Serialization Technique

Every Programmer wants the application to be time efficient and
simple. Sometimes it takes long time to save and restore the object or
application state. JAVA makes it easy to serialize objects. This has
made the implementation of persistent objects extremely easy.

For the detailed article visit
Java Serialization

Java Programming Mistakes

Some minute mistakes while programming in java can lead to poor and
unstable software. Also, these mistakes can easily ruin one's budget
while causing rare and obvious bugs peeping in and creating a mighty
scare. Not all, but most of the mistakes can however be avoided by
following some basic practices which are really useful and easy.

For details on this, please visit
Java Programming Mistakes

Folder Lock without any S/W

Many people have been looking for an alternative way to lock folders without the use of any alternative software. So, here you go.
Open Notepad and copy the below code and save as locker.bat. Please don't forget to change your password in the code it's shown the place where to type your password. Now double click on locker.bat
First time start, it will create folder with Locker automatically for u. After creation of the Locker folder, place the contents u want to lock inside the Locker Folder and run locker.bat again.

Code for locker.bat
************************
cls
@ECHO OFF
title Folder Locker
if EXIST "Control Panel.{21EC2020-3AEA-1069-A2DD-08002B30309D}" goto UNLOCK
if NOT EXIST Locker goto MDLOCKER
:CONFIRM
echo Are you sure u want to Lock the folder(Y/N)
set/p "cho=>"
if %cho%==Y goto LOCK
if %cho%==y goto LOCK
if %cho%==n goto END
if %cho%==N goto END
echo Invalid choice.
goto CONFIRM
:LOCK
ren Locker "Control Panel.{21EC2020-3AEA-1069-A2DD-08002B30309D}"
attrib +h +s "Control Panel.{21EC2020-3AEA-1069-A2DD-08002B30309D}"
echo Folder locked
goto End
:UNLOCK
echo Enter password to Unlock folder
set/p "pass=>"
if NOT %pass%== ["type your password here"] goto FAIL
attrib -h -s "Control Panel.{21EC2020-3AEA-1069-A2DD-08002B30309D}"
ren "Control Panel.{21EC2020-3AEA-1069-A2DD-08002B30309D}" Locker
echo Folder Unlocked successfully
goto End
:FAIL
echo Invalid password
goto end
:MDLOCKER
md Locker
echo Locker created successfully
goto End
:End

***********************

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J2EE (Java 2 Enterprise Edition)

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IT Tutorials and Interview Questions

Huge Collections of IT Tutorials and Interview Questions are found at one place. Tutorials can be downloaded easily and start learning at Offline.
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Implementing Ajax with ZK

Ajax technology, as part of Web 2.0, came as a boon to the developers to create dynamic and responsive interfaces, but writing JavaScripts was still an overhead. The answer to this problem comes as ZK, which is an Open Source Ajax framework that allows Java Web developers to create rich Web applications, quite easily.
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Perl Solutions

Award-winning business solutions and development tools for programmers and organizations that depend on Perl.

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Web Programming

Programming is the key to successful computer and Internet applications. Information on the languages and topics that do the behind the scenes work of the Web.

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6 Step Approach To Size Up A Website

Tara Calishain calls it "The Principle of Salt Grains" and says, "You should take every page on the Internet with a grain of salt." Discover her six-step approach for evaluating Web pages.

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Collection Of BrainDumps

A Huge Collection of BrainDumps available. Site provides most up to date exam preparations for IT Certifications like CCNA, CCIE, MCSE, MCSD, MCDBA, MCP, CCSP, A+, N+, OCP.
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Software QA/Testing

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Articles for people who are interested in Software
QA/Testing.
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Free Computer Books for programming, web development, networking, operating systems, admin, etc.
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Computer Hardware Database

Currently Technick.net contains the largest Hardware Pinouts collection of the Web (cables and connectors) plus thousand of pages that includes electronic circuits, amazing guides, utilities and more.It's a freely accessible Web site helping millions of people worldwide finding answers to their electronic and computer related problems.
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Web 2.0 Articles and Research Papers

Anyone want to Know more about Web 2.0 Then there is a collection of best articles and research paper's regarding web2.0 at
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JSP Resource

A Directory of JSP tutorials, applications, scripts, components and articles for the novice to professional developer.

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Resources for Information Technologists

Information Technologists working in higher education (network administrators, help desk operators, desktop computing experts, IT department administrators, etc.) are finding it challenging to keep up with rapid technology change while they also try to stay abreast of developments across a spectrum that runs from higher education, to the computing industry at large, and a wide range of technologies and standards.

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Prepare Your IT Certification Exam

Get all Certifications latest dumps to prepare your IT certification exam. Brain Dumps are available for Microsoft, Cisco, CompTIA, Oracle, IBM, HP, CIW, Citrix, PMI, Vmware and many more.
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Certification is a mark of excellence that you carry with you everywhere you go.

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Read about Ajax , ASP.NET, and Web 2.0
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Memory Improvement Techniques

These Techniques help you remember people's names more effectively, improve your recall of information in exams, increase the speed with which you can learn vocabulary, and help you in situations where you need to remember detailed, structured information.
Read Memory Improvement

Body LanguageUnderstanding non-verbal communication

Have you ever been in the situation when you really didn't believe what someone was saying? Did you have a sense that something didn't ring true or a gut feeling that all was not right? Perhaps they were saying 'Yes' yet their heads were shaking 'No'?

The difference between the words people speak and our understanding of what they are saying comes from non-verbal communication, otherwise known as "body language". By developing your awareness of the signs and signals of body language, you can more easily understand other people, and more effectively communicate with them.

There are sometimes subtle - and sometimes not so subtle – movements, gestures, facial expressions and even shifts in our whole bodies that indicate something is going on. The way we talk, walk, sit and stand all say something about us, and whatever is happening on the inside can be reflected on the outside.

By becoming more aware of this body language and understanding what it might mean, you can learn to read people more easily. This puts you in a better position to communicate effectively with them. What's more, by increasing your understanding of others, you can also become more aware of the messages that you convey to them.

This article will explain many of the ways in which we communicate non-verbally, so that you can use these signs and signals to communicate more effectively.

How We Communicate

A famous study by Albert Mehrabian found that non-verbal language makes up 55% of how we communicate in face-to-face interactions. He also concluded that we communicate as much as 38% of our message through our voice (tone, pitch, and so on), with as little as 7% through the words we actually say.

Understanding and recognizing the signs and signals that make up this 55% can help you when you communicate with others. There are times when we send mixed messages – we say one thing yet our body language reveals something different. This non-verbal language will affect how we act and react to others, and how they react to us.

So, let's take a look at some scenarios, and see how body language influences your perception and reactions.

First Impressions and Confidence

Recall a time when you met someone new at work. Or think about the last time you watched a speaker deliver a presentation.

What were your first impressions? Did you sense confidence or a lack of confidence in them? Did you want to associate with them or not? Were you convinced by them?

Did they stride into the room, engage you and maintain eye contact or were they tentative, shuffling towards you with eyes averted, before sliding into a chair? What about their handshake – firm and strong or weak and limp?

Moving along in the conversation, did they maintain solid eye contact or were they frequently looking away? Did their face appear relaxed or was it tight and tense? What about their hand and arm movements? Were their gestures wide, flowing and open or were they tight, jerky and closed?

As you observe others, you can identify some common signs and signals that give away whether they are feeling confident or not. Typical things to look for in confident people include:

• Posture – standing tall with shoulders back.
  
• Eye contact – solid with a 'smiling' face.
  
• Gestures with hands and arms – purposeful and deliberate.
  
• Speech – slow and clear.
  
• Tone of voice – moderate to low.
  

As well as deciphering other people's the body language, you can use this knowledge to convey feelings that you're not actually experiencing.

For example, if you are about to enter into a situation where you are not as confident as you'd like to be, such as giving a big presentation or attending an important meeting, you can adopt these 'confidence' signs and signals to project confidence

Difficult Meetings and DefensivenessThink of a time when you were in a difficult meeting – perhaps a performance appraisal or one where you are negotiating deadlines, responsibilities or a contract. In an ideal world, both you and the other person would be open and receptive to hearing what each other has to say, in order to conclude the meeting successfully.

However, often, the other person is defensive and doesn't really listen. If this happens during an appraisal meeting, and it's important for you to convey to your colleague that he or she needs to change certain behaviors, you really want them open and receptive to you so they take on board what you are saying.

So how can you tell whether your message is falling on "deaf ears"?

Some of the common signs that the person you are speaking with may be feeling defensive include:

• Hand/arm gestures are small and close to his or her body.
  
• Facial expressions are minimal.
  
• Body is physically turned away from you.
  
• Arms are crossed in front of body.
  
• Eyes maintain little contact, or are downcast.

By picking up these signs, you can change what you say or how you say it to help the other person become more at ease, and more receptive to what you are saying.

Equally, if you are feeling somewhat defensive going into a negotiating situation, you can monitor your own body language to ensure that the messages you are conveying are ones that say that you are open and receptive to what is being discussed

Working with Groups and Disengagement
Have you ever delivered a presentation, and had a sense that people weren't really buying into what you had to say? What about working with a group to facilitate a consensus on responsibilities and deadlines? Was everyone on board with the ideas, or did some appear disengaged?

Ideally, when you stand up to deliver a presentation or work with group, you want 100% engagement with all concerned. This often doesn't happen on its own, though. But you can actively engage the audience when you need to if you're alert to some of the typical signs and signals of people not being engaged. Some of these signs and signals include:

• Heads are down.
  
• Eyes are glazed, or gazing at something else.
  
• Hands may be picking at cloths, or fiddling with pens.
  
• People may be writing or doodling.
  
• They may be sitting slumped in their chairs.

When you pick up that someone appears not to be engaged in what is going on, you can do something to re-engage him or her and bring their focus back to what you are saying, such as asking them a direct question.

And while this is going on, make sure that your own body language is saying what you want it to.

Lying

Of all the non-verbal body language that we may observe, being able to tell whether a person is lying or not will stand you in good stead.

Some of the typical signs and signals that a person is lying include:

• Eyes maintain little or no eye contact, or there may be rapid eye movements, with pupils constricted.
  
• Hand or fingers are in front of his or her mouth when speaking.
  
• His or her body is physically turned away from you, or there are unusual/un-natural body gestures.
  
• His or her breathing rate increases.
  
• Complexion changes such as in color; red in face or neck area.
  
• Perspiration increases.
  
• Voice changes such as change in pitch, stammering, throat clearing.

As with all non-verbal language, it's important to remember here that everyone's personal body language is slightly different. If you notice some of the typical non-verbal signs of lying, you shouldn't necessarily jump to conclusions, as many of these signals can be confused with the appearance of nervousness. What you should do, however, is use these signals as a prompt to probe further, ask more questions and explore the area in more detail to determine whether they are being truthful or not.

Further clarification is always worthwhile when checking out your understanding of someone's body language, and this is particularly true during job interviews and in negotiating situations

Interviews and Negotiations, and Reflection
What do you do when you are asked a really good question? Do you ponder for a few moments before answering?

You might simply blurt something out without taking time to think about the answer, or you could take a moment to reflect before answering. By taking some time to reflect on your response, you are indicating to the questioner that they've asked you a good question and it is important enough for you to take some time to consider your answer.

Be that in an interview situation or when negotiating something with someone, showing that you are indeed thinking over your answer is a positive thing. Some typical signs and signals that a person is reflecting on their answer include:

• Eyes look away and return to engage contact only when answering.
  
• Finger stroking on chin.
  
• Hand to cheek.
  
• Head tilted with eyes looking up.

So, whether you are on the receiving end of someone pondering, or you are doing the pondering, there are certain gestures that give it away.

One size does NOT fit all
We mentioned earlier that each person is unique, and that their signs and signals might have a different underlying cause from the ones you suspect. This is often the case when people have different past experiences, and particularly where cultural differences are large. This is why it's important to check that your interpretation of someone else's body language is correct. You might do this through the use of further questions, or simply by getting to know the person better.

To help practice and further develop your skill in picking up body language, engage in people-watching. Observe people – be that on a bus/train or on television without the sound – and just notice how they act and react to each other. When you watch others, try to guess what they are saying or get a sense of what is going on between them.

Even if you do not get the chance to check whether you are correct in your assessment, you will be developing your observational skills. This in turn can help you to pick up signals when you are interacting with others.

Key Points:
Body language accounts for as much as 55% of how we communicate, and can reflect quite accurately what's going on inside us.

Body language includes body movements and gestures (legs, arms, hands, head and torso), posture, muscle tension, eye contact, skin coloring (flushed red), even people's breathing rate and perspiration. Additionally, the tone of voice, the rate of speech and the pitch of the voice all add to the words that are being used.

It is important to recognize that body language may vary between individuals, and between different cultures and nationalities. It is therefore essential to verify and confirm the signals that you are reading, by questioning the individual and getting to know the person.

A Tool to Train Supervisors to Reduce Turnover and Increase Retention

--Know your turnover rate. The first step in dealing with retention issues is to know whether there's really a problem. As the program points out, a certain level of turnover is normal and even beneficial, as it brings new perspectives into the workplace. However, if turnover exceeds the national average of about 20 percent per year, or is much higher in a given department than the company in general, "it can be a sign of a deeper problem that you need to address," says the program narrator. The program teaches supervisors the proper formula to find the turnover rate.
--Know the costs. The program explains both direct and indirect costs of turnover, so supervisors more completely grasp the importance of the issue.

--Know the reasons. Key tools for determining the reasons for turnover are exit interviews, questionnaires mailed to former workers, surveys of current workers, and just simply talking with your people. The program supplies a list of key questions you should ask exiting workers. These include:

--What did you like most, and least, about working here?
--How well do you think your pay and benefits stacked up against other employers?
--What additional training would you have wanted?
--Were you adequately recognized for your accomplishments?
--Would you recommend this company as a good place to work? Why or why not?

A supplementary handout then asks supervisors to use the question list in a role play. --Develop a retention strategy. Supervisors are asked to gauge the extent to which their attitudes and practices supply these key elements of retention:

--Hiring to fit the job
--Appropriate orientation ("What employees experience in the first 90 days often determines if they leave in months or stay for years.")
--A safe and team-oriented workplace and adequate resources ("training, tools, and time to do a quality job")
--Fair and consistent management
--Ongoing feedback and recognition, even for the smallest achievements

Supervisors are then supplied with ideas to develop attributes they may be lacking.

Cut Turnover, Build Retention: Experts Explain How to Do Both

When talk turns to turnover and retention, we've all heard the gloomy statistics.

Of every 10 workers in your organization now, three will retire over the next 10 years. Out of that same 10, three others are looking for new jobs even as you read this. And if you've hired younger "20-somethings," expect them to stay no longer than 18 months, on average, before moving on. What about the replacement cost when a skilled worker leaves? Estimates range from $7,000 to millions, depending on the position in the organization.

These stats were recently reported by retention specialist Greg Smith of Chart Your Course International in Conyers, Georgia. Smith also offered a recipe of "proven ways to retain your best employees." Additional ideas for retention come from Susan Heathfield, About.com's HR specialist, especially on dealing with younger, so-called "Millennial" and "Generation X" workers. Let's review some the advice that these, and other experts, have given on improving your rates of retention:

--Hire the right people. Retention starts with putting people in slots that are comfortable and productive for them. A sense of achievement is key, and that's most likely to happen when the employee fits the job and vise versa. Use pre-employment testing to hire, then focus special attention on the first 90 days of employment, says Smith. "This is a great opportunity to make new hires feel proud to have chosen your organization," he notes.

--Understand what motivates your employees. This especially applies to generations that differ from your own, adds Heathfield. "To better understand who your Millenials are," she says, "understand who they are not: You." She explains that while Baby Boomers were on a quest to climb the career ladder, following generations see work 'as something to do between weekends.'" They're in it for the money, Heathfield declares, and will do the work you assign for the pay that fuels their lifestyles, but they won't take on new challenges on their own. Reward them with paid time off, she suggests, instead of promises of future promotions, which are less important to these age groups.

--Be flexible with time, say both experts. Today's workers seek work/life balance and will remain loyal to organizations that respect the demands of their lives outside work. Smith suggests allowing workers to take off to care for a child or parent without using up their vacation or sick days, while Heathfield suggests handing out "Working Hard Cards" for extra effort on the job. The cards can be cashed in for a set amount of paid time off. --Work with managers on retention. It's often pointed out that employees don't leave their company, they leave managers who they feel have treated them unfairly or with whom they can't get along. The experts advise training managers to work on their off-putting tendencies, to recognize their employees' achievements more often, and to keep an open ear for grievances before they reach the level of "I quit!"

What if valued workers do leave? Don't be afraid to rehire them when they find out that the grass isn't really greener elsewhere, says Smith. "Keep the doors open for the good ones to come back."