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Employee Recognition Programs
Employee recognition is vital for performance-oriented companies that look for mobilizing all employees and stakeholders, prominently dealers and distributors, in the direction of clear business objectives ascertained by sales, profits, customer satisfaction, and productivity. Such performance driven companies need to regularly communicate and strengthen their dynamic aims. Nevertheless, recognition for such organizations goes beyond the conventional character of service awards. In spite of the fact that recognition and incentive seem interchangeable, the two terms should not be confused with one another. While the recognition includes all the means that draw attention to employees who perform, the incentives usually employ discerning means to persuade people to accomplish a particular objective like increasing sales. Recognition can be impromptu, indeed to the level that there is no ceremonial announcement that the organization has a recognition program, while the incentives are well known so as to build enthusiasm through material reward. The true beauty of the recognition programs based on performance is their nature of surprise that is in contrast to service-award programs that make necessary ceremonies holding on a routine basis. In this way the employees would be much more interested in performing better rather than just concentrating on the reward.
Employee recognition domain has become to gain recognition among organizations as they begin to judge the impact of downsizing on long-term productivity, profits, and the quality of products and services. Previously, employee recognition meant service awards, wherein recognition of their service years in a company people got an intensifying series of awards accompanying a mention in the employee newsletter, while staying until retirement, they might get a gold watch. From time to time, companies expanded these programs to comprise recognition for diverse actions like superlative customer service; nevertheless often these were limited to rewarding nature.
In the present era, no one just simply depends on the incentives and reward system, rather in a downsized company; employees would ridicule a service award if there were one. Thus, with more understanding of the employees’ needs, companies are becoming more proactive when it comes to the employee recognition. While the effective recognition include activities like day-to-day, informal, and formal. For example, commendation is an illustration of day-to-day recognition that costs nothing and can be given by any person, to anyone anytime. While the form of informal recognition can take a diversity of forms, it has certain limitations and oftentimes contains a low-cost, material beckoning of appreciation or congratulations, the formal recognition includes awards for achievements, service, etc., and the celebration episodes at which all contributing employees take part and get recognition. However, a formal recognition customarily has inevitable policy and legal requirements.
In “1001 Ways to Reward Employees” and the “1001 Ways to Energize Employees”, Bob Nelson and suggests the significance of awards and recognition and the reason that they are essential tool of employee motivation, team building and productivity. According to Nelson, the American organizations did not always identify or accept this, as for a much longer time corporate America thought that high salaries, cash bonuses and good employee benefits were all that was needed to motivate their employees. While these factors do in an effective way provide a form of short-term motivation, however, much research finding points out that money is not an effective long-term motivational tool. Before 1954, what termed corporate motivation was the formula of Frederick W. Taylor that encapsulates that money was the primary motivator for all performance. Contrary to this scientific management formula, in the Hierarchy of Needs Abraham Maslow in 1950′s denied this scientific management and originated that individuals were not machines as they in truth have various levels of motivational contentment that need to be appeased to a certain degree. Form this theory it becomes apparent that contentment on top of that degree could be better consummated by using other less expensive and increasingly effectual forms of reward.
In the 1995 issue of “Employee Relations Today”, Professor Kenneth Kovach reported that his most recent research proved the two most referred to factors of motivation by employees were not salary and benefits, but more or less, an interesting job and recognition for doing that job well. Frederick Herzberg also identified this importance of recognition by the employer in his finding that employee accomplishment and recognition are two motivating factors inherent to the job environment. Furthermore, he asserted that the job satisfaction is contingent on these factors over and above anything. Thus a well planned recognition program can, lessen turnover, assist in retaining competent people and elevate pride and loyalty in the company, which not only improves performance but also brings about positive attitudes and raise a productive and perpetual work environment.
The programs that are meant to serve the purpose of recognizing employees’ efforts must be designed in a manner that not just satisfies the importance of employees’ recognition, but also take into consideration the workforce diversity. Another thing is the involvement of the employees in this program downright the grassroots level. Once designed, it is the responsibility of the management to evaluate the existing program and make changes whenever and wherever feasible. Giving lapel pins or corporate logo jewelry where the employees already possess them would not create much of the sensation or motivation. Kovach (1995) accentuates that there definitely is a gap that exists between employee needs and employer’s understanding of those needs. This gap is widened as the management overlooks the differences in corporate culture and the consequent contrariety in personal tastes evident in distinct departments within an organization or at dormitories strewn across expansively “different demographic, psychographic and geographic areas”. Current research corroborates that a selection “program targeted at the employee’s lifestyle is the most appreciated and cost effective approach. The awards should be something that the employee wants, needs and will use and cherish. It should be something special to the recipient. People never forget who gave them something of personal value, nor do they ever forget why it was given.
The problem is that many recognition programs do not offer awards that employees really want. There is no validity in benchmarking the most popular items in most existing programs because the selections are often obsolete. The most expensive award you can give someone is something they didn’t want in the first place, have no use for and will not use” (Nicastro, 2002). Accordingly, Nicastro (2002) further researches in to the subject and narrates that the things that are considered practically accepted with today’s employees are “electronics, fashion jewelry, brand name timepieces and watches, collectibles, sporting goods and lifestyle targeted gifts. The most appreciated awards are items that the recipient would like to own, but has not or can not justify buying for themselves”. Nicastro (2002) further investigates that in a study of 3000 service recognition programs, it was found out that the awards that are most adored are when they are given on or near the employee’s employment anniversary date. The study also revealed that the “most common complaints by employees is that their anniversary came and went without any recognition. Whenever possible awards should be presented in front of peers, with someone from administration, who is known, recognized and respected making the presentation. This does not mean you need to have an awards banquet; a small departmental ceremony with cake and coffee can be just as effective. Recognize the achievement, talk about the recipients accomplishments, contributions to the company and a short work related anecdote. Make the recipient and the accomplishment special. It’s the timeliness, the respect and the special recognition that makes a lasting impression”.
In the article, “Consultant Dispels Myths About Award Programs”, Bob Nelson (2001) further elucidates most of recognition programs are outmoded. This Nelson references to the 10-year national study, the Independent National Study of Recognition Policies and Practices, by Perspectives Resources, Inc. This study finds out that the outmoded factors of recognition de motivates rather than motivates the employees as they no longer meet the employees needs and the corporate objectives. “Companies are spending more than $500 million annually on service award programs that don’t work,” says Edward L. Ford, recognition consultant, “and minor changes will not address the problems. At the same time, with all the downsizing and change taking place in business today, recognition is more important to the morale of employees than ever. It is imperative that companies take a fresh look at what constitutes effective recognition — including what the needs of the award recipient are.” Giving insights in to the less important award program as compared to reward program, Nelson assets that organizations are haunted by myths that were prevalent in 60′s and 70′s. The first one that he points out is that “Logo emblems of gold and diamonds make the best award”. Where for the myth he gives that the “Corporate emblems are outdated, and 95.8 percent of employees would rather have practical merchandise items as awards”.
The reason that he points out is that employees are used to these service awards and that these have little bearing as to the impact of the awards. Secondly, with the downsizing culture, employees in this era do not possess any corporate identity, which further yields it insignificant. In a study, that based on the Employee Needs and Wants Recognition Index (ENRI) only 4.2% of employees choose logo jewelry over merchandise for awards. The second myth highlighted is “Recognition programs incorporate award choices that employees really want”, wherefore, the fact is, “According to the ENRI, 70 percent of employees would choose something other than what they are offered”. The third myth outlined goes as “A simple change in selection or awards will substantially improve your recognition program”, where the fact “To address employees’ changing attitudes, more and more companies are reengineering their recognition policies”. Nelson suggests that the reengineering process actually do help companies salvage money “rather than spend more on recognition, while allowing them to provide awards that employees really want. For example, 117 companies that re-engineered their programs during 1994 and 1995 saved an average of 42.9 percent on their programs, and their average award cost per employee per year dropped from $17.66 before reengineering to $9.21 afterwards”. The fourth myth is “Companies should reduce or eliminate years of service awards”, where as the fact is “Companies should not cut programs at random. Instead, they need to make all recognition programs more effective by aligning them with shifting employee attitudes and updating them annually”. Nelson asserts that the companies must first “identify which types of awards are most appropriate in your present corporate culture. Employees may like the types or recognition your program offers. Their dissatisfaction may lie in the awards they are offered”.
Today, majority of the employee service programs involve giving an employee logo jewelry with a “jewelling sequence” for their consequential years of service in the organization. In spite of the fact that the cost of such programs can cost millions of dollars, unluckily, there are some deadly flaws regarding their effectiveness. For instance, oftentimes an employee’s anniversary date goes overlooked, though in the employee’s mind the specific anniversary date is important. The faults in the recognition programs can be eliminated thereby reducing the company’s cost and increasing the effectiveness of the employee recognition programs standardizing the activity of recognizing each employee’s anniversary, while consequently letting increased pliancy of choice on the part of the employee of items of similar value. “Each year a new selection of gifts would be made available so that with each significant anniversary, employees have a fresh selection of gifts to choose from” (Sims, 2001).
Thus, the center of the program is on the employee’s anniversary, and not on the increased value of a gift he receives. Nelson explains that the companies that have engineered this method have noticed remarkable improvement in their service program in terms of efficacy noted satisfaction and decreased costs. 500 of the Fortune 500 companies have formal Service Recognition Programs as they clearly accepts that these programs pay by yielding reduced turnover, improved safety performance and lower unscheduled absenteeism costs. These companies have come to know that the employee turnover is one of the greatest covert costs, where on an average you hire three and retain one each year. The training cost on the average for the newly trained employee comes out to be eight hours, as an example then the it costs at least $60 to train a new employee, excluding mistakes and poor quality costs. Resulting, in the actual training cost to be at the amount of $180 for one employee that stayed for one year. This amount will build up as you may hire at least 20 employee to keep one for five years costing $1,000.
Employee recognition programs save much for the company as no tax is levied on these programs, as tangible gifts above $400 attracts 40% tax. Recognition brings in social acclaim for the employee and is something “extra” for the employee.
By far, recognition is the “Number One” reward that employees react to and is far more significant than salary and benefits. Evelyn Clark designs and suggests a new way to recognize the employees’ efforts, which is by story telling. Clark asserts that the “managers who consistently tell stories of people “caught doing something right” discover that recognition is truly a highly valued reward. The benefits are numerous:
- “The employee is pleased that the manager noticed a job well done and took the time to acknowledge it
- Other employees learn more about the behavior that the company values
- Employees are motivated to enhance their performance
- Employees take more pride in their affiliation with the company
- Productivity and profitability increase”
David Saxby narrates, “I’m amazed by the number of companies that spend thousands of dollars to improve their technology, increase their marketing efforts and set up that next killer sales program. Yet they don’t quite see the benefit of making an investment in recognizing the most valuable asset they have: their front-line employees. These are the people who interact with the customer every day, handle customer-service conflicts and generate revenue for the company”. According to Saxby, recognition does not only means honoring the top performers, rather it is regarding recognizing people who better their skills all the time to give improved customer service and sell more product. Saxby points out that recognition does not talk only of money, rather it concerns about a mere hand-written thank-you note or an inscription that sits in the entryway for the world to look at. Further, recognition must not be limited to the annual event or the monthly meeting where people are acclaimed for their efforts, rather a positive attitude or an improved behavior must be recognized and praised immediately.
Recognition can come in different ways, like reinforcing positive performance, providing incentives and rewards, motivating with “high-impact” messages, rewarding extra efforts, honoring current employees and personalizing the work experience.
Hiam (2002) suggests, “If you recognize and make a bit of a fuss about the good things employees do, then you will find yourself spending a lot less time worrying about the bad things they do. They will do less of the negative, and they will strive to do more of the positive things you are recognizing. It is far, far easier to lead people to improved performances by thanking them when they do it right than giving them “grief” when they do it wrong”. Hiam (2002) further incorporates that employers must “praise and recognize” their “star performers”, and “recognize good effort, not just results”.
Handel in the employeessurvey.com reports, “In the business world, the greatest commodity to have is the best and brightest people. A recent survey by World at Work and the National Association for Employee Recognition (NAER) shows that companies are beginning to realize this more each day, as employee recognition programs are still used extensively in these tough economic times. According to the 2002 Employee Recognition Survey, 84 percent of the 391 responding companies have an employee recognition program. This shows that despite a tough economy, companies realize the importance of making sure their top performers are happy. In fact, although the economy has dipped substantially, employee recognition programs are gaining in popularity, as 41 percent of respondents indicate they are doing more with their recognition programs than they were 12 months ago. More than half (54 percent) of the respondents that said they do not currently have a program indicated they are considering implementing one in the next 12 months. Companies hope to achieve a number of things through their recognition programs, but creating a positive work environment is the top reason cited, with 84 percent of responding companies citing this as a goal of their program. Other goals include, reinforcing desired behaviors (76 percent) motivating high performance (73 percent), increasing morale (69 percent) and supporting organizational mission/values (68 percent). The most popular method of recognizing employees is through gift certificates and cash, with 63 percent and 58 percent of companies reporting they use these forms of recognition. The most common reason for giving a recognition award is “length of service,” (75 percent) followed by “above and beyond” performance (64 percent)”.
Emery (2000) reports that “In today’s fiercely competitive labor market, cash is key to attracting skilled technical employees, human resources managers and business experts agree. But spiraling salaries and mammoth bonuses don’t bind workers to their employers. What employees really want is recognition for a job well done.”
Experts maintain that it is not just the money that binds employees to the organization; rather it’s the recognition. However, if the awards are tied to the performance, then only the money matters but does not lessen the importance of recognition programs. Experts further elucidates that the “companies that offer cash bonuses tied to performance are using their money productively, but they need to offer other rewards and make sure those rewards are tailored to the organization and its employees”.
Why Good Employees Leave:
- 41% Feelings that opportunities for advancement are limited
- 25% Lack of recognition
- 15% inadequate salary and benefits
- 10% Unhappiness with Management
- 5% Bored with Jobs
- 4% don’t know/didn’t answer
(Source: Robert Half International Inc.)
In a NAER Regional Conference, Empowering Excellence Through Recognition, 2002, following factors were identified as to the significance and materiality of the employee recognition programs. The first factor that was identified was knowing whether the employee wants recognition in private or public keeping in place the cultural norms and etiquette. There was also a suggestion of creating a web site of generic recognition that can be individualized. There must be a cultural promotion of peer to peer recognition so as to make everyone responsible to recognize every other peer. Such sort of employee recognition programs and cultural initiates have no cost at all, and organizations need to worry about the cost that are or need to be incurred. Once embedded in the culture, it’s a free ride. Further it can be an easy way to retain and motivate, and may be a part of fun as recognizing for an accomplishment or improved performance may bring in surprises. This would not only makes the employee think they are valuable for the company but also ingrain in them a sense of belonging and association with the company. Involving employees in the design and implementation of the employee recognition programs also bring about great sense of valuation among the employees. It would certainly be more fun if the “employees tell YOU what they enjoy”.
An employee recognition program must incorporate both the formal and informal awards in the program, if given instantly have great significant value and esteem and pride. A just Thank you card would serve the purpose most often. Other forms of recognition identified in the conference were singing recognition that generates no cost to the company, an on-line thank you where the management gets a copy, meaningful and sincere feelings both by the giver and the presenter, and even more better if the nominator is involved.
But all this recognition efforts comes when the manager is well aware of the beneficial impacts of the employee recognition programs and the positive attitudinal effects it brings about. And training the managers can do this. Which involves cost. Managers must be made aware of how recognition makes people feel through statistics and survey results, and must have a control of recognition, even if they don’t have a budget. This is the only short-term cost that is and must be borne by the companies to carry out the recognition culture in the organization, and once ingrained in the company’s culture, the managers and the companies need only to harvest the fruit. Thus, concluding, recognition is a mean to set up a high performance team in addition to other methods. Nevertheless, it is not a mathematical formula of calculating how much must be spend on employee recognition per person. This would mean recognizing the poor performers too, and that would reduce the impact and the excitement of the recognition program. Of course, there must be a budget set for the awards and incentives, but when it comes to the recognition, there, as has been discussed not much investment to be made. Juts make the horse understand how to carry the cart and drink the water from the well. The rest is done automatically. However, the first part is admittedly hard to accomplish, and that depends upon the managers’ aptitude and competence. Some are charismatic and needs little training while some need not to train, as they are unchangeable.
References
Nicastro, Ric. The Best Ways to Motivate And Reward Employees, The Need For Recognition, San Diego Business Journal, reprinted in 2002
Nelson, Bob. Consultant Dispels Myths About Award Programs, 2001 Rewarding Employees Smarter. New Employee Recognition Ideas From Bill Sims! Reprinted with Permission from Bob Nelson, author of the Best Selling Book “1001 Ways to Reward Employees”. Topic: RECOGNIZE YEARS OF SERVICE, DON’T REWARD
Kovach, Professor Kenneth. Employee Relations Today, 1995
Clark, Evelyn. Retain Employees through Recognition–Tell Their Stories!
Ellender, David E. Employee Benefits: Asset or Expense? 2000
Saxby, David. Employee Recognition Can Make a Difference.
Hiam, Alex. Employee Recognition: Why It Matters. Rewarding employees for a job well-done will do wonders for their performance–and your bottom line, 2002
Handel, Jeremy. Employee Recognition Programs Increasing Despite Softer Economy, Oct. 29, 2002.
Emery, Gail Repsher. EMPLOYEES: Show Me the Recognition, Vol. 15 No. 14, 2000 “Empowering Excellence Through Recognition” NAER Regional Conference Summary, Seattle, WA September 20, 2002
Nelson, Bob. 1001 Ways to Energize Employees, 1995
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Categories: Programming Tags: download different Types Of Compilers in C#, Employee, Programs, Recognition
How to Remove Any Unwanted Program
What is an uninstaller program and why do you sometimes need to use it?
Well, if you’re reading this article, you may know the answer already? Yes, to remove those pesky little programs, that does not appear in windows’ ADD/REMOVE utility. Or those sneaky spy ware programs, that, having installed itself on your computer, without your permission, proves almost impossible to remove via the conventional uninstall methods. As well as those programs, where the program manufacturer, after you got to uninstall the unwanted programs, intentionally left behind myriads of scattered files, which may either act as hidden spy ware, collecting data unobtrusively, or frequently causing pop-up messages, which warns you of virus infections, every 60 seconds and prompting you to download additional software, from a particular site. Aside from driving you crazy, these files can cause all sorts of problems, such as error messages popping up constantly i.e. runtime errors, rundll32 errors etc.
Now this is one of the reasons, that Stand Alone Third Party Uninstaller Programs exists. In a Perfect world, there shouldn’t be any reason for such programs to be around. However, there are those manufacturers, that creates great products ,with excellent features and properties, but sadly, the big let down comes with the uninstaller section. This is the section, that not enough development and testing resources are spend on. These manufacturer’s don’t always realize that there software causes major changes to the operating system, through file associations and / or file replacements, and if these changes are not logged in a log file, during the installation process, it may prove very difficult to reverse these changes , when you wish to uninstall or remove some unwanted program. It may even put you in a spot, where you have no other alternative, because of the instability of your operating system, caused by files which were deleted ( maybe accidentally, perhaps), to format your hard drive and re-install windows or whatever operating system you’re using. If , like me, you have a lot of files and programs, which you’ve accumulated over a long period of time, possibly years, and you have no backups, then it can really be a disaster which can set you back for some time.
There are ways and means to manually uninstall and remove unwanted programs, but let me emphatically stress : Do Not Simply Delete These Files From Your Computer’s Program files section, without having tried using the program’s uninstall function. You may unknowingly delete system files that are used by more than one program. If you cannot find an uninstall function, or if the program does not appear in the windows Add/Remove list,– and this is for advanced PC users only,– you may access the windows registry, where you will find data entries, related to the unwanted program. However, I suggest you stay away from the registry, even if you are an advance user, and rather make use of one of the many uninstaller programs out there. This type of program has been specifically developed to assist with the uninstallation of “hard to remove programs”.
Here are a few general guidelines, to what makes a good uninstaller.
A good third party uninstaller usually consist of the following parts :
A logger : This is simply a program that writes all installation changes to a log file – i.e. files that were added and /or changed, as well as registry entries etc. ( You may have tried to uninstall a program and getting and error” log not found”. The log referred to, is the log file entry of that particular program at the time of installation. Without that information, uninstallation of that program becomes quite a daunting task )
An Uninstaller : This program reads the log file (if there is a log), noting the system changes, and proceeds to reverse these changes during a program uninstallation, hence the uninstaller tag.
An Analyzer : Not all uninstall programs incorporate an analyzer. Basically what this program does, is, if no log file exists, it scans the windows registry for all entries and traces relating to the program in question, and then proceed to delete those files and remnants, which were found.
A Watcher : After installation of the uninstaller program, the watcher will automatically activate every time a program run its installer program. This is especially useful in cases of spy ware or browser hijacking software, which will start occasionally, to send information, or activate a pop-up banner. In this case the Watcher will log this and allow the computer user to uninstall such applications.
Very important : Always, and I cannot stress it enough–Select an uninstaller program, with a build-in logger module. That way, if you need to uninstall those dastardly unwanted program you’ve installed the day before, and which is causing your computer to behave like C-3PO ( LOL – the Star Wars Android robot ) , then you don’t need to panic, because getting rid of it, is now very easy.
Prior to 1992, when Jack Bicer, who worked for Symantec, created the original uninstall idea, computer users frequently, had to completely uninstall their computer operating system ( formatting the hard drive) and re-installing, to get rid of unwanted programs. Most of these programs were written when the idea of an uninstall program, were not even conceived at the time. Imagine still having to do that nowadays.
Now any good, uninstaller program, should be able to do most of the following :
Thoroughly scan the registry for any files related to the programs you wish to uninstall.
” Allow you the option to choose which files you want to delete.
” Forcibly remove programs that do not have an uninstall option-such as certain spy ware or pop-up banners ( such as browsers hijackers).
” Back up your registry before activating any changes i.e uninstalling certain programs and then find finding your system becoming unstable after the installation. This will allow you to reverse these changes, by installing a saved version of your registry.
” Monitor running programs to detect start-up programs, such as auto dial spy ware, banner popup programs, pop up blocker and browsers dialers. These applications can then immediately be removed.
” Auto update function as well as excellent product support may often be lacking on the free software versions. You got it for free, didn’t you?
A quick word of advice.. .. An uninstaller program is what the name implies. It uninstalls or remove unwanted programs.. A registry cleaner is just that.–A program that mops up any loose and scattered orphan files, finding broken links and redundant registry entries. Although they may have similarities, the two utilities have totally different architectures, and are mostly suitable for one particular job.
As to my experience, at the time, while I was conducting my own research as to how to remove these annoying programs, I quickly found, that, instead of causing myself more hardship over and over again, by trying to do it myself ( these uninstallations), it was best to invest in a good uninstaller program. That way, if the software didn’t do what it was supposed to do, I could yell at someone else.
Your system registry is a very complex and dangerous part of your operating system. By dangerous, I mean, you don’t want to fool around in there yourself! Any incorrect setting or accidental file deletion, may cause your system to become totally unstable, throwing up runtime errors, cdrom errors, exe or .dll errors etc. This might mean a complete re-install of your operating system . Save yourself the pain and trouble. Rather invest in a good uninstaller program.
Remember : Always use the right tool for the job. Do not simply delete program files in the program file section.! Some of these files may be used by other programs and simply deleting them, may cause your operating system to become unstable and unbootable. Rather use the normal uninstall function, and if this is not possible, you should invest in an the uninstaller program.
Author’s Note: Mr.RA De Leeuw is webmaster at [http://www.pchelix.com] a product review site.
This article may not be reproduced, in any form, whatsoever, without the author’s express, written permission, and if permission should be granted, it will be in accordance to any conditions, the author may stipulate.
Categories: Programming Tags: Program, Remove, Unwanted
Hire PHP Developer – Arena of PHP for Web Development
Constant increasing demands of the website users initiated the IT experts to create dynamic web pages because static websites do not allow any integration and modifications. Dynamic websites allow users to make updates according to their needs.
For the development of dynamic websites there are various programming languages can be used and every language has its limitations and advantages. From the stake of programming languages the most popular and admired programming language for the dynamic website development is PHP. It is a general purpose scripting language which is used worldwide mainly for web development because easily embedded with HTML. The main reason for the popularity of PHP is very easy to understand and learn for the regular developers as well as novice developers to development of websites.
PHP is an open source product, supports a variety of popular database available in the web development field; some of them are Oracle, Sybase and MySQL Solid, Generic ODBC, Sybase, Informix, etc. Among the most common reasons for the popularity of PHP is development of complex eCommerce websites and enterprise applications and according to intellectuals it has become fourth most popular language among other website development programming languages. Some of the common advantages of PHP to become favorites of developers and users:
Fully functional & efficient websites can be easily developed
Strong administration and powerful rights
Allows easy modification in website
Provides platform independency
Allows changing whole functionality of website
According to reliable reports since from its inception PHP is installed on 20 million websites and 1 million web servers and until now five versions are released of PHP
Cost effectiveness is the most common factor for the website development. Every businessman in the online business looks to cost effective web development solution. As an open source programming language PHP is cost effective programming language for the development of dynamic websites. Form the global business world there are millions of companies’ looks for cheap web site development and PHP has become the first choice of the developers as well as active online business companies. To meet the highly competitive demands of the online businessmen regarding website development PHP is playing great role and there are efficient PHP web development service providers offer customized PHP website development solutions.
For the high quality professional PHP web development services business organizations can easily approach web development companies offering affordable PHP web development services.
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About the Author:
Offshore outsourcing company india offers custom software application development and web designing services globally. For more details please refer this URL www.hiddenbrains.com
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Categories: Programming Tags:
A generic error occurred in GDI+
ISSUE :
System.Runtime.InteropServices.ExternalException: “A generic error occurred in GDI+.” Issue occurred: When you are trying to save the image.
SOLUTION:
The System.Runtime.InteropServices namespace provides a wide variety of members that support COM interop and platform invoke services. If you are unfamiliar with these services, see Interoperating with Unmanaged Code.
The System.Runtime.InteropServices namespace provides a collection of classes useful for accessing COM objects, and native APIs from .NET. The types in this namespace fall into the following areas of functionality: attributes, exceptions, managed definitions of COM types, wrappers, type converters, and the Marshal class.
A generic error occurred in GDI+, one of the most common error occured while saving the image into the directory, the error occured because of the several reasons including the permission on the folder to write, which can be done by right click on the folder and assign write permission to the user. Some times, you get this error when someone else is using the same file on which you are performing the operation, the better solution is to lock the file when it is use and dispose the object when you are done.Â
I have illustrated the series of cause and remedy in my article.
Please check this article for complete detail: http://tinyurl.com/25khl98
Your comments and suggestions are highly appreciated. kindly let me know if the tutorial is not able to solve your issue.
To get the more information about this error, please check this site http://msdn.microsoft.com/en-us/library/system.runtime.interopservices.externalexception.aspx.
Thanks
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About the Author:
Anuj Tripathi
Visit my Blog: http://www.anujtripathi.net
When you lose, don’t lose the lesson.
Mothers are those wonderful people who can get up in the morning before the smell of coffee.
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How to Remove Spyware From a Computer Easily and Quickly?
Spyware can be a pain in the rear and if you feel that your computer has been infected with it then you shouldn’t delay when it comes to taking action. There is almost an endless supply of different types of spyware that can make your experience online chaotic.
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There are some spyware out there that can be considered a lot more dangerous than other types. The more dangerous spyware can ruin your life and computer. It can ruin your life by stealing important information that you have stored or typed onto your computer, and it can ruin your computer by causing it to slow down until it is eventually left unusable.
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Less dangerous spyware will annoy you by spamming your computer with unsolicited ads. If you are working form your computer these pop up-ads will definitely slow down your productivity. The worse part is, these unwanted advertisements will pop up as soon as you turn on your computer and will continue to pop up even when your not surfing the web.
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These are some of the reasons why it’s important for any person infected with this virus to learn how to remove spyware from a computer. When trying to remove spyware you can either do it manually or by installing a virus removal software made specifically for the job. Manual removal of spyware is a difficult and risky task if you are not a computer expert.
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Trying to remove spyware manually from your computer will cause more harm than good if you delete the wrong system files. If this happens then this mistake will cause your whole operating system to crash.
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It is a lot easier and less risky to use a good virus removal software to eliminate spyware from a computer. There are many out there but the best of the best are effective at detecting and removing spywares, user friendly, provides updates on new spyware regularly, won’t slow down the performance of your computer, and has firewall monitors to keep your computer from getting infected in the future.
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Virus/spyware removal software provide people who want to know how to remove spyware from a computer with the peace of mind they deserve when using their computer.
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About the Author:
Have a try on professional Best Spyware Scanner.
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By providing cutting edge Website Application Development services PHP-techie is the best
PHP-techie an extensively experienced and global PHP Web Development Company based in India with strategic partners abroad offers world class services of effective web solutions in PHP Programming and website application development which solves critical and complex business problems. We use latest technology languages, databases, advanced programming and industry trends to develop website to help you reinforce your online business. We provide end to end solutions from front-end programming to backend programming and maintenance. With our technical capabilities we are able to deliver deployment of every complexity from simple script to complex application.
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We Offers Custom PHP mysql application development services Using PHP Smarty template, MVC framework, CakePHP, Rapid PHP Mysql, Zend Framework development by outsource PHP programming. Our PHP Programming Web development services are secure, reliable, professional looking; compatible and easy to use are effective and value-added. PHP-techie has expert and sizable team of PHP developers well versed in Linux Apache MySQL PHP (LAMP) & AJAX. Our PHP team is capable to develop a customized LAMP-based solution from considerably small website to complex internet application. We leverage the time and cost saving advantages of open source technologies to deliver full-featured, scalable and inexpensive web solutions. Our major domain experience is in Corporate / Business Information Websites, Retail / Ecommerce, Communities & Network, Dating, B2B / B2C Internet Portals, eLearning / Online Training, Real Estate, Media Distribution, Customer Management
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PHP-techie offers PHP Programming expert services as per various clients needs on affordable cost solutions with quality assurance of work by our efficient team, expertise and extensive understanding of latest technology, no budget overturn, robust Infrastructure, research & development, confidentiality of client information, finding right talents for quality work in quick time. Clients can hire PHP and MySQL developers from us for all their offshore web application development requirements. Choose PHP-techie for Global presence, International Quality Standards and environmental management, professional, responsive and bearing strong analytical skills, topping and straining for 100% client satisfaction, 24X7 presence, cost saving and making value addition, highly qualified, talented and expert team which helps code your imagination.
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Contact PHP-techie’s solutions were we enable businesses to leverage leading-edge technology to gain sustainable competitive advantage in today’s marketplace.
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Contact Information:-
DRC Systems
409, Mauriya Atria,
Opp. Kalgi Flats and Atithi Dining Hall,
Bodakdev, Ahmedabad- 380054
Phone: 079-40027350
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PHP Web Development Company
PHP Web Development
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Facebook Like URL data Extract Using jQuery PHP and Ajax
You have seen in Facebook, that how we give a url and it extract data such as images, title and description. Here now you can get this amazing script at 99Points. You have seen amazing and popular facebook style tutorials which can help you to get some amazing effects on your websites. I have created this awesome tutorial which is 99% same as facebook style. Check the demo and download the source code.
I have get images and title using fopen method of php but for description I used get_meta_tags() function which returns meta tags of url. After getting all images I just put a loop and get all images which size is greater than 100px so that small images should not be included. I have created this tutorial separate from our facebook style wall posting and comment application and facebook profile edit. However if you want to add this functionality in that script just download all files and add your code.
All source files have been attached with downloads. Check the demo and use this awesome script.
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After getting all images I just put a loop and get all images which size is greater than 100px so that small images should not be included. I have created this tutorial separate from our facebook style wall posting and comment application and facebook profile edit. However if you want to add this functionality in that script just download all files and add your code.
There are many tutorials on facebook, youtube, jquery and other popular topics.
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About the Author:
Zeeshan Rasool is a web developer, blogger and technology lover who loves to work in latest technologies to create some interactive web pages. He is curently working on www.99Points.info
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New Application Development for Social Networking
Surging advances in software technology are bringing in new types of application development compatible with all browsers and operating systems. These are the Flex developers who have managed to bring in enhanced expression and interaction with the help of programs that finally end up bringing in more online traffic to websites. The huge flow of global data is supported by the development in Flex technology and the webpage need not go to the main server to display latest information.
High user interactivity with some great visual interface can be achieved with a Flex programming solution. The applications respond quickly and the user can experience rapid logic processing of business with a no-refresh look. Instead of the system crashing now and then, myriad types of data flow works can be supported with better synchronization. Flex components can be reused and the modules are tailor made for individual business requirements.
There is a wide array of components and containers available the library of the Flex web development that can range from color pickers and basic widgets like buttons to more advanced controls like an accordion pane, data grid and a rich text editor. Using application development components, developers can construct user interface, subclass them or use the API to create even newer components.
Developers that provide Flex web development services can take advantage of predefined interactions like the drag able columns on a data grid or control an application’s visual appearance better by using MXML. They can also fine tune the application for better responses to diverse user actions as well as customize the looks using Transitions and View States. Using inbuilt supports they can attach custom visual assets and literally customize the feel and look of an application.
For greater Flexibility of working with data, the user interface is automatically updated making it easier for applications to be responsive while waiting for server results. This has become necessary these days as social networking is at an all time high. Video chats and live interaction between people have grown largely due to Flex programming and all the major social networking sites rely on customized user interactive services. Developers are taking advantage of this application to meet future challenges.
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About the Author:
This article is written by a technical writer, working at SynapseIndia, a Flex application development company in India offering affordable Flex programming solution to worldwide clients. For more details on Flex developers please, contact us.
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4 never raveled Twitter Background Tips
To have a professional as per international standard, unique and powerful Twitter identity, you ought to have distinctive, influential and effective twitter background for your Twitter profile. You are here to develop a powerful social media presence that will help you gaining more customers and retaining the existing ones, and this could only be possible if you portray your business as professional who knows its work better than its competitors, unique that gives value added services to its clients and this will be projected in a first glance through your Twitter background. It is that simple. Your packaging must be appealing, it will add value in the inside stuff.
So what should you do to make your Twitter backgrounds more appealing and worthy? Let’s check out together.
You can mix tiled with graphics
On Twitter, you can amalgamate one background image that may either be placed on the Twitter background or not, depends on you. But you would be able to make some appealing look for your Twitter profile page by making a background that holds both things.
You can merge background with sidebar/time line
This is the great way to make you twitter background more alluring by merging your background image with your sidebar or timeline. It will utilize the space beautifully and an exclusive layout with amazing looks will be formed.
You can reveal with your pictorials
You profile will be the mostly watched thing on Twitter, because whenever you tweet, your profile picture is the only thing that is visible in their time line. Your profile picture has to compliment your Twitter background and you will see how it communicates the whole story to the visitors. You must design a theme that will address your business aims and objectives and over all personality the way you want to portray. It certainly is a great way to build your brand image through graphical representation.
You can add personalized sidebar to your Twitter Profile
If you want to add some additional information or highlight some specific information about your business, personalized sidebar on your profile is too good for it. It gives value to the information and is considered to be the significant section on your Twitter profile. Plus, it beautifies twitter background. This way you make your twitter background engaging and well occupied too.
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About the Author:
To know more about Twitter backgrounds and topics relates to Twitter, you can always login to http://www.socialfactory.net
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