Trending February 2024 # Apple Fortune 500 Ranking Now #3, But #188 For Diversity # Suggested March 2024 # Top 7 Popular

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Apple’s Fortune 500 ranking has moved back up to third place, after being knocked into fourth place last year by Exxon Mobil.

Fortune has this year added an additional ranking, for diversity, equity and inclusion – and there Apple gets a rather low ranking of 188th …

The Fortune 500 is a ranking of US companies by revenue.

Companies are ranked by total revenues for their respective fiscal years. Included in the survey are companies that are incorporated in the U.S. and operate in the U.S. and file financial statements with a government agency. This includes private companies and cooperatives that file a 10-K or a comparable financial statement with a government agency, and mutual insurance companies that file with state regulators. It also includes companies that file with a government agency but are owned by private companies, domestic or foreign, that do not file such financial statements.

Apple takes third place based on record revenue of $274B, up 5.5% on the previous year. However, Fortune does note antitrust pressures that may impact future revenue.

The pandemic created challenges and opportunities for Apple. CEO Tim Cook had to close stores and send home engineers. But with Apple customers worldwide working and learning from home, iPad and Macintosh computer sales skyrocketed to their highest levels ever. And fiscal-year revenue hit an all-time record too, of $275 billion. That helped Apple’s stock price soar; it gained 80.7% in 2023.

As that year wound down, regulators fixed their sights on Apple for potentially abusing its power over the iOS app store. A House Judiciary antitrust subcommittee report in October concluded that Apple “exerts monopoly power” in its app store to harm competition and increase prices for consumers. Meanwhile, testimony in an antitrust lawsuit filed by Fortnite developer Epic Games will likely increase pressure on legislators to limit Apple’s power.

Diversity rankings are compiled for the first time this year, in partnership with Refinitiv. The initiative is known as Measure Up.

The Measure Up initiative aims to make diversity, equity and inclusion (DEI) disclosure and performance a critical metric for successful businesses. For this analysis, we leverage Refinitiv Diversity and Inclusion (D&I) data to create a relative benchmark and identify the most progressive companies in diversity and minorities inclusion.

A set of 14 data points are used, some simple yes/no scores based on things like whether the company has policies and targets in place, while others measure percentages for things like female and ethnic minority managers.

Policy Board Diversity: Boolean

Policy Diversity and Opportunity: Boolean

Targets Diversity and Opportunities: Boolean

Day Care Services: Boolean

Employee Resource Groups: Boolean

Minorities board Percentage: Percentage

Women Employees: Percentage

New Women Employees: Percentage

Women Managers: Percentage

Employees with Disabilities: Percentage

Gender Pay Gap: Percentage

Minorities Employees: Percentage

Minorities Managers: Percentage

Minorities Salary Gap: Percentage

Here Apple is only in 188th place.

Apple recently released its own diversity data, which shows substantial gaps between the company’s aims and its current makeup, especially in leadership roles.

While Apple’s Fortune 500 ranking is likely to get more attention, the addition of inclusion rankings will likely lead Apple and other companies to boost their efforts to do better next year.

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Bing Looks At Phrases For Ranking Analysis

Back in May, here on SEJ, (ooo look! I’m lyrical) I was discussing this very thing (semantic analysis) with the post; Understanding Semantic Search and SEO. What’s important to remember is that there are many ways a search engine might analyze your content.

And today we’re going to look at another one.

The Patent

Inventor; Umesh Madan

One of the more interesting things we come across fairly early on, was the mention of a few things;

Using the system for both query and document analysis

Use of synonyms (library) not as common in other approaches.

Use in detecting/dealing with misspellings

Feature extraction for classifying objects (e.g “Joe is a lawyer”)

Utilizing ‘and’ ‘or’ combinations for related classifiers

Much of their approach, in this filing, seems to be quite relative to what we’ve seen in past looks at approaches such as phrase based IR (Google). Some of the points mentioned above, are what seems to be somewhat different. They seem to propose using this across a variety of purposes including search document matching, lemmatization (variants of same word), spell checking/correction and related text analysis.

They really seem to make no distinctions as to input types, which they refer to as the ‘input stream‘. This means using (for our purposes) the system to analyze both the documents in the index and the query being entered to find the information. I found this somewhat interesting as a lot of time semantic analysis, past phrase based approaches in particular, tend to be more focused on the indexing/ranking side of things.

Classifying the terms

Classifier dictionaries can include phrase specifications and words/phrases that are synonymous. They can also be used for pattern matching;

“For example, in a health search application, a pattern matching rule might specify that a pattern to be found is the name of a disease combined with the name of a drug. ”

“…data expressions 108 may contain a list of phrases that are disease names and another list of phrases that are drug names. Then code expressions 110 may include a container specifying that a pattern to be found is a sequence of words that include a term from the list of disease names and a term from the list of drug names.”

This can be used to label concepts, in this example, ‘medical condition‘ and ‘medical treatment‘. This is an interesting approach and at first glance, seems that it may be a bit problematic from the processing side of things. Unlike the Google approach, this one would have a more on-the-fly approach based from existing classifications, not an analytic approach from a given training set.

The go on to describe 3 areas;

Phrase sets – related terms/concepts

Map sets – misspellings

Equivalent – common spelling variations

Why do I keep getting the feeling this is a catch-all for not only search, but word processors as well? Meh. Just paranoid.

The AND / OR connection

The also talk about using ‘containers’ that are defined as;

“And” container seeks to find two (or more) related concepts

“Or” container looks for one or more instances.

“All” container matches ALL the phrases (from the input) which is more common for query analysis

“List” container is more of an extended ‘OR’ but would search the full input, not just stopping at the first occurrence.

Repeat” container would refine or expand other containers. Good for multiple instances of a phrase (more content analysis)

“Switch” container can substitute semantic equivalents in line with other containers.

“Wildcard” container can be used to classify words between the desired phrases. Ie; “Disease name” “wild card term” “Drug Name” – without the WC, the match would fail.

They also talk about creating custom containers for elements such as;

“If Found(“Drug”) and (Position(“Drug”)-Context.CurrentPosition)<5, then . . . “,

or

“if (Drug near “INDICATOR”) then . . . .”

It’s all very compartmentalized, that’s for sure. There isn’t much discussion on where the ‘dictionaries‘ are being created or what, if any, training documents are involved. I have to say, other than being about phrases, there is little in common with this approach compared to Google’s.

How does Bing stack up?

As I have already noted, it is uncertain where the data sets for the analysis are being derived. They do mention ”dictionaries”, but that seems to imply their own, not traditional ones. This is where the real meat is IMO as it is where this method lives and dies. Some other missing pieces included;

There is no mention of user feedback

There is no mention of (post) query analysis

A scoring/ranking process to pull this all together

That being said, given what short time I’ve had to mull it over, I do like the proposed system of ‘containers’ if only it wasn’t bloated and process hostile in the end product. The analysis approach is most certainly an interesting one.

We can also see that they do, at times, start to mix words not only phrases into the approach. Some examples given seemed to be cobbling ‘phrases’ together from separate words in the stream. Ultimately the scoring comes from the system properly analyzing the query and then seeking out the defined terms using the container models.

When I say there is no scoring system, what I mean is beyond the obvious. Yes, this would find ‘best matches‘, but there is no real tie breaker if you will. This score could obviously just be added to other scoring mechanisms (links, meta data, geo data, contextual etc..), just seems light. But hey, maybe that’s what keeps it from getting bloated.

Google does it better

And what of ‘related phrases’? Not to harp on the Google approach, but using the system to learn more related phrases to a given concept, seems a logical approach to this under-educated beer jockey. In the past Microsoft, oddly enough, had more latent semantic papers/patents than Google ever did. Makes we wonder about the final destination for this offering.

It doesn’t seem tailored to set out to find concepts and meanings as much as it is about pure phrase matching. Is that a bad thing? No, not at all. We must never look at these in a vacuum, Microsoft has more than a few patents on semantic analysis the last while;

We can only take this for what it is. How the parts are integrated makes the end result. Maybe next time, we shall take a look how well each of them handle relevance through semantic analysis via SERP analysis. It would make for an interesting ride.

Final Analysis

At the end of the day I was left wondering if some of the major differences in approaches (from Google to Microsoft/Bing) had something to do with the seemingly varied results the two engines produce. As noted, I’ve not really done a lot of research into how they’re prducing relevance signals, but from what I have read over the years, they do seem to be taking different routes in semantic analysis, that’s for sure.

If you are seriously targeting Bing and by extension Yahoo, (worth considering), I’d try and work out a program that satisfies both approaches. In reality, Google’s seems the more complicated. A Bing happy approach seems to be one of ensuring the core concepts are clear, early in the content/page and strongly targeted at the ‘right’ user approach, in-line with KW research.

Apple Arcade Gaming Service Now Available For Some Ahead Of Thursday Launch

Early reviews of Apple Arcade started surfacing this morning, and now some iOS 13 users have been granted early access to the service. Apple Arcade is officially set to launch on Thursday, September 19th.

If you’re running the iOS 13 or iOS 13.1 beta, you can head to the App Store and tap the “Arcade” tab along the bottom. If you’ve been chosen to access Apple Arcade early, you should see a “Try it free” button. It’s unclear if today’s availability is limited to only beta testers.

Once you tap “Try it free,” you’ll go through the sign-up process for Apple Arcade, which includes a 1-month free trial. Apple also emphasizes that the subscription is accessible to others via Family Sharing.

After you’ve completed the signup process, you can start browsing through Apple Arcade games. Games are divided into various categories, while Apple has also prepared editorial content for certain titles – much like it does in the App Store.

Here’s a cool look at all of the games from 9to5Mac reader Andy:

— Andy (@AndyNicolaides) September 16, 2023

Apple Arcade isn’t yet accessible to everyone, whether you’re running an iOS beta or not. Apple seems to have chosen a select portion of beta users to try the service out ahead of Thursday’s release.

Early reviews of Apple Arcade have been positive, with users praising the collection of games as well as the value of $5 per month. Apple Arcade will be accessible on iPhone, iPad, Mac, and Apple TV – and will support using an Xbox or Playstation controller.

Apple just released a Newsroom update highlighting some of the upcoming games for the new game service:

When Apple Arcade launches on the App Store on September 19, players around the world will start to get their hands on games that have been years in the making. The developers behind them have woven artistry, curiosity and a lot of heart into a curated selection of diverse, fresh games made possible by Apple Arcade. Here are just a few of their stories.

In “The Enchanted World,” players take on the role of a fairy who uses puzzles and challenges to piece back together her collapsing world. For creators and friends Ivan Ramadan and Amar Zubcevic, both 33, the game is much more than that: It’s a metaphor for a child growing up in a time of war. Both Ramadan and Zubcevic grew up in Sarajevo during the conflicts in the Balkans in the 1990s, and both had parents that used creativity to shield them from the violence and danger around them.

“Sarajevo was under siege for four years,” says Zubcevic. “There was no electricity … there was no running water, you had to go to a well … and we would go with [our parents] and help them carry back containers — it was a game for us, helping them.”

Out of those childhood memories, “The Enchanted World” was born. The game, published in conjunction with developer Noodlecake, features the music and folklore of the Balkans.

“Our game is about all those children who, with their endurance and imagination, can create those magical worlds for themselves and their friends, even in the worst of circumstances,” says Zubcevic. “That’s why their world is enchanted, and why I think that we can always do one better than what came before.”

“We wanted to make this a peaceful game and a fairytale,” says Ramadan. “We hope kids and their parents can enjoy it together.”

In Borderleap’s “Patterned,” players color intricate puzzle pieces and arrange them to complete a satisfying canvas. Nate Dicken, 43, the solo developer behind the outfit in Blacksburg, Virginia, created the game as a method of finding calm. The varied patterns were sourced from 15 designers around the world — 14 of whom are women. Nate created “Patterned” exclusively for Apple Arcade.

“The App Store made it possible for me to have a platform to do what I do,” says Dicken, who has designed more than a dozen iOS games in the last seven years. “I wouldn’t have built this game if it weren’t for Apple Arcade.”

What drives Finji’s creativity? Adam and Bekah credit the company’s commitment to quality of life.

“I want people to have full lives and I want people to make games,” says Bekah. “So whatever we need to do to make that work, we will do that. If my team wants to have kids — how much time do [they] need? I want to work with these friends and make something beautiful with them.”

In “Card of Darkness,” players solve card-based challenges that feature hand-drawn characters with a sense of humor. Solo developer Zach Gage, 34, teamed up with legendary animator Pendleton Ward to bring this game to life.

Gage has spent his life making video games and art. When the first iPhone was released, he saw an opportunity.

“I looked at [iPhone] and said this is an art platform,” says Gage. He designed and released his first game, “SynthPond” in the fall of 2008 — one of the first games on the App Store. Since then, Gage has designed more than a dozen iOS games.

Read more: 

Thanks, Rick and Andy!

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Are Organisations ‘Diversity Washing’ With Quotas?

Leaders need to implement a holistic approach to cultural diversity in the workplace. Key Takeaways

Feedback can help a person be more aware of how others see them

Some people believe that diversity quotas can increase the representation of people from minority groups in specific roles

Critics of quotas feel that they are a type of diversity washing

Karen Loon is a Non-Executive Director, and a former senior Big 4 partner. She has worked with the world’s leading banks and led diversity initiatives. She has qualifications in system psychodynamics and governance from INSEAD, and research interests in identity work and organisational change. She explains why she believes that leaders need to implement a holistic approach to cultural diversity in the workplace.

Do you believe organisations are just ‘diversity washing’ with quotas? And why do you think this strategy isn’t working?

Many well-intentioned people believe that diversity quotas can increase the representation of people from minority groups in specific roles. They think quotas will offset the effects of systematic biases against minority groups and lead to greater leadership diversity in a real, measurable way.

Critics of quotas, however, may feel that they are a type of ‘diversity washing,’ as they appear to embody diversity and inclusive practices. However, they may be superficial and fail to make real and sustained changes.

While the argument for quotas may appear logical, quotas often are met with resistance. Quotas don’t deal with the fact that when people feel that the quota is unfair to them, they sometimes become resentful, so they behave illogically and defensively. As a result, they may cling to familiar ways of doing things and collectively resist the hoped-for changes.

While at work, I have experienced some situations where I felt like an outsider because I am an Asian-Australian, I have experienced more difficulties as a female leader.

This is common amongst Asian-Australian women, as we often encounter a double-jeopardy. Not only do we feel we hit a glass ceiling, but also a bamboo ceiling. This is where we feel that we are perceived to lack leadership potential and communication skills because of stereotypes often placed on people from Asian backgrounds.

My research found that people with multiple identities often have more challenging career journeys because they feel tensions between their work identities and family values.

An essential first step for anyone – whether an Asian-Australian or otherwise – who wants to rise up the corporate ranks is understanding themselves. Early experiences at home in our families and how we learn to relate to others influence who we are and how we behave at work.

Throughout our careers, we should be open to holding a mirror to ourselves and become more aware of how others see us and how we come across to others. This can be done by obtaining feedback from others both at home and work.

Further, do a ‘role biography’ exercise. You will understand how your experiences in formal and informal roles at home, school and work have shaped you as an employee.

Finally, people should also seek assistance from a broad network of supporters (particularly sponsors, but also mentors, family, and networks), practice managing their stress at work and be open to lifetime learning.

Why is it important for organisations to foster a holistic approach to cultural diversity?

Unfortunately, many diversity programmes fail to have the impact that organisations hope. For many businesses, increasing diversity is not one of their top issues but is a ‘nice to have’.

Tactical solutions that don’t lead to long-term behaviour changes may not move the dial. For example, studies have shown that unconscious bias training, a standard tool used, can make matters worse, not better. This is because it can exacerbate conflicts, activate bias, and anxieties or fail to deal with underlying power issues.

An organisation’s diversity initiatives must be holistic, well thought through, and closely managed. If they do not get ‘below the surface’ and deal with people’s emotions which could be the real blockers of change, they may not result in sustainable change and more inclusive environments.

A healthy organisation is one where its purpose, values and behaviours are aligned, and its corporate culture balances its focus between performance and people-related factors. Its people embrace diversity and act inclusively at all levels.

Accordingly, if an organisation wants to improve its leadership diversity, its leaders should reframe increasing its diversity as an organisational culture change initiative.

If employees’ lived behaviours are not in line with the organisation’s expected behaviours, leaders should understand what could be leading to this gap, and what needs to change.

This approach must not only have rational initiatives (i.e., head) but also deal with people’s emotions (i.e., heart).

Therefore, an environment of psychological safety, where people feel comfortable voicing their concerns, is a crucial enabler towards lowering the barriers to change and increasing leadership diversity.

How do leaders create an environment of psychological safety, where employees from all backgrounds feel comfortable discussing issues related to cultural diversity?

Diversity without inclusion can lead to exclusion. Conversely, when people are included, they feel socially accepted, have meaningful relationships, and feel they belong to the organisation.

Where there is psychological safety, team members feel accepted and respected, and both openness and vulnerability are welcome in the workplace. In these settings, it is easier for people to overcome their defensiveness or ‘learning anxiety’, as this permits them to speak up, take risks and challenge the status quo.

Leaders play a critical role in creating an environment for learning by acting in ways that promote psychological safety and reduce team fault lines and invisible barriers.

However, they also need to remain mindful that power hierarchies can limit the effectiveness of communication and collaboration, silence weaker team members and inhibit teamwork. Moreover, misunderstandings may arise if power hierarchies are left unexplored and uncontested.

Sponsors play a vital role in helping culturally diverse employees ‘create a leader persona’ by providing them access to a broad range of role models. Sponsorship programmes should be aligned to the organisation’s talent development strategy and cover selection and matching, the engagement process, metrics and have top management involved. They should also take extra care of their sponsees at the most challenging moments during their careers.

In your own experiences, when you’ve tried to discuss cultural diversity or introduce a new initiative, have you ever experienced resistance, and how did you overcome this?

In my experience, rolling out any new program that seeks to change how things are done in an organisation is not easy. This is because people and groups naturally resist change.

A critical step required to overcome the inertia for change is to tap into employees’ psyche to understand what some of the blockers under the surface could be. Individually, people may have personal concerns, such as their fear that they will lose their job to someone else or that the organisational culture will change. Collectively, the corporate culture may lead people to resist change as the new initiative is not how ‘we do things here’.

Group discussions, where emotions and cultural humility are welcomed into conversations, not only focus on what is said but seek to uncover the ‘unsaid’ in teams and unblock these barriers.

Top 5 Chinese Smartphones For Under $500 – February 2023

Top 5 Chinese Smartphones for Under $500 1. OnePlus 5T

As always, we begin with the go-to for Chinese smartphones – the OnePlus 5T.  The smartphone sports a powerful Qualcomm Snapdragon 835 processor paired with 6GB of RAM and 64GB of internal storage as well as the trendy 18:9 aspect ratio and “full-screen” design with very slim top and bottom bezels.

The display on the OnePlus 5T is a large 6.01-inch Full Optic AMOLED with an 80.5% screen-to-body ratio and 18:9 aspect. In the camera department, we have a 16MP main shooter with F/1.7 and a secondary 20MP sporting the same wide aperture, the latter is used in low light situations. On the front, we find a 16MP snapper for high resolution selfies.

Lastly, battery capacity is 3300mAh with super fast Dash Charge support (20W), it runs OxygenOS based Android 7.1.1 Nougat OS and works on pretty much any 4G LTE network around the globe.

2. Xiaomi Mi6

The Mi6 is also a great option for those looking for a smaller device as it sports a 5.15-inch Full HD display. Xiaomi’s phone features two cameras on the back, with a primary 12MP shooter with F/1.8 aperture and OIS, accompanied by another 12MP telephoto camera. Using the two of them you’ll be able to create photos with a shallow depth of field effect when in portrait mode.

3. Nubia Z17S

The latest Nubia Z17S also keeps his spot on this list as one of the best looking and powerful device currently on the market. The handset comes with a flagship Qualcomm Snapdragon 835 processor, 6GB of RAM and 64GB of storage, while sporting 2023’s full screen design on a large 5.73-inch panel with 1080x2040px resolution and ultra-thin side bezels.

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Nubia’s Z17S comes with two rear cameras which are a 12.2MP shooter with F/1.8 aperture and OIS (Optical Image Stabilization) for the primary and a secondary 23MP snapper with a B&W sensor. The selfie camera has a resolution of 5MP and is accompanied by another 5MP secondary shooter.

The smartphone packs a 3100mAh capacity battery, with Quick Charge 3.0 support, it features NFC but there’s no 3.5mm headphone jack. 4G LTE connectivity works on pretty much any network around the world.

If the “full screen” design and the thin side bezels aren’t a priority for you, then the plain Z17 might be a better option as you can get the 8GB RAM or 128GB storage variants at around the same price.

4. Honor View 10

The Honor View 10 is what we could call a flagship killer if we only took into consideration phones running a Huawei SoC. The handset does indeed share a lot of the hardware present on the much more expensive ($800) Huawei Mate 10 Pro while costing almost half of that. The Honor View 10 is powered by the same Huawei HiSilicon KIRIN 970 octa-core CPU paired with 4GB of RAM and 64GB of internal storage (expandable).

Honor’s phone comes with a large 5.99″ FHD+ display, a main 16MP rear camera with an F/1.8 wide aperture and a secondary 20MP B&W shooter. Meanwhile at the front we find an high res 13MP selfie snapper with F/2.0 aperture and face recognition.

The View 10 is fueled by a decently sized 3750mAh capacity battery with Huawei Super Charge 3.0 support, runs Android 8.0 Oreo out of the box and works on various 4G networks, but band 20 isn’t among them.

5. Oppo R11s

Lastly, we have the Oppo R11s with its superb mix between design, specs, camera quality and price. The smartphone packs a big 6.01-inch AMOLED FHD+ display with an 18:9 aspect ratio, coated in Corning Gorilla Glass 5 and surrounded by very slim top and bottom bezels. Under the hood we find a mid-range – but still powerful for most users – Qualcomm Snapdragon 660 CPU, 4GB of RAM and 64GB of internal storage.

Camera wise, the Oppo R11s is equipped with a main 16MP Sony IMX398 rocking a wide F/1.7 aperture and a secondary 20MP Sony IMX350 telephoto camera featuring the same F/1.7 aperture; meanwhile the selfie snapper has 20MP resolution and F/2.0 aperture. The smartphone can shoot 4K videos at 30fps or slow-motion ones at up to 120fps.

The R11s packs a 3205mAh capacity battery and supports a plethora of 4G LTE networks, but unfortunately it does not feature band 20.

Top 5 Chinese Smartphones for Under $500

February’s list didn’t bring many changes from the past one, but we’re confident we’ll see plenty of new devices in March, after MWC 2023 wraps up. Let us know down below if you think we’ve missed any major flagship phones that sell for less than $500, also tell us what you’re expecting to see launched in Barcelona that stays within our budget!

If you want to spend a lot less than $500, check out our under $200 and under $100 buying guides!

Crysis 3 Will Have Skyrim Like Depth But Without The Scale

Video game developer Crytek plans to create a game for its upcoming first-person shooter Crysis 3 that is similar to that of The Elder Scrolls V: Skyrim in depth but without resorting to the scale that the Bethesda team used. Crytek is interested in offering attention to detail, allowing players to take an in-depth look at the world and the various details the team has created. Rasmus Højengaard, who is the senior creative director working at Crytek, has told chúng tôi that, “In Crysis 3, we want scale, but we don’t want the immense scale that Skyrim has. What we then add is detail within that scale that we decide, so that we get this richness in the environment that we want.” He added, “Skyrim, they’re going for epic, epic scale, which means that their micro-detail is prioritised less. Their micro-detail exists in their grandeur rather than in their let’s-take-a-look-at-this-little-thing-here.” In the first Crysis video game, the development team was able to include a lot of ambient detail that was then dropped for the sequel, because of the urban battleground that was featured. For the third game in the series Crytek will reshape New York, creating an urban area that is ruined and overrun by vegetation, which will once again give it the space it needs to offer detail. Rasmus Højengaard says that players will be able to see the movement of light sources, the sway of the various plants and the movement of animals, all distracting him from his primary goal of progressing through the game. Crysis 3 will also give players more options to interact with the richer environment, including a bow that can be used to take out animals as well as enemies. Crysis 3 was officially revealed after a leak offered information on the game and is being prepared for launch in early 2013 on the PC, the PlayStation 3 from Sony and the Xbox 360 from Microsoft.

Video game developer Crytek plans to create a game for its upcoming first-person shooter Crysis 3 that is similar to that of The Elder Scrolls V: Skyrim in depth but without resorting to the scale that the Bethesda team used. Crytek is interested in offering attention to detail, allowing players to take an in-depth look at the world and the various details the team has created. Rasmus Højengaard, who is the senior creative director working at Crytek, has told chúng tôi that, “In Crysis 3, we want scale, but we don’t want the immense scale that Skyrim has. What we then add is detail within that scale that we decide, so that we get this richness in the environment that we want.” He added, “Skyrim, they’re going for epic, epic scale, which means that their micro-detail is prioritised less. Their micro-detail exists in their grandeur rather than in their let’s-take-a-look-at-this-little-thing-here.” In the first Crysis video game, the development team was able to include a lot of ambient detail that was then dropped for the sequel, because of the urban battleground that was featured. For the third game in the series Crytek will reshape New York, creating an urban area that is ruined and overrun by vegetation, which will once again give it the space it needs to offer detail. Rasmus Højengaard says that players will be able to see the movement of light sources, the sway of the various plants and the movement of animals, all distracting him from his primary goal of progressing through the game. Crysis 3 will also give players more options to interact with the richer environment, including a bow that can be used to take out animals as well as enemies. Crysis 3 was officially revealed after a leak offered information on the game and is being prepared for launch in early 2013 on the PC, the PlayStation 3 from Sony and the Xbox 360 from Microsoft.

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