Monthly Archives: January 2017

Computer Aided Manufacturing Applications

Computer Aided Manufacturing (CAM) refers to an automation process, which accurately converts product design and drawing or the object into a code format, readable by the machine to manufacture the product. Computer aided manufacturing complements the computer aided design (CAD) systems to offer a wide range of applications in different manufacturing fields. CAM evolved from the technology utilized in the Computer Numerical Control (CNC) machines that were used in the early 1950s. CNC involved the use of coded instructions on a punched paper tape and could control single manufacturing functions. CAM controlled computer systems, however, can control a whole set of manufacturing functions simultaneously.

CAM allows work instructions and procedures to be communicated directly to the manufacturing machines. A CAM system controls manufacturing operations performed by robotic milling machines, lathes, welding machines and other industrial tools. It moves the raw material to different machines within the system by allowing systematic completion of each step. Finished products can also be moved within the system to complete other manufacturing operations such as packaging, synthesizing and making final checks and changes.

Some of the major applications of the CAM system are glass working, woodturning, metalworking and spinning, and graphical optimization of the entire manufacturing procedure. Production of the solids of rotation, plane surfaces, and screw threads is done by applying CAM systems.
A CAM system allows the manufacturing of three-dimensional solids, using ornamental lathes with greater intricacy and detail. Products such as candlestick holders, table legs, bowls, baseball bats, crankshafts, and camshafts can be manufactured using the CAM system. CAM system can also be applied to the process of diamond turning to manufacture diamond tipped cutting materials. Aspheric optical elements made from glass, crystals, and other metals can also be produced using CAM systems.

Computer aided manufacturing can be applied to the fields of mechanical, electrical, industrial and aerospace engineering. Applications such as thermodynamics, fluid dynamics, solid mechanics, and kinematics can be controlled using CAM systems. Other applications such as electromagnetism, ergonomics, aerodynamics, and propulsion and material science may also use computer aided manufacturing.

Strategies Management Adopt in Handling Change

Theoretically, there are various strategies that explain how change can be successfully initiated and implemented. However, let us first take a look at some of the common things to consider, before you embark upon an organizational change:

What do I want to change? Typically this might point towards a specific “problem” area.

Is this the fundamental thing that needs to change or is there a deeper “reason” lurking behind the “problem” that needs to be addressed? This question is particularly important because many times, after the change process has been run halfway, it is realized that a problem exists at a more basic level. Focus then shifts between new change areas that are discovered and the energy of change efforts get dissipated.

Why do I want the change?

How will I achieve the change? This will involve weighing the risk and incentives, balancing them out and addressing any gaps between intended process to achieve the change and issues related to these processes.

What about the finances required in implementing the change?

Will business possibly continue as usual during the change phase or will it get affected adversely?

What type of resource (external or internal consultants) should I use, given the size of my organization and knowledge base?

How, if at all, will the change impact the work culture or vice versa?

How critical is the situation and how much time do I have to respond to it?

Does my core change driver team have the contextual and operational knowledge, capability and influence to survive the change process or do I need to empower them in some way?

Once you have precise answers to these elementary questions, you can decide upon the strategy you want to adopt. Theory offers at least four different change strategies. In practice, we typically use a combination of some or all of these to address change situations. These four strategies are: The Empirical-Rational Approach, the Normative-Reeducative Approach, the Power-Coercive Approach and the Environmental-Adaptive Approach.

All four provide you with different insights into the type of change environment that may exist in an organization. The type of change environment broadly varies with the ideology of the informal organization or the cultural consensus that they may share and the type of change being introduced. The relevance of the different change strategies lies in the fact that they explore different assumptions about human motivation and behavior in order to understand or anticipate response to change. Thus, they take into account the psychology of the informal organization, and hence help effectively manage the human side of change.

Their beauty, however, is that they are never mutually exclusive, and different strategies may be used at different stages in the change process. Thus, depending on your change environment, you must decide on the appropriate mix of strategies, to be used to push change.

EMPIRICAL-RATIONAL STRATEGY

A “classic” approach to change management, developed by Robert Chin and Kenneth D. Benne, this strategy is built on the premise that, in general, human beings are rational and can be reasoned with.

Hence, although change innately is resisted, people can be won over by the genuine logic behind the change, and by what is there in it for them.

If people are convinced on these two aspects of change, the process becomes easily navigable. Thus, this strategy uses persuasion to make individuals accede to change, through planned, managed dissemination of information, which makes the incentives of change clear to them. Thus, this strategy demands skillful use of communication in selling the benefits of change. The emphasis is on providing correct information; education and training that inspire people to change of their own volition. Also, it is important to identify potential carriers of change – people who willingly accept the change, and are influential enough to spread the same.

The role of the CEO is important here. Being the leader of the organization, not only is he an influential figure, but also has relatively more credibility than anyone else in the organization. Hence, he can play a major role in securing the buy-in of his people and inspiring them to embrace the change.

However, by virtue of rationale again, people are seen to be generally resistant to change, if it has an imbedded downside that is not balanced or offset by an equal upside. Hence, a foolproof plan for successfully initiating change, or at least managing the human side of it, must work out the following:

A strong basis for initiating the change

Linkage to actual benefits or incentives to be derived from the change

The pros and cons, including an exercise on possible measures to negate the “cons”

This strategy works well only if you can balance the incentives against the risks in a profitable manner ie only if you are able to show that the value-add from the change is proportionately much higher than the risk involved.

This strategy becomes difficult to execute, if your risks outweigh your incentives, and especially so, if the general perception is that your company is in a relatively comfortable position, even without the change. A good idea then might be to show people some genuine reasons as to why the perceived comfort is just a passing phase and will not last long.

In such a situation, some people may buy your logic, some may not. If you find the buyers to be capable of influencing the rest, endeavor to form a class that can serve as interpreters between you and the mass of people, and hence serve as drivers of change.

For the empirical-rational approach to succeed in the later phases of change, you also need to build your case on a strong Current Situation Analysis, proceed with proper training and development programs, initiate appropriate education, and carry out relevant research and development to support the change. Hire the services of field experts and Organizational Design and change specialists if required. Once these backups are in place, people will inevitably become much more confident of shouldering the responsibilities of change. Also, while you may initially identify a representative class to drive the change, eventually you must graduate to a phase where every team player is encouraged to come up with creative solutions aligned towards attaining a “best-of-all” situation.

However, the Empirical Rational Approach disregards the fact that while employees may understand the need for change or the rationale behind change, they may still not like to undergo change, because of the emotional troubles, adjustment issues etc. that come with transition.

NORMATIVE – RE-EDUCATIVE STRATEGY

Another “classic” approach to change management, this strategy takes wings from the fact that humans are social beings. Hence, they always have the inherent urge to conform to social norms and standards.

It does not deny that humans are rational and intelligent creatures, but views their behavior as being guided by socio-cultural norms and their allegiance to these norms. Restructuring their normative orientations and inducing them to commit to new norms introduce change.

Often, a cultural shift in the organization becomes imperative to adapt to market situations and survive competition. For example, your competitor may be producing twice your output because of their technological advancement, whereas you lag behind because you still rely on manual operations. This needs you to shift work culture from a manual to a technology oriented people set, which in turn requires you to appropriately train and prepare people for the change. Normative – Reeducative Strategy is defined as a strategy that believes that norms in an organization can be purposely shifted to attain higher productivity, through collective people efforts.

Given that culture and norms quickly become a part of who you are, an initial resistance to anything non conformist or maverick is quite expected. Ironically, norms and standards too are not constant over time. If they had been, evolution of society would never have been possible. Just like a stream of water that changes its course, when it meets a strong obstruction, culture and norms can also be re-established and redefined.

This approach believes that changing the attitudes, values ​​and culture leads to an automatic change in behavior. The very logic that makes initial resistance to such change inevitable is used to explain how, over a period of time, this kind of a change tends to adhere. Thus, although it may be paradoxical, it is actually practically observable that once a new culture sets in, people instinctively feel the need to conform, simply in order to survive.

An important tool in initiating this change is the presence of a magnetic and dynamic personality, who can considerably influence people and their perspectives. This personality can be a leader, a change agent or most effectively, the CEO of the company. Given his visibility, prominence, credibility and authority in an organization, he possesses all that is required to effect a change.

While a culture change is possible, it is never immediate. For it implies considerable adjustments to the hitherto established thought patterns and mindsets. As a result, it can emerge only as an outcome of a gradual process. Hence, this strategy is applicable only if you have a longer time frame at your disposal for enabling the change.

The Normative – Reeducative Approach is perhaps the most widely used strategy in present times. When using this strategy, it is important to remember that it is better to try and work through the existing culture, collaborating with people, and helping them see a new and better possibility, than to wake up one fine morning and replace it with a new culture. After all, you can not change culture the way you change clothes, because it connects to a deeper part of you and how you operate. So, this approach calls for an honest endeavor to work in sync with people, identify problems and facilitate solutions. It should be directed towards improving problem-solving capacities, upgrading processes within a system, and fostering new attitudes, skills, and norms for people. While the bright side is that when your efforts engage people so much, chances of resistance are minimized. But on the other side of the coin, this approach is too dependent on employee cooperation. For instance, new software developed for a certain insurance company was found to be left unused even till months after, because the employees did not want to step out of the comfort of the “old way of doing things.” Often, such a change involves unlearning and relearning, and while the change may ultimately trigger simpler solutions to their work problems, the transition phase comes as a real challenge, often leading to resistance.

This strategy could be used in conjunction with a change in the employee performance management systems that reward people who facilitate change and penalize those who oppose it. This may help to beat the resistance and build a more cooperative atmosphere. Further, since work culture falls as much within the domains of the formal organization as the informal organization. Therefore, a change to the work culture can succeed only if an amiable relationship exists between these two counterparts, or at least if leaders of the informal organization buy the proposed change.

Another perspective on this strategy tells us that while most of the time, individuals prefer to stick to established conventions; the story is different when people within the system are not happy with the status quo. This is a situation where people are actually looking out for change. In this scenario, the preliminary step that the management needs to take to trigger a change is to evaluate and clarify organizational norms and culture. This can be done through interactions, discussions and at a personal level, introspection by the employees of the organisation. So, more often, this strategy will intimately involve people in the “process” of change rather than have them face only the “impact” of change.

Hence, the normative-reeducative approach targets attitudes and values. It tends to produce long lasting changes as it usually involves group goals, group norms or common values. The reason is that once a new norm sets in, after being initiated either by the formal or the informal organization, it eventually becomes part of the system – “the way things are” – and therefore stabilizes over time.

POWER – COERCIVE STRATEGY

This “classic” strategy bases itself in the power of “power”. According to Hans Morgenthau:

Power may comprise anything that establishes and maintains the control of man over man. Thus power covers all social relationships, which serve that end, from physical violence to the subtlest psychological ties by which one mind controls another.

Applied to our context, this strategy advocates “power” in the form of threat sanctions, and believes that people are, in general compliant, and will ultimately bow down to those who possess greater power.

At times, when the change is not radical but moderate, the company may also use subtler forms of power or hegemonic power to attain its objective. In fact, the Normative Reeducative Approach or the Empirical Rational Approach ultimately uses hegemonic power very subtly, to navigate through the change process. Hegemony is like an internalized form of social control, which makes us feel we are choosing when really we have no choice. The 20th century French Marxist Louis Althusser called this ‘trick’ as Interpellation.

In both these cases, when a change has been decided upon, people have no choice but to accept it. They may resist for some time, but ultimately must go with the flow. However, instead of using force, these strategies use “reason” and “collaboration” to make the “change situation” seem like a choice that will lead to a better situation than the status quo. So, while the idea that the change will lead to a prospective better situation is true, it is ultimately never open to choice. Hence, indirectly even these strategies use some form of subtler hegemonic power. However, the difference is that while these approaches secure the support of the people through logic or collaboration, hence ensuring that change endures and stabilizes over time, the direct use of imposing power, as advocated by the Power – Coercive Strategy, runs the risk that once the power is removed, people may revert to their original behavior.

But many times, exerting authority, subtly or otherwise, in the form of political and economic sanctions, legislation, policies, “moral” power etc. may seem the only way to bring about a change. This happens when people in the organization collectively fail to perceive a threat that is, in reality, grave and must be resolved within a restricted response time. Use of power may also be necessary when people become obstinate and intractable in the face of a change, which has lots at stake. So, people may become even during times of an exigency. The trick applied here is to have it your way and leave no other option for your people but to accept the change. While political sanctions usually reward non-conformists with imprisonment, economic sanctions curtail financial incentives to those who resist the change. Thus, the use of coercive power is an attempt to make people yield to change by inducing fear or using actual force.

However, the use of power may not always be negative. For instance, one power – coercive strategy uses the behavioral psychology concept of “the carrot and the stick”. In this approach, power can be used to both reward employees who support change through financial incentives and punish those who do not with political or financial consequences, through sanctions. Thus, power can operate both ways.

The success of this strategy, however, depends on the general temperament of the organization.

Some organizations, as a part of their culture, believe in the authority of seniority, and appreciate the role of the hierarchy in issuing guidelines or directives for organizational development. If your people are attuned to a system of healthy authoritarianism, this may come easy. But in an organization where liberality has long been practiced, Hitlerian tactics will face resistance. Still, with Power-Coercive strategies, people have little option but to accept change, since most of these strategies use stringent policies, where impunity is ruled out. However, to ensure that the foundations of change are built on unanimity rather than repressed fear or dissatisfaction, it is important to evaluate the nature of your organization, the problem at hand and the time frame at hand, before embarking on this strategy, as a last resort.

Robert L. Kahn observed that:

To say that A has the power to change B’s behavior necessarily implies that A exerts some force in opposition to some or all of the previously existing forces [including B’s own needs and values] on B. This is conflict …. The exercise of [coercive] power, thus, necessarily creates conflict …

Thus, while the use of authority structures and threat sanctions can accomplish change, they may breed hatred and contempt for the organization or the senior management, which is harmful to organization in the long run.

ENVIRONMENTAL – ADAPTIVE STRATEGY

The Environmental-Adaptive Strategy, suggested by Fred Nickols, is built on the premise that while people innately resist change, they also eventually adapt themselves to it, when they are left with no choice.

Also known as the “die – on – the – vine” strategy, it takes its cue from the common observation that while individuals are quick to oppose change that they find threatening, they also have an innate ability to adapt quickly to a new set of circumstances. Applied to our context of organizational change, this human psychology translates to a strategy of first creating a new environment and then gradually moving people from the old to the new system. Thus, rather than proactively trying to “change” the organization by effecting a “change” in the behavior, processes, culture and norms of people, this strategy recommends that a new set of circumstances be created, and the innate nature of humans to eventually adapt be exploited, in letting the change “sink in”. Therefore, in this strategy, the ball shifts court from the management to the people, as the responsibility of regularizing the change now lies on the people and how they adapt to the change. They practically have no choice to accept or reject the change, unless of course one prefers to quit the organization altogether. Here, the change is made, and the individuals merely adapt themselves.

This strategy is best suited for changes that are radical in nature rather than those that are gradual. Say, you want to introduce the SAP-HR system to increase efficiency and speed of HR related work. This is an incremental change that will happen over time, as your Business HR personnel gradually learn how to operate the new system and shift from the old manual practice to the new systematized process. If you were to use the Environment Adaptive strategy here, creating the environment and leaving them to adapt to it in their own way, the transition phase, very likely would stretch too long. This is because, your managers already operate within a framework that they are comfortable with, and so they may be reluctant to shift to a new system. Here, you might have to use a mix of the empirical-rational and the normative-reeducative strategies instead to change that comfort culture and enable them embrace the change.

Now, consider the example that Nickols gives, of a radical change handled in the Environmental-Adaptive way. Rupert Murdoch wanted to shift to an entirely new operating structure, on terms that were very different from the current one at Fleet Street. So, he set about quietly establishing an entirely new operation in Wapping, some distance away from Fleet Street. As soon as the new system became operational, he informed the printers at Fleet Street that he had some good news and some bad news for all of them. The bad news was that they would have to shut down their operations at Fleet Street. So, everybody was fired. The good news was that a new operation had jobs for all of them, albeit on very different terms.

Now, most people in this situation will embrace the new option – a radical change, tackled using the Environment-Adaptive strategy. Of course, the strategy is a mix of the empirical rational and power coercive strategies, and that is only a reinforcement of the fact that practical situations often need a mix of different strategies to effectively manage change.

Many years ago, my work took me to a slum infested area. I was pained to see the kind of life those people led, the abject poverty everywhere, the bowl that every child held out in his hand, not for food, but in the hope that a kind passerby may drop some alms.

A few weeks ago, I got the opportunity of revisiting the same place to run an education camp, and was pleasantly amazed at the buildings that stood in place of the slums – an obvious outcome of a rigorous rehabilitation program! It was only when I ventured inside that I realized, that barring the safer, better and more decent dwelling place to live in, nothing much had really changed. The litter was still around, the kids still ran about in the mud in tattered clothes and they still held out their hands for alms. The rehabilitation program had done well in shifting them to a new place, but perhaps something more remained to be done to have them live a new, more meaningful life. Their “homes” had changed, their way of life had not.

And to change that culture, they needed to be educated, to be shown that a better way of life existed, and existed within their reach. But even for that education to show its impact, I was now beginning to understand; I needed more kids like Jana, Neil and Don. Among the close to thirty kids I had been asked to supervise, there were only these three who were genuinely interested. The rest were happy with their life, as it was.

The above incident links to an important factor that you must consider before using this strategy. Ensure that you have at least a few capable, influential and probably “non conformist” employees, in your organization, who will embrace the change and drive the others. These are your “seed” employees – people who will foster a new and more effective work culture in the newly established setup. Correspondingly, Nickols uses the term “bad apples” to refer to people from the old culture, which are detrimental to the new culture and must be done away with.

If there is no buy-in on the change, at-least at the “seed” level, the strategy may not work. Rather, it may lead to a situation where you have a new workplace that continues to work in the old manner and follow the old culture. Effectively then, there has not been much change.

A Compaq Guide About Business Setup in Dubai

Dubai is the one of the fastest growing business hub with the state of the art facilities available for local and international business. Dubai is an integral part of business world and is leading with innovation. Dubai is politically stable and has strong economic culture and government of Dubai offer friendly business regulations which attracts the investors from around the world. This article will provide you a Compaq guide regarding business setup in Dubai. Before you start your business in a unbeaten economy like Dubai first you need to under the culture of it. Dubai being an international city is a multi-cultural city, people from all around the world are present in Dubai. After familiarizing yourself with the cultural you must learn about the rules and regulations and kind of the business you can start.

Legal structure of business setup in Dubai is according to UAE Federal Law No. 8 of 1984, and after the amendment in Federal Law No. 13 of 1988 – the Commercial Companies Law, and its by-laws regulate the function of foreign business in Dubai, United Arab Emirates. In wide terms the requirements of these regulations are: The Federal Law requires a total local equity of not less than 51% in any commercial business and describes seven categories of business organizations which can be established in the UAE. This regulation explains the requirements in terms of shareholders, directors, minimum capital requirements and business incorporation processes. This law further lays down the requirements of governing conversion, merger and dissolution of companies and businesses.

In Dubai, you are given plenty of opportunities; you get benefits of best economy based on strong administrative foundations. Authorities of Dubai have divided the city in different economic jurisdictions. You can start different types of businesses in Dubai bases on type of business and location; types are divided in three main categories which are Mainland, Free Zones and Offshore. Another thing to remember is that Dubai welcomes foreign investment but there are rules and regulations that must be followed. In order for you to enter in Dubai, UAE you need to have sponsor, a sponsor will take your responsibility. Importance of a sponsor can be determined by the fact that for any purpose if it is business or you are just visiting you must have a sponsor. When it comes to start a business in Dubai you are require having a sponsor, any kind of business needs a sponsor or service agent. In mainland a local resident or a of United Arab Emirates based company act as a sponsor, for professional service you need service agent as sponsor and for setting up a free zone business you also need a sponsor, in this case free zone acts as your sponsor.

Business setup in Dubai mainland requires you to have a valid license issued by the administrative authority. The name of the authority is Dubai Economic Development (DED); it is a government agency responsible for issuing the business licenses. Renewal of the license, cancellation and up-gradation are also handled by Dubai Economic Development (DED). To ease the investors Dubai Economic Development (DED) operates for different localities, thought scrutiny process of the application is strict but department ensures the quick application processing. In Dubai mainland, Dubai Economic Development (DED) issues four types of licenses, commercial, professional service, Branch office and industrial license.

To setup your business in Dubai mainland under commercial license you are by law mandated to have the help from local UAE resident which is also called local sponsor. Local sponsor is by law hold the 51% shares of your business and you will hold only 49% of shares. However you are given full administrative rights. You can draw contracts with local sponsor and allocate a yearly fee for being a sponsor. Local sponsor sometimes work as silent partners. Local sponsor can be an individual or it can be a UAE based company or group.

However, if you are setting up a business which involve professional services you don’t need to have a local sponsor, in that case you only need a service agent. Service agent works on your behalf and helps you deal with the local administrative authorities to start your business. You are allowed to hold 100% of your professional business and service agent will only be paid once for the service he offered.

Free zones are special economic zones in Dubai which are specially designed to attract the foreign investment. Free zone based business are fully owned by the investor and there are plenty of options to choose with. Every free zone in Dubai has a governing authority or free zone authority. For business setup in Dubai you would need deal with the free zone authority. You may be asked by the authority to provide different legal documents before you finally give the go ahead in form of license by that authority.

Free zone offers different attractive options for foreign investors such as you are given 100% of ownership of your business. There are many options free of tax you can avail like no personal income tax, corporate tax exemptions. There are different types of business setup options in Dubai free zones like you can start of your business enterprise as a limited liability company or service provider organizations, there are different licensing options. Business setups in free zones are allowed to perform international trades. When time comes you can easily wind your business. There is less paper work involved when it comes to end your business from a free zone.

Offshore is another type of business setup offered in Dubai and has been very famous. Offshore means a business entity setup outside of the resident country in an offshore jurisdiction. Dubai offshore jurisdiction provides number of benefits to your business in terms of asset protection, tax optimization and business expansion. Businesses setup in Dubai offshore jurisdiction must abide the offshore companies rules and regulations and is not allowed to trade inside the offshore jurisdiction.

To sum up, after making decision with the kind of business you are willing to start in Dubai you need to deal with the concerned authority. The best way is to hire a professional help. You will be able to find number of consulting firms who are willing to help you deal with the paper work and the authorities. You will be asked by regulating authorities to provide different documents and submit paper work.

Here are few steps you may follow, first of all do research and decide the type of business you are willing to embark, choose jurisdiction and follow through. It is recommended to get the help from a professional when it comes to business setup in Dubai. Ready your paper work for the licensing and get a guide on licensing terms and conditions as there are certain activities you are allowed and certain activities you are not allowed to perform. There are license you can choose which allows multiple business activities.

Corporate Video Production Is Effective For Business Growth

In business, videos are used for marketing, education and even entertainment. They are powerful tools that can be used for a multitude of purposes. For these chief reasons, competitive companies allocate a sizeable portion of their operational budget to corporate video production. This has become an effective tool for business growth.

Indeed, a lot of experts say that videos are very effective in building brand awareness. In fact, marketing studies prove that businesses that have video content in their website get visitors to stay longer than business websites that do not use videos.

In addition to that, people generally prefer marketing content in a visual format, and this is the reason why online content views average 50 billion each month. Your business can attract even more people online, or even on TV, if you present your brand and its value through videos.

And when it comes to setting a good impression, videos also work extremely well on target audiences. Businesses can really make a mark and appeal powerfully to the aesthetic sensibilities of many people. Corporate film production, expert marketers say, is one of the best ways to tell the beautiful story of the business so it can become more relatable to a lot of people. It’s one obvious demonstration of competitiveness because everybody knows how big a budget is allocated for video production, as well as how much work is involved in order to achieve the best final output.

People have this idea that if you’re doing the same thing as the big players are, then perhaps you’re an important player as well. It can be educational, as well as an effective means for businesses to expedite their processes. Many large companies actually use corporate videos in order to clearly demonstrate to their clients or customers how to complete certain processes without the assistance of support personnel.

Lastly, the videos can simplify and speed up operations by going beyond the usual hassles and mistakes of day-to-day business activities. A video can provide a fresh perspective of the business, generate more interest, appear more approachable, and perhaps, lock in more clients so that business income is increased.

What Services Do Property Management Companies Offer?

Owning real estate is a wonderful feeling, especially for those who have really toiled for many years to become a property owner. Though it might sound a little materialistic, but a property is actually a mark of someone's hard work. Thus, when a family has to relocate to some other place far from their land or property, due to job commitment or any other reason, it is a natural concern to be worried about the property. Managing the property effectively, without keeping an eye on it regularly, is almost impossible for the landlord. This is exactly when a property owner should start looking for a professional property management company. However, it is good to know what services these property management companies offer before you go ahead and fix a meeting with any agency. This would actually give you a clear idea of ​​what you should expect and ask for while interviewing the property manager.

Basically, these companies deal with flats, villas, independent houses, rental apartments and commercial properties. Once you sign a legal agreement with any of these companies, it actually becomes their responsibility to rent out your property by searching suitable tenants. To look for right tenants, they advertise your property through the local media. The replies that come to the property advertisement are promptly attended by the company. Their expert staff then shows the whole rental property to the prospective tenants. In fact a clear and detailed report is provided to the landlord on all those potential tenants who had come to check out the property. This is to ensure that the landlord makes a right decision. Once the tenants are finalized, then the company would execute a rental agreement.

The responsibility of the company does not end here. They collect monthly rent on the landlord's behalf and deposit it into his bank account. Apart from the timely rent collection, the professionals would also visit the property regularly, in order to make sure that it is efficiently maintained and not harmed by the tenants. Professional photographers are hired to take the photographs of various parts of a property to be sent to the landlord. Though these visits by the property managers are periodical, they are always keen to help tenants if they find anything objectionable.

Also, in case there is a repair work to be done, the company takes care of it by appointing an external contractor to fix the problem areas. Another very important service offered by a property management agency is conducting an inventory audit. It is conducted when a property is rented out to a tenant and when he / she vacates it. The reason for conducting this audit is to make sure that all physical assets of the property are in a good condition. To summarize, the services proffered by a property management company play a pivotal role in reducing the burden of a landlord, owning multiple properties. Therefore when you actually enter into a contract with such a company and you can indeed be totally assured of getting quality services.

Know Everything About Drones

At times, you might have encountered a bouncing Unmanned Aerial Vehicle hovering in the aerospace swaying to and fro, left and ride and what not! The researchers may still identify the device but the people totally unaware might have an extremely agile pulse accelerating curio as to what the gadget is and how does it work. Let us introduce you to Drones!

What is a Drone?

An Unmanned Aerial Vehicle also called as a drone is a battery-powered gadget which is designed to fly through a remote controller. The device can hover; flight high and far as per the limitations of the range. Also a drone is capable of clicking pictures, generating mesmerizing aerial videos and a lot more!

Military personnel named them as UAV (Unmanned Aerial Vehicle) or RPAS (subsets of Unmanned Aircraft Systems) ie Remotely Piloted Aerial Systems. Though they are primarily used in military services, still the emergence of drones for recreational and commercial purposes is a landmark. They have successfully presented themselves as a utility device which may be used for a variety of agendas.

Drone-producing companies have Parrot, DJI and similar ones at the top who are all committed to manufacture these robotic toys lasting in vast variety of pricing categories. The prices may differ from a few dollars to thousands of dollar as per your choice. However it is advised to be a pro on a budgeted one before investing grand bucks.

Drone History

The inchoation of drones began in early 1900s and was originally planned to be restricted to military usage and none others. Later, an agency named CIA initiated the usage in 2002 during a military operation held somewhere in Afghanistan.

Nevertheless the circumscriptions somehow widened with time and the acceptance stretched to commercial and even recreational concepts.

The 4-rotor design to these quad copters enhances its reliability. As of 2012, USAF has put to use a number of 7494 UAVs. Also 50 countries in the world are reported to be active drone users. The commercial usage of the drones marks USA as the leading enthusiast. There have also been certain development measures and countermeasures incorporated by FAA for the use of drones in commercial aspects.

The progressive decline of manufacturing cost of the drones has allowed the manufacturers to lower the prices and make it quite affordable for the users.

Henceforth, drones have also fascinated media and news houses to use them for optimum purposes.

Conclusion

UAVs are the all new trend-setters that tend to administer the techno-era by eliminating complexities. Despite of the regulations as prescribed by FAA, the statistics of the drone using hobbyists have agreeably increased. In fact, the hobbyists, commercial users have popularized it to the extent where all age groups are into the deed of buying one, nurturing their passion of aerial photography and enjoying the pleasing experience of flying drones.

What Is Turnkey Manufacturing And Why Is It Better?

In this highly globalized and competitive world, there is a constant need to improve the performances and delivery on time so that the company's development is ensured. Most businesses which deal in manufactures prefer to implement this by reducing the costs through various mean including sending the assignments overseas. This is a popular option when the products that are being manufactured will be sold in an international market. However, at times when the resources are not enough to use overseas manufacturing facilities, a very attractive option that the companies have is the turnkey manufacturing. Turnkey manufacturing is the process of manufacturing products at a place that is closer to home as it saves money and time.

Turnkey manufacturing has been a very viable option for companies who do not have enough resources to send their work abroad. Though the labour outside is cheaper, it does not help the company save much, as the costs of other factors increase to a great level. These factors include the customs, the tax and the duties, extra fees charged by the international representatives and the ones that are in the country where the item is being manufactured, acquiring licenses, and cost of transportation, inter-modal handling and other less important expenditures. To avoid the extra strain on the resources that the company has, turnkey manufacturing proves to be a great solution as all of these expenditures are not present.

Another great advantage about the turnkey manufacturing is that it is implemented very quickly and saves a lot of time for the company. There are a number of companies that provide turnkey services and they have offices placed very strategically around the world to facilitate the process. It not just saves time, but it also provides the companies a complete manufacturing set up which includes providing supply chain services as well as manufacturing assignments. These services include assembly line production, acquisition of the materials required, testing the manufactured objects and ensuring they are at an optimal level, and providing after market services and also providing the very important warranty support. All these features make turnkey manufacturing, a very popular and sought-after form of production. Some of the companies which provide this service also deal in giving their clients the product design services. There are a few companies which use this model of manufacturing right from the beginning, as their company is dependent on innovative products rather than the ones that are infrastructure-intensive.

Above all this, turnkey manufacturing also helps the companies in avoiding risk and keeping a low overhead. There are a number of risks involved in sending the work overseas. These include physical risks, intangible currency problems and variations in the exchange-rate. Other problems are the ones pertaining to the inefficient management control that could lead to heavy losses, and loss of intellectual property. All these risks might sound small but can be very damaging for the company's progress. Turnkey manufacturing lowers down these risks considerably, proving to be a better option of manufacturing. Above all this, the two great advantages of this type of manufacturing are: 1) Increased ability to meet the market demands by moving quickly. 2) The ability to use all the latest technological innovations without having any sort of high expenditure. These advantages and low-risk features make turnkey solutions an important service.

Information Technology and Textile Industry

Today, Information technology (IT) plays a vital role in the field of textile industry. Any manufacturing unit employs four Ms that is, Men, Material, Machine and of course Money. To get organizational success, managers need to focus on synchronizing all these factors and developing synergies with in and outside organizational operations. With the increased competition, companies are taking support of IT to enhance its Supply Chain Management (SCM) and using it as a competitive edge. In short, many textile companies are leveraging the technological power to adding value to their business.

Supply Chain Management includes: sourcing, procuring, converting, and all the logistic activities. It seeks to increase the transaction speed by exchanging data in real-time, reduce inventory, and increased sales volume by fulfilling customer requirements more efficiently and effectively.

Why Textile Industries Need IT Support?

Lack of information on demand and supply aspects

Most of the decisions a manager takes are related to demand and supply issues. But unfortunately very few are able to get it, as a result decisions taken carries risk and uncertainty. Excess inventory is one of the most common problems faced by managers which further results in long cycle-time, outdated stock, poor sale, low rates, and reduction in order visibility and finally leads to customer dissatisfaction.

Long procurement time

In a traditional textile industry, procurement process takes a much longer time. So, the retailers need to forecast demand and identify consumption trends at a much earlier stage. Lack of clarity about future can either result in early stock out, delay or overstock.

Supply chain in-competency

With the urge for getting global, apparel and textiles are facing hurdles of inefficiency in carrying out various processes involved right from designing, developing samples, getting approval, manufacturing, dispatching to payment procedures. The total time taken can get extended to one year or even longer. If we calculate, production actually accounts for just ten to twenty percent of the total time. Rest of the time is taken for the information processing from one end to the other.

The trajectory of development of Information Technology has intersected every application in textile industry. From enhancing performance of textile manufacturing and tighter process control, IT has inserted intelligence at every node of textile supply chain.

Step into the global trade

It is a fact that a company going global is opened with lot of opportunities as well as threats in terms of competition, changing trends, and other environmental changes. It necessitates managing every kind of information efficiently and at much faster speed.

Interaction of Information Technology with Textile Supply Chain

Sharing of Information

Proper flow of information among supply chain member is very crucial. Such flow of information can influence the performance of overall supply chain operations. It includes data about customers and their demand, inventory status, production and promotion plan, shipment schedules, payment details, etc. Bar coding and Electronic data interchange are the two information technology tools which can facilitate information integration.
Bar coding facilitates recording of detailed data by converting it to electronic form and can be easily shared among members through EDI system. EDI with its high efficiency is able to replace the traditional ways of transmission like telephone, mail and even fax. EDI enables managers to analyze and apply it in their business decisions. It also helps in expediting order cycle that reduces investment in inventory. EDI based network enables Company to maintain quick response and closure relations with suppliers and customers, who are geographically dispersed. Manufacturers and retailers can share even new designs developed through CAD / CAM.

Supports planning and execution operations

Planning and coordination are very important issues in supply chain management. The next step after sharing information is planning which includes joint design and implementation for product introduction, demand forecasting and replenishment. Supply chain members decide their roles and responsibility which is coordinated through the IT system.

Various software tools like MRP, MRP-II, APSS facilitates planning and coordination between different functional areas within the organization.

Material Requirements Planning (MRP): It helps in managing manufacturing processes based on production planning and inventory control system. Proper implementation of MRP ensures availability of material for production and product for consumption at right time optimizes the level of inventory and helps in scheduling various activities. MRP system uses computer databases to store lead times and order quantity. MRP includes mainly three steps: first assessing the requirement of how many units of components is required to produce a final product; here it applies logic to implement Bill of Material (BOM) explosions. Second step includes deducting the stock in hand from gross to find out net requirement. Finally, scheduling manufacturing activities such that finished goods are available when required, assuming the lead time.

Manufacturing Resource Planning (MRPII) system is a logical extension of MRP system which covers the entire manufacturing function. This typically includes machine loading, scheduling, feedback and Software extension programmes in addition to material requirement planning. It provides the mechanism to evaluate the feasibility of a production schedule under a given set of constraints.

A textile company which has multipoint manufacturing and engaged in global business necessitates something more than MRP and MRP-II like Distribution Requirement Planning (DRP), it has ability to solve both capacity and material constraints and quickly propagates the effects of problems in both backward and forward direction throughout the supply chain.

The Advance Planning and Scheduling (APSS) system includes both material focus of MRP and rapid response scheduling power of MRP-II.

Coordination of logistics flows

Workflow coordination can include activities such as procurement, order execution, implementing changes, design optimization, and financial exchanges which results in cost and time efficiency. The results are cost-effective, speedy and reliable supply chain operations.

IT contributes towards the maximizing the value of textile supply chain through integrating supply chain operations within and outside the organization and collaborating the acts of vendors and customers based on shared forecasts. Internet adds to IT contribution towards supply chain management through coordination, integration and even automation of critical business processes. New system of the supply chain game emerges as a result of business innovation fuelled by the Internet.

Many supplying companies maintain demand data by style, size, fabric and color to replenish inventory at retail outlet. Level of replenishing is predetermined by both parties after reviewing history of sales by product and buying behavior of the community.
New Business Models:

Data mining and data warehousing

Data mining is the process of analyzing data from different viewpoints and summarizing it into useful information that can be used as a basis of monitoring and control, enabling companies to focus on the most important aspects of their business. It allows users to analyze data from many different dimensions, categorize it, and summarize the relationships identified. In short it is the process of finding correlations or relationship among dozens of fields in large relational databases.
Data warehousing is the repository of data and can be defined as a process of centralized data management and retrieval. Centralization of data maximizes user access and analysis.

E-commerce

E-commerce can be B2B (Business To Business) and B2C (Business To Customer). B2C commerce is the direct selling to consumers through Internet. While B2B marketplace can be defined as neutral Internet-based intermediaries that focus on specific business processes, host electronic marketplaces, and use various market-making mechanisms to mediate transactions among businesses. B2B appears to be more prospective than B2C.

E-retailing

The textile-retail giants are adding an Internet shopping-component to their offering. It has affected their distribution and warehousing infrastructure. As a result of going online, retailers have changed their supply chain strategy. High volume products with stable demand are stocked in local stores, while low-volume products are stocked centrally for online purchasing.

Companies prefer a direct route to consumers by closely scrutinizing individual customer’s tastes, preferences, habits, and buying patterns. Instead of waiting for consumers to visit their stores, retailers simply send them e-mails with offers. Internet has facilitated quick response system. With the use of web-enabled technology it is possible to have automatic customer replenishment system.

The Millionaire Mind Money Management Plan

One of the most important books that I 've read during the past year is T. Harv Eker's Secrets of the Millionaire Mind. I want to review and share a savings plan that Eker shares in Chapter 14 called the Millionaire Mind Money Management Plan. Eker begins his chapter with these words:

Rich people manage their money well, Poor people mismanage their money well.

It's an excellent chapter, and I'm going to share with you a summary of the financial management plan that will set you on the right path to building wealth. It's important in all things resulting in success that you take action. So, no matter what you can start with, even if it's a dollar a month, you must take action and begin to manage your money.

Some people say, "Well, when I get ahead financially, I'll manage my money." That's a poor person mindset! The millionaire mind begins to manage now, because if you can manage a little, then you'll begin to manage a lot. I was SO into this way of thinking in the past. When I turned it around and began to manage money, I started to get wealthy!

Before I share the money management plan, here are some wealth principles from the chapter and that Eker teaches at his Millionaire Mind Intensives.

  • Until you can handle what you've got, you will not get any more!
  • The habit of managing your money is more important than the amount.
  • Either you control money, or it will control you.

So, how exactly do you manage your money? Here's a great plan from the book. Remember, it's important to start, not the amount. Start with $ 1 if you must; just start! Get the habit going!

Prepare 6 jars ( "Jars" can be literal, or bank accounts, or categories on a spreadsheet).

Place the following amounts in each of the jars every month after taxes.

  1. Financial Freedom Account (10%) – used only for investments and buying or creating passive income streams. Money is never spent, only invested. Also, have a Financial Freedom Jar where you deposit money each day ($ 1, $ 10, loose change). Do something daily.
  2. Play Account (10%) – Use this money to nurture yourself. Use it for extra-special things in your life. The only guideline is that you must spend the money every month. Use it each month in a way that makes you feel rich!
  3. Education Account (10%) – Set aside money for your education (school, seminars, etc.) Or your child's education.
  4. Long-term Savings for Spending Account (10%)
  5. Giving (10%)
  6. Necessities Account (50%)

Start the plan and let the universe know that you are ready for more money.

Factory Accident Risks and Injuries

Factory environments usually include a very large space filled with heavy machinery, specialized equipment, and a large factory worker base. Factory areas can often be crowded, with many activities being performed at once, so following safety protocols and operational procedures is crucial to a smoothly run, accident-free workplace. The high frequency of workers interacting with machines means that, if proper precautions are not taken, disastrous accidents may result.

Safety Hazards

Factory workers are put at risk of injury whenever safety procedures are not followed. The following potential hazards may lead to serious accidents when not dealt with appropriately:

  • Intentionally “cutting corners” on regulations to cut factory costs
  • Accidentally overlooking a safety violation
  • Operating machinery without using proper safety equipment and safeguards
  • Not regularly maintaining heavy machinery and equipment
  • Improperly storing equipment or chemicals
  • Using defective machinery

Potential Factory Accidents and Injuries

When the above safety hazards are not addressed, workers are put at risk of being involved in an accident. Running an unsafe factory leaves open the possibility of accident and injury occurring, which may include:

  • Heavy machinery malfunction
  • Slips, trips, and falls
  • Exposure to toxic chemicals or other hazardous materials
  • Falling objects or overturned equipment
  • Explosions
  • Emergency exit blockage

Most factory workers understand that there is a certain level of risk in their daily work, but like all workers they are entitled to a safe work environment that meets safety regulations. Factory companies are obligated to meet safety standards to keep workers free from harm. If you are a factory worker and have been injured in a factory accident, your employer or the property owner may be liable and you may be entitled to compensation for your injuries and related damages.