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  • 525 m nvidia grapic card is not work in Linux

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

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  • Custom trackpad mapping doesn't work for all applications

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

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  • hotkeys do not work sometimes in ubuntu 12.04

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

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  • Touchpad doesn't work after logging in

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

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

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

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

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

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  • Do Great Work

    - by user12601034
    Have you ever attended an online conference and actually had a desire to attend all of it?? Yesterday I attended the first day of the Great Work MBA program, sponsored by Box of Crayons and hosted by Michael Bungay Stanier. The topic of the day was “Grounding Yourself,” and the day featured five speakers on five different topics. I have to admit that I started the first session with kind of a “blech” feeling that I didn’t really want to participate, but for some reason I did. So I listened to the first session, and I was hooked. I ended up listening to all of the sessions for the day, and I had some great take-aways from the sessions – my highlights included: The opposite of bravery isn’t fear, it’s settling. In essence, you need to be brave in order to accomplish anything. If you’re settling, you’re not being brave, and your accomplishments will likely be lackluster. Bravery requires confidence and permission. You need to work at being brave by taking small wins, build them up and then take slightly larger risks. Additionally, you need to “claim your own crown.” Nobody in the business world is going to give you permission to be a guru in X – you need to give yourself permission to become a guru in X and then do it. Fall in love with obstacles. Everyone is going to face some form of failure. One way to deal with this is to fall in love with solving the puzzle of obstacles. You don’t have to hit it if you can go around it. Understanding purpose brings out the best in people and the best people. As a leader, drawing in people who are passionate and highly motivated about their work creates velocity for your organization. Being clear about purpose is the first step in doing this. You must own your own story. Everything about you creates a “unique you” that is distinct from everyone else. As you take ownership of this, it becomes part of your strength. It’s not a strength if you’re running away from it. Focus on what’s right. Be aware of your tendency to interpret a situation a certain way and differentiate between helpful and unhelpful interpretations. Three questions for how to think differently: 1) Why? 2) Who says so? 3) What would happen if? These three questions can help you build alternative perspectives and options that can increase resiliency. Even though this first day was focused on “Grounding Yourself,” I see plenty of application in the corporate environment for both individuals and leaders of teams. To apply these highlights to my work environment, I would do the following: Understand the purpose – of my company, of my team and of my role on the team. If I know the purpose, I know what I need to bring to the table to make me, my team and my company successful. Declare your goals…your BEHAGS (big, hairy, audacious goals).Have the confidence to declare what you and/or your team is going to accomplish.Sure, you might have to re-state those goals down the line, but you can learn from that as well. Get creative about achieving your goals.Break down your obstacles by asking yourself what is going to stop you from achieving your goals and then, for each obstacles, ask those three questions:Why?Who says so? What would happen if? Focus on what’s right.I had a manager who asked us to write status reports every week.“Status” consisted of 1) What did I accomplish; 2) What will I accomplish next week; 3) How can my manager help me.The focus on our status report was always “what’s right”(“what’s wrong” was always a conversation at the point in time it was needed). I’m normally a skeptic of online webcasts/conferences, and I normally expect to take away maybe one or two ideas. I’m really glad, however, that I took the time to listen to all of the sessions yesterday, and I hope that my take-aways inspire you to think about how you might do great work also. --

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  • Incentivizing Work with Development Teams

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

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

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

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  • Complex SQL Query similar to a z order problem

    - by AaronLS
    I have a complex SQL problem in MS SQL Server, and in drawing on a piece of paper I realized that I could think of it as a single bar filled with rectangles, each rectangle having segments with different Z orders. In reality it has nothing to do with z order or graphics at all, but more to do with some complex business rules that would be difficult to explain. Howoever, if anyone has ideas on how to solve the below that will give me my solution. I have the following data: ObjectID, PercentOfBar, ZOrder (where smaller is closer) A, 100, 6 B, 50, 5 B, 50, 4 C, 30, 3 C, 70, 6 The result of my query that I want is this, in any order: PercentOfBar, ZOrder 50, 5 20, 4 30, 3 Think of it like this, if I drew rectangle A, it would fill 100% of the bar and have a z order of 6. 66666666666 AAAAAAAAAAA If I then layed out rectangle B, consisting of two segments, both segments would cover up rectangle A resulting in the following rendering: 4444455555 BBBBBBBBBB As a rule of thumb, for a given rectangle, it's segments should be layed out such that the highest z order is to the right of the lower Z orders. Finally rectangle C would cover up only portions of Rectangle B with it's 30% segment that is z order 3, which would be on the left. You can hopefully see how the is represented in the output dataset I listed above: 3334455555 CCCBBBBBBB Now to make things more complicated I actually have a 4th column such that this grouping occurs for each key: Input: SomeKey, ObjectID, PercentOfBar, ZOrder (where smaller is closer) X, A, 100, 6 X, B, 50, 5 X, B, 50, 4 X, C, 30, 3 X, C, 70, 6 Y, A, 100, 6 Z, B, 50, 2 Z, B, 50, 6 Z, C, 100, 5 Output: SomeKey, PercentOfBar, ZOrder X, 50, 5 X, 20, 4 X, 30, 3 Y, 100, 6 Z, 50, 2 Z, 50, 5 Notice in the output, the PercentOfBar for each SomeKey would add up to 100%. This is one I know I'm going to be thinking about when I go to bed tonight. Just to be explicit and have a question: What would be a query that would produce the results described above?

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  • Sql order by within a group by with aggregate

    - by NG
    Say I have Team/Name/Some number Cardinals Jason 8 Cardinals Chris 5 Yankees Joba 6 Cubs Carlos 6 Cardinals Chris 6 And I want Cardinals Jason 8 Cardinals Chris 11 Cubs Carlos 6 Yankees Joba 6 So, what I'm doing is grouping by team, grouping by name, summing by some number However, within cardinals I want to make sure the names are in a particular order. If I just do an "order by name desc" for example then the the whole grouping gets ignored. So how can I order within a group.

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  • Ember.js CollectionView order

    - by ilia choly
    I have an ArrayController which is periodically updated. It has a sorted computed property which keeps things in order. I'm trying to use a CollectionView with it's content property bound to the sorted property, but it's not rendering them in the correct order. demo I've obviously made the false assumption that order is maintained between the content and childViews property. What is the correct way to do this?

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  • c# order preserving data structures

    - by Oren Mazor
    Oddly enough, MSDN has no information on the order preserving properties of data structures. So I've been making the assumption that: Hashtable and Hashset do not preserve the insertion order (aka the "hash" in there is a giveaway) Dictionary and List DO preserve the insertion order. from this I extrapolate that if I have a Dictionary<double,double> foo that defines a curve, foo.Keys.ToList() and foo.Values.ToList() will give me an ordered list of the scope and domain of that curve without messing about with it?

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  • Django TestCase testing order

    - by ziang
    If there are several methods in the test class, I found that the order to execute is alphabetical. But I want to customize the order of execution. How to define the execution order? For example: testTestA will be loaded first than testTestB. class Test(TestCase): def setUp(self): ... def testTestB(self): #test code def testTestA(self): #test code

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  • Magento- custom attribute causes blank order number.

    - by frank
    Hi- I created a simple custom attribute on the sales/order entity. Now, for new orders, order number is null. I looked at the sales_order table, and sure enough, increment_id is null... can anyone help me out, I am stumped? This is my setup.php: `public function getDefaultEntities() { return array( 'order' => array( 'entity_model' => 'sales/order', //'attribute_model' => 'catalog/resource_eav_attribute', 'table' => 'sales/order', 'attributes' => array( 'pr_email_sent' => array( 'label' => 'prEmailSent', 'type' => 'varchar', 'default' => 'false' ), ) ) ); }` This is my config.xml <fieldsets> <sales_order> <pr_email_sent><create>1</create><update>1</update></pr_email_sent> </sales_order> </fieldsets> Thanks.

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  • How to use Linq group a order list by Date

    - by Daoming Yang
    I have a order list and want to group them by the created date. Each order's created datetime will be like "2010-03-13 11:17:16.000" How can I make them only group by date like "2010-03-13"? var items = orderList.GroupBy(t => t.DateCreated) .Select(g => new Order() { DateCreated = g.Key }) .OrderByDescending(x => x.OrderID).ToList();

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  • Zend Framework - applying order by on a nested query

    - by Gublooo
    Hey guys This might be a very simple thing. Check out the normal sql query below (select * from shopping order by shopping_id desc limit 5) order by RAND() This query runs successfully in mysql - not sure if this is the right way of doing it - but it works. It gets the last 5 ids from shopping table and randomly orders them everytime I want to achieve this in Zend. I'm not sure how to execute the first part and then apply the RAND clause to the results - what I have below does not do that. $select = $this-select() -from(array('sh'='shopping')) -order('shopping_id desc') -limit(5) -order('RAND()');

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  • MySQL UNION query from one table + ORDER BY

    - by ilnur777
    I have one table with two queries and I need to sort it with descending type using ORDER BY. Here is my MySQL query that does not work properly: (SELECT `text` FROM `comments` WHERE user_fr='".$user."' && archive='1' ORDER BY `is_new_fr` DESC) UNION (SELECT `text` FROM `message` WHERE user_to='".$user."' && archive='1' ORDER BY `is_new_to` DESC) Description! is_new_fr and is_new_to counts total new messages. Here is my table contant: user_fr | user_to | archive | is_new_fr | is_new_to| text name1 | name2 | 1 | 2 | 0 | testing... name2 | name1 | 1 | 0 | 5 | testing ... I want to make an order that 1st will display note that has more messages to few, or by another words using DESCending type. This is the display on the page I want to do: Open dialog with name2. Messages (5) Open dialog with name1. Messages (2) Thank you!

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  • Saving jQuery UI Sortable's order to Backbone.js Collection

    - by VirtuosiMedia
    I have a Backbone.js collection that I would like to be able to sort using jQuery UI's Sortable. Nothing fancy, I just have a list that I would like to be able to sort. The problem is that I'm not sure how to get the current order of items after being sorted and communicate that to the collection. Sortable can serialize itself, but that won't give me the model data I need to give to the collection. Ideally, I'd like to be able to just get an array of the current order of the models in the collection and use the reset method for the collection, but I'm not sure how to get the current order. Please share any ideas or examples for getting an array with the current model order.

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  • SSRS 2008 Need to lookup customer name with largest order

    - by Chris
    Hi, I'm creating an SSRS report which contains a table of orders, grouped by day. Now I can easily get the max order value for the day and put it in the group header by using the SSRS MAX() function. However, I also want to get the corresponding customer name who placed this order, and place this in the group header too. We can assume my result set simply contains date, name and order value. Is there any way to do this in SSRS 2008? Thanks

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  • Find model records by ID in the order the array of IDs were given

    - by defaye
    I have a query to get the IDs of people in a particular order, say: ids = [1, 3, 5, 9, 6, 2] I then want to fetch those people by Person.find(ids) But they are always fetched in numerical order, I know this by performing: people = Person.find(ids).map(&:id) => [1, 2, 3, 5, 6, 9] How can I run this query so that the order is the same as the order of the ids array? I made this task more difficult as I wanted to only perform the query to fetch people once, from the IDs given. So, performing multiple queries is out of the question. I tried something like: ids.each do |i| person = people.where('id = ?', i) But I don't think this works.

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  • Reconstructing the disk order in RAID 6 with 7 disks

    - by rkotulla
    a little background to this question first: I am running a RAID-6 within a QNAP TS869L external RAID/NAS system. I started with 5 disks of 3 TB each back in the day, and later added another 2 disks of 3TB to the RAID. The QNAP internals handled the growing and re-syncing etc, and everything seemd to be perfectly fine. About 2 weeks ago, I had one of the disks (disk #5, disk #2 has gone bad in the mean time) fail, and somehow (I have no idea why), also disks 1 and 2 got kicked out of the array. I replaced disk #5, but the RAID didn't start working again. After some calls to QNAP technical support, they re-created the array (using mdadm --create --force --assume-clean ...), but the resulting array couldn't find a filesystem, and I was kindly referred to contact a data recovery company that I can't afford. After some digging through old log files, resetting the disk to factory default, etc, I found a few errors that were made during this re-create - I wish I still had some of the original metadata, but unfortunately i don't (I definitely learned that lesson). I'm currently at the point where I know the correct chunk-size (64K), metadata-version (1.0; factory default was 0.9, but from what I read 0.9 doesn't handle disks over 2 TB, mine are 3 TB), and I now find the ext4 filesystem that should be on the disks. Only variable left to determine is the right disk order! I started using the description found in answer #4 of "Recover RAID 5 data after created new array instead of re-using" but am a little confused on what the order should be for a proper RAID-6. RAID-5 is pretty well documented in a number of places, but RAID-6 much less so. Also, does the layout, i.e. distribution of parity and data chunks across the disks, change after the growing of the array from 5 to 7 disks, or does the re-sync re-organize them in such a way a native 7-disk RAID-6 would have been? Thanks some more mdadm output that might be helpful: mdadm version: [~] # mdadm --version mdadm - v2.6.3 - 20th August 2007 mdadm details from one of the disks in the array: [~] # mdadm --examine /dev/sda3 /dev/sda3: Magic : a92b4efc Version : 1.0 Feature Map : 0x0 Array UUID : 1c1614a5:e3be2fbb:4af01271:947fe3aa Name : 0 Creation Time : Tue Jun 10 10:27:58 2014 Raid Level : raid6 Raid Devices : 7 Used Dev Size : 5857395112 (2793.02 GiB 2998.99 GB) Array Size : 29286975360 (13965.12 GiB 14994.93 GB) Used Size : 5857395072 (2793.02 GiB 2998.99 GB) Super Offset : 5857395368 sectors State : clean Device UUID : 7c572d8f:20c12727:7e88c888:c2c357af Update Time : Tue Jun 10 13:01:06 2014 Checksum : d275c82d - correct Events : 7036 Chunk Size : 64K Array Slot : 0 (0, 1, failed, 3, failed, 5, 6) Array State : Uu_u_uu 2 failed mdadm details for the array in the current disk-order (based on my best guess reconstructed from old log-files) [~] # mdadm --detail /dev/md0 /dev/md0: Version : 01.00.03 Creation Time : Tue Jun 10 10:27:58 2014 Raid Level : raid6 Array Size : 14643487680 (13965.12 GiB 14994.93 GB) Used Dev Size : 2928697536 (2793.02 GiB 2998.99 GB) Raid Devices : 7 Total Devices : 5 Preferred Minor : 0 Persistence : Superblock is persistent Update Time : Tue Jun 10 13:01:06 2014 State : clean, degraded Active Devices : 5 Working Devices : 5 Failed Devices : 0 Spare Devices : 0 Chunk Size : 64K Name : 0 UUID : 1c1614a5:e3be2fbb:4af01271:947fe3aa Events : 7036 Number Major Minor RaidDevice State 0 8 3 0 active sync /dev/sda3 1 8 19 1 active sync /dev/sdb3 2 0 0 2 removed 3 8 51 3 active sync /dev/sdd3 4 0 0 4 removed 5 8 99 5 active sync /dev/sdg3 6 8 83 6 active sync /dev/sdf3 output from /proc/mdstat (md8, md9, and md13 are internally used RAIDs holding swap, etc; the one I'm after is md0) [~] # more /proc/mdstat Personalities : [linear] [raid0] [raid1] [raid10] [raid6] [raid5] [raid4] [multipath] md0 : active raid6 sdf3[6] sdg3[5] sdd3[3] sdb3[1] sda3[0] 14643487680 blocks super 1.0 level 6, 64k chunk, algorithm 2 [7/5] [UU_U_UU] md8 : active raid1 sdg2[2](S) sdf2[3](S) sdd2[4](S) sdc2[5](S) sdb2[6](S) sda2[1] sde2[0] 530048 blocks [2/2] [UU] md13 : active raid1 sdg4[3] sdf4[4] sde4[5] sdd4[6] sdc4[2] sdb4[1] sda4[0] 458880 blocks [8/7] [UUUUUUU_] bitmap: 21/57 pages [84KB], 4KB chunk md9 : active raid1 sdg1[6] sdf1[5] sde1[4] sdd1[3] sdc1[2] sda1[0] sdb1[1] 530048 blocks [8/7] [UUUUUUU_] bitmap: 37/65 pages [148KB], 4KB chunk unused devices: <none>

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  • Custom order in Oracle PL/SQL

    - by Jasim
    I have an oracle query in which and i want the result to be in custom order 'SENIOR DIRECTOR', 'DIRECTOR', 'MANAGER', 'EMPLOYEE' which is from the field GRADE_DESCRIPTON. I am using the below query. However I am not getting the desired result The order of the result im getting is 'SENIOR DIRECTOR','MANAGER', DIRECTOR,'EMPLOYEE' SELECT DISTINCT GRADE_DESCRIPTION, HIRING_FORECATS.* FROM GRADE_MASTER left join IRING_FORECATS ON (HIRING_FORECATS.GRADE = GRADE_MASTER.GRADE_DESCRIPTION and HIRING_FORECATS.LOCATION = 'HO' ) order by decode(GRADE_MASTER.GRADE_DESCRIPTION, 'SENIOR DIRECTOR', 'DIRECTOR', 'MANAGER', 'EMPLOYEE') Any Suggestions??

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  • MySQL ORDER BY rand(), name ASC

    - by Josh K
    I would like to take a database of say, 1000 users and select 20 random ones (ORDER BY rand(),LIMIT 20) then order the resulting set by the names. I came up with the following query which is not working like I hoped. SELECT * FROM users WHERE 1 ORDER BY rand(), name ASC LIMIT 20

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