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This Snowman Cap Sports Its Own Mickey Ear Hat

This Snowman Cap Sports Its Own Mickey Ear Hat

first_imgShare This!One of the most meta pieces of Disney merchandise we’ve seen in a while is this new holiday baseball-style cap. It’s a stylized $34.99 Frosty-esque fuzzy snowman, replete with a carrot nose and Buffalo plaid scarf, that is wearing a classic Mickey ear hat. It’s a hat wearing a hat. Oh, and it lights up. Mind = blown. Photos: Christina Harrisonlast_img

Fire those managers who don’t fit

Fire those managers who don’t fit

first_imgIt is no brainer that employees who fit your organization’s culture stay longer and hiring the right match assures continued success.Organizational culture is civilization in the workplace. – Alan AdlerI read this interesting article on HBR.org, “Culture is a social control system.” Here the focus is on the role of culture in promoting and reinforcing “right’ thinking and behaving, and sanctioning ‘wrong’ thinking and behaving.”That is true, and sometimes the whole business model can be your culture. For example, the friendly and open culture in organizations like Disney, Zappos, Facebook, etc. And most often, it is the consistent pattern of behavior in the organization. So beware of the risk of having someone continue working with you who is detrimental to your organization’s culture. Not only can he influence others negatively, his actions can also effect your brand. I talked about why hiring a culture fit is important over a post here, and now I want to highlight why you should be willing to let go of those who don’t fit. Especially the ones who are in leadership or managerial roles.I talked about how HR is pressured by managers to hire top talent from their rival companies. Well, that is only one side of the story on where managers can go wrong while hiring candidates.Be it hiring or firing, managers play a pivotal role in making those decisions and HR plays our own role in orchestrating that. When it comes to hiring, managers are the ones who decide and give you a green signal to hire a candidate, or not, after the final interview. Also, when it comes to firing someone, HR rarely gets a say when managers make their performance-based termination list.Now what if managers failed to make the right decisions?How about if an employee continues to stay when he has entirely different values than your organization’s?Now how about if the manager himself is not a right fit to your culture and he brings in and nurtures his own tribes that are suitable to his personality, but detrimental to your organization’s culture!? Eventually this cancer can be epidemic and can break down the culture.So to save your Organization from spreading this culture cancer, fire those who don’t fit. But how do you do that?!Make it Part of Performance ManagementPerformance reviews should be based on whether an employee embodies the company’s culture. Skills can be trained, but not attitude and character. If you review an employee’s performance based on just key result areas, you are focusing more on competencies. But culture trumps competencies and closing your eyes to any wrong cultural clues that an employee — especially a manager — exhibits, can poison the entire team and will harm your organization’s existence.Have a Culture CheckEven though your organization has an established culture and values that are well defined and communicated across all the stakeholders, each team has its own behavior and personality. That would depend on the leaders of each individual team. So having a culture check with the team members by asking,”What’s it like being a part of the team and the organization?” would give you some clues as to what the manager portrays as a leader.Try the person in team settingsWell, a manager can inspire the team with human compassion by respecting others and getting results.  Others achieve results through mediocrity, playing politics and awful competition, but that is destructive to productivity and morale. A person who works in a team atmosphere can react in a different manner than when he works individually.  Being human, our differences can make it harder to work with each other. Someone who can embrace the differences of each team member and keep the ball rolling together can have a longer run in your organization.- See more at: http://nisharaghavan.com/fire-managers-dont-fit/#sthash.RX9X4aFX.dpuflast_img read more

Execs Reveal Their Top Retail Security Solutions and Strategies

Execs Reveal Their Top Retail Security Solutions and Strategies

first_imgAnytime loss prevention pros implement a new operational procedure, new administrative process, or new piece of loss prevention technology, they are likely to consider how it’s going to affect LP spending. Indeed, in many cases, controlling costs may be a primary objective.Expectations and reality don’t always match, however. Sometimes, new retail security solutions or strategies cut costs far beyond what LP was thinking would happen. In other cases, cost savings disappoint. A national study by SDR/LPM looked at this expectation gap.In this post, we examine several strategies that retail respondents said had the most surprising upside.- Sponsor – The study asked LP executives about thirty different security department strategies that are often thought to reduce or help control costs, whether as an ancillary or primary benefit. The list looked at a wide range of retail security solutions and strategies, such as automating select security functions via web-based applications; use of video analytics; development of centralized security monitoring or control centers; outsourcing LP functions and, conversely, bringing them in house.For each strategy, the survey asked LP executives if they had implemented it and, if so, how effective it was at controlling or reducing departmental costs.LP pros who had implemented the strategy in question rated it on a 1-to-5 scale. A score of 1 indicated that the measure or activity substantially failed to meet expectations for cost control; a 5 rating indicated that the measure or activity substantially exceeded expectations for cost control. A score of 3 indicated that the realized cost savings was what LP execs had expected.LP executives rated each of the 30 measures solely on its performance in the area of containing or reducing costs and not on other performance criteria.ResultsPerhaps because the ability of security technology to reduce costs is frequently described, projects such as IP video surveillance, video analytics, and online background checks were not identified as providing the biggest cost-cutting surprise. These and similar technology solutions largely scored in the 3.2 to 3.5 range. They did better than expected at cost-control, but modestly so.So what had the most surprising upside?Using remote computer capabilities, such as for online training and remote investigations, provided LP the most pleasant surprise, according to the survey. The strategy rated 3.89 on the 1-to-5 scale.Retail respondents were among the security professionals most pleased with a move from LP training by live instructors to training conducted online or via software. They were also happier than counterparts in other industries with using online capabilities to reduce travel expenses associated with investigations.The distribution loss prevention manager for an Ohio retail company said that his strategy to cut costs in recent years has been simple. “More [remote] interviews.” Telephone and online video interviews have saved the company millions in recent years by reducing travel costs and increasing investigators’ productivity.Although it’s an attractive solution, particularly for cases involving suspected dishonest employees, it should not be viewed as the preferred means of interviewing subjects, warn some experts. Remote interviews can miss suspects’ nonverbal cues. Face-to-face meetings are a better format for squeezing out the truth from dishonest employees and resolving integrity issues.As such, remote interviewing is more appropriate for theft and loss investigations and should be avoided when possible in threat or harassment cases, according to Gavin Appleby, employment law attorney, trainer, and author. He thinks companies should avoid them in harassment cases because they are “far less effective than those conducted in person.” In-person interviews are also beneficial in the event that case one day lands the company in a courtroom, he said.So, while companies may be keen to use online video interviews to shave costs, the corporate LP department needs a protocol that identifies when it is the preferred means for conducting investigative interviews.Here are two other strategies that proved surprisingly beneficial to LP:Transferring responsibility. Because the hourly wage of LP staff has climbed significantly in recent years, the gap has closed between the wage of line security staff and other line workers. So while using security personnel to fill other duties has been a viable solution for reducing costs in years past, it is possible that it now makes better fiscal sense to use general staff to perform LP functions. The tipping point is unique to each organization, so LP departments may want to recalculate their assumptions in this regard now that the average LP officer has become more expensive.Many retailers know that by enhancing training and motivating loss prevention staff, they can reduce cash losses, deter thieves, and boost profits in high-loss stores. But deploying officers on a resource-to-risk basis is less attractive as security salaries climb. One LP director said he thinks store managers today are often correct when they say that doing without the considerable—and escalating—cost of guard contracts makes better sense. A retailer may find that providing stores with technology, leadership, training, and some additional staffing hours is more economical. This can arm store associates with the knowledge they need to reduce waste levels, deter crime by effectively interacting with customers, and reduce stock loss by ensuring the accuracy of deliveries.In terms of effectiveness, re-assigning select store security functions to other departments was rated 3.75, indicating that the strategy has provides LP with a surprising financial upside. It’s a strategy that only 20 percent of responding LP departments had undertaken, according to the study.Re-negotiating. Re-negotiating or re-bidding LP equipment maintenance contracts is a strategy that three-quarters of LP executives said they’ve tried. It’s cost-control rating, 3.82, indicates that the strategy was substantially more successful in saving money than LP execs thought it would be when going into negotiations.To negotiate maintenance contracts effectively, a strict accounting should be maintained of all vendor maintenance visits. Every time a vendor comes for a repair, there should be a record of what they did, how long it took, how many staff they needed to do the job, and other details about the visit. By analyzing these logs before yearly maintenance negotiations, companies can then make the business choice that makes the most sense, such as going with “hourly,” or self-insuring some components, or assuming the risk of preventative maintenance. Having detailed data of past maintenance lets companies make more cost-effective decisions regarding features of future maintenance agreements.Many experts believe that the best time to negotiate long-term maintenance is before the purchase of equipment, when companies are vying for your business. At this time, retailers may be able to demand a longer warranty that doesn’t start until the date of acceptance and includes all software upgrades, fixes, and new versions.Finally, because respondents indicated that equipment maintenance is an area of excessive costs, an acceptance test plan—that examines a system’s capabilities against exactly what a store needs it to do—may also save retailers money. The burden is on the purchaser of retail security solutions to identify how it intends to use the system and arrange a factory acceptance test of the system to see whether it meets their needs.This post was originally published in 2017 and was updated June 19, 2018.  Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox.  Sign up nowlast_img read more

Nedap Integrates Zebra Technology in !D Cloud RFID Retail Platform

Nedap Integrates Zebra Technology in !D Cloud RFID Retail Platform

first_imgNedap recently announced that it has now completed the integration of all cornerstone Zebra RFID technology for retail in-store stock management within !D Cloud, Nedap’s leading RFID platform. The integrations spans the RFD2000 and RFD8500 series handheld RFID sleds, the TC5x and TC2x series Touch Mobile Computers and the ZD500r and ZT400 series RFID printers.!D Cloud offers a deep level of support for the RFD sled devices, where even the firmware updates are managed through the !D Cloud solution. For the printers, !D Cloud offers in-app printing of individual RFID labels or complete shipment that come into a store without RFID labels for the manufacturer. The label template and Zebra Programming Language (ZPL) print commands are managed directly from the !D Cloud App via in-store Wi-Fi to the printers, thus eliminating the requirement and costs of label print software.“We see an increased demand for RFID solutions in retail,” said Jeroen Struycken, global director of business development at Nedap Retail. “As a leading RFID provider, we want to offer our customers the choice of the best products out there. By nature, !D Cloud is hardware agnostic and supports a multitude of RFID devices, but having the width of the Zebra equipment as a standard in our toolbox is a big plus.”- Sponsor – The recent Zebra TC20 PDA and RFD2000 handheld UHF RFID sled, combined with Nedap’s !D Cloud solution. will be presented at the Nedap booth #5B60 at RetailEXPO 2019, which will be held at the Olympia in London on May 1-2.For more information, visit www.nedap-retail.com. Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox.  Sign up nowlast_img read more

Xeon 5500 (Nehalem): An Intelligent Server?

Xeon 5500 (Nehalem): An Intelligent Server?

first_imgWhat is the option? …. Server Refresh. Compared to installed single core Xeon servers, these new Xeon processors enable up to 9x performance per server, a 9:1 server consolidation opportunity (with flat performance), lowering operating costs by an estimated 90% and delivering an estimated up to 8 month payback on investment. That means that an investment in a new server today can pay for itself in less than a year, helping you to self fund more innovation or helping to boost the bottom line of your organization. If your environment is dual-core based, the opportunity is about a 3:1 consolidation opportunity. ð       Intel Hyper-Threading Technology is back boosting performance for well threaded applicationsð       Intel Intelligent Power Technology adjusts server power consumption real time to workloado       Automated Low Power States reduces CPU, Memory and I/O power without impacting performance o        Integrated Power Gates dynamically turn cpu cores that are not in use to reduce idle power near 10Wð       Intel Turbo-Boost Technology speeds up your processor when application demands peak ð       Intel QuickPath Technology provides industry leading server bandwidth (up to 3.5x prior Xeon) An Intelligent Product: (the capacity to acquire and apply knowledge)Key technology enhancements to the Xeon 5500 include a suite of new features and capabilities that enable servers utilizing these new processor to serve a wide range of server usages (from basic business to high performance computing) (from single threaded applications to well threaded applications) (from non virtualized to highly virtualized environments) and makes these servers adaptable to the environment you want to deploy it into. Read the Intel Xeon processor 5500 series platform brief to learn about these technologiesVisit this video about the new product and the technologies listed above The benefits for IT and Business?ð       A server platform that can adapt to your application environment allowing you to deploy it in one environment today with the knowledge you can repurpose it tomorrow, if neededð       A server platform that can adapt you changing workload demands over the course of a day, saving power when demands are low and better performance when you need it most An Intelligent Choice: (the faculty of thought and reason)Economic times are tough and we’re all struggling with spending choices (or not spending) at both a personal and corporate level. However, business spends about 2/3 of their IT budget maintaining existing servers (source IDC). IDC further estimates that 40% of the servers installed today are 4yr+ single core servers with another 40% being 3 year old dual-core. These servers are consuming a lot of valuable resources. With a heavy % of IT budget spent on operating costs, the challenge is that if you cut spending, you are cutting innovation. This limits business competitiveness. In this context, I’d like to discuss two topics. (1) An Intelligent Product (2) An Intelligent Choice In•tel•li•gence n 1.a. The capacity to acquire and apply knowledge. b. The faculty of thought and reason. Our new product, the Intel Xeon Processor 5500 series, has ushered in what we at Intel call a new generation of intelligent server processors. Before I wrote this blog I had to look up the definition of intelligence (American Heritage Dictionary):                Download this pdf to understand the 8 month estimateView a video demonstration highlighting the 9:1 consolidation and 3:1 consolidation In summary the Xeon 5500 series is an intelligent product in it’s capability to adapt to both it’s application and user environment and an intelligent choice for IT investment delivering an estimated up to 8 month payback – much better than you can do in the stock market, bank or many other projects. I think that this is the right product at the right time.  What do you think? … I’d like to hear your reactions.Chrislast_img read more

BCCI should probe Vinod Kambli’s fixing claims: Ajay Maken

BCCI should probe Vinod Kambli’s fixing claims: Ajay Maken

first_imgSports Minister Ajay Maken wants the match-fixing claims made by former cricketer Vinod Kambli investigated by the BCCI and says his ministry might step in if the Cricket Board doesn’t order a probe.Kambli has created quite a flutter by claiming that something was “amiss” in India’s loss in the 1996 World Cup semifinal against Sri Lanka and Maken said the claim should be investigated for all its worth.”When a player of the team has made a charge, it should be thoroughly investigated. People of the country have the right to know what exactly happened. Whether the accusations made by the player are true or false, the people have the right to know,” Maken said on the sidelines of an NSS felicitation ceremony in New Delhi.”So, it should be properly investigated and if something wrong has happened then the culprits should be punished,” he said.The minister said if the BCCI doesn’t act, the sports ministry might conduct an inquiry of its own.”We will see. As you know, the BCCI has not come to the Sports Ministry for any recognition so far but I would want, whatever agency is there, BCCI should order a probe into it.If the BCCI doesn’t conduct a probe, we will look at it,” he said.Maken said he was pained by the claims made by Kambli and said if true, it would be extremely unfortunate for the game of cricket. .”Not only as a minister but also as a sports lover, I felt sad to hear that because I saw the match after cancelling a lot of my appointments, so I think it is extremely unfortunate,” Maken said.advertisement”It should be investigated properly. I think we should go to the roots of it so that we can know what is the truth.”Cricket lovers have the right to know because the World Cup semifinal must have been seen by everyone all over the country and if match-fixing has happened then it is extremely unfortunate,” he added.Maken also stressed on the importance of having a law against betting in sports.”We will have a look over it and see if it (anti-corruption law) has to be done by the sports ministry or the home ministry. We will have it examined,” he said.”I think it is high time, we have a law against betting as far as sports is concerned in our country.”Maken reiterated that all federations should come under the ambit of the RTI.”I have always mentioned and believed that all federations should come under the RTI and the BCCI should also come under its ambit as cricket is also a sport and looking at these incidents my belief has become all the more strong that these federations should definitely come under RTI,” he said.Kambli’s claims have, however, been rejected by the then skipper Mohammad Azharuddin, the then coach Ajit Wadekar and former opener Sanjay Manjrekar.”Not only as a minister but also as a sports lover, I felt sad to hear that because I saw the match after cancelling a lot of my appointments, so I think it is extremely unfortunate,” Maken said.”It should be investigated properly. I think we should go to the roots of it so that we can know what is the truth.”Cricket lovers have the right to know because the World Cup semifinal must have been seen by everyone all over the country and if match-fixing has happened then it is extremely unfortunate,” he added.Maken also stressed on the importance of having a law against betting in sports.”We will have a look over it and see if it (anti-corruption law) has to be done by the sports ministry or the home ministry. We will have it examined,” he said.”I think it is high time, we have a law against betting as far as sports is concerned in our country.”Maken reiterated that all federations should come under the ambit of the RTI.”I have always mentioned and believed that all federations should come under the RTI and the BCCI should also come under its ambit as cricket is also a sport and looking at these incidents my belief has become all the more strong that these federations should definitely come under RTI,” he said.Kambli’s claims have, however, been rejected by the then skipper Mohammad Azharuddin, the then coach Ajit Wadekar and Sanjay Manjrekar.last_img read more