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Friday, 30 December 2011

The secret to getting rich in 2012: Open APIs

What is an API according to Heidi

Developers need to know the right lingo
Open ... and Shut If the last decade was all about open source, the next decade will be about open APIs. However, as with open source, APIs aren't necessarily a guarantee of billions in the bank. They're simply the ante for playing the technology game at scale. That scale will be determined by who gives developers the best access to data, and that access is a function of open APIs.

Yes, developers. Politicians may focus on ways to get consumers to spend more money in an effort to rebuild their economies, but the world's economies are increasingly founded upon software services, services that are developed and consumed by developers. These developers are, then, "the new kingmakers," and not simply of some random technology company. They are behind the rise or fall of 21st Century news (Twitter), communication (Facebook), and more (Salesforce, Google, etc).

To thrive, these developers need APIs. Lots of them, though standardized and well-documented.

Redmonk analyst Stephen O'Grady hints at this in a recent post that discusses ways to unleash the "age of data", by describing legal handicaps placed on Redmonk's efforts to get at analytics data through an open API. Cut off the API through whatever means, and you've cut off a developer's ability to not only grow her service, but also yours.

Given the importance of APIs, it's surprising just how hard it can be to release them. Dan Woods calls this out, reporting on research he and others had done on APIs: "API programs [are often] started in secret, nurtured by the true believers in a clandestine way, slipped into production, and then brought to the awareness of senior management after the API was shown to be a success." Developers, in other words, are having to secretly succeed for their business.



This is silly, if for no other reason than one of the great benefits of APIs is how much they can help with the integration of internal software services. That is, software that runs behind the firewall. Indeed, O'Reilly's Anant Jhingran argues that for all the positive noise made about public APIs at Twitter and Facebook, the "real revolution" is that "enterprises of all sizes are API-enabling their back-end systems". This makes the enterprise permeable to partners but also to its own employees, and is the number one reason enterprises are adopting APIs.

APIs are the key to making internal integration easy.

At one time we looked to open source to fill this function. Companies like CollabNet sprung up to enable internal software collaboration. But it turns out that APIs prove to be an easier way to achieve similar goals. Instead of having to learn an entire code base, I just need a well-documented API to get access to software services. Minimal fuss, maximum productivity.

This may be the point in APIs: to give developers a way to focus on services provided by software, and not the software itself. This shift from open-source software to open APIs becomes ever more critical as we move to cloud services, where developers can no longer access the underlying software. As the industry moves from software to Infrastructure as a Service to Platform as a Service, APIs are the key to the shift, as analyst Krishnan Subramanian details.

But not just any APIs. The industry can't stomach a million competing APIs any more than it could digest a huge array of open-source projects for CMS, ERP, etc. We need APIs, but we also need standardization.

Take OpenStack, for example. OpenStack has taken on the daunting task of unseating Amazon Web Services, but it has made its life dramatically more difficult by trying to move the industry away from Amazon's APIs. For better or for worse, the AWS APIs are the public standard and, as Canonical and Ubuntu founder Mark Shuttleworth posits, "The hackers and funders and leaders and advocates of OpenStack, and any number of other cloud infrastructure projects both open source and proprietary, would be better off figuring out how to leverage [the AWS API] standardisation than trying to compete with it, simply because no other API is likely to gain the sort of ecosystem we see around AWS today."

Shuttleworth is right about OpenStack, and about the larger industry. It's better to rally around a common API, much as we rallied around Linux. In the case of cloud computing, cloud expert and former Googler Sam Johnston thinks the future is OpenCloud, and other industry observers have their own preferred horses in the various races.

But at the heart of each is APIs. Open APIs are the new open source, except they require less geeky access to lines of code, and more programmatic interaction with software services. As an added bonus, open APIs don't come with the baggage of licensing fundamentalists. Praise the heavens! ®

Matt Asay is senior vice president of business development at Nodeable, offering systems management for managing and analyzing cloud-based data. He was formerly SVP of biz dev at HTML5 start-up Strobe and chief operating officer of Ubuntu commercial operation Canonical. With more than a decade spent in open source, Asay served as Alfresco's general manager for the Americas and vice president of business development, and he helped put Novell on its open source track. Asay is an emeritus board member of the Open Source Initiative (OSI). His column, Open...and Shut, appears three times a week on The Register.

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Thursday, 29 December 2011

Meet Google's Android smartphone


Meet Mr. Android 2011

by Leslie Katz
 
BlueStacks says it plans to come up with
a Ms. Android in 2012.(Credit: BlueStacks)
 
The typical Android user apparently does not look kindly upon flip-flops, opting instead to pair his jeans and T-shirt with the far-more-practical sneakers.

We say "he," because the typical Android user is male, according to the folks at BlueStacks, a startup that makes software for running Android apps on Windows PCs. Using data from Nielsen, as well as information culled this month from more than 145,000 of its Facebook followers, BlueStacks created a composite Android user dubbed Mr. Android 2011.

"Mr. Android is everything Android users are...all their dynamism, visualized as one person," John Gargiulo, vice president of marketing and business development at BlueStacks, tells CNET.

So how would you spot Mr. A 2011 walking down the street?

Well, while there's a 47 percent chance he has black hair, green-haired Android users are an extremely rare species, clocking in at only 3 percent of those polled. Subtle pompadours, however, appear to fit the Android aesthetic, a trend marketers of hair products may wish to keep in mind.
It's worth noting, as BlueStacks points out, that the data used to create composite Android guy is "unscientific, but then again, so is love" (an area, according to the poll, where Android users fare just fine, thank you very much, nerd stereotypes).



Nonetheless, makers of Android hardware and software may be able to glean a few useful (if not brand new) insights here.

For example, 62 of those polled use Android for play; 38 percent use Android for work; a third have zero paid apps on their phone; and average monthly data usage tallies up to 582MB (compared with iPhone users, who grabbed 492MB of data, according to a Nielsen survey conducted earlier this year).

But onto the stuff that's really going to matter in that Mr. Android pageant...

When it comes to accessorizing, 37 percent of Android users polled wear glasses; and, somewhat oddly, 45 percent wear one of those fast-becoming-obsolete wristwatches (a mind bender from Tokyoflash, we're guessing).

We're especially interested to hear that 30 percent of Android fans polled have freckles, a stat that baffled us at first but could be explained by Android's reported dominance of the Sun Belt.

So, Android users, do you see yourself in this image?




Leslie Katz, senior editor of CNET's Crave, covers gadgets, games, and myriad other digital distractions. As a co-host of the now-retired CNET News Daily Podcast, she was sometimes known to channel Terry Gross and still uses her trained "podcast voice" to bully the speech recognition software on automated customer service lines.

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Android in a tiny package


It may be small but the Sony Ericsson Xperia ray smartphone is packed with features.

By SUBASHINI SELVARATNAM, bytz@thestar.com.my

The first thing you will notice about the Sony Ericsson Xperia ray is its size. In a market dominated by large Android smartphones, the Xperia ray is rather unique. Of course, the small size makes it easy to use and store - the Xperia ray can easily slip into one's front pocket or even in a women's dinner bag.

The review unit we received has a pink shell which makes it look rather feminine. But not to worry as it also comes in other colours, namely black, gold and white.
 
HARDY: Xperia ray's display is made from scratch resistant mineral
glass so you don't have to worry about it being scratched easily. 
 
In use

Since it is a compact smartphone the obviously downside will be the screen size which is only 3.3in. Some may find the screen a bit too small to play games while others may find watching videos a bit of a hassle.

Although it was good enough for browsing webpages but one can't help but wish for a bigger screen for a better experience.

Despite its size, the Xperia ray's display is sharp and vibrant. Sony Ericsson says it is powered by its mobile Bravia Engine which makes it great for viewing photos and watching videos.

The display is also made from scratch resistant mineral glass so you don't have to worry about it being scratched easily.

Snapping photos and videos with the Xperia ray was a fun experience. The front-facing camera on the smartphone makes it easy to snap self-portraits in VGA resolution.

For more serious photo taking there's the 8.1-megapixel rear camera which works great and has lots of cool features such as face detection, scene detection and smile detection.

You even get three options for smile detection - big, normal and faint smile. How cool is that?

Although it doesn't have two cameras the smarphone has a feature called 3D Sweep Panorama which allows it to capture 3D images.

However, you will need a 3D TV to view them.

Other standard features include geo-tagging and red-eye reduction.

The camera can also shoot 720p HD videos and can be easily uploaded to YouTube to share them with family and friends.

The Xperia ray, which is powered by 1GHz Qualcomm MSM8255 Snapdragon processor, is fast.

Launching apps is almost instantaneous and there is no lag generally. You can download tons of app from the Android marketplace and the phone comes with a 4GB card for storing them.

For text input, the phone has a virtual keypad. It wasn't easy for me to type messages as the screen is small and the keypad is very tiny. I would have much prefferd a physical Qwerty keypad instead.

One of the nice features of the Xperia ray is its built-in radio tuner which allowed me to listen to my favourite radio station while waiting for friends. Also, the bundled earphones were pretty decent for listening to music.

In terms of battery life, the Xperia ray lasted a whole day of usage which mainly consisted of surfing the Web, watching videos on YouTube and downloading applications.


Conclusion

Overall, the Sony Ericsson Xperia ray was a fun smartphone to use even for a non-Android fan like me. It is fast, has a great camera, the screen is beautiful and comes with a nice pair of earphones.

On the downside, the Xperia ray's small screen makes it difficult to use the virtual keypad. If you are looking for a compact Android smartphone, the Xperia ray is definitely one of the better ones.

Pros: Sharp and vibrant screen, decent camera, nice earphones.

Cons: Small screen.

Xperia ray
(Sony Ericsson)
Android smartphone
NETWORK: GSM 850/900/1800/1900, HSPA 850/900/1900/2100, GPRS/EDGE
OPERATING SYSTEM: Android 2.3 (Gingerbread)
DISPLAY: 3.3in touchscreen (480 x 854-pixels)
CAMERA: 8.1-megapixels (rear) with autofocus, VGA camera (front)
CONNECTIVITY: Bluetooth, WiFi, micro USB
MEMORY: 300MB
EXPANSION SLOT: MicroSD (bundled with 4GB card)
STANDBY/TALK TIME: 440 hours/7hours
OTHER FEATURES: A-GPS, radio tuner, 720p HD video recording (720p)
DIMENSIONS (W x D x H): 111 x 53 x 9.4mm
WEIGHT: 100g
PRICE: RM1,279
RATING: 3.5
Review unit courtesy of Sony Ericsson, 1-800-88-9900

Wednesday, 28 December 2011

How CEOs Can Build A Better Work Team In 2012

Deborah Sweeney


By Deborah Sweeney, Forbes Contributor, West Coast CEO who knows small business and entrepreneurs.

 

 Truly a Lightbulb Moment

Got a resolution for 2012 at the workplace yet?

Or better yet, what are the resolutions that your employees have for the company next year?

These resolutions could be lofty. Nab every sales call, land the biggest accounts, open offices in every major city overseas. They could be set on a smaller scale too. Leave earlier in the morning to avoid getting caught in traffic, ask for more beverage options in the kitchen, delegate tasks to other department members more often. All good goals for any team to work towards, but difficult for a CEO to process when they don’t know what their staff resolves to work towards, if they plan on working toward anything at all.

If you’re stuck in a place where the progress forward looks cloudy, this is the time to work on building a better work team for 2012. A team that is roaring and ready to go and certain of how their place in the company can lead to its eventual success. Building this team takes time, talent, and creativity. Sometimes it requires hiring new people and firing those who aren’t doing their part. More than just shooting off a couple of emails and hoping for the best, your team for 2012 will rely on you to think outside of the box as well as inside at some of the common sense bits that get overlooked. From new hires to clones, here are my tips on the building for the better within your company team.

1. Look Beyond Business BAs and MBAs

Not every person who gets hired for your business needs to be strictly all about business. Who will handle the legal division of your firm, the public relations aspect of your brand, the IT work for when the computers suddenly crash? A grad degree in business is attractive on paper, but not useful in every setting. Look into hiring candidates with backgrounds in other studies like communications that you would typically pass over.

2. Don’t Hire A Clone Of Yourself

Great minds think alike, but a greater mind will want to work with a team that expresses a slew of opinions and ideas across the board. Working with a team that is just like you won’t challenge your company to grow in a new direction if you all agree on the same things all the time. It’s easy to want to hire someone just like you, but more rewarding in the long run if you get someone to offer what you cannot to the table.

3. Allow Employees To Be Involved In The Hiring Process

Get an idea of whether or not a potential employee will be a good fit within their department by inviting the managers and senior staff members to the job interviews. They may have questions and concerns related to their field that you won’t touch on that decide whether or not a future hire is the best decision to make



4. Explain Company Culture To Your New Team Members Early

Welcome to the team! Beyond just your employee handbook, there are rules to the game of working within the company. Some work teams are much more by-the-book in terms of how to conduct yourself and may be much more quiet and soft-spoken. Others are willy-nilly and a lot more extroverted and open to embracing new ideas with members encouraged to leave their shyness at the door. A new hire needs to know the company culture early on so this isn’t so much of a shock to their system.

5. Answer Questions, Communicate Often

Future goals and upcoming projects will have a series of questions that come with them, especially if a team member is new. Hold plenty of open discussions and meetings to provide insight into what you’re working on. Keeping communication lines between all team members and yourself is key to the success of the project and the overall organization as a whole.

6. Hire People With Different And Complimentary Personalities

Much like not having dozens of clones of yourself, don’t do a similar thing with your favorite employee (and don’t play favorites either). It’s cliche to say it, but your team needs to have the snowflake effect where no two think or behave exactly the same despite having similar strengths in their field. Personality goes a long way and can work to give your company the face and voice it needs if it doesn’t already have a defined one.

7. Hire Milliennials

They are young, eager to please, tech savvy, and well educated. And if you treat them well, they will stay with your company (though not forever which is to be expected). Interview the bright young things and bring them on to see what they’re made of. You might find yourself to be pleasantly surprised.

8. Pay Your Interns

It isn’t a practice that every company commits to or can commit to, but at the very least offer a stipend if you decide to bring in seasonal interns.

9. Don’t Outsource Your Social Media Team

Gets kind of hard to create a voice for your online persona if the person creating it has never visited your office or interacted with your employees before doesn’t it?

10. Offer Flexible Schedules

This is a rule of thumb for both new hires and longtime employees. Circumstances do arise where not every member of the team can be there to make a meeting. If multiple members can’t do it or aren’t ready just yet, offer to reschedule the event. Employees with additional commitments outside of work like family or school will also appreciate a flexible schedule in being able to accommodate their lives and still work.

11. Encourage Employees To Pursue Outside Interests

Beyond just being a CEO, you may serve as a mentor to some of your staff. And your staff isn’t here solely for the company itself. They may be actively pursuing acting on the side or writing or engaging in other hobbies that could turn into their next career move later on. Have lunch with your staff both new and old to see what they’re all about on the side of their full-time job. Encourage them to share their published work with you or invite you to the opening of a gallery they have a painting featured in. Your acknowledgment of what they are truly passionate about is worth more than you think it might be.

12. Create Jobs Based On Valuable Skills

Want to a hire a new employee, but have nowhere to put them where you know they will really fit in at? Create  a position based off of their skill set. You may even wind up creating an entirely new and much needed department!

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