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  • What were the hot languages of 2009?

    - by geowa4
    It is well-accepted that we should all learn something new every six months. But what should should have topped the list for 2009? What new things should we learn have learned this year that appear to have real staying power? (Answers do not have to be limited to languages.)

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  • What are the hot languages of 2009?

    - by geowa4
    It is well-accepted that we should all learn something new every six months. But what should top the list for 2009? What new things should we learn this year that appear to have real staying power? (Answers do not have to be limited to languages.)

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  • Question about architecting asp.net mvc application ?

    - by Misnomer
    I have read little bit about architecture and also patterns in order to follow the best practices. So this is the architecture we have and I wanted to know what you think of it and any proposed changes or improvements to it - Presentation Layer - Contains all the views,controllers and any helper classes that the view requires also it containes the reference to Model Layer and Business Layer. Business Project - Contains all the business logic and validation and security helper classes that are being used by it. It contains a reference to DataAccess Layer and Model Layer. Data Access Layer - Contains the actual queries being made on the entity classes(CRUD) operations on the entity classes. It contains reference to Model Layer. Model Layer - Contains the entity framework model,DTOs,Enums.Does not really have a reference to any of the above layers. What are your thoughts on the above architecture ? The problem is that I am getting confused by reading about like say the repository pattern, domain driven design and other design patterns. The architecture we have although not that strict still is relatively alright I think and does not really muddle things but I maybe wrong. I would appreciate any help or suggestions here. Thanks !

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  • If you had to work with horrible HTML, what would you do?

    - by Doug
    I was looking over some of my friend's HTML and CSS, and I was speechless (in a bad way). If I had to work with that, such as putting AJAX into it, then it would have been a lot of work. I would have to rebuild a lot of the HTML aspects, otherwise it wouldn't work well with the AJAX. What would you do in a situation like so? Would you just edit at the minimum? Would you do a overhaul and redo the whole HTML aspect? Would you go back to the client and ask for more money because it was a lot more work than expected? I'm interested in strategies and approaches and how it's done out in the field.

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  • How improve skills in Java?

    - by kumar kasimala
    I would like to get updates Java and related technogies news on every day so that I will new features of java, even I want to improve java skills by learning existing or new things which is related to logic, therory, programs, How do I get all above details & give me links , so that I will subscribe to it

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  • How to experience gradual improvement of knowledge while a newbie does .NET maintenance programming?

    - by amir
    I started my career as a software developer about 6 months ago. This is my first job, and I am the only developer in this company. I gained .NET knowledge by self study and also by doing some university projects. Our systems have old foundations based on an earlier version of .NET, and I'm starting to feel that I am not improving since I am a maintenance programmer here. Everything is old and my manager is not really taking any chances on gradually improving the software. What is your opinion? What should I do? I am newbie and also work hard to find my way through. There is no other developer, not even a senior one to help me here. I need your advice on my situation. And one last thing, can I get a new job with doing maintenance programming? I mean don't managers say that you do not have the experience of developing a new software from scratch? I feel redundant, what do I do?

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  • Does a 300mbps 802.11n wireless connection have any noticeable speed improvement over 54mbps g?

    - by j j
    300mbps sounds wonderful, but not with my horrible Comcast internet connection. I doubt there's an internet connection in America that even hits 54mbps. So I'm guessing that the only reason someone would be inclined to upgrade is for faster data transfer within the local network. With my internet connection where download rates are rarely ever above a few hundred kilobytes a second, would I even see any improvement in switching from 802.11g to 802.11n?

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  • Gnome/Nautilus does not remember individual folder's size/position?

    - by RaiGal
    I am using ubuntu 11.04 and I have noticed that Gnome/Nautilus remembers a "global" setting for size/position using the last window open instead of remembering an individual size/position for each folder. Also, this applies for some applications as well. I find this a real productivity killer and I think its one of the most basic features of a window manager. Funny thing is, that windows had this feature for a long time now. I have tried devilspie but I find it would be really time wasting to configure every folder that way. Is there any fix for this issue, if not what window manager would you suggest me? Thank you!

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  • How to add locale aware CSS to an individual component in ADF Faces.

    - by [email protected]
    When creating a skin in ADF Faces, it's (relatively) easy to add locale aware CSS using the :rtl psuedo-class on the end of a skinning key.  Example:af|inputListOfValues::content {  padding-left: 3px;}af|inputListOfValues::content:rtl {  padding-left: 0px;  padding-right: 3px;}In this example, we want some padding before the start of the text in the content element of the component.  In right to left locales, the start of the text is on the right side by default, so we need to change the padding from the left to the right.Let's say, however, that you want to specify a locale aware CSS style on an individual component using the contentStyle attribute.  There is a handy ADF Faces EL function to help you out here: isRTL.  For our example, let's say we want an inputText component whose text content is 'end' aligned.  If you weren't considering RTL locales, you could code this as:<af:inputText id="idInputTextRight" label="right aligned" value="Test"                    contentStyle="text-align: right;"/>This, however, will be right aligned regardless of locale. This is where isRTL() comes to the rescue.  This is how we would code this to be locale aware:<af:inputText id="idInputTextEnd" label="end aligned" value="Test"                     contentStyle="text-align: #{af:isRTL()?'left':'right'};"/> The af:isRTL() EL function returns true if we are rendering in RTL, so we can use it to pick the appropriate text alignment.

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  • Is Version control with GIT useful to work in small projects fon an individual developer? [closed]

    - by chefnelone
    I work as website developer. I develop with Drupal CSM. I have a drupal base installation which has some settings which are sort of default for all my proyects. This drupal installation is my drupal-base folder Every time I start a new project I just duplicate the `drupal-base- folder and start coding the new features I need for the new proyect. The problem is that sometimes I work in more than one projects at the same time and I get a new feature in one of the project that I'd like to commit to my drupal base installation and also to the other projects. Then keeping the sync of all this is nightmare. I thought that Version Control with GIT could help me with this and I went into a tutorial about it. But now I'm not sure if this will be usefull for me. Then my question is: I think that GIT is just usefull for big projects where a team is working all together in the same files. But it is not usefull to work in small and individual projects. Am I right?

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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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  • Separating text strings into a table of individual words in SQL via XML.

    - by Phil Factor
    p.MsoNormal {margin-top:0cm; margin-right:0cm; margin-bottom:10.0pt; margin-left:0cm; line-height:115%; font-size:11.0pt; font-family:"Calibri","sans-serif"; } Nearly nine years ago, Mike Rorke of the SQL Server 2005 XML team blogged ‘Querying Over Constructed XML Using Sub-queries’. I remember reading it at the time without being able to think of a use for what he was demonstrating. Just a few weeks ago, whilst preparing my article on searching strings, I got out my trusty function for splitting strings into words and something reminded me of the old blog. I’d been trying to think of a way of using XML to split strings reliably into words. The routine I devised turned out to be slightly slower than the iterative word chop I’ve always used in the past, so I didn’t publish it. It was then I suddenly remembered the old routine. Here is my version of it. I’ve unwrapped it from its obvious home in a function or procedure just so it is easy to appreciate. What it does is to chop a text string into individual words using XQuery and the good old nodes() method. I’ve benchmarked it and it is quicker than any of the SQL ways of doing it that I know about. Obviously, you can’t use the trick I described here to do it, because it is awkward to use REPLACE() on 1…n characters of whitespace. I’ll carry on using my iterative function since it is able to tell me the location of each word as a character-offset from the start, and also because this method leaves punctuation in (removing it takes time!). However, I can see other uses for this in passing lists as input or output parameters, or as return values.   if exists (Select * from sys.xml_schema_collections where name like 'WordList')   drop XML SCHEMA COLLECTION WordList go create xml schema collection WordList as ' <xs:schema xmlns:xs="http://www.w3.org/2001/XMLSchema"> <xs:element name="words">        <xs:simpleType>               <xs:list itemType="xs:string" />        </xs:simpleType> </xs:element> </xs:schema>'   go   DECLARE @string VARCHAR(MAX) –we'll get some sample data from the great Ogden Nash Select @String='This is a song to celebrate banks, Because they are full of money and you go into them and all you hear is clinks and clanks, Or maybe a sound like the wind in the trees on the hills, Which is the rustling of the thousand dollar bills. Most bankers dwell in marble halls, Which they get to dwell in because they encourage deposits and discourage withdrawals, And particularly because they all observe one rule which woe betides the banker who fails to heed it, Which is you must never lend any money to anybody unless they don''t need it. I know you, you cautious conservative banks! If people are worried about their rent it is your duty to deny them the loan of one nickel, yes, even one copper engraving of the martyred son of the late Nancy Hanks; Yes, if they request fifty dollars to pay for a baby you must look at them like Tarzan looking at an uppity ape in the jungle, And tell them what do they think a bank is, anyhow, they had better go get the money from their wife''s aunt or ungle. But suppose people come in and they have a million and they want another million to pile on top of it, Why, you brim with the milk of human kindness and you urge them to accept every drop of it, And you lend them the million so then they have two million and this gives them the idea that they would be better off with four, So they already have two million as security so you have no hesitation in lending them two more, And all the vice-presidents nod their heads in rhythm, And the only question asked is do the borrowers want the money sent or do they want to take it withm. Because I think they deserve our appreciation and thanks, the jackasses who go around saying that health and happi- ness are everything and money isn''t essential, Because as soon as they have to borrow some unimportant money to maintain their health and happiness they starve to death so they can''t go around any more sneering at good old money, which is nothing short of providential. '   –we now turn it into XML declare @xml_data xml(WordList)  set @xml_data='<words>'+ replace(@string,'&', '&amp;')+'</words>'    select T.ref.value('.', 'nvarchar(100)')  from (Select @xml_data.query('                      for $i in data(/words) return                      element li { $i }               '))  A(list) cross apply A.List.nodes('/li') T(ref)     …which gives (truncated, of course)…

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  • If I double my ram on a x86 processor, does that double the ram I can use for each individual process?

    - by Derek Reitz
    I don't understand how 32-Bit OS's use RAM on a per process basis. I've read the max RAM my x86 processor running a 32-bit OS can use is 2^32 = 4gb; but that's just for one process, right? 3DS Max keeps crashing, but it typically can never use more than 2GB of RAM before it crashes, if I increase my RAM from 4-8GB, would that double how much RAM I can use for each individual process or actually cause no change in my performance? Also would increasing my VRAM and getting a better graphics card increase the extent to which individual programs can preform? Lastly, is there any way to upgrade a 86-bit processor to be able to run a 64-bit OS? I feel like it would be ridiculous to sell modern processors that are capped at 4GB of RAM? Thanks. Quad-Core Intel i7 Q 720 @ 1.6GHz

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  • Biggest performance improvement you've had with the smallest change?

    - by JoelFan
    What's the biggest performance improvement you've had with the smallest change? For example, I once improved the performance of a certain page on a high-profile web app by a factor of 10, just by moving "where customerID = ?" to a different place inside a complicated SQL statement (before my change it had been selecting all customers in a join, then later selecting out the desired customer).

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  • Ontology - Conflict of same individuals property and datatype property

    - by blueomega
    I am having a problem with "same individuals property" in protege, when i run a reasoner (pellet 1.5 or fact++) Lets take ontology example thing has class sons A and B, A has sons C and D. B, C and D have individuals of the same class. Cant i say a individual C is "same individual" as individual B, and then add also individual D is "same individual" as individual B. Wich is true, they have diferent names, but they are same individual.. Why does it only work when i set individual B has "same individual" of type C or D? The protege error is "InconsistentOntologyException:Fact++.Kernel: inconsistent Ontology" and pellet says ontology is inconsistent. EDIT: Seems its a more deep rooted problem, this example works :(, gonna keep checking. EDIT2: After some more experimenting, seems its a conflict with DataType properties. They all share a DataType properties with same name. In the example domain of property would be A and range string. Any idea how to solve?

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  • Ontology and same individuals

    - by blueomega
    I am having a problem with "same individuals property" in protege, when i run a reasoner (pellet 1.5 or fact++) Lets take ontology example thing has class sons A and B, A has sons C and D. B, C and D have individuals of the same class. Cant i say a individual C is "same individual" as individual B, and then add also individual D is "same individual" as individual B. Wich is true, they have diferent names, but they are same individual.. Why does it only work when i set individual B has "same individual" of type C or D? The protege error is "InconsistentOntologyException:Fact++.Kernel: inconsistent Ontology" and pellet says ontology is inconsistent. EDIT: Seems its a more deep rooted problem, this example works :(, gonna keep checking. EDIT2: After some more experimenting, seems its a conflict with DataType properties. They all share a DataType properties with same name. In the example domain of property would be A and range string. Any idea how to solve?

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  • How to remove individual Unity Webapps' items from message indicator?

    - by Danial Behzadi
    In first days of trying Ubuntu 12.10 I installed a bunch of unity webapps like Launchpad, Twitter, Facebook, LinkdIn, etc. Recently I found some of them useless and removed the related "unity-webapps-*" packages. They no longer appear in the Launcher and Every time I visit the main website in firefox, they offer to install the unity webapp for that specific website as well. But the problem is the items for them (LinkedIn, Twitter and Facebook) are placed in the message indicator yet after Thunderbird and Of course they don't indicate anything. How can I completely remove the webapps items from unity?

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  • Is creating a separate pool for each individual image created from a png appropriate?

    - by Panzercrisis
    I'm still possibly a little green about object-pooling, and I want to make sure something like this is a sound design pattern before really embarking upon it. Take the following code (which uses the Starling framework in ActionScript 3): [Embed(source = "/../assets/images/game/misc/red_door.png")] private const RED_DOOR:Class; private const RED_DOOR_TEXTURE:Texture = Texture.fromBitmap(new RED_DOOR()); private const m_vRedDoorPool:Vector.<Image> = new Vector.<Image>(50, true); . . . public function produceRedDoor():Image { // get a Red Door image } public function retireRedDoor(pImage:Image):void { // retire a Red Door Image } Except that there are four colors: red, green, blue, and yellow. So now we have a separate pool for each color, a separate produce function for each color, and a separate retire function for each color. Additionally there are several items in the game that follow this 4-color pattern, so for each of them, we have four pools, four produce functions, and four retire functions. There are more colors involved in the images themselves than just their predominant one, so trying to throw all the doors, for instance, in a single pool, and then changing their color properties around isn't going to work. Also the nonexistence of the static keyword is due to its slowness in AS3. Is this the right way to do things?

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  • Is creating a separate pool for each individual png image in the same class appropriate?

    - by Panzercrisis
    I'm still possibly a little green about object-pooling, and I want to make sure something like this is a sound design pattern before really embarking upon it. Take the following code (which uses the Starling framework in ActionScript 3): [Embed(source = "/../assets/images/game/misc/red_door.png")] private const RED_DOOR:Class; private const RED_DOOR_TEXTURE:Texture = Texture.fromBitmap(new RED_DOOR()); private const m_vRedDoorPool:Vector.<Image> = new Vector.<Image>(50, true); . . . public function produceRedDoor():Image { // get a Red Door image } public function retireRedDoor(pImage:Image):void { // retire a Red Door Image } Except that there are four colors: red, green, blue, and yellow. So now we have a separate pool for each color, a separate produce function for each color, and a separate retire function for each color. Additionally there are several items in the game that follow this 4-color pattern, so for each of them, we have four pools, four produce functions, and four retire functions. There are more colors involved in the images themselves than just their predominant one, so trying to throw all the doors, for instance, in a single pool, and then changing their color properties around isn't going to work. Also the nonexistence of the static keyword is due to its slowness in AS3. Is this the right way to do things?

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  • How do I plot individual pixels using the XNA APIs?

    - by izb
    If I wanted to fill my game screen with individually coloured pixels, how would I do this? For example, if I wanted to write a 'game of life'-type game where each pixel was a cell, how would I achieve this using XNA? I've tried just calling SetData() on a Texture2D object using a screen-sized array of Color values, but it complains with: You may not call SetData on a resource while it is actively set on the GraphicsDevice. Unset it from the device before calling SetData. How do I do as it asks? Or better still... is there an alternative, better, efficient way to fill a screen with arbitrary pixels?

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  • What individual needs to be aware when signing a NDA with client?

    - by doNotCheckMyBlog
    I am very new to IT industry and have no prior experience. However I came into contact with a party who is gear to build a mobile application. But, they want me to sign NDA (No Disclosure Agreement). The definition seems vague, The following definitions apply in this Agreement: Confidential Information means information relating to the online and mobile application concepts discussed and that: (a) is disclosed to the Recipient by or on behalf of XYZ; (b) is acquired by the Recipient directly or indirectly from XYZ; (c) is generated by the Recipient (whether alone or with others); or (d) otherwise comes to the knowledge of the Recipient, When they say otherwise comes to the knowledge of the recipient. Does it mean if I think of any idea from my own creative mind and which is similar to their idea then it would be a breach of this agreement? and also is it okay to tell to include application name in definition as currently to me it sounds like any online of mobile application concept they think I should not disclose it to anybody. "Confidential Information means information relating to the online and mobile application concepts discussed and that:" I am more concerned about this part, Without limiting XYZ’s rights at law, the Recipient agrees to indemnify XYZ in respect of all claims, losses, liabilities, costs or expenses of any kind incurred directly or indirectly as a result of or in connection with a breach by it or any of its officers, employees, or consultants of this Agreement. Is it really common in IT industry to sign this agreement between client and developer? Any particular thing I should be concerned about?

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  • How do you call the process of taking a part of a function and making an individual function of it?

    - by bitmask
    I know there was a technical term for this. I'm just can't remember what it was. If the title needs clarification, here is what I mean; If this is the old code: Result foobar(Param1,Param2,Param3) { code that does abc code that does xyz code that does asdf more code that does something } and it's changed into: SomeResult do_xyz(SomeParams) { code that does xyz } Result foobar() { code that does abc do_xyz(args); code that does asdf more code that does something }

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  • How to set individual NTFS partitions permissions behaviour for each user account?

    - by ryniek
    I have two NTFS partitions (DOWNLOADS for downloaded files and VM for my VirtualBox .vdi file) for which i must have full permissions for my allday use account. They should be also automounting when i login to this account. But i've also set Guest account for guests. For Guest account, i want make VM partition fully disabled and invisible (and thus it mustn't automount) but DOWNLOADS partition should be shared with limited privileges with Guest account. Editing fstab i'm able to share DOWNLOADS partition with Guest on limited privileges but VM can be only set to limited and have disabled automounting - so guest can't mount it but it still can be seen in Nautilus, plus I must always mount it manually when i login to allday account. Is there some trick to make what i want? Here's my fstab config: # /etc/fstab: static file system information. # # <file system> <mount point> <type> <options> <dump> <pass> proc /proc proc nodev,noexec,nosuid 0 0 #Entry for /dev/sda1 : UUID=35e66658-5ee9-40cf-bf56-8204959e3df0 / xfs defaults 01 #Entry for /dev/sda2 : UUID=26c714cf-4236-45e7-9c46-cfcf91a215ae /home xfs defaults 02 #Entry for /dev/sda5 : UUID=1315BCB027C44639 /media/DOWNLOADS ntfs-3g auto,uid=1000,gid=1000,umask=0022,nodev,locale=pl_PL.utf8 0 0 #Entry for /dev/sda6 : UUID=60FF39EB72B72264 /media/VM ntfs noauto,uid=1000,gid=1000,umask=0077,nodev,locale=pl_PL.utf8 0 0 #Entry for /dev/sda7 : UUID=c52411f5-105c-45d1-971f-412f962c350e none swap sw 0 0 /dev/fd0 /media/floppy0 auto rw,user,noauto,exec,utf8 0 0 Thanks

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