Archive for October, 2011

Disclaimer: I am not really sure whether what I have thought of writing and have ended up writing in the blog post actually fits under this heading. After completing this blog post I am really confused of what I actually intended to write and what have actually written down. However, I feel that the content is still good enough (though not structured as well as I would have liked) to be posted. Also, I now feel that however most of the content is from my experiences and more of my perception at the topic, still this is very much debatable and I would be very happy if I do get such debates happening for the post here.

The Concept

I have been hearing this every now and then about good and bad managers, and to be honest mainly about bad managers. Also, now days the term “manager” itself is meant or probably is replaced conveniently for bad managers. Everyone talks about managers – bad managers, they all say they aren’t any good managers, all a manager is, is bad.

I am not sure if this is really true, as so far my experience has been, I would actually go on an exactly different story about managers. In a short career of about 3 years, I have worked with 7-8 managers and surprisingly all have been good somewhat, or I can say is definitely none of them would come under the BAD category. I don’t know how has this happened, maybe I have been very lucky, or maybe my way of looking at things and judging them has been different. Certainly one of the two has to be correct. Also, I feel that these days everyone has a perception that the managers are bad, and then they start judging people, and probably so they end up having differences with the manager and them term them as bad. I believe that having a perception and then judging someone is not correct. If we believe that the manager should think about our situation and then judge us, then the other way round should also hold good certainly. It has been really disappointing to hear everyone speak negatively about their managers, and especially when I don’t have much to say bad about a few of them, definitely makes me a little wary of either my thinking or my of that of my friends.

Because of this I have been thinking on writing something on this for a long time, but I was not able to create enough content that could or should go in here. But after attending a lecture on leadership, that included the McGregor’s theory X and Y, I got motivated to definitely write something on this. As per the wikipedia, here is an explanation of both the theories:

Theory X

In this theory, which has been proven counter-effective in most modern practice, management assumes employees are inherently lazy and will avoid work if they can and that they inherently dislike work. As a result of this, management believes that workers need to be closely supervised and comprehensive systems of controls developed. A hierarchical structure is needed with narrow span of control at each and every level. According to this theory, employees will show little ambition without an enticing incentive program and will avoid responsibility whenever they can. According to Michael J. Papa, if the organizational goals are to be met, theory X managers rely heavily on threat and coercion to gain their employee’s compliance. Beliefs of this theory lead to mistrust, highly restrictive supervision, and a punitive atmosphere. The Theory X manager tends to believe that everything must end in blaming someone. He or she thinks all prospective employees are only out for themselves. Usually these managers feel the sole purpose of the employee’s interest in the job is money. They will blame the person first in most situations, without questioning whether it may be the system, policy, or lack of training that deserves the blame. A Theory X manager believes that his or her employees do not really want to work, that they would rather avoid responsibility and that it is the manager’s job to structure the work and energize the employee. One major flaw of this management style is it is much more likely to cause Diseconomies of Scale in large businesses.

Theory Y

In this theory, management assumes employees may be ambitious and self-motivated and exercise self-control. It is believed that employees enjoy their mental and physical work duties. According to Papa, to them work is as natural as play. They possess the ability for creative problem solving, but their talents are underused in most organizations. Given the proper conditions, theory Y managers believe that employees will learn to seek out and accept responsibility and to exercise self-control and self-direction in accomplishing objectives to which they are committed. A Theory Y manager believes that, given the right conditions, most people will want to do well at work. They believe that the satisfaction of doing a good job is a strong motivation. Many people interpret Theory Y as a positive set of beliefs about workers. A close reading of The Human Side of Enterprise reveals that McGregor simply argues for managers to be open to a more positive view of workers and the possibilities that this creates. He thinks that Theory Y managers are more likely than Theory X managers to develop the climate of trust with an employee that is required for human resource development. It’s human resource development that is a crucial aspect of any organization. This would include managers communicating openly with subordinates, minimizing the difference between superior-subordinate relationships, creating a comfortable environment in which subordinates can develop and use their abilities. This climate would include the sharing of decision making so that subordinates have say in decisions that influence them. This theory is a positive view to the employees, meaning that the employer is under a lot less pressure than someone who is to be influenced by a theory X management style.

My Take at the Concept

Why exactly I have explained both of these management styles is so that I can draw equivalence between theories and the current day managers. If I have to conclude on the two theories then I can say is the manager with theory X is the one who follows Autocratic style, and demands respect (or more respect than he hardly deserves). On the other hand the manager with theory Y is the one who follows a Democratic style, commands respect (rather than demanding it), and definitely fits into the scales of a good leader.

But to be honest having managers of these styles is more of a concept than practicality, and I believe today’s managers are more of a combination of both the theories than following just one of them. It is only the percentage they follow each of the theory is what makes them different from others. Now if we have to make a consensus then I would say that having more traits of theory Y makes a manager good and more of theory X makes him bad. So if this is to be believed, then I can say that most of my friends have managers who tend to have a lot more traits of theory X than that of theory Y. But this does not mean that they do not have or exhibit some traits from the theory X, it is only the viewpoint of others who cannot see this aspect of theirs clearly (or at all).

I am not sure if anything else apart from these two is required to make it to the list of qualities of a good manager. I don’t know what it is but there is certainly something else too that is required, and this I am talking from my personal experiences with my managers. I have worked under quite a few managers, to name a few they would be: Anisha, Bharati, Aman, Neel, Aditya, Qais, and Antara. To be honest I hardly had any issues with anyone, and this is what surprises me the most. Especially since all of them were different form each other in nature.

My Experiences

My first manager with whom I worked was Anisha, she was certainly a good manager, and had good balance of both theory X and Y. She knew how to get things done, apart from that she was very caring and supportive, something that definitely qualifies her to be a good manager. I never had any issues with her, honestly under her I knew if I do my assigned work in time, and then surely all would be well. She would never put any unwanted pressure to get things done.

Bharati was my second manager. I worked with her closely for a long time (initially she being the lead and then later graduated to become the project manager). To be honest she commanded a lot of respect, and not only from me but from the entire team that worked with her. I believe she was much inclined towards the theory Y, which definitely makes her a good manager if not an exceptional one. I believe her graduating to a manager level worked in both positive and negative way for her. Positive, since before becoming a manager itself, she commanded a lot of respect due to her technical knowledge and helpful and an understanding behavior, which made her job a little easier as she moved to the next level. The negative thing would be that a few times we unknowingly or inadvertently took some liberties under her (though to be honest at that time they certainly did not qualify as liberties, but now after having worked with a lot more people I feel that they could go under them). But she never censured, because I think that those things hardly affected our productivity at work. But to add all I can say is that those were still early days for her as a manager, and with time surely she would become a little stricter (something that is required as a manager), and maybe even strike the perfect balance of both the theories that is required.

My latest manager Antara is also on the same lines of that of Bharati, another very helpful and a very understanding manager. She too has risen to the position of a manager recently and so she too is in that period of transition as I had explained about Bharati. After working with her I realized, that team members actually don’t take managers like her and Bharati very seriously early on (luckily I am not one of them) as they were peers and leads not long ago. But I am very happy that neither of the two had tried to impose their seniority on the others as that could have easily damaged a few relations. It is very good that they are giving everything time, and surely they would be able to acquire the command, respect, and to some extent the fear of manager that a manager needs to have in very less time.  I have written about both of them together because I don’t know why but I can definitely draw a lot of parallels between the two. On second thoughts, I would like to add is probably they are only missing on the fear of manager as of now. To be honest, this quality definitely should exist otherwise manager will not be able to manage really very efficiently (I will surely talk about this a little later).

Now I would like to talk a little about Qais, definitely the most dignifying manager amongst the ones I have worked with. I believe he has all the qualities (have managerial skills, good decision making, command respect, technical knowledge, and also command fear of manager) in him. Though I would add that he does really possess the perfect blend of both the theories (he tends to be more towards theory Y, which is good for a manger), but still qualifies to be the best amongst all, given his attitude towards things and the way he solves issues. Why I say that he does not have the perfect blend of theories is that I have seen people sometimes take the undue advantage of his kindness and liberties, but surely he is good since he does not allow anybody to really go overboard on that. I guess working under him has really changed my perception on various things in a professional career. Though, I could not work with him for a long time, yet in those few days his comportment has been a good lesson to be learnt from. He surely fits into a role model as how a manager should actually be. On similar lines to Qais was another manager, Neel. Though again I got to work with her just for a few days, but that experience was definitely awe-inspiring.

With all of the managers one common thing was the comfort level. I believe you need to have someone who can actually tell you, “It’s okay, don’t worry about this, but try not to repeat the mistake again”, when your task assigned can go horribly wrong for the first time. I guess, especially as young team members one needs to have such managers around you. Because I believe one cannot really learn until they make mistakes (but yes one cannot keep on repeating the mistakes), and that’s where the managers need to be strict and draw the line. I think I have been very lucky with this aspect, as almost all the managers I have got were of this kind. And I guess, probably most of my friends have not had the luck to have worked under such managers and so they have been cribbing.

Now this is all about the good managers, what about the bad ones? I am sure there are plenty of them in the industry; it is only that I have been very fortunate not to have worked any such one. But yes, under this maybe as a greyish part I would like to talk about one manager I worked with, Aditya. Though to be honest, he surely does not fit into the bad category, but almost every other person in the team had a different perception of him than that of mine, so I decided to write about him separately. To start with Aditya did not mix with people easily (though he did become friendly with people once he had worked with them considerably). Secondly, it was very difficult to explain him your point of view, even if it was correct. He had his own perceptions at things, and to some extent was adamant on them. And if one did succeed in explaining his point of view, he would suddenly change priorities to suit that viewpoint (sometimes that too becomes an overload). Apart from all of this, after working with him for a few months I realized that he did not really possess very good technical skills. However, his HR- team management skills were great. He was very caring, kind and supportive, few aspects of his I don’t think many people have seen other than me. But then his technical perspective (as that hurt the project as a whole) negated that quality of his to some extent. Other than that, he had his own gimmicks to deal with the clients, which were appreciated (surprisingly) by the client but did not go well with his seniors and also landed his team in a few serious issues. To write it in short, I would say he had decent “managing skills”, but lacked on the technical perspective, unfortunately which did not make him a good manager amongst his team members. He definitely acted as a leader for the team, took decisions (I believe, decision making is very important aspect of a manager) , responded well and quickly, but unfortunately for him, all that generally back-fired. Probably these are the reasons why he was not popular in the team.

Even I had issues with him early on, but then managed to get along with him very well in the later stages (and because of this point I have actually written his description in a little detail). From this I wanted to raise a discussion that even we need to manage our managers effectively. Sometimes, we need to change in order to settle down with a manager. This is something I learnt while working with Aditya. Initially it was difficult adjusting to his style of work, but then things smoothened up with time. I think this is also an important aspect that one should take into the picture when we talk about manager’s attitude towards us. To cite another example, I have seen another colleague of mine having problems with his manager. Now other members of the project also had issues with the manager, but they somehow were in decent terms with her. But this friend of mine was having tremendous issues with manager, and the problem had reached to such an extent that he was ready to leave his job, even at the terms of his career for that matter. This example of mine corroborated my thought that some effort needs to be applied by us as well, we too need to understand the situation of the other side, instead of expecting everything to be done by the manager.

Manager vs Leader

Now another concept I wanted to talk about is the difference between Managers and Leaders. Now ideally all managers should be leaders, though practically it is not possible. But I do feel that somehow every manager is a leader at times, it is only that good managers have a lot of following while the bad ones will hardly have a few of them. I believe that managers are not leaders only when, they don’t take any initiatives, they always blame the team members for each and every fault, and probably also are not good at all in decision making.

To summarize I can say is that I believe that the issues people have with managers is more because of the perception rather than the actual attitude. Though I do agree that definitely many bad managers may exist, but it certainly is not true that most of them are bad. Also, it is important that we cite their good aspects, and maybe that would help us bond with them better and make working much easier. Apart from that I believe a perfect manager should have managerial skills, good decision making, command respect, technical knowledge, and also command fear of manager.

A Thank You Note to a Manager

I come from an Army background and have studied my college life in an institution run by army people. Because of this I always believed that a senior always remains a senior throughout life. And I entered the IT industry with the same perception, and since then I always felt that a manager is a senior and they cannot really be friends and definitely some distance must be maintained with the manager. Here I would like to thank Qais a lot. I learnt a lot under him on this perspective as well. Working with him I actually realized that managers are seniors and yet can be friends. The barrier that I always believed existed between a manager and a resource is not really that huge (maybe it does not exist also sometimes). This has worked very much in my favor as suddenly there is a huge change in interpersonal skills and the way I handle things at work. And definitely Qais (maybe unknowingly) has played a huge role in this, because I feel those two-three months I worked with him brought in a huge change in my attitude at work (again if I have to relate to the topic then, it was my perception about managers which was eventually broken, so having a perception on things can actually be dangerous). Also, now I feel that I actually could have become friends to my earlier managers as surely that would have been of a great help to everyone (me, the manager, and the project as well, as I think that would have increased my productivity to some extent). So I would really like to thank him for the change he brought in me (if he does manage to read my post).

Here I would also like to thank Anisha’s and Bharati’s efforts, especially initially when I had joined the team they really tried hard to help me break free, become friendlier with everyone in the team around. Unfortunately I could not respond to their efforts. Had I done the situation could have been much better. So here I would really like to thank both of them for their efforts in helping me break free (hopefully they too will be able to read this sometime).

Suddenly from nowhere has this team come out to win the title, defeating Royal Challengers Banglore. In fact I don’t think anyone would have ever imagined Mumbai Indians winning this tournament, since they entered this tournament on many injuries that included Sachin tendulkar, Rohit Sharma, Munaf Patel, Dhaval Kulkarni, Davy Jacobs, and many more. This list was simply endless, but most of these players were the ones that featured in the regular playing 11. But I must say that youngsters rose to the occasion, they grasped there chances and made them count. This is a definite surprise as I never expected to see the younger (unknown) players perform so well, especially seeing what the indian players did during the England tour.

The start of the tournament was not at all good for them, though they won the first two games, but they were not at all convincing, infact they could have easily lost both the games. And then the third game they lost pretty convincingly at the end. It is only from the semi-finals that Mumbai side came together putting up some good performances. And then went onto win the finals very convincingly in Chennai.

Also what makes me feel very happy and does get me exicited as well, is that I am not sure whether players like Chahal, Kanwar, Satish, Abu Nechim would ever get to play for Mumbai Indians since in IPL next year when the injured players get fit, they will not feature in the playing 11. But yes they definitely have made a reputation for themselves , and managed to catch the eye of every IPL-Champions League fan and surely there performances will be remembered and appreciated for a long time to come.

Nevertheless, Mumbai Indians has showed that they have it in them to become the champions. For two years now they were playing very well in the IPL,  but the trophy eluded them. They were even started to be compared to South Africa, who play, but in the crunch situations somehow unfortunately get choked and miss the championship trophy. But I am very happy that Mumbai Indians have proved them wrong, and have won the big trophy, becoming the CHAMPION of CHAMPIONS.

TREATISE Turns 3 Today!

Posted: October 8, 2011 by Shishir Gupta in Just For Fun

It has been a great journey so far, definitely a very exciting one.  It was exactly 3 years back that I created this blog and today when I see back I can see that the growth of this blog has been overwhelming.

I have tried to catch the eye of the readers all around the world and I can say I have been very successful, when last year I saw an exponential increase in the viewership of the blog and this year too, the blog viewership has grown considerably.  If I talk just about this blog I started it basically only for television shows and television personalities and now it covers almost every aspect of my blogging and has now emerged as TREATISE over the past few years. This blog recorded a lot of hits from India, US, UK and Pakistan showing how famous the blog and especially the Indian television show are all around the world. For the record, my blog received as many as 965 hits on 1st July 2011.

This blog has so far recorded “241080” hits in the 3 years (it is nearing the 2.5 Lakh mark or the 2500 thousand mark) while my other blogs the technical one had 4513 hits in about 5 months and my sports blog recorded 1823 hits in about 6 months of their being in existence. It has been 24 months since I had combined these three blogs and since then this blog has recorded “236464”hits. In the past one year I have recorded “132009” hits, while in the second year it had recorded “92775” hits, which means more than 40% growth in the viewership of the blog. Well “132009” hits in a year at an average of more than 361 hits a day is something very good to be happy of. Also this means that this blog has got more than 220 hits per day so far taken as an average of these 3 years. This is the figure that really makes me feel proud of the work done by me in the past 3 years, since if I remember correctly the average was around 63 hits a day at the end of first year and around 150 at the end of second year, and now it stands at over 220 at the end of 3 years.

Now coming to the individual posts. The blog has 210 posts posted live out of which 43 posts have received above 1000 hits and of them 17 posts have received more than 2000 hits. As many as 6 posts have received more than 5000 hits, and in fact of them 3 post have managed to receive more than 10000 hits so far which is something I did not believe will happen during the start of the blog. But the most staggering figure has been of the “Shraddha Nigam on her divorce with Karan Singh Grover” post which has crossed the 25000 mark, which is definitely mind-boggling (definitely this post has been the major contributor towards the hits on the blog, almost contributing over 11 percent of the total traffic towards the blog). Apart from this as many as 89 posts have received more than 500 hits while 190 posts received over 100 hits. Well I think in about 210 posts 190 posts have received above a 100 hits is a very good sign for the blog (especially since now it is more than 90% when it was around 85% last year). Well all it indicates is that a lot of the posts have been viewed and it’s not just a couple of them have been very famous. On second thoughts I can say that a couple of them have become very famous, especially that one post has, while the others have also been viewed decent enough.

I had written about 160 posts in two years, but this year I have only written 50 new posts taking the tally to 210. Though the number is good, but I am still a little disappointed since the second half of the second year itself saw publishing of 60 posts, and the second year in total had seen publishing of 98 posts, and then the complete third year has seen only 50. I have a lot busy throughout the year, but yes I definitely have managed to post at least 1 post in a calendar month if not more. But what I am really happy is that I have been able to touch many aspects in terms of topics and many more facets of mine while blogging (not concentrated towards one topic).

I hope that I can continue the good work and hopefully I will be able to attract a lot of people to my writings in the coming year, and I hope that the fourth year will be even more fruitful in the terms of number of viewership.

Steve Jobs is No More!

Posted: October 6, 2011 by Shishir Gupta in Apple, Computer Articles
Tags: ,

Yesterday (5-Oct-2011), the world lost one of its great computer entrepreneurs and inventors, Steve Jobs. He was the co-founder, chairman, and chief executive officer of the Apple Inc. Jobs was always know for his very different kind of thinking, which actually helped him innovate and produce products that common people could not even think of. He was a great visionary and was one of the people who actually changed the face of technology. Under him, and mainly because of him Apple had established itself as a brand that had no comparison, when i came to quality of products. The loss of this genius, is not only going to hurt Apple but also to almost all their consumers.

I realy appreciated his thought process and his vision and one of his statements really amaze me of what kind of a persona he had. He often would say, “To innovate and make new products do not ask the customers, they know nothing”. Seeing the kind of thinking process he had and the products that he launched, this statement of his so much holds true. People hardly know about what they want new in technology. It is only when you give it to them then they get to know of something new.

Steve Jobs was suffering from pancreatic cancer for sometime now. He in January this year had also gone under a liver transplant. Though I am not really sure of the real cause of his death, but most probably he lost his prolonged fight against cancer.

Here is an article from the Reuters that covers a small article on the genius.

(Reuters) – Steve Jobs, the transcendent Silicon Valley entrepreneur who reinvented the world’s computing, music and mobile phone industries and changed the daily habits of millions around the globe, died on Wednesday at the age of 56.

His death after a years-long battle with pancreatic cancer sparked an immediate outpouring of tributes as world leaders, business rivals and fans alike lamented the tragedy of his premature passing and celebrated his monumental achievements.

“The world has lost a visionary. And there may be no greater tribute to Steve’s success than the fact that much of the world learned of his passing on a device he invented,” U.S. President Barack Obama said in a statement.

Fans paid homage to Jobs outside Apple stores around the world, from Los Angeles to Sydney. Outside one store in New York City, mourners laid candles, bouquets of flowers, an apple and an iPod Touch in a makeshift memorial. In San Francisco, they held up black-and-white portraits of Jobs on their iPads.

Many websites, including Apple’s own, were transformed into online memorials, a testament to the digital creativity that Jobs inspired.

“For those of us lucky enough to get to work with him, it’s been an insanely great honor,” said Microsoft’s Bill Gates, who once triumphed over Jobs but has seen his legendary status overtaken by the Apple co-founder in recent years.

Jobs was surrounded by his wife and immediate family when he died in Palo Alto, California, Apple said late on Wednesday. Other details were not immediately available.

Jobs stepped down as CEO in August and handed the reins to long-time operations chief Tim Cook. With a passion for minimalist design and a genius for marketing, Jobs laid the groundwork for the company to continue to flourish after his death, most analysts and investors say.

But Apple still faces challenges in the absence of the man who was its chief product designer, marketing guru and salesman nonpareil. Phones running Google’s Android software are gaining share in the smartphone market, and there are questions over what the next big thing is in Apple’s product line.


A college drop-out and the son of adoptive parents, Jobs changed the technology world in the late 1970s, when the Apple II became the first personal computer to gain a wide following. He did it again in 1984 with the Macintosh, which built on the breakthrough technologies developed at Xerox Parc and elsewhere to create the personal computing experience as we know it today.

The rebel streak that’s central to his persona got him tossed out of the company in 1985, but he returned in 1997 and after a few years began the rollout of a troika of products — the iPod, the iPhone and the iPad — that again upended the established order in major industries.

A diagnosis of a rare form of pancreatic cancer in 2004 initially cast only a mild shadow over Jobs and Apple, with the CEO asserting that the disease was treatable. But his health deteriorated rapidly over the past several years, and after two temporary leaves of absence he stepped down as chief executive and became Apple’s chairman in August.

Jobs’ death came just one day after Cook presented a new iPhone at the kind of gala event that became Jobs’ trademark. Perhaps coincidentally, the new device got lukewarm reviews, with many saying that it wasn’t a big enough improvement over the existing version of one of the most successful consumer products in history.

Apple on Wednesday paid homage to its visionary leader by changing its website to a big black-and-white photograph of him with the caption “Steve Jobs: 1955-2011.”

The flags outside the company’s headquarters at 1 Infinite Loop flew at half mast. Employees left flowers on a bench and a mourner played music on bagpipes in an impromptu tribute.

Cook said in a statement that Apple planned to hold a celebration of Jobs’ life for employees “soon”.

“Steve’s brilliance, passion and energy were the source of countless innovations that enrich and improve all of our lives. The world is immeasurably better because of Steve,” Apple said in a statement.

“His greatest love was for his wife, Laurene, and his family. Our hearts go out to them and to all who were touched by his extraordinary gifts.”

The announcement of Jobs’ death came after almost all trading in U.S. stocks had finished for the day. Apple’s stock was last quoted at $377.22, a tad lower than its Nasdaq close of $378.25.

Outside Jobs’ house in Palo Alto, neighbors and friends left flowers and drew messages with markers on the sidewalk. “Thanks for changing the world,” read one.

A low fence surrounded a lawn filled with apple trees.

“He was special for the area, like part of the family,” said Robert Blum, who brought flowers with his eight-year-old son, Daniel.


Jobs, in his trademark uniform of black mock-turtleneck and blue jeans, was deemed the heart and soul of a company that rivals Exxon Mobil as the most valuable in America.

Forbes estimates Jobs’ net worth at $7 billion. It was not immediately known how his estate would be handled.

His health had been a controversial topic for years and a deep concern to Apple fans and investors. Even board members have in past years confided to friends their concern that Jobs, in his quest for privacy, was not being forthcoming enough with directors about the true condition of his health.

Born in San Francisco, the Buddhist and son of adoptive parents started Apple Computer with friend Steve Wozniak in his parent’s garage 1976.

Six years ago, Jobs had talked about how a sense of his mortality was a major driver behind that vision.

“Remembering that I’ll be dead soon is the most important tool I’ve ever encountered to help me make the big choices in life,” Jobs said during a Stanford commencement ceremony in 2005.

“Because almost everything — all external expectations, all pride, all fear of embarrassment or failure — these things just fall away in the face of death, leaving only what is truly important.”

“Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose. You are already naked. There is no reason not to follow your heart.”

(Additional reporting by Beck Diefenbach)

(Reporting by Poornima Gupta, Edwin Chan, Andrew Longstreth, Sarah McBride, Bill Rigby, Lisa Richwine, Liana Baker, Soyoung Kim, Nadia Damouni and Peter Lauria; Editing by Gary Hill, Tiffany Wu, Ted Kerr and Bernard Orr)”

One of my teachers had updated a message on his FaceBook profile as a tribute to this genius, I really found it appealing and so thought of putting it here:

“People like Steve Jobs are those enigmas that are born but once, in a life time. What an absolutely amazing man!! Created a company – got thrown out of the very company he created – returned to give it an altogether different shape – quit when people asked why – and then became a part of history. What we can take home from the unbelievable feats of this great man – if I may use the word ‘unbelievable’, is the fact that he never thought there was anything called ‘impossible’. May GOD rest his noble soul in eternal peace. He made life so much easier for us – lesser mortals.”

Here is one of his speeches from the Stanford University’s commencement speech in 2005

‎”Remembering that I’ll be dead soon is the most important tool I’ve ever encountered to help me make the big choices in life,” he said. “Because almost everything – all external expectations, all pride, all fear of embarrassment or failure – these things just fall away in the face of death, leaving only what is truly important.”
– Steve Jobs (Stanford University’s commencement speech, 2005)

I sincerely hope that his loss will not effect the legacy of Apple that he had created, and in the end all I can wish for his that may god let him Rest In Peace.