Customer Orientation Quotes

The institutions, conventions, customs and laws that make up the complex structure of a society are the work of a hundred centuries and a billion minds; and one mind must not expect to comprehend them in one lifetime, much less in twenty years.

If you want to get to the truth about what makes us different, it’s this,” Bezos says, veering into a familiar Jeffism: “We are genuinely customer-centric, we are genuinely long-term oriented and we genuinely like to invent.

Our understanding of who we are, where we came from, how the world works, and what matters in life depends on partaking of the vast and ever-expanding store of knowledge. Though unlettered hunters, herders, and peasants are fully human, anthropologists often comment on their orientation to the present, the local, the physical. To be aware of one's country and its history, of the diversity of customs and beliefs across the globe and through the ages, of the blunders and triumphs of past civilizations, of the microcosms of cells and atoms and the macrocosms of planets and galaxies, of the ethereal reality of number and logic and pattern—such awareness truly lifts us to a higher plane of consciousness. It is a gift of belonging to a brainy species with a long history.

Custom gives the same stability to the group that heredity and instinct give to the species, and habit to the individual. It is the routine that keeps men sane; for if there were no grooves along which thought and action might move with unconscious ease, the mind would be perpetually hesitant, and would soon take refuge in lunacy.

Society is a machine of machines, a system that runs on precondition, customs, rules and laws that are either expressed openly or maintained in the closet, one, like the one in the United States that is constantly changing to accommodate some variations of the machinated selves and its affections as in race, gender, sexual orientations etc which are also mostly preconditions of the machine. Again, I ask. Who are you?

[S]hame is a child of custom rather than of nature.

When I worked in a second-hand bookshop — so easily pictured, if you don't work in one, as a kind of paradise where charming old gentlemen browse eternally among calf-bound folios — the thing that chiefly struck me was the rarity of really bookish people. Our shop had an exceptionally interesting stock, yet I doubt whether ten per cent of our customers knew a good book from a bad one. First edition snobs were much commoner than lovers of literature, but oriental students haggling over cheap textbooks were commoner still, and vague-minded women looking for birthday presents for their nephews were commonest of all.

The natural strategic orientation of many companies is toward retaining existing customers and seeking further segmentation opportunities.

The agile way is customer-centric, purpose-driven, capability-based and talent-oriented.

AWS is customer obsessed, inventive and experimental, long-term oriented, and cares deeply about operational excellence.

We are genuinely customer-centric, we are genuinely long-term oriented and we genuinely like to invent.

Behold Lucius I am come, thy weeping and prayers hath mooved mee to succour thee. I am she that is the naturall mother of all things, mistresse and governesse of all the Elements, the initiall progeny of worlds, chiefe of powers divine, Queene of heaven! the principall of the Gods celestiall, the light of the goddesses: at my will the planets of the ayre, the wholesome winds of the Seas, and the silences of hell be diposed; my name, my divinity is adored throughout all the world in divers manners, in variable customes and in many names, for the Phrygians call me the mother of the Gods: the Athenians, Minerva: the Cyprians, Venus: the Candians, Diana: the Sicilians Proserpina: the Eleusians, Ceres: some Juno, other Bellona, other Hecate: and principally the Aethiopians which dwell in the Orient, and the Aegyptians which are excellent in all kind of ancient doctrine, and by their proper ceremonies accustome to worship mee, doe call mee Queene Isis. Behold I am come to take pitty of thy fortune and tribulation, behold I am present to favour and ayd thee, leave off thy weeping and lamentation, put away all thy sorrow, for behold the healthfull day which is ordained by my providence, therefore be ready to attend to my commandement. This day which shall come after this night, is dedicated to my service, by an eternall religion, my Priests and Ministers doe accustome after the tempests of the Sea, be ceased, to offer in my name a new ship as a first fruit of my Navigation.

How could these hierarchical, acquisitive, market-oriented, monotheistic, ethnocentric newcomers have absorbed ideas and customs from the egalitarian, reciprocal, noncapitalistic, pantheistic, ethnocentric natives? The

Now Morn, her rosy steps in the eastern clime Advancing, sowed the earth with orient pearl, When Adam waked, so customed; for his sleep Was aerie-light, from pure digestion bred, And temperate vapors bland, which the only sound Of leaves and fuming rills, Aurora's fan, Lightly dispersed, and the shrill matin song Of birds on every bough; so much the more His wonder was to find unwakened Eve With tresses discomposed, and glowing cheek, As through unquiet rest: He, on his side Leaning half raised, with looks of cordial love Hung over her enamored, and beheld Beauty, which, whether waking or asleep, Shot forth peculiar graces; then with voice Mild, as when Zephyrus on Flora breathes, Her hand soft touching, whispered thus. Awake, My fairest, my espoused, my latest found, Heaven's last best gift, my ever new delight! Awake: The morning shines, and the fresh field Calls us; we lose the prime, to mark how spring Our tender plants, how blows the citron grove, What drops the myrrh, and what the balmy reed, How nature paints her colors, how the bee Sits on the bloom extracting liquid sweet.

We need to reform our funeral industry, introducing new practices that aren't so profit-oriented, and that do more to include the family. But we cannot begin to reform—or even question!-our death systems when we act like little Jean de Brébeufs, falsely convinced we have it right while all these "other people" are disrespectful and barbarous. This dismissive attitude can be found in places you'd never expect. Lonely Planet, the largest guidebook publisher in the world, included the idyllic Trunyan cemetery in their book on visiting Bali. In Trunyan, the villagers weave bamboo cages for their dead to decompose in, and then stack the skulls and bones out in the lush green landscape. Lonely Planet, instead of explaining the meaning behind these ancient customs, advised wise travelers to "skip the ghoulish spectacle.

Your encounters will be more successful when you slow down, pay attention, and become more mindfully aware of the world around you. Heightening your awareness in your social, situational, contextual, orientational, and cultural scenarios will improve your agility as you adapt to new social settings.

Agapanthus and peonies in June. Scented stock and sweet peas in July. Sunflowers and sweet William in August. By the time September's oriental lilies and ornamental cabbages appeared, she wasn't hiding upstairs in the workroom anymore. She was spending more time in the shop, answering the phone, dealing with the customers. One Sunday she spent the afternoon at an allotment belonging to a friend of Ciara's, picking lamb's ear and dusty miller and veronica for a wedding, and didn't think about Michael once, but she kept remembering a Patrick Kavanagh poem she'd learned at school, the one about how every old man he saw reminded him of his father.

The natural strategic orientation of many companies is toward retaining existing customers and seeking further segmentation opportunities. This is especially true in the face of competitive pressure. Although this might be a good way to gain a focused competitive advantage and increase share of the existing market space, it is not likely to produce a blue ocean that expands the market and creates new demand.

There is no freedom or justice in exchanging the female role for the male role. There is, no doubt about it, equality. There is no freedom or justice in using male language, the language of your oppressor, to describe sexuality. There is no freedom or justice or even common sense in developing a male sexual sensibility—a sexual sensibility which is aggressive, competitive, objectifying, quantity oriented. There is only equality. To believe that freedom or justice for women, or for any individual woman, can be found in mimicry of male sexuality is to delude oneself and to contribute to the oppression of one’s sisters. Many of us would like to think that in the last four years, or ten years, we have reversed, or at least impeded, those habits and customs of the thousands of years which went before—the habits and customs of male dominance. There is no fact or figure to bear that out. You may feel better, or you may not, but statistics show that women are poorer than ever, that women are raped more and murdered more. I want to suggest to you that a commitment to sexual equality with males, that is, to uniform character as of motion or surface, is a commitment to becoming the rich instead of the poor, the rapist instead of the raped, the murderer instead of the murdered. I want to ask you to make a different commitment—a commitment to the abolition of poverty, rape, and murder; that is, a commitment to ending the system of oppression called patriarchy; to ending the male sexual model itself.

Though unlettered hunters, herders, and peasants are fully human, anthropologists often comment on their orientation to the present, the local, the physical.2 To be aware of one’s country and its history, of the diversity of customs and beliefs across the globe and through the ages, of the blunders and triumphs of past civilizations, of the microcosms of cells and atoms and the macrocosms of planets and galaxies, of the ethereal reality of number and logic and pattern—such awareness truly lifts us to a higher plane of consciousness. It is a gift of belonging to a brainy species with a long history.

If you want to get to the truth about what makes us different, it’s this,” Bezos says, veering into a familiar Jeffism: “We are genuinely customer-centric, we are genuinely long-term oriented and we genuinely like to invent. Most companies are not those things. They are focused on the competitor, rather than the customer. They want to work on things that will pay dividends in two or three years, and if they don’t work in two or three years they will move on to something else. And they prefer to be close-followers rather than inventors, because it’s safer. So if you want to capture the truth about Amazon, that is why we are different. Very few companies have all of those three elements.

There is a passage in the Old French Queste del Saint Graal that epitomizes the true spirit of Western man. It tells of a day when the knights of Arthur’s court gathered in the banquet hall waiting for dinner to be served. It was a custom of that court that no meal should be served until an adventure had come to pass. Adventures came to pass in those days frequently so there was no danger of Arthur’s people going hungry. On the present occasion the Grail appeared, covered with a samite cloth, hung in the air a moment, and withdrew. Everyone was exalted, and Gawain, the nephew of King Arthur, rose and suggested a vow. “I propose,” he said, “that we all now set forth in quest to behold that Grail unveiled.” And so it was that they agreed. There then comes a line that, when I read it, burned itself into my mind. “They thought it would be a disgrace to go forth in a group. Each entered the forest at the point that he himself had chosen, where it was darkest, and there was no way or path.” No way or path! Because where there is a way or path, it is someone else’s path. And that is what marks the Western spirit distinctly from the Eastern. Oriental gurus accept responsibility for their disciples’ lives. They have an interesting term, “delegated free will.” The guru tells you where you are on the path, who you are, what to do now, and what to do next. The romantic quality of the West, on the other hand, derives from an unprecedented yearning, a yearning for something that has never yet been seen in this world. What can it be that has never yet been seen? What has never yet been seen is your own unprecedented life fulfilled. Your life is what has yet to be brought into being.

In all matters of consequence, General P.P. Peckem was, as he always remarked when he was about to criticize the work of some close associate publicly, a realist. He was a handsome, pink-skinned man of fifty-three. His manner was always casual and relaxed, and his uniforms were custom-made. He had silver-gray hair, slightly myopic eyes and thin, overhanging, sensual lips. He was a perceptive, graceful, sophisticated man who was sensitive to everyone's weaknesses but his own and found everyone absurd but himself. General Peckem laid great fastidious stress on small matters of taste and style. He was always augmenting things. Approaching events were never coming, but always upcoming. It was not true that he wrote memorandums praising himself and recommending that his authority be enhanced to include all combat operations; he wrote memoranda. And the prose in the memoranda of other officers was always turgid, stilted, or ambiguous. The errors of others were inevitable deplorable. Regulations were stringent, and his data never was obtained from a reliable source, but always were obtained. General Peckem was frequently constrained. Things were often incumbent upon him, and he frequently acted with the greatest reluctance. It never escaped his memory that neither black nor white was a color, and he never used verbal when he meant oral. He could quote glibly from Plato, Nietzsche, Montaigne, Theodore Roosevelt, the Marquis de Sade and Warren G. Harding. A virgin audience like Colonel Scheisskopf [his new underling] was grist for General Peckem's mill, a stimulating opportunity to throw open his whole dazzling erudite treasure house of puns, wisecracks, slanders, homilies, anecdotes, proverbs, epigrams, apothegms, bon mots and other pungent sayings. He beamed urbanely as he began orienting Colonel Scheisskopf to his new surroundings.

More than anything, we have lost the cultural customs and traditions that bring extended families together, linking adults and children in caring relationships, that give the adult friends of parents a place in their children's lives. It is the role of culture to cultivate connections between the dependent and the dependable and to prevent attachment voids from occurring. Among the many reasons that culture is failing us, two bear mentioning. The first is the jarringly rapid rate of change in twentieth-century industrial societies. It requires time to develop customs and traditions that serve attachment needs, hundreds of years to create a working culture that serves a particular social and geographical environment. Our society has been changing much too rapidly for culture to evolve accordingly. There is now more change in a decade than previously in a century. When circumstances change more quickly than our culture can adapt to, customs and traditions disintegrate. It is not surprising that today's culture is failing its traditional function of supporting adult-child attachments. Part of the rapid change has been the electronic transmission of culture, allowing commercially blended and packaged culture to be broadcast into our homes and into the very minds of our children. Instant culture has replaced what used to be passed down through custom and tradition and from one generation to another. “Almost every day I find myself fighting the bubble-gum culture my children are exposed to,” said a frustrated father interviewed for this book. Not only is the content often alien to the culture of the parents but the process of transmission has taken grandparents out of the loop and made them seem sadly out of touch. Games, too, have become electronic. They have always been an instrument of culture to connect people to people, especially children to adults. Now games have become a solitary activity, watched in parallel on television sports-casts or engaged in in isolation on the computer. The most significant change in recent times has been the technology of communication — first the phone and then the Internet through e-mail and instant messaging. We are enamored of communication technology without being aware that one of its primary functions is to facilitate attachments. We have unwittingly put it into the hands of children who, of course, are using it to connect with their peers. Because of their strong attachment needs, the contact is highly addictive, often becoming a major preoccupation. Our culture has not been able to evolve the customs and traditions to contain this development, and so again we are all left to our own devices. This wonderful new technology would be a powerfully positive instrument if used to facilitate child-adult connections — as it does, for example, when it enables easy communication between students living away from home, and their parents. Left unchecked, it promotes peer orientation.

Although a youth culture was in evidence by the 1950s, the first obvious and dramatic manifestation of a culture generated by peer-orientation was the hippie counterculture of the 1960s and 1970s. The Canadian media theorist Marshall McLuhan called it “the new tribalism of the Electric Age.” Hair and dress and music played a significant part in shaping this culture, but what defined it more than anything was its glorification of the peer attachment that gave rise to it. Friends took precedence over family. Physical contact and connection with peers were pursued; the brotherhood of the pop tribe was declared, as in the generation-based “Woodstock nation.” The peer group was the true home. “Don't trust anyone over thirty” became the byword of youth who went far beyond a healthy critique of their elders to a militant rejection of tradition. The degeneration of that culture into alienation and drug use, on the one hand, and its co-optation for commercial purposes by the very mainstream institutions it was rebelling against were almost predictable. The wisdom of well-seasoned cultures has accumulated over hundreds and sometimes thousands of years. Healthy cultures also contain rituals and customs and ways of doing things that protect us from ourselves and safeguard values important to human life, even when we are not conscious of what such values are. An evolved culture needs to have some art and music that one can grow into, symbols that convey deeper meanings to existence and models that inspire greatness. Most important of all, a culture must protect its essence and its ability to reproduce itself — the attachment of children to their parents. The culture generated by peer orientation contains no wisdom, does not protect its members from themselves, creates only fleeting fads, and worships idols hollow of value or meaning. It symbolizes only the undeveloped ego of callow youth and destroys child-parent attachments. We may observe the cheapening of cultural values with each new peer-oriented generation. For all its self-delusion and smug isolation from the adult world, the Woodstock “tribe” still embraced universal values of peace, freedom, and brotherhood. Today's mass musical gatherings are about little more than style, ego, tribal exuberance, and dollars.

The attachment voids experienced by immigrant children are profound. The hardworking parents are focused on supporting their families economically and, unfamiliar with the language and customs of their new society, they are not able to orient their children with authority or confidence. Peers are often the only people available for such children to latch on to. Thrust into a peer-oriented culture, immigrant families may quickly disintegrate. The gulf between child and parent can widen to the point that becomes unbridgeable. Parents of these children lose their dignity, their power, and their lead. Peers ultimately replace parents and gangs increasingly replace families. Again, immigration or the necessary relocation of people displaced by war or economic misery is not the problem. Transplanted to peer-driven North American society, traditional cultures succumb. We fail our immigrants because of our own societal failure to preserve the child-parent relationship. In some parts of the country one still sees families, often from Asia, join together in multigenerational groups for outings. Parents, grandparents, and even frail great-grandparents mingle, laugh, and socialize with their children and their children's offspring. Sadly, one sees this only among relatively recent immigrants. As youth become incorporated into North American society, their connections with their elders fade. They distance themselves from their families. Their icons become the artificially created and hypersexualized figures mass-marketed by Hollywood and the U.S. music industry. They rapidly become alienated from the cultures that have sustained their ancestors for generation after generation. As we observe the rapid dissolution of immigrant families under the influence of the peer-oriented society, we witness, as if on fast-forward video, the cultural meltdown we ourselves have suffered in the past half century. It would be encouraging to believe that other parts of the world will successfully resist the trend toward peer orientation. The opposite is likely to be the case as the global economy exerts its corrosive influences on traditional cultures on other continents. Problems of teenage alienation are now widely encountered in countries that have most closely followed upon the American model — Britain, Australia, and Japan. We may predict similar patterns elsewhere to result from economic changes and massive population shifts. For example, stress-related disorders are proliferating among Russian children. According to a report in the New York Times, since the collapse of the Soviet Union a little over a decade ago, nearly a third of Russia's estimated 143 million people — about 45 million — have changed residences. Peer orientation threatens to become one of the least welcome of all American cultural exports.

LEADERSHIP ABILITIES Some competencies are relevant (though not sufficient) when evaluating senior manager candidates. While each job and organization is different, the best leaders have, in some measure, eight abilities. 1 STRATEGIC ORIENTATION The capacity to engage in broad, complex analytical and conceptual thinking 2 MARKET INSIGHT A strong understanding of the market and how it affects the business 3 RESULTS ORIENTATION A commitment to demonstrably improving key business metrics 4 CUSTOMER IMPACT A passion for serving the customer 5 COLLABORATION AND INFLUENCE An ability to work effectively with peers or partners, including those not in the line of command 6 ORGANIZATIONAL DEVELOPMENT A drive to improve the company by attracting and developing top talent 7 TEAM LEADERSHIP Success in focusing, aligning, and building effective groups 8 CHANGE LEADERSHIP The capacity to transform and align an organization around a new goal You should assess these abilities through interviews and reference checks, in the same way you would evaluate potential, aiming to confirm that the candidate has displayed them in the past, under similar circumstances.

ADDRESSING DIVERSITY The way to reach the sheer diversity of the city is through new churches. New churches are the single best way to reach (1) new generations, (2) new residents, and (3) new people groups. Young adults have always been disproportionately located in newer congregations. Long-established congregations develop traditions (such as time of worship, length of service, emotional responsiveness, sermon topics, leadership styles, emotional atmosphere, and dozens of other tiny customs and mores) that reflect the sensibilities of longtime leaders who have the influence and resources to control the church life. These sensibilities often do not reach the younger generations. THE 1 PERCENT RULE Lyle Schaller talks about the 1 percent rule: “Each year any association of churches should plant new congregations at the rate of 1 percent of their existing total; otherwise, that association is in maintenance and decline. If an association wants to grow 50 percent plus [in a generation], it must plant 2 to 3 percent per year.”6 In addition, new residents are typically better reached by new churches. In older congregations, it may require years of tenure in the city before a person is allowed into a place of influence, but in a new church, new residents tend to have equal power with longtime area residents. Finally, new sociocultural groups in a community are generally better reached by new congregations. For example, if white-collar commuters move into an area where the older residents were farmers, a new church will probably be more receptive to the multiple needs of the new residents, while older churches will continue to be oriented to the original social group. And a new church that is intentionally multiethnic from the start will best reach new racial groups in a community. For example, if an all-Anglo neighborhood becomes 33 percent Hispanic, a new, deliberately biracial church will be far more likely to create “cultural space” for newcomers than will an older church in town. Brand-new immigrant groups can normally only be reached by churches ministering in their own languages. If we wait until a new group is sufficiently assimilated into American culture to come to our church, we will wait for years without reaching out to them. Remember that a new congregation for a new people group can often be planted within the overall structure of an existing church — perhaps through a new Sunday service at another time or a new network of house churches connected to a larger existing congregation. Though it may technically not be a new independent congregation, it serves the same function.

section of a particular page he will use the footer navigation bar similarly. Sometime you have to create inter-page linking for making your website more user friendly. Overall you need to give a feel that you are giving each and every detail about your product and company to the visitor as you would give him personally. Because personally, when you are selling your product to your customer you feel very confident and target-oriented and so in your website this feature also needs to come out well which would make you feel the same way.

Corporate culture and the selection of people—and those are related. For a company at Amazon’s scale to continue to invent and change, to build new things, it needs to have a culture that supports a willingness to experiment, a willingness to fail. I think it is very helpful to have a customer-obsessed culture. There are other business strategies that work. You can be competitor-obsessed, and that leads to business strategies like close following. Close-following strategies can be good for businesses because you don’t have to go down as many blind alleys and you get to let your competitors do the pioneering—and then, when something works, you can jump on it. But it doesn’t lead to as much entrepreneurialism. A pioneering culture, one that actually enjoys and is excited by experimentation, a culture that rewards experimentation even as it embraces the fact that it is going to lead to failure—that is very important for larger companies in order to be entrepreneurial. And a long-term orientation is a key part of that. If everything has to work this quarter, then you’re by definition not going to be doing very much experimentation.

Bureaucratic, administratively convenient, control-oriented systems will not and cannot meet the needs of our learners, our society, or our nation.

We are genuinely customer-centric, we are genuinely long-term oriented and we genuinely like to invent. Most companies are not those things. They are focused on the competitor, rather than the customer. They want to work on things that will pay dividends in two or three years, and if they don’t work in two or three years they will move on to something else. And they prefer to be close-followers rather than inventors, because it’s safer. So if you want to capture the truth about Amazon, that is why we are different. Very few companies have all of those three elements.

Existing businesses aspiring to become adaptive corporations need to commit to understanding what exactly an adaptive innovator is and how that differs from both systemic designers and knowledge workers. In the end, they will actually need conscious planning to move them from a decades-imbedded orientation of knowledge work, to a new mindset of continuous adaptive innovation centered on the customer.

To be truly customer-oriented, the firm should be run by customer managers (or customer group managers), not brand managers. They will find out the set of company products and services that their customers would care about and then work with the product and brand managers to deliver them.

We are genuinely customer-centric, we are genuinely long-term oriented and we genuinely like to invent. Most companies are not those things. They are focused on the competitor, rather than the customer.

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when crossing the chasm, we are looking to attract customer-oriented distribution with one of our primary lures being distribution-oriented pricing. Customer-Oriented

Going through the customs dampened them further. Customs inspectors must have a mental twist that makes them suspicious of innocence. Dewy-eyed honeymooners, red-cheeked provincials, and helpless little old ladies lash them into frenzied investigation while slinking Orientals hugging small black bags are passed with scarcely a glance. George and Harriet stood under the letter “R” and watched reproachfully while a muttering little man flung their underclothes and dirty laundry right and left, leaving scattered heaps for them to put back in their suitcases. “I thought the French were supposed to be so polite,” said Harriet indignantly. Maybe it can't be proven statistically, but it’s a safe bet that any given American on his or her first trip to France will at some point remark with indignation that he or she had thought the French were supposed to be so polite.

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Questions have changed me immensely. I have greater self-confidence and a more relaxed attitude. I don't feel that I always have to have the answers in conversations or in situations where I need to speak at the spur of the moment. I feel this has increased my communication skills, especially listening and persuading. I have more trust in myself and others. Leading with questions has led to more trust, which appears to be a paradox of group life. I have stronger initiative and commitment. I learn more as I have become more directional by more questions. I have more patience and self-control, have greater openness and transparency. I now see myself as more adaptable and flexible. I am optimistic about opportunities [and] more inspirational and have greater vision and cognitive capability. Questions have given me greater understanding of organizational and political realities; I recognize the importance of organizational context and orientation. I am more willing to take risks in creating opportunities. I have a greater empathy with employees, customers, and others and a stronger commitment to develop others. My empowerment orientation is greater.

We are genuinely customer-centric, we are genuinely long-term oriented and we genuinely like to invent

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Its five business principles are “respect for humans,” “customer satisfaction,” “social responsibility,” “value creation,” and “innovation orientation.

Web Application Development In this modern world of computer technology all people are using internet. In particular, to take advantage of this scenario the web provides a way for marketers to get to know the people visiting their sites and start communicating with them. One way of doing this is asking web visitors to subscribe to newsletters, to submit an application form when requesting information on products or provide details to customize their browsing experience when next visiting a particular website. In computing, a web application is a client–server software application in which the client runs in a web browser. HTML5 introduced explicit language support for making applications that are loaded as web pages, but can store data locally and continue to function while offline. Web Applications are dynamic web sites combined with server side programming which provide functionalities such as interacting with users, connecting to back-end databases, and generating results to browsers. Examples of Web Applications are Online Banking, Social Networking, Online Reservations, eCommerce / Shopping Cart Applications, Interactive Games, Online Training, Online Polls, Blogs, Online Forums, Content Management Systems, etc.. Applications are usually broken into logical chunks called “tiers”, where every tier is assigned a role. Traditional applications consist only of 1 tier, which resides on the client machine, but web applications lend themselves to an n-tiered approach by nature. Though many variations are possible, the most common structure is the three-tiered application. In its most common form, the three tiers are called presentation, application and storage, in this order. A web browser is the first tier (presentation), an engine using some dynamic Web content technology (such as ASP, CGI, ColdFusion, Dart, JSP/Java, Node.js, PHP, Python or Ruby on Rails) is the middle tier (application logic), and a database is the third tier (storage).The web browser sends requests to the middle tier, which services them by making queries and updates against the database and generates a user interface. Client Side Scripting / Coding – Client Side Scripting is the type of code that is executed or interpreted by browsers. Client Side Scripting is generally viewable by any visitor to a site (from the view menu click on “View Source” to view the source code). Below are some common Client Side Scripting technologies: HTML (HyperTextMarkup Language) CSS (Cascading Style Sheets) JavaScript Ajax (Asynchronous JavaScript and XML) jQuery (JavaScript Framework Library – commonly used in Ajax development) MooTools (JavaScript Framework Library – commonly used in Ajax development) Dojo Toolkit (JavaScript Framework Library – commonly used in Ajax development) Server Side Scripting / Coding – Server Side Scripting is the type of code that is executed or interpreted by the web server. Server Side Scripting is not viewable or accessible by any visitor or general public. Below are the common Server Side Scripting technologies: PHP (very common Server Side Scripting language – Linux / Unix based Open Source – free redistribution, usually combines with MySQL database) Zend Framework (PHP’s Object Oriented Web Application Framework) ASP (Microsoft Web Server (IIS) Scripting language) ASP.NET (Microsoft’s Web Application Framework – successor of ASP) ColdFusion (Adobe’s Web Application Framework) Ruby on Rails (Ruby programming’s Web Application Framework – free redistribution) Perl (general purpose high-level programming language and Server Side Scripting Language – free redistribution – lost its popularity to PHP) Python (general purpose high-level programming language and Server Side Scripting language – free redistribution). We also provide Training in various Computer Languages. TRIRID provide quality Web Application Development Services. Call us @ 8980010210

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the system is needed to make hybrid organizations work, and while people will strive to find something simpler, the reality is that it doesn’t exist. A strictly functional organization, which is clear conceptually, tends to remove engineering and manufacturing (or the equivalent groups in your firm) from the marketplace, leaving them with no idea of what the customers want. A highly mission-oriented organization, in turn, may have definite crisp reporting relationships and clear and unambiguous objectives at all times. However, the fragmented state of affairs that results causes inefficiency and poor overall performance.

identify your employee adjectives, (2) recruit through proper advertising, (3) identify winning personalities, and (4) select your winners. Step One: Identify Your Employee Adjectives When you think of your favorite employees in the past, what comes to mind? A procedural element such as an organized workstation, neat paperwork, or promptness? No. What makes an employee memorable is her attitude and smile, the way she takes the time to make sure a customer is happy, the extra mile she goes to ensure orders are fulfilled and problems are solved. Her intrinsic qualities—her energy, sense of humor, eagerness, and contributions to the team—are the qualities you remember. Rather than relying on job descriptions that simply quantify various positions’ duties and correlating them with matching experience as a tool for identifying and hiring great employees, I use a more holistic approach. The first step in the process is selecting eight adjectives that best define the personality ideal for each job or role in your business. This is a critical step: it gives you new visions and goals for your own management objectives, new ways to measure employee success, and new ways to assess the performance of your own business. Create a “Job Candidate Profile” for every job position in your business. Each Job Candidate Profile should contain eight single- and multiple-word phrases of defining adjectives that clearly describe the perfect employee for each job position. Consider employee-to-customer personality traits, colleague-to-colleague traits, and employee-to-manager traits when making up the list. For example, an accounting manager might be described with adjectives such as “accurate,” “patient,” “detailed,” and “consistent.” A cocktail server for a nightclub or casual restaurant would likely be described with adjectives like “energetic,” “fun,” “music-loving,” “sports-loving,” “good-humored,” “sociable conversationalist,” “adventurous,” and so on. Obviously, the adjectives for front-of-house staff and back-of-house staff (normally unseen by guests) will be quite different. Below is one generic example of a Job Candidate Profile. Your lists should be tailored for your particular bar concept, audience, location, and style of business (high-end, casual, neighborhood, tourist, and so on). BARTENDER Energetic Extroverted/Conversational Very Likable (first impression) Hospitable, demonstrates a Great Service Attitude Sports Loving Cooperative, Team Player Quality Orientated Attentive, Good Listening Skills SAMPLE ADJECTIVES Amazing Ambitious Appealing Ardent Astounding Avid Awesome Buoyant Committed Courageous Creative Dazzling Dedicated Delightful Distinctive Diverse Dynamic Eager Energetic Engaging Entertaining Enthusiastic Entrepreneurial Exceptional Exciting Fervent Flexible Friendly Genuine High-Energy Imaginative Impressive Independent Ingenious Keen Lively Magnificent Motivating Outstanding Passionate Positive Proactive Remarkable Resourceful Responsive Spirited Supportive Upbeat Vibrant Warm Zealous Step Two: Recruit through Proper Advertising The next step is to develop print or online advertising copy that will attract the personalities you’ve just defined.

Profits are a consequence of customer care, employee engagement, enlightened leadership, and service orientation:

There is a second very important lesson in the Amazon story: there is a degree of ambidextrousness that enables processes to be both highly efficient and flexible. Jobs are not flexible—they have existed for years and years, even centuries. But how we solve for jobs varies over time. The important thing is to be attached to the job, but not the way we solve it today. Processes must flex over time when a better understanding of customer jobs calls for a revised orientation. Otherwise you’ll risk changing the concept of the job to fit the process, rather than the other way around.

while developed-world factory workers worry about the threat of lower-wage Asian and immigrant workers . . . the bigger threat there, to both, is robots! They don’t have emotional problems, and they don’t need healthcare and retirement benefits, just a little maintenance. And then there’s the EVEN greater threat of the automation of left-brain tasks in the office, including many higher professional skills. We ultimately have to become creative, right-brain-oriented entrepreneurial workers who create more customized products and services, delivered in real time . . . to compete with computers that do as much for simple and complex left-brain tasks.

This poster in a Nordstrom’s department store once caught my attention: “The only difference between stores is the way they treat their customers.” That’s a bold statement. Most stores would advertise the quality of their merchandise or their wide selection as what sets them apart from the rest. The difference between Nordstrom’s and other stores, according to an employee of the competition, is that other stores are organization-oriented; Nordstrom’s is people-oriented. Their employees are trained to respond quickly and kindly to customer complaints. As a result, according to writer Nancy Austin, “Nordstrom’s doesn’t have customers; it has fans.” A study by TARP, Technical Assistance

Is that not what consumer research is for—to find out before the fact what is going to happen? The answer is that Detroit never really researched customers’ wants. It only researched their preferences between the kinds of things it had already decided to offer them. For Detroit is mainly product oriented, not customer oriented.

February 2013 My Email to Andy (Part One)   My chance encounter with Max was both a blessing and an affliction. After I’d checked into the majestic lady, The Oriental, hunger hit my rumbling stomach. I needed to savour some authentic Thai food. Unfortunately, the moment I stepped out of the hotel’s door, I was confronted by the harsh reality of Bangkok’s civic life. As at Don Mueang International Airport, rows of local taxi drivers lined the hotel’s periphery, ready to debauch the first customer that ventured out without soliciting The Oriental’s private limo service.                Again, I found myself surrounded by a barrage of locals offering me the best bargain on transportation to my destination. Who should come to my rescue but the same driver that had deposited Max and me? In the foulest Thai vernacular he could master, he repulsed those who challenged him. The vultures scattered, allowing me to embark in his not-so-new sedan. ”Where you want go sir?” he asked. ”Take me to an excellent place for local food,” I replied. ”I take you to good place, sir,” he responded and sped off into the dark. The question of whether I wanted a sexy girl to accompany me during my Bangkok stay arose again. I refused his offer with politeness. The man rephrased his query: “You want boy? I take you to good boy-bar.” I shook my head, yet he continued to pester me for an answer. We bantered back and forth, I not revealing my sexual preference while he used every contrivance to solicit an answer. Instead of delivering me to the city’s hub, he headed in the opposite direction towards a suburb that had almost no street lights. Worrisome thoughts of robbery and murder had begun to plague me when the vehicle finally came to a halt at a two-storied house in the middle of nowhere.

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Growth-oriented performance demands sustained entrepreneurial efforts.

Social orientation can be used to your advantage to make a great first impression; however, it can also backfire when we violate the boundaries of someone else’s personal space. Awareness of space, orientation, and proximity is a powerful tool for your relationship toolbox.

Become aware of the physical distance and spatial orientation that you experience while in the company of others. Being empathetic and sensitive to a person’s physical comfort zone can have a huge effect on the way in which you are received and perceived.

I have a few friends who are confined to wheelchairs for access and mobility. I don't want to always be looking down at them while they are looking up at me. To enjoy a meaningful conversation, I’m quick to kneel beside them or pull up a chair to talk at the same height. Begin to recognize the orientation of other people and align yourself with their body position and physical needs so that you may connect on a more balanced and effective level.

The Warm Welcome of Hospitality. Walt Disney World is the epitome of world-class customer service. Employees must be hyper-vigilant of spatial orientation to engage, impress, and interact with guests. For simply being near a guest, employees are trained to: • Make eye contact and smile. • Greet and welcome each and every guest. • Seek out guest contact. • Provide immediate service recovery. • Always display appropriate body language. • Preserve the “magical” guest experience. • Thank each guest and demonstrate that appreciation.

Orientation & Proximity. Be aware of the orientation between yourself and others so that you can be sensitive and responsive to their comfort zones.

Mindfulness is a quiet strength and deeply rooted value which many other cultures understand and often practice better than we do. It can be puzzling to people from other countries as to why Americans are so task-driven and action-oriented.

When you have orientational awareness, your perceptions and impressions are based on location and proximity. Orientation may imply hierarchy, position, and prestige, or be the result of habits, traditions, and perceptions.

On a recent business trip, I reunited with a friend I had not seen in twenty years. After having a lovely lunch meeting, we came out of the restaurant to walk towards the parking lot. He automatically moved me to the inside of the sidewalk as he walked along the curbside. His orientational awareness illustrated a chivalrous gesture of protection and respect which impressed me greatly.

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Long-term thinking levers our existing abilities and lets us do new things we couldn’t otherwise contemplate,” Jeff wrote. “Long-term orientation interacts well with customer obsession. If we can identify a customer need and if we can further develop conviction that that need is meaningful and durable, our approach permits us to work patiently for multiple years to deliver a solution.”2 Key word: patiently. Many companies will give up on an initiative if it does not produce the kind of returns they are looking for within a handful of years. Amazon will stick with it for five, six, seven years—all the while keeping the investment manageable, constantly learning and improving—until it gains momentum and acceptance.

We fundamentally changed the point of view of the business from customer-oriented to buyer-oriented. I put our buyers in charge of the company. From 1958 through 1976, we tried to carry what the customers asked for, given the limits of our small stores and other operational parameters. Each store manager had great latitude in what was carried and from what supplier it was ordered. There was very little central distribution except for Trader Joe’s labeled California wines or imports. Each store probably had access to ten thousand stock keeping units (SKUs), of which about three thousand were actually stocked in any given week. By the time I left in 1989, we were down to a band of 1,100 to 1,500 SKUs, all of which were delivered through a central distribution system. The managers no longer had any buying discretion and there were no “DSDs,” or direct store deliveries. And along the way not only did we drop a lot of products that our customers would have liked us to sell, even at not-outstanding prices, but we stopped cashing checks in excess of the amount of purchase, we stopped all full-case discounts, and we persistently shortened the hours. We violated every received-wisdom of retailing except one: we delivered great value, which is where most retailers fail.

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At Berkshire, we will continue to look for business-savvy directors who are owner-oriented and arrive with a strong specific interest in our company. Thought and principles, not robot-like “process,” will guide their actions. In representing your interests, they will, of course, seek managers whose goals include delighting their customers, cherishing their associates and acting as good citizens of both their communities and our country. Those objectives are not new. They were the goals of able CEOs sixty years ago and remain so. Who would have it otherwise?

Granted, employees are a very different type of customer, one that falls outside of the traditional definition. After all, instead of them paying you, you’re paying them. Yet regardless of the direction the money flows, one thing is clear: employees, just like other types of customers, want to derive value from their relationship with the organization. Not just monetary value, but experiential value, too: skill augmentation, career development, camaraderie, meaningful work, a sense of purpose, and so on. If a company or an individual leader fails to deliver the requisite value to an employee, then—just like a customer, they’ll defect. They’ll quit, driving up turnover, inflating recruiting/training expenses, undermining product/service quality, and creating a whole lot of unnecessary stress on the organization. So even though a company pays its employees, it should still provide them with a value-rich employment experience that cultivates loyalty. And that’s why it’s prudent to view both current and prospective employees as a type of customer. The argument goes beyond employee engagement, though. There’s a whole other reason why organizational leaders have a lot to gain by viewing their staff as a type of customer. That’s because, by doing so, they can personally model the customer-oriented behaviors that they seek to encourage among their workforce. How better to demonstrate what a great customer experience looks like than to deliver it to your own team? After all, how a leader serves their staff influences how the staff serves their customers. Want your team to be super-responsive to the people they serve? Show them what that looks like by being super-responsive to your team. Want them to communicate clearly with customers? Show them what that looks like by being crystal clear in your own written and verbal communications. There are innumerable ways for organizational leaders to model the customer experience behaviors they seek to promote among their staff. It has to start, however, by viewing those in your charge as a type of customer you’re trying to serve. Of course, viewing staff as customers doesn’t mean that leaders should cater to every employee whim or that they should consent to do whatever employees want. Leaders sometimes have to make tough decisions for the greater good. In those situations, effectively serving employees means showing respect for their concerns and interests, and thoughtfully explaining the rationale behind what might be an unpopular decision. The key point is simply this: with every interaction in the workplace, leaders have an opportunity to show their staff what a great customer experience looks like. Whether you’re a C-suite executive or a frontline supervisor, that opportunity must not be squandered.

Imperialism is the object-less disposition of a state to expansion by force without assigned limits... Modern Imperialism is one of the heirlooms of the absolute monarchical state. The "inner logic" of capitalism would have never evolved it. Its sources come from the policy of the princes and the customs of a pre-capitalist milieu. But even export monopoly is not imperialism and it would never have developed to imperialism in the hands of the pacific bourgeoisie. This happened only because the war machine, its social atmosphere, and the martial will were inherited and because a martially oriented class (i.e., the nobility) maintained itself in a ruling position with which of all the varied interests of the bourgeoisie the martial ones could ally themselves. This alliance keeps alive fighting instincts and ideas of domination. It led to social relations which perhaps ultimately are to be explained by relations of production but not by the productive relations of capitalism alone.

How could the word Oriental—derogatory to East Asians in modern parlance—ever be expansive enough to contain the vast histories of Africa, Asia, the Middle East? Another perfumer in the discussion sent the Master Perfumer a copy of Edward Said’s “Orientalism,” to re-Orient why discontinuing his use of the word Oriental mattered. “Orientalism,” a revolutionary text, became a revelation to me as a young feminist, mind-blowing as a perfumer. As Orientalist scholars embarked on their translations of ancient texts, languages, civilizations, they helped colonial rulers make sense of Empire. Knowing their subjects made it easier to categorize, divide, and conquer them. Perfumers summoned these faraway lands into temporal sensory experiences. Perfume as little museums of the colonies, a fragrant addition to the social and scientific discourse, yet another generalization, an immutable law about the Oriental nature, temperament, mentality, custom, or type.

Felix has six people reporting to him. Each of them have ten people under them who, in turn, manage teams of about a dozen people who are client facing. Felix realized that while the tathastu of the company (revenue) came from the market, the tathastu of the employee (salary) came from the head office via the boss. Hence the gaze was typically upstream not downstream. People were more interested in boss management than customer management. To change this orientation, when he became head, Felix put the names of his six team members on a notice board in front of his desk. "You are the people who will help me succeed if I help you succeed," he told them in a team meeting. Next to each one's name he put down their individual short-term goals, first personal and then professional. Every week he would take time out to discuss these goals. As the months passed, he noticed each of his team members had similar sheets of papers on their notice boards, with the names of their respective team members. They were mimicking downstream what they were experiencing upstream. Were they being sincere or strategic? Felix did not know, but at least he ensured that his people focused a little more of their attention downstream than upstream.

Apparently England is ever forgetting that she is at present the greatest Mohammedan empire in the world. Of late years she has systematically neglected Arabism and, indeed, actively discouraged it in examinations for the Indian Civil Service, where it is incomparably more valuable than Greek and Latin. Hence, when suddenly compelled to assume the reins of government in Moslem lands, as Afghanistan in times past and Egypt at present, she fails after a fashion which scandalises her few (very few) friends; and her crass ignorance concerning the Oriental peoples which should most interest her, exposes her to the contempt of Europe as well as of the Eastern world. When the regrettable raids of 1883-84, culminating in the miserable affairs of Tokar, Teb and Tamasi, were made upon the gallant Sudani negroids, the Bisharin outlying Sawakin, who were battling for the holy cause of liberty and religion and for escape from Turkish task-masters and Egyptian tax-gatherers, not an English official in camp, after the death of the gallant and lamented Major Morice, was capable of speaking Arabic. Now Moslems are not to be ruled by raw youths who should be at school and college instead of holding positions of trust and emolument. He who would deal with them successfully must be, firstly, honest and truthful and, secondly, familiar with and favourably inclined to their manners and customs if not to their law and religion.

In fact, we are saying that, on the whole, you are more likely to extend your business and have a fulfilled life if you have the attitude that there are always new customers out there waiting to be enrolled rather than that money, customers, and ideas are in short supply. You are more likely to be successful, overall, if you participate joyfully with projects and goals and do not think your life depends on achieving the mark because then you will be better able to connect to people all around you. On the whole, resources are likely to come to you in greater abundance when you are generous and inclusive and engage people in your passion for life. There aren’t any guarantees, of course. When you are oriented to abundance, you care less about being in control, and you take more risks. You may give away short-term profits in pursuit of a bigger dream; you may take a long view without being able to predict the outcome. In the measurement world, you set a goal and strive for it. In the universe of possibility, you set the context and let life unfold.

Being a true leader, as opposed to a competent manager, requires a willingness to get your hands dirty. I have said before that I do not expect anyone to do a job I cannot do myself. While this is clearly unrealistic as a company grows and expands, the perception of being willing to step in and assist must remain. The weight of leadership includes staying calm while others panic and coming up with solutions rather than joining the chorus of complaints. The Covid-19 pandemic has certainly helped distinguish the leaders from the managers. Leaders are prepared to take responsibility when things go wrong, even if the true responsibility lies with someone else. Leaders are visible. Leaders have a vision, even if it is only short term. I don’t really believe in long-term planning. I make up the rules of the game based on one-year plans. This means I always retain visibility and control. Five years is too long a time to have any certainty that the objectives will be met. Leadership is not a popularity contest, but it also should not inspire fear. Leaders earn respect and loyalty, recognising that these take a long time to earn and a second to lose. A leader is not scared of collaboration and listening to the opinions of others, as well as accepting help when it’s needed. Leadership is not a quality that you are born with, it is something that you learn over time. I was not a leader in my Coronation days, and I am the first to admit that I made a lot of mistakes. Even at African Harvest, as much as I achieved financial success and tried different techniques to earn respect, I never truly managed to deal with the unruly investment team. But, having built on years of experience, by the time I hit my stride at Sygnia, I was a leader. Within any organisation of substantial size, there is space for more than one leader, whether they head up divisions or the organisation itself. There are several leaders across Sygnia weaving the fabric of our success. I am no longer the sole leader, having passed the baton on to others in pursuit of my own dreams. To quote the Harvard Business Review, ‘The competencies most frequently required for success at the top of any sizable business include strategic orientation, market insight, results orientation, customer impact, collaboration and influence, organisational development, team leadership, and change leadership.’ That is what I looked for in my successor, and that is what I found in David. I am confident that all the leaders I have groomed are more than capable of taking the company forwards.

Why should our customers buy from us over anyone else?” That’s it. It’s disarmingly simple. But that one question can take your entire commercial leadership team to a very dark place as you realize it’s much harder to answer than you might have thought. In fact, most companies can’t answer it, at least not in a way that’s compelling to customers (again, being “innovative,” “customer-focused,” and “solutions-oriented” doesn’t count).

Perhaps she stood in the street attracted by the crowd, and, as she listened to our Saviour’s talk, it seemed to hold her fast. She had never heard a man speak after that fashion, and when he spoke of abounding mercy, and the willingness of God to accept as many as would come to him, then the tears began to follow each other down her check; and when she listened again to that meek and lowly preacher, and heard him tell of the Father in heaven who would receive prodigals and press them to his loving bosom, then her heart was fairly broken, she relinquished her evil traffic, she became a new woman, desirous of better things, anxious to be freed from sin. But she was greatly agitated in her heart with the question, could she, would she, be really forgiven ? Would such pardoning love as she had heard of reach even to her? She hoped so, and was in a measure comforted. Her faith grew, and with it an ardent love. The Spirit of God still wrought with her till she enjoyed a feeble hope, a gleam of confidence; she believed that Jesus of Nazareth was the Messiah , that he had appeared on earth to forgive sins, and she rested on him for the forgiveness of her sins, and longed for an opportunity to do him homage, and if possible to win a word direct from his mouth... and I have already derived such benefit from him that I love him better than all besides; I love him as my own soul... Now, when she came to the door, the Saviour was reclining at his meat, according to the Oriental custom, and his feet were towards the door; for the Pharisee had but little respect for Christ , and had not given him the best and innermost place at the feast ; but there he lay with his uncovered feet towards the door, and the woman, almost unperceived, came close to him, and, as she looked and saw that the Pharisee had refused him the ordinary courtesy of washing his feet, and that they were all stained and travel-worn with Lis long journeys of love, she began to weep, and the tears fell in such plenteous showers that they even washed his feet. Here was holy water of a true sort. The crystal of penitence falling in drops, each one as precious as a diamond. Never were feet bedewed with a more precious water than those penitent eyes showered forth. Then, unbinding those luxurious tresses, which had been for her the devil’s nets in which to entangle souls, she wiped the sacred feet therewith. Surely she thought that her chief adornment, the crown and glory of her womanhood, was all too worthless a thing to do service to the lowest and meanest part of the Son of God. That which once was her vanity now was humbled and yet exalted to the lowest office; she made her eyes a ewer and her locks a towel. “Never,” says bishop Hall, “was any hair so preferred as this ; how I envy those locks that were graced with the touch of those sacred feet.” There a sweet temptation overtook her, “I will even kiss those feet, I will humbly pay reverence to those blessed limbs.” She spake not a word, but how eloquent were her actions ! better even than psalms and hymns were these acts of devotion. Then she bethought her of that alabaster box containing perfumed oil with which, like most Eastern women, she was wont to anoint herself for the pleasure of the smell and for the increase of her beauty, and now, opening it, she pours out the costliest thing she has upon his blessed feet. Not a word, I say, came from her; and, brethren, we would prefer a single speechless lover of Jesus, who acted as she did, to ten thousand noisy talkers who have no gifts, no heart, no tears. As for the Master, he remained quietly acquiescent, saying nothing, but all the while drinking in her love, and letting his poor weary heart find sweet solace in the gratitude of one who once was a sinner, but who was to be such no more.

I think that we who were small in the early sixties were perhaps the last generation of Americans who actually had a childhood, in the Victorian and post-Victorian sense of childhood as a space distinct in its roles and customs from the world of adults, oriented around children's own needs and culture rather than around the needs and culture of adults.

What is sensory integration therapy? This form of occupational therapy helps children and adults with SPD (sensory processing disorder) use all their senses together. These are the senses of touch, taste, smell, sight, and hearing. Sensory integration therapy is claimed to help people with SPD respond to sensory inputs such as light, sound, touch, and others; and change challenging or repetitive behaviours. Someone in the family may have trouble receiving and responding to information through their senses. This is a condition called sensory processing disorder (SPD). These people are over-sensitive to things in their surroundings. This disorder is commonly identified in children and with conditions like autism spectrum disorder. The exact cause of sensory processing disorder is yet to be identified. However, previous studies have proven that over-sensitivity to light and sound has a strong genetic component. Other studies say that those with sensory processing conditions have abnormal brain activity when exposed simultaneously to light and sound. Treatment for sensory processing disorder in children and adults is called sensory integration therapy. Therapy sessions are play-oriented for children, so they should be fun and playful. This may include the use of swings, slides, and trampolines and may be able to calm an anxious child. In addition, children can make appropriate responses. They can also perform more normally. SPD can also affect adults Someone who struggles with SPD should consider receiving occupational therapy, which has an important role in identifying and treating sensory integration issues. Occupational therapists are health professionals using different therapeutic approaches so that people can do every work they need to do, inside and outside their homes. Through occupational therapy, affected individuals are helped to manage their immediate and long-term sensory symptoms. Sensory integration therapy for adults, especially for people living with dementia or Alzheimer's disease, may use everyday sounds, objects, foods, and other items to rouse their feelings and elicit positive responses. Suppose an adult is experiencing agitation or anxiety. In that case, soothing music can calm them, or smelling a scent familiar to them can help lessen their nervous excitement and encourage relaxation, as these things can stimulate their senses. Seniors with Alzheimer's/Dementia can regain their ability to connect with the world around them. This can help improve their well-being overall and quality of life. What Are The Benefits of Sensory Integration Therapy Sensory integration treatment offers several benefits to people with SPD: * efficient organisation of sensory information. These are the things the brain collects from one's senses - smell, touch, sight, etc. * Active involvement in an exploration of the environment. * Maximised ability to function in recreational and other daily activities. * Improved independence with daily living activities. * Improved performance in the home, school, and community. * self-regulations. Affected individuals get the ability to understand and manage their behaviours and understand their feelings about things that happen around them. * Sensory systems modulation. If you are searching for an occupational therapist to work with for a family with a sensory processing disorder, check out the Mission Walk Therapy & Rehabilitation Centre. The occupational therapy team of Mission Walk uses individualised care plans, along with the most advanced techniques, so that patients can perform games, school tasks, and other day-to-day activities with their best functional skills. Call Mission Walk today for more information or a free consultation on sensory integration therapy. Our customer service staff will be happy to help.

Half of all law enforcement agencies in the United States have fewer than ten officers, and nearly three-quarters have fewer than 25 officers.48 Lawrence Sherman noted in his testimony that “so many problems of organizational quality control are made worse by the tiny size of most local police agencies . . . less than 1 percent of 17,985 U.S. police agencies meet the English minimum of 1,000 employees or more.”49 These small forces often lack the resources for training and equipment accessible to larger departments and often are prevented by municipal boundaries and local custom from combining forces with neighboring agencies. Funding and technical assistance can give smaller agencies the incentive to share policies and practices and give them access to a wider variety of training, equipment, and communications technology than they could acquire on their own. Table 1. Full-time state and local law enforcement employees, by size of agency, 2008

She went to the Better Business Bureau, which elicited a response from the spa’s owner stating, “It is our policy to not accept any kinds of abnormal sexual oriented customers to our facility such as homosexuals, or transgender.

regression line will have larger standard deviations and, hence, larger standard errors. The computer calculates the slope, intercept, standard error of the slope, and the level at which the slope is statistically significant. Key Point The significance of the slope tests the relationship. Consider the following example. A management analyst with the Department of Defense wishes to evaluate the impact of teamwork on the productivity of naval shipyard repair facilities. Although all shipyards are required to use teamwork management strategies, these strategies are assumed to vary in practice. Coincidentally, a recently implemented employee survey asked about the perceived use and effectiveness of teamwork. These items have been aggregated into a single index variable that measures teamwork. Employees were also asked questions about perceived performance, as measured by productivity, customer orientation, planning and scheduling, and employee motivation. These items were combined into an index measure of work productivity. Both index measures are continuous variables. The analyst wants to know whether a relationship exists between perceived productivity and teamwork. Table 14.1 shows the computer output obtained from a simple regression. The slope, b, is 0.223; the slope coefficient of teamwork is positive; and the slope is significant at the 1 percent level. Thus, perceptions of teamwork are positively associated with productivity. The t-test statistic, 5.053, is calculated as 0.223/0.044 (rounding errors explain the difference from the printed value of t). Other statistics shown in Table 14.1 are discussed below. The appropriate notation for this relationship is shown below. Either the t-test statistic or the standard error should be shown in parentheses, directly below the regression coefficient; analysts should state which statistic is shown. Here, we show the t-test statistic:3 The level of significance of the regression coefficient is indicated with asterisks, which conforms to the p-value legend that should also be shown. Typically, two asterisks are used to indicate a 1 percent level of significance, one asterisk for a 5 percent level of significance, and no asterisk for coefficients that are insignificant.4 Table 14.1 Simple Regression Output Note: SEE = standard error of the estimate; SE = standard error; Sig. = significance.

Culture is a vehicle for true self-expression. The flowering of individual creativity takes place in the context of culture. When a child becomes peer-oriented, the transmission lines of civilization are downed. The new models to emulate are other children or peer groups or the latest pop icons. Appearance, attitudes, dress, and demeanor all adapt accordingly. Even children's language changes — more impoverished, less articulate about their observations and experience, less expressive of meaning and nuance. Peer-oriented children are not devoid of culture, but the culture they are enrolled in is generated by their peer orientation. Although this culture is broadcast through media controlled by adults, it is the children and youth whose tastes and preferences it must satisfy. They, the young, wield the spending power that determines the profits of the culture industry — even if it is the parents’ incomes that are being disposed of in the process. Advertisers know subtly well how to exploit the power of peer imitation as they make their pitch to ever-younger groups of customers via the mass electronic media. In this way, it is our youth who dictate hairstyles and fashion, youth to whom music must appeal, youth who primarily drive the box office. Youth determine the cultural icons of our age. The adults who cater to the expectations of peer-oriented youth may control the market and profit from it, but as agents of cultural transmission they are simply pandering to the debased cultural tastes of children disconnected from healthy adult contact. Peer culture arises from children and evolves with them as they age. Peer orientation breeds aggression and an unhealthy, precocious sexuality. The result is the aggressively hostile and hypersexualized youth culture, propagated by the mass media, to which children are already exposed by early adolescence. Today's rock videos shock even adults who themselves grew up under the influence of the “sexual revolution.” As the onset of peer-orientation emerges earlier and earlier, so does the culture it creates. The butt-shaking and belly-button-baring Spice Girls pop phenomenon of the late 1990s, as of this writing a rapidly fading memory, seems in retrospect a nostalgically innocent cultural expression compared with the pornographically eroticized pop idols served up to today's preadolescents.

Inheritance is best at coding extensions based on direct customization (like our Manager specialization of Person). Composition is well suited to scenarios where multiple objects are aggregated into a whole and directed by a controller layer class. Inheritance passes calls up to reuse, and composition passes down to delegate.

While I struggled with the menu, a handsome middle-aged guy from a nearby table came over to help. "You like sashimi? Cooked fish? Sushi?" he asked. His English was excellent. He was originally from Okinawa, he said, and a member of Rotary International. I know nothing about the Rotarians except that it's a service organization; helping befuddled foreigners order food in bars must fall within its definition of charitable service. Our service-oriented neighbor helped us order pressed sweetfish sushi, kisu fish tempura, and butter-sauteed scallops. Dredging up a vague Oishinbo memory, I also ordered broiled sweetfish, a seasonal delicacy said to taste vaguely of melon. While we started in on our sushi, our waitress- the kind of harried diner waitress who would call customers "hon" in an American restaurant- delivered a huge, beautiful steamed flounder with soy sauce, mirin, and chunks of creamy tofu. "From that guy," she said, indicating the Rotarian samaritan. We retaliated with a large bottle of beer for him and his friend (the friend came over to thank us, with much bowing). What would happen at your neighborhood bar if a couple of confused foreigners came in with a child and didn't even know how to order a drink? Would someone send them a free fish? I should add that it's not exactly common to bring children to an izakaya, but it's not frowned upon, either; also, not every izakaya is equally welcoming. Some, I have heard, are more clubby and are skeptical of nonregulars, whatever their nationality. But I didn't encounter any places like that. Oh, how was the food? So much of the seafood we eat in the U.S., even in Seattle, is previously frozen, slightly past its prime, or both. All of the seafood at our local izakaya was jump-up-and-bite-you fresh. This was most obvious in the flounder and the scallops. A mild fish, steamed, lightly seasoned, and served with tofu does not sound like a recipe for memorable eating, but it was. The butter-sauteed scallops, meanwhile, would have been at home at a New England seaside shack. They were served with a lettuce and tomato salad and a dollop of mayo. The shellfish were cooked and seasoned perfectly. I've never had a better scallop.

TripAdvisor has always been a top-funnel platform, not a bottom-funnel one. Now, thanks to a new feed-oriented design, fresh content from over a thousand influencers and Facebook integration, it (finally) takes a step back in the customer journey: no longer a OTA / metasearch engine /review site hybrid, therefore, but an inspirational site for curious travelers

enablers I know: results-oriented high achievers. They have real experience working with customers, communities, and constituents. They are practical. They are hardworking. They always have an appetite to make things better. They have a diverse set of jobs in their career that can be tied together with an enablement theme. They are great storytellers. They are mentors. They are technical. They are not afraid to roll up their sleeves and do hard work. They work many thankless hours. Q is all of the above and an inspiration to us all. How do we find and develop more people like Q in corporations? How do we make sure that every team, every department, and every company has their quota of enablers met? If we agree that having more enablers in our businesses will yield great results and build culture, then the next step is to recruit, develop, and mentor more enabler leaders.

How you orient your customer with your business once they say “yes” is a customer journey touch point that is often overlooked, but shouldn’t be.

We’ll see one use case for __new__ when we study metaclasses in Chapter 40; though rare, it is sometimes also used to customize creation of instances of immutable types.

This is what happened when I cofounded LinkedIn. The key business model innovations for LinkedIn, including the two-way nature of the relationships and filling professionals’ need for a business-oriented online identity, didn’t just happen organically. They were the result of much thought and reflection, and I drew on the experiences I had when founding SocialNet, one of the first online social networks, nearly a decade before the creation of LinkedIn. But life isn’t always so neat. Many companies, even famous and successful ones, have to develop their business model innovation after they have already commenced operations. PayPal didn’t have a business model when it began operations (I was a key member of the PayPal executive team). We were growing exponentially, at 5 percent per day, and we were losing money on every single transaction we processed. The funny thing is that some of our critics called us insane for paying customers bonuses to refer their friends. Those referral bonuses were actually brilliant, because their cost was so much lower than the standard cost of acquiring new financial services customers via advertising. (We’ll discuss the power and importance of this kind of viral marketing later on.) The insanity, in fact, was that we were allowing our users to accept credit card payments, sticking PayPal with the cost of paying 3 percent of each transaction to the credit card processors, while charging our users nothing. I remember once telling my old college friend and PayPal cofounder/ CEO Peter Thiel, “Peter, if you and I were standing on the roof of our office and throwing stacks of hundred-dollar bills off the edge as fast as our arms could go, we still wouldn’t be losing money as quickly as we are right now.” We ended up solving the problem by charging businesses to accept payments, much as the credit card processors did, but funding those payments using automated clearinghouse (ACH) bank transactions, which cost a fraction of the charges associated with the credit card networks. But if we had waited until we had solved this problem before blitzscaling, I suspect we wouldn’t have become the market leader.

A customer oriented realtor not only finds you a good home, he also finds you a good neighborhood.

custom is the natural selection of those modes of action that have been found most convenient in the experience of the group.

Broadly speaking, to acheive DevOps outcomes, we need to reduce the effects of functional orientation ("optimizing for cost") and enable market orientation ("optimizing for speed") so we can have many small teams working safely and independently, quickly delivering value to the customer

Gud Mould Industry Co., Ltd. is a professional manufacturer of plastic injection moulds and die-casting moulds. Founded in 2007, Gud Mould Industry Co., Ltd. covers an area of 7000 square meters and has more than 100 experienced staffs, of which more than 30 with years of experience in plastic engineering and die-casting. To meet customers' higher requirements for product quality and greater demand for mould production, we constantly introduce advanced equipment, technology and talents at home and abroad to enhance our production means and technical support, constantly expand processing area to increase our production capacity. At present, Gud Mould has a large number of international advanced CNC machining centers, EDM, WEDM, milling machines, tool grinders and other precision die and mould processing equipment; imported spectrometers, metallographic analyzers, water capacity detectors, coordinate detectors, gauges and other international advanced detection equipment and instruments. Gud Mould's die design and production all realize computerization, apply International advanced AutoCAD, Pro/E, UG, Cimatron, MASTERCAM, etc. File of IGS, DXF, STP, PORASLD and so on are acceptable here. After receiving drawings and data from customers, engineers of Gud Mould design and program first. Manufacture, produce and inspect them strictly according to the drawings of mould engineering. All manufacturing processes realize digitalization of drawings, so as to ensure stability of high precision and high quality of dies. All materials of die are made of high quality steel and precision standard die base, which ensures service performance and life of die. In line with principle of customer first, we provide the best quality, delivery date, quality service and reasonable price, absolutely guarantee interests of customers, and provide confidentiality commitment to all technical information of customers. Gud Mould Industry Co., Ltd. has always adhered to business philosophy of "people-oriented, quality first", and has been making progress and developing steadily. Although Gud Mould is medium-sized, it has been recognized by well-known domestic enterprises such as Chang'an, Changfei, Hafei, Lifan, Ford in China, and has established a good reputation among domestic customers. In 2018, we set up overseas department, which mainly develops overseas markets. We sincerely welcome you to visit our company and expand your business!

Still, object embedding, and design patterns based upon it, can be a very good fit when embedded objects require more limited interaction with the container than direct customization implies.

Just as we grow to understand the purpose of customs that seemed pointless to us in our youth,

product‐driven marketing (1.0) to customer‐oriented marketing (2.0) to human‐centric marketing (3.0).