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  • Programming tourism

    - by Andrew_B
    I'm going on vacation to Paris, France for 10 days. Actually, it's my girlfriend's wish to go there but I'm not very interested in visiting, sightseeing, etc. Recently, I came up with an idea of trying to do something like programming tourism. :) I'd like to do something related to programming in a startup-like company. I do not want a salary or any kind of compensation. I want to overview process, social aspects, environment and "what it feels like" to development software in another country. I'm from Russia. I've been a software developer since 2003. I prefer C#4 but I'm ready to use anything Turing-complete. I have some MS certifications and am familiar with all .NETs since 1.1. Currently I'm finishing PhD in CS. I'm interested in multidimensional indexing and I can turn any piece of data and code to OLAP system. :) But it'd take too much time. What can I do? I have no more than one week. I want a totally complete project in a short amount of time. Implement some features in well-tested project Do a code review Debug memory, performance and concurrency issues Do unit testing So, about the questions: Is it legal? I'm ready to sign NDA if it's necessary. I'll have tourist visa. Is it possible? I'm really sure that bureaucratic companies with lots of HRs and PMs will not allow such experiments. But small companies can afford it. I'm ready to guarantee support on my code after leaving home :) P.S. I still havn't started learning French :) I hope it will not take too much time :) P.P.S. Yes, it's girlfriend-approved. What's in it for me? It's fun. It's fun to see new systems and people who created them. It's fun to complete meaningful things. Quickly. What's in it for them? Feature, debug, review or test. If my short-term colleagues will like this style of working I can invite them to make same trip into my company :) I think in Russia it's even more exciting :)

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  • Website Use Monitoring for 3 People

    - by linkedlinked
    I work in an IT startup with 2 partners, and I'm the programmer/IT guy -- in other words, the work horse. To make a long story short, I'm doing most of the work right now, while they spend all day on Facebook. That's OK, because they're paying my salary, but if the project fails, I'm sure they'll blame me for it (I'm doing my best to make sure that doesn't happen!), and I want some sort of recourse. I already have an app that blocks time-wasters on my local PC, and keeps logs of when the app is enabled (so I can say "I had Facebook blocked from 9am-5pm today.") Is there any way I can get a brief summary of the most heavily visited sites, split up by client PC? At the end of the month, I want to be able to say "You both load Facebook, on average, every 10 minutes. You spend hours a day on Youtube, and haven't opened up our bugtracker in weeks" and maybe have a nifty chart or graph to match it. We have a crappy D-Link router, and no IT budget. They are both on Windows Vista, I run Ubuntu Linux. I don't want to install any monitoring software on their PC, but I'm totally fine with, say, routing all the network traffic through my machine. I guess I can think of lots of ways to accomplish this (telnet into JSSH and list open tabs? log all the DNS requests, per-domain? even thinking of setting up a webcam on my desk and just keeping 5-minute snapshots...), I just don't really know where to start. Any advice is appreciated, thanks!

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  • So You Want to Be a Social Media Director

    - by Mike Stiles
    Do you want to be a Social Media Director? Some say the title is already losing its relevance; that social should be a basic skill that is required and used no matter what your position is inside the enterprise. I suppose that’s visionary, and a fun thing for thought leaders to say. But in the vast majority of business organizations, we’re so far away from that reality that the thought of not having someone driving social’s implementation and guiding its proper usage conjures up images of anarchy. That said, social media has become so broad, so catch-all, and so extended across business functions, that today’s Social Media Director, depending on the size of their staff, must make jacks-of-all-trades look like one-trick-ponies. Just as the purview of the CMO has grown all-encompassing, the disciplines required of their heads of social are stacking up. Master of Content Every social pipeline you build must stay filled, with quantity and quality. Content takes time, and the job never stops. Never. And no, it’s not true that anybody can write. Master of Customer Experience You must have a passion for hearing from customers and making them really happy. Master of PR You must know how to communicate and leverage the trust you’ve built when crises strike. Couldn’t hurt to be a Master of Politics. Master of Social Technology So many social management tools on the market. You have to know what social tech ecosystem makes sense and avoid piecemeal point solutions. Master of Business Development Social for selling and prospecting is hot, and you have to know how to use social to do it. Master of Analytics Nothing else matters if you can’t prove social is helping the brand. That’s right, creative content guy has to also be a math and stats geek. Good luck with that. Master of Paid Media You’ve got to learn the language, learn the tactics, learn the vendors and learn how to measure results. Master of Education Guess who gets to teach everyone who has no clue how to use social for business. Master of Personal Likability You’ll be leading the voice, tone, image and personality of the brand. If you don’t instinctively know how to be liked by actual people, the brand will be starting from a deficit. How deep must you go in this parade of masteries? Again, that depends on your employer’s maturity level in social. Serious players recognize these as distinct disciplines requiring true experts for maximum effect. Less serious players will need you to execute personally in many of these areas. Do the best you can, and try to grow quickly at each. If you’re the sole person executing all social…well…you’re in the game of managing expectations and trying to socially educate your employer. The good news is, you should be making a certifiable killing. If you’re alone and your salary is modest, time to understand how many brands out there crave what you’ve mastered. Not to push back against thought leaders, but the need for brand social leadership has not gone away…not even a little bit. @mikestiles @oraclesocialPhoto: Stefan Wagner, freeimages.com

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  • Oracle Announces Release of PeopleSoft HCM 9.1 Feature Pack 2

    - by Jay Zuckert
    Big things sometimes come in small packages.  Today Oracle announced the availability of PeopleSoft HCM 9.1 Feature Pack 2 which delivers a new HR self service user experience that fundamentally changes the way managers and employees interact with the HCM system.  Earlier this year we reviewed a number of new concept designs with our Customer Advisory Boards.  With the accelerated feature pack development cycle we have adopted, these innovations are  now available to all 9.1 customers without the need for an upgrade.   There are no new products that need to be licensed for the capabilities below. For more details on Feature Pack 2, please see the Oracle press release. Included in Feature Pack 2 is a new search-based menu-free navigation that allows managers to search for employees by name and take actions directly from the secure search results.  For example, a manager can now simply type in part of an employee’s first or last name and receive meaningful results from documents related to performance, compensation, learning, recruiting, career planning and more.   Delivered actions can be initiated directly from these search results and the actions are securely tied to HCM security and user role.  The feature pack also includes new pages that will enable managers to be more productive by aggregating key employee data into a single page.  The new Manager Dashboard and Talent Summary provide a consolidated view of data related to a manager’s team and individual team members, respectively.   The Manager Dashboard displays information relevant to their direct reports including team learning, objective alignment, alerts, and pending approvals requiring their attention.  The Talent Summary provides managers with an aggregated view of talent management-related data for an individual employee including performance history, salary history, succession options, total rewards, and competencies.   The information displayed in both the Manager Dashboard and Talent Summary is configurable by system administrators and can be personalized by each of your managers. Other Feature Pack 2 enhancements allow organizations to administer Matrix or Dotted-Line Relationship Management, which addresses the challenge of tracking and maintaining project-based organizations that cut across the enterprise and geographic regions.  From within the Company Directory and Org Viewer organization charts, managers now have access to manager self-service transactions from related actions.  More than 70 manager and employee self-service transactions have been tied into the related action framework accessible from Org Viewer, Manager Dashboard, Talent Summary and Secure Enterprise Search (SES) results.  In addition to making it easier to access manager self-service transactions, the feature pack delivers streamlined transaction pages making everyday tasks such as promoting an employee faster and more efficient. With the delivery of PeopleSoft HCM 9.1 Feature Pack 2, Oracle continues to deliver on its commitment to our PeopleSoft customers.  With this feature pack, HCM 9.1 customers will be able to deploy the newest functionality quickly, without a major release upgrade, and realize added value from their existing PeopleSoft investment.    For customers newly deploying 9.1, a new download with all of Feature Pack 2  will be available early next year.   This will aslo include recertified upgrade paths from 8.8, 8.9 and 9.0, for customers in the upgrade process.

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  • Move on and look elsewhere, or confront the boss?

    - by Meister
    Background: I have my Associates in Applied Science (Comp/Info Tech) with a strong focus in programming, and I'm taking University classes to get my Bachelors. I was recently hired at a local company to be a Software Engineer I on a team of about 8, and I've been told they're looking to hire more. This is my first job, and I was offered what I feel to be an extremely generous starting salary ($30/hr essentially + benefits and yearly bonus). What got me hired was my passion for programming and a strong set of personal projects. Problem: I had no prior experience when I interviewed, so I didn't know exactly what to ask them about the company when I was hired. I've spotted a number of warning signs and annoyances since then, such as: Four developers when I started, with everyone talking about "Ben" or "Ryan" leaving. One engineer hired thirty days before me, one hired two weeks after me. Most of the department has been hiring a large number of people since I started. Extremely limited internet access. I understand the idea from an IT point of view, but not only is Facebook blocked, but so it Youtube, Twitter, and Pandora. I've also figured out that they block all access to non-DNS websites (http://xxx.xxx.xxx.xxx/) and strangely enough Miranda-IM. Low cubicles. Which is fine because I like my immediate coworkers, but they put the developers with the customer service, customer training, and QA department in a huge open room. Noise, noise, noise, and people stop to chitchat all day long. Headphones only go so far. Several emails have been sent out by my boss since I started telling us programmers to not talk about non-work-related-things like Video Games at our cubicles, despite us only spending maybe five minutes every few hours doing so. Further digging tells me that this is because someone keeps complaining that the programmers are "slacking off". People are looking over my shoulder all day. I was in the Freenode webchat to get help with a programming issue, and within minutes I had an email from my boss (to all the developers) telling us that we should NOT be connected to any outside chat servers at work. Version control system from 2005 that we must access with IE and keep the Java 1.4 JRE installed to be able to use. I accidentally updated to Java 6 one day and spent the next two days fighting with my PC to undo this "problem". No source control, no comments on anything, no standards, no code review, no unit testing, no common sense. I literally found a problem in how they handle string resource translations that stems from the simple fact that they don't trim excess white spaces, leading to developers doing: getResource("Date: ") instead of: getResource("Date") + ": ", and I was told to just add the excess white spaces back to the database instead of dealing with the issue directly. Some of these things I'd like to try to understand, but I like having IRC open to talk in a few different rooms during the day and keep in touch with friends/family over IM. They don't break my concentration (not NEARLY as much as the lady from QA stopping by to talk about her son), but because people are looking over my shoulder all day as they walk by they complain when they see something that's not "programmer-looking work". I've been told by my boss and QA that I do good, fast work. I should be judged on my work output and quality, not what I have up on my screen for the five seconds you're walking by So, my question is, even though I'm just barely at my 90 days: How do you decide to move on from a job and looking elsewhere, or when you should start working with your boss to resolve these issues? Is it even possible to get the boss to work with me in many of these things? This is the only place I heard back from even though I sent out several resume's a day for several months, and this place does pay well for putting up with their many flaws, but I'm just starting to get so miserable working here already. Should I just put up with it?

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  • I am not satisfied with my career and accomplished nothing in my life. what should I do now [on hold]

    - by user2906155
    After my complete my College education I got chance to work on software programming. I work on few software and now nothing make me feel good. I don't like web-programming. Can't have too much mind to play with other people in team a designer or a senior. it's totally time wasting for me. We do integration without any source code control. copy through pen drive. I write in too many language for web-programming but know nothing about any language specially. I don't like to have a BOSS. I would like to do something on my own. From last 3 year I thing I will got a better job but I am unable to get it. I am not good at Programming nor my English is native. I have a big list for pay then my salary. I have problem with nothing. my atmosphere is about illiterate people. they abuse 24 hours a day. this thing make me sick. people watch CRIME patrol my home (watching rape in TV because it's happen to someone). I do my work from home. I don't like to live in my state. All state is one of the biggest illiterate state of my country. Once I apply for a Job in China and it's look like I can get thing Job but I don't get it. My family doesn't want me to settle anywhere else. I told my family 4 time a day that I can't live in this worst situation. Everyone (including the person who I work for) tell me that you can do it only you have money. Now I really don't know how to make money. My job not allow me to work for anyone. My productivity going down since I don't learn anything new. I thing if this happen to me for next 2 year I don't have any knowledge more then a peon. I hate it. When I was in other city then I see that if I spent 7 days their all my 7 days going better. even I go for travelling in green places then I like it. but all I hate it where I work for. When I work on other city then I see my productivity are improved and I don't hate my work. I listen a song "If you don't your love what are you doing it for". I seriously don' t know what I still live here because this place gave me nothing but depression and trouble. for people I clear that I don't belong to RICH or middle class family. All I got is doing something on my own or help of someone. affording a rental place make my run on footpath. All I save in one month is just 10$ (approximately) (actually I afford some guys's education now). Can a programmer live worst life like this. I really not happy. Today is a festival in India and I don't celebrate it because I really hate myself. I want to do suicide. someone guide me how to start solving this headache

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  • Contact-to-hire from the perspective of the headhunter agency?

    - by jamieb
    I operate a small IT consulting firm. One of my clients has expressed an interest in having an ASP.Net programmer on-site at their location for a six-month contract, with an option to hire. I've never really operated my company as a body shop (renting out talent for the long term) and an unfamiliar with how to price my quote. Assume I were to bring on a new developer as a 1099'ed contractor and then contract that person out to my client for the duration of the project. If I'm billing my client $X per hour for this developer's time, what should I be compensating this developer? $X/2 per hour? What's the typical ratio? If the client decides to hire this person at the end of the contract, what should I be compensated? Is it a flat finders fee, or maybe a function of the developer's annual salary? Would there be any advantage to actually hiring the person as a 1040'd employee rather than a 1099 contractor even if I can't offer him benefits? I know other body shops (like Robert Half) do this and never understood why.

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  • How do you marshall a parameterized type with JAX-WS / JAXB?

    - by LES2
    Consider the following classes (please assume public getter and setter methods for the private fields). // contains a bunch of properties public abstract class Person { private String name; } // adds some properties specific to teachers public class Teacher extends Person { private int salary; } // adds some properties specific to students public class Student extends Person { private String course; } // adds some properties that apply to an entire group of people public class Result<T extends Person> { private List<T> group; private String city; // ... } We might have the following web service implementation annotated as follows: @WebService public class PersonService { @WebMethod public Result<Teacher> getTeachers() { ... } @WebMethod public Result<Student> getStudents() { ... } } The problem is that JAXB appears to marshall the Result object as a Result<Person> instead of the concrete type. So the Result returned by getTeachers() is serialized as containing a List<Person> instead of List<Teacher>, and the same for getStudents(), mutatis mutandis. Is this the expected behavior? Do I need to use @XmlSeeAlso on Person? Thanks! LES

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  • Job Opportunities

    - by James
    I have a few questions about my job opportunities and I appreaciate it if people could give me some feedback on what I should have in front of me. I am graduatating from a University of Wisconsin--La Crosse this December with a degree in CS and a math minor. I have a cumulative GPA of 3.84 and a major GPA of 4.0 right now (though I still have many classes in front of me). I already have a degree from the U of Minnesota (History, 3.69 GPA) and have worked in the business world for 3+ years (working for a small company in the baseball world, doing some computer programming, statistical research, operations work, technical writing, etc.) I know Java and C well, also am comfortable with Perl. I should have a good grasp of SQL by graduation. I am looking to get a nice programming job (and will be open to moving). Anyone have any advice on things I should learn etc? Also, I would like to know what everyone thinks about my chances of landing a decent job (I realize that is subjective). Also, any ideas on salary I should be looking for (say I am working a metropolitan area). Thanks.

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  • yet another question about migrating to Java

    - by aloneguid
    Hi, There are plenty similar questions, but maybe responses to this one will save a developer's life :) I want to migrate to Java. The reasons are very clear: all the .NET vacancies are client and windows oriented (Silverlight developer, ASP.NET developer, WPF developer etc.) and none of them are any interest to me. I worked with .NET since it's beginning as our company decided to invest in .NET having C++ stack and all the natual problems, so I was just blindly following and actually enjoyed it as the products were mostly server oriented with mixed C++/C# code. Today I have beforementioned problem - can't find an inspiring job. I'd rather kill myself than start working on a Silverlight or WPF project. Searching Java vacancies shows promising results, however they all require a huge java-related technology stack and experience. The question is is there any chance to find a job quickly and without dramatic salary drop (I know that Java guys are usually better paid, so there must be a kind of a credit) and if not, how must time and effort does it take to migrate (my .NET knowledge mostly includes server-oriented technologies like NHibernate, WCF, threading, sockets, ASP.NET web services, Enterprise Library, NInject etc etc etc, and (still) some C++ leftovers). Thanks!

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  • A moral dilemma - What job to go for?

    - by StefanE
    Here is the story: I have accepted an offer from a gaming company to work as an senior test engineer / developer. I have not yet received an signed copy of the contract. I will get a bit less salary then I asked for and it is as well less than I have today. The company have booked flight tickets for my move over there. Now comes the problem. I did an telephone interview with a company last week and they have asked me for an in person interview and are willing to pay for flights for the meeting. This company is my first choice(and have been for a few years) and would also benefit my career and I believe I will enjoy working there more. What should I do here.. I do feel uncomfortable giving a last minute rejection when I have over the phone accepted the offer, but on the other hand they have yet produced a signed contract and as well paying me a bit less than I think I'm worth. The business is small in many ways and I don't want to end up with a bad reputation. Would be great to hear your opinions!

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  • Should I write more SQL to be more efficient, or less SQL to be less buggy?

    - by RenderIn
    I've been writing a lot of one-off SQL queries to return exactly what a certain page needs and no more. I could reuse existing queries and issue a number of SQL requests linear to the number of records on the page. As an example, I have a query to return People and a query to return Job Details for a person. To return a list of people with their job details I could query once for people and then once for each person to retrieve their job details. I've found that in most cases that solution returns things in a reasonable amount of time, but I don't know how well it will scale in my environment. Instead I've been writing queries to join people + job details, or people + salary history, etc. I'm looking at my models and I see how I could shave off maybe 30% of my code if I were to re-use existing queries. This is a big temptation. Is it a bad thing to go for reuse over efficiency in general or does it all come down to the specific situation? Should I first do it the easy way and then optimize later, or is it best to get the code knocked out while everything is fresh in my mind? Thoughts, experiences?

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  • Work for huge company or small company that makes products for huge company?

    - by TheGambler
    I'm facing a career decision. I currently work for a huge, huge, huge company (this should bring 3-4 companies to mind) as a programmer. I work on a really big (3 million lines of code) J2EE web application. I've been out of college for 2 years and I pretty much know that big corporate life isn't for me. There is a career opportunity to work for a small company that has a lot of funding and huge potential to sell their main project to this huge company I work for.This company makes kiosk software and works with a nearby kiosk software company. The deal isn't done, but I would come straight in to work on this project. This would be more of a interactive media position and I would do the development in flash/action script. I personally think this will be more interesting work then what I do now. This company does have other clients right now, just not on the scale of this potential huge client. I was told that my initial salary would be equal to what I'm making now, but if we land this client it could go up a lot more. I have a wife and child which should and will play a part in my decision if I should take this job. We do though have family that if crap hit the fan we could live with until we got back on our feet. So with the information provided, does this sound like a good opportunity and should I take it? This is a huge decision and the reason I'm asking the question here is because there are a lot of people here that have probably faced this decision before.

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  • How can I get the type I want?

    - by Danny Chen
    There are a lot of such classes in my project (very old and stable code, I can't do many changes to them, maybe slight changes are OK) public class MyEntity { public long ID { get; set; } public string Name { get; set; } public decimal Salary { get; set; } public static GetMyEntity ( long ID ) { MyEntity e = new MyEntity(); // load data from DB and bind to this instance return e; } } For some reasons, now I need to do this: Type t = Type.GetType("XXX"); // XXX is one of the above classes' name MethodInfo staticM= t.GetMethods(BindingFlags.Public | BindingFlags.Static).FirstOrDefault();// I'm sure I can get the correct one var o = staticM.Invoke(...); //returns a object, but I want the type above! If I pass "MyEntity" at beginning, I hope I can get o as MyEntity! Please NOTE that I know the "name of the class" only. MyEntity e = staticM.Invoke(...) as MyEntity; can't be used here.

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  • How important is the programming language when you choose a new job?

    - by Luhmann
    We are currently hiring at the company where I work, and here the codebase is in VB.Net. We are worried that we miss out on a lot of brilliant programmers, who would never ever consider working with VB.Net. My own background is Java and C#, and I was somewhat sceptical as to whether it would work out with VB, as - to be honest - i didn't care much for VB. After a month or so, I was completely fluent in VB, and a few months later i discovered to my surprise, that I actually like VB. I still code my free time projects in C# and Boo though. So my question is firstly, how important is language for you, when you choose a new programming job? Lets say if its a great company, salary is good, and generally an attractive work-place. Would you say no to the perfect job, if the language wasn't your preferred dialect? VB or C# is one thing, but how about Java or C# etc. Secondly if the best developers won't join your company because of your language or platform, would you consider changing, to get the right people? (This is not a language bashing thread, so please no religious language wars) NB: This is Community Wiki

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  • How to create a platform ontop of CSLA? <-- if in case it make sense

    - by Peejay
    Hi all! here is the senario, i'm developing an application using csla 3.8 / c#.net, the application will have different modules. its like an ERP, it will have accounting, daily time record, recruitment etc as modules. Now the requirement is to check for common entities per module and build a "platform" (<- the boss calls it that way) from it. for example, DTR will have an entity "employee", Recruitment will have "Applicant" so one common entity that you can derive from both that can be put in the platform is "Person". "Person" will contain typical info like name, address, contact info etc. I know it sounds like OOP 101. the thing is, i dont know how i am to go about it. how i wish it was just a simple inheritance but the requirement is like to create an API of some sort to be used by the modules using CSLA. in csla you create smart objects right, inheriting from the base classes of csla like businessListbase, readonlylistbase etc. right? what if for example i created a businessbase Applicant class, it will have properties like salary demand, availability date etc. now for the personal info i will need the "Person" from the "platform" and implement it to the applicant class. so in summary i have several questions: how to create such platform? if such platform is possible, how will it be implemented on each module's entities? (im already inheriting from base clases of csla) if incase 1 and 2 are possible, does it have advantages on development and maintenace of the app? the reason why i'm asking #3 is because the way i see it, even if i am able to create a platform for that, i will be needing to define properties of the platform entity on my module entities so to have validation and all. im sorry if i'm typing nonesense i'm really confused. hope someone could enlighten me. thank you all!

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  • How can I assign a name to a task in TPL

    - by mehrandvd
    I'm going to use lots of tasks running on my application. Each bunch of tasks is running for some reason. I would like to name these tasks so when I watch the Parallel Tasks window, I could recognize them easily. With another point of view, consider I'm using tasks at the framework level to populate a list. A developer that use my framework is also using tasks for her job. If she looks at the Parallel Tasks Window she will find some tasks having no idea about. I want to name tasks so she can distinguish the framework tasks from her tasks. It would be very convenient if there was such API: var task = new Task(action, "Growth calculation task") or maybe: var task = Task.Factory.StartNew(action, "Populating the datagrid") or even while working with Parallel.ForEach Parallel.ForEach(list, action, "Salary Calculation Task" Is it possible to name a task? Is it possible to give ???Parallel.ForEach a naming structure (maybe using a lambda) so it creates tasks with that naming? Is there such API somewhere that I'm missing? I've also tried to use an inherited task to override it's ToString(). But unfortunately the Parallel Tasks window doesn't use ToString()! class NamedTask : Task { private string TaskName { get; set; } public NamedTask(Action action, string taskName):base(action) { TaskName = taskName; } public override string ToString() { return TaskName; } }

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  • How important is the .NET programming language when you choose a new job?

    - by Luhmann
    We are currently hiring at the company where I work, and here the codebase is in VB.Net. We are worried that we miss out on a lot of brilliant programmers, who would never ever consider working with VB.Net. My own background is Java and C#, and I was somewhat sceptical as to whether it would work out with VB, as - to be honest - i didn't care much for VB. After a month or so, I was completely fluent in VB, and a few months later i discovered to my surprise, that I actually like VB. I still code my free time projects in C# and Boo though. So my question is firstly, how important is language for you, when you choose a new programming job? Lets say if its a great company, salary is good, and generally an attractive work-place. Would you say no to the perfect job, if the language wasn't your preferred dialect? VB or C# is one thing, but how about Java or C# etc. Secondly if the best developers won't join your company because of your language or platform, would you consider changing, to get the right people? (This is not a language bashing thread, so please no religious language wars) NB: This is Community Wiki

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  • How to Object Array to List

    - by Peter Black
    (C#) I have 2 classes. 1 is called Employee. The other is my "main". I am trying to take a list and assign each value in list to an array of Employee object. //Inside "Main" class int counter = NameList.Count; Employee[] employee = new Employee[counter]; for (int i = 0; i <= counter; i++) { employee[i].Name = NameList[i]; employee[i].EmpNumber = EmpNumList[i]; employee[i].DateOfHire = DOHList[i]; employee[i].Salary = SalaryList[i]; employee[i].JobDescription = JobDescList[i]; employee[i].Department = DeptList[i]; } This returns the error: An unhandled exception of type 'System.NullReferenceException' occurred in Pgm4.exe Additional information: Object reference not set to an instance of an object. I think this means that I am not calling the list properly. Any help would be much appreciated. Thank you.

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  • how to create following Java applicatin? [on hold]

    - by Tushar Bichwe
    Write a JAVA program which performs the following listed operations: A. Create a package named MyEmpPackage which consists of following classes A class named Employee which stores information like the Emp number, first name, middle name, last name, address, designation and salary. The class should also contain appropriate get and set methods. 05 A class named AddEmployeeFrame which displays a frame consisting of appropriate controls to enter the details of a Employee and store these details in the Employee class object. The frame should also have three buttons with the caption as “Add Record” and “Delete Record” and “Exit”. 10 A class named MyCustomListener which should work as a user – defined event listener to handle required events as mentioned in following points. 05 B When the “Add Record” button is clicked, the dialog box should be appeared with asking the user “Do you really want to add record in the file”. If the user selects Yes than the record should be saved in the file. 10 When the “Exit” button is clicked, the frame should be closed. 10 [Note: Use the MyCustomListener class only to handle the appropriate events] C The “Delete Record” button should open a new frame which should take input of delete criteria using a radio button. The radio button should provide facility to delete on basis of first name, middle name or last name. 10 The new frame should also have a text box to input the delete criteria value. 10 The record should be deleted from the file and a message dialog should appear with the message that “Record is successfully Deleted”. 10 [Note: Use the MyCustomListener class only to handle the appropriate events] D Provide proper error messages and perform appropriate exceptions where ever required in all the classes 10

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  • SQL - Query to display average as either "longer than" or "shorter than"

    - by user1840801
    Here are the tables I've created: CREATE TABLE Plane_new (Pnum char(3), Feature varchar2(20), Ptype varchar2(15), primary key (Pnum)); CREATE TABLE Employee_new (eid char(3), ename varchar(10), salary number(7,2), mid char(3), PRIMARY KEY (eid), FOREIGN KEY (mid) REFERENCES Employee_new); CREATE TABLE Pilot_new (eid char(3), Licence char(9), primary key (eid), foreign key (eid) references Employee_new on delete cascade); CREATE TABLE FlightI_new (Fnum char(4), Fdate date, Duration number(2), Pid char(3), Pnum char(3), primary key (Fnum), foreign key (Pid) references Pilot_new (eid), foreign key (Pnum) references Plane_new); And here is the query I must complete: For each flight, display its number, the name of the pilot who implemented the flight and the words ‘Longer than average’ if the flight duration was longer than average or the words ‘Shorter than average’ if the flight duration was shorter than or equal to the average. For the column holding the words ‘Longer than average’ or ‘Shorter than average’ make a header Length. Here is what I've come up with - with no luck! SELECT F.Fnum, E.ename, CASE Length WHEN F.Duration>(SELECT AVG(F.Duration) FROM FlightI_new F) THEN "Longer than average" WHEN F.Duration<=(SELECT AVG(F.Duration) FROM FlightI_new F) THEN 'Shorter than average' END FROM FlightI_new F LEFT OUTER JOIN Employee_new E ON F.Pid=E.eid GROUP BY F.Fnum, E.ename; Where am I going wrong?

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  • Independence Day for Software Components &ndash; Loosening Coupling by Reducing Connascence

    - by Brian Schroer
    Today is Independence Day in the USA, which got me thinking about loosely-coupled “independent” software components. I was reminded of a video I bookmarked quite a while ago of Jim Weirich’s “Grand Unified Theory of Software Design” talk at MountainWest RubyConf 2009. I finally watched that video this morning. I highly recommend it. In the video, Jim talks about software connascence. The dictionary definition of connascence (con-NAY-sense) is: 1. The common birth of two or more at the same time 2. That which is born or produced with another. 3. The act of growing together. The brief Wikipedia page about Connascent Software Components says that: Two software components are connascent if a change in one would require the other to be modified in order to maintain the overall correctness of the system. Connascence is a way to characterize and reason about certain types of complexity in software systems. The term was introduced to the software world in Meilir Page-Jones’ 1996 book “What Every Programmer Should Know About Object-Oriented Design”. The middle third of that book is the author’s proposed graphical notation for describing OO designs. UML became the standard about a year later, so a revised version of the book was published in 1999 as “Fundamentals of Object-Oriented Design in UML”. Weirich says that the third part of the book, in which Page-Jones introduces the concept of connascence “is worth the price of the entire book”. (The price of the entire book, by the way, is not much – I just bought a used copy on Amazon for $1.36, so that was a pretty low-risk investment. I’m looking forward to getting the book and learning about connascence from the original source.) Meanwhile, here’s my summary of Weirich’s summary of Page-Jones writings about connascence: The stronger the form of connascence, the more difficult and costly it is to change the elements in the relationship. Some of the connascence types, ordered from weak to strong are: Connascence of Name Connascence of name is when multiple components must agree on the name of an entity. If you change the name of a method or property, then you need to change all references to that method or property. Duh. Connascence of name is unavoidable, assuming your objects are actually used. My main takeaway about connascence of name is that it emphasizes the importance of giving things good names so you don’t need to go changing them later. Connascence of Type Connascence of type is when multiple components must agree on the type of an entity. I assume this is more of a problem for languages without compilers (especially when used in apps without tests). I know it’s an issue with evil JavaScript type coercion. Connascence of Meaning Connascence of meaning is when multiple components must agree on the meaning of particular values, e.g that “1” means normal customer and “2” means preferred customer. The solution to this is to use constants or enums instead of “magic” strings or numbers, which reduces the coupling by changing the connascence form from “meaning” to “name”. Connascence of Position Connascence of positions is when multiple components must agree on the order of values. This refers to methods with multiple parameters, e.g.: eMailer.Send("[email protected]", "[email protected]", "Your order is complete", "Order completion notification"); The more parameters there are, the stronger the connascence of position is between the component and its callers. In the example above, it’s not immediately clear when reading the code which email addresses are sender and receiver, and which of the final two strings are subject vs. body. Connascence of position could be improved to connascence of type by replacing the parameter list with a struct or class. This “introduce parameter object” refactoring might be overkill for a method with 2 parameters, but would definitely be an improvement for a method with 10 parameters. This points out two “rules” of connascence:  The Rule of Degree: The acceptability of connascence is related to the degree of its occurrence. The Rule of Locality: Stronger forms of connascence are more acceptable if the elements involved are closely related. For example, positional arguments in private methods are less problematic than in public methods. Connascence of Algorithm Connascence of algorithm is when multiple components must agree on a particular algorithm. Be DRY – Don’t Repeat Yourself. If you have “cloned” code in multiple locations, refactor it into a common function.   Those are the “static” forms of connascence. There are also “dynamic” forms, including… Connascence of Execution Connascence of execution is when the order of execution of multiple components is important. Consumers of your class shouldn’t have to know that they have to call an .Initialize method before it’s safe to call a .DoSomething method. Connascence of Timing Connascence of timing is when the timing of the execution of multiple components is important. I’ll have to read up on this one when I get the book, but assume it’s largely about threading. Connascence of Identity Connascence of identity is when multiple components must reference the entity. The example Weirich gives is when you have two instances of the “Bob” Employee class and you call the .RaiseSalary method on one and then the .Pay method on the other does the payment use the updated salary?   Again, this is my summary of a summary, so please be forgiving if I misunderstood anything. Once I get/read the book, I’ll make corrections if necessary and share any other useful information I might learn.   See Also: Gregory Brown: Ruby Best Practices Issue #24: Connascence as a Software Design Metric (That link is failing at the time I write this, so I had to go to the Google cache of the page.)

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  • Justifiable Perks.

    - by Phil Factor
        I was once the director of a start-up IT Company, and had the task of recruiting a proportion of the management team. As my background was in IT management, I was rather more familiar with recruiting Geeks for technology jobs, but here, one of my early tasks was interviewing a Marketing Director.  The small group of financiers had suggested a rather strange Irishman called  Halleran.  From my background in City of London dealing-rooms, I was slightly unprepared for the experience of interviewing anyone wearing a pink suit. Many of my older City colleagues would have required resuscitation after seeing his white leather shoes. However, nobody will accuse me of prejudging an interviewee. After all, many Linux experts who I’ve come to rely on have appeared for interview dressed as hobbits. In fact, the interview went well, and we had even settled his salary.  I was somewhat unprepared for the coda.    ‘And I will need to be provided with a Ferrari  by the company.’    ‘Hmm. That seems reasonable.’    Initially, he looked startled, and then a slow smile of victory spread across his face.    ‘What colour would you like?’ I asked genially.    ‘It has to be red.’ He looked very earnest on this point.    ‘Fine. I have to go past Hamleys on the way home this evening, so I’ll pick one up then for you.’    ‘Er.. Hamley’s is a toyshop, not a Ferrari Dealership.’    I stared at him in bafflement for a few seconds. ‘You’re not seriously asking for a real Ferrari are you?’     ‘Well, yes. Not for my own sake, you understand. I’d much prefer a simple run-about, but my position demands it. How could I maintain the necessary status in the office without one? How could I do my job in marketing when my grey Datsun was all too visible in the car Park? It is a tool of the job.’    ‘Excuse me a moment, but I must confer with the MD’    I popped out to see Chris, the MD. ‘Chris, I’m interviewing a lunatic in a pink suit who is trying to demand that a Ferrari is a precondition of his employment. I tried the ‘misunderstanding trick’ but it didn’t faze him.’     ‘Sorry, Phil, but we’ve got to hire him. The VCs insist on it. You’ve got to think of something that doesn’t involve committing to the purchase of a Ferrari. Current funding barely covers the rent for the building.’    ‘OK boss. Leave it to me.’    On return, I slapped O’Halleran’s file on the table with a genial, paternalistic smile. ‘Of course you should have a Ferrari. The only trouble is that it will require a justification document that can be presented to the board. I’m sure you’ll have no problem in preparing this document in the required format.’ The initial look of despair was quickly followed by a bland look of acquiescence. He had, earlier in the interview, argued with great eloquence his skill in preparing the tiresome documents that underpin the essential corporate and government deals that were vital to the success of this new enterprise. The justification of a Ferrari should be a doddle.     After the interview, Chris nervously asked how I’d fared.     ‘I think it is all solved.’    ‘… without promising a Ferrari, I hope.’    ‘Well, I did actually; on condition he justified it in writing.’    Chris issued a stream of invective. The strain of juggling the resources in an underfunded startup was beginning to show.    ‘Don’t worry. In the unlikely event of him coming back with the required document, I’ll give him mine.’    ‘Yours?’ He strode over to the window to stare down at the car park.    He needn’t have worried: I knew that his breed of marketing man could more easily lay an ostrich egg than to prepare a decent justification document. My Ferrari is still there at the back of my garage. Few know of the Ferrari cultivator, a simple inexpensive motorized device designed for the subsistence farmers of southern Italy. It is the very devil to start, but it creates a perfect tilth for the seedbed.

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  • Your Next IT Job

    - by BuckWoody
    Some data professionals have worked (and plan to work) in the same place for a long time. In organizations large and small, the turnover rate just isn’t that high. This has not been my experience. About every 3-5 years I’ve changed either roles or companies. That might be due to the IT environment or my personality (or a mix of the two), but the point is that I’ve had many roles and worked for many companies large and small throughout my 27+ years in IT. At one point this might have been a detriment – a prospective employer looks at the resume and says “it seems you’ve moved around quite a bit.” But I haven’t found that to be the case all the time –in fact, in some cases the variety of jobs I’ve held has been an asset because I’ve seen what works (and doesn’t) in other environments, which can save time and money. So if you’re in the first camp – great! Stay where you are, and continue doing the work you love. but if you’re in the second, then this post might be useful. If you are planning on making a change, or perhaps you’ve hit a wall at your current location, you might start looking around for a better paying job – and there’s nothing wrong with that. We all try to make our lives better, and for some that involves more money. Money, however, isn’t always the primary motivator. I’ve gone to another job that doesn’t have as many benefits or has the same salary as the current job I’m working to gain more experience, get a better work/life balance and so on. It’s a mix of factors that only you know about. So I thought I would lay out a few advantages and disadvantages in the shops I’ve worked at. This post isn’t aimed at a single employer, but represents a mix of what I’ve experienced, and of course the opinions here are my own. You will most certainly have a different take – if so, please post a response! I also won’t mention a specific industry – I’ve worked everywhere from medical firms, legal offices, retail, billing centers, manufacturing, government, even to NASA. I’m focusing here mostly on size and composition. And I’m making some very broad generalizations here – I am fully aware that a small company might have great benefits and a large company might allow a lot of role flexibility.  your mileage may vary – and again, post those comments! Small Company To me a “small company” means around 100 people or less – sometimes a lot less. These can be really fun, frustrating places to to work. Advantages: a great deal of flexibility, a wide range of roles (often at the same time), a large degree of responsibility, immediate feedback, close relationships with co-workers, work directly with your customer. Disadvantages: Too much responsibility, little work/life balance, immature political structure, few (if any) benefits. If the business is family-owned, they can easily violate work/life boundaries. Medium Size company In my experience the next size company I would work for involves from a few hundred people to around five thousand. Advantages: Good mobility – fairly easy to get promoted, acceptable benefits, more defined responsibilities, better work/life balance, balanced load for expertise, but still the organizational structure is fairly simple to understand. Disadvantages: Pay is not always highest, rapid changes in structure as the organization grows, transient workforce. You may not be given the opportunity to work with another technology if someone already “owns” it. Politics are painful at this level as people try to learn how to do it. Large Company When you get into the tens of thousands of folks employed around the world, you’re in a large company. Advantages: Lots of room to move around – sometimes you can work (as I have) multiple jobs through the years and yet stay at the same company, building time for benefits, very defined roles, trained managers (yes, I know some of them are still awful – trust me – I DO know that), higher-end benefits, long careers possible, discounts at retailers and other “soft” benefits, prestige. For some, a higher level of politics (done professionally) is a good thing. Disadvantages: You could become another faceless name in the crowd, might not allow a great deal of flexibility,  large organizational changes might take away any control you have of your career. I’ve also seen large layoffs happen, and good people get let go while “dead weight” is retained. For some, a higher level of politics is distasteful. So what are your experiences? Share with the group! Share this post: email it! | bookmark it! | digg it! | reddit! | kick it! | live it!

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  • Career guidance/advice for Junior-level Software Engineer [closed]

    - by John Do
    I have quite a few questions on my mind, so please bare with me. Please don't feel obligated to answer all of them, any as you choose will do. I'd appreciate if you could share some insight on any of these. Before I begin, some context: I currently have almost two years of professional experience as a Software Engineer, mainly developing software in Java. At this point, I feel that I have reached the peak in my career growth at the current company I am at and therefore I am looking for a new job, ideally again, as a Software Engineer. I have been interviewing for the past few months casually but have not had luck with companies I have a passion for. So, in no particular order - 1) In general, what are your thoughts on having graduate degrees in CS / Software Engineering. How much does it influence a salary increase, and do you think it's beneficial when working on real-world problems? I get the sense that a graduate degree in the field is trivial unless you really have a passion for research. 2) In general, in professional practice, how often had you have to write your own data structures and "complex" algorithms from scratch? In my own work, I have found myself relying mainly on third-party frameworks and the Java standard library to implement solutions as per business requirements. What are your thoughts on this? 3) In terms of resume, I feel the most ambivalent here. I want to be able to "blemish" my resume to a certain extent so that it stands out from others', but at the same time I do not want to over-exagerate my abilities. How do you strike a balance here? For example: I say that I am proficient in Java with data structures and algorithms. This is obviously a subjective and relative statement. I've taken the classes in my undergrad, and I've applied it in my work experience. What I feel as "prociency" can be seen as junior-level to others. How do you know what to say? Most of the time, recruiters (with no technical background) will be looking for keywords that stand out. This leads me to my next question (4). 4) Just from interviewing for the past few months (and getting plenty of rejections), I've come to realize that I may not be as proficient in data structures and algorithms as I thought I was. Do you think it's a good idea to remove the "proficient in java/data structure and algorithms"? I feel that being too hoenst on the resume will impede me from scoring opportunities to even have an interview with top-notch companies. What are your thoughts? 5) What is the absolute "must-have" knowledge going into a technical interview? I've been practicing several algorithmic and data sturcture problems now, and I feel that my abilities to solve arbitrary problems efficiently has not gotten significantly better. Do you think these abilities are something innate - it's either you have in you, or you don't? How can you teach yourself to learn, if you will? 6) How easy is it to go from industry/function to the next? I work mainly with backend technologies and I'm now interested in working with the frontend, i.e javascript,jquery,php or even mobile development. In your own experience, how did you not get pidgeon holed in your career? I feel that the choices you make now ultimately decide your future. As cliche as it sounds, I think it may be true. Here's what I mean: you've worked mainly as a backend engineer, people are interested in you doing the same thing since you've already accumulated experience in that function. How do get experience in a new function if people won't accept you because you don't already have it? It's a catch 22, you see... Are side projects the only real way to help you move from one function to another that you're truly interested in? For example: I could start writing my own mobile applications, even though I've worked mainly on the backend. Thanks so much for the long read. As a relatively new engineer to the real world, I am very humble and would like those who are experienced to shed some light. Thank you so much.

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