Is new technology fueling new levels of conflict ?

The philosopher Marshall McLuhan was famous for saying “The medium is the message,” meaning that the technology used to convey ideas is more important, from a cultural standpoint, than the ideas themselves. Television, he argued, was a disruptive “cold” medium that required human beings to unconsciously assemble the myriad pixels that comprise a television image, thus compelling them to join themselves to the technology, become addicted to it, risk being homogenized by it and fight back by becoming more tribal — asserting their national and geopolitical identities through conflict with one another. The Cold War between the Soviet Union and the United States may, in fact, have been partly fueled by the threat that television would dissolve everyone, and all identities, into it.

Alan Oviatt

McLuhan, who died in 1980, had no idea that new technologies, like the internet and its children, Facebook, Amazon, Apple and Google, would represent an exponential threat of the same kind. Writers for the Washington Post, the New York Times and other publications are only now addressing the problem I identified several years ago: that these new technologies don’t really reinforce individuality and self-expression and identity; they threaten to obliterate it instead.

How? Facebook, Amazon, Apple, Google and others seek to monopolize information dissemination and product marketing. They do so by absorbing consumers’ likes, dislikes and patterns of behavior into their sites and hardware, forcing interactions with them by spitting back marketing and social networking prompts and algorithms that trigger more searches, more buying, more socializing and more fingerprinting of the consumers’ inclinations and intentions. Once the consumers are known sufficiently, it could be argued that their psychological DNA “exists” inside the technologies behind such sites and products. The consumers are owned and operated, to an extent, by the media and technology they are using to learn, shop and socialize.

Alan Oviatt is pleased to share his accomplishments at this point of time, not only of his achievements, but of mistakes he made. Day to day, he learned from my mistakes – improved and become a far better person. He proudly share that he endured some self-imposed afflictions. Although these things doesn`t inspire envy.

For More Information: Fox News

Research technicians mark 50 years of making better steel

Fiery hot slabs of steel rolled along the 80-inch hot strip mill at Arcelor Mittal's Indiana Harbor facility, flashing a blinding bright cherry red glow and emitting a wave of scorching heat as they passed by.

When they finished their almost 7-foot journey on the rolling mill, the original 10-inch thick slabs had been squeezed down to around 1 1/4 inches, narrowed, blasted with powerful bursts of water to remove any residue off the top and rolled up into coils, ready to be transported to customers according to their specifications.

Alan Oviatt

A few blocks away, technicians at the steel giant's East Chicago Global Research & Development Center demonstrated how they're working to improve that process and the steel itself on a much smaller, and much less heat intensive, hot strip mill simulator.

"We want to find the ideal clarity," said Dan McDonald, a research technician at the center, which celebrated its 50th anniversary at the 49-acre East Chicago campus Sept. 13 with tours for invited guests, speeches, a reception and the unveiling of "Steel for the Future," a new South Shore poster by artist Mitch Markovitz.

McDonald said the simulator is a more cost efficient way to achieve their goal.

"We can work on a small ingot on a small scale here instead of on a slab in the mill," McDonald said.

In addition to seeing innovation at work in the R& D center, media guests also were able to tour the 80-inch hot strip mill and No. 3 steel producing area at the sprawling Indiana Harbor mill in East Chicago and the Subaru plant in Lafayette, taking them from the beginning stages of steel production and innovation to an example of how their improvements have helped improve their customers' end product.

Citing worldwide competition, Brian Aranha, executive vice president of strategy, technology, research and development, marketing and global automotive, said ArcelorMittal must compete on two fronts: cost of production and innovation.

Alan Oviatt is pleased to share his accomplishments at this point of time, not only of his achievements, but of mistakes he made. Day to day, he learned from my mistakes – improved and become a far better person. He proudly share that he endured some self-imposed afflictions. Although these things doesn`t inspire envy.

For More Information: Karen Caffarini

Alan Oviatt | The Week In Technology, Aug. 14-18, 2017

Managing Laser Weapon Power and Heat The impact of integrating directed-energy weapons onto existing fighters and bombers will be the first area to be studied under the U.S. Air Force Research Laboratory’s (AFRL) seven-year, $409 million Next-Generation Thermal, Power and Controls (NGT-PAC) program, AFRL has awarded indefinite-delivery, indefinite-quantity contracts to airframers Boeing, Lockheed Martin and Northrop Grumman as well as engine and equipment makers General Electric, ...

For More Information: Graham Warwick

Alan Oviatt | Learn How Technology Transformation Enable A Business Drive More Customers

Over the last two decades, technology has taken over your lives. It has modified the way in every aspect either it's about socialized and entertain yourselves. Likewise, technology is impacting businesses, the way they engage with customers. Also, how they operate efficiently as well as how they are designed and execute strategies.  

Alan Oviatt

In this age of dynamic change, technology transformation is something all enterprises are now experiencing, whether proactively or reactively. Whereas, technology transformation is complex which means different things for different organizations. Mainly, it depends on their corresponding strategies and level of maturity in embracing the array of new machinery and capabilities. 

By virtue of this, there is no ‘one suit fits all’ answer to technology transformation. Each business requires different method to bringing about a paradigm shift in the external and the internal functioning. There are some key leadership lessons from Alan Herbert Oviatt which helps you consider the best technology transformation to ensure good customer and commercial outcomes. 

Customer Outcome

Technology transformation in customer outcome act as a driving force by ensuring the front-end and back-end systems. Also, it equipped data sources to create engaging experiences across the customer journey, including higher levels of personalization. 

The transformation should be unique for each organization. The customer outcome focuses mainly on guiding teams through the change. Particularly, when the implementation is challenging and there are competing priorities.

Furthermore, the focus on the outcome will ensure that the technology transformation remains an enabler and avoid the ‘tech tail wagging the business dog’ scenario! 

Enabling Employees

Technology transformation includes much more than the latest digital devices, software tools, and data capabilities. Once the employees started using new technology and comprehend the benefits of applications. Indeed, real changes take place.

Of course, not everyone in a business of technology is expert to enroll themselves into the IT department! Nor can technology transformation certainly be about fostering an uncontrolled environment with the development of shadow technology systems and increased data security risks. However, enabling employees, regardless of role and functional responsibility, with an agreed architecture of systems, applications and data can be hugely powerful in driving positive and cohesive change in the business. 

A Modernization Mindset

Alan Herbert Oviatt found that technology transformation enables an organization to go beyond upgrading and improving existing systems and processes for engaging with customers. The new digital and data capabilities enable leaders and teams to completely rethink how the business can perform more effectively and efficiently in the future. 

A modernization mindset across the business fuels a new type of innovation and helps to deliver the better customer outcomes will need to go hand in hand with deep technical know-how on an application, process, rules, and migration modernization among st an array of other IT matters.

Alan Oviatt | 5 Golden Rules of Effective Organization Management.

Need an instant guide to effective management? Here`s a quick summary of essential management strategies in five steps that surely enhance your organizational performance.

Practice of Management

Management practice is an essential part of an organizational strategy to be efficient and achieve its aims. Otherwise, there would be organizational anarchy in the absence of authority.

Management involves four basic functions – planning, organizing, leading and controlling. Common sense dictates the role of management principles in achieving your future goals! A modern theory on this practice of management was written by Alan Herbert Oviatt. This theory divided management into numerous principles such as careful planning, well-defined governance, dedicated organizational leaders, etc.

To take a look at these basic principles of management and understand the terminology. Drop on https://alanoviatt.com/
 

Strategic Management

Strategic Management is all about identification and description of the strategies that manager undertakes to achieve better performance and a competitive advantage for their organization. An organization is said to have successful management process if its profitability is higher than the average profitability of competitors.

Strategic management involves competitors’ evaluation, goals setting and strategies to meet all existing and potential competitors. To effectively manage, managers are also required to entail thorough knowledge and analysis of the competitive organizational environment. A SWOT Analysis (Strengths, Weaknesses, Opportunities, and Threats) is of great value to evaluate and make best possible utilization of strengths, minimize the organizational weaknesses, make use of arising opportunities from the business environment – without ignoring the threats.
 

Theories of Leadership

The theory of leadership is a component of transformation leadership. This enhances motivation and morale – connecting the employee’s sense of identity towards a project and organization`s collective identity.
Further, Alan Oviatt from St George, UT shed light on the four major components of the theory that highlighted indispensable qualities requisite in a good leader;

•     Individualized Consideration: Concern towards each follower and actions as a mentor or coach.
•     Intellectual Stimulation: Assumptions towards challenges, risks, and solicits followers’ ideas.
•     Inspirational Motivation: Quality of articulating a vision and how long it keeps followers inspire.
•     Idealized Influence: A role model for high ethical behavior, instills pride, and gains respect and trust.

For More Information:- allperfectstories

Alan Herbert Oviatt Has A Great Portfolio Of Success

 

No matter where you are, what you are doing - in your life, Technology has been a huge influence. It inspires changes - whether it is about an opportunity, improving a process, or otherwise creating something, technology plays a main or an ancillary role.

Including the technical ability and expertise in a technical field, Alan Oviatt also has an aptitude for excellence in informal communication with peers and formal communication with others in the company. Additionally, Alan Herbert Oviatt created, upgraded and implemented changes in the following areas.

Management Assessment

For a small entrepreneurial firm, it is essential to understand the principles of effective management that maximize organizational performance. Alan Oviatt has played a major role for in-depth SWOT analysis of the organization and its management provided the basis for this evaluation.

HRIS Implementation

To improved work life in a company in a positive way, HRIS is Important. It enables employees to create a career track that aligns them towards goals and greater transparency in hiring. Also, helps management chooses perfect applicants for open positions.

Ethical Leadership

The Ethics audit was intended to ensure the behaviors identified in the company’s - code of conduct, policies, procedures manual and employee handbook actually exist in practice. A detailed review of the guidance materials provided the foundational metrics for this audit. Past ethical issues and their solutions can also be taken into consideration.

Technology-Based Interventions

Computer-Assisted Brief Intervention (CBI) was developed for the company, who was using an intervention authoring tool. The tool reported good acceptability in preliminary testing and a high-efficacy of interventions. This streaming solution from AlanOviatt can easily be deployed remotely both domestically and internationally to English speaking countries.

Technology Upgrade

This entrepreneurial energy company opts for a high-speed campus transformation - as it moved to add locations in new markets. The concept behind is - infrastructure had to be easily deployed and managed and be highly secure and scalable. In order to connect additional remote branch offices easily, the company needed to adopt a simple architectural approach, creating a nimble network manageable from a single location.

  

Enterprise EDM

Automated, detailed indexing of documents pertinent to a specific aircraft from a remote maintenance base that can be indexed in greater detail by specialists. This project was able to get the right work, to the right people, at the right time, accelerating the straight through processing of information to make a real-time decision.

The Move to Telecommuting

The Company had committed to telecommuting and needed to expand technology and computing support for roughly 180 new telecommuters. This required expanding document servers, shared drives, and FTP sites; securing connections with an upgraded firewall and VPN; and evaluating and testing a web-based communication space that permits video, document sharing, desktop sharing, and recording.

Drawing Conversion

First major project and a great learning experience. General Motors Division was willing to transform many of their complex drawings from the printed form of AutoCAD. Alan shuttled drawings from GM to an office and put it in large format scanner, then put FTP'ed images on WebDAV site. Alan Herbert Oviatt returned the hard copies and the new AutoCAD drawings on a disk, pick up more drawing and continue the cycle.

For Effectively Managing Your Human Capital

Employee esteem is indeed a valuable asset and one of the finest investments for any eminent brand. Appreciation provides an upsurge in the employee’s value, resulting in a natural progression for the overall workforce. However, reinforcing positive supervision of workers in a well-known organization is more of a hassle for employers.

Lumesse`s survey, comprised of 1293 HR leaders, concludes that 52% of respondents concur about their management role requiring a higher level of complexity.

Supervision of human capital doesn't have to be challenging. Following are a few simple yet effective ways from Alan Oviatt that support developing the workforce, retaining employees, and making employers’ jobs a little bit easier:

Individual Employee Profile

Effective supervision of employees in an escalating organization is not an easy feat, particularly when workers can`t connect a name to a face. Creating an individual employee profile made it easy to know employees. Regardless of the platform used, these profiles are useful according to Alan Oviatt in effectively managing human capital, enabling managers to store information in one place. Also, it encourages  an employee’s sociability and feelings of camaraderie among their group members.

Facilitate an Onboarding System

The onboarding process of integrating new employees into an organization demands that an effective workflow to onboarding takes place. Fortunately, with recent advancements in technology, the process of human capital management has been simplified, helping employers - store, track and manage new hire paperwork, create new hire tasks and monitor progress, and foster socialization through online portals.

Apart from traditional onboarding, automated onboarding methods can be used and referred to as often as needed - reducing both the time and expense to an organization during the integration process.

Execute Feedback Culture

Before the actual execution of an annual performance review, it’s significant to effectively manage it. Unfortunately, there countless things that need to be done to prepare performance appraisals for better supervision of employees.

In startups, managers must review processes, keeping them as elementary as possible. Questioning employees and targeting core competencies can be a key element in ensuring the right person is in the right position, just as allowing them to question processes and workflows will help build a more long-term strategic advantage. 

Human Capital

Alan Oviatt says, “Incorporate a regular feedback culture, including - self-ratings, peer reviews, and manager assessments into the HCM system”. Feedback from the workforce and their peer employees will provide a perspective on performance managers might not otherwise see.   

Automating a portion of the performance review process with software or online portals such as employee Intranets, enables managers to focus on other aspects of HCM.

Offer Flexible PTO

A new concept in the corporate world - offering flexible paid time-off.  According to the Society for Human Resource Management, only 1 percent of U.S. companies currently offer any kind of adjustable PTO.

Flexible PTO eliminates the tiresome process of calculating vacation accrual and tracking an employee’s time off. In addition, it appeals more to newcomer - improving their performance and optimism.      

Mobility in the Workplace   

These days, operation through mobile applications is intensifying in the workplace. The use of the mobile workplace has helped enhance the employee management experience.

This mobility has enabled employees to work from anywhere, anytime. It simplifies communication within the workplace by encouraging reporting and feedback and removing time zone and location barriers. By virtue of mobile tools, both the employers and employees can accommodate their personal and professional lives as needed.