Check your Spelling With Google

I’m inheritently lazy…Inheritently, is that the correct spelling? Instead of opening Word, or shock horror, actually leafing through a real dictionary, I now just plug the word into Google and look at the “Did you mean:” entry at the top of the page. And sure enough inheritently is in fact “inheritantly”. Thank you Google.

So, to demonstrate how easy Google’s Web Service APIs are to use within your .NET applications, here is a small application to grab and display a spelling correction in Google:

1. You need to obtain a license key to use the Google service. This is automated and free to all, however you are restricted to 1,000 queries (or spelling checks!) a day.

2. Add a Web Reference to your project from the http://api.google.com/GoogleSearch.wsdl entry point.

3. Drop 3 controls onto your form: A Label, a TextBox and a Button.

4. On the button click event, create a Google search object and use the doSpellingSuggestion method to return the correct spelling of the word you entered into the Label control on the form:


Google.GoogleSearchService search = new Google.GoogleSearchService();
Label1.Text = search.doSpellingSuggestion("xxxxxxxxx",TextBox1.Text);

And that is that. Spelling, thanks to Google :)

Pointless? Perhaps. Cool? Yes.

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  • http://www.sitepoint.com AlexW

    Don’t want to be a stickler, Phil (but I will be.. hehehe ;) ) but the Merriam Webster doesn’t know ‘inheritantly’

    Maybe inherently? : involved in the constitution or essential character of something : belonging by nature or habit : INTRINSIC

  • http://www.miseldine.com miseldine

    LOL :)

    The moral perhaps is not to rely on the output of the world’s people who also misspell inherently :)

  • http://www.sitepoint.com AlexW

    lol,.. Hey, I think that if enough people believe a word is spelt a certain way, it IS! Google certainly proves that you’re in good company.

    It was a really nice little technique regardless ;)

  • http://www.testmagic.com/ biggazillakilla

    How do you pronounce that word? “inherently” is what I’ve always heard–something like “in hair int lee.”

    If we are to believe Google (usually accurate), we’d be saying “inheritantly,” as in “in hair i tant lee.” Extra syllable there, no?

    Could it be one of those British/Aussie/American pronunciation differnces?

    Naw, never heard it from any of my good friends from across the pond. But I could be wrong, who knows??

  • M. Johansson

    Cool! Webservices have such potential!

  • http://www.sitepoint.com AlexW

    I think it’s one of those cases where your spelling is linked to the way you understand a certain word. You probably first hear the word in context and think it means something like ‘a deeply ingrained, inherited quality’. So when you go to spell it, it makes sense to start with the nearest word you understand – inherit.

  • http://www.good-tutorials.com lo0ol

    Google probably gets close to a third of all words I type as I’m such a horrid speller I end up needing to doublecheck everything (or is it just because I’m a little anal? That could be too.) Anyway, the Google APIs are rather ace. I’ve seen many a nifty things done with it.

  • Simon Roe

    great idea…! although i use the Google DeskBar – it will open a small ‘popup’ window with search results. you can access it by hitting Ctrl+Alt+G. worth a try for quick searches/spell checks….http://toolbar.google.com/deskbar/index.html

  • Dave

    I found this site by doing a ‘google-spell-check’ on “inheritantly” and found the spelling to be correct and so i decided to read the first hit (this).

    Incidentally it was for a spell check for a .NET project documentation.

  • Anonymous

    smart aleck

  • Anonymous

    Reengineering the DEPARTMENT OF
    Personnel affairs and general reserve

    By
    Saeed saif Noaman

    This thesis proposal was submitted in Partial Fulfillment for
    Executive Master of Business Administration Requirements

    Supervisors: Dr. Senan Ghalep Almarhdi

    Sana’a University, Republic of Yemen

    March, 2009

    Thesis application form

    Date: 28/03/2009

    Program: E-MBA
    Name of participant: Saeed Saif Noaman.
    ID Number: 217 E-MBA /2007 Intake: 02.
    Proposed Title: Business Process Reengineering, For The Department Of Personnel Affaires And General Reserves.
    Management Field: Organizational transformation.
    About the topic:
    This thesis proposal will be submitted in Partial Fulfillment for Executive Master of Business Administration Requirements. The project will take place in the department of personnel affaires and general reserve it will to analyze the department current system and implementing Business Process Reengineering as a proposed solution for those problems associated with current manual repetitive process, and develop the department management to enable it to cope with ever-increase demands of service quality.

    Supervisors: Dr. Senan Ghalep Almarhdi

    TABLE OF CONTENTS
    PAGE SUBJECT

    Introduction …..…………..…..…………………………..…..……3
    1 .The problem overview :
    Back ground ……………………………….…………………. 4
    2. Problem statement …………..……….…….………..…………. 5
    4. The study’s objectives …………….………………….…….…… 6
    5. Importance of the study ……….…………………….…….…… 6
    5. Research approaches ……………………………………….……… 7
    6. Study’s organization ……….………………………………..….8

    References….…………..…………..…….…….…….…………. 10

    Introduction:
    Nowadays all of government institutions are under ever-increasing pressure to deliver their services to the end user effectively, efficiently and with high transparency.
    Those pressures have different forms and categories and have come from different parties like: the public, the public organizations and institutions, the political parties, the international organizations and the donors.
    As they response to those pressures many countries invested in and developing their infrastructure of information and communication technology (ICT) and implementing E-government and some of them were involve in some sorts restructuring or reengineering, in order to promote more efficient and effective government and present more accessible and accountable services to other government institutions, businesses and citizens to keep up with developments and changes in needs of services due to population explosion and increase demands of service quality.
    Yemen government has been investing large resources for the objective of developing the management competency in many of its sectors and core departments, to be able to provide effective and efficient services for the end users and to enhance high managerial and financial transparency.
    Few authorities, department and government institutions have taken good steps toward implementing IT system and automating their manual works, while many others still unable to do so. The department of personnel affaires and general reserve is the first department in Yemen government, who implement computer technology in mid 1980s, yet the department takes this step earlier, it did not utilize capabilities of this technology to initiate significant change toward optimal use of the IT system, instead it becomes more captive for its legacy system.
    This thesis is concerned with the department, to study the current situation and come out with practical recommendations regarding the disability of the system to effectively cope with the difficulties of keeping up with changing environment and to be able to provide prospective service.
    The project proposes using of business process reengineering methodology through which the researcher will try to justify the applicability of this method for the department case.

    The problem overview:
    Background:
    The department of personnel affaires and general reserve is one of the most important departments in the ministry of defense, the department was established in 1990 to inherit the two systems that were exist for at least 20 years in previous two Yemeni regimes before the unification.
    For the purpose of this project the historical overview of the department will be limited to what is related to the current situation so it will not go further beyond a year of 1990.
    1. In the year 1990 the department inherited the two systems that were existing before Yemen unification and unify them in one unique system which is the human resource management system in the ministry of defense.
    2. At the beginning of the year 1995 the department was merged with the department of conscription and general reserve and by the end of the year the departments were separated again.
    3. In the year of 2001 the Supreme Council of Defense verdict number (7) was issued in which the national defense law was frozen and the department was merged again with conscription and general reserve department to be renamed as the department of personnel affairs and general reserve.

    The Mission:
    The department mission is: to provide the ministry defense departments and units with qualified people, maintain their high readiness and manage personnel affaires during duty and until they reach their retirement date or otherwise excel the service under any other means.

    The Vision:
    The vision of the department is to build army manpower capabilities on strong patriotic bases and to enhance national unity within the army personnel through insuring equal opportunity for all Yemeni citizens to participate willingly in the missions of national defense.

    The Problem:
    The department has gone through different stages of functional transformation for the past 19 years. The department structure nor its ways of performing the works has been subjected to any kind of change or restructuring, meanwhile there have been a tremendous change in the department external environment the way it make it difficult for the department to accomplish its tasks properly, at the same time merging the two department has doubled the number of manpower, as yet another burden added to the department, each has much to reduce the capability of the department to accomplish its mission effectively and efficiently.
    Huge investment have been put into developing IT system in the department but this has devoted the current situation rather than making a real development toward solving the existing problems in the system.
    The main aspects of this problem are listed below:
    a. The department uses Manual and repetitive process which is very efforts and time consuming.
    b. The Process doesn’t meet management needs for work streamlining, planning and control.
    c. Current process doesn’t conduct a good utilization of current IT system.
    d. The Process hinders the implementation of the laws and regulation.
    e. Inconsistency in the ways Process is performed and in its results as well.
    f. Management transactions are maintained within different divisions.
    g. Lack of staff awareness of the impact of their action on third party.
    This project wills analysis the current process of the department to specify the areas of interest and develop some recommended alternatives, through which the following questions will be answered:
    1. What are the main characteristics of the current system that hinder the ability of the department to provide the required service?
    2. How does the current management system effect the department functional divisions output in term of effectiveness and efficiency?
    3. How could the system be improved?
    4. What is the appropriate approach that can be applied in this case?
    5. What are the expected outputs of applying such approach?
    The study objectives:
    The main objectives for this project are:
    1. To examine the capability of business process reengineering to address the problems associate with government classical management system and enabling the better use of government resources.
    2. To enable the department to cope with ever-increasing demand of service quality, eliminate the problems associated with current process, and to increase its capability to perform effective services in efficient manner.
    For this purpose the following sub objectives should be met:
    a. To analysis the department current situation to determine the effect of this situation on the department ability, determining those effects and in which areas.
    b. Defining the required state and mapping the proposed process.
    c. Perform gap analysis to show the stakeholders the how could this solution enhance department abilities to cope with this ever-increasing pressure for delivering services quality.
    d. Designing implementation plan.

    Importance of the study:
    For developing management scope in its core departments the ministry of defense has allocated a good proportion of its budget in which most of it was put into developing IT system (building Human resource data base, building good network infrastructure and acquiring computers and servers). Unfortunately this has nothing to do with improving the quality or the efficiency of service in those departments.
    This project will focus on the department of personnel affaires and general reserve trying to provide practical solution to be applied in the department and can be adopted by other department which many of them have similar if not identical problems.
    The study will challenge the difficulties of applying business process reengineering in government sectors such as the nature of management integration of the government system and legislation requirements.

    Research methodology:
    To conduct this study a quantitative research methodology will be used and different approach will be applied for data gathering and depicting the process in deferent stage of the study as follows:
    1. Mapping existing process:
    i. Collecting data about the current process, different methodologies will be used for collection data as follows:
    a. Conducting interviews with division chiefs. directors and other stakeholders.
    b. Work participation, Observation and Trucking procedures of some cases .
    c. Questionnaire, process owners.
    d. Using the Department interim and annual reports and supplementary rules.

    ii. Mapping and document the procedures using the Integration Definition Function Modeling IDEF technique to capture pictures of processes. approach:
    a. Analyzing the current process and depict AS-IS model.
    b. Determining the areas of interest within the current process which are the areas that show deficiencies, bottlenecks and obstacles.
    c. Determining opportunities for improvement.
    d. Designing the proposed process TO-BE model.

    2. Performing Gap Analysis:
    i. Comparing AS-IS with TO-BE process models.
    ii. Highlight functional differences between the two models.
    iii. Reporting analysis outcome and findings.

    3. Designing implementation plan:
    i. Determining the transformation sequence steps to be achieved to accomplish target process.
    ii. Assigning staff, tasks, and responsibilities in clear manners.
    iii. Developing approach to change behavior and mindsets of stakeholders.
    iv. Setting new roles, procedures and instruction for new process.
    The structure of the project:
    This project will consist four chapters as follows:
    1. Chapter I: introduction.
    This chapter will contain the following:
    1.1. An overview on the department from which the case was obtained.
    1.2. problem overview and research questions.
    1.3. project objectives and limitation.
    1.4. Reasons for choosing the subject of study.
    1.5. Structure of the project.

    2. Chapter II: literature review:
    This chapter will give theoretical and conceptual background about the BPR in the following areas:
    2.1. BPR history, concepts, definition & fundamentals.
    2.2. Process definition.
    2.3. The effect of BPR on organization theory.
    2.4. BPR and change management.
    2.5. Implementing BPR in government and public sectors.

    3. Chapter III: research methodology:
    This chapter will encompass a description of research methodology for the following areas:
    3.1. Method of collecting data and information
    3.2. Business process modeling using IDEF method.
    3.3. Mapping the current process building AS-IS model.

    4. Chapter IV: research analysis:
    In this chapter researcher will provide an analysis for the current situation to perform the following steps:
    4.1. Analysis of Existing Processes
    4.2. Determining areas of interest demonstrate hand-offs. bottlenecks, and other disabilities of the current process.
    4.3. Building To- Be model.
    4.4. Performing Gap analysis.

    5. Chapter V: designing implementation plan:
    1.1. Determining the sequences steps to be achieved.
    1.2. This chapter will also include conclusion and recommendation.

    6. Chapter VI: summary:

    References

    (1) Michel hammer & James Champy, reengineering corporation, 2002, Harper Collins.
    (2) Raymond L. Manganelli & Mark M. Klein, step by step guide to business transformation, 1994, Amacom books.
    (3) Jascobs. Chase, Aquilano, operation & supply management, Macgrow Hill, 2008.
    (4) Kenneth C, Laudon & Jane P. Laudon, Management information systems, Pearson Prentice Hall, 2006.
    (5) Artur R. Tenner & Irvig J. Detoro, Process Redsign, 2000Prentice Hall, Inc. New Jersy. US.
    (6) Jeffrey M. Hiatt & Timothy J. Creasey, Cange Management, 2003, Prosci, US.
    (7) Jeffrey M. Hiatt, DAKAR, how to implement successful change in our personal lives and professional careers, 2006, Library of congress, US.
    (8) Jeffrey M. Hiatt, employee’s survival Guide to Change, 2004, Prsci, research, US.
    (9) David F. Groebner, Patrick W. Shannon, Philip C. Fry, and Kent D. Smith Business Statistics, sixth edition.
    (10) Philip Koteler & Kevin Keller, Marketing Management, 21e Pearson Prentice Hall, 2006.
    (11) Stephen P. Robbins & Timothy A. Judge, Organizational Behavior, Pearson Prentice Hall, Upper Saddle River, NJ, 07458.
    (12) Fredric S. Mishkin, & Stanley G. Eakins, Financial Markets and Institutions, Pearson Prentice Hall, 2008.
    (13) N. Gregory Mankiw and Mark P. Tailor, Economics, Thomson Learning, 2006, UK
    (14) Horngrgn, Sundem, and Stratton, Management Accounting, Thirteenth Edition Pearson Prentice Hall, NJ, US, 2005.
    (15) Gary Dessler, human resource management, Pearson Prentice Hall, US, 2005.
    (16) Andrew crane & Dirk Matten, business ethics, Oxford University press Inc, New York, US, US, 2007.
    (17) Department of personnel affairs and general reserve publication and annual reports, 2005, 2006, 2007, 2008.