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  • “Being Agile” Means No Documentation, Right?

    - by jesschadwick
    Ask most software professionals what Agile is and they’ll probably start talking about flexibility and delivering what the customer wants.  Some may even mention the word “iterations”.  But inevitably, they’ll say at some point that it means less or even no documentation.  After all, doesn’t creating, updating, and circulating painstakingly comprehensive documentation that everyone and their mother have officially signed off on go against the very core of Agile?  Of course it does!  But really, they’re missing the point! Read The Agile Manifesto. (No, seriously - read it now. It’s short. I’ll wait.)  It’s essentially a list of values.  More specifically, it’s a right-side/left-side weighted list of values:  “Value this over that”. Many people seem to get the impression that this is really a “good vs. bad” list and that those values on the right side are evil and should essentially be tossed on the floor.  This leads to the conclusion that in order to be Agile we must throw away our fancy expensive tools, document as little as possible, and scoff at the idea of a project plan.  This conclusion is quite convenient because it essentially means “less work, more productivity!” (particularly in regards to the documentation and project planning).  I couldn’t disagree with this conclusion more. My interpretation of the Manifesto targets “over” as the operative word.  It’s not just a list of right vs. wrong or good vs. bad.  It’s a list of priorities.  In other words, none of the concepts on the list should be removed from your development lifecycle – they are all important… just not equally important.  This is not a unique interpretation, in fact it says so right at the end of the manifesto! So, the next time your team sits down to tackle that big new project, don’t make the first order of business to outlaw all meetings, documentation, and project plans.  Instead, collaborate with both your team and the business members involved (you do have business members sitting in the room, directly involved in the project planning, right?) and determine the bare minimum that will allow all of you to work and communicate in the best way possible.  This often means that you can pick and choose which parts of the Agile methodologies and process work for your particular project and end up with an amalgamation of Waterfall, Agile, XP, SCRUM and whatever other methodologies the members of your team have been exposed to (my favorite is “SCRUMerfall”). The biggest implication of this is that there is no one way to implement Agile.  There is no checklist with which you can tick off boxes and confidently conclude that, “Yep, we’re Agile™!”  In fact, depending on your business and the members of your team, moving to Agile full-bore may actually be ill-advised.  Such a drastic change just ends up taking everyone out of their comfort zone which they inevitably fall back into by the end of the project.  This often results in frustration to the point that Agile is abandoned altogether because “we just need to ship something!”  Needless to say, this is far more devastating to a project. Instead, I offer this approach: keep it simple and take it slow.  If your business members or customers are only involved at the beginning phases and nowhere to be seen until the project is delivered, invite them to your daily meetings; encourage them to keep up to speed on what’s going on on a daily basis and provide feedback.  If your current process is heavy on the documentation, try to reduce it as opposed to eliminating it outright.  If you need a “TPS Change Request” signed in triplicate with a 5-day “cooling off period” before a change is implemented, try a simple bug tracking system!  Tighten the feedback loop! Finally, at the end of every “iteration” (whatever that means to you, as long as it’s relatively frequent), take as much time as you can spare (even if it’s an hour or so) and perform some kind of retrospective.  Learn from your mistakes.  Figure out what’s working for you and what’s not, then fix it.  Before you know it you’ve got a handful of iterations and/or projects under your belt and you sit down with your team to realize that, “Hey, this is working - we’re pretty Agile!”  After all, Agile is a Zen journey.  It’s a destination that you aim for, not force, and even if you never reach true “enlightenment” that doesn’t mean your team can’t be exponentially better off from merely taking the journey.

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  • Subscribe to RSS Feeds in Chrome with a Single Click

    - by Asian Angel
    Do you have a Google Reader account and need a quick simple way to subscribe to new RSS feeds while you browse? Then you will definitely want to have a look at the Chrome Reader extension for Chrome. Before If you want to add a new feed to your Google Reader account in Chrome then you have to do it manually. A single feed now and then is not a problem but if you are wanting to build a serious set of RSS feeds quickly then not so good. Chrome Reader in Action Once the extension is installed you are ready to go. Any time that you visit a webpage with an RSS feed available you will see the familiar orange feed icon appear in your “Address Bar”. To add the feed to your Google Reader account just click on the orange feed icon. Note: You will need to be logged into your Google Reader account in your browser. When you click on the orange feed icon a small drop-down window will appear where you can modify the feed name and/or add it to a “custom folder” if desired. Notice that the orange feed icon has changed to the familiar Google Reader icon indicating that the feed has been added to the account. Now you are ready to continue browsing…no other actions are required. And now to subscribe to the Microsoft feed at Ars Technica. Once again a single click and all done. Refreshing our Google Reader page shows both of our new RSS feeds ready to enjoy. Conclusion The Chrome Reader extension makes it as simple as can be to add new RSS feeds to your Google Reader account while browsing with Chrome. Links Download the Chrome Reader extension (Google Chrome Extensions) Similar Articles Productive Geek Tips Access Your favorite RSS Feeds in Windows Media CenterChange Default Feed Reader in FirefoxUse Outlook 2007 as an RSS ReaderInstall Extensions in Google ChromeMake Outlook Stop Using Internet Explorer’s RSS Feeds TouchFreeze Alternative in AutoHotkey The Icy Undertow Desktop Windows Home Server – Backup to LAN The Clear & Clean Desktop Use This Bookmarklet to Easily Get Albums Use AutoHotkey to Assign a Hotkey to a Specific Window Latest Software Reviews Tinyhacker Random Tips DVDFab 6 Revo Uninstaller Pro Registry Mechanic 9 for Windows PC Tools Internet Security Suite 2010 Out of band Security Update for Internet Explorer 7 Cool Looking Screensavers for Windows SyncToy syncs Files and Folders across Computers on a Network (or partitions on the same drive) If it were only this easy Classic Cinema Online offers 100’s of OnDemand Movies OutSync will Sync Photos of your Friends on Facebook and Outlook

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  • I can't get click and drag to work with my Wacom Bamboo P&T

    - by Magnus Hoff
    I get my Wacom Bamboo Pen & Touch apparently working (By using Martin Owens' PPA), but whenever I try to click and drag something -- for example to move a window -- it will only register as a click. In other words: The "button up" event is generated right after the "button down" event no matter how long I hold it in. This is the same whether I use the tip of the pen, the buttons on the pen or the buttons on the pad. However: Clicking and dragging works perfectly in the login-screen, both before logging in for the first time and after logging out.

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  • Authorship tag or Customer reviews to enhance click-through rate

    - by Prashant Singh
    I was first using authorship tag on all the pages of my website. That gave me a pretty decent improvement in the click through rate. However, I have recently added ratings on my website, i.e. all my pages are being rated by the readers and the same has been made available to Google via rich snippets. The result being the image of the author from the google search results has been removed. It shows ratings given by the customers and just writes the name of the author. What will be its impact on the click-through rate ? Is it OK to have the ratings or should I switch back to only authorship tag as I was using in the past ? Please comment if I am unclear in asking my problem. Thanks :)

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  • How To Make FileZilla Open All The Required Files With One Click

    - by Omar Tariq
    Is there any way of configuring FileZilla so that I can open all the files on a server that I use to edit with just one click. For example if the files are like this:- /home/abc/def/one.txt /home/abc/def/yet/another/directory/two.txt /home/abc/def/ghi/yet/another/directory/three.txt then it is very time-consuming to navigate through each directory and open the required files. These are only 3 files but what if we have around 10 to 20 files? Yes, copying the path of the directories is one thing. But something that is built-in so that I can just click a button like open all the required files of this connection and it opens all the files in the editor (as set in FileZilla preferences) then that would be great!

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  • Right click menu stopped working in firefox

    - by umpirsky
    Right click menu stopped working in firefox as well as address bar auto completion. I have tried removing and installing firefox again from software center, but the problem persist. UPDATE: Hehum, strange. I wanted to restart in safe mode, clicked help menu, and noticed that menu is ubuntu software center menu! Then cllosed software center, and menu was gone. So now right click is working, auto complete is working, but there is no main menu! Probably unity global menu integration problem. Also, there is no firefox in launcher nor alt+tab any more. Any idea? UPDATE: For some reason, it works after computer restart :o

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  • Add entries to Nautilus' right-click menu (copy, move to arbitrary directories)

    - by qbi
    Assume I want to copy a file from /home/foo/bar/baz to /opt/quuz/dir1/option3. When I try it with Nautilus, first I have to open the correct directory, copy the file, go to the other directory and paste it there. I was thinking of a better way and old KDE3 versions of Konqueror came to mind. It was possible to right-click on a file. The context menu had an option for copying, moving the file to some default directories. Furthermore you could select any directory under /. So for the above action one would right click on a file, select /opt first, a list of subdirectories will open, select /opt/quuz and so on. Using GNOME there are only two possible values (home and desktop). Is there any way to insert more directories to this context menu in GNOME? Can I copy somehow the behaviour of Konqueror?

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  • Touchpad in Sony Vaio E14 - cannot click with a finger and drag with another - Ubuntu 12.04

    - by Nabeel
    I had the following issues with my Sony Vaio E14115's touchpad on Ubuntu 12.04: Right click not working Vertical scrolling not working Then I followed these steps to fix it: Downloaded a patch for Psmouse sudo apt-get install dkms build-essential cd ~/Desktop tar jxvf psmouse-3.2.0-24-generic-pae.tar.bz2 sudo mv psmouse-3.2.0-24-generic-pae /usr/src cd /usr/src sudo chmod -R a+rx psmouse-3.2.0-24-generic-pae sudo dkms add -m psmouse -v 3.2.0-24-generic-pae sudo dkms build -m psmouse -v 3.2.0-24-generic-pae sudo dkms install -m psmouse -v 3.2.0-24-generic-pae sudo modprobe -r psmouse sudo modprobe psmouse This fixed me the problems of Rightclick and vertical scrolling. But I still have an issue of not able to click and drag ie Clicking the leftmouse button and dragging with another finger. It doesn't move! Maybe it doesn't detect the 2nd finger. When I check the capabilities of my Synaptics touchpad by using xinput list-props "SynPS/2 Synaptics TouchPad"|grep Capabilities I get the following output: Synaptics Capabilities (304): 1, 1, 1, 1, 1, 1, 1 Please help me out.

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  • Problems in creating click package for native application

    - by Swordfish90
    Hello everyone I've tried may times to package a native click application mainly following this tutorial: http://notyetthere.org/?p=316 The procedure works and I'm able to execute the binaries both on phones and desktops. The problems start when I install the click package. The application is launched but the game is not working (the "gamefield" is not loaded). The only error message that is given is that versions of localstorages are not compatible (that is impossbile, because it never changed). I suspect that the problem is related to apparmor but I have no proof of that. The source code of the application is available here: https://launchpad.net/ubuntu-netwalk Thank you in advance to everyone...

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  • Content in Context: The right medicine for your business applications

    - by Lance Shaw
    For many of you, your companies have already invested in a number of applications that are critical to the way your business is run. HR, Payroll, Legal, Accounts Payable, and while they might need an upgrade in some cases, they are all there and handling the lifeblood of your business. But are they really running as efficiently as they could be? For many companies, the answer is no. The problem has to do with the important information caught up within documents and paper. It’s everywhere except where it truly needs to be – readily available right within the context of the application itself. When the right information cannot be easily found, business processes suffer significantly. The importance of this recently struck me when I recently went to meet my new doctor and get a routine physical. Walking into the office lobby, I couldn't help but notice rows and rows of manila folders in racks from floor to ceiling, filled with documents and sensitive, personal information about various patients like myself.  As I looked at all that paper and all that history, two things immediately popped into my head.  “How do they find anything?” and then the even more alarming, “So much for information security!” It sure looked to me like all those documents could be accessed by anyone with a key to the building. Now the truth is that the offices of many general practitioners look like this all over the United States and the world.  But it had me thinking, is the same thing going on in just about any company around the world, involving a wide variety of important business processes? Probably so. Think about all the various processes going on in your company right now. Invoice payments are being processed through Accounts Payable, contracts are being reviewed by Procurement, and Human Resources is reviewing job candidate submissions and doing background checks. All of these processes and many more like them rely on access to forms and documents, whether they are paper or digital. Now consider that it is estimated that employee’s spend nearly 9 hours a week searching for information and not finding it. That is a lot of very well paid employees, spending more than one day per week not doing their regular job while they search for or re-create what already exists. Back in the doctor’s office, I saw this trend exemplified as well. First, I had to fill out a new patient form, even though my previous doctor had transferred my records over months previously. After filling out the form, I was later introduced to my new doctor who then interviewed me and asked me the exact same questions that I had answered on the form. I understand that there is value in the interview process and it was great to meet my new doctor, but this simple process could have been so much more efficient if the information already on file could have been brought directly together with the new patient information I had provided. Instead of having a highly paid medical professional re-enter the same information into the records database, the form I filled out could have been immediately scanned into the system, associated with my previous information, discrepancies identified, and the entire process streamlined significantly. We won’t solve the health records management issues that exist in the United States in this blog post, but this example illustrates how the automation of information capture and classification can eliminate a lot of repetitive and costly human entry and re-creation, even in a simple process like new patient on-boarding. In a similar fashion, by taking a fresh look at the various processes in place today in your organization, you can likely spot points along the way where automating the capture and access to the right information could be significantly improved. As you evaluate how content-process flows through your organization, take a look at how departments and regions share information between the applications they are using. Business applications are often implemented on an individual department basis to solve specific problems but a holistic approach to overall information management is not taken at the same time. The end result over the years is disparate applications with separate information repositories and in many cases these contain duplicate information, or worse, slightly different versions of the same information. This is where Oracle WebCenter Content comes into the story. More and more companies are realizing that they can significantly improve their existing application processes by automating the capture of paper, forms and other content. This makes the right information immediately accessible in the context of the business process and making the same information accessible across departmental systems which has helped many organizations realize significant cost savings. Here on the Oracle WebCenter team, one of our primary goals is to help customers find new ways to be more effective, more cost-efficient and manage information as effectively as possible. We have a series of three webcasts occurring over the next few weeks that are focused on the integration of enterprise content management within the context of business applications. We hope you will join us for one or all three and that you will find them informative. Click here to learn more about these sessions and to register for them. There are many aspects of information management to consider as you look at integrating content management within your business applications. We've barely scratched the surface here but look for upcoming blog posts where we will discuss more specifics on the value of delivering documents, forms and images directly within applications like Oracle E-Business Suite, PeopleSoft Enterprise, JD Edwards Enterprise One, Siebel CRM and many others. What do you think?  Are your important business processes as healthy as they can be?  Do you have any insights to share on the value of delivering content directly within critical business processes? Please post a comment and let us know the value you have realized, the lessons learned and what specific areas you are interested in.

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  • return to middle click copy and paste ubuntu 13.10

    - by user206999
    Recent update to 13.10 left the middle mouse button turning sound on and off!! How do I get back to being able to copy and paste? Select the text then paste with the middle Wheel mouse button. This is a feature I used to use a lot and I find extremely quick and useful. I know I can use ctrl c, ctrl v, and right click select copy, select paste but this is clunky compared to just being able to click the middle wheel button. Is there a settings menu option to gain correct operation of the middle wheel button?

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  • YELP does not work right

    - by DWolfman
    When I click on DashHome then click on the questionmark, It brings up the help system. However when I enter a command to search on it tells me this does not exist. From what I understand the engine is YELP and is suppose to search everything including the man pages. However, I can't get it to find anything. I tried to install the yelp package but it tells me the one that is installed is the latest version. Am I doing something wrong? Everything I read says hitting the F1 key is suppose to bring up yelp but Thanks in advance. Dave

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  • Finding out which tile a mouse click landed in

    - by Shard
    I am working on an icometric grid based game and im having an issue trying to link a mouse click from the user to a tile. I have been able to split the problem into 2 parts which is first finding a rectangle that sourounds a tile, which I have been able to do but the second part of figuring out from the rectangle which tile the click landed in has got me stumped. Here is an example of a rectangle with tiles on the inside: The rectangle is 70px long and 30px high so if i use an input of say 30x(top)/20y(left) how would I go about determining which tile this fell into?

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  • MouseEvent.CLICK not working? (AS3)

    - by Jake
    ok so here's my code in AS3, I'd like to know why when i actually click on the picture, nothing happens. And if any of you have great tutorial of what to learn after classes/functions in AS3, let me know =D : package { import flash.display.Bitmap; import flash.display.Sprite; import flash.display.Shape; import flash.events.MouseEvent; public class Main extends Sprite { [Embed(source="../Pics/Picture.png")] private var HeroClass:Class; private var hero:Bitmap = new HeroClass(); public function Main():void { addChild(hero); hero.addEventListener(MouseEvent.CLICK, onClick); function onClick(e:MouseEvent):void { trace("hey"); hero.visible = false; } } } }

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  • Get exact time of each click - AdWords

    - by almo
    I have an AdWords campaign running and want to get a list with all clicks and the exact time the click occured. And I want to do this without having a tracking code on my homepage. So it needs to be via the API (AdWords/Analytics). You might think know that this is not possible. But big Bid Management tools (e.g. Kenshoo) know all details of every click and they don't have tracking code of my website (only on the success page of my contact form). How is that possible? The dimensions in AdWords only let me group the clicks at the hour level.

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  • How can I remap my keys to act like the Macintosh keyboard (like hold alt l + l click = r click)?

    - by jaorizabal
    I want my keyboard layout to act like a Macintosh keyboard. It's hard to use my computer after years on a mac. I want to disable my right mouse click, and replace it with alt + right mouse click. The alt key will also act like ctrl. I want my left ctrl to be the HUD key. I still want my super key to be the same. Can someone please make a script, or point me in the direction of a program to do all this with ease. If you were to make a script/whatever, can you please make one what will reverse all keyboard changes in-case I feel that it is not the same. I will add to the post if I miss anything. Thank you.

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  • Ubuntu 12.10, mouse double click by itself

    - by Ribi
    I updated ubuntu 11.10 some time ago and I had a problem with my mouse. When I click somewhere it would double click by itself. It was pretty anoying as I would start 2x my application almost each time. Then, some update came and the mouse was better. But now, I updated to 12.10 and it does the same thing again. I'm using an Logitech MX Revolution. I don't know what I can do to resolve this problem? Thanks

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  • google chrome window resizes when click 12.04 kde

    - by user37805
    All windows work fine but maximized G. Chrome window starts moving whenever I click under title bar without moving the cursor, but I don't want to move the windows, just to focus. Under the title bar is next to the tabs, on the blue part. This is annoying. It goes from maximized to moving windows function, with the cross instead of the pointer, only with single steady click. Using KDE 4.8.4, kubuntu 12.04. Something like this http://code.google.com/p/chromium/issues/detail?id=37013. How to solve this?

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  • jquery click on anchor element forces scroll to top?

    - by Dan.StackOverflow
    http://stackoverflow.com/questions/720970/jquery-hyperlinks-href-value[link text][1] I am running in to a problem using jquery and a click event attached to an anchor element. [1]: http://stackoverflow.com/questions/720970/jquery-hyperlinks-href-value "This" SO question seems to be a duplicate, and the accepted answer doesn't seem to solve the problem. Sorry if this is bad SO etiquette. In my .ready() function I have: jQuery("#id_of_anchor").click(function(event) { //start function when any update link is clicked Function_that_does_ajax(); }); and my anchor looks like this: <a href="#" id="id_of_anchor"> link text </a> but when the link is clicked, the ajax function is performed as desired, but the browser scrolls to the top of the page. not good. I've tried adding: event.preventDefault(); before calling my function that does the ajax, but that doesn't help. What am I missing? Clarification I've used every combination of return false; event.preventDefault(); event.stopPropagation(); before and after my call to my js ajax function. It still scrolls to the top.

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  • SQLAuthority News – Job Interviewing the Right Way (and for the Right Reasons) – Guest Post by Feodor Georgiev

    - by pinaldave
    Feodor Georgiev is a SQL Server database specialist with extensive experience of thinking both within and outside the box. He has wide experience of different systems and solutions in the fields of architecture, scalability, performance, etc. Feodor has experience with SQL Server 2000 and later versions, and is certified in SQL Server 2008. Feodor has written excellent article on Job Interviewing the Right Way. Here is his article in his own language. A while back I was thinking to start a blog post series on interviewing and employing IT personnel. At that time I had just read the ‘Smart and gets things done’ book (http://www.joelonsoftware.com/items/2007/06/05.html) and I was hyped up on some debatable topics regarding finding and employing the best people in the branch. I have no problem with hiring the best of the best; it’s just the definition of ‘the best of the best’ that makes things a bit more complicated. One of the fundamental books one can read on the topic of interviewing is the one mentioned above. If you have not read it, then you must do so; not because it contains the ultimate truth, and not because it gives the answers to most questions on the subject, but because the book contains an extensive set of questions about interviewing and employing people. Of course, a big part of these questions have different answers, depending on location, culture, available funds and so on. (What works in the US may not necessarily work in the Nordic countries or India, or it may work in a different way). The only thing that is valid regardless of any external factor is this: curiosity. In my belief there are two kinds of people – curious and not-so-curious; regardless of profession. Think about it – professional success is directly proportional to the individual’s curiosity + time of active experience in the field. (I say ‘active experience’ because vacations and any distractions do not count as experience :)  ) So, curiosity is the factor which will distinguish a good employee from the not-so-good one. But let’s shift our attention to something else for now: a few tips and tricks for successful interviews. Tip and trick #1: get your priorities straight. Your status usually dictates your priorities; for example, if the person looking for a job has just relocated to a new country, they might tend to ignore some of their priorities and overload others. In other words, setting priorities straight means to define the personal criteria by which the interview process is lead. For example, similar to the following questions can help define the criteria for someone looking for a job: How badly do I need a (any) job? Is it more important to work in a clean and quiet environment or is it important to get paid well (or both, if possible)? And so on… Furthermore, before going to the interview, the candidate should have a list of priorities, sorted by the most importance: e.g. I want a quiet environment, x amount of money, great helping boss, a desk next to a window and so on. Also it is a good idea to be prepared and know which factors can be compromised and to what extent. Tip and trick #2: the interview is a two-way street. A job candidate should not forget that the interview process is not a one-way street. What I mean by this is that while the employer is interviewing the potential candidate, the job seeker should not miss the chance to interview the employer. Usually, the employer and the candidate will meet for an interview and talk about a variety of topics. In a quality interview the candidate will be presented to key members of the team and will have the opportunity to ask them questions. By asking the right questions both parties will define their opinion about each other. For example, if the candidate talks to one of the potential bosses during the interview process and they notice that the potential manager has a hard time formulating a question, then it is up to the candidate to decide whether working with such person is a red flag for them. There are as many interview processes out there as there are companies and each one is different. Some bigger companies and corporates can afford pre-selection processes, 3 or even 4 stages of interviews, small companies usually settle with one interview. Some companies even give cognitive tests on the interview. Why not? In his book Joel suggests that a good candidate should be pampered and spoiled beyond belief with a week-long vacation in New York, fancy hotels, food and who knows what. For all I can imagine, an interview might even take place at the top of the Eifel tower (right, Mr. Joel, right?) I doubt, however, that this is the optimal way to capture the attention of a good employee. The ‘curiosity’ topic What I have learned so far in my professional experience is that opinions can be subjective. Plus, opinions on technology subjects can also be subjective. According to Joel, only hiring the best of the best is worth it. If you ask me, there is no such thing as best of the best, simply because human nature (well, aside from some physical limitations, like putting your pants on through your head :) ) has no boundaries. And why would it have boundaries? I have seen many curious and interesting people, naturally good at technology, though uninterested in it as one  can possibly be; I have also seen plenty of people interested in technology, who (in an ideal world) should have stayed far from it. At any rate, all of this sums up at the end to the ‘supply and demand’ factor. The interview process big-bang boils down to this: If there is a mutual benefit for both the employer and the potential employee to work together, then it all sorts out nicely. If there is no benefit, then it is much harder to get to a common place. Tip and trick #3: word-of-mouth is worth a thousand words Here I would just mention that the best thing a job candidate can get during the interview process is access to future team members or other employees of the new company. Nowadays the world has become quite small and everyone knows everyone. Look at LinkedIn, look at other professional networks and you will realize how small the world really is. Knowing people is a good way to become more approachable and to approach them. Tip and trick #4: Be confident. It is true that for some people confidence is as natural as breathing and others have to work hard to express it. Confidence is, however, a key factor in convincing the other side (potential employer or employee) that there is a great chance for success by working together. But it cannot get you very far if it’s not backed up by talent, curiosity and knowledge. Tip and trick #5: The right reasons What really bothers me in Sweden (and I am sure that there are similar situations in other countries) is that there is a tendency to fill quotas and to filter out candidates by criteria different from their skill and knowledge. In job ads I see quite often the phrases ‘positive thinker’, ‘team player’ and many similar hints about personality features. So my guess here is that discrimination has evolved to a new level. Let me clear up the definition of discrimination: ‘unfair treatment of a person or group on the basis of prejudice’. And prejudice is the ‘partiality that prevents objective consideration of an issue or situation’. In other words, there is not much difference whether a job candidate is filtered out by race, gender or by personality features – it is all a bad habit. And in reality, there is no proven correlation between the technology knowledge paired with skills and the personal features (gender, race, age, optimism). It is true that a significantly greater number of Darwin awards were given to men than to women, but I am sure that somewhere there is a paper or theory explaining the genetics behind this. J This topic actually brings to mind one of my favorite work related stories. A while back I was working for a big company with many teams involved in their processes. One of the teams was occupying 2 rooms – one had the team members and was full of light, colorful posters, chit-chats and giggles, whereas the other room was dark, lighted only by a single monitor with a quiet person in front of it. Later on I realized that the ‘dark room’ person was the guru and the ultimate problem-solving-brain who did not like the chats and giggles and hence was in a separate room. In reality, all severe problems which the chatty and cheerful team members could not solve and all emergencies were directed to ‘the dark room’. And thus all worked out well. The moral of the story: Personality has nothing to do with technology knowledge and skills. End of story. Summary: I’d like to stress the fact that there is no ultimately perfect candidate for a job, and there is no such thing as ‘best-of-the-best’. From my personal experience, the main criteria by which I measure people (co-workers and bosses) is the curiosity factor; I know from experience that the more curious and inventive a person is, the better chances there are for great achievements in their field. Related stories: (for extra credit) 1) Get your priorities straight. A while back as a consultant I was working for a few days at a time at different offices and for different clients, and so I was able to compare and analyze the work environments. There were two different places which I compared and recently I asked a friend of mine the following question: “Which one would you prefer as a work environment: a noisy office full of people, or a quiet office full of faulty smells because the office is rarely cleaned?” My friend was puzzled for a while, thought about it and said: “Hmm, you are talking about two different kinds of pollution… I will probably choose the second, since I can clean the workplace myself a bit…” 2) The interview is a two-way street. One time, during a job interview, I met a potential boss that had a hard time phrasing a question. At that particular time it was clear to me that I would not have liked to work under this person. According to my work religion, the properly asked question contains at least half of the answer. And if I work with someone who cannot ask a question… then I’d be doing double or triple work. At another interview, after the technical part with the team leader of the department, I was introduced to one of the team members and we were left alone for 5 minutes. I immediately jumped on the occasion and asked the blunt question: ‘What have you learned here for the past year and how do you like your job?’ The team member looked at me and said ‘Nothing really. I like playing with my cats at home, so I am out of here at 5pm and I don’t have time for much.’ I was disappointed at the time and I did not take the job offer. I wasn’t that shocked a few months later when the company went bankrupt. 3) The right reasons to take a job: personality check. A while back I was asked to serve as a job reference for a coworker. I agreed, and after some weeks I got a phone call from the company where my colleague was applying for a job. The conversation started with the manager’s question about my colleague’s personality and about their social skills. (You can probably guess what my internal reaction was… J ) So, after 30 minutes of pouring common sense into the interviewer’s head, we finally agreed on the fact that a shy or quiet personality has nothing to do with work skills and knowledge. Some years down the road my former colleague is taking the manager’s position as the manager is demoted to a different department. Reference: Feodor Georgiev, Pinal Dave (http://blog.SQLAuthority.com) Filed under: PostADay, Readers Contribution, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL, Technology

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  • Disabling the right-click sub menu using JQuery

    - by nikolaosk
    Recently I needed to disable the right-click contextual menu in an HTML page for a very simple HTML application I was creating for a friend.This is going to be a short post where I will demonstrate how to disable the right-click contextual menu.I will use the very popular JQuery Library. Please download the library (minified version) from http://jquery.com/downloadPlease find here all my posts regarding JQuery.In this hands-on example I will be using Expression Web 4.0.This application is not a free application. You can use any HTML editor you like.You can use Visual Studio 2012 Express edition. You can download it here. I am going to create a very simple HTML 5 page with some text and an image. The HTML markup for the page follows. <!DOCTYPE html><html lang="en">  <head>    <title>HTML 5, CSS3 and JQuery</title>        <meta http-equiv="Content-Type" content="text/html;charset=utf-8" >    <link rel="stylesheet" type="text/css" href="style.css">     <script type="text/javascript" src="jquery-1.8.2.min.js">        </script><script type="text/javascript"> (function ($) { $(document).bind('contextmenu', function () { return false;}); })(jQuery); </script>       </head>  <body>      <div id="header">      <h1>Learn cutting edge technologies</h1>      <h2>HTML 5, JQuery, CSS3</h2>    </div>      <figure>  <img src="html5.png" alt="HTML 5"></figure>        <div id="main">          <h2>HTML 5</h2>                        <article>          <p>            HTML5 is the latest version of HTML and XHTML. The HTML standard defines a single language that can be written in HTML and XML. It attempts to solve issues found in previous iterations of HTML and addresses the needs of Web Applications, an area previously not adequately covered by HTML.          </p>          </article>      </div>             </body>  </html> This is the JQuery code, I use (function ($) { $(document).bind('contextmenu', function () { return false;}); })(jQuery); I simply disable/cancel the contextmenu event.When I load the simple page on the browser and I right-click the context menu does not appear.Hope it helps!!!

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