Is it possible for anyone to give Microsoft a fair trial? The first half of 2012 is in the history books. Yet the firm still cannot seem to shake the public opinion as The Evil Empire that produces crap code.

I am in a unique position. I joined the orbit of Microsoft in 1973 after the Army decided it didn't need photographers flying around in helicopters in Vietnam anymore. I was sent to Fort Lewis and assigned to 9th Finance because I had a smattering of knowledge about computers. And the Army was going to a computerized payroll system.

Bill and Paul used the University of Washington's VAX PDP computer to create BASIC for the Altair computer. Certainly laughable by today's standards, it is the very roots of the home computer.

Microsoft became successful because it delivered what people wanted.

I’ll get straight to the point.  Why should companies invest more in management training?  Here are 10 simple reasons.

1) An employee’s relationship with his or her direct manager is the most important single factor in employee engagement.

2) Engaged employees are happier and more productive.  Disengaged employees are frustrated and more disruptive.

3) Because there’s no widely agreed-on skillset for management (good managers come in all shapes and sizes), there’s an assumption everyone knows how to do it.  This is akin to someone who’s never driven before being given keys to a car and told: “Drive.”  (Many many years ago, this is how I first learned to manage.  I blundered my way through it.  Trial and error.  It wasn’t pretty.)

Sage wisdom states that there are two sides to every coin. This timeless wisdom will be borne out in spades with Windows 8/RT. Let's get into the dark side first.

If your users are veterans of Windows it is safe bet they are going to take one look at Windows 8 and scream blasphemy. Users whose brains are geared towards visual learning will undoubtedly yell the loudest and longest.

There's a good reason for this. Mick Jagger brought his band to the Redmond campus, performing live "Start Me Up" in the summer of 1995 (it was a great show). This heralded in the abandonment of program icons sitting on the desktop and introduced the now legacy Start button.

Ending the life of the 17-year-old start button is not going to go well with some users.

We are not all equally motivated. Some people have more self-drive than other people. This is why we find that some people always end up at the top even when the odds are against them. An employee, with this realization, through the Human Resource department, should be able to design efficient career development systems. For this system to work, the employer must understand the nature of the business environment in which they are operating.

Why Train Employees?

The purpose of training employees is to enable them to grow with time and increase their efficiency. The business world is quite dynamic, nothing stays the same for long. Training one’s employees allows them to keep abreast with the ever changing technological advancements and many other factors that are relevant to his/her line of work. Employees cannot be expected to solve all their employer’s expectations with static skills and techniques. Even the most updated technology becomes obsolete at some point.
People are the biggest assets in organizations. For an establishment to flourish, it is important that the employer understands certain key things that help spur their development.

In a report from the Harvard Business Review, “The Impact of Employee Engagement of Performance,” the most impactful employee drivers are: