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  • Monitor SQL Server Agent Jobs with Policy Based Management

    I need to monitor all the SQL Agents to find out if a job failed in the last 24 hours. Could this be done with policy based management? If so, can you show me how to create the policy? Join SQL Backup’s 35,000+ customers to compress and strengthen your backups "SQL Backup will be a REAL boost to any DBA lucky enough to use it." Jonathan Allen. Download a free trial now.

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  • Read about Interface-Based Programming in C#

    - by Editor
    Learn to program using interfaces by reading C# Online.NET articles like Interfaces and Abstract Classes. And, here is an excerpt from a VSLive! article on Interface-Based Programming in C#. "Interfaces help define a contract, or agreement, between your application and other objects. This agreement indicates what sort of methods, properties and events are exposed by an object. [...]

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  • A memory leak occurs in a .NET Framework 2.0-based application that uses the AesCryptoServiceProvide

    981575 ... A memory leak occurs in a .NET Framework 2.0-based application that uses the AesCryptoServiceProvider classThis RSS feed provided by kbAlerz.com.Visit kbAlertz.com to subscribe. It's 100% free and you'll be able to recieve e-mail or RSS updates for the technologies you pick from the Microsoft Knowledge Base....Did you know that DotNetSlackers also publishes .net articles written by top known .net Authors? We already have over 80 articles in several categories including Silverlight. Take a look: here.

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  • Developing a cloud based app

    - by user134897
    I am a company owner that has developed a cloud based app. My code writer has told me how good he is more than once, well, better stated, he did a good job telling me he was better than everyone else in my rather small community. In the last 18 months I have spent nearly 160,000.00 dollars trying to get this company to the "making money" stage. I am now nearly broke, sitting on the edge of a brilliant marketing plan to launch a much needed cloud based app. We did launch our app last year (late 2013), and the feedback was amazing from the users. One user that signed up to use the free app stated that we needed to call him the moment our company goes public because he wants to be the first to buy stock. Now, here's my problem. We did not originally set out to develop a freemium app, we just sort of ended up there by the natural progression of the app. So, now I have an app that really needs to be scrapped and re-built. Although I do feel my code writer has displayed some brilliance in what he has done, he was extremely weak on graphics and every time we speak he tells me there is a newer better way to code that he is trying to learn. So, here's the million dollar question. Ho do I find code writers that already know the newest, best ways to write code? Or maybe better asked, what is the newest best code writing technique? Second, is it even possible to find code writers that are good at graphics? In short, I am nearly broke and need to start over, but I do not know where to find people qualified to write it good the first time around and display good graphic skills. I am trying to build a team of writers instead of just one person. Maybe 3 good at code and two good at graphics, but I am clueless as to what criteria I should use to determine if I am building the right team members. Please help, I am sure you can tell I am fairly lost by my continued rambling.

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  • Cannot install any Feature/Role on Windows 2008 R2 Standard

    - by Parsa
    I was trying to install Exchange 2010 prerequisites, when I encountered some error. All look like the same. Like this one: Error: Installation of [Windows Process Activation Service] Configuration APIs failed. the server needs to be restarted to undo the changes. My server is running Windows Server 2008 R2 Standard Edition. UPDATE: I tried installing the prerequisites one by one using PowerShell. Now I have errors on RPC over Http proxy: Installation of [Web Server (IIS)] Tracing Failed, Attempt to install tracing failed with error code 0x80070643. Fatal error during installation. Searching about the error code doesn't tell me much more than something went wrong when trying to update windows. Installing Http Tracing alone also doesn't make any difference.

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  • Multi-Role Domain Controllers for Small Offices (< 50 clients)

    - by kce
    Warning: I'm a Linux/*NIX admin so this is all new to me. I understand that it's not considered a good idea to have only a single domain controller, and that it is also probably a good idea for a domain controller to only do AD/DHCP/DNS (Here). We have two offices, location A with 30 users and location B with 10 users. Our two offices are separated by a WAN that is not particularly robust so I have be instructed that we need to have standalone services in each office. This means that according to "best practices" we will need to build a domain controller and a separate file server in each office. Again, I am not knowledgeable in the ways of Windows but this seems a little unnecessary for an organization of 40 users. People have commented that I could "get away with" running file services on the domain controller as long as the "load is light". That just seems to generate more questions than it answers. What constitutes light load? What are the potential consequences of mixing these roles? Ideally I would prefer to only have one physical machine at each location. The one in location A (the location with IT staff) can act as the primary domain controller and the one in the smaller office can act as the backup domain controller. If either domain controller fails we can still use the other one for authentication (albeit with some latency) and if the WAN connection fails each office still has access to their respective "local" domain controller. If the file services are ALSO run on each server (and synchronized with something like DFS), a similar arrangement in terms of redundancy can be had without having to purchase, build and install two additional separate servers. It's not that I'm adverse to that (well, any more adverse than I am to whole thing to begin with) but to my simple mind it just seems, well a bit overkill. I can definitely see the benefits of functional separation when we're talking larger organizations, but I need to consider the additional overhead too. None of this excludes having a DRP setup for the domain controller/s. I assume you can lose two domain controllers just as easily as one.

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  • Adeos's role w.r.t Linux

    - by Anisha Kaul
    The event pipeline The fundamental Adeos structure one must keep in mind is the chain of client domains asking for event control. A domain is a kernelbased software component which can ask the Adeos layer to be notified of: · Every incoming external interrupt, or autogenerated virtual interrupt; · Every system call issued by Linux applications, · Other system events triggered by the kernel code (e.g. Linux task switching, signal notification, Linux task exits etc.). From: Life with Adeos: http://www.xenomai.org/documentation/xenomai-2.4/pdf/Life-with-Adeos-rev-B.pdf Question: Adeos is supposed to be between the hardware and the Linux kernel, I can understand about Adeos telling the Linux about hardware interrupts but Why should Adeos know about the "system call" issued by Linux?

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  • Cannot install any Feature/Role on Windows Server 2008 R2 Standard

    - by Parsa
    I was trying to install Exchange 2010 prerequisites, when I encountered some error. All look like the same. Like this one: Error: Installation of [Windows Process Activation Service] Configuration APIs failed. the server needs to be restarted to undo the changes. My server is running Windows Server 2008 R2 Standard Edition. UPDATE: I tried installing the prerequisites one by one using PowerShell. Now I have errors on RPC over Http proxy: Installation of [Web Server (IIS)] Tracing Failed, Attempt to install tracing failed with error code 0x80070643. Fatal error during installation. Searching about the error code doesn't tell me much more than something went wrong when trying to update windows. Installing Http Tracing alone also doesn't make any difference.

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  • Windows Server 2008 R2 Server Core with AD Role having GUI Admin Console

    - by Robert Koritnik
    I would like to setup a machine with Windows Server 2008 R2 Server Core and install following server roles: Active Directory Domain Services Active Directory Federation Services Active Directory Lightweight Directory Services (I'm not sure whether I actually need this one - see note below) I'm obviously going to install Enterprise Edition. Question Can I have an AD administration graphical user interface to manage Active Directory on Server Core machine? I would really like to have it, because I'm not so keen to do stuff using power-shell, because I've never managed AD as well, so a GUI would be much more helpful, because I could at least visualize it a bit better and maybe understand AD structures. Note: I'm setting up development environment machine as well and installing Sharepoint Foundation 2010 on in so it would use this AD machine.

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  • Cannot install any Feature/Role on Win2K R2 SE

    - by Parsa
    I was trying to install Exchange 2010 prerequisites, when I encountered some error. All look like the same. Like this one: Error: Installation of [Windows Process Activation Service] Configuration APIs failed. the server needs to be restarted to undo the changes. My server is running Windows Server 2008 R2 Standard Edition.

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  • system center operations manager (SCOM) role combinations

    - by KAPes
    We are evaluating system center operations manager 2007 R2 product, and would like to know what all roles can be combined onto single server. Like root management server and reporting servers can be on one box or not? my environment is like 450 servers mostly Exchange and Domain Controllers plus few OCS servers.

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  • system center operation manager role combinations

    - by KAPes
    We are evaluating system center operations manager 2007 R2 product, and would like to know what all roles can be combined onto single server. Like root management server and reporting servers can be on one box or not? my environment is like 450 servers mostly Exchange and Domain Controllers plus few OCS servers.

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  • Role of MBR in the booting process

    - by pg4421
    I am new to stack overflow. So please correct me if my question seems irrelevant or stupid. I read here in Booting Process : The job of the primary boot loader is to find and load the secondary boot loader (stage 2). It does this by looking through the partition table for an active partition. When it finds an active partition, it scans the remaining partitions in the table to ensure that they're all inactive. When this is verified, the active partition's boot record is read from the device into RAM and executed. The question is that I am having a Hard disk which has two Operating System images windows and ubuntu and hence both partitions in which they reside are active. Then why do we have only one active partition always? (I know that active partition is one of the primary partition but then why we are giving special reference to one primary partition? ) I am confused a bit. Please solve my query. Thank you so much.

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  • Git-based storage and publishing, infrastructure advice

    - by Joel Martinez
    I wanted to get some advice on moving a system to "the cloud" ... specifically, I'm looking to move into some of Windows Azure's managed services, as right now I'm managing a VM. Basically, the system operates on some data stored in a github git repository. I'll describe the current architecture: Current system (all hosted on a single server): GitHub - configured with a webhook pointing at ... ASP.NET MVC application - to accept the webhook from git. It pushes a message onto ... Azure service bus Queue - which is drained by ... Windows Service - pulls the message from the queue and ... Fetches the latest data from the git repository (using GitLib2Sharp) onto the local disk and finally ... Operates on the data in git to produce a static HTML website hosted/served by IIS. The system works really well, actually ... but I would like to get out of the business of managing the VM, and move to using some combination of Azure web and worker roles. But because the system relies so heavily on the git repository on the local filesystem, I'm finding it difficult to figure out how to architect in the cloud. I know you can get file system access, so in theory I could just fetch the repository if there's nothing on disk ... but the performance/responsiveness of the system sort of depends on the repository being available and only having to fetch diffs, which is relatively quick. As opposed to periodically having to fetch the entire (somewhat large) git repository if the web or worker role was recycled, or something. So I would love some advice on how you would architect such a system :) Ultimately, the only real requirement is to be able to serve HTML content that's been produced from the contents of a git repository (in a relatively responsive manner, from a publishing perspective) ... please feel free to ask any clarifying questions if there's something I omitted. Thanks!

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  • PHP Browser Game Question - Pretty General Language Suitability and Approach Question

    - by JimBadger
    I'm developing a browser game, using PHP, but I'm unsure if the way I'm going about doing it is to be encouraged anymore. It's basically one of those MMOs where you level up various buildings and what have you, but, you then commit some abstract fighting entity that the game gives you, to an automated battle with another player (producing a textual, but hopefully amusing and varied combat report). Basically, as soon as two players agree to fight, PHP functions on the "fight.php" page run queries against a huge MySQL database, looking up all sorts of complicated fight moves and outcomes. There are about three hundred thousand combinations of combat stance, attack, move and defensive stances, so obviously this is quite a resource hungry process, and, on the super cheapo hosted server I'm using for development, it rapidly runs out of memory. The PHP script for the fight logic currently has about a thousand lines of code in it, and I'd say it's about half-finished as I try to add a bit of AI into the fight script. Is there a better way to do something this massive than simply having some functions in a PHP file calling the MySQL Database? I taught myself a modicum of PHP a while ago, and most of the stuff I read online (ages ago) about similar games was all PHP-based. but a) am I right to be using PHP at all, and b) am I missing some clever way of doing things that will somehow reduce server resource requirements? I'd consider non PHP alternatives but, if PHP is suitable, I'd rather stick to that, so there's no overhead of learning something new. I think I'd bite that bullet if it's the best option for a better game, though.

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  • Creating the concept of Time

    - by Jamie Dixon
    So I've reached the point in my exploration of gaming where I'd like to impliment the concept of time into my little demo I've been building. What are some common methodologies for creating the concept of time passing within a game? My thoughts so far: My game loop tendes to spend a fair bit of time sitting around waiting or user input so any time system will likely need to be run in a seperate thread. What I've currently done is create a BackgroundWorker passing in a method that contains a loop triggering every second. This is working fine and I can output information to the console from here etc. Inside this loop I have a DateTime object that is incrimented by 1 minute for every realtime second. (the game begins in the year 01/01/01) Is this a standard way of acheiving this result or are there more tried and tested methods? I'm also curious about how to go about performing time based actions (reducing player energy, moving entities around the game board, life/death etc). Thanks for any pointers or advice. I've searched around however I'm not familiar enough with the terms and so my searches are yeilding little result on this one.

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  • Node.js MMO - process and/or map division

    - by Gipsy King
    I am in the phase of designing a mmo browser based game (certainly not massive, but all connected players are in the same universe), and I am struggling with finding a good solution to the problem of distributing players across processes. I'm using node.js with socket.io. I have read this helpful article, but I would like some advice since I am also concerned with different processes. Solution 1: Tie a process to a map location (like a map-cell), connect players to the process corresponding to their location. When a player performs an action, transmit it to all other players in this process. When a player moves away, he will eventually have to connect to another process (automatically). Pros: Easier to implement Cons: Must divide map into zones Player reconnection when moving into a different zone is probably annoying If one zone/process is always busy (has players in it), it doesn't really load-balance, unless I split the zone which may not be always viable There shouldn't be any visible borders Solution 1b: Same as 1, but connect processes of bordering cells, so that players on the other side of the border are visible and such. Maybe even let them interact. Solution 2: Spawn processes on demand, unrelated to a location. Have one special process to keep track of all connected player handles, their location, and the process they're connected to. Then when a player performs an action, the process finds all other nearby players (from the special player-process-location tracking node), and instructs their matching processes to relay the action. Pros: Easy load balancing: spawn more processes Avoids player reconnecting / borders between zones Cons: Harder to implement and test Additional steps of finding players, and relaying event/action to another process If the player-location-process tracking process fails, all other fail too I would like to hear if I'm missing something, or completely off track.

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  • Game Components, Game Managers and Object Properties

    - by George Duckett
    I'm trying to get my head around component based entity design. My first step was to create various components that could be added to an object. For every component type i had a manager, which would call every component's update function, passing in things like keyboard state etc. as required. The next thing i did was remove the object, and just have each component with an Id. So an object is defined by components having the same Ids. Now, i'm thinking that i don't need a manager for all my components, for example i have a SizeComponent, which just has a Size property). As a result the SizeComponent doesn't have an update method, and the manager's update method does nothing. My first thought was to have an ObjectProperty class which components could query, instead of having them as properties of components. So an object would have a number of ObjectProperty and ObjectComponent. Components would have update logic that queries the object for properties. The manager would manage calling the component's update method. This seems like over-engineering to me, but i don't think i can get rid of the components, because i need a way for the managers to know what objects need what component logic to run (otherwise i'd just remove the component completely and push its update logic into the manager). Is this (having ObjectProperty, ObjectComponent and ComponentManager classes) over-engineering? What would be a good alternative?

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  • Empirical evidence for choice of programming paradigm to address a problem

    - by Graham Lee
    The C2 wiki has a discussion of Empirical Evidence for Object-Oriented Programming that basically concludes there is none beyond appeal to authority. This was last edited in 2008. Discussion here seems to bear this out: questions on whether OO is outdated, when functional programming is a bad choice and the advantages and disadvantages of AOP are all answered with contributors' opinions without reliance on evidence. Of course, opinions of established and reputed practitioners are welcome and valuable things to have, but they're more plausible when they're consistent with experimental data. Does this evidence exist? Is evidence-based software engineering a thing? Specifically, if I have a particular problem P that I want to solve by writing software, does there exist a body of knowledge, studies and research that would let me see how the outcome of solving problems like P has depended on the choice of programming paradigm? I know that which paradigm comes out as "the right answer" can depend on what metrics a particular study pays attention to, on what conditions the study holds constant or varies, and doubtless on other factors too. That doesn't affect my desire to find this information and critically appraise it. It becomes clear that some people think I'm looking for a "turn the crank" solution - some sausage machine into which I put information about my problem and out of which comes a word like "functional" or "structured". This is not my intention. What I'm looking for is research into how - with a lot of caveats and assumptions that I'm not going into here but good literature on the matter would - certain properties of software vary depending on the problem and the choice of paradigm. In other words: some people say "OO gives better flexibility" or "functional programs have fewer bugs" - (part of) what I'm asking for is the evidence of this. The rest is asking for evidence against this, or the assumptions under which these statements are true, or evidence showing that these considerations aren't important. There are plenty of opinions on why one paradigm is better than another; is there anything objective behind any of these?

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  • Skanska Builds Global Workforce Insight with Cloud-Based HCM System

    - by HCM-Oracle
    By David Baum - Originally posted on Profit Peter Bjork grew up building things. He started his work life learning all sorts of trades at his father’s construction company in the northern part of Sweden. So in college, it was natural for him to pursue a bachelor’s degree in construction engineering—but he broke new ground when he added a master’s degree in finance to his curriculum vitae. Written on a traditional résumé, Bjork’s current title (vice president of information systems strategies) doesn’t reveal the diversity of his experience—that he’s adept with hammer and nails as well as rows and columns. But a big part of his current job is to work with his counterparts in human resources (HR) designing, building, and deploying the systems needed to get a complete view of the skills and potential of Skanska’s 22,000-strong white-collar workforce. And Bjork believes that complete view is essential to Skanska’s success. “Our business is really all about people,” says Bjork, who has worked with Skanska for 16 years. “You can have equipment and financial resources, but to truly succeed in a business like ours you need to have the right people in the right places. That’s what this system is helping us accomplish.” In a global HR environment that suffers from a paradox of high unemployment and a scarcity of skilled labor, managers need to have a complete understanding of workforce capabilities to develop management skills, recruit for open positions, ensure that staff is getting the training they need, and reduce attrition. Skanska’s human capital management (HCM) systems, based on Oracle Talent Management Cloud, play a critical role delivering that understanding. “Skanska’s philosophy of having great people, encouraging their development, and giving them the chance to move across business units has nurtured a culture of collaboration, but managing a diverse workforce spread across the globe is a monumental challenge,” says Annika Lindholm, global human resources system owner in the HR department at Skanska’s headquarters just outside of Stockholm, Sweden. “We depend heavily on Oracle’s cloud technology to support our HCM function.” Construction, Workers For Skanska’s more than 60,000 employees and contractors, managing huge construction projects is an everyday job. Beyond erecting signature buildings, management’s goal is to build a corporate culture where valuable talent can be sought out and developed, bringing in the right mix of people to support and grow the business. “Of all the companies in our space, Skanska is probably one of the strongest ones, with a laser focus on people and people development,” notes Tom Crane, chief HR and communications officer for Skanska in the United States. “Our business looks like equipment and material, but all we really have at the end of the day are people and their intellectual capital. Without them, second only to clients, of course, you really can’t achieve great things in the high-profile environment in which we work.” During the 1990s, Skanska entered an expansive growth phase. A string of successful acquisitions paved the way for the company’s transformation into a global enterprise. “Today the company’s focus is on profitable growth,” continues Crane. “But you can’t really achieve growth unless you are doing a very good job of developing your people and having the right people in the right places and driving a culture of growth.” In the United States alone, Skanska has more than 8,000 employees in four distinct business units: Skanska USA Building, also known as the Construction Manager, builds everything at ground level and above—hospitals, educational facilities, stadiums, airport terminals, and other massive projects. Skanska USA Civil does everything at ground level and below, such as light rail, water treatment facilities, power plants or power industry facilities, highways, and bridges. Skanska Infrastructure Development develops public-private partnerships—projects in which Skanska adds equity and also arranges for outside financing. Skanska Commercial Development acts like a commercial real estate developer, acquiring land and building offices on spec or build-to-suit for its clients. Skanska's international portfolio includes construction of the new Meadowlands Stadium. Getting the various units to operate collaboratatively helps Skanska deliver high value to clients and shareholders. “When we have this collaboration among units, it allows us to enrich each of the business units and, at the same time, develop our future leaders to be more facile in operating across business units—more accepting of a ‘one Skanska’ approach,” explains Crane. Workforce Worldwide But HR needs processes and tools to support managers who face such business dynamics. Oracle Talent Management Cloud is helping Skanska implement world-class recruiting strategies and generate the insights needed to drive quality hiring practices, internal mobility, and a proactive approach to building talent pipelines. With their new cloud system in place, Skanska HR leaders can manage everything from recruiting, compensation, and goal and performance management to employee learning and talent review—all as part of a single, cohesive software-as-a-service (SaaS) environment. Skanska has successfully implemented two modules from Oracle Talent Management Cloud—the recruiting and performance management modules—and is in the process of implementing the learn module. Internally, they call the systems Skanska Recruit, Skanska Talent, and Skanska Learn. The timing is apropos. With high rates of unemployment in recent years, there have been many job candidates on the market. However, talent scarcity continues to frustrate recruiters. Oracle Taleo Recruiting Cloud Service, one of the applications in the Oracle Talent Management cloud portfolio, enables Skanska managers to create more-intelligent recruiting strategies, pulling high-performer profile statistics to create new candidate profiles and using multitiered screening and assessments to ensure that only the best-suited candidate applications make it to the recruiter’s desk. Tools such as applicant tracking, interview management, and requisition management help recruiters and hiring managers streamline the hiring process. Oracle’s cloud-based software system automates and streamlines many other HR processes for Skanska’s multinational organization and delivers insight into the success of recruiting and talent-management efforts. “The Oracle system is definitely helping us to construct global HR processes,” adds Bjork. “It is really important that we have a business model that is decentralized, so we can effectively serve our local markets, and interact with our global ERP [enterprise resource planning] systems as well. We would not be able to do this without a really good, well-integrated HCM system that could support these efforts.” A key piece of this effort is something Skanska has developed internally called the Skanska Leadership Profile. Core competencies, on which all employees are measured, are used in performance reviews to determine weak areas but also to discover talent, such as those who will be promoted or need succession plans. This global profiling system brings consistency to the way HR professionals evaluate and review talent across the company, with a consistent set of ratings and a consistent definition of competencies. All salaried employees in Skanska are tied to a talent management process that gives opportunity for midyear and year-end reviews. Using the performance management module, managers can align individual goals with corporate goals; provide clear visibility into how each employee contributes to the success of the organization; and drive a strategic, end-to-end talent management strategy with a single, integrated system for all talent-related activities. This is critical to a company that is highly focused on ensuring that every employee has a development plan linked to his or her succession potential. “Our approach all along has been to deploy software applications that are seamless to end users,” says Crane. “The beauty of a cloud-based system is that much of the functionality takes place behind the scenes so we can focus on making sure users can access the data when they need it. This model greatly improves their efficiency.” The employee profile not only sets a competency baseline for new employees but is also integrated with Skanska’s other back-office Oracle systems to ensure consistency in the way information is used to support other business functions. “Since we have about a dozen different HR systems that are providing us with information, we built a master database that collects all the information,” explains Lindholm. “That data is sent not only to Oracle Talent Management Cloud, but also to other systems that are dependent on this information.” Collaboration to Scale Skanska is poised to launch a new Oracle module to link employee learning plans to the review process and recruitment assessments. According to Crane, connecting these processes allows Skanska managers to see employees’ progress and produce an updated learning program. For example, as employees take classes, supervisors can consult the Oracle Talent Management Cloud portal to monitor progress and align it to each individual’s training and development plan. “That’s a pretty compelling solution for an organization that wants to manage its talent on a real-time basis and see how the training is working,” Crane says. Rolling out Oracle Talent Management Cloud was a joint effort among HR, IT, and a global group that oversaw the worldwide implementation. Skanska deployed the solution quickly across all markets at once. In the United States, for example, more than 35 offices quickly got up to speed on the new system via webinars for employees and face-to-face training for the HR group. “With any migration, there are moments when you hold your breath, but in this case, we had very few problems getting the system up and running,” says Crane. Lindholm adds, “There has been very little resistance to the system as users recognize its potential. Customizations are easy, and a lasting partnership has developed between Skanska and Oracle when help is needed. They listen to us.” Bjork elaborates on the implementation process from an IT perspective. “Deploying a SaaS system removes a lot of the complexity,” he says. “You can downsize the IT part and focus on the business part, which increases the probability of a successful implementation. If you want to scale the system, you make a quick phone call. That’s all it took recently when we added 4,000 users. We didn’t have to think about resizing the servers or hiring more IT people. Oracle does that for us, and they have provided very good support.” As a result, Skanska has been able to implement a single, cost-effective talent management solution across the organization to support its strategy to recruit and develop a world-class staff. Stakeholders are confident that they are providing the most efficient recruitment system possible for competent personnel at all levels within the company—from skilled workers at construction sites to top management at headquarters. And Skanska can retain skilled employees and ensure that they receive the development opportunities they need to grow and advance.

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  • State changes in entities or components

    - by GriffinHeart
    I'm having some trouble figuring how to deal with state management in my entities. I don't have trouble with Game state management, like pause and menus, since these are not handled as an entity component system; just with state in entities/components. Drawing from Orcs Must Die as an example, I have my MainCharacter and Trap entities which only have their components like PositionComponent, RenderComponent, PhysicsComponent. On each update the Entity will call update on its components. I also have a generic EventManager with listeners for different event types. Now I need to be able to place the traps: first select the trap and trap position then place the trap. When placing a trap it should appear in front of the MainCharacter, rendered in a different way and following it around. When placed it should just respond to collisions and be rendered in the normal way. How is this usually handled in component based systems? (This example is specific but can help figure out the general way to deal with entities states.)

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