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  • A view from the call center for the Nashville Flood telethon

    - by Rob Foster
    I want to break away from my usual topic of something technical and talk about what I experienced tonight while working in the call center for the Nashville Flood telethon, which was broadcast on WSMV, CNN, and The Weather Channel.  We started receiving calls about 7pm local time and to be honest, I had no idea what to expect when going into this.  I mean, I'm a pretty good talker, but this is different...We had a good script of what to say and how we were supposed to say it, as well as paper forms and pens that we used to collect information from people who wanted to donate their money to help.  I took my first few calls pretty easily and it went pretty quick and easy.  Everyone was upbeat and happy to be in the call center as well as people happy to be donating money. Pizza, snacks, and soft drinks were flowing well.  Everyone is smiling and happy.  :) About 3 or 4 calls into my night, I got a call from a lady that had lost 2 family members in West Nashville who drowned in the floods.  She was crying when she called and I of course tried to console her.  She told me how bad her situation was, losing family members and much of her neighborhood.  After all this, she still just wanted to help other people.  She was donating all the money that she could to the telethon and I want to share a direct quote from her: "I want to donate this instead of buying flowers for my family members' funeral because people out there need help.". Please let me pause while I get myself together <again>.  That caught me so off guard (and still does). I had kids calling wanting to donate their allowance, open their piggy banks, whatever they could do.  These are kids.  Kids not much older than my boys.  Kids who should be focused on buying the next cool video game or toy or whatever but wanted to do something.  Everyone just seemed to want to help. I took calls from as far away as British Columbia as well and pretty much coast to coast.  how cool is that? Yet another thing that caught me off guard.  This kind lady that called from British Columbia told me how much she loved visiting Nashville and just hated to see this happen.  I belive that she said that she will be attending the CMA Fest this year too.  I was sure to tell her not to cancel her plans!  :) It felt like every call I took (and I took A LOT, as did everyone else) was very personal and heartfelt.  I've never had the privelage to do anything like this and fell lucky to have been able to help out with answering phones and logging donations.  Nashville will bounce back very quickly, people are out there day and night helping each other, and the spirits are very high here.  I hope that one day, my kids read this blog and better understand who they are, where they come from, and what the human spirt is and can be.  I love this city, I love the people here, I love the culture and even more than ever am proud to say that this is me.  This is us.  We are Nashville!

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  • App Stores&ndash;In All Things, Its Quality Over Quantity

    - by D'Arcy Lussier
    Everybody has an opinion about Windows 8. People love it, people hate it, people are meh about it, people are apparently buying it from Microsoft stores in NYC as if it was water before a natural disaster…if there’s one thing that Microsoft product launches do well, its the ability to bring out strong emotional responses. Over at eweek.com, Don Reisinger wrote about 5 good and bad things about Windows 8. Yes, another opinion piece on WIndows 8. I figured since this one had good and bad it might be worthwhile to read. I then came across #10 on his list, and figured “What the hell…might as well post a bit of a rant on Windows 8 myself!” Here’s #10: 10. Bad: Too few apps Unfortunately, Microsoft wasn’t able to get too many developers to start producing applications for its Windows 8 Store. Microsoft hasn’t yet released official numbers, but some have said that the marketplace has less than 8,000 programs. Considering Apple’s App Store has 100 times that, it’s about time Microsoft starts leaning on developers to get more programs into its store. Believe me, Microsoft *has* been leaning on developers to get apps into the store. I’ve been asked at least 5 or 6 times from 5 or 6 different friends at Microsoft about whether I was going to write a Windows 8 app. I think Microsoft felt they had to try and address the number of apps available in their marketplace, since some people (like Don) would draw comparisons to the number of apps in the Apple marketplace. I feel for Microsoft in this, since the number of apps in a marketplace are an empty stat. Quality of Quantity I have an iPad that my family (wife, 10yo daughter, 3yo daughter) use. We all have our own apps installed on it. In addition, my wife has an iPhone 4S that she also installs apps on. As someone who gets asked by his kids often whether they can buy/download an app, the vast majority of the vast catalogue of iOS marketplace apps are crap! Do you realize how many “free” games are out there, only to really be not-free because you have to purchase in-game content to make the game actually playable? And how about searching – with such a vast array of apps and such high numbers of craptastic ones, trying to find something is incredibly difficult and can be frustrating. I would rather see that Microsoft has 8000 high quality apps in their store at launch, instead of 800000 that were mostly junk. Too Few Apps?! And seriously, 8000 is not a small number. How many iOS apps have I actually bought between the iPad and iPhone? I’ll be generous and say 30…heck, let’s round it up to 40. It’s not like I have 10,000 apps installed on my iPad, nor will that ever happen! So if people have, at the *launch* of a new platform ecosystem, EIGHT THOUSAND apps to choose from, I don’t see that as a fail at all! It should be noted that most of the most common apps (Netflix, Skype, etc.) are available for Windows 8 at launch – I guess I’ll have to wait a few weeks for My Pony Ranch and all its clones to start showing up; pity. Let’s Check Back in a Year So look, let’s check back in a year’s time and see what the app store looks like. My hope is that Microsoft doesn’t continue to push quantity over quality. Even knowing the optics that # of apps in the store carries and the pressure to catch Apple and Android marketplaces, I hope Microsoft avoids the scenario where there’s a good percentage of apps in the Windows Store that are utter rubbish and finding the gems will be cumbersome. But if that happens, we can thank guys like Dan who raised the false issue of app count at the launch for it.

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  • Oracle Employees Support New World Record for IYF Children's Hour

    - by Maria Sandu
    Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 960 students ‘crouched’, ‘touched’ and ‘set’ under the watchful eye of International Rugby Referee Alain Roland, and supported by Oracle employees, to successfully set a new world record for the World’s Largest Scrum to raise funds and awareness for the Irish Youth Foundation. Last year Oracle Employees supported the Irish Youth Foundation by donating funds from their payroll through the Giving Tree Appeal. We were the largest corporate donor to the IYF by raising €3075. To acknowledge our generosity the IYF asked Oracle Leadership in Society team members to participate in their most recent campaign which was to break the Guinness Book of Records by forming the World’s Largest Rugby Scrum. This was a wonderful opportunity for Oracle’s Leadership in Society to promote the charity, support education and to make a mark in the Corporate Social Responsibility field. The students who formed the scrum also gave up their lunch money and raised a total of €3000. This year we hope Oracle Employees will once again support the IYF with the challenge to match that amount. On the 24th of October the sun shone down on the streaming lines of students entering the field. 480 students were decked out in bright red Oracle T-Shirts against the other 480 in blue and white jerseys - all ready to form a striking scrum. Ryan Tubridy the host of the event made the opening announcement and with the blow of a whistle the Scum began. 960 students locked tight together with the Leinster players also at each side. Leinster Manager Matt O’Connor was there along with presenters Ryan Tubridy and George Hook to assist with getting the boys in line and keeping the shape of the scrum. In accordance with Guinness Book of Records rules, the ball was fed into the scrum properly by Ireland and Leinster scrum-half, Eoin Reddan, and was then passed out the line to his Leinster team mates including Ian Madigan, Brendan Macken and Jordi Murphy, also proudly sporting the Oracle T-Shirt. The new World Record was made, everyone gave a big cheer and thankfully nobody got injured! Thank you to everyone in Oracle who donated last year through the Giving Tree Appeal. Your generosity has gone a long way to support local groups both. Last year’s donation was so substantial that the IYF were able to spread it across two youth groups: The first being Ballybough Youth Project in Dublin. The funding gave them the chance to give 24 young people from their project the chance to get away from the inner city and the problems and issues they face in their daily life by taking a trip to the Cavan Centre to spend a weekend away in a safe and comfortable environment; a very rare holiday in these young people’s lives. The Rahoon Family Centre. Used the money to help secure the long term sustainability of their project. They act as an educational/social/fun project that has been working with disadvantaged children for the past 16 years. Their aim is to change young people’s future with fun /social education and supporting them so they can maximize their creativity and potential. We hope you can help support this worthy cause again this year, so keep an eye out for the Children’s Hour and Giving Tree Appeal! About the Irish Youth Foundation The IYF provides opportunities for marginalised children and young people facing difficult and extreme conditions to experience success in their lives. It passionately believes that achievement starts with opportunity. The IYF’s strategy is based on providing safe places where children can go after school; to grow, to learn and to play; and providing opportunities for teenagers from under-served communities to succeed and excel in their lives. The IYF supports innovative grassroots projects operated by dedicated professionals who understand young people and care about them. This allows the IYF to focus on supporting young people at risk of dropping out of school and, in particular, on the critical transition from primary to secondary school; and empowering teenagers from disadvantaged neighborhoods to become engaged in their local communities. Find out more here www.iyf.ie

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  • Build 2012, the first post

    - by Dennis Vroegop
    Yes, I was one of the lucky few who made it to Build. Build, formerly known as the Professional Developers Conference (or PDC) is the place to be if you are a developer on the Microsoft platform. Since I take my job seriously I took out some time on my busy schedule, sighed at the thought of not seeing my family for another week and signed up for it. Now, before I talk about the amazing Surface devices (yes, this posting is written on one of them), the great Lumia 920 we all got, the long deserved love for touch, NUI and other things I have been talking about for years, I need to do some ranting. So if you are anxious to read about the technical goodies you’ll have to wait until the next post. Still here? Good. When I signed up for the Build conference during my holidays this summer it was pretty obvious that demand would be high. Therefor I made sure I was on time. But even though I registered only 7 minutes after the initial opening time the Early Bird discount for the first 500 attendees was already sold out. I later learned that registration actually started 5 minutes before the scheduled time but even though it is still impressive how fast things went. The whole event sold out in 57 minutes Or so they say… A lot of people got put on the waiting list. There was room for about 1500 attendees and I heard that at least 1000 people were on that waiting list, including a lot of people I know. Strangely, all of them got tickets assigned after 2 weeks. Here at the conference I heard from a guy from Nokia that they had shipped 2500 Lumia 920 phones. That number matches the rumors that the organization added 1000 extra tickets. This, of course is no problem. I am not an elitist and I think large crowds have a special atmosphere that I quite like. But…. The Microsoft Campus is not equipped for that sheer volume of visitors. That was painfully obvious during on-site registration where people had to stand in line for over 2 hours. The conference is spread out over 2 buildings, divided by a 15 minute busride (yes, the campus is that big). I have seen queues of over 200 people waiting for the bus and when that arrived it had a capacity of 16. I can assure you: that doesn’t fit. This of course means that travelling from one site to the other might take about 30 minutes. So you arrive at the session room just in time, only to find out it’s full. Since you can’ get into that session you try to find another one but now you’re even more late so you have no chance at all of entering. The doors are closed and you’re told: “Well, you can watch the live stream online”. Mmmm… So I spend thousands of dollars, a week away from home, family and work to be told I can also watch the sessions online? Are you fricking kidding me? I could go on but I won’t. You get the idea. It’s jus badly organized, something I am not really used to in my 20 years of experience at Microsoft events. Yes, I am disappointed. I hope a lot of people here in Redmond will also fill in the evals and that the organization next year will do a better job. Really, Build deserves better. </rantmode>

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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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  • Drive

    - by erikanollwebb
    Picking up where we left off, let's summarize.  People have both intrinsic motivation and extrinsic motivation, and whether reward works depends a bit on what you are rewarding.  Rewards don't decreased intrinsic motivation provided you know what you are getting and why, and when you reward high performance.  But as anyone who has watched the great animation of Dan Pink's TED talk knows, even that doesn't tell the whole story.  Although people may not be less intrinsically motivated by rewards, the impact of rewards on actual performance is a really odd questions.  Larger rewards don't necessarily lead to better performance and in fact, some times lead to worse performance.  Pink argues that people are driven and engaged when they have autonomy, mastery and purpose.  If they can self-direct and can be good at what they do and have a sense of purpose for what they are doing, they show the highest engagement.   (Personally, I would add progress to the list.  My experience is that if you have autonomy, mastery and a sense of purpose but don't get a feeling that you are making any progress day to day, your level of engagement will drop rapidly.) So Pink is arguing if we could set up work so that people have a sense of purpose in what they do, have some autonomy and the ability to build mastery, you'll have better companies.  And that's probably true in a lot of ways, but there's a problem.  Sometimes, you have things you need to do but maybe you don't really want to do.  Or that you don't really see the point of.  Or that doesn't have a lot of value to you at the end of the day.  Then what does a company do?  Let me give you an example.  I've worked on some customer relationship management (CRM) tools over the years and done user research with sales people to try and understand their world.  And there's a funny thing about sales tools in CRM.  Sometimes what the company wants a sales person to do is at odds with what a sales person thinks is useful to them.  For example, companies would like to know who a sales person talked to at the company and the person level.  They'd like to know what they talked about, when, and whether the deals closed.  Those metrics would help you build a better sales force and understand what works and what does not.  But sales people see that as busy work that doesn't add any value to their ability to sell.  So you have a sales person who has a lot of autonomy, they like to do things that improve their ability to sell and they usually feel a sense of purpose--the group is trying to make a quota!  That quota will help the company succeed!  But then you have tasks that they don't think fit into that equation.  The company would like to know more about what makes them successful and get metrics on what they do and frankly, have a record of what they do in case they leave, but the sales person thinks it's a waste of time to put all that information into a sales application. They have drive, just not for all the things the company would like.   You could punish them for not entering the information, or you could try to reward them for doing it, but you still have an imperfect model of engagement.  Ideally, you'd like them to want to do it.  If they want to do it, if they are motivated to do it, then the company wins.  If *something* about it is rewarding to them, then they are more engaged and more likely to do it.  So the question becomes, how do you create that interest to do something?

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  • maps, iterators, and complex structs - STL errors

    - by Austin Hyde
    So, I have two structs: struct coordinate { float x; float y; } struct person { int id; coordinate location; } and a function operating on coordinates: float distance(const coordinate& c1, const coordinate& c2); In my main method, I have the following code: map<int,person> people; // populate people map<int,map<float,int> > distance_map; map<int,person>::iterator it1,it2; for (it1=people.begin(); it1!=people.end(); ++it1) { for (it2=people.begin(); it2!=people.end(); ++it2) { float d = distance(it1->second.location,it2->second.location); distance_map[it1->first][d] = it2->first; } } However, I get the following error upon build: stl_iterator_base_types.h: In instantiation of ‘std::iterator_traits<coordinate>’: stl_iterator_base_types.h:129: error: no type named ‘iterator_category’ in ‘struct coordinate’ stl_iterator_base_types.h:130: error: no type named ‘value_type’ in ‘struct coordinate’ stl_iterator_base_types.h:131: error: no type named ‘difference_type’ in ‘struct coordinate’ stl_iterator_base_types.h:132: error: no type named ‘pointer’ in ‘struct coordinate’ stl_iterator_base_types.h:133: error: no type named ‘reference’ in ‘struct coordinate’ And it blames it on the line: float d = distance(it1->second.location,it2->second.location); Why does the STL complain about my code?

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  • APS.NET MVC Ajax: Passing a IList from the View to the Controller

    - by Bpimenta
    I need to pass the grid rows from the view to the controller using POST. The idea is to pass an IList of objects (people) that have the following structure: String Name String Address String ID I want to read the data from the JQGrid and pass it to the controller to fill the IList. I'm trying to build the data object to pass through the Ajax data parameter. Here is the Javascript code: $("#saveButton").click( function() { var returnData = '{'; var existingIDs = $('#listPeople').getDataIDs(); if (idsPeople.length > 0) { for (i=0;i<idsPeople.length;i++) { //Trying to build the obejct data ret = ret + '"people['+ i +'].Name":' $('#listPeople').getRowData(idsPeople[i]).Name + ','; ret = ret + '"people['+ i +'].Address":' $('#listPeople').getRowData(idsPeople[i]).Address+ ','; ret = ret + '"people['+ i +'].Id":' $('#listPeople').getRowData(idsPeople[i]).Id+ ','; //If it has more than one element if (idsPeople.length>1 && (i+1)<idsPeople.length) { ret = ret + ','; } } } ret = ret + '}'; My Ajax function for sending: var url_all = '<%=Url.Action("SaveData") %>; $.ajax({ type: "POST", url: url_all, data: ret, dataType: "json", success: function(){ alert("OK"); }, error: function(){ alert("Error: check SaveData"); } }); My controller: public ActionResult SaveData(IList<PeopleHeader> people){ // using debug to know if "people" variable has any values return Json(true); } The problem I'm getting is an error: "System.NotSupportedException: Fixed size collection", and no data is being delivered. I think my problem relies on creating the object... is there any simpler way of doing this procedure? Thanks in advance,

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  • Should I remove all inheritance from my model in order to work with ria services?

    - by TimothyP
    I've posted some questions on this before, but it's different. So consider a small portion of our model: Person Customer Employee Spouse Person is the base class which has 3 classes that inherit from it. These 4 are very central in our design and link to many other entities. I could solve all the problems I'm experiencing with ria-services by removing the inheritance but that would really increase the complexety of the model. The first problem I experienced was that I couldn't query for Customers, Employees or Spouses, but someone gave me a solution, which was to add something like this to the DomainService: public IQueryable<Employee> GetEmployees() { return this.ObjectContext.People.OfType<Employee>(); } public IQueryable<Customer> GetCustomers() { return this.ObjectContext.People.OfType<Customer>(); } public IQueryable<Spouse> GetSpouses() { return this.ObjectContext.People.OfType<Spouse>(); } Next I tried something that seemed very normal to me: var employee = new Employee() { //.... left out to reduce the length of this question }; var spouse = new Spouse() { //.... left out to reduce the length of this questions }; employee.Spouse = spouse; context.People.Add(spouse); context.People.Add(employee); context.SubmitChanges(); Then I get the following exception: Cannot retrieve an entity set for the derived entity type 'Spouse'. Use EntityContainer.GetEntitySet(Type) to get the entity set for the base entity type 'Person'. Even when the spouse is already in the database, and I retreive it first I get similar exceptions. Also note that for some reason in some places "Persons" is used instead of "People"... So how do I solve this problem, what am I doing wrong and will I keep running into walls when using ria services with inheritance? I found some references on the web, all saying it works and then some DomainService code in which they suposedly changed something but no details... I'm using VS2010 RC1 + Silveright 4

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  • Using java to create a logistic model - arrays and properties

    - by Oliver Burdekin
    I'm currently trying to create a java model that will solve a problem we have. On a voluntary expedition each week we have some people leaving and some new people arriving. Accommodation is in tents. The tents sleep different numbers of people and certain rules apply. Males and females cannot be mixed and volunteers can be one of four types - school children/ research assistants/ scientific staff/ school teachers So types of volunteer and sexes cannot be mixed. Each week the manager spends hours trying to work this out so I've offered to make this model to keep my coding skills up. At present I'm working with arrays. Each tent is a 2D array [4][x] where x is the number of people it sleeps (each person sleeping there has 4 attributes). Each person is a 1D array with 4 attributes [4]. The idea is to check where people can go, cause the minimum movement for people staying on and solve this logistic problem. Does anyone have any better suggestions as to how to solve this? At present I'm finding it necessary to write a lot of code setting up and querying arrays. Any help is appreciated.

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  • Is it possible to have a mysql table accept a null value for a primary_key column referencing a diff

    - by Dr.Dredel
    I have a table that has a column which holds the id of a row in another table. However, when table A is being populated, table B may or may not have a row ready for table A. My question is, is it possible to have mysql prevent an invalid value from being entered but be ok with a NULL? or does a foreign key necessitate a valid related value? So... what I'm looking for (in pseudo code) is this: Table "person" id | name Table "people" id | group_name | person_id (foreign key id from table person) insert into person (1, 'joe'); insert into people (1, 'foo', 1)//kosher insert into people (1, 'foo', NULL)//also kosher insert into people(1, 'foo', 7)// should fail since there is no id 7 in the person table. The reason I need this is that I'm having a chicken and egg issue where it makes perfect sense for the rows in the people table to be created before hand (in this example, I'm creating the groups and would like them to pre-exist the people who join them). And I realize that THIS example is silly and I would just put the group id in the person table rather than vice-versa, but in my real-world problem that is not workable. Just curious if I need to allow any and all values in order to make this work, or if there's some way to allow for null.

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  • deployd authentification using jquery ajax

    - by user2507987
    I have installed deployd in my debian 7.0.0 64 bit, I have also succesfully installed mongodb in it, I have create some collection and user collection in deployd dashboard, then using user guide how to connect and query the table in deployd, I choose jquery ajax to log in to deployd from my localhost site and after login success I try to get/post some data, but somehow deployd return access denied. I have create collection name it people, and then at the GET, POST, PUT Event I have write this code : cancelUnless(me, "You are not logged in", 401); then using this ajax code, I try to login and POST new people data: $(document).ready(function(){ /* Create query for username and password for login */ var request = new Object; request.username = 'myusername'; request.password = 'mypassword'; submitaddress = "http://myipaddress:myport/users/login"; $.ajax({ type: "POST", url: submitaddress, data: request, cache: false, success: function(data){ var returndata = eval(data); /* After Login success try to post people data */ if (returndata){ var request2 = new Object; request2.name = 'People Name'; submitaddress2 = "http://myipaddress:myport/people"; $.ajax({ type: "POST", url: submitaddress2, data: request2, cache: false, success: function(){ } }) } } } }); }) The login process success, it's return session id and my user id, but after login success and I try to POST people data it's return "You are not logged in", can anyone help me, what is the correct way to login to deployd using jquery from other website(cross domain)?

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  • Recruitment Drive - Things Don't Always Go As Planned - Stay Flexible by Kalyan Neelagiri

    - by david.talamelli
    I am one of the Recruiters for Oracle and work in our India Recruitment Team. When we are hiring for multiple positions we often hold Recruitment Events to interview a large number of people as effectively as possible. These Events are often held on the weekend as many people are not free to attend an all day event during the working week. Just recently during a recruitment campaign we were running I was tasked to set up a Recruitment Event for some roles we were hiring for. I have set up and run weekend recruitment events in the past which have all run smoothly. However, this time arranging this recruitment event was quite a challenge for me. The planned event was taking place on a Saturday. I had almost sent out the confirmed scheduled list of candidates to the respective hiring team on Friday and was on track for the event to take place, but unfortunately there was breaking news in the media that there was a strike called in the city because of some political agitations and protests taking place on the event day. The hiring manager had rushed to me asking for my thoughts and ideas. I was in two minds on what to do. One on hand I was not ready to cancel the event because of all the work that so many people had put into getting this prepared and also I did not want to reschedule the event at the last minute if I did not need to. On the other hand I understood it may be best to reschedule the event as people may not be able to attend based on the political protests taking place on the day. In the end I decided to gather and check for other options because this might cause confusion and a problem for the scheduled candidates to drive in to the venue. So we had concluded to reschedule our event plans and moved the event to the next week. The good news is that we successfully executed this recruitment drive the following Saturday. We were glad that 100% of the candidates we able to make it to the new interview date and despite all the agitations in the city we were successful in hiring people for all the roles we had open. Things do not always go as planned. The best laid plans can sometimes be for nought based on external factors outside of our control. What this experience has taught me is that rather than focus on the negatives when you are thrown a curveball the best approach is to stay flexible and focus on finding ways to reach your outcome. Your plans may need to change but you can still achieve the results you are after if you have the right mind set.

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  • Leveraging Social Networks for Retail

    - by David Dorf
    For retailers, social media is all about B2C2C. That is, Business to Consumer to Consumer, or more specifically, retailer to influencer to consumer. Traditional marketing targeted mass media, trying to expose the message to as many people as possible. While effective, this approach has never been very efficient, with high costs for relatively low penetration. Then it was thought that marketers should focus their efforts on a relative few super-influencers that would then sway the masses. History shows a few successes with this approach but lacked any consistency or predictability. After all, if super-influencers were easy to find, most campaigns would easily go viral. Alas, research shows that most wide-spread trends were the result of several fortunate events, including some luck. So do people exert influence over each other when it comes to purchase decisions? Of course they do, all the time. But that influence is usually limited to a small set of friends and specific specialization. For instance, although I have 165 friends on Facebook, I am only able to influence my close friends and family on PC purchases, and I have no sway at all for fashion purchases. People trust my knowledge on technology, but nobody asks my advice on shoes. How then should retailers leverage social networks in order to reinforce brand image and push promotions? Two obvious ways are Like and Share. Online advertisements or wall-postings receive more clicks when the viewer sees that friends have "liked" the posting. That's our modern-day version of word-of-mouth advertising. Statistics show that endorsements from friends make it more likely a person will engage. If my friends and I liked it, then I might also "share" (or "retweet" in the case of Twitter) it with other friends. In that case the retailer has paid for X showings of the advertisement, but sharing has pushed it to an additional Y people at no cost. And further, the implicit endorsement by the sharer makes it more likely the recipient will engage. So a good first step is to find people active in social networks that will Like and Share in order to exert influence. Its still tough to go viral, but doubling engagement is still a big step in the right direction. More complex social graph analysis would be a second step, but I'll leave that topic for another day. If you're interested in the academic side of social dynamics, I suggest reading Duncan Watts' work.

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  • Getting developers and support to work together

    - by Matt Watson
    Agile development has ushered in the norm of rapid iterations and change within products. One of the biggest challenges for agile development is educating the rest of the company. At my last company our biggest challenge was trying to continually train 100 employees in our customer support and training departments. It's easy to write release notes and email them to everyone. But for complex software products, release notes are not usually enough detail. You really have to educate your employees on the WHO, WHAT, WHERE, WHY, WHEN of every item. If you don't do this, you end up with customer service people who know less about your product than your users do. Ever call a company and feel like you know more about their product than their customer service people do? Yeah. I'm talking about that problem.WHO does the change effect?WHAT was the actual change?WHERE do I find the change in the product?WHY was the change made? (It's hard to support something if you don't know why it was done.)WHEN will the change be released?One thing I want to stress is the importance of the WHY something was done. For customer support people to be really good at their job, they need to understand the product and how people use it. Knowing how to enable a feature is one thing. Knowing why someone would want to enable it, is a whole different thing and the difference in good customer service. Another challenge is getting support people to better test and document potential bugs before escalating them to development. Trying to fix bugs without examples is always fun... NOT. They might as well say "The sky is falling, please fix it!"We need to over train the support staff about product changes and continually stress how they document and test potential product bugs. You also have to train the sales staff and the marketing team. Then there is updating sales materials, your website, product documentation and other items there are always out of date. Every product release causes this vicious circle of trying to educate the rest of the company about the changes.Do we need to record a simple video explaining the changes and email it to everyone? Maybe we should  use a simple online training type app to help with this problem. Ultimately the struggle is taking the time to do the training, but it is time well spent. It may save you a lot of time answering questions and fixing bugs later. How do we efficiently transfer key product knowledge from developers and product owners to the rest of the company? How have you solved these issues at your company?

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  • Will you share your SQL Server configuration?

    - by Bill Graziano
    I regularly visit client sites and review their SQL Server configurations.  I come across all kinds of strange settings.  I’ve been thinking about a way to aggregate people’s configurations and see what’s common and what’s unique.  I used to do that with polls on SQLTeam.com.  I think we can find out more interesting things if we look at combinations of settings in relation to size and volume. I’ve been working on an application for another project that is similar.  It will be fairly easy to use that code for this.  I can have something up and running in a few days – if people are interested in it.  I admit that I often come up with ideas that just don’t make sense.  This may be one of them.  One of your biggest concerns has be how secure your data is.  My solution is not to store anything identifying.  The instance name and database names can both be “anonymized” and I don’t store the machine name or IP address or anything to do with logins. Some of the questions I’m curious about are: At what size database does the Enterprise Edition become prevalent? Given the total size of the databases how much RAM is common? How many people have multiple data files?  At what size does that become prevalent? How common is database mirroring?  Replication?  Log shipping? How common is full recovery mode?  At what data size does it become prevalent? I think those are all questions that are easy to answer -- with the right data.  The big question is whether or not people will share their SQL Server configurations.  I understand that organizations in regulated or high security environments can’t participate.  But I think that leaves many, many people that can.  Are you willing to share your configuration and learn about others?  I have a simple sign up form here.  It’s actually a mailing list signup that also captures your edition, number of servers and largest database.  The list will only be used for this project.  Is your SQL Server is configured correctly?  Do you wonder what the next step is as your data grows?  Take a second and sign up.

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  • OOF checklist

    - by Daniel Moth
    When going on vacation or otherwise being out of office (known as OOF in Microsoft), it is polite and professional that our absence creates the minimum disruption possible to the rest of the business, and especially our colleagues. Below is my OOF checklist - I try to do these as soon as I know I'll be OOF, rather than leave it for the night before. Let the relevant folks on the team know the planned dates of absence and check if anybody was expecting something from you during that timeframe. Reset expectations with them, and as applicable try to find another owner for individual activities that cannot wait. Go through your calendar for the OOF period and decline every meeting occurrence so the owner of the meeting knows that you won't be attending (similar to my post about responding to invites). If it is your meeting cancel it so that people don’t turn up without the meeting organizer being there. Do this even for meetings were the folks should know due to step #1. Over-communicating is a good thing here and keeps calendars all around up to date. Enter your OOF dates in whatever tool your company uses. Typically that is the notification to your manager. In your Outlook calendar, create a local Appointment (don't invite anyone) for the date range (All day event) setting the "Show As" dropdown to "Out of Office". This way, people won’t try to schedule meetings with you on that day. If you use Lync, set the status to "Off Work" for that period. If you won't be responding to email (which when on your vacation you definitely shouldn't) then in Outlook setup "Automatic Replies (Out of Office)" for that period. This way people won’t think you are rude when not replying to their emails. In your OOF message point to an alias (ideally of many people) as a fallback for urgent queries. If you want to proactively notify individuals of your OOFage then schedule and send a multi-day meeting request for the entire period. Remember to set the "Show As" to "Free" (so their calendar doesn’t show busy/oof to others), set the "Reminder" to "None" (so they don’t get a reminder about it), set "Low Importance", and uncheck both "Response Options" so if they don't want this on their calendar, it is just one click for them to get rid of it. Aside: I have another post with advice on sending invites. If you care about people who would not observe the above but could drop by your office, stick a physical OOF note at your office door or chair/monitor or desk. Have I missed any? Comments about this post by Daniel Moth welcome at the original blog.

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  • Android - Autocomplete with contacts

    - by The Salt
    I've created an AutoCompleteTextView box that displays the names of all contacts, but after looking in the Android APIs, it seems my method is probably quite inefficient. Currently I am grabbing a cursor of the all the contacts, placing each name and each contact id into two different arrays, then passing the name array to the AutoCompleteTextView. When a user selects an item, I lookup which ID the contact selected in the second id array created above. Code below: private ContactNames mContactData; // Fill the autocomplete textbox Cursor contactsCursor = grabContacts(); mContactData = new ContactNames(contactsCursor); ArrayAdapter<String> adapter = new ArrayAdapter<String>(this, R.layout.contact_name, mContactData.namesArray); mNameText.setAdapter(adapter); private class ContactNames { private String[] namesArray; private long[] idsArray; private ContactNames(Cursor cur) { namesArray = new String[cur.getCount()]; idsArray = new long[cur.getCount()]; String name; Long contactid; // Get column id's int nameColumn = cur.getColumnIndex(People.NAME); int idColumn = cur.getColumnIndex(People._ID); int i=0; cur.moveToFirst(); // Check that there are actually any contacts returned by the cursor if (cur.getCount()>0){ do { // Get the field values name = cur.getString(nameColumn); contactid = Long.parseLong(cur.getString(idColumn)); // Do something with the values. namesArray[i] = name; idsArray[i] = contactid; i++; } while (cur.moveToNext()); } } private long search(String name){ // Lookup name in the contact list that we've put in an array int indexOfName = Arrays.binarySearch(namesArray, name); long contact = 0; if (indexOfName>=0) { contact = idsArray[indexOfName]; } return contact; } } private Cursor grabContacts(){ // Form an array specifying which columns to return. String[] projection = new String[] {People._ID, People.NAME}; // Get the base URI for the People table in the Contacts content provider. Uri contacts = People.CONTENT_URI; // Make the query. Cursor managedCursor = managedQuery(contacts, projection, null, null, People.NAME + " ASC"); // Put the results in ascending order by name startManagingCursor(managedCursor); return managedCursor; } There must be a better way of doing this - basically I'm struggling to see how I can find which item a user selected in an AutoCompleteTextView. Any ideas? Cheers.

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  • How do you attract programmers in rural areas?

    - by Reed Copsey
    I run a software development group for a very small, but stable and established company in a small town, somewhat outside of the "big city". Unfortunately, the "programmer" labor pool is much smaller due to the size of the city. There are many positives to working in this area, especially in terms of quality of life (particularly for people interested in outdoor activities), lower cost of living, great schools and neighborhoods, etc. However, I've always had difficulty attracting high-qualtiy, experienced developers. For those of you who hire developers outside of large cities: Where do you advertise to find good developers? Many of the large sites are very focused in certain metropolitan areas, and seem inappropriate places to advertise if you're outside of that main region. How do you attract quality developers to rural (or at least less metropolitan) locations? Do you find that you make more sacrifices in your hiring due to a smaller labor pool? Or do you just wait, and take extra time to attract people? What sacrifices do you expect to make if you are outside of the main developer-rich cities? For all of the developers out there... What would entice you to working in a smaller town? Are there things that would stand out and make you willing to relocate or at least apply to a position that was not nearby? What specific qualities would help you want to move outside of the city? In the past, I've had difficulty with finding good people. Most of the people who've applied and been willing to move out to a more rural location seem like the types that can't keep a quality job elsewhere. I'd like to know what advice people have to attracting quality technical staff. I don't believe its the work itself that's been the problem - The work is both interesting and challenging, and nearly 100% new development. The developers I have seem very happy with their situation - they love the work, the atmosphere, etc. It's more a matter of finding willing, able developers. Edit: More info after the first couple of answers: Right now, some of my best developers telecommute (some work from overseas); however, for this question, I'm trying to figure out how to get people who want to live and work full time locally. I need some people with whom I interact every day.

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  • Why do some questions get closed for no reason? [closed]

    - by IVlad
    Recently there was a question asking about generating all subsets of a set using a stack and a queue, which was closed (and now deleted it seems) as not a real question for no good reason, since it didn't fit into any of these conditions: It's difficult to tell what is being asked here. No, it was clear what was being asked. This question is ambiguous, vague, incomplete, or rhetorical and cannot be reasonably answered in its current form. Not ambiguous, not vague, not incomplete, definitely not rhetorical and could easily be answered if one knew the solution. Now, the exact same thing has happened with this question: http://stackoverflow.com/questions/2791982/a-shortest-path-problem-with-superheroes-and-intergalactic-journeys/2793746#2793746 I am interested in hearing a logical argument for why that question is either ambiguous, vague, incomplete, rhetorical or cannot reasonably be answered in its current form. It seems that (the same bunch of) people like to close questions that they think are homework questions, especially when they think people want to be served the solution on a platter, which is also not the case: Any suggestions or ideas of how this problem might be solved would be most welcomed. Most of the time the people asking these questions are very reasonable and appreciate even the most vague idea, yet their question is closed. Let's go further and assume that it IS a homework problem. So what? When I registered here I didn't see any rule that said not to post homework problems, nor do I see such a rule now. What is wrong with posting homework problems that makes people hunt them down with a passion to close them without even reading the entire question body? This site is full of questions asked by people who get paid to know the things they are asking, yet their questions are considered fine. How is solving someone's homework problem worse? In some places (like where I live), computer science is a mandatory high school subject, and not everyone is interested in it. How is helping at least those people worse than doing someone's JOB? Not answering homework questions is fine and it's everyone's choice, but I consider closing them to be an act of power abuse, selfishness, and an insult to the fellow community members who are also interested in a solution or want feedback on their proposed solution. So my questions are: - Why do questions like the above get closed for reasons that do not apply? Why do you close them? Why don't you? - Why doesn't a vote to reopen a question reopen it automatically? Needing 5 votes for a reopen takes too long, and it's not fair because one reopen vote basically cancels out a close vote, making it 4 close votes (or 5 to 1, which is the same as only 4 people wanting to close the question), which isn't enough to close the question. I think a question should only be closed when CloseVotes - ReopenVotes >= 5. I'm hoping this will stay up, but I realize it probably won't. In either case, I think this is worth saying and discussing, since it IS community-related.

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  • Stop Spinning Your Wheels&hellip; Sage Advice for Aspiring Developers

    - by Mark Rackley
    So… lately I’ve been tasked with helping bring some non-developers over the hump and become full-fledged, all around, SharePoint developers. Well, only time will tell if I’m successful or a complete failure. Good thing about failures though, you know what NOT to do next time! Anyway, I’ve been writing some sort of code since I was about 10 years old; so I sometimes take for granted the effort some people have to go through to learn a new technology. I guess if I had to say I was an “expert” in one thing it would be learning (and getting “stuff” done) in new technologies. Maybe that’s why I’ve embraced SharePoint and the SharePoint community. SharePoint is the first technology I haven’t been able to master or get everything done without help from other people. I KNOW I’ll never know it all and I learn something new every day.  It keeps it interesting, it keeps me motivated, and keeps me involved. So, what some people may consider a downside of SharePoint, I definitely consider a plus. Crap.. I’m rambling. Where was I? Oh yeah… me trying to be helpful. Like I said, I am able to quickly and effectively pick up new languages, technology, etc. and put it to good use. Am I just brilliant? Well, my mom thinks so.. but maybe not. Maybe I’ve just been doing it for a long time…. 25 years in some form or fashion… wow I’m old… Anyway, what I lack in depth I make up for in breadth and being the “go-to” guy wherever I work when someone needs to “get stuff done”.  Let’s see if I can take some of that experience and put it to practical use to help new people get up to speed faster, learn things more effectively, and become that go-to guy. First off…  make sure you… Know The Basics I don’t have the time to teach new developers the basics, but you gotta know them. I’ve only been “taught” two languages.. Fortran 77 and C… everything else I’ve picked up from “doing”. I HAD to know the basics though, and all new developers need to understand the very basics of development.  97.23% of all languages will have the following: Variables Functions Arrays If statements For loops / While loops If you think about it, most development is “if this, do this… or while this, do this…”.  “This” may be some unique method to your language or something you develop, but the basics are the basics. YES there are MANY other development topics you need to understand, but you shouldn’t be scratching your head trying to figure out what a ”for loop” is… (Also learn about classes and hashtables as quickly as possible). Once you have the basics down it makes it much easier to… Learn By Doing This may just apply to me and my warped brain.  I don’t learn a new technology by reading or hearing someone speak about it. I learn by doing. It does me no good to try and learn all of the intricacies of a new language or technology inside-and-out before getting my hands dirty. Just show me how to do one thing… let me get that working… then show me how to do the next thing.. let me get that working… Now, let’s see what I can figure out on my own. Okay.. now it starts to make sense. I see how the language works, I can step through the code, and before you know it.. I’m productive in a new technology. Be careful here though…. make sure you… Don’t Reinvent The Wheel People have been writing code for what… 50+ years now? So, why are you trying to tackle ANYTHING without first Googling it with Bing to see what others have done first? When I was first learning C# (I had come from a Java background) I had to call a web service.  Sure! No problem! I’d done this many times in Java. So, I proceeded to write an HTTP Handler, called the Web Service and it worked like a charm!!!  Probably about 2.3 seconds after I got it working completely someone says to me “Why didn’t you just add a Web Reference?” Really? You can do that?  oops… I just wasted a lot of time. Before undertaking the development of any sort of utility method in a new language, make sure it’s not already handled for you… Okay… you are starting to write some code and are curious about the possibilities? Well… don’t just sit there… Try It And See What Happens This is actually one of my biggest pet peeves. “So… ‘x++’ works in C#, but does it also work in JavaScript?”   Really? Did you just ask me that? In the time it spent for you to type that email, press the send button, me receive the email, get around to reading it, and replying with “yes” you could have tested it 47 times and know the answer! Just TRY it! See what happens! You aren’t doing brain surgery. You aren’t going to kill anyone, and you BETTER not be developing in production. So, you are not going to crash any production systems!! Seriously! Get off your butt and just try it yourself. The extra added benefit is that it doesn’t work, the absolute best way to learn is to… Learn From Your Failures I don’t know about you… but if I screw up and something doesn’t work, I learn A LOT more debugging my problem than if everything magically worked. It’s okay that you aren’t perfect! Not everyone can be me? In the same vein… don’t ask someone else to debug your problem until you have made a valiant attempt to do so yourself. There’s nothing quite like stepping through code line by line to see what it’s REALLY doing… and you’ll never feel more stupid sometimes than when you realize WHY it’s not working.. but you realize... you learn... and you remember. There is nothing wrong with failure as long as you learn from it. As you start writing more and more and more code make sure that you ALWAYS… Develop for Production You will soon learn that the “prototype” you wrote last week to show as a “proof of concept” is going to go directly into production no matter how much you beg and plead and try to explain it’s not ready to go into production… it’s going to go straight there.. and it’s like herpes.. it doesn’t go away and there’s no fixing it once it’s in there.  So, why not write ALL your code like it will be put in production? It MIGHT take a little longer, but in the long run it will be easier to maintain, get help on, and you won’t be embarrassed that it’s sitting on a production server for everyone to use and see. So, now that you are getting comfortable and writing code for production it is important to to remember the… KISS Principle… Learn It… Love It… Keep It Simple Stupid Seriously.. don’t try to show how smart you are by writing the most complicated code in history. Break your problem up into discrete steps and write each step. If it turns out you have some redundancy, you can always go back and tweak your code later.  How bad is it when you write code that LOOKS cocky? I’ve seen it before… some of the most abstract and complicated classes when a class wasn’t even needed! Or the most elaborate unreadable code jammed into one really long line when it could have been written in three lines, performed just as well, and been SOOO much easier to maintain. Keep it clear and simple.. baby steps people. This will help you learn the technology, debug problems, AND it will help others help you find your problems if they don’t have to decipher the Dead Sea Scrolls just to figure out what you are trying to do…. Really.. don’t be that guy… try to curb your ego and… Keep an Open Mind No matter how smart you are… how fast you type… or how much you get paid, don’t let your ego get in the way. There is probably a better way to do everything you’ve ever done. Don’t become so cocky that you can’t think someone knows more than you. There’s a lot of brilliant, helpful people out there willing to show you tricks if you just give them a chance. A very super-awesome developer once told me “So what if you’ve been writing code for 10 years or more! Does your code look basically the same? Are you not growing as a developer?” Those 10 years become pretty meaningless if you just “know” that you are right and have not picked up new tips, tricks, methods, and patterns along the way. Learn from others and find out what’s new in development land (you know you don’t have to specifically use pointers anymore??). Along those same lines… If it’s not working, first assume you are doing something wrong. You have no idea how much it annoys people who are trying to help you when you first assume that the help they are trying to give you is wrong. Just MAYBE… you… the person learning is making some small mistake? Maybe you didn’t describe your problem correctly? Maybe you are using the wrong terminology? “I did exactly what you said and it didn’t work.”  Oh really? Are you SURE about that? “Your solution doesn’t work.”  Well… I’m pretty sure it works, I’ve used it 200 times… What are you doing differently? First try some humility and appreciation.. it will go much further, especially when it turns out YOU are the one that is wrong. When all else fails…. Try Professional Training Some people just don’t have the mindset to go and figure stuff out. It’s a gift and not everyone has it. If everyone could do it I wouldn’t have a job and there wouldn’t be professional training available.  So, if you’ve tried everything else and no light bulbs are coming on, contact the experts who specialize in training. Be careful though, there is bad training out there. Want to know the names of some good places? Just shoot me a message and I’ll let you know. I’m boycotting endorsing Andrew Connell anymore until I get that free course dangit!! So… that’s it.. that’s all I got right now. Maybe you thought all of this is common sense, maybe you think I’m smoking crack. If so, don’t just sit there, there’s a comments section for a reason. Finally, what about you? What tips do you have to help this aspiring to learn the dark arts??

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  • SQLAuthority News – Job Interviewing the Right Way (and for the Right Reasons) – Guest Post by Feodor Georgiev

    - by pinaldave
    Feodor Georgiev is a SQL Server database specialist with extensive experience of thinking both within and outside the box. He has wide experience of different systems and solutions in the fields of architecture, scalability, performance, etc. Feodor has experience with SQL Server 2000 and later versions, and is certified in SQL Server 2008. Feodor has written excellent article on Job Interviewing the Right Way. Here is his article in his own language. A while back I was thinking to start a blog post series on interviewing and employing IT personnel. At that time I had just read the ‘Smart and gets things done’ book (http://www.joelonsoftware.com/items/2007/06/05.html) and I was hyped up on some debatable topics regarding finding and employing the best people in the branch. I have no problem with hiring the best of the best; it’s just the definition of ‘the best of the best’ that makes things a bit more complicated. One of the fundamental books one can read on the topic of interviewing is the one mentioned above. If you have not read it, then you must do so; not because it contains the ultimate truth, and not because it gives the answers to most questions on the subject, but because the book contains an extensive set of questions about interviewing and employing people. Of course, a big part of these questions have different answers, depending on location, culture, available funds and so on. (What works in the US may not necessarily work in the Nordic countries or India, or it may work in a different way). The only thing that is valid regardless of any external factor is this: curiosity. In my belief there are two kinds of people – curious and not-so-curious; regardless of profession. Think about it – professional success is directly proportional to the individual’s curiosity + time of active experience in the field. (I say ‘active experience’ because vacations and any distractions do not count as experience :)  ) So, curiosity is the factor which will distinguish a good employee from the not-so-good one. But let’s shift our attention to something else for now: a few tips and tricks for successful interviews. Tip and trick #1: get your priorities straight. Your status usually dictates your priorities; for example, if the person looking for a job has just relocated to a new country, they might tend to ignore some of their priorities and overload others. In other words, setting priorities straight means to define the personal criteria by which the interview process is lead. For example, similar to the following questions can help define the criteria for someone looking for a job: How badly do I need a (any) job? Is it more important to work in a clean and quiet environment or is it important to get paid well (or both, if possible)? And so on… Furthermore, before going to the interview, the candidate should have a list of priorities, sorted by the most importance: e.g. I want a quiet environment, x amount of money, great helping boss, a desk next to a window and so on. Also it is a good idea to be prepared and know which factors can be compromised and to what extent. Tip and trick #2: the interview is a two-way street. A job candidate should not forget that the interview process is not a one-way street. What I mean by this is that while the employer is interviewing the potential candidate, the job seeker should not miss the chance to interview the employer. Usually, the employer and the candidate will meet for an interview and talk about a variety of topics. In a quality interview the candidate will be presented to key members of the team and will have the opportunity to ask them questions. By asking the right questions both parties will define their opinion about each other. For example, if the candidate talks to one of the potential bosses during the interview process and they notice that the potential manager has a hard time formulating a question, then it is up to the candidate to decide whether working with such person is a red flag for them. There are as many interview processes out there as there are companies and each one is different. Some bigger companies and corporates can afford pre-selection processes, 3 or even 4 stages of interviews, small companies usually settle with one interview. Some companies even give cognitive tests on the interview. Why not? In his book Joel suggests that a good candidate should be pampered and spoiled beyond belief with a week-long vacation in New York, fancy hotels, food and who knows what. For all I can imagine, an interview might even take place at the top of the Eifel tower (right, Mr. Joel, right?) I doubt, however, that this is the optimal way to capture the attention of a good employee. The ‘curiosity’ topic What I have learned so far in my professional experience is that opinions can be subjective. Plus, opinions on technology subjects can also be subjective. According to Joel, only hiring the best of the best is worth it. If you ask me, there is no such thing as best of the best, simply because human nature (well, aside from some physical limitations, like putting your pants on through your head :) ) has no boundaries. And why would it have boundaries? I have seen many curious and interesting people, naturally good at technology, though uninterested in it as one  can possibly be; I have also seen plenty of people interested in technology, who (in an ideal world) should have stayed far from it. At any rate, all of this sums up at the end to the ‘supply and demand’ factor. The interview process big-bang boils down to this: If there is a mutual benefit for both the employer and the potential employee to work together, then it all sorts out nicely. If there is no benefit, then it is much harder to get to a common place. Tip and trick #3: word-of-mouth is worth a thousand words Here I would just mention that the best thing a job candidate can get during the interview process is access to future team members or other employees of the new company. Nowadays the world has become quite small and everyone knows everyone. Look at LinkedIn, look at other professional networks and you will realize how small the world really is. Knowing people is a good way to become more approachable and to approach them. Tip and trick #4: Be confident. It is true that for some people confidence is as natural as breathing and others have to work hard to express it. Confidence is, however, a key factor in convincing the other side (potential employer or employee) that there is a great chance for success by working together. But it cannot get you very far if it’s not backed up by talent, curiosity and knowledge. Tip and trick #5: The right reasons What really bothers me in Sweden (and I am sure that there are similar situations in other countries) is that there is a tendency to fill quotas and to filter out candidates by criteria different from their skill and knowledge. In job ads I see quite often the phrases ‘positive thinker’, ‘team player’ and many similar hints about personality features. So my guess here is that discrimination has evolved to a new level. Let me clear up the definition of discrimination: ‘unfair treatment of a person or group on the basis of prejudice’. And prejudice is the ‘partiality that prevents objective consideration of an issue or situation’. In other words, there is not much difference whether a job candidate is filtered out by race, gender or by personality features – it is all a bad habit. And in reality, there is no proven correlation between the technology knowledge paired with skills and the personal features (gender, race, age, optimism). It is true that a significantly greater number of Darwin awards were given to men than to women, but I am sure that somewhere there is a paper or theory explaining the genetics behind this. J This topic actually brings to mind one of my favorite work related stories. A while back I was working for a big company with many teams involved in their processes. One of the teams was occupying 2 rooms – one had the team members and was full of light, colorful posters, chit-chats and giggles, whereas the other room was dark, lighted only by a single monitor with a quiet person in front of it. Later on I realized that the ‘dark room’ person was the guru and the ultimate problem-solving-brain who did not like the chats and giggles and hence was in a separate room. In reality, all severe problems which the chatty and cheerful team members could not solve and all emergencies were directed to ‘the dark room’. And thus all worked out well. The moral of the story: Personality has nothing to do with technology knowledge and skills. End of story. Summary: I’d like to stress the fact that there is no ultimately perfect candidate for a job, and there is no such thing as ‘best-of-the-best’. From my personal experience, the main criteria by which I measure people (co-workers and bosses) is the curiosity factor; I know from experience that the more curious and inventive a person is, the better chances there are for great achievements in their field. Related stories: (for extra credit) 1) Get your priorities straight. A while back as a consultant I was working for a few days at a time at different offices and for different clients, and so I was able to compare and analyze the work environments. There were two different places which I compared and recently I asked a friend of mine the following question: “Which one would you prefer as a work environment: a noisy office full of people, or a quiet office full of faulty smells because the office is rarely cleaned?” My friend was puzzled for a while, thought about it and said: “Hmm, you are talking about two different kinds of pollution… I will probably choose the second, since I can clean the workplace myself a bit…” 2) The interview is a two-way street. One time, during a job interview, I met a potential boss that had a hard time phrasing a question. At that particular time it was clear to me that I would not have liked to work under this person. According to my work religion, the properly asked question contains at least half of the answer. And if I work with someone who cannot ask a question… then I’d be doing double or triple work. At another interview, after the technical part with the team leader of the department, I was introduced to one of the team members and we were left alone for 5 minutes. I immediately jumped on the occasion and asked the blunt question: ‘What have you learned here for the past year and how do you like your job?’ The team member looked at me and said ‘Nothing really. I like playing with my cats at home, so I am out of here at 5pm and I don’t have time for much.’ I was disappointed at the time and I did not take the job offer. I wasn’t that shocked a few months later when the company went bankrupt. 3) The right reasons to take a job: personality check. A while back I was asked to serve as a job reference for a coworker. I agreed, and after some weeks I got a phone call from the company where my colleague was applying for a job. The conversation started with the manager’s question about my colleague’s personality and about their social skills. (You can probably guess what my internal reaction was… J ) So, after 30 minutes of pouring common sense into the interviewer’s head, we finally agreed on the fact that a shy or quiet personality has nothing to do with work skills and knowledge. Some years down the road my former colleague is taking the manager’s position as the manager is demoted to a different department. Reference: Feodor Georgiev, Pinal Dave (http://blog.SQLAuthority.com) Filed under: PostADay, Readers Contribution, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL, Technology

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  • Testing Entity Framework applications, pt. 3: NDbUnit

    - by Thomas Weller
    This is the third of a three part series that deals with the issue of faking test data in the context of a legacy app that was built with Microsoft's Entity Framework (EF) on top of an MS SQL Server database – a scenario that can be found very often. Please read the first part for a description of the sample application, a discussion of some general aspects of unit testing in a database context, and of some more specific aspects of the here discussed EF/MSSQL combination. Lately, I wondered how you would ‘mock’ the data layer of a legacy application, when this data layer is made up of an MS Entity Framework (EF) model in combination with a MS SQL Server database. Originally, this question came up in the context of how you could enable higher-level integration tests (automated UI tests, to be exact) for a legacy application that uses this EF/MSSQL combo as its data store mechanism – a not so uncommon scenario. The question sparked my interest, and I decided to dive into it somewhat deeper. What I've found out is, in short, that it's not very easy and straightforward to do it – but it can be done. The two strategies that are best suited to fit the bill involve using either the (commercial) Typemock Isolator tool or the (free) NDbUnit framework. The use of Typemock was discussed in the previous post, this post now will present the NDbUnit approach... NDbUnit is an Apache 2.0-licensed open-source project, and like so many other Nxxx tools and frameworks, it is basically a C#/.NET port of the corresponding Java version (DbUnit namely). In short, it helps you in flexibly managing the state of a database in that it lets you easily perform basic operations (like e.g. Insert, Delete, Refresh, DeleteAll)  against your database and, most notably, lets you feed it with data from external xml files. Let's have a look at how things can be done with the help of this framework. Preparing the test data Compared to Typemock, using NDbUnit implies a totally different approach to meet our testing needs.  So the here described testing scenario requires an instance of an SQL Server database in operation, and it also means that the Entity Framework model that sits on top of this database is completely unaffected. First things first: For its interactions with the database, NDbUnit relies on a .NET Dataset xsd file. See Step 1 of their Quick Start Guide for a description of how to create one. With this prerequisite in place then, the test fixture's setup code could look something like this: [TestFixture, TestsOn(typeof(PersonRepository))] [Metadata("NDbUnit Quickstart URL",           "http://code.google.com/p/ndbunit/wiki/QuickStartGuide")] [Description("Uses the NDbUnit library to provide test data to a local database.")] public class PersonRepositoryFixture {     #region Constants     private const string XmlSchema = @"..\..\TestData\School.xsd";     #endregion // Constants     #region Fields     private SchoolEntities _schoolContext;     private PersonRepository _personRepository;     private INDbUnitTest _database;     #endregion // Fields     #region Setup/TearDown     [FixtureSetUp]     public void FixtureSetUp()     {         var connectionString = ConfigurationManager.ConnectionStrings["School_Test"].ConnectionString;         _database = new SqlDbUnitTest(connectionString);         _database.ReadXmlSchema(XmlSchema);         var entityConnectionStringBuilder = new EntityConnectionStringBuilder         {             Metadata = "res://*/School.csdl|res://*/School.ssdl|res://*/School.msl",             Provider = "System.Data.SqlClient",             ProviderConnectionString = connectionString         };         _schoolContext = new SchoolEntities(entityConnectionStringBuilder.ConnectionString);         _personRepository = new PersonRepository(this._schoolContext);     }     [FixtureTearDown]     public void FixtureTearDown()     {         _database.PerformDbOperation(DbOperationFlag.DeleteAll);         _schoolContext.Dispose();     }     ...  As you can see, there is slightly more fixture setup code involved if your tests are using NDbUnit to provide the test data: Because we're dealing with a physical database instance here, we first need to pick up the test-specific connection string from the test assemblies' App.config, then initialize an NDbUnit helper object with this connection along with the provided xsd file, and also set up the SchoolEntities and the PersonRepository instances accordingly. The _database field (an instance of the INdUnitTest interface) will be our single access point to the underlying database: We use it to perform all the required operations against the data store. To have a flexible mechanism to easily insert data into the database, we can write a helper method like this: private void InsertTestData(params string[] dataFileNames) {     _database.PerformDbOperation(DbOperationFlag.DeleteAll);     if (dataFileNames == null)     {         return;     }     try     {         foreach (string fileName in dataFileNames)         {             if (!File.Exists(fileName))             {                 throw new FileNotFoundException(Path.GetFullPath(fileName));             }             _database.ReadXml(fileName);             _database.PerformDbOperation(DbOperationFlag.InsertIdentity);         }     }     catch     {         _database.PerformDbOperation(DbOperationFlag.DeleteAll);         throw;     } } This lets us easily insert test data from xml files, in any number and in a  controlled order (which is important because we eventually must fulfill referential constraints, or we must account for some other stuff that imposes a specific ordering on data insertion). Again, as with Typemock, I won't go into API details here. - Unfortunately, there isn't too much documentation for NDbUnit anyway, other than the already mentioned Quick Start Guide (and the source code itself, of course) - a not so uncommon problem with smaller Open Source Projects. Last not least, we need to provide the required test data in xml form. A snippet for data from the People table might look like this, for example: <?xml version="1.0" encoding="utf-8" ?> <School xmlns="http://tempuri.org/School.xsd">   <Person>     <PersonID>1</PersonID>     <LastName>Abercrombie</LastName>     <FirstName>Kim</FirstName>     <HireDate>1995-03-11T00:00:00</HireDate>   </Person>   <Person>     <PersonID>2</PersonID>     <LastName>Barzdukas</LastName>     <FirstName>Gytis</FirstName>     <EnrollmentDate>2005-09-01T00:00:00</EnrollmentDate>   </Person>   <Person>     ... You can also have data from various tables in one single xml file, if that's appropriate for you (but beware of the already mentioned ordering issues). It's true that your test assembly may end up with dozens of such xml files, each containing quite a big amount of text data. But because the files are of very low complexity, and with the help of a little bit of Copy/Paste and Excel magic, this appears to be well manageable. Executing some basic tests Here are some of the possible tests that can be written with the above preparations in place: private const string People = @"..\..\TestData\School.People.xml"; ... [Test, MultipleAsserts, TestsOn("PersonRepository.GetNameList")] public void GetNameList_ListOrdering_ReturnsTheExpectedFullNames() {     InsertTestData(People);     List<string> names =         _personRepository.GetNameList(NameOrdering.List);     Assert.Count(34, names);     Assert.AreEqual("Abercrombie, Kim", names.First());     Assert.AreEqual("Zheng, Roger", names.Last()); } [Test, MultipleAsserts, TestsOn("PersonRepository.GetNameList")] [DependsOn("RemovePerson_CalledOnce_DecreasesCountByOne")] public void GetNameList_NormalOrdering_ReturnsTheExpectedFullNames() {     InsertTestData(People);     List<string> names =         _personRepository.GetNameList(NameOrdering.Normal);     Assert.Count(34, names);     Assert.AreEqual("Alexandra Walker", names.First());     Assert.AreEqual("Yan Li", names.Last()); } [Test, TestsOn("PersonRepository.AddPerson")] public void AddPerson_CalledOnce_IncreasesCountByOne() {     InsertTestData(People);     int count = _personRepository.Count;     _personRepository.AddPerson(new Person { FirstName = "Thomas", LastName = "Weller" });     Assert.AreEqual(count + 1, _personRepository.Count); } [Test, TestsOn("PersonRepository.RemovePerson")] public void RemovePerson_CalledOnce_DecreasesCountByOne() {     InsertTestData(People);     int count = _personRepository.Count;     _personRepository.RemovePerson(new Person { PersonID = 33 });     Assert.AreEqual(count - 1, _personRepository.Count); } Not much difference here compared to the corresponding Typemock versions, except that we had to do a bit more preparational work (and also it was harder to get the required knowledge). But this picture changes quite dramatically if we look at some more demanding test cases: Ok, and what if things are becoming somewhat more complex? Tests like the above ones represent the 'easy' scenarios. They may account for the biggest portion of real-world use cases of the application, and they are important to make sure that it is generally sound. But usually, all these nasty little bugs originate from the more complex parts of our code, or they occur when something goes wrong. So, for a testing strategy to be of real practical use, it is especially important to see how easy or difficult it is to mimick a scenario which represents a more complex or exceptional case. The following test, for example, deals with the case that there is some sort of invalid input from the caller: [Test, MultipleAsserts, TestsOn("PersonRepository.GetCourseMembers")] [Row(null, typeof(ArgumentNullException))] [Row("", typeof(ArgumentException))] [Row("NotExistingCourse", typeof(ArgumentException))] public void GetCourseMembers_WithGivenVariousInvalidValues_Throws(string courseTitle, Type expectedInnerExceptionType) {     var exception = Assert.Throws<RepositoryException>(() =>                                 _personRepository.GetCourseMembers(courseTitle));     Assert.IsInstanceOfType(expectedInnerExceptionType, exception.InnerException); } Apparently, this test doesn't need an 'Arrange' part at all (see here for the same test with the Typemock tool). It acts just like any other client code, and all the required business logic comes from the database itself. This doesn't always necessarily mean that there is less complexity, but only that the complexity happens in a different part of your test resources (in the xml files namely, where you sometimes have to spend a lot of effort for carefully preparing the required test data). Another example, which relies on an underlying 1-n relationship, might be this: [Test, MultipleAsserts, TestsOn("PersonRepository.GetCourseMembers")] public void GetCourseMembers_WhenGivenAnExistingCourse_ReturnsListOfStudents() {     InsertTestData(People, Course, Department, StudentGrade);     List<Person> persons = _personRepository.GetCourseMembers("Macroeconomics");     Assert.Count(4, persons);     Assert.ForAll(         persons,         @p => new[] { 10, 11, 12, 14 }.Contains(@p.PersonID),         "Person has none of the expected IDs."); } If you compare this test to its corresponding Typemock version, you immediately see that the test itself is much simpler, easier to read, and thus much more intention-revealing. The complexity here lies hidden behind the call to the InsertTestData() helper method and the content of the used xml files with the test data. And also note that you might have to provide additional data which are not even directly relevant to your test, but are required only to fulfill some integrity needs of the underlying database. Conclusion The first thing to notice when comparing the NDbUnit approach to its Typemock counterpart obviously deals with performance: Of course, NDbUnit is much slower than Typemock. Technically,  it doesn't even make sense to compare the two tools. But practically, it may well play a role and could or could not be an issue, depending on how much tests you have of this kind, how often you run them, and what role they play in your development cycle. Also, because the dataset from the required xsd file must fully match the database schema (even in parts that otherwise wouldn't be relevant to you), it can be quite cumbersome to be in a team where different people are working with the database in parallel. My personal experience is – as already said in the first part – that Typemock gives you a better development experience in a 'dynamic' scenario (when you're working in some kind of TDD-style, you're oftentimes executing the tests from your dev box, and your database schema changes frequently), whereas the NDbUnit approach is a good and solid solution in more 'static' development scenarios (when you need to execute the tests less frequently or only on a separate build server, and/or the underlying database schema can be kept relatively stable), for example some variations of higher-level integration or User-Acceptance tests. But in any case, opening Entity Framework based applications for testing requires a fair amount of resources, planning, and preparational work – it's definitely not the kind of stuff that you would call 'easy to test'. Hopefully, future versions of EF will take testing concerns into account. Otherwise, I don't see too much of a future for the framework in the long run, even though it's quite popular at the moment... The sample solution A sample solution (VS 2010) with the code from this article series is available via my Bitbucket account from here (Bitbucket is a hosting site for Mercurial repositories. The repositories may also be accessed with the Git and Subversion SCMs - consult the documentation for details. In addition, it is possible to download the solution simply as a zipped archive – via the 'get source' button on the very right.). The solution contains some more tests against the PersonRepository class, which are not shown here. Also, it contains database scripts to create and fill the School sample database. To compile and run, the solution expects the Gallio/MbUnit framework to be installed (which is free and can be downloaded from here), the NDbUnit framework (which is also free and can be downloaded from here), and the Typemock Isolator tool (a fully functional 30day-trial is available here). Moreover, you will need an instance of the Microsoft SQL Server DBMS, and you will have to adapt the connection strings in the test projects App.config files accordingly.

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  • What do we call to "non-programmers" ? ( Like "muggle" in HP ) [closed]

    - by OscarRyz
    Sometimes I want to refer to people without coding powers as Muggles. But it doesn't quite feel right. Gamers have n00b ( but still a n00b has some notion of gaming ) I mean, for all those who Windows in the only OS in the world ( what's an OS ? would they ask ) For project manager who can't distinguish between excel and a database. For those who exclaim "Wooow! when you show them the ctrl-right click to see the webpage source code. What would be a good word to describe to these "persons without lack of coding ability?" Background I didn't mean to be disrespectful with ordinary people. It's just, sometimes it drives me nuts seeing coworkers struggling trying to explain to these "people" some concept. For instance, recently we were asked, what a "ear" was (in Java). My coworker was struggling on how to explain what is was, and how it differ from .war, .jar, etc. and talking about EJB's application server, deployment etc, and our "people"1 was like o_O. I realize a better way to explain was "Think about it as an installer for the application, similar to install.exe" and he understood immediately. This is none's fault, it is sometimes our "poeple" come from different background, that's it. Is our responsibility to talk at a level they can understand, some coworkers, don't get it and try very hard to explain programming concepts ( like the source code in the browser ). But I get the point, we I don't need to be disrespectful. ... But, I'm considering call them pebkac's 1As suggested

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  • Mr Flibble: As Seen Through a Lens, Darkly

    - by Phil Factor
    One of the rewarding things about getting involved with Simple-Talk has been in meeting and working with some pretty daunting talents. I’d like to say that Dom Reed’s talents are at the end of the visible spectrum, but then there is Richard, who pops up on national radio occasionally, presenting intellectual programs, Andrew, master of the ukulele, with his pioneering local history work, and Tony with marathon running and his past as a university lecturer. However, Dom, who is Red Gate’s head of creative design and who did the preliminary design work for Simple-Talk, has taken the art photography to an extreme that was impossible before Photoshop. He’s not the first person to take a photograph of himself every day for two years, but he is definitely the first to weave the results into a frightening narrative that veers from comedy to pathos, using all the arts of Photoshop to create a fictional character, Mr Flibble.   Have a look at some of the Flickr pages. Uncle Spike The B-Men – Woolverine The 2011 BoyZ iN Sink reunion tour turned out to be their last Error 404 – Flibble not found Mr Flibble is not a normal type of alter-ego. We generally prefer to choose bronze age warriors of impossibly magnificent physique and stamina; superheroes who bestride the world, scorning the forces of evil and anarchy in a series noble and righteous quests. Not so Dom, whose Mr Flibble is vulnerable, and laid low by an addiction to toxic substances. His work has gained an international cult following and is used as course material by several courses in photography. Although his work was for a while ignored by the more conventional world of ‘art’ photography they became famous through the internet. His photos have received well over a million views on Flickr. It was definitely time to turn this work into a book, because the whole sequence of images has its maximum effect when seen in sequence. He has a Kickstarter project page, one of the first following the recent UK launch of the crowdfunding platform. The publication of the book should be a major event and the £45 I shall divvy up will be one of the securest investments I shall ever make. The local news in Cambridge picked up on the project and I can quote from the report by the excellent Cabume website , the source of Tech news from the ‘Cambridge cluster’ Put really simply Mr Flibble likes to dress up and take pictures of himself. One of the benefits of a split personality, however is that Mr Flibble is supported in his endeavour by Reed’s top notch photography skills, supreme mastery of Photoshop and unflinching dedication to the cause. The duo have collaborated to take a picture every day for the past 730-plus days. It is not a big surprise that neither Mr Flibble nor Reed watches any TV: In addition to his full-time role at Cambridge software house,Red Gate Software as head of creativity and the two to five hours a day he spends taking the Mr Flibble shots, Reed also helps organise the . And now Reed is using Kickstarter to see if the world is ready for a Mr Flibble coffee table book. Judging by the early response it is. At the time of writing, just a few days after it went live, ‘I Drink Lead Paint: An absurd photography book by Mr Flibble’ had raised £1,545 of the £10,000 target it needs to raise by the Friday 30 November deadline from 37 backers. Following the standard Kickstarter template, Reed is offering a series of rewards based on the amount pledged, ranging from a Mr Flibble desktop wallpaper for pledges of £5 or more to a signed copy of the book for pledges of £45 or more, right up to a starring role in the book for £1,500. Mr Flibble is unquestionably one of the more deranged Kickstarter hopefuls, but don’t think for a second that he doesn’t have a firm grasp on the challenges he faces on the road to immortalisation on 150 gsm stock. Under the section ‘risks and challenges’ on his Kickstarter page his statement begins: “An angry horde of telepathic iguanas discover the world’s last remaining stock of vintage lead paint and hold me to ransom. Gosh how I love to guzzle lead paint. Anyway… faced with such brazen bravado, I cower at the thought of taking on their combined might and die a sad and lonely Flibble deprived of my one and only true liquid love.” At which point, Reed manages to wrestle away the keyboard, giving him the opportunity to present slightly more cogent analysis of the obstacles the project must still overcome. We asked Reed a few questions about Mr Flibble’s Kickstarter adventure and felt that his responses were worth publishing in full: Firstly, how did you manage it – holding down a full time job and also conceiving and executing these ideas on a daily basis? I employed a small team of ferocious gerbils to feed me ideas on a daily basis. Whilst most of their ideas were incomprehensibly rubbish and usually revolved around food, just occasionally they’d give me an idea like my B-Men series. As a backup plan though, I found that the best way to generate ideas was to actually start taking photos. If I were to stand in front of the camera, pull a silly face, place a vegetable on my head or something else equally stupid, the resulting photo of that would typically spark an idea when I came to look at it. Sitting around idly trying to think of an idea was doomed to result in no ideas. I admit that I really struggled with time. I’m proud that I never missed a day, but it was definitely hard when you were late from work, tired or doing something socially on the same day. I don’t watch TV, which I guess really helps, because I’d frequently be spending 2-5 hours taking and processing the photos every day. Are there any overlaps between software development and creative thinking? Software is an inherently creative business and the speed that it moves ensures you always have to find solutions to new things. Everyone in the team needs to be a problem solver. Has it helped me specifically with my photography? Probably. Working within teams that continually need to figure out new stuff keeps the brain feisty I suppose, and I guess I’m continually exposed to a lot of possible sources of inspiration. How specifically will this Kickstarter project allow you to test the commercial appeal of your work and do you plan to get the book into shops? It’s taken a while to be confident saying it, but I know that people like the work that I do. I’ve had well over a million views of my pictures, many humbling comments and I know I’ve garnered some loyal fans out there who anticipate my next photo. For me, this Kickstarter is about seeing if there’s worth to my work beyond just making people smile. In an online world where there’s an abundance of freely available content, can you hope to receive anything from what you do, or would people just move onto the next piece of content if you happen to ask for some support? A book has been the single-most requested thing that people have asked me to produce and it’s something that I feel would showcase my work well. It’s just hard to convince people in the publishing industry just now to take any kind of risk – they’ve been hit hard. If I can show that people would like my work enough to buy a book, then it sends a pretty clear picture that publishers might hear, or it gives me the confidence enough to invest in myself a bit more – hard to do when you’re riddled with self-doubt! I’d love to see my work in the shops, yes. I could see it being the thing that someone flips through idly as they’re Christmas shopping and recognizing that it’d be just the perfect gift for their difficult to buy for friend or relative. That said, working in the software industry means I’m clearly aware of how I could use technology to distribute my work, but I can’t deny that there’s something very appealing to having a physical thing to hold in your hands. If the project is successful is there a chance that it could become a full-time job? At the moment that seems like a distant dream, as should this be successful, there are many more steps I’d need to take to reach any kind of business viability. Kickstarter seems exactly that – a way for people to help kick start me into something that could take off. If people like my work and want me to succeed with it, then taking a look at my Kickstarter page (and hopefully pledging a bit of support) would make my elbows blush considerably. So there is is. An opportunity to open the wallet just a bit to ensure that one of the more unusual talents sees the light in the format it deserves.  

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