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  • Beware Sneaky Reads with Unique Indexes

    - by Paul White NZ
    A few days ago, Sandra Mueller (twitter | blog) asked a question using twitter’s #sqlhelp hash tag: “Might SQL Server retrieve (out-of-row) LOB data from a table, even if the column isn’t referenced in the query?” Leaving aside trivial cases (like selecting a computed column that does reference the LOB data), one might be tempted to say that no, SQL Server does not read data you haven’t asked for.  In general, that’s quite correct; however there are cases where SQL Server might sneakily retrieve a LOB column… Example Table Here’s a T-SQL script to create that table and populate it with 1,000 rows: CREATE TABLE dbo.LOBtest ( pk INTEGER IDENTITY NOT NULL, some_value INTEGER NULL, lob_data VARCHAR(MAX) NULL, another_column CHAR(5) NULL, CONSTRAINT [PK dbo.LOBtest pk] PRIMARY KEY CLUSTERED (pk ASC) ); GO DECLARE @Data VARCHAR(MAX); SET @Data = REPLICATE(CONVERT(VARCHAR(MAX), 'x'), 65540);   WITH Numbers (n) AS ( SELECT ROW_NUMBER() OVER (ORDER BY (SELECT 0)) FROM master.sys.columns C1, master.sys.columns C2 ) INSERT LOBtest WITH (TABLOCKX) ( some_value, lob_data ) SELECT TOP (1000) N.n, @Data FROM Numbers N WHERE N.n <= 1000; Test 1: A Simple Update Let’s run a query to subtract one from every value in the some_value column: UPDATE dbo.LOBtest WITH (TABLOCKX) SET some_value = some_value - 1; As you might expect, modifying this integer column in 1,000 rows doesn’t take very long, or use many resources.  The STATITICS IO and TIME output shows a total of 9 logical reads, and 25ms elapsed time.  The query plan is also very simple: Looking at the Clustered Index Scan, we can see that SQL Server only retrieves the pk and some_value columns during the scan: The pk column is needed by the Clustered Index Update operator to uniquely identify the row that is being changed.  The some_value column is used by the Compute Scalar to calculate the new value.  (In case you are wondering what the Top operator is for, it is used to enforce SET ROWCOUNT). Test 2: Simple Update with an Index Now let’s create a nonclustered index keyed on the some_value column, with lob_data as an included column: CREATE NONCLUSTERED INDEX [IX dbo.LOBtest some_value (lob_data)] ON dbo.LOBtest (some_value) INCLUDE ( lob_data ) WITH ( FILLFACTOR = 100, MAXDOP = 1, SORT_IN_TEMPDB = ON ); This is not a useful index for our simple update query; imagine that someone else created it for a different purpose.  Let’s run our update query again: UPDATE dbo.LOBtest WITH (TABLOCKX) SET some_value = some_value - 1; We find that it now requires 4,014 logical reads and the elapsed query time has increased to around 100ms.  The extra logical reads (4 per row) are an expected consequence of maintaining the nonclustered index. The query plan is very similar to before (click to enlarge): The Clustered Index Update operator picks up the extra work of maintaining the nonclustered index. The new Compute Scalar operators detect whether the value in the some_value column has actually been changed by the update.  SQL Server may be able to skip maintaining the nonclustered index if the value hasn’t changed (see my previous post on non-updating updates for details).  Our simple query does change the value of some_data in every row, so this optimization doesn’t add any value in this specific case. The output list of columns from the Clustered Index Scan hasn’t changed from the one shown previously: SQL Server still just reads the pk and some_data columns.  Cool. Overall then, adding the nonclustered index hasn’t had any startling effects, and the LOB column data still isn’t being read from the table.  Let’s see what happens if we make the nonclustered index unique. Test 3: Simple Update with a Unique Index Here’s the script to create a new unique index, and drop the old one: CREATE UNIQUE NONCLUSTERED INDEX [UQ dbo.LOBtest some_value (lob_data)] ON dbo.LOBtest (some_value) INCLUDE ( lob_data ) WITH ( FILLFACTOR = 100, MAXDOP = 1, SORT_IN_TEMPDB = ON ); GO DROP INDEX [IX dbo.LOBtest some_value (lob_data)] ON dbo.LOBtest; Remember that SQL Server only enforces uniqueness on index keys (the some_data column).  The lob_data column is simply stored at the leaf-level of the non-clustered index.  With that in mind, we might expect this change to make very little difference.  Let’s see: UPDATE dbo.LOBtest WITH (TABLOCKX) SET some_value = some_value - 1; Whoa!  Now look at the elapsed time and logical reads: Scan count 1, logical reads 2016, physical reads 0, read-ahead reads 0, lob logical reads 36015, lob physical reads 0, lob read-ahead reads 15992.   CPU time = 172 ms, elapsed time = 16172 ms. Even with all the data and index pages in memory, the query took over 16 seconds to update just 1,000 rows, performing over 52,000 LOB logical reads (nearly 16,000 of those using read-ahead). Why on earth is SQL Server reading LOB data in a query that only updates a single integer column? The Query Plan The query plan for test 3 looks a bit more complex than before: In fact, the bottom level is exactly the same as we saw with the non-unique index.  The top level has heaps of new stuff though, which I’ll come to in a moment. You might be expecting to find that the Clustered Index Scan is now reading the lob_data column (for some reason).  After all, we need to explain where all the LOB logical reads are coming from.  Sadly, when we look at the properties of the Clustered Index Scan, we see exactly the same as before: SQL Server is still only reading the pk and some_value columns – so what’s doing the LOB reads? Updates that Sneakily Read Data We have to go as far as the Clustered Index Update operator before we see LOB data in the output list: [Expr1020] is a bit flag added by an earlier Compute Scalar.  It is set true if the some_value column has not been changed (part of the non-updating updates optimization I mentioned earlier). The Clustered Index Update operator adds two new columns: the lob_data column, and some_value_OLD.  The some_value_OLD column, as the name suggests, is the pre-update value of the some_value column.  At this point, the clustered index has already been updated with the new value, but we haven’t touched the nonclustered index yet. An interesting observation here is that the Clustered Index Update operator can read a column into the data flow as part of its update operation.  SQL Server could have read the LOB data as part of the initial Clustered Index Scan, but that would mean carrying the data through all the operations that occur prior to the Clustered Index Update.  The server knows it will have to go back to the clustered index row to update it, so it delays reading the LOB data until then.  Sneaky! Why the LOB Data Is Needed This is all very interesting (I hope), but why is SQL Server reading the LOB data?  For that matter, why does it need to pass the pre-update value of the some_value column out of the Clustered Index Update? The answer relates to the top row of the query plan for test 3.  I’ll reproduce it here for convenience: Notice that this is a wide (per-index) update plan.  SQL Server used a narrow (per-row) update plan in test 2, where the Clustered Index Update took care of maintaining the nonclustered index too.  I’ll talk more about this difference shortly. The Split/Sort/Collapse combination is an optimization, which aims to make per-index update plans more efficient.  It does this by breaking each update into a delete/insert pair, reordering the operations, removing any redundant operations, and finally applying the net effect of all the changes to the nonclustered index. Imagine we had a unique index which currently holds three rows with the values 1, 2, and 3.  If we run a query that adds 1 to each row value, we would end up with values 2, 3, and 4.  The net effect of all the changes is the same as if we simply deleted the value 1, and added a new value 4. By applying net changes, SQL Server can also avoid false unique-key violations.  If we tried to immediately update the value 1 to a 2, it would conflict with the existing value 2 (which would soon be updated to 3 of course) and the query would fail.  You might argue that SQL Server could avoid the uniqueness violation by starting with the highest value (3) and working down.  That’s fine, but it’s not possible to generalize this logic to work with every possible update query. SQL Server has to use a wide update plan if it sees any risk of false uniqueness violations.  It’s worth noting that the logic SQL Server uses to detect whether these violations are possible has definite limits.  As a result, you will often receive a wide update plan, even when you can see that no violations are possible. Another benefit of this optimization is that it includes a sort on the index key as part of its work.  Processing the index changes in index key order promotes sequential I/O against the nonclustered index. A side-effect of all this is that the net changes might include one or more inserts.  In order to insert a new row in the index, SQL Server obviously needs all the columns – the key column and the included LOB column.  This is the reason SQL Server reads the LOB data as part of the Clustered Index Update. In addition, the some_value_OLD column is required by the Split operator (it turns updates into delete/insert pairs).  In order to generate the correct index key delete operation, it needs the old key value. The irony is that in this case the Split/Sort/Collapse optimization is anything but.  Reading all that LOB data is extremely expensive, so it is sad that the current version of SQL Server has no way to avoid it. Finally, for completeness, I should mention that the Filter operator is there to filter out the non-updating updates. Beating the Set-Based Update with a Cursor One situation where SQL Server can see that false unique-key violations aren’t possible is where it can guarantee that only one row is being updated.  Armed with this knowledge, we can write a cursor (or the WHILE-loop equivalent) that updates one row at a time, and so avoids reading the LOB data: SET NOCOUNT ON; SET STATISTICS XML, IO, TIME OFF;   DECLARE @PK INTEGER, @StartTime DATETIME; SET @StartTime = GETUTCDATE();   DECLARE curUpdate CURSOR LOCAL FORWARD_ONLY KEYSET SCROLL_LOCKS FOR SELECT L.pk FROM LOBtest L ORDER BY L.pk ASC;   OPEN curUpdate;   WHILE (1 = 1) BEGIN FETCH NEXT FROM curUpdate INTO @PK;   IF @@FETCH_STATUS = -1 BREAK; IF @@FETCH_STATUS = -2 CONTINUE;   UPDATE dbo.LOBtest SET some_value = some_value - 1 WHERE CURRENT OF curUpdate; END;   CLOSE curUpdate; DEALLOCATE curUpdate;   SELECT DATEDIFF(MILLISECOND, @StartTime, GETUTCDATE()); That completes the update in 1280 milliseconds (remember test 3 took over 16 seconds!) I used the WHERE CURRENT OF syntax there and a KEYSET cursor, just for the fun of it.  One could just as well use a WHERE clause that specified the primary key value instead. Clustered Indexes A clustered index is the ultimate index with included columns: all non-key columns are included columns in a clustered index.  Let’s re-create the test table and data with an updatable primary key, and without any non-clustered indexes: IF OBJECT_ID(N'dbo.LOBtest', N'U') IS NOT NULL DROP TABLE dbo.LOBtest; GO CREATE TABLE dbo.LOBtest ( pk INTEGER NOT NULL, some_value INTEGER NULL, lob_data VARCHAR(MAX) NULL, another_column CHAR(5) NULL, CONSTRAINT [PK dbo.LOBtest pk] PRIMARY KEY CLUSTERED (pk ASC) ); GO DECLARE @Data VARCHAR(MAX); SET @Data = REPLICATE(CONVERT(VARCHAR(MAX), 'x'), 65540);   WITH Numbers (n) AS ( SELECT ROW_NUMBER() OVER (ORDER BY (SELECT 0)) FROM master.sys.columns C1, master.sys.columns C2 ) INSERT LOBtest WITH (TABLOCKX) ( pk, some_value, lob_data ) SELECT TOP (1000) N.n, N.n, @Data FROM Numbers N WHERE N.n <= 1000; Now here’s a query to modify the cluster keys: UPDATE dbo.LOBtest SET pk = pk + 1; The query plan is: As you can see, the Split/Sort/Collapse optimization is present, and we also gain an Eager Table Spool, for Halloween protection.  In addition, SQL Server now has no choice but to read the LOB data in the Clustered Index Scan: The performance is not great, as you might expect (even though there is no non-clustered index to maintain): Table 'LOBtest'. Scan count 1, logical reads 2011, physical reads 0, read-ahead reads 0, lob logical reads 36015, lob physical reads 0, lob read-ahead reads 15992.   Table 'Worktable'. Scan count 1, logical reads 2040, physical reads 0, read-ahead reads 0, lob logical reads 34000, lob physical reads 0, lob read-ahead reads 8000.   SQL Server Execution Times: CPU time = 483 ms, elapsed time = 17884 ms. Notice how the LOB data is read twice: once from the Clustered Index Scan, and again from the work table in tempdb used by the Eager Spool. If you try the same test with a non-unique clustered index (rather than a primary key), you’ll get a much more efficient plan that just passes the cluster key (including uniqueifier) around (no LOB data or other non-key columns): A unique non-clustered index (on a heap) works well too: Both those queries complete in a few tens of milliseconds, with no LOB reads, and just a few thousand logical reads.  (In fact the heap is rather more efficient). There are lots more fun combinations to try that I don’t have space for here. Final Thoughts The behaviour shown in this post is not limited to LOB data by any means.  If the conditions are met, any unique index that has included columns can produce similar behaviour – something to bear in mind when adding large INCLUDE columns to achieve covering queries, perhaps. Paul White Email: [email protected] Twitter: @PaulWhiteNZ

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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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  • ArchBeat Link-o-Rama Top 10 for November 2012

    - by Bob Rhubart
    Every day ArchBeat searches the web for content created by and for community members, and then shares that content via social media. Here's the list of the Top 10 most popular items posted on the OTN ArchBeat Facebook Page for November 2012. One-Stop Shop for Oracle Webcasts Webcasts can be a great way to get information about Oracle products without having to go cross-eyed reading yet another document off your computer screen. Oracle's new Webcast Center offers selectable filtering to make it easy to get to the information you want. Yes, you have to register to gain access, but that process is quick, and with over 200 webcasts to choose from you know you'll find useful content. OAM/OVD JVM Tuning Vinay from the Oracle Fusion Middleware Architecture Group (otherwise known as the A-Team) shares a process for analyzing and improving performance in Oracle Virtual Directory and Oracle Access Manager. White Paper: Oracle Exalogic Elastic Cloud: Advanced I/O Virtualization Architecture for Consolidating High-Performance Workloads This new white paper by Adam Hawley (with contributions from Yoav Eilat) describes in great detail the incorporation into Oracle Exalogic of virtualized InfiniBand I/O interconnects using Single Root I/O Virtualization (SR-IOV) technology. Architected Systems: "If you don't develop an architecture, you will get one anyway..." "Can you build a system without taking care of architecture?," asks Manuel Ricca. "You certainly can. But inevitably the system will be unbalanced, neglecting the interests of key stakeholders, and problems will soon emerge." Backup and Recovery of an Exalogic vServer via rsync "On Exalogic a vServer will consist of a number of resources from the underlying machine," says the man known only as Donald. "These resources include compute power, networking and storage. In order to recover a vServer from a failure in the underlying rack all of these components have to be thoughts about. This article only discusses the backup and recovery strategies that apply to the storage system of a vServer." This Week on the OTN Architect Community Home Page Make time to check out this week's features on the OTN Solution Architect Homepage, including: SOA Practitioner Guide: Identifying and Discovering Services Technical article by Yuli Vasiliev on Setting Up, Configuring, and Using an Oracle WebLogic Server Cluster Podcast: Are You Future Proof? Clustering ODI11g for High-Availability Part 1: Introduction and Architecture | Richard Yeardley "JEE agents can be deployed alongside, or instead of, standalone agents," says Rittman Meade's Richard Yeardley. "But there is one key advantage in using JEE agents and WebLogic – when you deploy JEE agents as part of a WebLogic cluster they can be configured together to form a high availability cluster." Learn more in Yeardley's extensive post. OIM 11g : Multi-thread approach for writing custom scheduled job | Saravanan V S Saravanan shares insight and expertise relevant to "designing and developing an OIM schedule job that uses multi threaded approach for updating data in OIM using APIs." How to Create Virtual Directory in Weblogic Server | Zeeshan Baig Oracle ACE Zeeshan Baig shows you how in six easy steps. SOA Galore: New Books for Technical Eyes Only Shake up up your technical skills with this trio of new technical books from community members covering SOA and BPM. Thought for the Day "Humans are the best value in computers -- where else can you get a non-linear computer weighing only about 160lbs, having a billion binary decision elements, that can be mass-produced by unskilled labour?" — Anonymous Source: SoftwareQuotes.com

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  • Tips for XNA WP7 Developers

    - by Michael B. McLaughlin
    There are several things any XNA developer should know/consider when coming to the Windows Phone 7 platform. This post assumes you are familiar with the XNA Framework and with the changes between XNA 3.1 and XNA 4.0. It’s not exhaustive; it’s simply a list of things I’ve gathered over time. I may come back and add to it over time, and I’m happy to add anything anyone else has experienced or learned as well. Display · The screen is either 800x480 or 480x800. · But you aren’t required to use only those resolutions. · The hardware scaler on the phone will scale up from 240x240. · One dimension will be capped at 800 and the other at 480; which depends on your code, but you cannot have, e.g., an 800x600 back buffer – that will be created as 800x480. · The hardware scaler will not normally change aspect ratio, though, so no unintended stretching. · Any dimension (width, height, or both) below 240 will be adjusted to 240 (without any aspect ratio adjustment such that, e.g. 200x240 will be treated as 240x240). · Dimensions below 240 will be honored in terms of calculating whether to use portrait or landscape. · If dimensions are exactly equal or if height is greater than width then game will be in portrait. · If width is greater than height, the game will be in landscape. · Landscape games will automatically flip if the user turns the phone 180°; no code required. · Default landscape is top = left. In other words a user holding a phone who starts a landscape game will see the first image presented so that the “top” of the screen is along the right edge of his/her phone, such that the natural behavior would be to turn the phone 90° so that the top of the phone will be held in the user’s left hand and the bottom would be held in the user’s right hand. · The status bar (where the clock, battery power, etc., are found) is hidden when the Game-derived class sets GraphicsDeviceManager.IsFullScreen = true. It is shown when IsFullScreen = false. The default value is false (i.e. the status bar is shown). · You should have a good reason for hiding the status bar. Users find it helpful to know what time it is, how much charge their battery has left, and whether or not their phone is in service range. This is especially true for casual games that you expect someone to play for a few minutes at a time, e.g. while waiting for some event to start, for a phone call to come in, or for a train, bus, or subway to arrive. · In portrait mode, the status bar occupies 32 pixels of space. This means that a game with a back buffer of 480x800 will be scaled down to occupy approximately 461x768 screen pixels. Setting the back buffer to 480x768 (or some resolution with the same 0.625 aspect ratio) will avoid this scaling. · In landscape mode, the status bar occupies 72 pixels of space. This means that a game with a back buffer of 800x480 will be scaled down to occupy approximately 728x437 screen pixels. Setting the back buffer to 728x480 (or some resolution with the same 1.51666667 aspect ratio) will avoid this scaling. Input · Touch input is scaled with screen size. · So if your back buffer is 600x360, a tap in the bottom right corner will come in as (599,359). You don’t need to do anything special to get this automatic scaling of touch behavior. · If you do not use full area of the screen, any touch input outside the area you use will still register as a touch input. For example, if you set a portrait resolution of 240x240, it would be scaled up to occupy a 480x480 area, centered in the screen. If you touch anywhere above this area, you will get a touch input of (X,0) where X is a number from 0 to 239 (in accordance with your 240 pixel wide back buffer). Any touch below this area will give a touch input of (X,239). · If you keep the status bar visible, touches within its area will not be passed to your game. · In general, a screen measurement is the diagonal. So a 3.5” screen is 3.5” long from the bottom right corner to the top left corner. With an aspect ratio of 0.6 (480/800 = 0.6), this means that a phone with a 3.5” screen is only approximately 1.8” wide by 3” tall. So there are approximately 267 pixels in an inch on a 3.5” screen. · Again, this time in metric! 3.5 inches is approximately 8.89 cm. So an 8.89 cm screen is 8.89 cm long from the bottom right corner to the top left corner. With an aspect ratio of 0.6, this means that a phone with an 8.89 cm screen is only approximately 4.57 cm wide by 7.62 cm tall. So there are approximately 105 pixels in a centimeter on an 8.89 cm screen. · Think about the size of your finger tip. If you do not have large hands, think about the size of the fingertip of someone with large hands. Consider that when you are sizing your touch input. Especially consider that when you are spacing two touch targets near one another. You need to judge it for yourself, but items that are next to each other and are each 100x100 should be fine when it comes to selecting items individually. Smaller targets than that are ok provided that you leave space between them. · You want your users to have a pleasant experience. Making touch controls too small or too close to one another will make them nervous about whether they will touch the right target. Take this into account when you plan out your game initially. If possible, do some quick size mockups on an actual phone using colored rectangles that you position and size where you plan to have your game controls. Adjust as necessary. · People do not have transparent hands! Nor are their hands the size of a mouse pointer icon. Consider leaving a dedicated space for input rather than forcing the user to cover up to one-third of the screen with a finger just to play the game. · Another benefit of designing your controls to use a dedicated area is that you’re less likely to have players moving their finger(s) so frantically that they accidentally hit the back button, start button, or search button (many phones have one or more of these on the screen itself – it’s easy to hit one by accident and really annoying if you hit, e.g., the search button and then quickly tap back only to find out that the game didn’t save your progress such that you just wasted all the time you spent playing). · People do not like doing somersaults in order to move something forward with accelerometer-based controls. Test your accelerometer-based controls extensively and get a lot of feedback. Very well-known games from noted publishers have created really bad accelerometer controls and been virtually unplayable as a result. Also be wary of exceptions and other possible failures that the documentation warns about. · When done properly, the accelerometer can add a nice touch to your game (see, e.g. ilomilo where the accelerometer was used to move the background; it added a nice touch without frustrating the user; I also think CarniVale does direct accelerometer controls very well). However, if done poorly, it will make your game an abomination unto the Marketplace. Days, weeks, perhaps even months of development time that you will never get back. I won’t name names; you can search the marketplace for games with terrible reviews and you’ll find them. Graphics · The maximum frame rate is 30 frames per second. This was set as a compromise between battery life and quality. · At least one model of phone is known to have a screen refresh rate that is between 59 and 60 hertz. Because of this, using a fixed time step with a target frame rate of 30 will cause a slight internal delay to build up as the framework is forced to wait slightly for the next refresh. Eventually the delay will get to the point where a draw is skipped in order to recover from the delay. (See Nick's comment below for clarification.) · To deal with that delay, you can either stay with a fixed time step and set the frame rate slightly lower or else you can go to a variable time step and make sure to adjust all of your update data (e.g. player movement distance) to take into account the elapsed time from the last update. A variable time step makes your update logic slightly more complicated but will avoid frame skips entirely. · Currently there are no custom shaders. This might change in the future (there is no hardware limitation preventing it; it simply wasn’t a feature that could be implemented in the time available before launch). · There are five built-in shaders. You can create a lot of nice effects with the built-in shaders. · There is more power on the CPU than there is on the GPU so things you might typically off-load to the GPU will instead make sense to do on the CPU side. · This is a phone. It is not a PC. It is not an Xbox 360. The emulator runs on a PC and uses the full power of your PC. It is very good for testing your code for bugs and doing early prototyping and layout. You should not use it to measure performance. Use actual phone hardware instead. · There are many phone models, each of which has slightly different performance levels for I/O, screen blitting, CPU performance, etc. Do not take your game right to the performance limit on your phone since for some other phones you might be crossing their limits and leaving players with a bad experience. Leave a cushion to account for hardware differences. · Smaller screened phones will have slightly more dots per inch (dpi). Larger screened phones will have slightly less. Either way, the dpi will be much higher than the typical 96 found on most computer screens. Make sure that whoever is doing art for your game takes this into account. · Screens are only required to have 16 bit color (65,536 colors). This is common among smart phones. Using gradients on a 16 bit display can produce an ugly artifact known as banding. Banding is when, rather than a smooth transition from one color to another, you instead see distinct lines. Be careful to avoid this when possible. Banding can be avoided through careful art creation. Its effects can be minimized and even unnoticeable when the texture in question is always moving. You should be careful not to rely on “looks good on my phone” since some phones do have 32-bit displays and thus you’ll find yourself wondering why you’re getting bad reviews that complain about the graphics. Avoid gradients; if you can’t, make sure they are 16-bit safe. Audio · Never rely on sounds as your sole signal to the player that something is happening in the game. They might have the sound off. They might be playing somewhere loud. Etc. · You have to provide controls to disable sound & music. These should be separate. · On at least one model of phone, the volume control API currently has no effect. Players can adjust sound with their hardware volume buttons, but in game selectors simply won’t work. As such, it may not be worth the effort of providing anything beyond on/off switches for sound and music. · MediaPlayer.GameHasControl will return true when a game is hooked up to a PC running Zune. When Zune is running, any attempts to do anything (beyond check GameHasControl) with MediaPlayer will cause an exception to be thrown. If this exception is thrown, catch it and disable music. Exceptions take time to propagate; you don’t want one popping up in every single run of your game’s Update method. · Remember that players can already be listening to music or using the FM radio. In this case GameHasControl will be false and you should handle this appropriately. You can, alternately, ask the player for permission to stop their current music and play your music instead, but the (current) requirement that you restore their music when done is very hard (if not impossible) to deal with. · You can still play sound effects even when the game doesn’t have control of the music, but don’t think this is a backdoor to playing music. Your game will fail certification if your “sound effect” seems to be more like music in scope and length.

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  • Personal Financial Management – The need for resuscitation

    - by Salil Ravindran
    Until a year or so ago, PFM (Personal Financial Management) was the blue eyed boy of every channel banking head. In an age when bank account portability is still fiction, PFM was expected to incentivise customers to switch banks. It still is, in some emerging economies, but if the state of PFM in matured markets is anything to go by, it is in a state of coma and badly requires resuscitation. Studies conducted around the year show an alarming decline and stagnation in PFM usage in mature markets. A Sept 2012 report by Aite Group – Strategies for PFM Success shows that 72% of users hadn’t used PFM and worse, 58% of them were not kicked about using it. Of the rest who had used it, only half did on a bank site. While there are multiple reasons for this lack of adoption, some are glaringly obvious. While pretty graphs and pie charts are important to provide a visual representation of my income and expense, it is simply not enough to encourage me to return. Static representation of data without any insightful analysis does not help me. Budgeting and Cash Flow is important but when I have an operative account, a couple of savings accounts, a mortgage loan and a couple of credit cards help me with what my affordability is in specific contexts rather than telling me I just busted my budget. Help me with relative importance of each budget category so that I know it is fine to go over budget on books for my daughter as against going over budget on eating out. Budget over runs and spend analysis are post facto and I am informed of my sins only when I return to online banking. That too, only if I decide to come to the PFM area. Fundamentally, PFM should be a part of my banking engagement rather than an analysis tool. It should be contextual so that I can make insight based decisions. So what can be done to resuscitate PFM? Amalgamation with banking activities – In most cases, PFM tools are integrated into online banking pages and they are like chapter 37 of a long story. PFM needs to be a way of banking rather than a tool. Available balances should shift to Spendable Balances. Budget and goal related insights should be integrated with transaction sessions to drive pre-event financial decisions. Personal Financial Guidance - Banks need to think ground level and see if their PFM offering is really helping customers achieve self actualisation. Banks need to recognise that most customers out there are non-proficient about making the best value of their money. Customers return when they know that they are being guided rather than being just informed on their finance. Integrating contextual financial offers and financial planning into PFM is one way ahead. Yet another way is to help customers tag unwanted spending thereby encouraging sound savings habits. Mobile PFM – Most banks have left all those numbers on online banking. With access mostly having moved to devices and the success of apps, moving PFM on to devices will give it a much needed shot in the arm. This is not only about presenting the same wine in a new bottle but also about leveraging the power of the device in pushing real time notifications to make pre-purchase decisions. The pursuit should be to analyse spend, budgets and financial goals real time and push them pre-event on to the device. So next time, I should know that I have over run my eating out budget before walking into that burger joint and not after. Increase participation and collaboration – Peer group experiences and comments are valued above those offered by the bank. Integrating social media into PFM engagement will let customers share and solicit their financial management experiences with their peer group. Peer comparisons help benchmark one’s savings and spending habits with those of the peer group and increases stickiness. While mature markets have gone through this learning in some way over the last one year, banks in maturing digital banking economies increasingly seem to be falling into this trap. Best practices lie in profiling and segmenting customers, being where they are and contextually guiding them to identify and achieve their financial goals. Banks could look at the likes of Simple and Movenbank to draw inpiration from.

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  • Controlling the fontsize across multiple browsers

    - by Matthias
    Hello, I've got 3 browsers on my WinXPpro: Firefox 3.5.2, Opera 10 and IE 7. Alle pages are displayed fine in FF. Opera and IE seem to have a very similar issue: Both upsize fonts eventhough zoom mode in both browsers is set to 100%. I tend to believe that this might be a system-wide setting, somewhere. Does anyone know this problem? Thanks in advance.

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  • Proxy settings: Allowed hosts instead of ignored hosts

    - by tapir
    I'm using Ubuntu, as many proxy applications, GNOME Network Proxy Preferences only allow to ignore hosts. What I want to do is exactly the opposite. I only want to use the proxy for few sites. Is it possible to define only the allowed hosts in any way? PS: I know FoxyProxy add-on for Firefox does this, but 1)I don't use Firefox and 2)I want the proxy settings system wide not only for browser.

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  • Rotate a table in word

    - by Jake Pearson
    I have a word 2007 document in portrait mode. I have a table that is too wide to fit in 8.5" but would fit in 11". Is there a way to make just one page landscape? Or alternately is there a way to rotate a table 90 degrees?

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  • Show both routers SSID with Wireless bridge [closed]

    - by Valter Henrique
    I have two router 'GVT-1' (the main router) and 'GVT-2' (the second router), this seconds router is used as a repeater only, so I setup a wireless bridge but after I did that it only show 'GVT-2' and if I go closer the 'GVT-1' the signal gets weak cause I'm far from the second router. What I wish is to had the same connection with a wide signal, there's something that I cand do about it ? Thanks.

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  • some european CDNs?

    - by ajsie
    someone knows some CDN providers in Europe? cause i keep seeing big names like amazon, google, akamai, simplecdn, yahoo in all google searches. does it even matter where the CDN providers are located? cause apparently it won't matter cause their network grid is world wide:)

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  • Windows 7 "Aero Snap" feature on Ubuntu GNOME

    - by pufferfish
    Windows 7 has a useful feature that "snaps" out a window to fill half the screen when you drag it to either the left or right border of the entire screen. It's really useful for arranging 2 windows side-by-side on a wide-screen monitor. What would be the best way to get the same functionality in Ubuntu GNOME?

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  • Prevent important OS X process being swapped out, without code change?

    - by purplie
    I want hotkey-based utilities like Quicksilver or Zooom to respond immediately. But if they have been idle for a while, they (I guess) get swapped out, and respond slowly, sometimes not even responding to the first few keystrokes I wanted to send to them. How can I encourage such processes (i.e. chosen processes, not all processes system wide) to remain in active memory? Or, am I misunderstanding the problem?

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  • Batch Scripting - Listing files with a specific amount of characters in file name

    - by Jane
    I'm creating a batch script for a class and I've hit a roadblock I have to list all text files whose names are up to seven characters long on the whole c: drive - make the listing output in a wide formant - then append to Batch script file output.txt So far I have -- dir c:*txt/w/o/s/p c:/"My Batch Script File Assigment"/"Output"/"Batch Script File Output Data".txt The above does everything except limit the search to files with only 1-7 characters in their name. If anyone could point me in the right direction I would really appreciate it!

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  • Looking for a AutoZoom browser plugin

    - by AngryHacker
    I have a pretty large 24" wide screen with a pretty high resolution. When I browse, some sites have a fixed layout and there is basically a narrow column. So I typically zoom in to the point just before the level where I have to scroll horizontally. Is there a browser plugin that auto-zooms in (or via a button or gesture or whatever) to the max available real estate? I'd prefer a plugin for Chrome, but Firefox will do too.

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  • Fedora 15 liveCD for most common wireless and wired network interfaces [closed]

    - by user800133
    I've created a Fedora 15 liveCD that is customized for my application. On the first laptop I tried, it didn't have the driver for the Broadcom BCM43224 wireless network interface. This software will be used on a wide variety of laptops. Is there are reasonable way to add drivers for the all most common wireless and wired network interfaces available today? If it's not much trouble I'd also like to add support for the common 3G/4G USB dongles.

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  • Password recovery toolkit

    - by John Craggs
    I am using Wise Password Recover 2009 and basically satisfied with its wide compatibility. But it gets failed in retrieving one of my outlook accounts. Is there any other password recovery toolkit can do the recovery for me?

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  • Checking the configuration of two systems to determine changes

    - by None
    We are standing up a replicant data center at work and need to ensure that the new data center is configured (nearly) identically to the original. The new data center will be differently addressed and named than the original and will have differing user accounts, but all the COTS, patches, and configurations should be the same. We would normally ghost the original servers and install those images onto the new machines, however, we have a few problematic pieces of COTS that require we install them outside of an image due to how they capture the setup of the network during their installation and maintain it within their configuration information (in some cases storing it in various databases). We have tried multiple times and this piece of COTS cannot be captured within a ghost image unless the destination machine will have an identical network setup (all the same IPs, hostnames, user accounts, etc across the entire network) as the original. In truth, it is the setup of these special COTS that I want to audit the most because they are difficult to install and configure in the first place. In light of the fact that we can’t simply ghost, I’m trying to find a reasonable manner to audit the new data center and check to see if it is setup like the original (some sort of system wide configuration audit or integrity check). I’m considering using something like Tripwire for Servers to capture the configuration on the source machines and then run an audit on the destination machines. I understand that it will still show some differences due to the minor config changes, but I’m hoping that it will eliminate the majority of the work. Here are some of the constraints I’m working under: Data center is comprised of multiple Windows and Linux machines of differing versions (about 20 total) I absolutely cannot ghost or snap any other type of image of these machines … at least not in their final configuration I want to audit the final configuration to ensure all of the COTS, patches, configurations, etc are installed and setup properly (as compared to the original data center) I would rather not install any additional tools on these machines … I’d much rather run it from a standalone machine or off a DVD Price of tools is important but not an impossible burden, however, getting a solution soon is important (I can’t take the time to roll my own tools to do this) For the COTS that stores the network information, I don’t know all of the places it stores the network information … so it would be unlikely I could find a way in the near future to adjust its setup after the installation has occurred Anyone have any thoughts or alternate approaches? Can anyone recommend tools that would be usable for system wide configuration audits?

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  • Automatic resize two windows to fit desktop

    - by karstenkousgaard
    Hi I have a single monitor, but with a wide resolution. Some times it would be helpful to have two applications running next to each other. Is there a tool to quickly tell windows to resize the two applications to fit the desktop? Perhaps even with an option to make the one application use 75% and the other 25% I know the Windows 7 Alt+left/right arrow feature, which is nice, but still needs too many clicks.

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  • networking related problem

    - by abhay
    i have installed two LAN cards in my PC. one is used for local networking and other is for Wide area networking( both have a different gateways). But when i need to browse in WAN for that i have to disable my LAN and vice versa. so i don't know the technical / logical reason behind that. so could you please give me reason why this happens.

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  • searching for replace broken laptop screen

    - by eran
    hey, i have a laptop with 16'' wide screen, but the screen is broken and i want to buy only the screen and replace it.. my laptop is: HP Pavilion dv6-1050us what i know about the screen is that it's model number 512357-001 "16inch widescreen BrightView BV display panel IMR, with web camera and microphone". I did find some screen which seems to be the one but i'm not sure and dont want to spend money for the wrong screen, can any one help please? thanks, eran

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