By its own high standards, Apple had a bad quarter in its China market. Samsung, on the other hand, is surging ahead in the Chinese market. Apple is not even one of the top five vendors in India, where Samsung continues to dominate as well. Why is Samsung succeeding where Apple is not?
Anuj Magazine is a software testing and general management professional at Citrix Inc. He regularly shares his knowledge and experiences as a conference speaker and writes frequently on diverse topics like software testing, management, sports, and handwriting analysis. Anuj runs ASM, a non-profit organization that contributes to society by counseling and mentoring people using the science of handwriting analysis.
All Stories by Anuj Magazine
It is evident that every idea cannot turn into a blockbuster like Post-it notes or iPods, but it is fascinating that idea generation in organizations never follows a predictable trajectory. Not everyone in an organization is good at coming up with ideas. Why is that?
Anuj Magazine examines the differences between a plan and planning, how important test plans really are, and whether or not test plans are important to a project's success.
Two key news items from the mobile world in 2013 were the launch of Blackberry Z10 and the announcement of Firefox OS-powered mobile devices. These devices may be different in form or factor, but they share one unintentional similarity—the locales in which the devices were first launched.
Microsoft recently announced a massive reorganization to enable innovation at a greater efficiency. The move is being branded as the One Microsoft initiative toward the unification of their strategy. Anuj Magazine looks at the company's past and future organizational structure.
Since approximately one-third of all people are introverts, the managers and individuals working with introverted employees need to understand and treat this personality type with compassion. Anuj Magazine offers some tips on how you as a manager or colleague can encourage introverted people.
Employees often express dissatisfaction about the process of getting promoted. Is it possible to do away with the shortcomings of the traditional ways of conducting performance appraisals? Is good performance enough to get you a promotion?