything.

You have to work on the structure of collaboration. How do people get recognized? How do you establish a meritocracy in a highly dispersed environment?

The answer is to allow employees to develop a name for themselves that is irrespective of their organizational ranking or where they sit in the org chart. And it actually is not a question about monetary incentives. They do it because recognition from their peers is, I think, an extremely strong motivating factor, and something that is broadly unused in modern management.

Q. How do you create that culture?

A. One thing we use is a Twitter-like system on our intranet called Yammer.

Q. How long have you used it?

A. About seven months. By having technologies that allow people to see what others are doing, share information, collaborate, brag about their successes – that is what flattens the organization. I think the role of the boss is to then work on those collaboration platforms, as opposed to being the one making the decisions. It’s more like the producer of the show, rather than being the lead.

I think too many bosses think that their job is to be the lead, and I don’t. By creating an atmosphere of collaboration, the people who are consistently right get a huge following, and their work product is talked about by people they’ve never met. It’s fascinating.

Q. What kind of things do you write on Yammer?

A. I try to see a client every day, and because of my title I get to see more senior people. And so then they’ll tell me things – you know, what are their biggest problems, what are their biggest issues, what are their biggest bets. All this information is incredibly valuable. Now, what could I do with that? I’m not going to send that out in a broadcast voice mail to every employee. I’m not even going to write a long e-mail about it to every employee, because even that is almost too formal. But I can write five lines on Yammer, which is about all it takes.

A free flow of information is an incredible tool because I can tell people, “Look, this is one of our largest clients, and the C.E.O. just told me his top three priorities are X, Y and Z. Think about them.”

Q. Have you always tried to pursue a collaborative management style?

A. Early on, I was very command-and-control, very top-down. I felt I was smart, and that my decisions would be better. I was young, and I was willing to work 20 hours a day. But guess what? It doesn’t scale.

Q. How far can it scale?

A. Hundreds of people in a good business.

Q. Beyond that it breaks down?

A. Beyond that it was beyond my ability. Now, there are plenty of incredibly successful companies run by micromanagers, and that’s a different story. The last year I did that, I was away from home 302 nights, not including day trips. I had to fly around all over the place making all the decisions. And I would walk in, make an uninformed decision, get on the next plane, go somewhere else and repeat the process. I look back at that year; I don’t think I got anything done.

Q. When was that?

A. That was in the early ‘90s, and that experience convinced me that the right way to do it is to do the opposite, which is to hold people accountable, to really restrict the number of things that you say to them, and to decide on the one or two things that are the most important. And then when you meet with them, you always bring back the conversation to that one thing. You have to do that consistently for over a year before you start having an impact.

Q. Besides the endless travel of that year, was there something else that made you shift styles?

A. Yes, it was a huge disagreement with somebody who worked for me directly, and he ended up quitting shortly thereafter. And it wasn’t that the decision that we disagreed on was so big. It was more that, to him, it just wasn’t as much fun anymore. He felt he could do more, and I was in his way. I was chasing away somebody extremely valuable, and that is when I realized I never would have put up with that myself. If you start micromanaging people, then the very best ones leave.

If the very best people leave, then the people you’ve got left actually require more micromanagement. Eventually, they get chased away, and then you’ve got to invest in a whole apparatus of micromanagement. Pretty soon, you’re running a police state. So micromanagement doesn’t scale because it spirals down, and you end up with below-average employees in terms of motivation and ability.

Instead, the trick is to get truly world-class people working directly for you so you don’t have to spend a lot of time managing them. I think there’s very little value I can add to my direct reports. So I try to spend time with people two and three levels below because I think I can add value to them.

Q. So what do you do to get in touch with those people?

A. I do my best to see a client every day, and I go there with a rep or the account manager. Let’s say we’re in the subway or a taxi or whatever and we’re heading to the client. The rep is getting ready for this meeting and kind of going through everything.

What the rep is not ready for is all my questions. Their guard is not up when I ask about the organization. And they tell me the first thing that is on their mind, and that is incredibly valuable.

Q. And what do you ask them?

A. “What’s your No. 1 issue? If there’s one thing you could change, what would it be? If you couldn’t be at SunGard, what would you do?” Very quickly you get insights. And I’m not saying that you then act on them, but you kind of build a giant mosaic about what your organization really looks like, and people respect that.

Q. What is some of the best feedback you’ve received?

A. A boss once told me: “Cris, you’re a smart guy, but that doesn’t mean that people can absorb a list of 18 things to do. Focus on a handful of things.” Very constructive criticism, and the way I’ve translated that is, when I do reviews, everything is threes.

So, “Look, Charlie, these are the three things that are going well. These are the three things that are not going well.” Now, that’s very important because then people know that everybody’s going to get three positives and three things they should do differently. Then they don’t take it personally. I’ve found that to be an incredibly valuable tool.

Q. Let’s talk about hiring. What questions do you ask?

A. I care a lot less about the individual skills. I look for drive and a sense of somebody’s intellectual curiosity.

Q. How? What do you ask?

A. I think you can get a lot of those questions in small talk. You might say, “What do you think of this table?” We’re a technology company, so most people are engineers. I expect something interesting or unconventional. We have tended to make more money with people who are willing to buck conventional wisdom.

Q. Give me an example.

A. I interviewed a guy the other day, and he said, “Well, you won’t believe it, but I thought about taking the train and going back home as I was coming here.” I loved that answer.

Q. Why?

A. I love that answer because it means the person is trying to think for themselves. That’s what I want.

Q. And why did he think about turning around and taking the train home?

A. Because he was thinking about the company’s position and other considerations. The specifics are not the point. He was trying to come up with kind of a rational process for weeding out the bad ideas from the good ones. And he looked at me almost like he was embarrassed to admit this. And I loved the answer. It takes incredible self-confidence to say that.

I love it when people show healthy skepticism. I think the more an organization is diverse that way, the healthier it is, and better decisions will come out. We have made more money by bucking conventional wisdom than by following it. And I think that in an interview, I look for ways in which people demonstrate that they are thinking about things rather than just accepting conventional wisdom.

Q. Is there anything unusual about the way you run meetings?

A. I actively despise how people use PowerPoint as a crutch. I think PowerPoint can be a way to cover up sloppy thinking, which makes it hard to differentiate between good ideas and bad ideas. I would much rather have somebody write something longhand, send it in ahead of the meeting and then assume everybody’s read it, and then you start talking, and let them defend it.

The question from the beginning of the meeting to the end of the meeting is, “Have we added value: yes or no?” And I would say that if the meeting is mostly the presentation of a deck of PowerPoint slides, you conveyed information, but you didn’t actually add value.

Q. So many C.E.O.’s have told me they don’t like PowerPoint, yet it’s still a ubiquitous tool.

A. The problem is not the software, it’s how people use it. It’s a tool that can make below-average thinking look above average. By the way, something else I look at: Can somebody write? English is my second language, and I write reasonably well. I don’t see very much excuse for people not to be able to write well. I just don’t.

Q. And do you make that a part of the hiring process?

A. I ask them for something they wrote.

Q. And has the writing sample ever changed your mind about somebody?

A. Yes. Mostly, if it was somebody I was on the fence about, it usually confirms that it should definitely be a yes. Sometimes you can tell somebody’s intelligence just by reading what they’ve written.

Q. What about time management? Do you have any tricks or techniques you use?

A. I tell my secretary, I need an hour and a half once a day where I can go somewhere that doesn’t have a PC or a phone, unless I choose to spend that hour and a half writing. But it’s not just managing e-mails and stuff like that. I need an hour and a half to think. And it could be anything.

Sometimes it gets cut short. But many topics or issues can only be dealt with in an uninterrupted format. I worry about our entry-level people – they’re bombarded with information, and they never get to think.

Q. What’s your best career advice for young people?

A. My advice to young people is always, along the way, have a sales job. You could be selling sweaters. You could be selling ice cream on the street. It doesn’t matter. Selling something to somebody who doesn’t want to buy it is a lifelong skill. I can tell when somebody comes in for an interview and they’ve never had any responsibility for sales.

Confidence returns as 2010 marketing budgets set higher

January 18th, 2010   By   Filed Under: Uncategorized

Marketing budgets are still in decline but optimism and confidence is growing according to the latest IPA/BDO Bellwether report.

The report shows the ninth consecutive quarter of declining marketing spend but the rate of decline is slowing. Spend is down only 7% compared to being down 15% in the previous quarter.

The report found that marketing budgets for 2010 have been set higher in comparison to 2009 and that companies are the most optimistic they have been in the past five years with 35% of businesses surveyed seeing improved prospects.

Online advertising budgets, including search marketing, were revised upwards for the second quarter running while direct marketing budgets have been increased by 2.2%, the first rise since 2007.

Marketing spend was cut across all other sectors including sales promotion, down 4.1% and below-the-line activity such as PR and events, down 4%, but at a slower rate than the previous quarter.

Main media saw the sharpest reduction but it was the least marked for seven quarters. Chris Williamson author of the report and chief economist at Markit says the report suggests that the UK emerged from the recession during the final quarter of 2009.

He adds that while budgets are being set higher and confidence is returning, it remains less buoyant than prior to the financial crisis.

Rory Sutherland (pictured), IPA president and vice-chairman of the Ogilvy Group UK, says: “These findings are welcome, in that they show that the picture painted by the last Bellwether Report was not a false dawn. This latest report also seems to bring particularly good news for direct and digital marketing activities, which seem to be leading the recovery.”

Andy Viner, head of media at BDO LLP, adds the report indicates confidence is returning and companies are rethinking their marketing allocation which means areas such as online advertising are expected to grow significantly

Top Tips for 2010…

January 14th, 2010   By   Filed Under: Uncategorized

As we enter the new year, here are seven ways to overhaul your life.

1. Find your focus. A life overhaul is usually unnecessary and unrealistic. Establish priorities by imagining yourself a year from now, happy and fulfilled. How do you spend your time? How is it different from today? Identify changes that lay a path to the new way, and concentrate solely on them.

2. Speed through the cycle. For Gestalt psychiatrist Fritz Perls, making a change involves moving through four stages: doing, contemplating, planning and experimenting. Locate yourself in the cycle and take action to progress. Too busy ‘doing’? Take a day off to think. Aimless contemplator? Write a plan.

3. Break it down. Avoid paralysis by turning your long-term vision (‘I’ll make a success of this business’) into manageable, short-term goals (I’ll call 10 lapsed clients by the end of today’).

4. Up the pressure. Share your plan with colleagues, friends and family and ask them to keep tabs on your progress. Skipping a training course won’t be so tempting if your pride is at stake.

5. Remember why. Whether it’s the impulses you’re now satisfying (independence, challenge), the strengths you’re building (leadership, courage), or the passions you’re exploring (politics, the arts), there are reasons you made a change. When the going gets tough, don’t forget them.

6. Learn from the greats. Identify people who achieved what you want to and plot your path against theirs. Too late to change? Emulate Colonel Harland Sanders, who made his new start (and fortune) at 65. When a motorway development shut his service station, Sanders shunned retirement to secure investment in his fried chicken recipe – and KFC was born.

7. Think back. One you’ve settled into the new way, reflect on lessons learned. Write down how you overcame challenges, what skills you developed and how you’d do it differently next time. Use it to make future fresh starts swift and stress-free.

SOURCE::

http://www.managementtoday.co.uk/newsalerts/dailynews/news/975295/Route-Top-Seven-ways-fresh-start/?DCMP=EMC-Daily%20News

Graduate vacancies are set to increase this year!

January 13th, 2010   By   Filed Under: Uncategorized

Graduate vacancies are set to increase this year. However, 2010′s graduates will face stiff competition from their 2009 counterparts, according to new research from market research firm High Fliers.

The research shows that:

Firms expect to recruit 11.8% more graduates this year than in 2009.

Half of employers are in the process of stepping up 2010 graduate recruitment targets.

More than 40% of graduate applications have come from 2009 graduates as opposed the current undergraduates
the average graduate starting salary of £27,000 is expected to remain unchanged.

Managing director of High Fliers Research, Martin Birchall, says: “After two years of swinging cuts in graduate recruitment, it’s very encouraging that Britain’s best-known and most sought-after employers are stepping up their entry-level vacancies for 2010.

10 Technologies that will rock 2010

January 7th, 2010   By   Filed Under: Interesting, Weird and Wonderful

Looking back at 2009, we can say that it was the most interesting time in the web technology ( despite the harsh economy). The year 2009 boosted the potential of mobile gadgets and its value in today’s networked society. We can call it the rise of social awareness of networking and communicating.

So when we look ahead in 2010, we will see that the innovation has just begun. So here are the lists of technologies, which I think, will rock the year 2010. Most of the technologies that will be mentioned are related to online media and the Internet.

1. Apple’s Tablet
The noises and speculations are too high to ignore the presence of Apple’s Tablet. If all the rumors are authentic and, if by all means, Apple launches the iSlate on 25th January, then it’s going to be the thing to talk about in 2010.

We must admit that a tablet is a concept that has been around us for a very long time. But it is still not the consumer device that people would die for. But after the increase in sales and demands of Amazon Kindle and Nook, the market is pretty sure that a tablet is soon to be the device to have. So at this time, if Apple can bring the device with the interface that people are looking for then that’s it – We have our new iPOD. It is not a biased statement, but a truth in some way.

The reason that I say is because Online Reading is something that every Internet users do and Tablet provides the best way to consume the Internet content. Though we might still be working on a Laptop, Tablet will be the way to consume digital content.

2. NetPhone
We are already seeing the importance of Google Voice, which many Americans have enjoyed. We already have a software like Skype which allows you to communicate through the internet data line.

This demonstrates that people are still comfortable with voice communication and it is not going to die. We would still want to call our friends and families and communicate. Hence, we might see more advancement in VOIP technology.

Though mobile network providers would have to play a hard battle with the VOIP services, the conflict between these two models will end once we have more and more VOIP services running in our mobile devices.

3. Net Neutrality

The rise of Smartphone have suddenly put a lot of pressure on the mobile network providers. The online content consumption and communication have stressed out the network providers. One of the prominent example is the failure of At&T to meet the iPhone’s demand. This have forced the content providers and distributors into two opposite poles.

Content providers like Google (YouTube for video content) consumes a lot of bandwidth. This is not good for the network providers because they have to face the burden of handling the requests. On the other hand, content providers don’t have to pay anything to the distributors. As a result, Network providers would have to increased their fees. Now, this brings a great conflict between the consumers, the providers and the distributors.

Net neutrality is all about giving full access to the Internet without any restrictions. But we still need to see some agreement between the providers and the distributors. Hence, we might be able to see some breakthroughs on Net Neutrality in 2010 which would solve the current problems.

4. Social Profile Management(Advanced Analytics)

Online Social Networking sites have blasted the news channel on each opportunities in 2009 and it will continue to do so in 2010. More and more real time contents would be distributed online and consumed by people. Online networking will see more than just sharing information.

2009 had an overwhelming reaction towards social media which created a lot of junk in the Internet. Currently, informations and contents go to waste and don’t make their way toward the targeted audiences.

2010 will see a revolution towards social profile management with advance analytics. This will be applying spam control over your networks and strengthening the efficiency of your network connections. As sites like LinkedIn, Twitter and Facebook are used in professional hiring, Profile search will also be a big thing. Social network provides a best way to reach out to potential businesses. Hence search (not for content) but for people should be big. Social profile management with advance analytics will be the next big thing for social networks

5. Virtualization

Client desktop computing is surely the new way towards connecting people to offices. Virtual desktops or Virtual machines will soon be employed in many offices providing better flexibility to hardware and software selection.

This will reduce the hardware cost of servers and desktops and CPU maintenance in office. This will also reduce the cost of softwares as most will be deployed in the virtual machines. This is a key to cutting costs, lowering complexity, as well as increasing agility as needs shift.

6. Online TV

YouTube and other online video sharing sites have almost killed Television. The new generations prefer Internet over TV channels. As with the music industry, TV channels have understood that going online is the only way towards future and they have to jump into this bandwagon before it’s too late.

There are already many commercial channels shifting their attention from TV to Youtube or other sites like Hulu. Further, Google have already announced its paid content over Youtube and the new video advertising technology.

Along with TV, advertising also has to make its way to the eco-system and we already know of many rumors over Apple and Google coming with ways to prevent viewers from skipping the ads. This provides great opportunity for TV Channels to enter into the Internet. Hence 2010 will certainly see hand and hand cooperation of the Internet providers and the Online TV channels.

7. Cloud Computing

Cloud computing will be the new way of doing business over the internet. It will be more of virtual resources management, where company can optimize his/her resources according to needs and dynamic adaption to changes. This will allow companies to greatly enhance their products and services. Cloud computing will also leverage the potential of web applications in the Internet and we might be seeing some great online applications for users and also enterprise solutions.
8. Augmented Reality

Augmented Reality is going to blow people’s mind in 2010. With the help of mobile computing, GPS technology, mobile camera and Google maps, mobile applications are going to have much more power to bring the experience to the user than in past.

Further, the core of the technology will be the mobile camera and the placement of processed information on top of live streaming contents from the camera.

We are already seeing some of it with mobile GPS applications, but 2010 will clearly put these applications on the top shelf of mobile apps. This will allow users to get information by integrating physical reality and virtual world.

9. Online Microsoft Office

Microsoft did face a lot of failures in 2009, starting with its slow rise of Bing and failure of Windows Mobile 6.5. So 2009 was not the year for Microsoft, but we could expect more from Microsoft in 2010. It’s Windows 7 have received good reviews, hence in 2010 we may get to read more about it. Windows Mobile 7 is also on its way, it might help Microsoft gain over their Smartphone market share.

But above all, we might get to read about Microsoft’s online OS. With the strength of today’s computing power over the Internet, the time is right for Online Office Suite. We have already seen the success of the Google Docs, so the speculation is high for Online Office. Hopefully this will reduce their cost and avoid nagging updates. The new competition is obviously on the Internet.

10. Mobile Transaction (Mobile Banking)

We surely need to get rid of credit cards and debit cards. They have already become less attractive in terms of monetary transaction. Once mobile phones starthandling our financial details, we will see a huge potential for mobile transactions and mobile banking.

Mobile application builders have already started making applications for enterprise solution by adopting enterprise protocol. For mobile banking and transactions to be successful we need an enterprise solution over the mobile network, similar to RIM’s Blackberry, which will confirm security over the mobile transaction.

The year 2010 will certainly see the glimpse of future’s monetary transaction.

source: globalthoughtz.com