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  • Software Center won't take into account my changed OpenID name: any idea?

    - by Pascal Av
    Failing to install IntelliJ from the Software Center, I realized my login is wrong in the /etc/apt/auth.conf entry that the install process generates. In this file, I see my original OpenID, that's the one which got automatically generated when signing up on Launchpad. It contains my last name so I changed it. I purged conf and binaries for Ubuntu One, reinstalled, deleted all listed "Devices" from app, all "Applications" from Launchpad. Deleted ~/.cache/software-center/, reboot, but still: When installing IntelliJ, the auth.conf file receives my original OpenID, not the modified one Problem is that the commercial subscription, for IntelliJ private PPA, uses my modified OpenID, so authentication attempt fails. I can't remove nor modify this subscription, even by changing back my OpenID into Launchpad. Any idea to solve this?

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  • Ideas to automate customer order processing? [on hold]

    - by user2753657
    i am looking for a way to automate the order processing in my webshop. Normally, a user buys a product in my webshop, then, i receive an order confirmation email with order details, address etc. After receiving the order email, I login to my suppliers website and input the order details manually. My supplier then ships the item to the address specified by me. I am looking for ideas how to automate this process, especially in the case if i receive for example 4-5 order emails at one time (and not one by one with several hours between)... I was looking at the program Winautomation, but i am not sure if this fits my needs. Any ideas are appreciated. thanks!

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  • Is mixing 'Adsense' banners and content okay on a Pinterest style layout?

    - by Theodores
    I was under the impression that Google likes to have their adverts clearly separated out from content so that people don't accidentally click on the adverts thinking they are articles. For a 'pinterest' style layout where you only see the one page and a few pop ups over that one page, you could mix in the adverts with the content, as demonstrated with the two adverts slap in the middle on this site: Clearly this can be done and it exists in the wild, with Google adverts being supplied to the site. However, is that against the spirit and/or the letter of what one signs up to with Adsense?

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  • Looking for best approach to create new projects for enviroment specifics files

    - by Ness
    ClearCase Question... Overview of requirements: There are 3 diff environments (DEV, TEST and PROD) which have a folder called 'common' that users across all envs. There are multiple servers in those 3 envs and we want to store their server environment specific configuration files in Clearcase. The executables files are different for each environment. Thus there will not be cross delivery require between dev/test/prod. Any thoughts on how we can approach this? Is keeping it simplest is the best approach here? One component to one vobs as (DEV_Serv1, TEST_Serv1, PROD_Serv1, Dev_Serv2, Test_Serv2 and etc)? OR Have multiple components VOB? One other thing is developers here like to use snapshots views.

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  • Syncing between computers / batch download

    - by Eric
    I have synced files from two different devices. Now I want to copy to contents of the synced files to the other device. Using the web interface, it seems only possible to download one file at a time. Is there a way to setup automatic sync or to download all the files in a folder with one step? Thanks in advance for your time. I was using the web interface to ubuntu, but an answer for Ubuntu One would also be ok.

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  • What's the difference between Pygame's Sound and Music classes?

    - by Southpaw Hare
    What are the key differences between the Sound and Music classes in Pygame? What are the limitations of each? In what situation would one use one or the other? Is there a benefit to using them in an unintuitive way such as using Sound objects to play music files or visa-versa? Are there specifically issues with channel limitations, and do one or both have the potential to be dropped from their channel unreliably? What are the risks of playing music as a Sound?

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  • SQL Live Monitor

    - by TiborKaraszi
    I just found this one out there and wanted to share it. It connects to an instance and show you a bunch of figures. Nothing you can't extract yourself with SQL queries, but sometimes it is just nice to have one tool which is very easy to use. Here's what it looks like when connecting to an instance with no load on it: As you can see, there are some hyperlinked pages as well, and there are also some interesting options (like logging to CSV or for PAL analysis) under the "Option" button. One more thing...(read more)

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  • In 12.04, with my Linksys WUSB54G USB adapter I can see the networks, but cannot connect to any of them

    - by tobye
    I recently loaded Ubuntu version 12.04 onto my computer, and I have a WUSB54G v4 USB wireless adapter. I first tried to get it to work by simply plugging my adapter into an open USB port. This seemed to work fine, it came up with a list of wireless adapters, so I clicked on the correct one and entered the security code. It looked like it was going to connect. It tried for about five minutes before I stopped it. I then decided to create a network as I also have one setup. I did this and it connected, only one problem, I couldn't get onto the internet. Please help me, I am new to Ubuntu and am totally lost.

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  • Hosting rails sites; vps or shared, and how much ram? [closed]

    - by raphael_turtle
    Possible Duplicate: How to find web hosting that meets my requirements? I have 3 rails sites to launch, all of which are fairly small and consisting of a custom cms, one with an online store, and 2 sinatra sites which are mainly static, portfolio sites. What would be the best way to host these sites (I've deployed on dreamhost shared before and some vps's) Is it best to manage them together under one vps? e.g linode $20/m (for the cheapest option, 512mb and would that even be enough ram?) or keep each rails site separate and host each one on a small vps? e.g $4/m (there's often lots of deals like this on webhostingtalk) I'm currently hosting the sinatra sites for free on heroku but finding it a bit slow sometimes.

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  • Entity System and rendering

    - by hayer
    Okey, what I know so far; The entity contains a component(data-storage) which holds information like; - Texture/sprite - Shader - etc And then I have a renderer system which draws all this. But what I don't understand is how the renderer should be designed. Should I have one component for each "visual type". One component without shader, one with shader, etc? Just need some input on whats the "correct way" to do this. Tips and pitfalls to watch out for.

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  • Poll: What kind of computer should a corporate provide to their developers.

      I have been collecting a poll to almost any developer I find on my way as well as business owners. I have been looking to see what a small development shop, medium size company and a big corporate considers when providing development computers to their software developers. This has being very intriguing to me. In my career I found different software developers, the ones that work always with one product and one framework, as well as the one that keeps a few frameworks and projects. Of course...Did you know that DotNetSlackers also publishes .net articles written by top known .net Authors? We already have over 80 articles in several categories including Silverlight. Take a look: here.

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  • why my unit testing taken more than normal time to run in VS 2010 Premium [on hold]

    - by kombo
    I have only 4 proeject in my solutions. Am trying to run a unit test for one of my class in one of the project. I Create the unit test by: Right clicking on the class choose the create unit test option. I followed the wizard to the end.which resulting the test creation. I just pass the values of the parameter and run the test. but my test keep running. Both surprisingly it runs on other developers pc. NB:My class is connecting to the database and my application is asp.net web form. i know this is not recommended but i want to have my test running now. i have tried alot of samples on the internet but still my problem persist. Could any one tell me the cause of the extreme slowness(more than 30 minutes)

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  • Which C# Book to take?

    - by Fischkopf
    I was searching for a book to learn C#, but now i'm kinda stuck. I found many people asking the same question, and many people gave answers, but there are so many books about C# that it is really hard to decide which one to take. Now i reduced my choice on two books, but I just can't decide between them. Namely, there are: Programming C# 4.0 and C# 4.0 In A Nutshell The first thing I want to know, are these good choices? I'm not completely new to programming, but I just didn't find the right language until know, but i think C# is the one I was searching for. I know all the bassic stuff from Delphi/Java/Python so I think i'm not a complete beginner in programming. Is there anyone out there that read both books and can cleary explain whats the difference between them? I haven't found many reviews and sort of, so I just don't know which one to chose. Or is there any book that is better suiting me?

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  • How to make show desktop work only on the current workspace?

    - by thenasko
    I am an active user of workspaces in Ubuntu. Until recently, pressing Ctrl+Alt+D (show desktop) acted only on the current workspace. For example, one might want to minimize the applications in the current workspace, open a file, and then bring some of them back. The current implementation works on all workspaces uniformly which is counter-intuitive to me. The reason for the existence of workspaces is the separation of logic -- one can have a browser open in one workspace, a text editor in another, a terminal in a third. The current functionality goes against this idea. Is there a way to restrict the action of the show desktop command to a single workspace only?

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  • Advice for Future Programmers?

    - by Nate Zaugg
    I have a buddy that is going to be giving some presentations to high-schoolers. Specifically he asked: What would you be looking for if they approached you about work? Perhaps you are in that age group right now. What do you want to know? Perhaps you are just a few years into the workforce. What do you wish someone had told you but never did? Perhaps you have children, relatives or friends in or soon to be in that age group. What are you worried they don't know about? I'm sure there are other perspectives and questions I'm not even thinking about. I'd like to hear what you have to say about it. Here was my list: Don't be afraid to try! Don't let the perception that something is too difficult stop you from experimenting. Curiosity may have killed the cat, but an un-inquisitive person is mostly useless. Stolen from Einstein: You don't really understand something until you can explain it to your grandmother. It's never enough to be smart, you also have to work well with others. Before you can be really smart, you must learn how to learn. There will always be someone smarter than you are -- Become their buddy! Get to know great minds and learn all you can. Some knowledge can only be expressed this way. Communication, Communication, Communication! Projects rarely fail because of technical reasons and the difference between good programmers and outstanding programmers is how well they communicate. A good work ethic never goes unnoticed. Know when to ask for help and when to figure something out for yourself.

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  • Disable .htaccess from apache allowoverride none, still reads .htaccess files

    - by John Magnolia
    I have moved all of our .htaccess config into <Directory> blocks and set AllowOverride None in the default and default-ssl. Although after restarting apache it is still reading the .htaccess files. How can I completely turn off reading these files? Update of all files with "AllowOverride" /etc/apache2/mods-available/userdir.conf <IfModule mod_userdir.c> UserDir public_html UserDir disabled root <Directory /home/*/public_html> AllowOverride FileInfo AuthConfig Limit Indexes Options MultiViews Indexes SymLinksIfOwnerMatch IncludesNoExec <Limit GET POST OPTIONS> Order allow,deny Allow from all </Limit> <LimitExcept GET POST OPTIONS> Order deny,allow Deny from all </LimitExcept> </Directory> </IfModule> /etc/apache2/mods-available/alias.conf <IfModule alias_module> # # Aliases: Add here as many aliases as you need (with no limit). The format is # Alias fakename realname # # Note that if you include a trailing / on fakename then the server will # require it to be present in the URL. So "/icons" isn't aliased in this # example, only "/icons/". If the fakename is slash-terminated, then the # realname must also be slash terminated, and if the fakename omits the # trailing slash, the realname must also omit it. # # We include the /icons/ alias for FancyIndexed directory listings. If # you do not use FancyIndexing, you may comment this out. # Alias /icons/ "/usr/share/apache2/icons/" <Directory "/usr/share/apache2/icons"> Options Indexes MultiViews AllowOverride None Order allow,deny Allow from all </Directory> </IfModule> /etc/apache2/httpd.conf # # Directives to allow use of AWStats as a CGI # Alias /awstatsclasses "/usr/share/doc/awstats/examples/wwwroot/classes/" Alias /awstatscss "/usr/share/doc/awstats/examples/wwwroot/css/" Alias /awstatsicons "/usr/share/doc/awstats/examples/wwwroot/icon/" ScriptAlias /awstats/ "/usr/share/doc/awstats/examples/wwwroot/cgi-bin/" # # This is to permit URL access to scripts/files in AWStats directory. # <Directory "/usr/share/doc/awstats/examples/wwwroot"> Options None AllowOverride None Order allow,deny Allow from all </Directory> Alias /awstats-icon/ /usr/share/awstats/icon/ <Directory /usr/share/awstats/icon> Options None AllowOverride None Order allow,deny Allow from all </Directory> /etc/apache2/sites-available/default-ssl <IfModule mod_ssl.c> <VirtualHost _default_:443> ServerAdmin webmaster@localhost DocumentRoot /var/www <Directory /> Options FollowSymLinks AllowOverride None </Directory> <Directory /var/www/> Options Indexes FollowSymLinks MultiViews AllowOverride None </Directory> ScriptAlias /cgi-bin/ /usr/lib/cgi-bin/ <Directory "/usr/lib/cgi-bin"> AllowOverride None Options +ExecCGI -MultiViews +SymLinksIfOwnerMatch Order allow,deny Allow from all </Directory> ErrorLog ${APACHE_LOG_DIR}/error.log # Possible values include: debug, info, notice, warn, error, crit, # alert, emerg. LogLevel warn CustomLog ${APACHE_LOG_DIR}/ssl_access.log combined # SSL Engine Switch: # Enable/Disable SSL for this virtual host. SSLEngine on # A self-signed (snakeoil) certificate can be created by installing # the ssl-cert package. See # /usr/share/doc/apache2.2-common/README.Debian.gz for more info. # If both key and certificate are stored in the same file, only the # SSLCertificateFile directive is needed. SSLCertificateFile /etc/ssl/certs/ssl-cert-snakeoil.pem SSLCertificateKeyFile /etc/ssl/private/ssl-cert-snakeoil.key # Server Certificate Chain: # Point SSLCertificateChainFile at a file containing the # concatenation of PEM encoded CA certificates which form the # certificate chain for the server certificate. Alternatively # the referenced file can be the same as SSLCertificateFile # when the CA certificates are directly appended to the server # certificate for convinience. #SSLCertificateChainFile /etc/apache2/ssl.crt/server-ca.crt # Certificate Authority (CA): # Set the CA certificate verification path where to find CA # certificates for client authentication or alternatively one # huge file containing all of them (file must be PEM encoded) # Note: Inside SSLCACertificatePath you need hash symlinks # to point to the certificate files. Use the provided # Makefile to update the hash symlinks after changes. #SSLCACertificatePath /etc/ssl/certs/ #SSLCACertificateFile /etc/apache2/ssl.crt/ca-bundle.crt # Certificate Revocation Lists (CRL): # Set the CA revocation path where to find CA CRLs for client # authentication or alternatively one huge file containing all # of them (file must be PEM encoded) # Note: Inside SSLCARevocationPath you need hash symlinks # to point to the certificate files. Use the provided # Makefile to update the hash symlinks after changes. #SSLCARevocationPath /etc/apache2/ssl.crl/ #SSLCARevocationFile /etc/apache2/ssl.crl/ca-bundle.crl # Client Authentication (Type): # Client certificate verification type and depth. Types are # none, optional, require and optional_no_ca. Depth is a # number which specifies how deeply to verify the certificate # issuer chain before deciding the certificate is not valid. #SSLVerifyClient require #SSLVerifyDepth 10 # Access Control: # With SSLRequire you can do per-directory access control based # on arbitrary complex boolean expressions containing server # variable checks and other lookup directives. The syntax is a # mixture between C and Perl. See the mod_ssl documentation # for more details. #<Location /> #SSLRequire ( %{SSL_CIPHER} !~ m/^(EXP|NULL)/ \ # and %{SSL_CLIENT_S_DN_O} eq "Snake Oil, Ltd." \ # and %{SSL_CLIENT_S_DN_OU} in {"Staff", "CA", "Dev"} \ # and %{TIME_WDAY} >= 1 and %{TIME_WDAY} <= 5 \ # and %{TIME_HOUR} >= 8 and %{TIME_HOUR} <= 20 ) \ # or %{REMOTE_ADDR} =~ m/^192\.76\.162\.[0-9]+$/ #</Location> # SSL Engine Options: # Set various options for the SSL engine. # o FakeBasicAuth: # Translate the client X.509 into a Basic Authorisation. This means that # the standard Auth/DBMAuth methods can be used for access control. The # user name is the `one line' version of the client's X.509 certificate. # Note that no password is obtained from the user. Every entry in the user # file needs this password: `xxj31ZMTZzkVA'. # o ExportCertData: # This exports two additional environment variables: SSL_CLIENT_CERT and # SSL_SERVER_CERT. These contain the PEM-encoded certificates of the # server (always existing) and the client (only existing when client # authentication is used). This can be used to import the certificates # into CGI scripts. # o StdEnvVars: # This exports the standard SSL/TLS related `SSL_*' environment variables. # Per default this exportation is switched off for performance reasons, # because the extraction step is an expensive operation and is usually # useless for serving static content. So one usually enables the # exportation for CGI and SSI requests only. # o StrictRequire: # This denies access when "SSLRequireSSL" or "SSLRequire" applied even # under a "Satisfy any" situation, i.e. when it applies access is denied # and no other module can change it. # o OptRenegotiate: # This enables optimized SSL connection renegotiation handling when SSL # directives are used in per-directory context. #SSLOptions +FakeBasicAuth +ExportCertData +StrictRequire <FilesMatch "\.(cgi|shtml|phtml|php)$"> SSLOptions +StdEnvVars </FilesMatch> <Directory /usr/lib/cgi-bin> SSLOptions +StdEnvVars </Directory> # SSL Protocol Adjustments: # The safe and default but still SSL/TLS standard compliant shutdown # approach is that mod_ssl sends the close notify alert but doesn't wait for # the close notify alert from client. When you need a different shutdown # approach you can use one of the following variables: # o ssl-unclean-shutdown: # This forces an unclean shutdown when the connection is closed, i.e. no # SSL close notify alert is send or allowed to received. This violates # the SSL/TLS standard but is needed for some brain-dead browsers. Use # this when you receive I/O errors because of the standard approach where # mod_ssl sends the close notify alert. # o ssl-accurate-shutdown: # This forces an accurate shutdown when the connection is closed, i.e. a # SSL close notify alert is send and mod_ssl waits for the close notify # alert of the client. This is 100% SSL/TLS standard compliant, but in # practice often causes hanging connections with brain-dead browsers. Use # this only for browsers where you know that their SSL implementation # works correctly. # Notice: Most problems of broken clients are also related to the HTTP # keep-alive facility, so you usually additionally want to disable # keep-alive for those clients, too. Use variable "nokeepalive" for this. # Similarly, one has to force some clients to use HTTP/1.0 to workaround # their broken HTTP/1.1 implementation. Use variables "downgrade-1.0" and # "force-response-1.0" for this. BrowserMatch "MSIE [2-6]" \ nokeepalive ssl-unclean-shutdown \ downgrade-1.0 force-response-1.0 # MSIE 7 and newer should be able to use keepalive BrowserMatch "MSIE [17-9]" ssl-unclean-shutdown </VirtualHost> </IfModule> /etc/apache2/sites-available/default <VirtualHost *:80> ServerAdmin webmaster@localhost DocumentRoot /var/www <Directory /> Options FollowSymLinks AllowOverride None </Directory> <Directory /var/www/> Options -Indexes FollowSymLinks MultiViews AllowOverride None Order allow,deny allow from all </Directory> ScriptAlias /cgi-bin/ /usr/lib/cgi-bin/ <Directory "/usr/lib/cgi-bin"> AllowOverride None Options +ExecCGI -MultiViews +SymLinksIfOwnerMatch Order allow,deny Allow from all </Directory> Alias /delboy /usr/share/phpmyadmin <Directory /usr/share/phpmyadmin> # Restrict phpmyadmin access Order Deny,Allow Allow from all </Directory> ErrorLog ${APACHE_LOG_DIR}/error.log # Possible values include: debug, info, notice, warn, error, crit, # alert, emerg. LogLevel warn CustomLog ${APACHE_LOG_DIR}/access.log combined Alias /doc/ "/usr/share/doc/" <Directory "/usr/share/doc/"> Options Indexes MultiViews FollowSymLinks AllowOverride None Order deny,allow Deny from all Allow from 127.0.0.0/255.0.0.0 ::1/128 </Directory> </VirtualHost> /etc/apache2/conf.d/security # # Disable access to the entire file system except for the directories that # are explicitly allowed later. # # This currently breaks the configurations that come with some web application # Debian packages. # #<Directory /> # AllowOverride None # Order Deny,Allow # Deny from all #</Directory> # Changing the following options will not really affect the security of the # server, but might make attacks slightly more difficult in some cases. # # ServerTokens # This directive configures what you return as the Server HTTP response # Header. The default is 'Full' which sends information about the OS-Type # and compiled in modules. # Set to one of: Full | OS | Minimal | Minor | Major | Prod # where Full conveys the most information, and Prod the least. # #ServerTokens Minimal ServerTokens OS #ServerTokens Full # # Optionally add a line containing the server version and virtual host # name to server-generated pages (internal error documents, FTP directory # listings, mod_status and mod_info output etc., but not CGI generated # documents or custom error documents). # Set to "EMail" to also include a mailto: link to the ServerAdmin. # Set to one of: On | Off | EMail # #ServerSignature Off ServerSignature On # # Allow TRACE method # # Set to "extended" to also reflect the request body (only for testing and # diagnostic purposes). # # Set to one of: On | Off | extended # TraceEnable Off #TraceEnable On /etc/apache2/apache2.conf # # Based upon the NCSA server configuration files originally by Rob McCool. # # This is the main Apache server configuration file. It contains the # configuration directives that give the server its instructions. # See http://httpd.apache.org/docs/2.2/ for detailed information about # the directives. # # Do NOT simply read the instructions in here without understanding # what they do. They're here only as hints or reminders. If you are unsure # consult the online docs. You have been warned. # # The configuration directives are grouped into three basic sections: # 1. Directives that control the operation of the Apache server process as a # whole (the 'global environment'). # 2. Directives that define the parameters of the 'main' or 'default' server, # which responds to requests that aren't handled by a virtual host. # These directives also provide default values for the settings # of all virtual hosts. # 3. Settings for virtual hosts, which allow Web requests to be sent to # different IP addresses or hostnames and have them handled by the # same Apache server process. # # Configuration and logfile names: If the filenames you specify for many # of the server's control files begin with "/" (or "drive:/" for Win32), the # server will use that explicit path. If the filenames do *not* begin # with "/", the value of ServerRoot is prepended -- so "foo.log" # with ServerRoot set to "/etc/apache2" will be interpreted by the # server as "/etc/apache2/foo.log". # ### Section 1: Global Environment # # The directives in this section affect the overall operation of Apache, # such as the number of concurrent requests it can handle or where it # can find its configuration files. # # # ServerRoot: The top of the directory tree under which the server's # configuration, error, and log files are kept. # # NOTE! If you intend to place this on an NFS (or otherwise network) # mounted filesystem then please read the LockFile documentation (available # at <URL:http://httpd.apache.org/docs/2.2/mod/mpm_common.html#lockfile>); # you will save yourself a lot of trouble. # # Do NOT add a slash at the end of the directory path. # #ServerRoot "/etc/apache2" # # The accept serialization lock file MUST BE STORED ON A LOCAL DISK. # LockFile ${APACHE_LOCK_DIR}/accept.lock # # PidFile: The file in which the server should record its process # identification number when it starts. # This needs to be set in /etc/apache2/envvars # PidFile ${APACHE_PID_FILE} # # Timeout: The number of seconds before receives and sends time out. # Timeout 300 # # KeepAlive: Whether or not to allow persistent connections (more than # one request per connection). Set to "Off" to deactivate. # KeepAlive On # # MaxKeepAliveRequests: The maximum number of requests to allow # during a persistent connection. Set to 0 to allow an unlimited amount. # We recommend you leave this number high, for maximum performance. # MaxKeepAliveRequests 100 # # KeepAliveTimeout: Number of seconds to wait for the next request from the # same client on the same connection. # KeepAliveTimeout 4 ## ## Server-Pool Size Regulation (MPM specific) ## # prefork MPM # StartServers: number of server processes to start # MinSpareServers: minimum number of server processes which are kept spare # MaxSpareServers: maximum number of server processes which are kept spare # MaxClients: maximum number of server processes allowed to start # MaxRequestsPerChild: maximum number of requests a server process serves <IfModule mpm_prefork_module> StartServers 5 MinSpareServers 5 MaxSpareServers 10 MaxClients 150 MaxRequestsPerChild 500 </IfModule> # worker MPM # StartServers: initial number of server processes to start # MaxClients: maximum number of simultaneous client connections # MinSpareThreads: minimum number of worker threads which are kept spare # MaxSpareThreads: maximum number of worker threads which are kept spare # ThreadLimit: ThreadsPerChild can be changed to this maximum value during a # graceful restart. ThreadLimit can only be changed by stopping # and starting Apache. # ThreadsPerChild: constant number of worker threads in each server process # MaxRequestsPerChild: maximum number of requests a server process serves <IfModule mpm_worker_module> StartServers 2 MinSpareThreads 25 MaxSpareThreads 75 ThreadLimit 64 ThreadsPerChild 25 MaxClients 150 MaxRequestsPerChild 0 </IfModule> # event MPM # StartServers: initial number of server processes to start # MaxClients: maximum number of simultaneous client connections # MinSpareThreads: minimum number of worker threads which are kept spare # MaxSpareThreads: maximum number of worker threads which are kept spare # ThreadsPerChild: constant number of worker threads in each server process # MaxRequestsPerChild: maximum number of requests a server process serves <IfModule mpm_event_module> StartServers 2 MaxClients 150 MinSpareThreads 25 MaxSpareThreads 75 ThreadLimit 64 ThreadsPerChild 25 MaxRequestsPerChild 0 </IfModule> # These need to be set in /etc/apache2/envvars User ${APACHE_RUN_USER} Group ${APACHE_RUN_GROUP} # # AccessFileName: The name of the file to look for in each directory # for additional configuration directives. See also the AllowOverride # directive. # AccessFileName .htaccess # # The following lines prevent .htaccess and .htpasswd files from being # viewed by Web clients. # <Files ~ "^\.ht"> Order allow,deny Deny from all Satisfy all </Files> # # DefaultType is the default MIME type the server will use for a document # if it cannot otherwise determine one, such as from filename extensions. # If your server contains mostly text or HTML documents, "text/plain" is # a good value. If most of your content is binary, such as applications # or images, you may want to use "application/octet-stream" instead to # keep browsers from trying to display binary files as though they are # text. # DefaultType text/plain # # HostnameLookups: Log the names of clients or just their IP addresses # e.g., www.apache.org (on) or 204.62.129.132 (off). # The default is off because it'd be overall better for the net if people # had to knowingly turn this feature on, since enabling it means that # each client request will result in AT LEAST one lookup request to the # nameserver. # HostnameLookups Off # ErrorLog: The location of the error log file. # If you do not specify an ErrorLog directive within a <VirtualHost> # container, error messages relating to that virtual host will be # logged here. If you *do* define an error logfile for a <VirtualHost> # container, that host's errors will be logged there and not here. # ErrorLog ${APACHE_LOG_DIR}/error.log # # LogLevel: Control the number of messages logged to the error_log. # Possible values include: debug, info, notice, warn, error, crit, # alert, emerg. # LogLevel warn # Include module configuration: Include mods-enabled/*.load Include mods-enabled/*.conf # Include all the user configurations: Include httpd.conf # Include ports listing Include ports.conf # # The following directives define some format nicknames for use with # a CustomLog directive (see below). # If you are behind a reverse proxy, you might want to change %h into %{X-Forwarded-For}i # LogFormat "%v:%p %h %l %u %t \"%r\" %>s %O \"%{Referer}i\" \"%{User-Agent}i\"" vhost_combined LogFormat "%h %l %u %t \"%r\" %>s %O \"%{Referer}i\" \"%{User-Agent}i\"" combined LogFormat "%h %l %u %t \"%r\" %>s %O" common LogFormat "%{Referer}i -> %U" referer LogFormat "%{User-agent}i" agent # Include of directories ignores editors' and dpkg's backup files, # see README.Debian for details. # Include generic snippets of statements Include conf.d/ # Include the virtual host configurations: Include sites-enabled/

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  • Wireless access point -> Powerline -> Router -> Internet, should this work?

    - by Anthony
    My network at home used to be a laptop and desktop connected wirelessly to a single Wireless ADSL router, a Cisco 877W. Wireless reception around the house with this setup was quite unreliable, so I've gone about looking to improve it. I purchased some Belkin Gigabit powerline adapters and I've got these working fine. I can hook a computer up to one of the powerline adapters, and with the other one plugged into the ADSL router the computer has internet access. Additionally I can hook a Netgear DG834G Wireless ADSL router into it with the adsl not plugged in, and after turning off DHCP can RJ45 a computer up to the network. Everything works fine. However, if I setup a wireless network on the Netgear then any computer that connects wirelessly to it cannot access the internet. It gets an IP address very slowly via DHCP which is a good one, but it cannot access the internet. It can however communicate with the RJ45'd computer also connected to the Netgear. I wondered whether this could be a problem with the Netgear so I've borrowed a Cisco Aironet 1200 and got this working fine when it's attached directly to the primary ADSL router. I can connect to it wireless and get onto the internet. However, if I then plug it into the Netgear I can communicate with other devices attached to the Netgear, but can't get any further than the Netgear. All the while though the other devices RJ45'd to the Netgear are communicating with the internet just fine. I'm starting to suspect it's one of two things causing the problem: 1) For some reason the belkin powerline adapters don't like carrying wireless-originating signals. Could this be possible? 2) The primary Cisco ADSL router doesn't want to communicate with other devices on my network more than one hop away from it. I'm making an assumption here that within the Netgear box the wireless and wired sides are handled differently. Could this be true? Has anyone successfully setup something similar to what I'm trying, with a wireless device on the otherside of a pair of powerline connectors? Update 06/07/2010 - Response to irrational John 28 June Thanks for the answer John - and for clearing up some of my questions. The model number of the belkin powerline adapters are F5D4076. Security was apparently enabled by default on them, and I didn't change them from their default setting. The network diagram in your answer shows exactly what I'm trying to setup: I've followed that guide and I'm still not able to get things working properly. The thing that perplexes me is that wired network traffic works just fine - it's only the wireless traffic that doesn't. This is with the same laptop, and the same DHCP or static IPs. "1. What IP addresses did you assign to each router? What subnet masks are you using?" - subnet is 255.255.255.0, the router connected to the adsl is 192.168.153.1 and that has the DHCP server. The access point on the other side of the powerline adapters I've tried both a static IP of 192.168.153.110, same subnet, and a DHCP-assigned IP. The other devices are DHCP, although I also tried manually entering IP settings. "2. Have you correctly enabled DHCP on only one of the routers and disabled it on all the others?" Yes I have - only the internet-connected router has DHCP enabled. The IP range for the DHCP is from 192.168.153.11 - 192.168.153.200. The strange thing is that wired connections work fine on the LAN, plugged into any router, work fine - it's only the wireless connections that aren't working when they're plugged into the non-primary AP. "Since the routers you are using appear to integrate an ADSL modem I'm assuming there is no WAN port on them." There's no NAT within the LAN, and all wired connections are connected to LAN ports. It's something wrong with the wireless - wired works fine throughout the whole LAN. Update 06/07/2010 - Response to irrational John 29 June The diagram you've drawn in your answer shows pretty much exactly what I'm trying to do. I've spent another evening trying different things and made some progress but I'm still scratching my head. I've borrowed a Netgear access point and been trying with this, and the strange thing is that my PC is working now - this is a Windows 7 PC connected to the access point in the position of where the DG834G is in the diagram. Meanwhile, however, I have an old Powerbook G4 12" I use for music, and while that has a DHCP-assigned IP address, it's not getting any network throughput to either LAN or internet addresses. To make matters more strange, my phone appears to be intermittently working when it's on the wifi. The access point is a Netgear WPN802v1, DHCP, NAT both switched off, running firmware 2.0.9.0. Last night I set it up with exactly the same settings, and similar to tonight I could get a couple of devices to work, and a couple not to. By the morning, however, everything had stopped working - nothing could get a DHCP IP address. I rebooted the 877W earlier this evening and I'm wondering whether this is why a few things are working now. "Could it be possible that the issue could be with the 877W?" I didn't configure this - is it possible that the DHCP server only likes assigning devices that are immediately attached to it? Or similar, could a firewall be stopping too many addresses that are coming through one device? (ie. the Access Point) This could explain why devices are working at the start but then not by the end. In reply to your questions, "1. I looked at the Netgear DG834G support page. There are five versions of this router. Which version do you have? Netgear usually lists this on the label on the bottom of the router. What version of the firmware does it have?" It's a DG834Gv3, and the firmware is the last on the netgear site version 4.01.40. "3. Not knowing which version you have, I glanced at the reference manual for the DG834G v3. In the section for Wireless Settings under the subsection Wireless Access Point there is a check box for a Wireless Isolation setting. If you have this setting it should be off/unchecked. If it is checked then any device connected via wireless would not be able to talk to any other device on the LAN. This sounds like your problem so maybe this is the cause?" I've checked this and it's switched off. I've made a change to the IP of the access point to something outside the DHCP range - it's now 192.158.153.5, with DHCP starting at 11 and going up to 254. Thanks for the tip about this - I only have a few devices so wouldn't anticipate the DHCP server assigning up to 110, but better safe than sorry. Finally one more thing I thought I should add, is with the Powerbook G4 that's not working - it's getting a DHCP IP address and it can communicate with the WPN802 as I can visit the administration page. Anything further than this, however, it can't reach; I can't administrate the 192.168.153.1 (877W router). Strangely, however, when I open Finder on the same powerbook it's detecting my NAS which is attached directly via wire to the 877W. If I try to browse it, it says connection failed. RE: "Perhaps the problem with your Powerbook is with DNS?.." The IP settings on the powerbook are identical to that of the PC with the exception of the IP address; the PC is 192.168.153.17 and the powerbook is 192.168.153.12. Subnets are the same, 255.255.255.0 and default gateway is the same, .1, and the DNS servers are the same. I administrate the 877W by going to 192.168.153.1 in the browser. This is what isn't working from the Powerbook, despite the PC working fine when I do the same. Meanwhile, however, I can administrate the AP on 192.168.153.5 from both PC and Powerbook Update 06/07/2010 - FINAL RESOLUTION of sorts: First off, sorry for the length of this question. I need start to practice a more concise writing style, so I'm going to try to keep this bit brief. After much fiddling, and with the hugely-appreciated help of irrational John, I have come to the conclusion that it's something wrong with the powerbook. I believe that this was perhaps the reason I doubted things worked at the very beginning. I now have the original DG834Gv3 running both wirelessly and wired, and both wired devices and wireless devices get internet connectivity. The only anomaly is the powerbook which I've had to keep wired, as no matter what I do it refuses to work wirelessly. I still have suspicions that the 877W isn't quite right; I'm fairly sure that if I RJ45 the powerline adapter into a different LAN port on it then everything will break. I've just about run out of patience to test this further, and I think I need to go into the 877W's config to match the 877w's lan port's settings. I'm accepting irrational John's answer as he's been enormously helpful, way above the call of duty, and for this line he wrote: Beats the heck out of me. which in the midst of great frustration made me chuckle, and for a sentence in one of his comments to the same answer: If it is specific to the Powerbook I would put that issue aside until after you feel you have the rest of your LAN and the additional WAP all working together correctlyt It was this second sentence that made me put the powerbook aside and concentrate on the other devices that ultimately led me to getting things working.

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  • NDepend tool – Why every developer working with Visual Studio.NET must try it!

    - by hajan
    In the past two months, I have had a chance to test the capabilities and features of the amazing NDepend tool designed to help you make your .NET code better, more beautiful and achieve high code quality. In other words, this tool will definitely help you harmonize your code. I mean, you’ve probably heard about Chaos Theory. Experienced developers and architects are already advocates of the programming chaos that happens when working with complex project architecture, the matrix of relationships between objects which simply even if you are the one who have written all that code, you know how hard is to visualize everything what does the code do. When the application get more and more complex, you will start missing a lot of details in your code… NDepend will help you visualize all the details on a clever way that will help you make smart moves to make your code better. The NDepend tool supports many features, such as: Code Query Language – which will help you write custom rules and query your own code! Imagine, you want to find all your methods which have more than 100 lines of code :)! That’s something simple! However, I will dig much deeper in one of my next blogs which I’m going to dedicate to the NDepend’s CQL (Code Query Language) Architecture Visualization – You are an architect and want to visualize your application’s architecture? I’m thinking how many architects will be really surprised from their architectures since NDepend shows your whole architecture showing each piece of it. NDepend will show you how your code is structured. It shows the architecture in graphs, but if you have very complex architecture, you can see it in Dependency Matrix which is more suited to display large architecture Code Metrics – Using NDepend’s panel, you can see the code base according to Code Metrics. You can do some additional filtering, like selecting the top code elements ordered by their current code metric value. You can use the CQL language for this purpose too. Smart Search – NDepend has great searching ability, which is again based on the CQL (Code Query Language). However, you have some options to search using dropdown lists and text boxes and it will generate the appropriate CQL code on fly. Moreover, you can modify the CQL code if you want it to fit some more advanced searching tasks. Compare Builds and Code Difference – NDepend will also help you compare previous versions of your code with the current one at one of the most clever ways I’ve seen till now. Create Custom Rules – using CQL you can create custom rules and let NDepend warn you on each build if you break a rule Reporting – NDepend can automatically generate reports with detailed stats, graph representation, dependency matrixes and some additional advanced reporting features that will simply explain you everything related to your application’s code, architecture and what you’ve done. And that’s not all. As I’ve seen, there are many other features that NDepend supports. I will dig more in the upcoming days and will blog more about it. The team who built the NDepend have also created good documentation, which you can find on the NDepend website. On their website, you can also find some good videos that will help you get started quite fast. It’s easy to install and what is very important it is fully integrated with Visual Studio. To get you started, you can watch the following Getting Started Online Demo and Tutorial with explanations and screenshots. If you are interested to know more about how to use the features of this tool, either visit their website or wait for my next blogs where I will show some real examples of using the tool and how it helps make your code better. And the last thing for this blog, I would like to copy one sentence from the NDepend’s home page which says: ‘Hence the software design becomes concrete, code reviews are effective, large refactoring are easy and evolution is mastered.’ Website: www.ndepend.com Getting Started: http://www.ndepend.com/GettingStarted.aspx Features: http://www.ndepend.com/Features.aspx Download: http://www.ndepend.com/NDependDownload.aspx Hope you like it! Please do let me know your feedback by providing comments to my blog post. Kind Regards, Hajan

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  • Month in Geek: December 2010 Edition

    - by Asian Angel
    As 2010 draws to a close, we have gathered together another great batch of article goodness for your reading enjoyment. Here are our ten hottest articles for December. Note: Articles are listed as #10 through #1. The 50 Best How-To Geek Windows Articles of 2010 Even though we cover plenty of other topics, Windows has always been a primary focus around here, and we’ve got one of the largest collections of Windows-related how-to articles anywhere. Here’s the fifty best Windows articles that we wrote in 2010. Read the article Desktop Fun: Happy New Year Wallpaper Collection [Bonus Edition] As this year draws to a close, it is a time to reflect back on what we have done this year and to look forward to the new one. To help commemorate the event we have put together a bonus size edition of Happy New Year wallpapers for your desktops. Read the article LCD? LED? Plasma? The How-To Geek Guide to HDTV Technology With image technology progressing faster than ever, High-Def has become the standard, giving TV buyers more options at cheaper prices. But what’s different in all these confusing TVs, and what should you know before buying one? Read the article HTG Explains: Which Linux File System Should You Choose? File systems are one of the layers beneath your operating system that you don’t think about—unless you’re faced with the plethora of options in Linux. Here’s how to make an educated decision on which file system to use. Read the article Desktop Fun: Merry Christmas Fonts Christmas will soon be here and there are lots of cards, invitations, gift tags, photos, and more to prepare beforehand. To help you get ready we have gathered together a great collection of fun holiday fonts to help turn those ordinary looking holiday items into extraordinary looking ones. Read the article Microsoft Security Essentials 2.0 Kills Viruses Dead. Download It Now. Microsoft’s Security Essentials has been our favorite anti-malware application for a while—it’s free, unobtrusive, and it doesn’t slow your PC down, but now it’s even better with the new 2.0 release, which adds network filtering, heuristic protection, and more. Read the article 20 OS X Keyboard Shortcuts You Might Not Know Mastering the keyboard will not only increase your navigation speed but it can also help with wrist fatigue. Here are some lesser known OS X shortcuts to help you become a keyboard ninja. Read the article 20 Windows Keyboard Shortcuts You Might Not Know Mastering the keyboard will not only increase your navigation speed but it can also help with wrist fatigue. Here are some lesser known Windows shortcuts to help you become a keyboard ninja. Read the article The 50 Best Registry Hacks that Make Windows Better We’re big fans of hacking the Windows Registry around here, and we’ve got one of the biggest collections of registry hacks you’ll find. Don’t believe us? Here’s a list of the top 50 registry hacks that we’ve covered. Read the article The Complete List of iPad Tips, Tricks, and Tutorials The Apple iPad is an amazing tablet, and to help you get the most out of it, we’ve put together a comprehensive list of every tip, trick, and tutorial for you. Read on for more. Read the article Latest Features How-To Geek ETC The 20 Best How-To Geek Linux Articles of 2010 The 50 Best How-To Geek Windows Articles of 2010 The 20 Best How-To Geek Explainer Topics for 2010 How to Disable Caps Lock Key in Windows 7 or Vista How to Use the Avira Rescue CD to Clean Your Infected PC The Complete List of iPad Tips, Tricks, and Tutorials Tune Pop Enhances Android Music Notifications Another Busy Night in Gotham City Wallpaper Classic Super Mario Brothers Theme for Chrome and Iron Experimental Firefox Builds Put Tabs on the Title Bar (Available for Download) Android Trojan Found in the Wild Chaos, Panic, and Disorder Wallpaper

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  • Is your team is a high-performing team?

    As a child I can remember looking out of the car window as my father drove along the Interstate in Florida while seeing prisoners wearing bright orange jump suits and prison guards keeping a watchful eye on them. The prisoners were taking part in a prison road gang. These road gangs were formed to help the state maintain the state highway infrastructure. The prisoner’s primary responsibilities are to pick up trash and debris from the roadway. This is a prime example of a work group or working group used by most prison systems in the United States. Work groups or working groups can be defined as a collection of individuals or entities working together to achieve a specific goal or accomplish a specific set of tasks. Typically these groups are only established for a short period of time and are dissolved once the desired outcome has been achieved. More often than not group members usually feel as though they are expendable to the group and some even dread that they are even in the group. "A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they are mutually accountable." (Katzenbach and Smith, 1993) So how do you determine that a team is a high-performing team?  This can be determined by three base line criteria that include: consistently high quality output, the promotion of personal growth and well being of all team members, and most importantly the ability to learn and grow as a unit. Initially, a team can successfully create high-performing output without meeting all three criteria, however this will erode over time because team members will feel detached from the group or that they are not growing then the quality of the output will decline. High performing teams are similar to work groups because they both utilize a collection of individuals or entities to accomplish tasks. What distinguish a high-performing team from a work group are its characteristics. High-performing teams contain five core characteristics. These characteristics are what separate a group from a team. The five characteristics of a high-performing team include: Purpose, Performance Measures, People with Tasks and Relationship Skills, Process, and Preparation and Practice. A high-performing team is much more than a work group, and typically has a life cycle that can vary from team to team. The standard team lifecycle consists of five states and is comparable to a human life cycle. The five states of a high-performing team lifecycle include: Formulating, Storming, Normalizing, Performing, and Adjourning. The Formulating State of a team is first realized when the team members are first defined and roles are assigned to all members. This initial stage is very important because it can set the tone for the team and can ultimately determine its success or failure. In addition, this stage requires the team to have a strong leader because team members are normally unclear about specific roles, specific obstacles and goals that my lay ahead of them.  Finally, this stage is where most team members initially meet one another prior to working as a team unless the team members already know each other. The Storming State normally arrives directly after the formulation of a new team because there are still a lot of unknowns amongst the newly formed assembly. As a general rule most of the parties involved in the team are still getting used to the workload, pace of work, deadlines and the validity of various tasks that need to be performed by the group.  In this state everything is questioned because there are so many unknowns. Items commonly questioned include the credentials of others on the team, the actual validity of a project, and the leadership abilities of the team leader.  This can be exemplified by looking at the interactions between animals when they first meet.  If we look at a scenario where two people are walking directly toward each other with their dogs. The dogs will automatically enter the Storming State because they do not know the other dog. Typically in this situation, they attempt to define which is more dominating via play or fighting depending on how the dogs interact with each other. Once dominance has been defined and accepted by both dogs then they will either want to play or leave depending on how the dogs interacted and other environmental variables. Once the Storming State has been realized then the Normalizing State takes over. This state is entered by a team once all the questions of the Storming State have been answered and the team has been tested by a few tasks or projects.  Typically, participants in the team are filled with energy, and comradery, and a strong alliance with team goals and objectives.  A high school football team is a perfect example of the Normalizing State when they start their season.  The player positions have been assigned, the depth chart has been filled and everyone is focused on winning each game. All of the players encourage and expect each other to perform at the best of their abilities and are united by competition from other teams. The Performing State is achieved by a team when its history, working habits, and culture solidify the team as one working unit. In this state team members can anticipate specific behaviors, attitudes, reactions, and challenges are seen as opportunities and not problems. Additionally, each team member knows their role in the team’s success, and the roles of others. This is the most productive state of a group and is where all the time invested working together really pays off. If you look at an Olympic figure skating team skate you can easily see how the time spent working together benefits their performance. They skate as one unit even though it is comprised of two skaters. Each skater has their routine completely memorized as well as their partners. This allows them to anticipate each other’s moves on the ice makes their skating look effortless. The final state of a team is the Adjourning State. This state is where accomplishments by the team and each individual team member are recognized. Additionally, this state also allows for reflection of the interactions between team members, work accomplished and challenges that were faced. Finally, the team celebrates the challenges they have faced and overcome as a unit. Currently in the workplace teams are divided into two different types: Co-located and Distributed Teams. Co-located teams defined as the traditional group of people working together in an office, according to Andy Singleton of Assembla. This traditional type of a team has dominated business in the past due to inadequate technology, which forced workers to primarily interact with one another via face to face meetings.  Team meetings are primarily lead by the person with the highest status in the company. Having personally, participated in meetings of this type, usually a select few of the team members dominate the flow of communication which reduces the input of others in group discussions. Since discussions are dominated by a select few individuals the discussions and group discussion are skewed in favor of the individuals who communicate the most in meetings. In addition, Team members might not give their full opinions on a topic of discussion in part not to offend or create controversy amongst the team and can alter decision made in meetings towards those of the opinions of the dominating team members. Distributed teams are by definition spread across an area or subdivided into separate sections. That is exactly what distributed teams when compared to a more traditional team. It is common place for distributed teams to have team members across town, in the next state, across the country and even with the advances in technology over the last 20 year across the world. These teams allow for more diversity compared to the other type of teams because they allow for more flexibility regarding location. A team could consist of a 30 year old male Italian project manager from New York, a 50 year old female Hispanic from California and a collection of programmers from India because technology allows them to communicate as if they were standing next to one another.  In addition, distributed team members consult with more team members prior to making decisions compared to traditional teams, and take longer to come to decisions due to the changes in time zones and cultural events. However, team members feel more empowered to speak out when they do not agree with the team and to notify others of potential issues regarding the work that the team is doing. Virtual teams which are a subset of the distributed team type is changing organizational strategies due to the fact that a team can now in essence be working 24 hrs a day because of utilizing employees in various time zones and locations.  A primary example of this is with customer services departments, a company can have multiple call centers spread across multiple time zones allowing them to appear to be open 24 hours a day while all a employees work from 9AM to 5 PM every day. Virtual teams also allow human resources departments to go after the best talent for the company regardless of where the potential employee works because they will be a part of a virtual team all that is need is the proper technology to be setup to allow everyone to communicate. In addition to allowing employees to work from home, the company can save space and resources by not having to provide a desk for every team member. In fact, those team members that randomly come into the office can actually share one desk amongst multiple people. This is definitely a cost cutting plus given the current state of the economy. One thing that can turn a team into a high-performing team is leadership. High-performing team leaders need to focus on investing in ongoing personal development, provide team members with direction, structure, and resources needed to accomplish their work, make the right interventions at the right time, and help the team manage boundaries between the team and various external parties involved in the teams work. A team leader needs to invest in ongoing personal development in order to effectively manage their team. People have said that attitude is everything; this is very true about leaders and leadership. A team takes on the attitudes and behaviors of its leaders. This can potentially harm the team and the team’s output. Leaders must concentrate on self-awareness, and understanding their team’s group dynamics to fully understand how to lead them. In addition, always learning new leadership techniques from other effective leaders is also very beneficial. Providing team members with direction, structure, and resources that they need to accomplish their work collectively sounds easy, but it is not.  Leaders need to be able to effectively communicate with their team on how their work helps the company reach for its organizational vision. Conversely, the leader needs to allow his team to work autonomously within specific guidelines to turn the company’s vision into a reality.  This being said the team must be appropriately staffed according to the size of the team’s tasks and their complexity. These tasks should be clear, and be meaningful to the company’s objectives and allow for feedback to be exchanged with the leader and the team member and the leader and upper management. Now if the team is properly staffed, and has a clear and full understanding of what is to be done; the company also must supply the workers with the proper tools to achieve the tasks that they are asked to do. No one should be asked to dig a hole without being given a shovel.  Finally, leaders must reward their team members for accomplishments that they achieve. Awards could range from just a simple congratulatory email, a party to close the completion of a large project, or other monetary rewards. Managing boundaries is very important for team leaders because it can alter attitudes of team members and can add undue stress to the team which will force them to loose focus on the tasks at hand for the group. Team leaders should promote communication between team members so that burdens are shared amongst the team and solutions can be derived from hearing the opinions of multiple sources. This also reinforces team camaraderie and working as a unit. Team leaders must manage the type and timing of interventions as to not create an even bigger mess within the team. Poorly timed interventions can really deflate team members and make them question themselves. This could really increase further and undue interventions by the team leader. Typically, the best time for interventions is when the team is just starting to form so that all unproductive behaviors are removed from the team and that it can retain focus on its agenda. If an intervention is effectively executed the team will feel energized about the work that they are doing, promote communication and interaction amongst the group and improve moral overall. High-performing teams are very import to organizations because they consistently produce high quality output and develop a collective purpose for their work. This drive to succeed allows team members to utilize specific talents allowing for growth in these areas.  In addition, these team members usually take on a sense of ownership with their projects and feel that the other team members are irreplaceable. References: http://blog.assembla.com/assemblablog/tabid/12618/bid/3127/Three-ways-to-organize-your-team-co-located-outsourced-or-global.aspx Katzenbach, J.R. & Smith, D.K. (1993). The Wisdom of Teams: Creating the High-performance Organization. Boston: Harvard Business School.

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  • cannot make ubuntu 64-bit v12.04 install work

    - by honestann
    I decided it was time to update my ubuntu (single boot) computer from 64-bit v10.04 to 64-bit v12.04. Unfortunately, for some reason (or reasons) I just can't make it work. Note that I am attempting a fresh install of 64-bit v12.04 onto a new 3TB hard disk, not an upgrade of the 1TB hard disk that contains my working 64-bit v10.04 installation. To perform the attempted install of v12.04 I unplug the SATA cable from the 1TB drive and plug it into the 3TB drive (to avoid risking damage to my working v10.04 installation). I downloaded the ubuntu 64-bit v12.04 install DVD ISO file (~1.6 GB) from the ubuntu releases webpage and burned it onto a DVD. I have downloaded the DVD ISO file 3 times and burned 3 of these installation DVDs (twice with v10.04 and once with my winxp64 system), but none of them work. I run the "check disk" on the DVDs at the beginning of the installation process to assure the DVD is valid. When installation completes and the system boots the 3TB drive, it reports "unknown filesystem". After installation on the 250GB drives, the system boots up fine. During every install I plug the same SATA cable (sda) into only one disk drive (the 3TB or one of the 250GB drives) and leave the other disk drives unconnected (for simplicity). It is my understanding that 64-bit ubuntu (and 64-bit linux in general) has no problem with 3TB disk drives. In the BIOS I have tried having EFI set to "enabled" and "auto" with no apparent difference (no success). I never bothered setting the BIOS to "non-EFI". I have tried partitioning the drive in a few ways to see if that makes a difference, but so far it has not mattered. Typically I manually create partitions something like this: 8GB /boot ext4 8GB swap 3TB / ext4 But I've also tried the following, just in case it matters: 8GB boot efi 8GB swap 8GB /boot ext4 3TB / ext4 Note: In the partition dialog I specify bootup on the same drive I am partitioning and installing ubuntu v12.04 onto. It is a VERY DANGEROUS FACT that the default for this always comes up with the wrong drive (some other drive, generally the external drive). Unless I'm stupid or misunderstanding something, this is very wrong and very dangerous default behavior. Note: If I connect the SATA cable to the 1TB drive that has been my ubuntu 64-bit v10.04 system drive for the past 2 years, it boots up and runs fine. I guess there must be a log file somewhere, and maybe it gives some hints as to what the problem is. I should be able to boot off the 1TB drive with the 3TB drive connected as a secondary (non-boot) drive and get the log file, assuming there is one and someone tells me the name (and where to find it if the name is very generic). After installation on the 3TB drive completes and the system reboots, the following prints out on a black screen: Loading Operating System ... Boot from CD/DVD : Boot from CD/DVD : error: unknown filesystem grub rescue> Note: I have two DVD burners in the system, hence the duplicate line above. Note: I install and boot 64-bit ubuntu v12.04 on both of my 250GB in this same system, but still cannot make the 3TB drive boot. Sigh. Any ideas? ========== motherboard == gigabyte 990FXA-UD7 CPU == AMD FX-8150 8-core bulldozer @ 3.6 GHz RAM == 8GB of DDR3 in 2 sticks (matched pair) HDD == seagate 3TB SATA3 @ 7200 rpm (new install 64-bit v12.04 FAILS) HDD == seagate 1TB SATA3 @ 7200 rpm (64-bit v10.04 WORKS for two years) HDD == seagate 250GB SATA2 @ 7200 rpm (new install 64-bit v12.04 WORKS) HDD == seagate 250GB SATA2 @ 7200 rpm (new install 64-bit v12.04 WORKS) GPU == nvidia GTX-285 ??? == no overclocking or other funky business USB == external seagate 2TB HDD for making backups DVD == one bluray burner (SATA) DVD == one DVD burner (SATA) 64-bit ubuntu v10.04 has booted and run fine on the seagate 1TB drive for 2 years.

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  • SQL SERVER – Attach mdf file without ldf file in Database

    - by pinaldave
    Background Story: One of my friends recently called up and asked me if I had spare time to look at his database and give him a performance tuning advice. Because I had some free time to help him out, I said yes. I asked him to send me the details of his database structure and sample data. He said that since his database is in a very early stage and is small as of the moment, so he told me that he would like me to have a complete database. My response to him was “Sure! In that case, take a backup of the database and send it to me. I will restore it into my computer and play with it.” He did send me his database; however, his method made me write this quick note here. Instead of taking a full backup of the database and sending it to me, he sent me only the .mdf (primary database file). In fact, I asked for a complete backup (I wanted to review file groups, files, as well as few other details).  Upon calling my friend,  I found that he was not available. Now,  he left me with only a .mdf file. As I had some extra time, I decided to checkout his database structure and get back to him regarding the full backup, whenever I can get in touch with him again. Technical Talk: If the database is shutdown gracefully and there was no abrupt shutdown (power outrages, pulling plugs to machines, machine crashes or any other reasons), it is possible (there’s no guarantee) to attach .mdf file only to the server. Please note that there can be many more reasons for a database that is not getting attached or restored. In my case, the database had a clean shutdown and there were no complex issues. I was able to recreate a transaction log file and attached the received .mdf file. There are multiple ways of doing this. I am listing all of them here. Before using any of them, please consult the Domain Expert in your company or industry. Also, never attempt this on live/production server without the presence of a Disaster Recovery expert. USE [master] GO -- Method 1: I use this method EXEC sp_attach_single_file_db @dbname='TestDb', @physname=N'C:\Program Files\Microsoft SQL Server\MSSQL10.MSSQLSERVER\MSSQL\DATA\TestDb.mdf' GO -- Method 2: CREATE DATABASE TestDb ON (FILENAME = N'C:\Program Files\Microsoft SQL Server\MSSQL10.MSSQLSERVER\MSSQL\DATA\TestDb.mdf') FOR ATTACH_REBUILD_LOG GO Method 2: If one or more log files are missing, they are recreated again. There is one more method which I am demonstrating here but I have not used myself before. According to Book Online, it will work only if there is one log file that is missing. If there are more than one log files involved, all of them are required to undergo the same procedure. -- Method 3: CREATE DATABASE TestDb ON ( FILENAME = N'C:\Program Files\Microsoft SQL Server\MSSQL10.MSSQLSERVER\MSSQL\DATA\TestDb.mdf') FOR ATTACH GO Please read the Book Online in depth and consult DR experts before working on the production server. In my case, the above syntax just worked fine as the database was clean when it was detached. Feel free to write your opinions and experiences for it will help the IT community to learn more from your suggestions and skills. Reference: Pinal Dave (http://blog.SQLAuthority.com) Filed under: Pinal Dave, Readers Question, SQL, SQL Authority, SQL Backup and Restore, SQL Data Storage, SQL Query, SQL Scripts, SQL Server, SQL Tips and Tricks, T SQL, Technology

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  • When is a SQL function not a function?

    - by Rob Farley
    Should SQL Server even have functions? (Oh yeah – this is a T-SQL Tuesday post, hosted this month by Brad Schulz) Functions serve an important part of programming, in almost any language. A function is a piece of code that is designed to return something, as opposed to a piece of code which isn’t designed to return anything (which is known as a procedure). SQL Server is no different. You can call stored procedures, even from within other stored procedures, and you can call functions and use these in other queries. Stored procedures might query something, and therefore ‘return data’, but a function in SQL is considered to have the type of the thing returned, and can be used accordingly in queries. Consider the internal GETDATE() function. SELECT GETDATE(), SomeDatetimeColumn FROM dbo.SomeTable; There’s no logical difference between the field that is being returned by the function and the field that’s being returned by the table column. Both are the datetime field – if you didn’t have inside knowledge, you wouldn’t necessarily be able to tell which was which. And so as developers, we find ourselves wanting to create functions that return all kinds of things – functions which look up values based on codes, functions which do string manipulation, and so on. But it’s rubbish. Ok, it’s not all rubbish, but it mostly is. And this isn’t even considering the SARGability impact. It’s far more significant than that. (When I say the SARGability aspect, I mean “because you’re unlikely to have an index on the result of some function that’s applied to a column, so try to invert the function and query the column in an unchanged manner”) I’m going to consider the three main types of user-defined functions in SQL Server: Scalar Inline Table-Valued Multi-statement Table-Valued I could also look at user-defined CLR functions, including aggregate functions, but not today. I figure that most people don’t tend to get around to doing CLR functions, and I’m going to focus on the T-SQL-based user-defined functions. Most people split these types of function up into two types. So do I. Except that most people pick them based on ‘scalar or table-valued’. I’d rather go with ‘inline or not’. If it’s not inline, it’s rubbish. It really is. Let’s start by considering the two kinds of table-valued function, and compare them. These functions are going to return the sales for a particular salesperson in a particular year, from the AdventureWorks database. CREATE FUNCTION dbo.FetchSales_inline(@salespersonid int, @orderyear int) RETURNS TABLE AS  RETURN (     SELECT e.LoginID as EmployeeLogin, o.OrderDate, o.SalesOrderID     FROM Sales.SalesOrderHeader AS o     LEFT JOIN HumanResources.Employee AS e     ON e.EmployeeID = o.SalesPersonID     WHERE o.SalesPersonID = @salespersonid     AND o.OrderDate >= DATEADD(year,@orderyear-2000,'20000101')     AND o.OrderDate < DATEADD(year,@orderyear-2000+1,'20000101') ) ; GO CREATE FUNCTION dbo.FetchSales_multi(@salespersonid int, @orderyear int) RETURNS @results TABLE (     EmployeeLogin nvarchar(512),     OrderDate datetime,     SalesOrderID int     ) AS BEGIN     INSERT @results (EmployeeLogin, OrderDate, SalesOrderID)     SELECT e.LoginID, o.OrderDate, o.SalesOrderID     FROM Sales.SalesOrderHeader AS o     LEFT JOIN HumanResources.Employee AS e     ON e.EmployeeID = o.SalesPersonID     WHERE o.SalesPersonID = @salespersonid     AND o.OrderDate >= DATEADD(year,@orderyear-2000,'20000101')     AND o.OrderDate < DATEADD(year,@orderyear-2000+1,'20000101')     ;     RETURN END ; GO You’ll notice that I’m being nice and responsible with the use of the DATEADD function, so that I have SARGability on the OrderDate filter. Regular readers will be hoping I’ll show what’s going on in the execution plans here. Here I’ve run two SELECT * queries with the “Show Actual Execution Plan” option turned on. Notice that the ‘Query cost’ of the multi-statement version is just 2% of the ‘Batch cost’. But also notice there’s trickery going on. And it’s nothing to do with that extra index that I have on the OrderDate column. Trickery. Look at it – clearly, the first plan is showing us what’s going on inside the function, but the second one isn’t. The second one is blindly running the function, and then scanning the results. There’s a Sequence operator which is calling the TVF operator, and then calling a Table Scan to get the results of that function for the SELECT operator. But surely it still has to do all the work that the first one is doing... To see what’s actually going on, let’s look at the Estimated plan. Now, we see the same plans (almost) that we saw in the Actuals, but we have an extra one – the one that was used for the TVF. Here’s where we see the inner workings of it. You’ll probably recognise the right-hand side of the TVF’s plan as looking very similar to the first plan – but it’s now being called by a stack of other operators, including an INSERT statement to be able to populate the table variable that the multi-statement TVF requires. And the cost of the TVF is 57% of the batch! But it gets worse. Let’s consider what happens if we don’t need all the columns. We’ll leave out the EmployeeLogin column. Here, we see that the inline function call has been simplified down. It doesn’t need the Employee table. The join is redundant and has been eliminated from the plan, making it even cheaper. But the multi-statement plan runs the whole thing as before, only removing the extra column when the Table Scan is performed. A multi-statement function is a lot more powerful than an inline one. An inline function can only be the result of a single sub-query. It’s essentially the same as a parameterised view, because views demonstrate this same behaviour of extracting the definition of the view and using it in the outer query. A multi-statement function is clearly more powerful because it can contain far more complex logic. But a multi-statement function isn’t really a function at all. It’s a stored procedure. It’s wrapped up like a function, but behaves like a stored procedure. It would be completely unreasonable to expect that a stored procedure could be simplified down to recognise that not all the columns might be needed, but yet this is part of the pain associated with this procedural function situation. The biggest clue that a multi-statement function is more like a stored procedure than a function is the “BEGIN” and “END” statements that surround the code. If you try to create a multi-statement function without these statements, you’ll get an error – they are very much required. When I used to present on this kind of thing, I even used to call it “The Dangers of BEGIN and END”, and yes, I’ve written about this type of thing before in a similarly-named post over at my old blog. Now how about scalar functions... Suppose we wanted a scalar function to return the count of these. CREATE FUNCTION dbo.FetchSales_scalar(@salespersonid int, @orderyear int) RETURNS int AS BEGIN     RETURN (         SELECT COUNT(*)         FROM Sales.SalesOrderHeader AS o         LEFT JOIN HumanResources.Employee AS e         ON e.EmployeeID = o.SalesPersonID         WHERE o.SalesPersonID = @salespersonid         AND o.OrderDate >= DATEADD(year,@orderyear-2000,'20000101')         AND o.OrderDate < DATEADD(year,@orderyear-2000+1,'20000101')     ); END ; GO Notice the evil words? They’re required. Try to remove them, you just get an error. That’s right – any scalar function is procedural, despite the fact that you wrap up a sub-query inside that RETURN statement. It’s as ugly as anything. Hopefully this will change in future versions. Let’s have a look at how this is reflected in an execution plan. Here’s a query, its Actual plan, and its Estimated plan: SELECT e.LoginID, y.year, dbo.FetchSales_scalar(p.SalesPersonID, y.year) AS NumSales FROM (VALUES (2001),(2002),(2003),(2004)) AS y (year) CROSS JOIN Sales.SalesPerson AS p LEFT JOIN HumanResources.Employee AS e ON e.EmployeeID = p.SalesPersonID; We see here that the cost of the scalar function is about twice that of the outer query. Nicely, the query optimizer has worked out that it doesn’t need the Employee table, but that’s a bit of a red herring here. There’s actually something way more significant going on. If I look at the properties of that UDF operator, it tells me that the Estimated Subtree Cost is 0.337999. If I just run the query SELECT dbo.FetchSales_scalar(281,2003); we see that the UDF cost is still unchanged. You see, this 0.0337999 is the cost of running the scalar function ONCE. But when we ran that query with the CROSS JOIN in it, we returned quite a few rows. 68 in fact. Could’ve been a lot more, if we’d had more salespeople or more years. And so we come to the biggest problem. This procedure (I don’t want to call it a function) is getting called 68 times – each one between twice as expensive as the outer query. And because it’s calling it in a separate context, there is even more overhead that I haven’t considered here. The cheek of it, to say that the Compute Scalar operator here costs 0%! I know a number of IT projects that could’ve used that kind of costing method, but that’s another story that I’m not going to go into here. Let’s look at a better way. Suppose our scalar function had been implemented as an inline one. Then it could have been expanded out like a sub-query. It could’ve run something like this: SELECT e.LoginID, y.year, (SELECT COUNT(*)     FROM Sales.SalesOrderHeader AS o     LEFT JOIN HumanResources.Employee AS e     ON e.EmployeeID = o.SalesPersonID     WHERE o.SalesPersonID = p.SalesPersonID     AND o.OrderDate >= DATEADD(year,y.year-2000,'20000101')     AND o.OrderDate < DATEADD(year,y.year-2000+1,'20000101')     ) AS NumSales FROM (VALUES (2001),(2002),(2003),(2004)) AS y (year) CROSS JOIN Sales.SalesPerson AS p LEFT JOIN HumanResources.Employee AS e ON e.EmployeeID = p.SalesPersonID; Don’t worry too much about the Scan of the SalesOrderHeader underneath a Nested Loop. If you remember from plenty of other posts on the matter, execution plans don’t push the data through. That Scan only runs once. The Index Spool sucks the data out of it and populates a structure that is used to feed the Stream Aggregate. The Index Spool operator gets called 68 times, but the Scan only once (the Number of Executions property demonstrates this). Here, the Query Optimizer has a full picture of what’s being asked, and can make the appropriate decision about how it accesses the data. It can simplify it down properly. To get this kind of behaviour from a function, we need it to be inline. But without inline scalar functions, we need to make our function be table-valued. Luckily, that’s ok. CREATE FUNCTION dbo.FetchSales_inline2(@salespersonid int, @orderyear int) RETURNS table AS RETURN (SELECT COUNT(*) as NumSales     FROM Sales.SalesOrderHeader AS o     LEFT JOIN HumanResources.Employee AS e     ON e.EmployeeID = o.SalesPersonID     WHERE o.SalesPersonID = @salespersonid     AND o.OrderDate >= DATEADD(year,@orderyear-2000,'20000101')     AND o.OrderDate < DATEADD(year,@orderyear-2000+1,'20000101') ); GO But we can’t use this as a scalar. Instead, we need to use it with the APPLY operator. SELECT e.LoginID, y.year, n.NumSales FROM (VALUES (2001),(2002),(2003),(2004)) AS y (year) CROSS JOIN Sales.SalesPerson AS p LEFT JOIN HumanResources.Employee AS e ON e.EmployeeID = p.SalesPersonID OUTER APPLY dbo.FetchSales_inline2(p.SalesPersonID, y.year) AS n; And now, we get the plan that we want for this query. All we’ve done is tell the function that it’s returning a table instead of a single value, and removed the BEGIN and END statements. We’ve had to name the column being returned, but what we’ve gained is an actual inline simplifiable function. And if we wanted it to return multiple columns, it could do that too. I really consider this function to be superior to the scalar function in every way. It does need to be handled differently in the outer query, but in many ways it’s a more elegant method there too. The function calls can be put amongst the FROM clause, where they can then be used in the WHERE or GROUP BY clauses without fear of calling the function multiple times (another horrible side effect of functions). So please. If you see BEGIN and END in a function, remember it’s not really a function, it’s a procedure. And then fix it. @rob_farley

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  • Where’s my MD.050?

    - by Dave Burke
    A question that I’m sometimes asked is “where’s my MD.050 in OUM?” For those not familiar with an MD.050, it serves the purpose of being a Functional Design Document (FDD) in one of Oracle’s legacy Methods. Functional Design Documents have existed for many years with their primary purpose being to describe the functional aspects of one or more components of an IT system, typically, a Custom Extension of some sort. So why don’t we have a direct replacement for the MD.050/FDD in OUM? In simple terms, the disadvantage of the MD.050/FDD approach is that it tends to lead practitioners into “Design mode” too early in the process. Whereas OUM encourages more emphasis on gathering, and describing the functional requirements of a system ahead of the formal Analysis and Design process. So that just means more work up front for the Business Analyst or Functional Consultants right? Well no…..the design of a solution, particularly when it involves a complex custom extension, does not necessarily take longer just because you put more thought into the functional requirements. In fact, one could argue the complete opposite, in that by putting more emphasis on clearly understanding the nuances of functionality requirements early in the process, then the overall time and cost incurred during the Analysis to Design process should be less. In short, as your understanding of requirements matures over time, it is far easier (and more cost effective) to update a document or a diagram, than to change lines of code. So how does that translate into Tasks and Work Products in OUM? Let us assume you have reached a point on a project where a Custom Extension is needed. One of the first things you should consider doing is creating a Use Case, and remember, a Use Case could be as simple as a few lines of text reflecting a “User Story”, or it could be what Cockburn1 describes a “fully dressed Use Case”. It is worth mentioned at this point the highly scalable nature of OUM in the sense that “documents” should not be produced just because that is the way we have always done things. Some projects may well be predicated upon a base of electronic documents, whilst other projects may take a much more Agile approach to describing functional requirements; through “User Stories” perhaps. In any event, it is quite common for a Custom Extension to involve the creation of several “components”, i.e. some new screens, an interface, a report etc. Therefore several Use Cases might be required, which in turn can then be assembled into a Use Case Package. Once you have the Use Cases attributed to an appropriate (fit-for-purpose) level of detail, and assembled into a Package, you can now create an Analysis Model for the Package. An Analysis Model is conceptual in nature, and depending on the solution being developing, would involve the creation of one or more diagrams (i.e. Sequence Diagrams, Collaboration Diagrams etc.) which collectively describe the Data, Behavior and Use Interface requirements of the solution. If required, the various elements of the Analysis Model may be indexed via an Analysis Specification. For Custom Extension projects that follow a pure Object Orientated approach, then the Analysis Model will naturally support the development of the Design Model without any further artifacts. However, for projects that are transitioning to this approach, then the various elements of the Analysis Model may be represented within the Analysis Specification. If we now return to the original question of “Where’s my MD.050”. The full answer would be: Capture the functional requirements within a Use Case Group related Use Cases into a Package Create an Analysis Model for each Package Consider creating an Analysis Specification (AN.100) as a index to each Analysis Model artifact An alternative answer for a relatively simple Custom Extension would be: Capture the functional requirements within a Use Case Optionally, group related Use Cases into a Package Create an Analysis Specification (AN.100) for each package 1 Cockburn, A, 2000, Writing Effective Use Case, Addison-Wesley Professional; Edition 1

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  • Is Social Media The Vital Skill You Aren’t Tracking?

    - by HCM-Oracle
    By Mark Bennett - Originally featured in Talent Management Excellence The ever-increasing presence of the workforce on social media presents opportunities as well as risks for organizations. While on the one hand, we read about social media embarrassments happening to organizations, on the other we see that social media activities by workers and candidates can enhance a company’s brand and provide insight into what individuals are, or can become, influencers in the social media sphere. HR can play a key role in helping organizations make the most value out of the activities and presence of workers and candidates, while at the same time also helping to manage the risks that come with the permanence and viral nature of social media. What is Missing from Understanding Our Workforce? “If only HP knew what HP knows, we would be three-times more productive.”  Lew Platt, Former Chairman, President, CEO, Hewlett-Packard  What Lew Platt recognized was that organizations only have a partial understanding of what their workforce is capable of. This lack of understanding impacts the company in several negative ways: 1. A particular skill that the company needs to access in one part of the organization might exist somewhere else, but there is no record that the skill exists, so the need is unfulfilled. 2. As market conditions change rapidly, the company needs to know strategic options, but some options are missed entirely because the company doesn’t know that sufficient capability already exists to enable those options. 3. Employees may miss out on opportunities to demonstrate how their hidden skills could create new value to the company. Why don’t companies have that more complete picture of their workforce capabilities – that is, not know what they know? One very good explanation is that companies put most of their efforts into rating their workforce according to the jobs and roles they are filling today. This is the essence of two important talent management processes: recruiting and performance appraisals.  In recruiting, a set of requirements is put together for a job, either explicitly or indirectly through a job description. During the recruiting process, much of the attention is paid towards whether the candidate has the qualifications, the skills, the experience and the cultural fit to be successful in the role. This makes a lot of sense.  In the performance appraisal process, an employee is measured on how well they performed the functions of their role and in an effort to help the employee do even better next time, they are also measured on proficiency in the competencies that are deemed to be key in doing that job. Again, the logic is impeccable.  But in both these cases, two adages come to mind: 1. What gets measured is what gets managed. 2. You only see what you are looking for. In other words, the fact that the current roles the workforce are performing are the basis for measuring which capabilities the workforce has, makes them the only capabilities to be measured. What was initially meant to be a positive, i.e. identify what is needed to perform well and measure it, in order that it can be managed, comes with the unintended negative consequence of overshadowing the other capabilities the workforce has. This also comes with an employee engagement price, for the measurements and management of workforce capabilities is to typically focus on where the workforce comes up short. Again, it makes sense to do this, since improving a capability that appears to result in improved performance benefits, both the individual through improved performance ratings and the company through improved productivity. But this is based on the assumption that the capabilities identified and their required proficiencies are the only attributes of the individual that matter. Anything else the individual brings that results in high performance, while resulting in a desired performance outcome, often goes unrecognized or underappreciated at best. As social media begins to occupy a more important part in current and future roles in organizations, businesses must incorporate social media savvy and innovation into job descriptions and expectations. These new measures could provide insight into how well someone can use social media tools to influence communities and decision makers; keep abreast of trends in fast-moving industries; present a positive brand image for the organization around thought leadership, customer focus, social responsibility; and coordinate and collaborate with partners. These measures should demonstrate the “social capital” the individual has invested in and developed over time. Without this dimension, “short cut” methods may generate a narrow set of positive metrics that do not have real, long-lasting benefits to the organization. How Workforce Reputation Management Helps HR Harness Social Media With hundreds of petabytes of social media data flowing across Facebook, LinkedIn and Twitter, businesses are tapping technology solutions to effectively leverage social for HR. Workforce reputation management technology helps organizations discover, mobilize and retain talent by providing insight into the social reputation and influence of the workforce while also helping organizations monitor employee social media policy compliance and mitigate social media risk.  There are three major ways that workforce reputation management technology can play a strategic role to support HR: 1. Improve Awareness and Decisions on Talent Many organizations measure the skills and competencies that they know they need today, but are unaware of what other skills and competencies their workforce has that could be essential tomorrow. How about whether your workforce has the reputation and influence to make their skills and competencies more effective? Many organizations don’t have insight into the social media “reach” their workforce has, which is becoming more critical to business performance. These features help organizations, managers, and employees improve many talent processes and decision making, including the following: Hiring and Assignments. People and teams with higher reputations are considered more valuable and effective workers. Someone with high reputation who refers a candidate also can have high credibility as a source for hires.   Training and Development. Reputation trend analysis can impact program decisions regarding training offerings by showing how reputation and influence across the workforce changes in concert with training. Worker reputation impacts development plans and goal choices by helping the individual see which development efforts result in improved reputation and influence.   Finding Hidden Talent. Managers can discover hidden talent and skills amongst employees based on a combination of social profile information and social media reputation. Employees can improve their personal brand and accelerate their career development.  2. Talent Search and Discovery The right technology helps organizations find information on people that might otherwise be hidden. By leveraging access to candidate and worker social profiles as well as their social relationships, workforce reputation management provides companies with a more complete picture of what their knowledge, skills, and attributes are and what they can in turn access. This more complete information helps to find the right talent both outside the organization as well as the right, perhaps previously hidden talent, within the organization to fill roles and staff projects, particularly those roles and projects that are required in reaction to fast-changing opportunities and circumstances. 3. Reputation Brings Credibility Workforce reputation management technology provides a clearer picture of how candidates and workers are viewed by their peers and communities across a wide range of social reputation and influence metrics. This information is less subject to individual bias and can impact critical decision-making. Knowing the individual’s reputation and influence enables the organization to predict how well their capabilities and behaviors will have a positive effect on desired business outcomes. Many roles that have the highest impact on overall business performance are dependent on the individual’s influence and reputation. In addition, reputation and influence measures offer a very tangible source of feedback for workers, providing them with insight that helps them develop themselves and their careers and see the effectiveness of those efforts by tracking changes over time in their reputation and influence. The following are some examples of the different reputation and influence measures of the workforce that Workforce Reputation Management could gather and analyze: Generosity – How often the user reposts other’s posts. Influence – How often the user’s material is reposted by others.  Engagement – The ratio of recent posts with references (e.g. links to other posts) to the total number of posts.  Activity – How frequently the user posts. (e.g. number per day)  Impact – The size of the users’ social networks, which indicates their ability to reach unique followers, friends, or users.   Clout – The number of references and citations of the user’s material in others’ posts.  The Vital Ingredient of Workforce Reputation Management: Employee Participation “Nothing about me, without me.” Valerie Billingham, “Through the Patient’s Eyes”, Salzburg Seminar Session 356, 1998 Since data resides primarily in social media, a question arises: what manner is used to collect that data? While much of social media activity is publicly accessible (as many who wished otherwise have learned to their chagrin), the social norms of social media have developed to put some restrictions on what is acceptable behavior and by whom. Disregarding these norms risks a repercussion firestorm. One of the more recognized norms is that while individuals can follow and engage with other individual’s public social activity (e.g. Twitter updates) fairly freely, the more an organization does this unprompted and without getting permission from the individual beforehand, the more likely the organization risks a totally opposite outcome from the one desired. Instead, the organization must look for permission from the individual, which can be met with resistance. That resistance comes from not knowing how the information will be used, how it will be shared with others, and not receiving enough benefit in return for granting permission. As the quote above about patient concerns and rights succinctly states, no one likes not feeling in control of the information about themselves, or the uncertainty about where it will be used. This is well understood in consumer social media (i.e. permission-based marketing) and is applicable to workforce reputation management. However, asking permission leaves open the very real possibility that no one, or so few, will grant permission, resulting in a small set of data with little usefulness for the company. Connecting Individual Motivation to Organization Needs So what is it that makes an individual decide to grant an organization access to the data it wants? It is when the individual’s own motivations are in alignment with the organization’s objectives. In the case of workforce reputation management, when the individual is motivated by a desire for increased visibility and career growth opportunities to advertise their skills and level of influence and reputation, they are aligned with the organizations’ objectives; to fill resource needs or strategically build better awareness of what skills are present in the workforce, as well as levels of influence and reputation. Individuals can see the benefit of granting access permission to the company through multiple means. One is through simple social awareness; they begin to discover that peers who are getting more career opportunities are those who are signed up for workforce reputation management. Another is where companies take the message directly to the individual; we think you would benefit from signing up with our workforce reputation management solution. Another, more strategic approach is to make reputation management part of a larger Career Development effort by the company; providing a wide set of tools to help the workforce find ways to plan and take action to achieve their career aspirations in the organization. An effective mechanism, that facilitates connecting the visibility and career growth motivations of the workforce with the larger context of the organization’s business objectives, is to use game mechanics to help individuals transform their career goals into concrete, actionable steps, such as signing up for reputation management. This works in favor of companies looking to use workforce reputation because the workforce is more apt to see how it fits into achieving their overall career goals, as well as seeing how other participation brings additional benefits.  Once an individual has signed up with reputation management, not only have they made themselves more visible within the organization and increased their career growth opportunities, they have also enabled a tool that they can use to better understand how their actions and behaviors impact their influence and reputation. Since they will be able to see their reputation and influence measurements change over time, they will gain better insight into how reputation and influence impacts their effectiveness in a role, as well as how their behaviors and skill levels in turn affect their influence and reputation. This insight can trigger much more directed, and effective, efforts by the individual to improve their ability to perform at a higher level and become more productive. The increased sense of autonomy the individual experiences, in linking the insight they gain to the actions and behavior changes they make, greatly enhances their engagement with their role as well as their career prospects within the company. Workforce reputation management takes the wide range of disparate data about the workforce being produced across various social media platforms and transforms it into accessible, relevant, and actionable information that helps the organization achieve its desired business objectives. Social media holds untapped insights about your talent, brand and business, and workforce reputation management can help unlock them. Imagine - if you could find the hidden secrets of your businesses, how much more productive and efficient would your organization be? Mark Bennett is a Director of Product Strategy at Oracle. Mark focuses on setting the strategic vision and direction for tools that help organizations understand, shape, and leverage the capabilities of their workforce to achieve business objectives, as well as help individuals work effectively to achieve their goals and navigate their own growth. His combination of a deep technical background in software design and development, coupled with a broad knowledge of business challenges and thinking in today’s globalized, rapidly changing, technology accelerated economy, has enabled him to identify and incorporate key innovations that are central to Oracle Fusion’s unique value proposition. Mark has over the course of his career been in charge of the design, development, and strategy of Talent Management products and the design and development of cutting edge software that is better equipped to handle the increasingly complex demands of users while also remaining easy to use. Follow him @mpbennett

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