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  • Print job leaves queue but document isn't printed

    - by midnightstar
    I'm dealing with an HP Deskjet F380 All-in-One printer. It's connected via USB to a desktop running Windows 7 Enterprise x64. If I attempt to print something like a web page or a word document, the print job will show up in the print queue and the printer would stir. By stir, I mean, it would seem to prepare itself to print. However, the print job would then leave queue (I'm thinking the computer sees it as completed) and the printer would never actually print anything. However I went into Printers and Devices under the Windows start menu, into printer properties, and print a test page, the test page would print out successfully. I attempted to uninstall and re-install the printer drivers for the printer, but the printer would continue the same behavior afterwards. I also connected the printer to another computer and the printer will print just about anything. I also checked to make sure that the computer the printer needs to be connected to was update to date as far as the OS. The machine is fully up to date. I played with the way the computer handles printer spooling. Under the printer properties, under the "Advanced" tab, I had the print job print directly to the printer. In all these instances, the same behavior continues. I've restarted the printer spooling service. I've also gone under C:\Windows\System32\spool\PRINTERS and deleted files that were sitting in the folder. I have ran SFC /scannnow and the system found no errors in the system's integrity. I had the computer and printer make a cold reboot individually. The only lead I really have going for me is that since the printer prints on other PCs, I can only assume that there is something wrong with the way the PC is configured.

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  • Queue'ing cron jobs up to 10 times

    - by webnoob
    Hi All, This kind of touches on another post I made but is different so I have posted it as a new question. I have a script that runs that may take just over 1 minute to process, and my cron is set to run every minute. I can stop another cron job executing the script if the first one hasn't finished by using flock (php) in the file, however, this means that I would lose one iteration of the routine and have to wait nearly a minute before it is triggered again (as my understanding leads me to believe). What I would like to do is if the script is locked, not bomb out, but wait. Over time however, this could get quite high so I would also like to limit the amount of queued cron's to 10. I am a real newbie with Linux (had a Linux VPS for 3 days now) so I am not sure if my solution is even practical. Thanks.

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  • Kill all currently running cron jobs

    - by Adelphia
    For some reason my cron job scripts aren't exiting cleanly and they're backing up my server. There are currently a couple hundred processes running for one of my users. I can use the following command to kill all processes by that user, but how can I simplify this to kill only crons? pgrep -U username | while read id ; do kill -6 $id ; done It would be dangerous to run the above command as is, correct? Wouldn't that kill mysql and other important things?

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  • Make a snapshot of a live mySQL database with myISAM & innoDB tables without locking

    - by Artem
    We have a live database in production where we are running out of space on the server. So I would like to transfer to a new server without any downtime (or as little downtime as possible). In general, I would also like to have a hot failover copy of the database available. I would like to use replication to get all of the data copied to the new machine, and then at some point flip a switch and have that new machine become the master (normal failover scenario). My problem is that I am not sure how to initialize replication without locking the db to make the initial snapshot I will use? Is there any way to do this? I know I could do it using single-transaction if I was using innoDB, but very unfortunately we have some myISAM tables in there (in fact the largest 150GB table is myISAM and I want to switch it to InnoDB but I can't do it until I have more space & a hot copy to switch to). Any ideas? Is there some way to make such a snapshot? Or is there alternatively a way to get replication to "catch up" without an snapshot for initialization?

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  • SQL Server Subscriber Migration

    - by SuperCoolMoss
    We're currently have one way transaction replication from a SQL Server 2005 OLTP publisher/distrbituor to two subscribers (one SQL 2005 and the other SQL2008 R2). Replication security is via the SQL Agents' domain service account (the same account is used on all boxes). The SQL2008R2 subscriber is used for BI purposes and hosts a database that has a subset of the Production publisher database tables, with different security and indexes. We need to migrate this BI subscriber to a newer box with more performant hardware. The plan is as follows: Stop replicating to the BI box (continue replicating to the other subscriber). Backup all databases on the BI box (including system databases). Restore all databases (including master in single user mode) to the new BI box (this has SQL Server 2008R2 already installed). Take the old BI box off the network and shut it down. Rename and Re-IP the new BI box to be the same as the old box. Switch replication back on. Are there any flaws in this approach?

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

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

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  • Parallel Environment (PE) on Sun Grid Engine (6.2u5) won't run jobs: "only offers 0 slots"

    - by Peter Van Heusden
    I have Sun Grid Engine set up (version 6.2u5) on a Ubuntu 10.10 server with 8 cores. In order to be able to reserve multiple slots, I have a parallel environment (PE) set up like this: pe_name serial slots 999 user_lists NONE xuser_lists NONE start_proc_args /bin/true stop_proc_args /bin/true allocation_rule $pe_slots control_slaves FALSE job_is_first_task TRUE urgency_slots min accounting_summary FALSE This is associated with the all.q on the server in question (let's call the server A). However, when I submit a job that uses 4 threads with e.g. qsub -q all.q@A -pe serial 4 mycmd.sh, it never gets scheduled, and I get the following reasoning from qstat: cannot run in PE "serial" because it only offers 0 slots Why is SGE saying "serial" only offers 0 slots, since there are 8 slots available on the server I specified (server A)? The queue in question is configured thus (server names changed): qname all.q hostlist @allhosts seq_no 0 load_thresholds np_load_avg=1.75 suspend_thresholds NONE nsuspend 1 suspend_interval 00:05:00 priority 0 min_cpu_interval 00:05:00 processors UNDEFINED qtype BATCH INTERACTIVE ckpt_list NONE pe_list make orte serial rerun FALSE slots 1,[D=32],[C=8], \ [B=30],[A=8] tmpdir /tmp shell /bin/sh prolog NONE epilog NONE shell_start_mode posix_compliant starter_method NONE suspend_method NONE resume_method NONE terminate_method NONE notify 00:00:60 owner_list NONE user_lists NONE xuser_lists NONE subordinate_list NONE complex_values NONE projects NONE xprojects NONE calendar NONE initial_state default s_rt INFINITY h_rt 08:00:00 s_cpu INFINITY h_cpu INFINITY s_fsize INFINITY h_fsize INFINITY s_data INFINITY h_data INFINITY s_stack INFINITY h_stack INFINITY s_core INFINITY h_core INFINITY s_rss INFINITY h_rss INFINITY s_vmem INFINITY h_vmem INFINITY,[A=30g], \ [B=5g]

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  • What is a good open source job scheduler in Java?

    - by Boaz
    Hi, In an application harvesting (many) RSS feeds, I want to dynamically schedule the feed downloaders based on the following criteria: The speed at which content are generated - source which produce content at a higher rate need to be visited more often. After downloading a feed, its content is analyzed and based on the current rate of publication the next run time is determined for the feed. Note that this is dynamically changing. Sometimes a feed is very active and sometimes it is slow. Every RSS feed should be visited at least once an hour. While the second one is done by most schedulers but the first one is more problematic. What JAVA-based open source scheduler would you recommend for the task? (and why ;) ) Thanks! Boaz

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  • Generating PDF's via Delayed Job while maintaing a RESTful pattern.

    - by Jeff
    Hi, currently I am running a Rails app on Heroku, and everything is working great with exception of generating PDF documents that sometimes contain thousands of records. Heroku has a built-in timeout of 30 seconds, so if the request takes more than 30 seconds, it's abandoned. That's fine, since they offer delayed_job support built-in. However, all of the PDF's i generate follow a typical restful pattern. For instance, a request to "/posts.pdf" generates a pdf (using PRAWN and PRAWNTO) and it's delivered to the browser. So my basic question is, how do I create dynamically generated PDF's with delayed_job while maintaining the basic RESTful patterns Rail's so conveniently provides. Thanks.

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  • 4.4.1 Timeout in 10 minute intervals SMTP on batch email jobs

    - by TEEKAY
    I am running a job that uses SMTP and it can run in excess of an hour, emailing the entire time. It's not my code but a workflow based app so I just get a form to configure the mail server, subj, msg, etc and can't see it's implementation. I know it is .NET and SmtpClient. I have been seeing 4.4.1 timeouts every 10 minutes being reported by the application as the response from the server. The # of emails in those 10 minute sessions are variable, between 100 and below 150 which leads me to ask about the 10 minute timeout time specifically. I have found there are several exchange properties (though I don't know what version they are running) that set timeout limits. (http://technet.microsoft.com/en-us/library/bb232205%28v=exchg.150%29.aspx) Would those values for ConnectionInactivityTimeOut and ConnectionTimeout be the controlling the timeouts? and finally I would like to ask if exchange considers the consistent connection(s) it kept receiving from the same source as one continuous connection and cause the timeout each 10 minutes and cause the timeout? I am using a static ip of the mail server. Thanks if anyone can shed any light on my problem. EDIT - It is my belief that the library is just keeping the connections around and isn't wrapped in any cleanup code or using statement. That said, I still haven't made any progress on this issue in the last year and just requeue the failed ones as I see them.

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  • SQL Server Replication

    - by Serge
    I have a device that continuously collects data and stores it on a local database. I would like to also replicate that data to a second computer over the network every 10 seconds to ensure data reliability. Should I use transaction replication to achieve this? What if the network connection is temporarily unavailable, will the replication service automatically transmit all the backlogged data once the connection is restored? Can the computer that collects the data be SQL Server Compact or does it have to be at least Workgroup edition to be a Publisher. The second PC will run SQL Server Express and would be a subscriber. Thanks.

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  • Replicate between mysql 5.0.xx community and enterprise edition over ssh

    - by Arlukin
    I'm trying to setup a mysql replication over an SSH tunnel. The odd thing about this setup is that I have one master with mysql 5.0.60sp1-enterprise-gpl-log and one slave with mysql 5.0.67-community-log. Could it be so that it's not possible to replicate between community and enterprise edition? As you can see in my log below, it's possible to login on the remote server with the mysql client. But the replication get "Can't connect to MySQL server on '127.0.0.1' (13)" Is it any log file I have forgotten to look in, to get more info? [root@mysql1-av ~]# mysql -uroot -p Enter password: Welcome to the MySQL monitor. Commands end with ; or \g. Your MySQL connection id is 73 Server version: 5.0.67-community-log MySQL Community Edition (GPL) Type 'help;' or '\h' for help. Type '\c' to clear the buffer. The version of the slave mysql [root@mysql1-av ~]# autossh -f -M 20001 -L 3307:10.200.200.200:3306 [email protected] -N [root@mysql1-av ~]# mysql -h127.0.0.1 --port 3307 -uroot -p Enter password: Welcome to the MySQL monitor. Commands end with ; or \g. Your MySQL connection id is 5189 Server version: 5.0.60sp1-enterprise-gpl-log MySQL Enterprise Server (GPL) Type 'help;' or '\h' for help. Type '\c' to clear the buffer. mysql> Aborted Login to the master mysql with the mysql client over the ssh tunnel. [root@mysql1-av ~]# mysql -uroot -p Enter password: Welcome to the MySQL monitor. Commands end with ; or \g. Your MySQL connection id is 75 Server version: 5.0.67-community-log MySQL Community Edition (GPL) Type 'help;' or '\h' for help. Type '\c' to clear the buffer. mysql> change master to master_host='127.0.0.1', MASTER_PORT=3307, master_user='xxxx', master_password='xxxx', master_log_file='bin.000001'; Query OK, 0 rows affected (0.00 sec) mysql> start slave; Query OK, 0 rows affected (0.00 sec) mysql> show slave status \G *************************** 1. row *************************** Slave_IO_State: Connecting to master Master_Host: 127.0.0.1 Master_User: replNSG Master_Port: 3307 Connect_Retry: 60 Master_Log_File: bin.000001 Read_Master_Log_Pos: 4 Relay_Log_File: relay.000001 Relay_Log_Pos: 98 Relay_Master_Log_File: bin.000001 Slave_IO_Running: No Slave_SQL_Running: Yes Replicate_Do_DB: Replicate_Ignore_DB: Replicate_Do_Table: Replicate_Ignore_Table: Replicate_Wild_Do_Table: Replicate_Wild_Ignore_Table: Last_Errno: 0 Last_Error: Skip_Counter: 0 Exec_Master_Log_Pos: 4 Relay_Log_Space: 98 Until_Condition: None Until_Log_File: Until_Log_Pos: 0 Master_SSL_Allowed: No Master_SSL_CA_File: Master_SSL_CA_Path: Master_SSL_Cert: Master_SSL_Cipher: Master_SSL_Key: Seconds_Behind_Master: NULL 1 row in set (0.00 sec) Start the replication, but it breaks on IO. [root@mysql1-av ~]# tail /var/log/mysqld.log 120921 22:17:59 [Note] Slave I/O thread killed while connecting to master 120921 22:17:59 [Note] Slave I/O thread exiting, read up to log 'bin.000001', position 4 120921 22:17:59 [Note] Error reading relay log event: slave SQL thread was killed 120921 22:29:36 [Note] Slave SQL thread initialized, starting replication in log 'bin.000001' at position 4, relay log '/var/lib/mysql/relay.000001' position: 4 120921 22:29:36 [ERROR] Slave I/O thread: error connecting to master '[email protected]:3307': Error: 'Can't connect to MySQL server on '127.0.0.1' (13)' errno: 2003 retry-time: 60 retries: 86400 Because it can't connect to the master server.

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  • Does a programmer really need college?

    - by Dfranc3373
    I am currently a junior in college, however I have had multiple jobs programming since high school. Currently I work programming at a company part time using many different languages that I have learned the past few years. I recently sat down with a advisor and discovered with the classes I have left to take, I will learn next to nothing in them, as I already know the concepts and how to apply them for all the classes. My current job has offered me a full time position and I have had other companies email me as well. My question is if I know for a fact that I cannot learn more at college, is there even a point in staying? I know for a fact I could spend my time in more productive ways programming and working then what I am doing in school. Do you think to be looked at seriously as a programmer you need a degree?

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  • Changing from Frontend Development to .Net

    - by Ivo
    On of my colleagues is going to change jobs from full time frontend developer(jquery, css,html) to 50% frontend 50% .Net (MVC 3 with razor) What are good techniques to get him up to speed asap. I have the following idea's myself Read Clean Code Read/Pratice with the book Pro ASP.NET MVC 3 Framework Watch Asp.net video's http://www.asp.net/mvc/videos Do the nerd dinner intro http://www.asp.net/mvc/videos Start building the json services from jQuery 0.5/1 day of pair programming with an experienced .Net developer each week Is this a good way to go? Is it totally wrong? Any other tips

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  • How many programmers are female? [closed]

    - by Cawas
    Let's just assume gender and sex do matter and this question isn't so pointless as some may say. I believe gender distribution do say a lot about any given job although I find it very hard to explain why. So, is there any source on the web we can use to have a plain high number referencing female versus male programmers on any given space (country, community, company, etc)? Not asking why nor anything else. Just statistical numbers.

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  • .net Interviews

    - by pdiddy
    When interviewing a .net candidate what do you look for? Let's say for a senior candidate. What kind of memorable interview have you experience, good or bad? This is going to be my first time I'll be the Interviewer. This is my second job and so I haven't got a lot of interview experience. Sure I can ask lots of .net technical questions, but what other questions can I ask and what can it bring by asking that question? Thanks,

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  • Where to find algorithms work?

    - by Misha
    The funnest parts of my projects have been the back-end algorithms work. I have worked on projects where I implemented Gaussian Mixture models, a Remez algorithm and a few Monte Carlo schemes. I loved figuring out how these processes worked and tuning them when they didn't. I recently graduated and my problem lies in the work I was able to find. The only jobs I have found, with my Electrical Engineering degree, are for writing user applications. Tasks such as fashioning web interfaces or front-ends for hardware devices. When I speak with potential employers about my interests they say they have no work of the sort. Where does one find work that involves implementing these kind of schemes?

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  • Is OO-programming really as important as hiring companies place it?

    - by ale
    I am just finishing my masters degree (in computing) and applying for jobs.. I've noticed many companies specifically ask for an understanding of object orientation. Popular interview questions are about inheritance, polymorphism, accessors etc. Is OO really that crucial? I even had an interview for a programming job in C and half the interview was OO. In the real world, developing real applications, is object orientation nearly always used? Are key features like polymorphism used A LOT? I think my question comes from one of my weaknesses.. although I know about OO.. I don't seem to be able to incorporate it a great deal into my programs. I would be really interested to get peoples' thoughts on this!

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  • How do I find fun companies?

    - by the_great_monkey
    When looking for jobs, I'm not sure how to determine whether the company is fun to work for or not. I want to work in companies that are open, innovative, and make a good contribution to the world of computer science. For example, Dropbox looks like a very fun company and its existence is very important. How do I spot this in job advertisements? EDIT: I should note that I live in Australia, so many of the fun companies that I know does not have any office here. I know only a handful of fun companies in Australia – including Google in Sydney. But I don't know that many.

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  • What does it mean to "have experience with the Unix/Linux command line"? [closed]

    - by Aerovistae
    I'm a new comp sci grad applying to jobs, and this requirement confuses me, especially since the job description (Python back-end developer) says it's the single most important thing ("Everything else we can teach you!") I mean, I know how to use the command line... I know your standard run-of-the-mill stuff like navigating around and manipulating files and permissions and using pipes and running applications, but what are they looking for when they say something like that? I'm aware there's no end to what you can do with the command line, but I was under the impression that after a certain point it's the sort of thing that only benefits server/system administrators.

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  • Where must i focus [on hold]

    - by njnbat
    i have been working in technology field for last 7 years. i started with vb.net windows application along with oracle plsql. Later on i did projects that included coding in java ,struts framework ,javascripts. I have lost interest in doing projects with struts framework and doesn't find oracle plsql appealing too. I would love to work with new technologies especially mobile techs and my interests in coding persists still. But i am not sure if my organisation will ever shift its tech base to new and modern frameworks. Now i am 25 years old and worried about taking the right decision. i feel like quitting the job but at the same time i am concerned if i have the sufficient tech skills to start working on modern technologies in other organisations. Also i am confused if i must stick to the same company and wait for management jobs. Kindly suggest your opinions on the right strategy i must opt , being a 25 year old with this background.

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  • As a minor, how can I make programming profitable? [closed]

    - by lesderid
    Possible Duplicate: Can I be “too young” to get a programming job? I’m 15 and I want to Freelance I've always loved programming. I started when I was about 8 with making some silly WinForms applications in VB.Net that basically did nothing. Now, I'm 15 and I would say I'm quite good C# and I'm reading through Jon Skeet's C# In Depth. I also have some experience with VB, C++ and Assembler (mostly reverse engineering). I really love coding, which got me wondering about college, what I can study to get into the software business. However, I would like to earn some money now, so I can spend it on better hardware, on development tools or on other hobbies. This is hard because I don't have any work experience nor have I done any programming-related studies. It's also not legal for me to do any freelancing jobs as I'm under the age of 18. How can I use my current experience at my age to earn some money?

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  • When to drop an IT job

    - by Nippysaurus
    In my career I have had two programming jobs. Both these jobs were in a field that I am most familiar with (C# / MSSQL) but I have quit both jobs for the same reason: unmanageable code and bad (loose) company structure. There was something in common with both these jobs: small companies (in one I was the only developer). Currently I am in the following position: being given written instructions which are almost impossible to follow (somewhat of a fools errand). we are given short time constraints, but seldom asked how long work will take, and when we do it is always too long and needs to be shorter (and when it ends up taking longer than they need it to take, it's always our fault). there is no time for proper documenting, but we get blamed for not documenting (see previous point). Management is constantly screwing me around, saying I'm underperforming on a given task (which is not true, and switching me to a task which is much more confusing). So I must ask my fellow developers: how bad does a job need to be before you would consider jumping ship? And what to look out for when considering taking a job. In future I will be asking about documented procedures, release control, bug management and adoption of new technologies. EDIT: Let me add some more fuel to the fire ... I have been in my current job for just over a year, and the work I am doing almost never uses any of the knowledge I have gained from the other work I have been doing here. Everything is a giant learning curve. Because of this about 30% of my time is learning what is going on with this new product (who's owner / original developer has left the company), 30% trying to find the relevant documentation that helps the whole thing make sense, 30% actually finding where to make the change, 10% actually making the change.

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