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Internet Explorer 8 users missing out on better web experience

Internet Explorer 8 is commonly required by specific business software, but limits the rest of your web experience, so we at AG are bringing you up to date.

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internet explorer 8

Many ending support for Internet Explorer 8

Sure, it’s probably your company’s fault that you’re cruising the web in an old beater of a web browser. For me personally, I’m not a Microsoft hater, in fact, the majority of our personal and office equipment is Windows based, but we’re not dragging our feet in keeping up with the modern web – no, not at all.

As recently as September 2012, Google and others ended support for apps for IE8 (internet explorer 8), but Microsoft continues to support the browser for Windows XP dependent users – most likely due to expensive in-house programs designed specifically for a company or industry, and sometimes it takes real money to upgrade those systems. But the rest of the world must move on. Windows Internet Explorer 9 is currently where our support of Explorer begins and that’s pretty much standard for the rest of the world.

There are so many alternatives to experience the web today in terms of browsers compatible with the mobile web that enabling you to continue your antiquated view of the web is sad, and really rather boring.

As of this week, AG will cease support for Internet Explorer 8 and below. In fact, you’ll receive information upon your visit about current browser alternatives, and links to update your browser of choice. We’re not just picking on Windows, but also Chrome, Safari, Firefox, and other popular browsers. Information on updating your browser will also be given to you when joining AG with an out of date browser.

What this means for you

If you’re in a modern browser, you’re already set. Enjoy your visit.

If you’re in an outdated browser, you’ll still be able to read and interact with AG, but you might notice a thing or two misaligned. The site will know when you’re coming from an older browser and will ask if you want to update your browser. Note: if you choose to update Internet Explorer, it will automatically advise you as to your most compatible browser based on your operating system.

Some industries rely on IE8 or even IE7 browsers, so what many people do is use older IE browsers for that tool only, and download a more modern browser for the rest of their web browsing.

We’re happy to answer any questions or address any problems at talk@theamericangenius.com anytime!

Here’s to better browsing,

Benn Rosales
Founder & CEO, AGBeat

Benn Rosales is the Founder and CEO of The American Genius (AG), national news network for tech and entrepreneurs, proudly celebrating 10 years in publishing, recently ranked as the #5 startup in Austin. Before founding AG, he founded one of the first digital media strategy firms in the nation and also acquired several other firms. His resume prior includes roles at Apple and Kroger Foods, specializing in marketing, communications, and technology integration. He is a recipient of the Statesman Texas Social Media Award and is an Inman Innovator Award winner. He has consulted for numerous startups (both early- and late-stage), has built partnerships and bridges between tech recruiters and the best tech talent in the industry, and is well known for organizing the digital community through popular monthly networking events. Benn does not venture into the spotlight often, rather believes his biggest accomplishments are the talent he recruits, develops, and gives all credit to those he's empowered.

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6 Comments

6 Comments

  1. James Boelter

    February 3, 2013 at 2:37 pm

    Internet Explorer – The browser used to download Firefox, Chrome, Safari or any other browser that follows W3C standards instead of it’s own proprietary set.

    • rolandestrada

      February 3, 2013 at 4:13 pm

      Ditto.

  2. rolandestrada

    February 3, 2013 at 4:12 pm

    Frankly I shouldn’t have to worry that any site I visit requires a specific browser in this day and age. I’ve complained to our MLS for ten years about being required to use IE, and sometimes with brutal honesty. I shouldn’t have to put up with that crap. Why, because I’m paying for it. If a real estate industry vendor requires IE to use their site I’ll find someone else. Additionally, those vendors deserve to go broke and go away. Out Orange County MLS finally switched to Matrix on January 30th. Tempo is dead and good riddance.

    I find it absurd to use the excuse of “it costs to much to convert”. That’s BS. They are just lazy and feel they can put out a crappy product because their customers will just put up with it.

    • agbenn

      February 3, 2013 at 5:18 pm

      There are tens of thousands of different software specifically designed to operate in-house on various OS utilizing any number of browsers in businesses across the world, real estate, although a great example is a drop in the pond.

  3. agbenn

    February 4, 2013 at 3:31 pm

    Yeah, quite frankly it’s just a true statement, and it amazes me that it’s 2013 and the same issues continue for MLSs abroad.

  4. James Boelter

    February 5, 2013 at 6:47 am

    Enter – Microsoft Silverlight.

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Business News

Leadership versus management: What’s the difference?

(Business News) The two terms, leadership and management, are often used interchangeably, but there are substantial differences; let’s explore them.

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Some people use the terms “leader” and “manager” interchangeably, and while there is nothing inherently wrong with this, there is still a debate regarding their similarities or differences.

Is it merely a matter of preference, or are there cut and dry differences that define each term?

Ronald E. Riggio, professor of leadership and organizational psychology at Claremont McKenna College, described what he felt to be the difference between the terms, noting the commonality in the distinction of “leadership” versus “management” was that leaders tend to engage in the “higher” functions of running an organization, while managers handle the more mundane tasks.

However, Riggio believes it is only a matter of semantics because successful and effective leaders and managers must do the same things. They must set the standard for followers and the organization, be willing to motivate and encourage, develop good working relationships with followers, be a positive role model, and motivate their team to achieve goals.

He states that there is a history explaining the difference between the two terms: business schools and “management” departments adopted the term “manager” because the prevailing view was that managers were in charge.

They were still seen as “professional workers with critical roles and responsibilities to help the organization succeed, but leadership was mostly not in the everyday vocabulary of management scholars.”

Leadership on the other hand, derived from organizational psychologists and sociologists who were interested in the various roles across all types of groups.

So, “leader” became the term to define someone who played a key role in “group decision making and setting direction and tone for the group. For psychologists, manager was a profession, not a key role in a group.”

When their research began to merge with business school settings, they brought the term “leadership” with them, but the terms continued to be used to mean different things.

The short answer, according to Riggio is no, not really; simply because leaders and managers need the same skills to be productive and respected.

This editorial was first published here in June of 2014.

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Business News

Does Raising Cane’s have the secret to combatting restaurant labor shortages?

(NEWS) Fried Chicken Franchise, Raising Cane’s, has turned to an unusual source of front-line employees during the labor shortage- Their executives!

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White paper sign with black text reading "Help Wanted."

I wouldn’t call myself a fried chicken aficionado or anything, but since chains are designed to blow up everywhere, I have experienced Raising Cane’s.

I’m pretty sure the Cane’s sauce is just barbecue mixed with ranch, but hey, when you’ve got a good idea, keep with it.

In the further pursuit of good ideas, the company has resorted to an intriguing method of boosting staff in a world where the lowest paid among us are still steadily dying of Covid, and/or choosing to peace out of jobs that they don’t find worth the infection risk.

Via Nation Restaurant News: “This is obviously a very tough time, so it was a joint idea of everybody volunteering together to go out there and be recruiters, fry cooks and cashiers —whatever it takes,” said AJ Kumaran, co-CEO and chief operating officer for the Baton Rouge, La.-based quick-service company, from a restaurant in Las Vegas, where he had deployed himself.”

The goal of this volunteer mission, which involves 250 of the 500 executives deployed working directly in service roles, is to bolster locations until 10,000 new hires can be made in both existing locations and locations planned to open.

It’s obvious that this is a bandaid move – execs exist for good reason, and in terms of sheer numbers (not to mention location and salary changes), this is hardly tenable long-term. But I can say this as someone who’s gone from retail to office, and back (and then forth…and then back again) several times – if this doesn’t keep everyone at the corporate level humble, and much more mindful of employees’ needs, nothing will.

The fast-food world is notorious for wonky schedules only going up a day before the week begins, broken promises on hours (both over and under), horrendous pay, and little to no defense of employee dignity in the face of customers with rank dispositions. With the wave of strikes (Nabisco, John Deere, IATSE) making the news, and lack of hazard pay/brutal physical attacks over mask mandates still very fresh in workers’ minds, smart companies are hipping themselves to the fact that “low level” employee acquisition and retention needs to be much more than the ‘work here or starve’ tactics that have served since the beginning of decades of wage stagnation. The best way for that fact to stay front-of-mind is to go out and live the truths behind it.

In Raising Cane’s case, the company also announced that they’re upping wages at all locations — to the tune of an actually not totally insulting $2 per hour, resulting in a starting wage of $15 and a managerial wage of $18.

Ideally, paying people more to cook, clean, and customer service all in one job will actually attract people back to fast food work. Seriously consider the fact that the people cleaning fast-food toilets are the same people making the food that goes into your mouth. The additional fact is that it’s better for everyone’s health when they’re paid enough to care about what they’re doing and stay healthy themselves.

Of course, one does also need to consider how much inflation has affected the price of goods and housing since the ‘fight for $15’ began almost a decade ago in 2012. Now, raising wages closer to the end point of multiple goods still might not be enough!

AJ Kumaran continued, “The chicken prices are through the roof. Logistics are very hard. Shipping is difficult. Simple things cups and paper napkins — everything is in shortage right now. Some are overseas suppliers and others domestic suppliers. Just in poultry alone, we have taken significant inflation.”

That’s global disruption for ya.

It remains to be seen whether this plucky move can save Raising Cane’s dark meat, but I’m very pro regardless. Send more top-earning employees into the trenches! No more executives with 0 knowledge of how the sausage sandwich gets made.

No more leading from behind.

Why not? What are ya? Chicken?

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Woman working in office with remote team

Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

This story was first published in November 2020.

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