ChinaTel News

ChinaTel Group have dedicated to investing close to 21 million dollars in 34,000 kilometers of fiber optic cable network enhancing connection speed and reach for its affiliate clients. The package involves 51% purchasing in a Fiber Optic Cable Venture.

Network Speed

When confronted with speed and network scalability the level of connectivity method plays big part and we are experiencing a trend to migrate to 40 and 100G with OM3 and OM4 connectivity. This will not only increase reliability of upcoming networks but in addition will enable speedy growth and improved data routing administration. Around the globe data centers can only benefit from implementation of practical network solutions and recently available NEC modifications white paper has provided insight on the near future of technology development and directions.

More On Fiber Optics

Mainly because demand for new fiber optic cabling is fast growing Draka, a main fiber optics cable supplier has announced an opening of a massive warehousing center in Los Angeles area. This facility will serve as main distribution hub of fiber optics wiring for the west region of the US.

Fiber optics networks allow faster communications and immediate high volume of data distribution allowing news channels immediately broadcasting HD video from numerous locations. Many see the usage of modern fiber networks as the future of communications because of considerably reduced cost of transferring video and sound through these networks. It also removes the need for extra equipment and hookup installation. This technology is called CopperHead and it will allow for a single truck to broadcast highest quality video and sound instantly from any area and air live.

Here’s how it functions. A 10/100 Ethernet from the truck connects with the light-weight fiber optic cabling linked to a specialized camera which allows HD stream to be directly routed to the newsroom right away. This is what the key engineer of CopperHead had to state about his new brain child: “Never before has it been so easy or so cost-effective for stations to cover the news in HD without the distance limitations, weight or worry of copper cable. With this system, robust and reliable fiber-optic connectivity is now practical and affordable for news gathering at stations of all sizes and budgets.”

Broadcast Anywhere

Essentially, the instant you access your target location you can broadcast highest quality live feed from any place. This raises the question of how many furnished trucks at some point news corporations are going to buy. It may be that in a highly competitive news industry the winner will probably have most and fastest trucks. Possibilities are mind boggling. With a rapid surge in the variety of specialized TV programs and internet TV outlets now broadcasting live can become incredibly targeted with increased various topics and niche categories. As a result it can and will not just affect the news broadcasting but also worldwide video information distribution.

Many companies exploit RF based connectivity solutions which has matured since its inception and now quite a lot of RFID network systems are integrating into internet networks turning it into extremely cost effective and beneficial solution to inventory control.

Cable Technology

A latest burial designation cable is designed by US Wire & Cable. A latest shielding design offers defense against ozone, sun, direct heat, abrasion and is based on ethylene propylene rubber insulation and chlorinated polyethylene jacked. The conductivity is provided by 7 strand copper conductor. This may be a hot product since it is a first PV wire of UL 4703 modification, in addition to UL VW-1, UL 44, UL 4703 and RHH or RHW-2.

Draka Communications not too long ago developed a new kind of hybrid multi-purpose interior cable which makes it possible for CATV, data and voice connectivity. This offers substantial savings in terms of installation, material costs in addition to building wiring planning because it provides easy plug-and-play connection. This is a new take on further possibilities of what is known “smart-home” building business allowing remarkable home automation features to general public.

Global Cable Manufacturing

Worldwide logistics and supply chain of cable assembly manufacturing is going through change in relation to outsourcing and material acquisition. Most of the OEM cables are being outsourced from China and India. Worldwide cable manufacturing material cost is never stand still which commonly play a significant role on price of the custom cables. Many businesses are trying to find reliable and knowledgeable cable manufacturing sources and it has turned into a priority of establishing efficient procurement protocol. Even though some companies deal with intermediaries who provide all the functions related to engineering, manufacturing, logistics and delivery, many established immediate contacts with prominent cable manufacturers in China. Global outsourcing is not exclusive to big players any longer; wise producers find ways to obtain reputable cabling partners world-wide too. 

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It can be hard sometimes to find kids wide soccer shoes at a typical retail store. This signifies that you may possibly have to do a little research to find the right shoe for your child. You need to be sure that you are getting a shoe that is of good quality as well as one that is going to be able to hold up for the season.

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It is easy to use these when making descriptions for pictures, or in headings. Doing so can generate the site far more attractive to the guests and easier to read for look engine spiders. You could always use labels in the title, paragraphs and on all photographs on the site.

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It was easier! Training Needs Analysis cross referenced with company goals and possibly succession planning would give you most of what you need to formulate a people improvement strategy.

Now however, the way organizations function and interact have changed. As the world gets smaller through technology our firms become Cross Cultural, multinational and sometimes virtual. Speed and competency are no longer luxuries, they are crucial! The competition is fast and new products and services are becoming more creative , and we must move past Keeping Up, we must excel .

We are enormously affectedby the Competence or Incompetence of our peers and employees. Our ability to cope with modern business weighs heavily on our human mind because when others do not perform, cooperate, or support us, WE are filled with stress as it is OUR jobs and OUR success that is affected .

The traditional way of dealing with this has been Training without connection to Organizational Culture . We would send those people out to be “fixed” so our jobs could be made easier by fashioning them more competent. We determined what required to be fixed with Training Needs Analysis and Organizational Goals.

When we developed their soft skills, we invited them to be Team Players, More Cooperative, Better Service Providers, More Effective Sales People or Marketers, Better Leaders or Managers . We wanted them to be more Effective and Productive in their work, to affect people in an empowering way to reach even higher loyalty and efficiency objectives .

So what did we do?

We sent them for training, 2 days here, 2 days there;they got a few ideas here and there – some learned to provide good service and then to manage that service, others learned to be more effective and then to lead others to do the same, most workshops disconnected from the one before and providing knowledge without consideration of the elemental goal….

Is this Really Organizational Development?

…To develop a cohesive, cooperative, passionate company that dealt with problems in an intelligent and powerful way and moves forward at ultra-competitive speeds. In other words, positive and sustainable organizational change

So how do you arrive at this?

First, there are 7 questions you must ask about your current organizational development strategies.

    How much of the soft skills learned in training is applied?
    Of those applied, how long does it last?
    Is the key knowledge reinforced through the employee’s job?
    Is there a commondenominator in all your soft skills training where all employees can relate to each other regardless of their department or function?
    Is your current training intimately tied to your organizational vision?
    For each person who gets training, how many others are positively affected when they return?
    Is the time employees spend in training recovered in productivity, creativity or less wastage of resources?

If you are like most organizations in reference to training, the answers to these queries would be less than satisfactory . Here is how most people have answered:

    Only keep about 20% of learnings
    Usually lasts for a a few weeks leaving a yield of less than 6% of soft skills applied
    Difficult to get senior management to participate, so reinforcement is minimal
    Multiple methodologies and ideas create a scattered and divided organizational perspective
    Don’t know how
    No particular structure in place to share learning
    Training ROI difficult to calculate

But there is a solution!

First: Start with a common vision. This is not a management vision or even an organizational vision. It is a vision how your organization and people can prosper by working collectively and being more competent – it is a vision of an ideal working environment, a vision for the people.

Now ask:

    What is your ideal working environment ?
    What are the key barriers preventing this ideal working environment ?
    What must employees “Become” in order to break these barriers?
    What structures or policies are in place that are strengthening these barriers?
    What is everyone complaining about the workplace (other than money)?

By having a clear Big Picture of your company’s ideal working environment, it becomes easier to organize a strategy to achieve it. And Training is only one component , the key lies in the Group Dynamics.

So, the next question should be: “How do you get everybody to have that same vision?”

The answer may not really surprise you, but they already have it. Don’t believe me? Ask around, you will see that the answers are directly related to the emotions of what you and they are NOT GETTING at your work!

So if everyone has the same vision, why can’t they achieve it?

…Because the process gets in the way of the objective .

Everybody has a different “right way” to do things which creates frustration, and minimizes the motivation for cooperation.

Second: Get your people using a Common methodology that will help them to be aware of psychology behind the group dynamics. The awareness of what is preventing the organization from creating that ideal work environment can be discovered by the Directive Communication™ methodology.

Why a common methodology? If the individual can see their affect on the Organizational Dynamics , the group can collectively address those dynamics . And, if there is a common language to easily communicate the diverse  “unmentionables” that usually get unfavorable reactions, then you are setting a basis for an ideal environment and that common vision.

What are the benefits a psychology based common training methodology and language?

    Common methods across soft skill disciplines help communication, cooperation and effective interaction .
        People know more about each other’s work processes
        quicker, easier communication
        People can relate to other departments work better
        Use of common language provides consistent reinforcement of what they have already learned which leads to superior implementation of multiple applications
        The DC psychology foundations (or other) affect group dynamics – team cooperation is a byproduct of learning
        Affects corporate culture to sculpt a more fulfilling and less stressful work culture

But how do you get a common methodology into multi-cultural groups, multiple objectives , and soft skill competence throughout your organization?  And more importantly, how do you get the staff to WANT IT?

Third: Before any training starts, there are 5 foundations that should be set and integrated into the training system to maximize the full effect of training and creating this ideal work environment that will yield a more passionate organizational culture. These are:

    Know your people , set the mechanism to identify how your people Interpret the world around them, their current aptitudes and motivations, and what gaps exist in their perceptions of their coworkers. See:  www.ColoredBrain.com and www.humandrive.net
    Set the structure for measuring progress of the individuals as well as the organization
    Tools that use and reinforce what people have learned must be incorporated into SOPs for meetings, management coaching, or brainstorming sessions.
    The training content ether recorded or in a multimedia format so everybody can get it
    The selection and placement process set up to incorporate elements of the methodology and the organizational development objectives including cultural and motivational fit

Fourth: You must have multiple training platformsflexable enough to include an entire group. The different employees and functions will have different time issues, location constraints and budget allocations, yet are but be involved to maximize total effectiveness.

Based on industry best practices, here is what works and why you need multiple platforms:

    Short ½ day programs that build on existing knowledge
    Intense “infusion” retreats that extract a person from their usual existence for 3 or more days
    Regular, short online workshops provide consistent reinforcement and application of new skills and competencies
    The base knowledge incorporated into leadership approaches set the foundation for common knowledge and multiple application of knowledge amongst workmates – Immersion
    Trainers with foundational knowledge using a pre-existing training platform – Blended Learning… These trainers would be best suited if the were Credentialed in a Psychology Based  Train the Trainer Workshop

Fifth: You must establish your major players , the people who by popularity or charisma, have the most influence in your groups. These “Key Influencers” will be the people you train first and they will also know they are the base of the program. Why? Because they will create a bigger buy-in and they will help with the training. These people need to know the foundational methodology entirely. They should attend an emersion course, and they will become your internal consultants. After they know the methodology, they will be instrumental to apply the strategies for using the multiple platforms and 5 integrations to distribute it to the rest of the company . By cultivating these internal consultants who are already liked and respected in your people, you will be able to leverage on their influence and gain an organization wide learning environment through direct implementation and blended learning.

Questions to ask to create the Company Wide Learning Environment Strategy with your Key Influencers:

    Which departments have the biggest exposure to the rest of the organization (these should be your priority)
        How much time do they have? (Can a few of them go for intense training, or at least a 2 day program?)
        Are they located in the same city? (Do you need an E-learning platform?)
        Can one or more of your Key Influencers facilitate training with a Blended Learning approach (are they available, can they spend the time?)
        How much Money can you spend?
        What current projects or work can the learning and tools be applied to?
        What is the best way to communicate progress through the incorporated measurement system?
        Which departments will have the fastest implementation (these are next priority)
        How will you encourage access to the media library if there are questions?
        What measures will you incorporate for succession planning and recruitment?

Systematic implementation will eventually engulf the organization in this base methodology with constant learning reinforcement and provide a passionate , team centered and diligent work environment. But what about specific applications like: Management , Customer Service, Sales and Marketing, Financial applications, Change Leadership, Innovation and Creativity, Communication and Branding…

The rest still remains to be discovered in part 2 of this article

This article is based on the Directive Communication psychology based DC360, 5 platforms – 1 Solution Integrated People Development System. For more information on this program and how it can be applied to your organization’s Unique Needs and get Measurable Results, contact: Marcie@directivecommunication.com

By Arthur Carmazzi

www.carmazzi.net
www.directivecommunication.com

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1) Location: One of the first points to consider is if the location is compatible with the community. Is the property zoned for big animal space? The amount of animals are you able to have? How will neighbors react to the project?

2) The Human Resource: You and your family may gain a lot of pleasure from keeping cattle. Children may benefit from the extra obligation and families might be strengthened as they work together. However, the project will need a commitment of energy. Even though cattle are on pasture they need to be observed daily to make certain that they have sufficient feed and water and to assure that they are healthy. Feeding cattle is important

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