Archive for February, 2008

Microsoft: Vista SP1 will break these programs

By Suzanne Tindal
Special to CNET News.com

Published: February 21, 2008, 6:19 AM PST

Microsoft has published a list of programs that will not work or that will suffer from reduced functionality after the installation of Vista Service Pack 1.

The list of programs consists mostly of security applications, such as Trend Micro Internet Security 2008. However, programs such as The New York Times Reader application also feature on the list. Users are advised to install updates from the application vendor to fix the problem.

“Windows Vista Service Pack 1 contains many security, reliability, and feature updates for Windows Vista,” the company said. “A program may experience a loss of functionality after you install Windows Vista SP1. However, most programs will continue to work as expected after you install Windows Vista SP1.”

Further Reading at:

http://www.news.com/Microsoft-Vista-SP1-wi…_3-6231449.html

Click here – to know what programs will loose functionality in Vista.

I guess it’s time to take decision for using the good OS. Who will wait for the patches again from vendors. ❗

Most if not all the attention surrounding Windows Vista Service Pack 1 has been around performance, reliability and compatibility, but you probably didn’t know SP1 also makes short strides in terms of Vista’s power efficiency. And by short, I really do mean short because we’re talking about improvements in the magnitude of only a couple percents. That in the context of 5 hours battery life is a mere additional 6 minutes. Having said that, some is better than none.

The first of two improvements is in the display subsystem. Starting from SP1, the VSync in the Desktop Window Manager (DWM), intended to give a glitch free experience, no longer runs continuously. Instead, the interrupts are disabled after a short timeout period where no screen updates has occurred. The catch is that a screen update can be anything from a blinking cursor to a flashing network icon, so the chances of a screen idle might be a lot less than you would imagine. The second improvement is in the audio subsystem and only concerns those with HD Audio codecs. Whereas in the RTM, the sound card would never idle even if there was no activity, in SP1, the default idle timeout for has been changed to 30 seconds; after the time, the OS will switch the audio device to a D3 power state, meaning the device should not consume any energy at all.

:. Even though you install this service pack, if your system is not fast enough. you will be  doomed! 😡

Microsoft has announced an update available to consumers next week which will detect two cracks commonly used to activate pirated copies of the operating system. One of the cracks refered to as Grace Timer, extended Vista’s activation grace period, upto 2099. The other called as OEM BIOS, modified system files and the PC’s BIOS to mimic the product activation done by computer-makers at the factory. If the sniffer detects an activation hack, it will pop up a warning that includes a link to the removal tool. Although SP1 will block these two cracks, “it’s important to note that this update does not disable the exploits it finds,” says Alex Kochis. “It simply alerts customers that exploits exist.” However, MS will release a separate crack-removal tool at the same time that it rolls out the detection update.

!! This is a crap I say 😈

Version: 1.6.6
Downloads: 2084406 – last: 22.02.08 – 22:25

Simply explore your Sony Ericsson phone !

Connect your phone via cable, bluetooth or infrared and you’ll be surprised how easy and efficient you can manage your phone with this compact software. Since it’s first appearance MyPhoneExplorer evolved into the most popular freeware tool for SE-phones and is constantly extended by new features.

Features:

  • Adressbook – with direct sync to Outlook, Outlook Express, Lotus Notes and Thunderbird
  • Organizer with calendarview and direct sync to Outlook, Sunbird, Thunderbird, Rainlendar, Lotus Notes, Google and net shared calendars (WebDAV, FTP, local)
  • SMS – archive, export, import, excessive messages,…
  • Filebrowser with cachesystem to minimize datatransfer…
  • Set phoneclock based on atomtime
  • and much more. f.e.: calllists, edit profiles, phonemonitor,…

MyPhoneExplorer is designed for Sony Ericsson K700, K750, K800 – but it works with every Sony Ericsson-phone except the symbian-based phones (P-series, M600, W950).

:. Screenshots

Download (3.0 MB)

Download old Version 1.5.9 (2,5 MB)
Download Zip-Code-Database (0,7 MB)
Creating languagefiles for MyPhoneExplorer
Creating holidayfiles for MyPhoneExplorer

Added Tips and Tricks file for Windows Xp.

You need to have Adobe PDF reader for this.

Click below to download now!

Windows XP 100+ – Tips & Tricks

Firefox 2.0.0.12

Posted: February 11, 2008 in Softwares
Tags:

The award-winning Web browser is better than ever. Browse the Web with confidence. Firefox protects you from viruses, spyware and pop-ups. Enjoy improvements to performance, ease of use and privacy. It’s easy to import your favorites and settings and get started.

Release Date:
February 7, 2008

Security and stability Update:
This release fixes a number of security and stability issues discovered in Firefox 2.0.0.11.

Earlier Changes:
For information about previous changes, please see the Firefox 2.0.0.11 Release Notes .

Firefox 2 Features: For an overview, please see Firefox 2 Features.

View: Release Notes
Download: Firefox 2.0.0.12 [5.5 MB]

Incredi Mail 5.7.0.3370 Beta

Posted: February 8, 2008 in Softwares
Tags:

This comprehensive email client is great fun to use, and being similar in layout to Outlook Express it takes minutes to become familiar with.

On top of standard features you get loads of groovy extras, such as 3D animated menus and a plethora of images and effects that can be added to outgoing emails.

Add images and animations to emails, along with backgrounds, sounds and special fonts. Combine these features to create unique emails that reflect your personality and mood.

One very nice feature is that handwritten signatures can be added to emails for that personal touch.

Loads of extra free animations, sounds, backgrounds, e-cards – great for sending to friends – fonts, and much more are available to download from the IncrediMail website.

Download: IncrediMail 5.7.0.3370 Beta | 9 MB (Freeware)
View: IncrediMail Website

Herzberg’s Motivators and Hygiene Factors
Learn How to Motivate Your Team

What do people want from their jobs?

Do they want just a higher salary? Or do they want security, good relationships with co-workers, opportunities for growth and advancement – or something else altogether?

This is an important question, because it’s at the root of motivation, the art of engaging with members of your team in such a way that they give their very best performance.

The psychologist Fredrick Herzberg asked the same question in the 1950s and 60s as a means of understanding employee satisfaction. He set out to determine the effect of attitude on motivation, by asking people to describe situations where they felt really good, and really bad, about their jobs. What he found was that people who felt good about their jobs gave very different responses from the people who felt bad.

These results form the basis of Herzberg’s Motivation-Hygiene Theory (sometimes known as Herzberg’s Two Factor Theory.) Published in his famous article “One More Time: How do You Motivate Employees”, the conclusions he drew were extraordinarily influential, and still form the bedrock of good motivational practice nearly half a century later.

Motivation-Hygiene Theory

Herzberg’s findings revealed that certain characteristics of a job are consistently related to job satisfaction, while different factors are associated with job dissatisfaction. These are:

Factors for Satisfaction

Factors for Dissatisfaction

Achievement

Company Policies

Recognition

Supervision

The Work itself

Relationship with Supervisor and Peers

Responsibility

Work conditions

Advancement

Salary

Growth

Status

 

Security


The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites.

  • The opposite of Satisfaction is No Satisfaction.
  • The opposite of Dissatisfaction is No Dissatisfaction.

Remedying the causes of dissatisfaction will not create satisfaction. Nor will adding the factors of job satisfaction eliminate job dissatisfaction. If you have a hostile work environment, giving someone a promotion will not make him or her satisfied. If you create a healthy work environment but do not provide members of your team with any of the satisfaction factors, the work they’re doing will still not be satisfying.

According to Herzberg, the factors leading to job satisfaction are “separate and distinct from those that lead to job dissatisfaction.” Therefore, if you set about eliminating dissatisfying job factors you may create peace, but not necessarily enhance performance. This placates your workforce instead of actually motivating them to improve performance.

The characteristics associated with job dissatisfaction are called hygiene factors. When these have been adequately met, people will not be dissatisfied nor will they be satisfied. If you want to motivate your team, you then have to focus on satisfaction factors like achievement, recognition, and responsibility.

NOTE: Despite its wide acceptance, Herzberg’s theory has its detractors. Some say its methodology does not address the notion that when things are going well people tend to look at the things they enjoy about their job. When things are going badly, however, they tend to blame external factors.

Another common criticism is the fact that the theory assumes a strong correlation between job satisfaction and productivity. Herzberg’s methodology did not address this relationship, therefore this assumption needs to be correct for his findings to have practical relevance.

To apply Herzberg’s theory, you need to adopt a two stage process to motivate people. Firstly, you need eliminate the dissatisfactions they’re experiencing and, secondly, you need to help them find satisfaction.

Step One: Eliminate Job Dissatisfaction

Herzberg called the causes of dissatisfaction “hygiene factors”. To get rid of them, you need to:

  • Fix poor and obstructive company policies.
  • Provide effective, supportive and non-intrusive supervision.
  • Create and support a culture of respect and dignity for all team members.
  • Ensure that wages are competitive.
  • Build job status by providing meaningful work for all positions.
  • Provide job security.

All of these actions help you eliminate job dissatisfaction in your organization. And there’s no point trying to motivate people until these issues are out of the way!

You can’t stop there, though. Remember, just because someone is not dissatisfied, it doesn’t mean he or she is satisfied either! Now you have to turn your attention to building job satisfaction.

Step Two: Create Conditions for Job Satisfaction

To create satisfaction, Herzberg says you need to address the motivating factors associated with work. He called this “job enrichment”. His premise was that every job should be examined to determine how it could be made better and more satisfying for the person doing the work. Things to consider include:

  • Providing opportunities for achievement.
  • Recognizing workers’ contributions.
  • Creating work that is rewarding and that matches the skills and abilities of the worker.
  • Giving as much responsibility to each team member as possible.
  • Providing opportunities to advance in the company through internal promotions.
  • Offering training and development opportunities, so that people can pursue the positions they want within the company.

Tip 1:
Here we’re approaching the subject of motivation in a very general way. In reality, you’ll need “different strokes for different folks” – in other words, different people will perceive different problems, and will be motivated by different things. Make sure you talk with your people regularly on a one-to-one basis to find out what matters to them.

Tip 2:
Herzberg’s theory is largely responsible for the practice of allowing people greater responsibility for planning and controlling their work, as a means of increasing motivation and satisfaction. To learn more about this, see the Mind Tools article on job enrichment.

Key Points:

The relationship between motivation and job satisfaction is not overly complex. The problem is that many employers look at the hygiene factors as ways to motivate when in fact, beyond the very short term, they do very little to motivate.

Perhaps managers like to use this approach because they think people are more financially motivated than, perhaps, they are. Or perhaps it just takes less management effort to raise wages than it does to re-evaluate company policy, and redesign jobs for maximum satisfaction.

When you’re seeking to motivate people, firstly get rid of the things that are annoying them about the company and the workplace. Make sure they’re treated fairly, and with respect.

Once you’ve done this, look for ways in which you can help people grow within their jobs, give them opportunities for achievement, and praise that achievement wherever you find it.

Apply This to Your Life

If you lead a team, take a little time with each of the members of your team to check that they’re happy, that they think they’re being fairly and respectfully treated, and that they’re not being affected by unnecessary bureaucracy.

You may be horrified by what you find once you start probing (bureaucracy, in particular, has a way of spreading), however you may be able to improve things quickly if you put your mind to it.

Then find out what they want from their jobs, do what you can to give this to them, recognize achievement, and help them grow as individuals.

If you do this systematically, you’ll see a surprising impact on motivation!



The Benefit of The Doubt
A Coaching Clinic with Sharon Juden

How many times have you been so preoccupied with your own thoughts that, when someone speaks to you, you either ignore them or give an abrupt reply? And how many times have you been rushing somewhere and driven your car impatiently as a result, cutting people up or driving too close to their tail? Did you mean to be rude, thoughtless, and even a bit dangerous? Of course not!

You know you’re not any of those things. But people don’t always give us the benefit of the doubt. They may well imagine you to be insensitive and bad mannered – or worse.

Since we can’t change others, but we can change ourselves, let’s think about what happens when we give someone the benefit of the doubt. Perhaps we could be more understanding and make a greater effort to assume that people’s negative behavior is the result of something we don’t know about. There is benefit to ourselves and the other person when we give the benefit of the doubt!

Other People’s Shoes

I read a story once about a man traveling on a train. He was trying to read but there were two young children who kept running up and down the aisle beside him making lots of noise. He tolerated it for as long as he could, but eventually got so angry with them that he confronted their father: The father was completely ignoring them and seemed distracted. The angry man demanded to know how the father could sit there listening to his children shouting and not do anything about it. The father turned to him, clearly deeply upset, and apologized. He replied that his wife had died a few days earlier and he hadn’t the heart to tell his children to sit down and be quiet.

Not all situations can be excused so easily, but perhaps we should take heed of the saying: “Never judge a person until you’ve walked a mile in their shoes”: So let’s look at what’s behind the way we react to other people, and see how we might change that.

What Are Our Expectations?

One of the key drivers of how people react to others is their expectations of how things should be, and how people should behave. Sometimes, however, people set such high expectations and “rules that must be obeyed” that other people just can’t live up to the mark.

Why do they do this? Often it’s about setting boundaries to live within, which makes life feel safer and more predictable. However, when someone else dares to break those rules, the “rule-setter” may be left feeling uncomfortable, irritated, angry, or even frightened. Interestingly, this reaction can say much more about the rule setter than it does about the person breaking the rules.

A Positive Approach in Practice

In order assume positive intentions and give other people the benefit of the doubt, we need to shift our mind set and change our habits. We need to train ourselves to set realistic expectations of other people, and assume that they did not set out with the express intention of upsetting us.

It takes patience and practice to do this, however the rewards are worth it – you’ll almost certainly feel a whole lot more positive in your outlook and relationships with others.

Here are some practical tips to practice, to help you make the change…

1. Think of situations where other people upset you or make you feel stressed. Make a list of things that do this, whether at work or at home. For each situation, think about what your expectations are. Are they realistic? Or can you let go of your old expectations, and see others “with new eyes”?

2. Remind yourself each day to stop before judging other people too harshly, or taking their actions or comments to heart. Train yourself to give the benefit of the doubt by considering other people’s situation, before jumping to a negative conclusion.

3. Learn new language for the disappointments and upsets that are part of everyday life. Keep them in context and reduce the negativity of your reaction. The late report from a colleague is not “a disaster – he obviously wants to make me look bad”. It’s simply “an inconvenience”: And assuming a positive intention, you might help a colleague who’s struggling, as well as avoid the negative feeling that go with the earlier response.

Give it a try – Give the benefit of the doubt, and enjoy the benefit for you and other people around you!

HealthVault Connection Center is a utility you can use with your HealthVault account to add data to your Health Records from health and fitness devices such as heart-rate monitors and blood pressure monitors. When you use HealthVault Connection Center, data from your device is imported into your computer and then uploaded to HealthVault. You can view the data in HealthVault Connection Center before and after uploading it. You can also use HealthVault Connection Center to launch HealthVault programs such as HealthVault Search.


System Requirements:

  • Supported Operating Systems: Windows Vista; Windows XP Service Pack 2
  • The following are required and included in the setup package:
    • LiveID Client Runtime
    • Microsoft Core XML Services (MSXML) 6.0
    • Microsoft Visual C++ 2005 SP1 Redistributable Package (x86)
    • XMLLite
    • Windows Media Format 11 runtime

This is BETA software!, please use caution when installing it on your system
Download: Microsoft HealthVault Connection Center 1.2 Beta
Link: Home Page