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  • Is there any kind of established architecture for browser based MMO games?

    - by black_puppydog
    I am beginning the development of a broser based game in which players take certain actions at any point in time. Big parts of gameplay will be happening in real life and just have to be entered into the system. I believe a good kind of comparison might be a platform for managing fantasy football, although I have virtually no experience playing that, so please correct me if I am mistaken here. The point is that some events happen in the program (i.e. on the server, out of reach for the players) like pulling new results from some datasource, starting of a new round by a game master and such. Other events happen in real life (two players closing a deal on the transfer of some team member or whatnot - again: have never played fantasy football) and have to be entered into the system. The first part is pretty easy since the game masters will be "staff" and thus can be trusted to a certain degree to not mess with the system. But the second part bothers me quite a lot, especially since the actions may involve multiple steps and interactions with different players, like registering a deal with the system that then has to be approved by the other party or denied and passed on to a game master to decide. I would of course like to separate the game logic as far as possible from the presentation and basic form validation but am unsure how to do this in a clean fashion. Of course I could (and will) put some effort into making my own architectural decisions and prototype different ideas. But I am bound to make some stupid mistakes at some point, so I would like to avoid some of that by getting a little "book smart" beforehand. So the question is: Is there any kind of architectural works that I can read up on? Papers, blogs, maybe design documents or even source code? Writing this down this seems more like a business application with business rules, workflows and such... Any good entry points for that?

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  • Oracle OpenWorld 2012

    - by Maria Colgan
    I can't believe it's time for OpenWorld again! Oracle OpenWorld is the largest gathering of Oracle customers, partners, developers, and technology enthusiasts. This year it will take place between September 30th and October 4th in San Francisco. Of course, the Optimizer development group will be there and you will have multiple opportunities to meet the team, in one of our technical sessions, or at the Oracle Database demogrounds. This year the Optimizer team has 2 technical sessions, as well as a booth in the Oracle Database demogrounds. Tuesday, October 2nd at 1:15pm Oracle Optimizer: Harnessing the Power of Optimizer Hints Session CON8455 at Moscone South - room 103 In this session we will discuss in detail how optimizer hints are interpreted, when they should be used, and why they sometimes appear to be ignored. Thursday, October 4th at 12:45pm Oracle Optimizer: An Insider’s View of How the Optimizer Works Session CON8457 at Moscone South - room 104This session explains how the latest version of the optimizer works and the best ways you can influence its decisions to ensure you get optimal execution every time. It will also include a full history of the Cost Based Optimizer, so make sure you stick around for this one! If you have burning Optimizer or statistics related questions, or if you just want to pick up an Optimizer bumper sticker, you can stop by the Optimizer demo booth. This year we are located in booth 3157, in the Database area of the demogrounds, in Moscone South. Members of the Optimizer development team will be there Monday through Wednesday from 9:45 am until 6pm. The full Oracle OpenWorld catalog is on-line, or you can browse by speakers by name. So start planning your trip today! +Maria Colgan

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  • Where to ask a question about startups?

    - by Wolfpack'08
    I've got some questions about how to better run my web application development business, which has only been running for a little more than two years. It's still in its early phases, as I consider the first five years the 'early years'. Being inexperienced with business in general, I always have a lot of questions as to whether I am making the right decisions (for example, I often worry about my hiring practices, and I often worry that I may have priced new products wrongly). Is there a good site on the Stack Exchange to ask questions about things like this (for example, this site, the Project Management site, the Salesforce site, or perhaps the Personal Finance site)? I'm combing through questions and answers on each of these sites, now, and I can see questions that mimic my own. Nothing precisely the same, but things that are similar on all sites. Apart from just reading through previously asked questions, what is a good way to get a sense of whether or not my question fits on a site in the exchange? If you recommend going out of the exchange, please also let me know.

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  • How to prioritize related game entity components?

    - by Paul Manta
    I want to make a game where you have to run over a bunch of zombies with your car. When moving around, the zombies have a few things to take into consideration: When there's no player around they might just roam about randomly. And even when some other component dictates a specific direction, they should wobble to the left and right randomly (like drunk people). This implies a small, random, deviation in their movement. They should avoid static obstacles. When they see they are headed towards a wall, they should reorient themselves. They should avoid the car. They should try to predict where the car will be based on its velocity and try to move out of the way. When they can, they should try to get near the player. All these types of decisions they have to do seem like they should be implemented in different components. But how should I manage them? How can I give different components different weights that reflect the importance of each decision (in a given situation)? I would need some other component that acts as a manager, but do you have any tips on how I should implement it? Or maybe there's a better solution?...

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  • More Tables or More Databases?

    - by BuckWoody
    I got an e-mail from someone that has an interesting situation. He has 15,000 customers, and he asks if he should have a database for their data per customer. Without a LOT more data it’s impossible to say, of course, but there are some general concepts to keep in mind. Whenever you’re segmenting data, it’s all about boundary choices. You have not only boundaries around how big the data will get, but things like how many objects (tables, stored procedures and so on) that will be involved, if there are any cross-sections of data (do they share location or product information) and – very important – what are the security requirements? From the answer to these types of questions, you now have the choice of making multiple tables in a single database, or using multiple databases. A database carries some overhead – it needs a certain amount of memory for locking and so on. But it has a very clean boundary – everything from objects to security can be kept apart. Having multiple users in the same database is possible as well, using things like a Schema. But keeping 15,000 schemas can be challenging as well. My recommendation in complex situations like this is similar to a post on decisions that I did earlier – I lay out the choices on a spreadsheet in rows, and then my requirements at the top in the columns. I  give each choice a number based on how well it meets each requirement. At the end, the highest number wins. And many times it’s a mix – perhaps this person could segment customers into larger regions or districts or products, in a database. Within that database might be multiple schemas for the customers. Of course, he needs to query across all customers, that becomes another requirement. Share this post: email it! | bookmark it! | digg it! | reddit! | kick it! | live it!

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  • MS Marketing Strategy

    - by Aaron Kowall
    I found this week’s Windows Phone 8 event interesting.  Not just because it looks like some fantastic new features in the new OS but because of the wait for release.  If I were a Nokia shareholder (which I am not) I’d be very unhappy with MS announcing that Windows Phone 8 will NOT work with current hardware.  So, there are some very nice Lumia devices that are now end-of-life that have arrived relatively recently at carriers and retailers. I understand that MS needs to demonstrate progress against iOS and Android and that there is some Windows 8 tie-in that they are trying to capitalize (and MS IS still all about Windows).  However, it’s a bit of a kick to partners that have invested in the platform with pretty decent devices (Samsung, HTC and of course Nokia). Personally, I’m still using a Samsung Foucs.  I was seriously considering upgrading to a Lumia 900 (we just got Lync mobile available) but will now wait it out until new devices arrive with Windows 8.  If MS had waited to announce, I would happily have upgraded to the Lumia and when I found out it couldn’t be upgraded then that would be a gamble I took and lost and I’d live with it.  Now, however, I can see the future and know that waiting is the better option for me so that is 1 sale Nokia will miss out on.  Based on some chats I’ve seen on mobile forums I’m certainly far from the only one. I’m sure glad I’m not in charge of marketing at MS.  There are tough decisions to be made there and I’m pretty sure you piss somebody off regardless. Technorati Tags: WP8,Lumia,Nokia,Samsung

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  • Where ORMs blur the lines between code and data, how do you decide what logic should be a stored procedure, and what should be coded?

    - by PhonicUK
    Take the following pseudocode: CreateInvoiceAndCalculate(ItemsAndQuantities, DispatchAddress, User); And say CreateInvoice does the following: Create a new entry in an Invoices table belonging to the specified User to be sent to the given DispatchAddress. Create a new entry in an InvoiceItems table for each of the items in ItemsAndQuantities, storing the Item, the Quantity, and the cost of the item as of now (by looking it up from an Items table) Calculate the total amount of the invoice (ex shipping and taxes) and store it in the new Invoice row. At a glace you wouldn't be able to tell if this was a method in my applications code, or a stored procedure in the database that is being exposed as a function by the ORM. And to some extent it doesn't really matter. Now technically none of this is business logic. You're not making any decisions - just performing a calculation and creating records. However some may argue that because you are performing a calculation that affects the business (the total amount to be invoiced) that this isn't something that should be done in a stored procedure and instead should be in code. So for this specific example - why would it be more appropriate to do one or the other? And where do you draw the line? Or does it even particular matter as long as it's sufficiently well documented?

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  • SharePoint 2013 Licensing Simplified

    - by Sahil Malik
    SharePoint 2010 Training: more information Before I begin, let me preface this by saying, I don't work for Microsoft, I don't sell SharePoint, this is merely my understanding of the SharePoint 2013 licensing model. As always, before making any money decisions based on the below, talk to your Microsoft rep. The below is just my understanding, you are responsible for any decision you may take. With that aside, here is how I understand SharePoint 2013 licensing. Note that everything below is for on-prem SharePoint only. Also it goes without saying that you need to purchase windows server and SQL server licenses etc. on top of what you read below. The Basics. You need to buy two things - the SharePoint server, and CALs. SharePoint server comes in SharePoint foundation, standard and enterprise. CALs can be either enterprise or standard, and they can be bought as CALs for SharePoint or a CAL suite which includes exchange and lync. CALs can also be purchased and user CAL or device CAL. Read full article ....

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  • Ranking players depending on decision making during a game

    - by tabchas
    How would I go about a ranking system for players that play a game? Basically, looking at video games, players throughout the game make critical decisions that ultimately impact the end game result. Is there a way or how would I go about a way to translate some of those factors (leveling up certain skills, purchasing certain items, etc.) into something like a curve that can be plotted on a graph? This game that I would like to implement this is League of Legends. Example: Player is Level 1 in the beginning. Gets a kill very early in the game (he gets gold because of the kill and it increases his "power curve"), and purchases attack damage (gives him more damage which also increases his "power curve". However, the player that he killed (Player 2), buys armor (counters attack damage). This slightly increases Player 2's own power curve, and reduces Player 1's power curve. There's many factors I would like to take into account. These relative factors (example: BECAUSE Player 2 built armor, and I am mainly attack damage, it lowers my OWN power curve) seem the hardest to implement. My question is this: Is there a certain way to approach this task? Are there similar theoretical concepts behind ranking systems that I should read up on? I've seen the ELO system, but it doesn't seem what I want since it simply takes into account wins and losses.

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  • OBIEE 11.1.1.6.2 BP1 patchset is released

    - by THE
    OBIEE 11.1.1.6.2 BP1 is available on My Oracle Support.The Oracle Business Intelligence 11.1.1.6.2 BP1 patchset comprises of the below patches: 14223977 Patch 11.1.1.6.2 BP1 (1 of 7) Oracle Business Intelligence Installer 14226980 Patch 11.1.1.6.2 BP1 (2 of 7) Oracle Real Time Decisions 13960955 Patch 11.1.1.6.2 BP1 (3 of 7) Oracle Business Intelligence Publisher 14226993 Patch 11.1.1.6.2 BP1 (4 of 7) Oracle Business Intelligence ADF Components 14228505 Patch 11.1.1.6.2 BP1 (5 of 7) Enterprise Performance Management Components Installed from BI Installer 11.1.1.6.x 13867143 Patch 11.1.1.6.2 BP1 (6 of 7) Oracle Business Intelligence 14142868 Patch 11.1.1.6.2 BP1 (7 of 7) Oracle Business Intelligence Platform Client Installers and MapViewer Note•    The Readme files for the above patches describe the bugs fixed in each patch, and any known bugs with the patch. •    The instructions to apply the above patches are identical, and are contained in the Readme file for Patch 14223977. To obtain the Patchset, navigate to  http://support.oracle.com  , select the "Patches & Updates" Tab and type in the patch number.

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  • Best setup/workflow for distributed team to integrated DSVC with fragmented huge .NET site?

    - by lazfish
    So we have a team with 2 developers one manager. The dev server sits in a home office and the live server sits in a rack somewhere handled by the larger part of my company. We have freedom to do as we please but I want to incorporate Kiln DSVC and FogBugz for us with some standard procedures to make sense of our decisions/designs/goals. Our main product is web-based training through our .NET site with many videos etc, and we also do mobile apps for multiple platforms. Our code-base is a 15 yr old fragmented mess. The approach has been rogue .asp/.aspx pages with some class management implemented in the last 6 years. We still mix our html/vb/js all on the same file when we add a feature/page to our site. We do not separate the business logic from the rest of the code. Wiring anything up in VS for Intelli-sense or testing or any other benefit is more frustrating than it is worth, because of having to manually rejigger everything back to one file. How do other teams approach this? I noticed when I did wire everything up for VS it wants to make a class for all functions. Do people normally compile DLLs for page-specific functions that won't be reusable? What approaches make sense for getting our practices under control while still being able to fix old anti-patterns and outdated code and still moving towards a logical structure for future devs to build on?

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  • Monday at Oracle OpenWorld 2012 - Must See Session: “Using the Right Tools, Techniques, and Technologies for Integration Projects”

    - by Lionel Dubreuil
    Don’t miss this “CON8669 - Using the Right Tools, Techniques, and Technologies for Integration Projects“ session with Timothy Hall - Sr. Director, Oracle: Date: Monday, Oct 1, Time: 3:15 PM - 4:15 PM Location: Moscone South - 308 Every integration project brings its own unique set of challenges. There are many tools and techniques to choose from. How do you ensure that you have a means of consistently and repeatedly making decisions about which tools, techniques, and technologies are used? In working with many customers around the globe, Oracle has developed a set of criteria to help evaluate a variety of common integration questions. This session explores these criteria and how they have been further organized into decision trees that offer a repeatable means for ensuring that project teams are given the same guidance from project to project. Using these techniques, the presentation shows how you can reduce risk and speed productivity for your projects Objectives for this session are to: Discuss common questions that arise at the start of integration projects Review various decision criteria and approaches for getting to a consistent set of answers Explore how these techniques can be used to reduce risk and speed productivity Normal 0 false false false EN-US X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Calibri","sans-serif";}

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  • Should sanity be a property of a programmer or a program?

    - by toplel32
    I design and implement languages, that can range from object notations to markup languages. In many cases I have considered restrictions in favor of sanity (common knowledge), like in the case of control characters in identifiers. There are two consequences to consider before doing this: It takes extra computation It narrows liberty I'm interested to learn how developers think of decisions like this. As you may know Microsoft C# is very open on the contrary. If you really want to prefix your integer as Long with 'l' instead of 'L' and so risk other developers of confusing '1' and 'l', no problem. If you want to name your variables in non-latin script so they will contrast with C#'s latin keywords, no problem. Or if you want to distribute a string over multiple lines and so break a series of indentation, no problem. It is cheap to ensure consistency with restrictions and this makes it tempting to implement. But in the case of disallowing non-latin characters (concerning the second example), it means a discredit to Unicode, because one would not take full advantage of its capacity.

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  • How can I justify a technology over another? (Java over .NET)

    - by user674887
    We are working in a Java/.NET company and my team and I are planning a project for a client. One of the requirements is that the project has to be done in .NET I've asked about this requirement, and the client said that it doesn't matter, and that if I have a good reason we can use other technology. But, I have to justify the decision. As a Project Manager / Analyst I'm interested in making the project in Java because: The team knows java much better, regarding the language and frameworks I don't know anything about .NET technology (and maybe we could make bad decisions thinking in a Java way to do things) There are other people in company that have more skills in .NET but they have other projects with more priority. For experience, I'm sure that if we use Java, the project will have much more quality. But this arguments could be weak from the client perspective. How can I justify making the project in Java? EDIT: I'm not asking if one technology is better than other. "It's not a technology war" question.

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  • Is your team is a high-performing team?

    As a child I can remember looking out of the car window as my father drove along the Interstate in Florida while seeing prisoners wearing bright orange jump suits and prison guards keeping a watchful eye on them. The prisoners were taking part in a prison road gang. These road gangs were formed to help the state maintain the state highway infrastructure. The prisoner’s primary responsibilities are to pick up trash and debris from the roadway. This is a prime example of a work group or working group used by most prison systems in the United States. Work groups or working groups can be defined as a collection of individuals or entities working together to achieve a specific goal or accomplish a specific set of tasks. Typically these groups are only established for a short period of time and are dissolved once the desired outcome has been achieved. More often than not group members usually feel as though they are expendable to the group and some even dread that they are even in the group. "A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they are mutually accountable." (Katzenbach and Smith, 1993) So how do you determine that a team is a high-performing team?  This can be determined by three base line criteria that include: consistently high quality output, the promotion of personal growth and well being of all team members, and most importantly the ability to learn and grow as a unit. Initially, a team can successfully create high-performing output without meeting all three criteria, however this will erode over time because team members will feel detached from the group or that they are not growing then the quality of the output will decline. High performing teams are similar to work groups because they both utilize a collection of individuals or entities to accomplish tasks. What distinguish a high-performing team from a work group are its characteristics. High-performing teams contain five core characteristics. These characteristics are what separate a group from a team. The five characteristics of a high-performing team include: Purpose, Performance Measures, People with Tasks and Relationship Skills, Process, and Preparation and Practice. A high-performing team is much more than a work group, and typically has a life cycle that can vary from team to team. The standard team lifecycle consists of five states and is comparable to a human life cycle. The five states of a high-performing team lifecycle include: Formulating, Storming, Normalizing, Performing, and Adjourning. The Formulating State of a team is first realized when the team members are first defined and roles are assigned to all members. This initial stage is very important because it can set the tone for the team and can ultimately determine its success or failure. In addition, this stage requires the team to have a strong leader because team members are normally unclear about specific roles, specific obstacles and goals that my lay ahead of them.  Finally, this stage is where most team members initially meet one another prior to working as a team unless the team members already know each other. The Storming State normally arrives directly after the formulation of a new team because there are still a lot of unknowns amongst the newly formed assembly. As a general rule most of the parties involved in the team are still getting used to the workload, pace of work, deadlines and the validity of various tasks that need to be performed by the group.  In this state everything is questioned because there are so many unknowns. Items commonly questioned include the credentials of others on the team, the actual validity of a project, and the leadership abilities of the team leader.  This can be exemplified by looking at the interactions between animals when they first meet.  If we look at a scenario where two people are walking directly toward each other with their dogs. The dogs will automatically enter the Storming State because they do not know the other dog. Typically in this situation, they attempt to define which is more dominating via play or fighting depending on how the dogs interact with each other. Once dominance has been defined and accepted by both dogs then they will either want to play or leave depending on how the dogs interacted and other environmental variables. Once the Storming State has been realized then the Normalizing State takes over. This state is entered by a team once all the questions of the Storming State have been answered and the team has been tested by a few tasks or projects.  Typically, participants in the team are filled with energy, and comradery, and a strong alliance with team goals and objectives.  A high school football team is a perfect example of the Normalizing State when they start their season.  The player positions have been assigned, the depth chart has been filled and everyone is focused on winning each game. All of the players encourage and expect each other to perform at the best of their abilities and are united by competition from other teams. The Performing State is achieved by a team when its history, working habits, and culture solidify the team as one working unit. In this state team members can anticipate specific behaviors, attitudes, reactions, and challenges are seen as opportunities and not problems. Additionally, each team member knows their role in the team’s success, and the roles of others. This is the most productive state of a group and is where all the time invested working together really pays off. If you look at an Olympic figure skating team skate you can easily see how the time spent working together benefits their performance. They skate as one unit even though it is comprised of two skaters. Each skater has their routine completely memorized as well as their partners. This allows them to anticipate each other’s moves on the ice makes their skating look effortless. The final state of a team is the Adjourning State. This state is where accomplishments by the team and each individual team member are recognized. Additionally, this state also allows for reflection of the interactions between team members, work accomplished and challenges that were faced. Finally, the team celebrates the challenges they have faced and overcome as a unit. Currently in the workplace teams are divided into two different types: Co-located and Distributed Teams. Co-located teams defined as the traditional group of people working together in an office, according to Andy Singleton of Assembla. This traditional type of a team has dominated business in the past due to inadequate technology, which forced workers to primarily interact with one another via face to face meetings.  Team meetings are primarily lead by the person with the highest status in the company. Having personally, participated in meetings of this type, usually a select few of the team members dominate the flow of communication which reduces the input of others in group discussions. Since discussions are dominated by a select few individuals the discussions and group discussion are skewed in favor of the individuals who communicate the most in meetings. In addition, Team members might not give their full opinions on a topic of discussion in part not to offend or create controversy amongst the team and can alter decision made in meetings towards those of the opinions of the dominating team members. Distributed teams are by definition spread across an area or subdivided into separate sections. That is exactly what distributed teams when compared to a more traditional team. It is common place for distributed teams to have team members across town, in the next state, across the country and even with the advances in technology over the last 20 year across the world. These teams allow for more diversity compared to the other type of teams because they allow for more flexibility regarding location. A team could consist of a 30 year old male Italian project manager from New York, a 50 year old female Hispanic from California and a collection of programmers from India because technology allows them to communicate as if they were standing next to one another.  In addition, distributed team members consult with more team members prior to making decisions compared to traditional teams, and take longer to come to decisions due to the changes in time zones and cultural events. However, team members feel more empowered to speak out when they do not agree with the team and to notify others of potential issues regarding the work that the team is doing. Virtual teams which are a subset of the distributed team type is changing organizational strategies due to the fact that a team can now in essence be working 24 hrs a day because of utilizing employees in various time zones and locations.  A primary example of this is with customer services departments, a company can have multiple call centers spread across multiple time zones allowing them to appear to be open 24 hours a day while all a employees work from 9AM to 5 PM every day. Virtual teams also allow human resources departments to go after the best talent for the company regardless of where the potential employee works because they will be a part of a virtual team all that is need is the proper technology to be setup to allow everyone to communicate. In addition to allowing employees to work from home, the company can save space and resources by not having to provide a desk for every team member. In fact, those team members that randomly come into the office can actually share one desk amongst multiple people. This is definitely a cost cutting plus given the current state of the economy. One thing that can turn a team into a high-performing team is leadership. High-performing team leaders need to focus on investing in ongoing personal development, provide team members with direction, structure, and resources needed to accomplish their work, make the right interventions at the right time, and help the team manage boundaries between the team and various external parties involved in the teams work. A team leader needs to invest in ongoing personal development in order to effectively manage their team. People have said that attitude is everything; this is very true about leaders and leadership. A team takes on the attitudes and behaviors of its leaders. This can potentially harm the team and the team’s output. Leaders must concentrate on self-awareness, and understanding their team’s group dynamics to fully understand how to lead them. In addition, always learning new leadership techniques from other effective leaders is also very beneficial. Providing team members with direction, structure, and resources that they need to accomplish their work collectively sounds easy, but it is not.  Leaders need to be able to effectively communicate with their team on how their work helps the company reach for its organizational vision. Conversely, the leader needs to allow his team to work autonomously within specific guidelines to turn the company’s vision into a reality.  This being said the team must be appropriately staffed according to the size of the team’s tasks and their complexity. These tasks should be clear, and be meaningful to the company’s objectives and allow for feedback to be exchanged with the leader and the team member and the leader and upper management. Now if the team is properly staffed, and has a clear and full understanding of what is to be done; the company also must supply the workers with the proper tools to achieve the tasks that they are asked to do. No one should be asked to dig a hole without being given a shovel.  Finally, leaders must reward their team members for accomplishments that they achieve. Awards could range from just a simple congratulatory email, a party to close the completion of a large project, or other monetary rewards. Managing boundaries is very important for team leaders because it can alter attitudes of team members and can add undue stress to the team which will force them to loose focus on the tasks at hand for the group. Team leaders should promote communication between team members so that burdens are shared amongst the team and solutions can be derived from hearing the opinions of multiple sources. This also reinforces team camaraderie and working as a unit. Team leaders must manage the type and timing of interventions as to not create an even bigger mess within the team. Poorly timed interventions can really deflate team members and make them question themselves. This could really increase further and undue interventions by the team leader. Typically, the best time for interventions is when the team is just starting to form so that all unproductive behaviors are removed from the team and that it can retain focus on its agenda. If an intervention is effectively executed the team will feel energized about the work that they are doing, promote communication and interaction amongst the group and improve moral overall. High-performing teams are very import to organizations because they consistently produce high quality output and develop a collective purpose for their work. This drive to succeed allows team members to utilize specific talents allowing for growth in these areas.  In addition, these team members usually take on a sense of ownership with their projects and feel that the other team members are irreplaceable. References: http://blog.assembla.com/assemblablog/tabid/12618/bid/3127/Three-ways-to-organize-your-team-co-located-outsourced-or-global.aspx Katzenbach, J.R. & Smith, D.K. (1993). The Wisdom of Teams: Creating the High-performance Organization. Boston: Harvard Business School.

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  • Is Social Media The Vital Skill You Aren’t Tracking?

    - by HCM-Oracle
    By Mark Bennett - Originally featured in Talent Management Excellence The ever-increasing presence of the workforce on social media presents opportunities as well as risks for organizations. While on the one hand, we read about social media embarrassments happening to organizations, on the other we see that social media activities by workers and candidates can enhance a company’s brand and provide insight into what individuals are, or can become, influencers in the social media sphere. HR can play a key role in helping organizations make the most value out of the activities and presence of workers and candidates, while at the same time also helping to manage the risks that come with the permanence and viral nature of social media. What is Missing from Understanding Our Workforce? “If only HP knew what HP knows, we would be three-times more productive.”  Lew Platt, Former Chairman, President, CEO, Hewlett-Packard  What Lew Platt recognized was that organizations only have a partial understanding of what their workforce is capable of. This lack of understanding impacts the company in several negative ways: 1. A particular skill that the company needs to access in one part of the organization might exist somewhere else, but there is no record that the skill exists, so the need is unfulfilled. 2. As market conditions change rapidly, the company needs to know strategic options, but some options are missed entirely because the company doesn’t know that sufficient capability already exists to enable those options. 3. Employees may miss out on opportunities to demonstrate how their hidden skills could create new value to the company. Why don’t companies have that more complete picture of their workforce capabilities – that is, not know what they know? One very good explanation is that companies put most of their efforts into rating their workforce according to the jobs and roles they are filling today. This is the essence of two important talent management processes: recruiting and performance appraisals.  In recruiting, a set of requirements is put together for a job, either explicitly or indirectly through a job description. During the recruiting process, much of the attention is paid towards whether the candidate has the qualifications, the skills, the experience and the cultural fit to be successful in the role. This makes a lot of sense.  In the performance appraisal process, an employee is measured on how well they performed the functions of their role and in an effort to help the employee do even better next time, they are also measured on proficiency in the competencies that are deemed to be key in doing that job. Again, the logic is impeccable.  But in both these cases, two adages come to mind: 1. What gets measured is what gets managed. 2. You only see what you are looking for. In other words, the fact that the current roles the workforce are performing are the basis for measuring which capabilities the workforce has, makes them the only capabilities to be measured. What was initially meant to be a positive, i.e. identify what is needed to perform well and measure it, in order that it can be managed, comes with the unintended negative consequence of overshadowing the other capabilities the workforce has. This also comes with an employee engagement price, for the measurements and management of workforce capabilities is to typically focus on where the workforce comes up short. Again, it makes sense to do this, since improving a capability that appears to result in improved performance benefits, both the individual through improved performance ratings and the company through improved productivity. But this is based on the assumption that the capabilities identified and their required proficiencies are the only attributes of the individual that matter. Anything else the individual brings that results in high performance, while resulting in a desired performance outcome, often goes unrecognized or underappreciated at best. As social media begins to occupy a more important part in current and future roles in organizations, businesses must incorporate social media savvy and innovation into job descriptions and expectations. These new measures could provide insight into how well someone can use social media tools to influence communities and decision makers; keep abreast of trends in fast-moving industries; present a positive brand image for the organization around thought leadership, customer focus, social responsibility; and coordinate and collaborate with partners. These measures should demonstrate the “social capital” the individual has invested in and developed over time. Without this dimension, “short cut” methods may generate a narrow set of positive metrics that do not have real, long-lasting benefits to the organization. How Workforce Reputation Management Helps HR Harness Social Media With hundreds of petabytes of social media data flowing across Facebook, LinkedIn and Twitter, businesses are tapping technology solutions to effectively leverage social for HR. Workforce reputation management technology helps organizations discover, mobilize and retain talent by providing insight into the social reputation and influence of the workforce while also helping organizations monitor employee social media policy compliance and mitigate social media risk.  There are three major ways that workforce reputation management technology can play a strategic role to support HR: 1. Improve Awareness and Decisions on Talent Many organizations measure the skills and competencies that they know they need today, but are unaware of what other skills and competencies their workforce has that could be essential tomorrow. How about whether your workforce has the reputation and influence to make their skills and competencies more effective? Many organizations don’t have insight into the social media “reach” their workforce has, which is becoming more critical to business performance. These features help organizations, managers, and employees improve many talent processes and decision making, including the following: Hiring and Assignments. People and teams with higher reputations are considered more valuable and effective workers. Someone with high reputation who refers a candidate also can have high credibility as a source for hires.   Training and Development. Reputation trend analysis can impact program decisions regarding training offerings by showing how reputation and influence across the workforce changes in concert with training. Worker reputation impacts development plans and goal choices by helping the individual see which development efforts result in improved reputation and influence.   Finding Hidden Talent. Managers can discover hidden talent and skills amongst employees based on a combination of social profile information and social media reputation. Employees can improve their personal brand and accelerate their career development.  2. Talent Search and Discovery The right technology helps organizations find information on people that might otherwise be hidden. By leveraging access to candidate and worker social profiles as well as their social relationships, workforce reputation management provides companies with a more complete picture of what their knowledge, skills, and attributes are and what they can in turn access. This more complete information helps to find the right talent both outside the organization as well as the right, perhaps previously hidden talent, within the organization to fill roles and staff projects, particularly those roles and projects that are required in reaction to fast-changing opportunities and circumstances. 3. Reputation Brings Credibility Workforce reputation management technology provides a clearer picture of how candidates and workers are viewed by their peers and communities across a wide range of social reputation and influence metrics. This information is less subject to individual bias and can impact critical decision-making. Knowing the individual’s reputation and influence enables the organization to predict how well their capabilities and behaviors will have a positive effect on desired business outcomes. Many roles that have the highest impact on overall business performance are dependent on the individual’s influence and reputation. In addition, reputation and influence measures offer a very tangible source of feedback for workers, providing them with insight that helps them develop themselves and their careers and see the effectiveness of those efforts by tracking changes over time in their reputation and influence. The following are some examples of the different reputation and influence measures of the workforce that Workforce Reputation Management could gather and analyze: Generosity – How often the user reposts other’s posts. Influence – How often the user’s material is reposted by others.  Engagement – The ratio of recent posts with references (e.g. links to other posts) to the total number of posts.  Activity – How frequently the user posts. (e.g. number per day)  Impact – The size of the users’ social networks, which indicates their ability to reach unique followers, friends, or users.   Clout – The number of references and citations of the user’s material in others’ posts.  The Vital Ingredient of Workforce Reputation Management: Employee Participation “Nothing about me, without me.” Valerie Billingham, “Through the Patient’s Eyes”, Salzburg Seminar Session 356, 1998 Since data resides primarily in social media, a question arises: what manner is used to collect that data? While much of social media activity is publicly accessible (as many who wished otherwise have learned to their chagrin), the social norms of social media have developed to put some restrictions on what is acceptable behavior and by whom. Disregarding these norms risks a repercussion firestorm. One of the more recognized norms is that while individuals can follow and engage with other individual’s public social activity (e.g. Twitter updates) fairly freely, the more an organization does this unprompted and without getting permission from the individual beforehand, the more likely the organization risks a totally opposite outcome from the one desired. Instead, the organization must look for permission from the individual, which can be met with resistance. That resistance comes from not knowing how the information will be used, how it will be shared with others, and not receiving enough benefit in return for granting permission. As the quote above about patient concerns and rights succinctly states, no one likes not feeling in control of the information about themselves, or the uncertainty about where it will be used. This is well understood in consumer social media (i.e. permission-based marketing) and is applicable to workforce reputation management. However, asking permission leaves open the very real possibility that no one, or so few, will grant permission, resulting in a small set of data with little usefulness for the company. Connecting Individual Motivation to Organization Needs So what is it that makes an individual decide to grant an organization access to the data it wants? It is when the individual’s own motivations are in alignment with the organization’s objectives. In the case of workforce reputation management, when the individual is motivated by a desire for increased visibility and career growth opportunities to advertise their skills and level of influence and reputation, they are aligned with the organizations’ objectives; to fill resource needs or strategically build better awareness of what skills are present in the workforce, as well as levels of influence and reputation. Individuals can see the benefit of granting access permission to the company through multiple means. One is through simple social awareness; they begin to discover that peers who are getting more career opportunities are those who are signed up for workforce reputation management. Another is where companies take the message directly to the individual; we think you would benefit from signing up with our workforce reputation management solution. Another, more strategic approach is to make reputation management part of a larger Career Development effort by the company; providing a wide set of tools to help the workforce find ways to plan and take action to achieve their career aspirations in the organization. An effective mechanism, that facilitates connecting the visibility and career growth motivations of the workforce with the larger context of the organization’s business objectives, is to use game mechanics to help individuals transform their career goals into concrete, actionable steps, such as signing up for reputation management. This works in favor of companies looking to use workforce reputation because the workforce is more apt to see how it fits into achieving their overall career goals, as well as seeing how other participation brings additional benefits.  Once an individual has signed up with reputation management, not only have they made themselves more visible within the organization and increased their career growth opportunities, they have also enabled a tool that they can use to better understand how their actions and behaviors impact their influence and reputation. Since they will be able to see their reputation and influence measurements change over time, they will gain better insight into how reputation and influence impacts their effectiveness in a role, as well as how their behaviors and skill levels in turn affect their influence and reputation. This insight can trigger much more directed, and effective, efforts by the individual to improve their ability to perform at a higher level and become more productive. The increased sense of autonomy the individual experiences, in linking the insight they gain to the actions and behavior changes they make, greatly enhances their engagement with their role as well as their career prospects within the company. Workforce reputation management takes the wide range of disparate data about the workforce being produced across various social media platforms and transforms it into accessible, relevant, and actionable information that helps the organization achieve its desired business objectives. Social media holds untapped insights about your talent, brand and business, and workforce reputation management can help unlock them. Imagine - if you could find the hidden secrets of your businesses, how much more productive and efficient would your organization be? Mark Bennett is a Director of Product Strategy at Oracle. Mark focuses on setting the strategic vision and direction for tools that help organizations understand, shape, and leverage the capabilities of their workforce to achieve business objectives, as well as help individuals work effectively to achieve their goals and navigate their own growth. His combination of a deep technical background in software design and development, coupled with a broad knowledge of business challenges and thinking in today’s globalized, rapidly changing, technology accelerated economy, has enabled him to identify and incorporate key innovations that are central to Oracle Fusion’s unique value proposition. Mark has over the course of his career been in charge of the design, development, and strategy of Talent Management products and the design and development of cutting edge software that is better equipped to handle the increasingly complex demands of users while also remaining easy to use. Follow him @mpbennett

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  • Project Management Helps AmeriCares Deliver International Aid

    - by Sylvie MacKenzie, PMP
    Excerpt from PROFIT - ORACLE - by Alison Weiss Handle with Care Sound project management helps AmeriCares bring international aid to those in need. The stakes are always high for AmeriCares. On a mission to restore health and save lives during times of disaster, the nonprofit international relief and humanitarian aid organization delivers donated medicines, medical supplies, and humanitarian aid to people in the U.S. and around the globe. Founded in 1982 with the express mission of responding as quickly and efficiently as possible to help people in need, the Stamford, Connecticut-based AmeriCares has delivered more than US$10.5 billion in aid to 147 countries over the past three decades. Launch the Slideshow “It’s critically important to us that we steward all the donations and that the medical supplies and medicines get to people as quickly as possible with no loss,” says Kate Sears, senior vice president for finance and technology at AmeriCares. “Whether we’re shipping IV solutions to victims of cholera in Haiti or antibiotics to Somali famine victims, we need to get the medicines there sooner because it means more people will be helped and lives improved or even saved.” Ten years ago, the tracking systems used by AmeriCares associates were paper-based. In recent years, staff started using spreadsheets, but the tracking processes were not standardized between teams. “Every team was tracking completely different information,” says Megan McDermott, senior associate, Sub-Saharan Africa partnerships, at AmeriCares. “It was just a few key things. For example, we tracked the date a shipment was supposed to arrive and the date we got reports from our partner that a hospital received aid on their end.” While the data was accurate, much detail was being lost in the process. AmeriCares management knew it could do a better job of tracking this enterprise data and in 2011 took a significant step by implementing Oracle’s Primavera P6 Professional Project Management. “It’s a comprehensive solution that has helped us improve the monitoring and controlling processes. It has allowed us to do our distribution better,” says Sears. In addition, the implementation effort has been a change agent, helping AmeriCares leadership rethink project management across the entire organization. Initially, much of the focus was on standardizing processes, but staff members also learned the importance of thinking proactively to prevent possible problems and evaluating results to determine if goals and objectives are truly being met. Such data about process efficiency and overall results is critical not only to AmeriCares staff but also to the donors supporting the organization’s life-saving missions. Efficiency Saves Lives One of AmeriCares’ core operations is to gather product donations from the private sector, establish where the most-urgent needs are, and solicit monetary support to send the aid via ocean cargo or airlift to welfare- and health-oriented nongovernmental organizations, hospitals, health networks, and government ministries based in areas in need. In 2011 alone, AmeriCares sent more than 3,500 shipments to 95 countries in response to both ongoing humanitarian needs and more than two dozen emergencies, including deadly tornadoes and storms in the U.S. and the devastating tsunami in Japan. When it comes to nonprofits in general, donors want to know that the charitable organizations they support are using funds wisely. Typically, nonprofits are evaluated by donors in terms of efficiency, an area where AmeriCares has an excellent reputation: 98 percent of expenses go directly to supporting programs and less than 2 percent represent administrative and fundraising costs. Donors, however, should look at more than simple efficiency, says Peter York, senior partner and chief research and learning officer at TCC Group, a nonprofit consultancy headquartered in New York, New York. They should also look at whether organizations have the systems in place to sustain their missions and continue to thrive. An expert on nonprofit organizational management, York has spent years studying sustainable charitable organizations. He defines them as nonprofits that are able to achieve the ongoing financial support to stay relevant and continue doing core mission work. In his analysis of well over 2,500 larger nonprofits, York has found that many are not sustaining, and are actually scaling back in size. “One of the biggest challenges of nonprofit sustainability is the general public’s perception that every dollar donated has to go only to the delivery of service,” says York. “What our data shows is that there are some fundamental capacities that have to be there in order for organizations to sustain and grow.” York’s research highlights the importance of data-driven leadership at successful nonprofits. “You’ve got to have the tools, the systems, and the technologies to get objective information on what you do, the people you serve, and the results you’re achieving,” says York. “If leaders don’t have the knowledge and the data, they can’t make the strategic decisions about programs to take organizations to the next level.” Historically, AmeriCares associates have used time-tested and cost-effective strategies to ship and then track supplies from donation to delivery to their destinations in designated time frames. When disaster strikes, AmeriCares ships by air and generally pulls out all the stops to deliver the most urgently needed aid within the first few days and weeks. Then, as situations stabilize, AmeriCares turns to delivering sea containers for the postemergency and ongoing aid so often needed over the long term. According to McDermott, getting a shipment out the door is fairly complicated, requiring as many as five different AmeriCares teams collaborating together. The entire process can take months—from when products are received in the warehouse and deciding which recipients to allocate supplies to, to getting customs and governmental approvals in place, actually shipping products, and finally ensuring that the products are received in-country. Delivering that aid is no small affair. “Our volume exceeds half a billion dollars a year worth of donated medicines and medical supplies, so it’s a sizable logistical operation to bring these products in and get them out to the right place quickly to have the most impact,” says Sears. “We really pride ourselves on our controls and efficiencies.” Adding to that complexity is the fact that the longer it takes to deliver aid, the more dire the human need can be. Any time AmeriCares associates can shave off the complicated aid delivery process can translate into lives saved. “It’s really being able to track information consistently that will help us to see where are the bottlenecks and where can we work on improving our processes,” says McDermott. Setting a Standard Productivity and information management improvements were key objectives for AmeriCares when staff began the process of implementing Oracle’s Primavera solution. But before configuring the software, the staff needed to take the time to analyze the systems already in place. According to Greg Loop, manager of database systems at AmeriCares, the organization received guidance from several consultants, including Rich D’Addario, consulting project manager in the Primavera Global Business Unit at Oracle, who was instrumental in shepherding the critical requirements-gathering phase. D’Addario encouraged staff to begin documenting shipping processes by considering the order in which activities occur and which ones are dependent on others to get accomplished. This exercise helped everyone realize that to be more efficient, they needed to keep track of shipments in a more standard way. “The staff didn’t recognize formal project management methodology,” says D’Addario. “But they did understand what the most important things are and that if they go wrong, an entire project can go off course.” Before, if a boatload of supplies was being sent to Haiti and there was a problem somewhere, a lot of time was taken up finding out where the problem was—because staff was not tracking things in a standard way. As a result, even more time was needed to find possible solutions to the problem and alert recipients that the aid might be delayed. “For everyone to put on the project manager hat and standardize the way every single thing is done means that now the whole organization is on the same page as to what needs to occur from the time a hurricane hits Haiti and when a boat pulls in to unload supplies,” says D’Addario. With so much care taken to put a process foundation firmly in place, configuring the Primavera solution was actually quite simple. Specific templates were set up for different types of shipments, and dashboards were implemented to provide executives with clear overviews of every project in the system. AmeriCares’ Loop reports that system planning, refining, and testing, followed by writing up documentation and training, took approximately four months. The system went live in spring 2011 at AmeriCares’ Connecticut headquarters. While the nonprofit has an international presence, with warehouses in Europe and offices in Haiti, India, Japan, and Sri Lanka, most donated medicines come from U.S. entities and are shipped from the U.S. out to the rest of the world. In addition, all shipments are tracked from the U.S. office. AmeriCares doesn’t expect the Primavera system to take months off the shipping time, especially for sea containers. However, any time saved is still important because it will allow aid to be delivered to people more quickly at a lower overall cost. “If we can trim a day or two here or there, that can translate into lives that we’re saving, especially in emergency situations,” says Sears. A Cultural Change Beyond the measurable benefits that come with IT-driven process improvement, AmeriCares management is seeing a change in culture as a result of the Primavera project. One change has been treating every shipment of aid as a project, and everyone involved with facilitating shipments as a project manager. “This is a revolutionary concept for us,” says McDermott. “Before, we were used to thinking we were doing logistics—getting a container from point A to point B without looking at it as one project and really understanding what it meant to manage it.” AmeriCares staff is also happy to report that collaboration within the organization is much more efficient. When someone creates a shipment in the Primavera system, the same shared template is used, which means anyone can log in to the system to see the status of a shipment. Knowledgeable staff can access a shipment project to help troubleshoot a problem. Management can easily check the status of projects across the organization. “Dashboards are really useful,” says McDermott. “Instead of going into the details of each project, you can just see the high-level real-time information at a glance.” The new system is helping team members focus on proactively managing shipments rather than simply reacting when problems occur. For example, when a container is shipped, documents must be included for customs clearance. Now, the shipping template has built-in reminders to prompt team members to ask for copies of these documents from freight forwarders and to follow up with partners to discover if a shipment is on time. In the past, staff may not have worked on securing these documents until they’d been notified a shipment had arrived in-country. Another benefit of capturing and adopting best practices within the Primavera system is that staff training is easier. “Capturing the processes in documented steps and milestones allows us to teach new staff members how to do their jobs faster,” says Sears. “It provides them with the knowledge of their predecessors so they don’t have to keep reinventing the wheel.” With the Primavera system already generating positive results, management is eager to take advantage of advanced capabilities. Loop is working on integrating the company’s proprietary inventory management system with the Primavera system so that when logistics or warehousing operators input data, the information will automatically go into the Primavera system. In the past, this information had to be manually keyed into spreadsheets, often leading to errors. Mining Historical Data Another feature on the horizon for AmeriCares is utilizing Primavera P6 Professional Project Management reporting capabilities. As the system begins to include more historical data, management soon will be able to draw on this information to conduct analysis that has not been possible before and create customized reports. For example, at the beginning of the shipment process, staff will be able to use historical data to more accurately estimate how long the approval process should take for a particular country. This could help ensure that food and medicine with limited shelf lives do not get stuck in customs or used beyond their expiration dates. The historical data in the Primavera system will also help AmeriCares with better planning year to year. The nonprofit’s staff has always put together a plan at the beginning of the year, but this has been very challenging simply because it is impossible to predict disasters. Now, management will be able to look at historical data and see trends and statistics as they set current objectives and prepare for future need. In addition, this historical data will provide AmeriCares management with the ability to review year-end data and compare actual project results with goals set at the beginning of the year—to see if desired outcomes were achieved and if there are areas that need improvement. It’s this type of information that is so valuable to donors. And, according to York, project management software can play a critical role in generating the data to help nonprofits sustain and grow. “It is important to invest in systems to help replicate, expand, and deliver services,” says York. “Project management software can help because it encourages nonprofits to examine program or service changes and how to manage moving forward.” Sears believes that AmeriCares donors will support the return on investment the organization will achieve with the Primavera solution. “It won’t be financial returns, but rather how many more people we can help for a given dollar or how much more quickly we can respond to a need,” says Sears. “I think donors are receptive to such arguments.” And for AmeriCares, it is all about the future and increasing results. The project management environment currently may be quite simple, but IT staff plans to expand the complexity and functionality as the organization grows in its knowledge of project management and the goals it wants to achieve. “As we use the system over time, we’ll continue to refine our best practices and accumulate more data,” says Sears. “It will advance our ability to make better data-driven decisions.”

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  • Minimax algorithm: Cost/evaluation function?

    - by Dave
    Hi guys, A school project has me writing a Date game in C++ (example at http://www.cut-the-knot.org/Curriculum/Games/Date.shtml) where the computer player must implement a Minimax algorithm with alpha-beta pruning. Thus far, I understand what the goal is behind the algorithm in terms of maximizing potential gains while assuming the opponent will minify them. However, none of the resources I read helped me understand how to design the evaluation function the minimax bases all it's decisions on. All the examples have had arbitrary numbers assigned to the leaf nodes, however, I need to actually assign meaningful values to those nodes. Intuition tells me it'd be something like +1 for a win leaf node, and -1 for a loss, but how do intermediate nodes evaluate? Any help would be most appreciated.

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  • Java operator overload

    - by rengolin
    Coming from C++ to Java, the obvious unanswered question is why not operator overload. On the web some go about: "it's clearly obfuscated and complicate maintenance" but no one really elaborates that further (I completely disagree, actually). Other people pointed out that some objects do have an overload (like String operator +) but that is not extended to other objects nor is extensible to the programmer's decision. I've heard that they're considering extending the favour to BigInt and similar, but why not open that for our decisions? How exactly if complicates maintenance and where on earth does this obfuscate code? Isn't : Complex a, b, c; a = b + c; much simpler than: Complex a, b, c; a.equals( b.add(c) ); ??? Or is it just habit?

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  • How to migrate from SourceGear Fortress 1.1.x to TFS 2010?

    - by Jaxidian
    I found this question but it was only similar and, more importantly, dated by over a year. I'm hoping there is something I can't find out there and that is better than what that answer points to. Requirements: Preserve source code history (even if only loosely via text only since all of our prior users may not be created in the TFS repository) Preserve our item tracking history (again, even if just loosely since Fortress wasn't all that great about this). Ultimately, I want some searchable history of what we have done in the past and why. I don't necessarily need all of the hooks in place tying work items to source code or anything like that, but I do need discussions and decisions associated with the work items kept around.

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  • Advice on String Similarity Metrics (Java). Distance, sounds like or combo?

    - by andreas
    Hello, A part of a process requires to apply String Similarity Algorithms. The results of this process will be stored and produce lets say SS_Dataset. Based on this Dataset, further decisions will have to be made. My questions are: Should i apply one or more string similarity algorithms to produce SS_Dataset ? Any comparisons between algorithms that calculate the 'distance' and the 'Sounds Like' similarity ? Does one family of algorithms produces more accurate results over the other? Does a combination give more accurate results on similarity? Can you recommend implementations that you have worked with? My implementation will include packages from the following libraries http://www.dcs.shef.ac.uk/~sam/simmetrics.html http://jtmt.sourceforge.net/ Regards,

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  • Is there ever a reason to use Goto in modern .NET code?

    - by BenAlabaster
    I just found this code in reflector in the .NET base libraries... if (this._PasswordStrengthRegularExpression != null) { this._PasswordStrengthRegularExpression = this._PasswordStrengthRegularExpression.Trim(); if (this._PasswordStrengthRegularExpression.Length == 0) { goto Label_016C; } try { new Regex(this._PasswordStrengthRegularExpression); goto Label_016C; } catch (ArgumentException exception) { throw new ProviderException(exception.Message, exception); } } this._PasswordStrengthRegularExpression = string.Empty; Label_016C: ... //Other stuff I've heard all of the "thou shalt not use goto on fear of exile to hell for eternity" spiel. I always held MS coders in fairly high regard and while I may not have agreed with all of their decisions, I always respected their reasoning. So - is there a good reason for code like this that I'm missing, or was this code extract just put together by a shitty developer? I'm hoping there is a good reason, and I'm just blindly missing it. Thanks for everyone's input

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  • How can I prompt for input using Selenium/Webdriver and use the result?

    - by Tempus
    I would like to allow for user input and make some decisions based on it. If I do this: driver.execute_script("prompt('Enter smth','smth')") I get a nice prompt, but I cannot use it's value. Is there any way of showing an input box to the user, and use the value typed there? EDIT: This is my script: from selenium.webdriver import Firefox if __name__ == "__main__": driver = Firefox() driver.execute_script("window.promptResponse=prompt('Enter smth','smth')") a = driver.execute_script("var win = this.browserbot.getUserWindow(); return win.promptResponse") print "got back %s" % a And this exits with the following exception: a = driver.execute_script("var win = this.browserbot.getUserWindow(); return win.promptResponse") File "c:\python26\lib\site-packages\selenium-2.12.1-py2.6.egg\selenium\webdriver\remote\webdriver.py", line 385, in ex ecute_script {'script': script, 'args':converted_args})['value'] File "c:\python26\lib\site-packages\selenium-2.12.1-py2.6.egg\selenium\webdriver\remote\webdriver.py", line 153, in ex ecute self.error_handler.check_response(response) File "c:\python26\lib\site-packages\selenium-2.12.1-py2.6.egg\selenium\webdriver\remote\errorhandler.py", line 110, in check_response if 'message' in value: TypeError: argument of type 'NoneType' is not iterable What am I not doing right?

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  • Visualizing an AST created with ANTLR (in a .Net environment)

    - by Benjamin Podszun
    Hi there. For a pet project I started to fiddle with ANTLR. After following some tutorials I'm now trying to create the grammar for my very own language and to generate an AST. For now I'm messing around in ANTLRWorks mostly, but now that I have validated that the parse tree seems to be fine I'd like to (iteratively, because I'm still learning and still need to make some decisions regarding the final structure of the tree) create the AST. It seems that antlrworks won't visualize it (or at least not using the "Interpreter" feature, Debug's not working on any of my machines). Bottom line: Is the only way to visualize the AST the manual way, traversing/showing it or printing the tree in string representation to a console? What I'm looking for is a simple way to go from input, grammar - visual AST representation a la the "Interpreter" feature of ANTLRWorks. Any ideas?

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  • How do you handle descriptive database table names and their effect on foreign key names?

    - by Carvell Fenton
    Hello, I am working on a database schema, and am trying to make some decisions about table names. I like at least somewhat descriptive names, but then when I use suggested foreign key naming conventions, the result seems to get ridiculous. Consider this example: Suppose I have table session_subject_mark_item_info And it has a foreign key that references sessionSubjectID in the session_subjects table. Now when I create the foreign key name based on fk_[referencing_table]__[referenced_table]_[field_name] I end up with this maddness: fk_session_subject_mark_item_info__session_subjects_sessionSubjectID Would this type of a foreign key name cause me problems down the road, or is it quite common to see this? Also, how do the more experienced database designers out there handle the conflict between descriptive naming for readability vs. the long names that result? I am using MySQL and MySQL Workbench if that makes any difference. Thanks!

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