Born in East London in 1950, Jody Scheckter earned his first Formula One drive with McLaren as a 22-year-old.Scheckter’s 1979 success was something for Ferrari fans to hold on to, because it would take the famous Italian team with the prancing horse another 21 years before they celebrated producing a world champion again. (Image: Wikipedia)Brand South Africa ReporterAfter 21 years without success, Ferrari finally crowned a Formula One world champion in 2000 when Michael Schumacher won the prestigious title. Ironically, it was thanks to this lack of success that the previous Ferrari champion first became known to the new generation of racing fans. He was South Africa’s Jody Scheckter.Born in East London in 1950, Scheckter earned his first Formula One drive with McLaren as a 22-year-old.In 1972 he enjoyed one Grand Prix drive and in 1973 he certainly made an impact – though not the kind he would have wanted to make. Competing in the British Grand Prix, Scheckter ran wide coming out of a corner and spun back across the track. A huge pile-up followed and the race was stopped with half the field wiped out in the crash.That season Scheckter started five grands prix but failed to register a championship point.Moved to TyrrellThe next year, 1974, Scheckter was signed by Tyrrell following the retirement of three-time world champion Jackie Stewart and the death of driver Francois Cevert at the end of the 1973 season. It proved a good move for the South African and for Tyrrell. Scheckter finished third in the championship, winning the Swedish Grand Prix and the British Grand Prix – a major win for British team Tyrrell.In 1975 Sheckter won once, in front of his home fans, at the South African Grand Prix. He accumulated 20 points for the season and finished in joint seventh place.The following year he drove the unorthodox six-wheeled Tyrrell-Ford Type P-34. Scheckter took the car to its only win in its first outing in Sweden. Nonetheless, the South African ace enjoyed a consistent season and finished third in the world championship standings.Runner-upIn 1977 Scheckter joined the newly founded Wolf team of Austro-Canadian oil millionaire Walter Wolf. Despite the team being newcomers to Formula One, Scheckter performed exceptionally. He won the Canadian, Monaco and Argentinian Grands Prix and finished runner-up in the championship to the great Austrian Niki Lauda.1978 was not as successful a year for Scheckter. He failed to win a race and scored 24 points to tie for seventh in the championship.World championScheckter joined Ferrari for the 1979 season and things went much better for the South African. He won in Italy, Monaco and Belgium and was crowned world champion.He raced one more season in 1980, but did not have a good year and retired. During his career he took part in 113 grands prix, won 10 of them, finished second 14 times and third 10 times.His 1979 success was something for Ferrari fans to hold on to, because it would take the famous Italian team with the prancing horse another 21 years before they celebrated producing a world champion again.Would you like to use this article in your publication or on your website? See Using Brand South Africa material.
11 September 2013Zimbabwe handed a mostly South African-based Bafana Bafana a 2-1 beating in an international friendly at Orlando Stadium in Soweto on Tuesday evening.In fact, 18 of the players on the pitch at the start of the contest ply their trade in the Premier Soccer League (PSL). Goalkeeper Darren Keet was the only South African who plays his football outside of the country.CHANThe line-up revealed, perhaps, some of coach Gordon Igesund’s thinking ahead of next year’s African Nations Championships (CHAN), which take place in South Africa from 11 January to 1 February.The event will feature national teams made up of only home-based players. In the Zimbabwean match, however, Igesund was unable to select any players from Orlando Pirates, who were not considered because of club commitments.Perhaps, with the Buccaneers’ players playing in their backyard, the result might have been different, but Zimbabwe were full value for their victory.Scoring chanceThe Warriors took the game to Bafana Bafana and created a scoring chance in the very first minute, but Kaizer Chiefs striker Knowledge Musona fired high over the bar.Keet was then called on to deny Kingston Nkhatha by racing off his line to deny the Amakhosi’s man run onto a long ball.Khama Billiat enjoyed a fine game and was a constant thorn in the home team’s side. He came close with a long range effort, but was just off target.After good build-up play, Bernard Parker had a chance for Bafana Bafana 10 minutes from the break, but the Zimbabwean defence scrambled and conceded a corner.Reneilwe Letsholonyane then put in a good run, but the linesman blew the call and flagged him for being offsides.LeadFive minutes into the second half, the Warriors took the lead from a corner. After bringing the ball down smartly off his chest, Musona blasted the ball past Keet, with a powerful left-footed volley that left the goalkeeper helpless.Billiat posed another question when he tried to set Nkhatha up, but Keet was aware of the danger and came out quickly to snuff it out.Parker might have levelled for South Africa, but his header was off target, passing to the right of Washington Arubi’s goal.Tsepo Masilela narrowly missed out on scoring his first goal for Bafana Bafana in the 74th minute, but his shot frustratingly passed just over the bar.Wrong callZimbabwe should have taken a 2-0 lead 10 minutes from time, but Musona was blown up for being offside. Replays suggested the linesman got it wrong again.The match passed into time added on and four minutes after the regulation 90 Cuthbert Malajila put the Warriors two goals ahead after being set up by Nkhata, whose work left the Sundowns’ man needing only a tap-in to score.Parker snatched a late consolation goal for South Africa with a shot from distance, but there was no time left to find a second goal and Zimbabwe claimed the spoils 2-1.
Like any other profession, there are plenty of HR horror stories out there – from the “Why We Hate HR” to “It’s Time to ‘Blow Up’ HR”. That being said, human resources plays an important role in the organization. It’s often the “go-to” place for employees and, as such, they need to feel comfortable coming to HR. Here’s an example:An employee was recently accused of harassing and bullying by someone with anxiety. The accuser kept a log over 8 months and never said anything to the employee. The employee said when HR met with them, they never listened to their side of the story. Now, the accused employee has anxiety and depression. They’re having a hard time working because they were told that they need to hold themselves to a different standard because the accuser has anxiety.The employee feels targeted and feels they can’t turn to HR because they didn’t listen or care during the first interaction.Obviously, we’re only hearing one side of the story. So it’s hard to resolve the situation, but there are a few things we can discuss about HR, credibility, and investigations. So, I asked employment attorney Heather Bussing if she would share her expertise and, thankfully, she said yes!Heather BussingPlease remember that Heather’s comments should not be construed as legal advice or as pertaining to any specific factual situations. If you have detailed questions, they should be addressed directly with your friendly neighborhood labor attorney.Heather, one of the first things that struck me about this story is that the employee knew their accuser has anxiety. We don’t know how they learned that piece of information. Is an employee having anxiety something HR should know and/or share with others?[Bussing] If the anxiety rises to the level of being a disability under the Americans with Disabilities Act (ADA) or requires leave under the Family and Medical Leave Act (FMLA), it would make sense that HR knows about the condition because the employee would have disclosed it when she asked for leave or accommodation. The employee may also have simply told HR in the course of making the bullying complaint.As for HR sharing with others, it is important not to disclose medical information about employees to anyone who does not need to know it. Confidentiality is sometimes required by the Health Insurance Portability and Accountability Act (HIPAA), although most employers have very limited, if any, coverage under HIPAA. Mostly, it has to do with privacy, trust, and not promoting gossip or speculation about people, taking leave, or changing jobs. It is simply in everyone’s best interest, particularly HR’s, to keep employee health information confidential as much as possible.When dealing with leave issues or even an investigation of a complaint, it is best to keep any discussion of medical information general. Discuss it as a ‘personal issue’ or ‘health issue’ rather than a specific medical condition. Digital versions of medical reports for ADA, workers’ compensation, or FMLA, should be password protected or encrypted. Lock up any hard copies.How a company should accommodate someone with anxiety gets very tricky because there is simply no way to make someone with anxiety feel safe or comfortable all the time. (If there were, I would sign up immediately.)My sense (guess) in this case, is that the employee with anxiety has identified with her diagnosis and spends some time and energy letting other people know. If so, she probably told both the other employee and HR. When that happens, the information is no longer confidential. But HR should continue not to discuss it except with people who need to know regarding any investigation, leave, or other accommodation.The employee feels that, in the initial meeting with HR, they weren’t being heard. Is there anything an employee can do during (or after) the meeting to get their side of the story told?[Bussing] In this situation, it did not seem like she was disciplined or there were any other admonitions except to try to be nice. So, it would be good for her to take this into account when considering whether or not she was heard or believed. If HR truly believed the person complaining, there would likely have been a stronger response. Bullying is not okay. So my take is that HR is taking both sides with a grain of salt.Yet, not feeling heard when there is a claim or dispute is a common issue. Sometimes it is because HR believed the first story they heard or have some other (reasonable or unreasonable) bias toward the other employee. Sometimes, it has more to do with the employee’s feelings and impression because HR did not agree with her completely.Either way, it is a difficult position. If the employee goes over HR’s head, it will create more drama and almost always upsets HR, which can make things more difficult for the employee down the line.So I usually advise sitting down and writing out what she wants HR to know and understand. Then get someone who has some objectivity and who will tell her the truth to look at it and see where it needs clarity or toning down. Employment lawyers are good at this and may even do it as part of an initial consult.She should explain in the memo that she left the meeting not sure whether she was clear in explaining what happened and wanted to follow up in writing to make sure HR understood. If there is a decision she wants modified or clarified, ask for that specifically. The important thing is to stick to the facts and make the memo as clear and reasonable as possible. If all she wants is to be heard, this would create a clear record.If there is something specific that she wants, always start with HR and only go beyond that (either to a higher level internally or making a legal claim) after discussing it, putting it in writing, and if applicable, following grievance or other policies.Don’t assume that just because things did not go your way, that you were not heard or understood. Many HR decisions are about finding balance and compromise when there are competing stories. If you need your way, all the way, all the time, it may not be HR that is the trouble.The employee feels that this incident has caused them to experience anxiety and depression that is having an impact on their work. Do they need to inform the company that they need a work accommodation? Why or why not?[Bussing] At this point, she may have situational anxiety and depression that could benefit from therapy. She has a choice about whether to get that on her own, request FMLA leave if needed, or make a workers’ compensation claim. The more the employer is involved, the more the employee may be required to reveal information about her therapy or medical treatment and life. So consider it carefully.If the condition becomes chronic and more severe, it may make sense to ask for leave either under the ADA if the condition qualifies, or the FMLA either way.The reality is that just getting entangled in the process of requesting leave or making a claim can exacerbate the anxiety and depression. So she should weigh the options with her doctor or therapist and if it seems like she will need leave, also talk to an employment attorney.Is it fair to tell an employee that they need to hold themselves to a different standard? Isn’t that setting a precedent?[Bussing] The oddest part of this story is the idea of telling an employee to hold themselves to a different standard. What does that mean?I don’t have enough information to understand whether there is manipulation and bullying going both ways. But it appears that there is now a competitive anxiety contest starting. If so, giving either side an advantage by imposing a different standard of conduct or behavior on one side is a really bad idea.In addition, requiring employees to be kind is not a reasonable accommodation. It should be the general standard of conduct for all, even if some people have anxiety and depression.While there can be some tolerance for difficult behavior due to someone’s medical condition, if it is permanent, they may not be qualified to have the job. This is a complex ADA accommodation analysis that is not possible here.But the focus should be on the person with the anxiety and depression, whether she can do the job, and how to get her help. The company should not allow her to do whatever she wants while the rest of the company has to walk on eggshells.Last question, what are the implications of employees failing to bring issues to HR because they don’t feel HR listens or cares?[Bussing] It depends. If employees feel comfortable talking to their managers and the managers are responsive, then HR rarely gets directly involved, and there will be few implications.In other organizations, where HR is the mediator of workplace issues, the implications are much larger. When people don’t trust HR, they usually deal with difficulties at work by starting to hate their jobs, which leads to performance issues, which leads to losing employees. Attrition is expensive, time consuming, and puts a burden on the remaining employees while the organization finds replacements.It also means that HR will not hear about problems until it is too late, which often means more claims and lawsuits.But most of all, if employees don’t trust HR, they probably don’t trust any of the leadership and that is a culture and management problem that does not bode well for the future of the organization.Listening and caring are the foundation of working with other people. If HR is not getting that right, they have lost their way.A HUGE thanks to Heather for sharing her knowledge. Be sure to check out Heather’s writing on HR Examiner for more great insights.As you can see, employee situations aren’t always easy to facilitate. And some of what has to be fleshed out is the context of the situation. One thing is certain, employees need to feel that they can go to HR. They might not like what HR says, but they are comfortable speaking with someone in the department.
Tags:#predictions#web Related Posts A Web Developer’s New Best Friend is the AI Wai… Why Tech Companies Need Simpler Terms of Servic… 8 Best WordPress Hosting Solutions on the Market corvida 1 Top Reasons to Go With Managed WordPress Hosting In an effort to monetize YouTube, the video giant will start experimenting with full-length TV shows that include embedded ads. Upcoming video service Hulu offers similar content on its site and is giving Youtube stiff competition. Help us in predicting the following: with this new offering from YouTube, what will Hulu’s traffic growth be for November 2008 according to Compete?Fast FactsYouTube has brokered a deal with Viacom to run full-length episodes of television shows from CBSHulu.com saw a 52.5% month over month increase in traffic in September 2008According to Reuters, YouTube boasts 330 million users and Hulu just 3.3 million users
3 Areas of Your Business that Need Tech Now IT + Project Management: A Love Affair The blogging system database might also have a table called “categories” that looks something like this: Massive Non-Desk Workforce is an Opportunity fo… Imagine this system extended out over a number of years. You could use queries to determine which of your customers hadn’t placed an order in the past year and either call them or close their account.This may seem straight forward, but the underlying mathematics is complex. It’s based on the relational model, which was created by E.F. Codd in 1969.RDBMS stands for relational database management system, which is the type of software used to create and manage relational databases. Examples include: Oracle RDBMS, IBM DB2, Microsoft SQL, Microsoft Access, MySQL, PostgreSQL and FileMaker.SQLSQL stands for Structured Query Language. It specifies the commands the blog software must give the database server in order to display a particular blog post or list of tags. It makes it easy for someone with experience in one RDBMS to use another RDBMS with minimal re-training.Here’s the query, written in SQL, that would join the categories table with the posts table and check for unused categories in the blog database example from above:SELECT categories.Category-name, posts.Post-Id FROM categories JOIN LEFT posts ON categories.Category-Id = posts.Category-Id WHERE Post-Id IS nullSpecial thanks to Tyler Gillies for his help with this series The database’s schema includes the facts that post content is stored in the posts table, that posts use the Category-Id attribute for categorization, that the names of categories are stored in the categories table, etc.When we want to view – or “query” – a post, the software fetches each attribute from each column for the row of the post you want to look at and assembles it into a post.If you want to query a list of categories that have been created but not used in posts, the software would cross-reference the categories table with the posts table, combine them into a new table and return a list of categories without posts. This cross-referencing and combining process is called “joining.”Here’s a more traditional example: It’s hard to keep track of all the database related terms you hear these days. What constitutes “big data”? What is NoSQL, and why are your developers so interested in it? And now “NewSQL”? Where do in-memory databases fit into all of this? In this series, we’ll untangle the mess of terms and tell you what you need to know.The first part covers data, big data, databases, relational databases and other foundational issues. In part two we’ll talk about data warehouses, ACID compliance and more. In part three, we’ll cover non-relational databases, NoSQL and related concepts.DataThe best definition of data I’ve been able to find so far is from Diffen: Data are plain facts. When data are processed, organized, structured or presented in a given context so as to make them useful, they are called Information.” On the subject of whether data is singular or plural:It should be noted that data is plural (for datum), so the correct grammatical usage is “Data are misleading.”. However, in practice people tend to use data as a singular form. e.g. “This data is misleading.”Big DataIn short, big data simply means data sets that are large enough to be difficult to work with. Exactly how big is big is a matter of debate. Data sets that are multiple petabytes in size are generally considered big data (a petabye is 1,024 terabytes). But the debate over the term doesn’t stop there.There are other factors that can make data difficult to work with, such as the speed at which data is updated or the data’s lack of structure. Clive Longbottom of Quocirca suggests the term “unbounded data” for data that is fast or unstructured:Indeed, in some cases, this is far more of a “little data” issue than a “big data” one. For example, some information may be so esoteric that there are only a hundred or so references that can be trawled. Once these instances have been found, analysing them and reporting on them does not require much In the way of computer power; creating the right terms of reference to find them may well be the biggest issue.Where might you run into big data or unbounded data? Social networks, where of users are adding status updates and comments at a high-speed. Or sensor networks with data about the surrounding environment is being stored at a fast pace. Or genomics, where huge amounts of genetic data is being processed.DatabaseA database is simply a way of storing and organizing data. According to Wikipedia Simple English: “The data can be stored in many ways. Before computers, card files, printed books and other methods were used. Now most data is kept on computer files.” A non-electronic database could be a card catalog or a filing cabinet.When the term “database” is used, it’s usually to refer to a database management system (DBMS), which is a piece of software designed to create and manage electronic databases. A simple example might be an electronic address book.Data StoreData store is an even more general term than database. It’s a place where any type of data is kept. Databases are data stores, but a text file full of data could also be a data store. A text file with a list of names and addresses is a data store, but an address book application on your computer is a DBMS.SchemaAccording to Wikipedia, a database system’s schema is “its structure described in a formal language supported by the database management system (DBMS) and refers to the organization of data to create a blueprint of how a database will be constructed (divided into database tables).”Relational Database or RDBMSHere’s where things get interesting. A relational database is a specific type of database in which data is stored in “relations.” Relations are usually tables, with rows representing different “things” and columns representing different attributes of those things.For example, let’s look at a hypothetical database for an oversimplified blogging system. Each post has a set of attributes, such as title, author, category and the post content itself. Every post has these attributes, even if some are left blank. Here’s a example: Tags:#enterprise#Trends Related Posts klint finley Cognitive Automation is the Immediate Future of…
Role of Mobile App Analytics In-App Engagement That last item is an especially notable key advantage over Facebook, which does not yet have a deeply integrated Facebook experience on any mobile platform in particular, although there are some phones, like the HTC ChaCha (aka the HTC Status on AT&T), HTC Salsa and INQ’s Cloud Touch, which offer a Facebook-focused experience.But for developers, there’s an understanding that what Google Plus may soon offer is not just another way to integrate “social” into their mobile applications, but an ability to map a user’s particular “interest graph” into their apps, as well. For example, if a user has a Google Plus Circle of friends who like to discuss movies, explains Schwarshoff, an app like Flixster could take advantage of that for a more personalized and customized social experience. Similarly, a photo-sharing application could allow you to share some photos with just a Circle of family or friends, instead of the general public or a wider network of “followers.”For Now, Facebook Still WinsAll that being said, developers aren’t jumping to use Google Plus within their applications immediately. For one thing, Google does not yet offer developer tools for Google Plus (i.e., a Google Plus API – application programming interface) so it’s not even a possibility at this time.However, although Facebook is the API leader over the next 12-18 months, according to the survey, Google Plus and Twitter are tied for second place in terms of future API usage. The Rise and Rise of Mobile Payment Technology Why Mobile Developers are Excited About Google PlusThe reason developers feel this way has largely to do with Google’s ability to leverage Google Plus across a portfolio of products, including Search, Maps, YouTube and more, all of which also have a mobile presence.Other popular responses to the “why Google Plus” question included positive sentiments about the innovations Google Plus delivered (e.g., Sparks, Hangouts and Circles), its overall user experience, and Google’s ability to bake in Google Plus deeply into its Android operating system. Mobile application developers believe that Google’s new social network Google Plus will have more impact on mobile growth and adoption than Apple’s iCloud, or even iOS 5’s Twitter integration. This is just one of the fascinating findings related to Google Plus revealed within the results of a new developer survey led by mobile cloud platform provider Appcelerator and analyst firm IDC. Together, the two companies had surveyed 2,012 app developers to better understand their take on current and future mobile trends.The interest in Google Plus is somewhat surprising, considering that the social network’s age is still measured in weeks, not months. But, according to Appcelerator’s VP of Marketing, Scott Schwarzhoff, developers often take the long view when considering new services such as this, thinking 12, 16 or 18 months out into the future.For example, last year, Appcelerator saw developers were displaying great enthusiasm for Apple’s iPad pre-launch. And it’s now seeing the same excitement for Google Plus.How Developers See Google PlusAt 25% of respondents indicating interest in Google Plus, the results show it ranking higher than other products and trends, including Apple’s iCloud (22%), NFC (18%), iOS 5’s Twitter integration (14%), Android patent issues (13%), Amazon’s forthcoming Android tablet (6%) and the HP TouchPad (2%). Of course, it should be noted that what any survey respondent says they will do and what they actually end up doing can sometimes be very different things. But Appcelerator’s surveys in the past have usually been on target when it comes to spotting trends.And lest you think that Appcelerator’s core audience is biased towards Android developers somehow, you’ll be interested to know that, in fact, the opposite is true. iOS apps make up 75% of Appcelerator’s 25,000+ mobile applications. The apps are Web developers primarily, not those coding in Java or Objective C. Web developers are those who are most focused on building cross-platform applications, which makes this group’s thoughts on Google Plus most interesting indeed.It looks like Google Plus will soon see itself integrated into iPhones and Androids alike through mobile applications, even though Apple has anointed Twitter as its social network of choice. sarah perez What it Takes to Build a Highly Secure FinTech … Related Posts In addition to Google Plus’ impact on mobile growth and adoption, developers also said they believed Google Plus could catch up to Facebook in the long-term. Two-thirds said that the new social network would be an asset for Google in gaining mindshare among consumers and developers alike in addressing both the Facebook challenge and the Twitter/iOS 5 integration. Why IoT Apps are Eating Device Interfaces Tags:#Apple#apps#Google#mobile#news#Trends