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• Balancing full time work and personal coding projects.

  - by pllee

  I am nearing the end of developing the major pieces of my website that I have been working on in my spare time for the last 3 months. My goal is to get it released by the end of next month and hopefully start making some money on it. Unfortunately the next step will be to write a lot of specific data handling and ui code that I can see becoming very tedious and boring. When I was first started the project I was able to find time for working on it easily, it was interesting and writing the back-end was new. Once I got to the start of writing stuff that I know and do at work (ui), it seemed harder and harder to make myself work on the project, sometimes the last thing I want to do when I get home from work is code again. Anyone in the same situation? Any tips on how to find time and effort for side projects without burning out? Any tips on staying on the right track?

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• jpegexiforient does not seem to work in 12.04

  - by Pointy

  In Ubuntu 12.04, the jpegexiforient command doesn't seem to work. I've got a .jpg file for which exif clearly shows (correct) EXIF orientation information, but running jpegexiforient on the file returns nothing. I don't particularly care about that command, but it makes exifautotran not work. I could (and might) rewrite that script to use exif instead, but I'm just wondering if there's something dumb I'm just doing wrong. I found this somewhat old bug report but its suggestion of running exif to update the setting didn't make any difference. Does jpegexiforient work for anybody?

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• 525 m nvidia grapic card is not work in Linux

  - by mayank khandelwal

  i have dell dell inspiron 15r and company give the windows 7 64 bit os. i have 1GB 525m nvidia graphic card which work in windows very well but when i install the ubuntu 10.10 then graphic card is not work. ubuntu 10.10 give that message that i have nvidia graphic card which not active you want to active. when i say ok then its download driver from the net and then install it when restart computer then graphic terminal is not working other terminal is work well. i have not idea why that happen plz help me ?

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• Custom trackpad mapping doesn't work for all applications

  - by picheto

  I found out I could invert my trackpad scrolling, so as to work more like the OS X "natural scrolling", which I liked better. To do that, I run the following command on startup: xinput set-button-map 11 1 2 3 5 4 7 6 Where 11 is the touchpad id (found with xinput list and xinput test 11). This inverts the vertical and horizontal two-finger scrolling, and works fine in Terminal, Chrome, Document Viewer, etc. However, it doesn't work in Nautilus and some applications such as the Update Manager, as they keep the usual mapping. I'm running Ubuntu 12.04 x64 Why does this mapping work for some applications but not for others? I know there is software I can download to do the same, but this method seemed "cleaner". Thanks

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• hotkeys do not work sometimes in ubuntu 12.04

  - by stepank

  I use Ubuntu 12.04 with Unity 2D and I've stumbled upon this issue: sometimes shortcut keys stop working in some windows. For instance, I have these windows opened usually: Google Chrome, Terminal, Skype, Pidgin. Sometimes everything is OK and shortcuts work no matter what window I hit them from, however, hotkeys hit from Skype (more often) or Pidgin (less often) do not work, but they still work from Terminal or Google Chrome. Moreover, not all hotkeys are affected, the problem holds only for locking the computer (Ctrl + Alt + L) and other custom shortcuts like executing some command or launching a program (I used zenity --entry with [Super | Ctrl] + [some letter: K, N, etc] for testing). Does anyone have a clue what is causing the problem and how to fix it?

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• Touchpad doesn't work after logging in

  - by Vamsi Emani

  The touchpad of my laptop fails to work soon after I login to Ubuntu. I;ve gone through several threads in forums regarding the same and have tried out : gconftool -set boolean ... command I;ve even tried to reboot the system in recovery mode, also I;ve unchecked the System - Preferences - enable touchpad while key type and restarted. None of the above methods which did work for few seem to work for me. Please help me. How can I fix the touchpad issue in Ubuntu 11.10 without a reinstall? I am using 64 bit Oneiric, on Dell Inspiron

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• It’s official – Red Gate is a great place to work!

  - by red@work

  At a glittering award ceremony last week, we found out that we’re officially the 14th best small company to work for in the whole of the UK! This is no mean feat, considering that about 1,000 companies enter the Sunday Times Top 100 best companies awards each year. Most of these are in the small companies category too. It's the fourth year in a row for us to be in the Top 100 list and we're tickled pink because the results are based on employee opinion. We’re particularly proud to be the best small company in Cambridge (in the whole of East Anglia, in fact) and the best small software development company in the entire UK. So how does it all work? Well, 90% of us took the time to answer over 70 questions on categories such as management, benefits, wellbeing, leadership, giving something back and what we think of Red Gate as a whole. It makes you think about every part of day to day working life and how you feel about it. Do you slightly or strongly agree or disagree that your manager motivates your to do your best every day, or that you have confidence in Red Gate's leaders, or that you’re not spending too much time working? It's great to see that we had one of the best scores in the country for the question "Do you think your company takes advantage of you?" We got particularly high scores for management, wellbeing and for giving something back too. A few of us got dressed up and headed to London for the awards; very excited about where we’d place but slightly nervous about having to get up on stage. There was a last minute hic up with a bow tie but the Managing Editor of the Sunday Times kindly stepped in to offer his assistance just before we had our official photo taken. We were nominated for two Special Recognition Awards. Despite not bringing them home this year, we're very proud to be nominated as there are only three nominations in each category. First we were up for the Training and Development award. Best Companies loved that we get together at lunchtimes to teach each other photography, cookery and French, as well as our book clubs and techie talks. And of course they liked our opportunities to go on training courses and to jet off to international conferences. Our other nomination was for the Wellbeing award. Best Companies loved our free food (and let’s face it, so do we). Porridge or bacon sandwiches for breakfast, a three course hot dinner, and free fruit and cereals all day long. If all that has an affect on the waistline then there are plenty of sporty activities for us all to get involved in, such as yoga, running or squash. Or if that’s not your thing then a relaxing massage helps us all to unwind every few months or so. The awards were hosted by news presenter Kate Silverton. She gave us a special mention during the ceremony for having great customer engagement as well as employee engagement, after we told her about Rodney Landrum (a Friend of Red Gate) tattooing our logo on his arm. We showed off our customised dinner jacket (thanks to Dom from Usability) with a flashing Red Gate logo on the back and she seemed suitability impressed. Back in the office the next day, we popped open the champagne and raised a glass to our success. Neil, our joint CEO, talked about how pleased he was with the award because it's based on the opinions of the people that count – us. You can read more about the Sunday Times awards here. By the way, we're still growing and are still hiring. If you’d like to keep up with our latest vacancies then why not follow us on Twitter at twitter.com/redgatecareers. Right now we're busy hiring in development, test, sales, product management, web development, and project management. Here's a link to our current job opportunities page – we'd love to hear from great people who are looking for a great place to work! After all, we're only great because of the people who work here. Post by: Alice Chapman

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• You Are Hiring But Do Candidate&rsquo;s Want to Work For You

  - by david.talamelli

  So here you are – it has happened, you are now interviewing for that position that you have either applied for or maybe were called about. Whether you are an “active” candidate looking for a job or a “passive” candidate who was contacted about the opportunity, it doesn’t matter now. Regardless of the circumstances of how you got to the interview stage, how you and your new potential manager connect with each other at interview will play a part in whether you are successful in landing that job. The best manager/employee relationships I think tend to be the ones where both the manager and employee have a common goal that they are both working towards and they work together in unison to achieve these goals. Candidates – when you are interviewing for a role, remember that an interview is a two way process. An interview shouldn’t be just a case of a company interviewing you to see if you are a good fit for a certain role. Don’t forget in an interview process it is equally important that you take the opportunity to similarly interview the company to see if that role/company are the right place for you to move to as the next step in your career. I think an interview should not only be a chance for a Hiring Manager to get to better know a candidate and asses his capability and cultural fit for a team/company but it should also be a chance for the candidate to similarly assess a company or manager about whether they are someone that they want to work with. Managers – I know Recruiters have been talking about the “war for talent” since before many of you were managers, but there is no denying it – it exists. You are not only competing with other companies for talented individuals but you are also competing with the existing companies that those talented individuals are working at. Companies are not going to let the people they have identified as superstars resign without a fight (this is the classic Counter Offer scenario which may be another blog post in itself). So how do we get these great people – their current employer will do all they can to keep them, everyone else wants them – does this mean all hope is lost? No, absolutely not. The same reasons that have always existed on why candidates are interested in other opportunities is still there: it could be that someone is looking for career advancement, or they want the chance to work with new technology or maybe you have an opportunity that is exactly what that person is looking to do. As a Hiring Manager don’t just conduct your interviews in question/answer mode. You should talk to that individual to work out what it is they are looking for and you can then relate how your role addresses that. It is potentially going to be the two of you working together so you two are the ones who have to be most comfortable with each other. Don’t oversell the role – set realistic expectations of what that candidate can expect working in your team – give them the good, the bad and the ugly so they can make an informed decision. Manager’s think back to when you last were looking for a job and put yourself in the candidate’s shoes. When you were looking for a job, what was it that you wanted to know about Oracle, or what was it that you wanted more information about. There are some great Business Leaders that work here at Oracle – if you are one of them it is likely that you already are doing all these things anyway. The good news for you is that you are also likely raising yourself head and shoulders above what many interviewers do – that in itself gives you a competitive advantage in this ‘war for talent’ but as a great Business Leader you already know that

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• Do Great Work

  - by user12601034

  Have you ever attended an online conference and actually had a desire to attend all of it?? Yesterday I attended the first day of the Great Work MBA program, sponsored by Box of Crayons and hosted by Michael Bungay Stanier. The topic of the day was “Grounding Yourself,” and the day featured five speakers on five different topics. I have to admit that I started the first session with kind of a “blech” feeling that I didn’t really want to participate, but for some reason I did. So I listened to the first session, and I was hooked. I ended up listening to all of the sessions for the day, and I had some great take-aways from the sessions – my highlights included: The opposite of bravery isn’t fear, it’s settling. In essence, you need to be brave in order to accomplish anything. If you’re settling, you’re not being brave, and your accomplishments will likely be lackluster. Bravery requires confidence and permission. You need to work at being brave by taking small wins, build them up and then take slightly larger risks. Additionally, you need to “claim your own crown.” Nobody in the business world is going to give you permission to be a guru in X – you need to give yourself permission to become a guru in X and then do it. Fall in love with obstacles. Everyone is going to face some form of failure. One way to deal with this is to fall in love with solving the puzzle of obstacles. You don’t have to hit it if you can go around it. Understanding purpose brings out the best in people and the best people. As a leader, drawing in people who are passionate and highly motivated about their work creates velocity for your organization. Being clear about purpose is the first step in doing this. You must own your own story. Everything about you creates a “unique you” that is distinct from everyone else. As you take ownership of this, it becomes part of your strength. It’s not a strength if you’re running away from it. Focus on what’s right. Be aware of your tendency to interpret a situation a certain way and differentiate between helpful and unhelpful interpretations. Three questions for how to think differently: 1) Why? 2) Who says so? 3) What would happen if? These three questions can help you build alternative perspectives and options that can increase resiliency. Even though this first day was focused on “Grounding Yourself,” I see plenty of application in the corporate environment for both individuals and leaders of teams. To apply these highlights to my work environment, I would do the following: Understand the purpose – of my company, of my team and of my role on the team. If I know the purpose, I know what I need to bring to the table to make me, my team and my company successful. Declare your goals…your BEHAGS (big, hairy, audacious goals).Have the confidence to declare what you and/or your team is going to accomplish.Sure, you might have to re-state those goals down the line, but you can learn from that as well. Get creative about achieving your goals.Break down your obstacles by asking yourself what is going to stop you from achieving your goals and then, for each obstacles, ask those three questions:Why?Who says so? What would happen if? Focus on what’s right.I had a manager who asked us to write status reports every week.“Status” consisted of 1) What did I accomplish; 2) What will I accomplish next week; 3) How can my manager help me.The focus on our status report was always “what’s right”(“what’s wrong” was always a conversation at the point in time it was needed). I’m normally a skeptic of online webcasts/conferences, and I normally expect to take away maybe one or two ideas. I’m really glad, however, that I took the time to listen to all of the sessions yesterday, and I hope that my take-aways inspire you to think about how you might do great work also. --

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• Incentivizing Work with Development Teams

  - by MarkPearl

  Recently I saw someone on twitter asking about incentives and if anyone had past experience with incentivizing work. I promised to respond with some of the experiences I have had in the past so here goes... **Disclaimer** - these are my experiences with incentives, generally in software development - in some other industries this may not be applicable – this is also my thinking at this point in time, with more experience my opinion may change. Incentivize at the level that you want people to group at If you are wanting to promote a team mentality, incentivize teams. If you want to promote an individual mentality, incentivize individuals. There is nothing worse than mixing this up. Some organizations put a lot of effort in establishing teams and team mentalities but reward individuals. This has a counter effect on the resources they have put towards establishing a team mentality. In the software projects that I work with we want promote cross functional teams that collaborate. Personally, if I was on a team and knew that there was an opportunity to work on a critical component of the system, and that by doing so I would get a bigger bonus, then I would be hesitant to include other people in solving that problem. Thus, I would hinder the teams efforts in being cross functional and reduce collaboration levels. Does that mean everyone in the team should get an even share of an incentive? In most situations I would say yes - even though this may feel counter-intuitive. I have heard arguments put forward that if “person x contributed more than person Y then they should be rewarded more” – This may sound controversial but I would rather treat people how would you like them to perform, not where they currently are at. To add to this approach, if someone is free loading, you bet your bottom dollar that the team is going to make this a lot more transparent if they feel that individual is going to be rewarded at the same level that everyone else is. Bad incentives promote destructive work If you are going to incentivize people, pick you incentives very carefully. I had an experience once with a sales person who was told they would get a bonus provided that they met an ordering target with a particular supplier. What did this person do? They sold everything at cost for the next month or so. They reached the goal, but the company didn't gain anything from it. It was a bad incentive. Expect the same with development teams, if you incentivize zero bug levels, you will get zero code committed to the solution. If you incentivize lines of code, you will get many many lines of bad code. Is there such a thing as a good incentives? Monetary wise, I am not sure there is. I would much rather encourage organizations to pay their people what they are worth upfront. I would also advise against paying money to teams as an incentive or even a bonus or reward for reaching a milestone. Rather have a breakaway for the team that promotes team building as a reward if they reach a milestone than pay them more money. I would also advise against making the incentive the reason for them to reach the milestone. If this becomes the norm it promotes people to begin to only do their job if there is an incentive at the end of the line. This is not a behaviour one wants to encourage. If the team or individual is in the right mind-set, they should not work any harder than they are right now with normal pay.

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• How to be Agile when new work keeps affecting completed work?

  - by jdln

  The project I'm working on is to re-skin an existing website. The functionally will stay the same, its just the styles that are changing. The HTML is not changing, I'm only modifying the CSS files. The site is pretty complex. There are dozens of pages. Users can be logged in and have a number of different roles. Depending on their role the content of the page and what pages they are allowed to see varys. We're using GIT and Github. I'm trying to write CSS that works as components. So when the same form elements, headings, etc appear on multiple pages they are already styled and are consistent. Most of time this is working well. Sadly the format and class names in the HTML are at times messy and unpredictable. When I fix something on one page it can break another. The job is also harder as no one knows exactly all the variations that are possible due to the user roles. As such I'm continuously finding new variations as I go along. I'm making headway by putting a lot of comments in my CSS. If I need to remove a CSS rule Ill comment it out so I can still see it with the chrome dev tools, and ill put a comment in the CSS saying why I removed it and for what page this was done. This means that if on another page I'm about to add add the rule to fix a different problem, there is more of a chance I will see how this would break the first page. This allows me to either find a different solution that will work for both pages, or I can make the override page specific. This has been working quite well for me. If I had complete free reign and the only deadline was to finish the project by the end then this method would be fine. However my manager is trying to mitigate risk by breaking the work into areas to be completed per sprint. This is counter to how I have been approaching things as something like my typography styles will affect all other pages on the site. The other issue is that the different stakeholders want to sign off each section as I go along. However once I've finished a section it may change if I change CSS that affects it and also affects a new section I'm working on. I've asked that the stakeholders have a quick unofficial sign off in stages (eg per sprint), and have the final official sign off at the end of the project, but this is being met with resistance. I do understand why it would be higher risk to do this, but the only way to guarantee that a signed off section will not change is to make ALL future changes page specific. In addition to this I'm being told that all work that I push to the Git repo should be ready to go live, and as such should not contain any code comments. This is risky for me as I wont know until I've finished the site if I will ever benefit from these comments or not. Has anyone else been in a similar situation and managed to find a compromise that worked for my development approach and also the desires of management and stakeholders to have a more Agile approach? A more Agile workflow works great when you can break the work into components and know that once something is done it wont be affected by future work. However the nature of this project makes this hard to achieve.

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• [Physics]Why Verlet better then Euler ?

  - by GameProgrammer89

  Hello! Can someone explain me why verlet integration is better then euler ? And why rk4 better then verlet ? I don't understand why it is better method :/

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• Is it better to use "0" concatenation in Convert.ToInt32() function call

  - by Asim Sajjad

  Is better to use the below statement Convert.ToInt32("0" + stringValue) If not then why? I know that it is better to user int.TryParse() function, which is better, but what about the above statement.

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• spring framework why is better

  - by lekhni

  what is better spring framework or ejb

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• Dell Vostro 3560 bluetooth doesn't work

  - by Shein

  I installed the wireless driver using this instruction How do I install BCM43142 wireless drivers for Dell Vostro 3460/3560 and I have WiFi working. No problems here. But unfortunately the bluetooth doesn't work. The ubuntu bar shows the bluetooth sign and I can turn the bluetooth on/off but I can't discover any devices. And I can't find my laptop when I turn visibility On. So, obviously bluetooth doesn't work. I couldn't find the reports that blutooth can actually work with this adapter in Ubuntu. So, my question is: Is there anyone with BCM43142 adapter that have bluetooth working? Thank You in advance. PS. Ubuntu 12.10 x64 Update: After some fiddling around with different drivers from different sources I managed to get bluetooth working. Not flawlessly but at least I can pair a device. Bluetooth started working after installation of this package bt-bcm43142-onereic_0.0+20111116somerville2_amd64.deb Originally I found this package on the disk with Ubuntu which came with the Laptop. What this package does, it installs a firmware loader and a firmware itself. This firmware needs to get bluetooth working. Still bluetooth sometimes doesn't work even with this package. But manual loading the firmware helps. brcm_patchram_plus_usb --patchram /lib/firmware/BCM43142A0_001.001.011.0028.0036.hcd hci0 Also I found it strange that this package writes all different ids into /sys/bus/usb/drivers/btusb/new_id because only one from the list matches my device ID bcm43142.conf: install btusb /sbin/modprobe --ignore-install btusb && echo '0a5c 21d3' > /sys/bus/usb/drivers/btusb/new_id && echo '0a5c 21d7' > /sys/bus/usb/drivers/btusb/new_id && echo '0a5c 21e1' > /sys/bus/usb/drivers/btusb/new_id && echo '0a5c 21e3' > /sys/bus/usb/drivers/btusb/new_id && hciconfig hci0 up && /usr/bin/brcm_patchram_plus_usb --patchram /lib/firmware/BCM43142A0_001.001.011.0028.0036.hcd hci0 & My lsusb: ... Bus 002 Device 003: ID 0a5c:21d7 Broadcom Corp. In conclusion: bluetooth works not nearly as good as in windows :( once I even got a complete crash of the system because of the btusb module. Luckily WiFi works perfectly :)

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• How does a website latency simulator work

  - by nighthawk457

  Sites like webpagetest allow users to enter a website url and a test location, to run a speed test on the site from multiple locations using real browsers. Can anyone give me a basic idea of how sites like this work? You also have plugin's like Aptimize latency simulator or charles web debugging proxy app, that simulate the delay while accessing a site from different locations. I am assuming since these are plugin's these function in a different way. How do these plugin's work ?

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• Curios: What makes CPUs better than others? [closed]

  - by Zizma

  I have been wondering about this for a long while now and was hoping someone here could answer it pretty easily. If I was looking for the most powerful CPU what should I really be looking at? There are so many different parameters of a CPU and I am wanting to know what each thing does and what really matters. Basically this: What is the deal with cores? If I take using optimized applications out of the mix would it theoretically better to get quad core 1.0GHz CPU or a 1 core 4 GHz CPU? Also, what is the difference between maybe an Sandy Bridge CPU versus an Ivy Bridge CPU? If they both were had the same clock speed and number of cores would the Ivy Bridge perform better? Does an older Xeon with an equal clock speed and number of cores to a new i7 really perform worse/slower? Does size matter? Why would I go with a 22nm CPU over a 32nm when the size difference is so trivial? What about the cache? When does the cache come into play with performance?

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• Outrageous Work Conditions for a Developer analyst

  - by akjoshi

  Recently came across a job opening sent to me by a HR person on LinkedIn; The service based company is a very big name in IT but the work conditions mentioned in the job description were extremely unusual - I mean who the hell would like to apply for a job where a company wants you to be ready for lifting and transporting of computers, that too on top of extended work hours and weekends. I used to think that JD’s are supposed to encourage candidates to join the company but this one here looks totally...(read more)

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• Connect work laptop (domain) to home workgroup

  - by jjeaton

  Is there an easy way to have my work laptop connect to a home workgroup for file sharing with my other PCs, but then easily switch back to connecting to my work domain when I'm at work? I have the following setup: Windows 7 Home Premium Server/HTPC 2 Windows XP laptops 1 Vista laptop (Work) The work laptop connects to a work domain, the remaining computers are on a home workgroup for sharing files/printer. Also is it possible to share files over my LAN while I'm connected to the work domain, but at home? I've tried Live Mesh, but my 2 home laptops are very slow and don't work well with it. I also use Dropbox, but I'd like to be able to share larger files. I may be missing a simple solution here...

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• Nautilus bookmarks and smb shares work with non-root user

  - by Enrique

  I'm having a problem with Nautilus in Ubuntu 10.10 When I open Nautilus as common user, it shows bookmarks and the bookmarks that point to smb windows shares work fine. However, if I start Nautilus as root, it does not show bookmarks, and if I try to browse a smb share directly (by pressing Ctrl+L and inserting an address like smb://[email protected]/backups/) it doesn't work and gives me an error that it couldn't be found.

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• Better approach to archiving large amounts of original video footage using optical media (DVD/Blu-ra

  - by Rob

  This question is to share my experience as well as ask for suggestions for better methods. Along with 2 friends, I completed the making of a short documentary film in 2006. Clip is at: http://www.youtube.com/mediamotioninvision The film was edited in Adobe Premiere Pro 1.5 on Windows XP. More details and screenshot here: http://www.flickr.com/photos/smilingrobbie/1350235514/ ( note this is not intended to be a plug, we've moved on from this initial learning curve project ;) ) The film is in 4:3 standard definition 720x576 PAL format. As well as retaining the final 30minute film, I wanted to keep all original files that assembled together to make the film. The footage was 83.5Gb So I archived them to over 20 4.7Gb DVD recordables in the original .avi format (i.e. data DVD-ROM format, NOT DVD-Video Mpeg2) Some .avi DV video files were larger than 4.7Gb so I used 7-zip to split them ( here is a guide as to how to do that: http://www.linglom.com/2008/10/12/how-to-split-a-large-file-using-7-zip/ ) To recombine them, a dos shell command like this would do that: copy /b file.avi.* file.avi would do the job, where .* is a wild card to include all the split parts e.g. 001, 002...00n assuming they are all in the same directory path folder. file.avi is the recombined file identical to the original. Later on, I bought a LG BE06 LU10 USB 2.0 Super-multi Blu-ray burner and archived the footage to 2 (two) x 50Gb BD-R DL discs. Again in the original format, written as files to a BD-R in the BD-R BD-ROM UDF format readable by PC/Mac etc, NOT Blu-ray video/film format. This seems to be a good solution for me, because: the archive is in a robust, reasonably permanent, non-volatile medium, i.e. DVD recordable / Blu-ray (debates about stability of optical media organic chemical dye compounds/substrates aside) the format of the archive is accessible by open source tools or just plain Windows Explorer and it's not in a proprietary format I just thought I'd ask folks for their experience on better methods, if such exist.

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• The Skinny on How Search Engines Work

  For the uninitiated, the way search engines work seems like magic. You type in a keyword or phrase, then in a blink of an eye, websites that match what you are looking for turn up. If you didn't know better, you'd swear it was an act of God. But since acts of God manifest as natural disasters rather than search engine results, the question remains, how do search engines work?

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• How does this ruby error handling module code work

  - by Michael Durrant

  Trying to get a better handle on ruby exception handling. I have this code (from a book): def err_with_msg(pattern) m = Module.new (class << m; self; end).instance_eval do define_method(:===) do |e| pattern === e.msg end end m end So ok this is a method. We're creating a new Module. I think of module as mix-ins. Not sure what it's doing here. Not we add the module to the class. Fair enough. Then we have self on its own. What that for? I guess we have a little anonymouse method this is just about self. hmmm ok, now for each of the above, check the pattern match. but for each, I thought the above for for a new Module, did the module get to use instance's by being included? A better explanation of what's going on here would be most helpful.

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• Webcam doesn't work in browser...?

  - by ReticentGrace

  I'm running the latest version of Ubuntu, and I have a Dell Sp2009wfd monitor with built in microphone and webcam. I've gotten the microphone working on mumble and on sound recorder, and I've gotten the webcam to work on Cheese...but it WON'T work through the flash player//website webcam things. I -have- the flash plugin, and I have drivers installed for my video card. Could anyone help me figure this out? It's really frustrating. Thank you...!

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• htaccess rewrite doesn't work

  - by Raimond van Mouche

  I'm trying to redirect url's in my /joomla/ folder containing "rsform" to the same url but except for /joomla/ /formulieren/. However my tried .htaccess rewrite doesn't work. I tried: RewriteEngine on RewriteCond %{REQUEST_URI} rsform RewriteRule ^(.+)$ http://watervriendengeleen.nl/joomla/ [L,R=301] And other URL related rewrites like Redirect /joomla/index.php?option=com_rsform&formId=12&Itemid=99999 http://sitename.com/formulieren/index.php?option=com_rsform&formId=12&Itemid=99999 which didn't work either. Any thoughts?

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