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  • How should I fix problems with file permissions while restoring from Time Machine?

    - by Andrew Grimm
    While restoring files from a Time Machine backup, I got the error message "The operation can’t be completed because you don’t have permission to access some of the items." because of problems with files in one folder. What's the safest way to deal with this? The folder in question has permissions like: Andrew-Grimms-MacBook-Pro:kmer agrimm$ pwd /Volumes/Time Machine Backups/Backups.backupdb/Andrew Grimm’s MacBook Pro/2010-12-09-224309/Macintosh HD/Users/agrimm/ruby/kmer Andrew-Grimms-MacBook-Pro:kmer agrimm$ ls -ltra total 6156896 drwxrwxrwx@ 19 agrimm staff 680 18 Jan 2008 Saccharomyces_cerevisiae -r--------@ 1 agrimm staff 60221852 4 Aug 2009 hs_ref_GRCh37_chrY.fa -r--------@ 1 agrimm staff 157488804 4 Aug 2009 hs_ref_GRCh37_chrX.fa (snip a few files) -r--------@ 1 agrimm staff 676063 27 Oct 2009 NC_001143.fna -rw-r--r--@ 1 agrimm staff 6148 23 Mar 2010 .DS_Store drwxr-xr-x@ 3 agrimm staff 1530 23 Mar 2010 . drwxr-xr-x@ 30 agrimm staff 1054 20 Nov 14:43 .. Is it ok to do sudo chmod, or is there a safer approach? Background: Files within the original folder on my computer also had weird permissions - I suspect I may have used sudo to copy some files from a thumbdrive onto my computer.

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  • Sonicwall 3500 (Creating VLANS for usage of multiple SSID)

    - by Thomas Chia
    I have an issue here. Here is my setup: X0 - STAFF network | X2 - AGENT network | X4 - Wireless AP (for multiple SSID) Okay, basically I'm going to set up the wireless AP to be broadcasting 2 SSID, STAFF-WIFI and AGENT WIFI. When connected to STAFF-WIFI, the users will be connected to the STAFF network, while connected to the AGENT WIFI, the users will be connected to the AGENT network. Can someone explain in details how to go about setting up this configuration? Thanks!

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  • Are file access times not properly maintained in Mac OS X?

    - by Ether
    I'm trying to determine how file access times are maintained by default in Mac OS X, as I'm trying to diagnose some odd behaviour I'm seeing in a new MBP Unibody (running Snow Leopard, 10.6.2): The symptoms (drilling down to the specific behaviour that seems to be causing the issue): mutt is unable to switch to mailboxes which have recently received new mail mail is delivered by procmail, which updates the mtime of the mbox folder it is updating, but does not alter the atime (this is how new mail detection works: by comparing atime to mtime) however, both the mtime and atime of the mbox file is getting updated Through testing, it does not appear that atimes can be set separately in the filesystem: : [ether@tequila ~]$; touch test : [ether@tequila ~]$; touch -m -t 200801010000 test2 : [ether@tequila ~]$; touch -a -t 200801010000 test3 : [ether@tequila ~]$; ls -l test* -rw------- 1 ether staff 0 Dec 30 11:42 test -rw------- 1 ether staff 0 Jan 1 2008 test2 -rw------- 1 ether staff 0 Dec 30 11:43 test3 : [ether@tequila ~]$; ls -lu test* -rw------- 1 ether staff 0 Dec 30 11:42 test -rw------- 1 ether staff 0 Dec 30 11:43 test2 -rw------- 1 ether staff 0 Dec 30 11:43 test3 The test2 file is created with an old mtime, and the atime is set to now (as it is a new file), which is correct. However, test3 is created with an old atime, but is not set properly on the file. To be sure this is not just behaviour seen with new files, let's modify an old file: : [ether@tequila ~]$; touch -a -t 200801010000 test : [ether@tequila ~]$; ls -l test -rw------- 1 ether staff 0 Dec 30 11:42 test : [ether@tequila ~]$; ls -lu test -rw------- 1 ether staff 0 Dec 30 11:45 test So it would seem that atimes cannot be set explicitly (it is always reset to "now" when either mtime or atime modifications are submitted). Is this something inherent to the filesystem itself, is it something that can be changed, or am I totally crazy and looking in the wrong place? PS. the output of mount is: : [ether@tequila ~]$; mount /dev/disk0s2 on / (hfs, local, journaled) devfs on /dev (devfs, local, nobrowse) map -hosts on /net (autofs, nosuid, automounted, nobrowse) map auto_home on /home (autofs, automounted, nobrowse) ...and Disk Utility says that the drive is of type "Mac OS Extended (Journaled)".

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  • Need help displaying a table dynamically based on a drop down date selection

    - by Gideon
    I am designing a job rota planner for a company and need help displaying a dynamic table containing the staff details. I have the following tables in MySQL database: Staff, Event, and Job. The staff table holds staff details (staffed, name, address...etc), the Event table (eventide, eventName, Fromdate, Todate...etc) and the Job table holds (Jobid, Jobdate, Eventid(fk), Staffid (fk)). I need to dynamically display the available staff list from the staff table when the user selects the event and the date (3 drop downs: date, month, and year) from a PHP form. I need to display staff members that have not been assigned work on the selected date by checking the Jobdate in the Job table. I have been at this for all day and can't get around it. I am still learning PHP and would surely appreciate any help I can get. My current code displays all staff members when an event is selected: //Create the day pull-down menu. $days = range (1, 31); echo "<Select Name=day Value=''><Option>Day</option>"; foreach ($days as $value) { echo '<option value="'.$value.'">'.$value.'</option>\n'; } echo "</Select>"; echo "</td><td>"; //Create the month pull-down menu echo "<Select Name=month Value=''><Option>Month</option>"; echo "<option value='01'>Jan</option>"; echo "<option value='02'>Feb</option>"; echo "<option value='03'>Mar</option>"; echo "<option value='04'>Apr</option>"; echo "<option value='05'>May</option>"; echo "<option value='06'>Jun</option>"; echo "<option value='07'>Jul</option>"; echo "<option value='08'>Aug</option>"; echo "<option value='09'>Sep</option>"; echo "<option value='10'>Oct</option>"; echo "<option value='11'>Nov</option>"; echo "<option value='12'>Dec</option>"; echo "</select>"; echo "</td><td>"; //Create the year pull-down menu $currentYear = date ("Y"); $years = range ($currentYear, 2020); echo "<Select Name=year Value=''><Option>Year</option>"; foreach ($years as $value) { echo '<option value="'.$value.'">'.$value.'</option>\n'; } echo "</Select>"; echo "</td></tr></table>"; echo "</td><td>"; //echo "<img src='../ETMSimages/etms_staff.png'</img></td><td>"; //construct the available staff list $staffsql = "SELECT StaffId, LastName, FirstName FROM Staff order by StaffId"; $staffResult = mysql_query($staffsql); if ($staffResult){ echo "<p><table cellspacing='1' cellpadding='3'>"; echo "<th colspan=6>List of Available Staff</th>"; echo "</tr><tr><th> Select</th><th>Id</th><th></th><th>Last Name </th><th></th><th>First Name </th></tr>"; while ($staffarray = mysql_fetch_array($staffResult)) { echo "<tr onMouseOver= this.bgColor = 'red' onMouseOut =this.bgColor = 'white' bgcolor= '#FFFFFF'> <td align=center><input type='checkbox' name='selectbox[]' id='selectbox[]' value=".$staffarray['StaffId']."> </td><td align=left>".$staffarray['StaffId']." </td><td>&nbsp&nbsp</td><td align=center>".$staffarray['LastName']." </td><td>&nbsp&nbsp</td><td align=center>".$staffarray['FirstName']." </td></tr>"; } echo "</table>"; } else { echo "<br> The Staff list can not be displayed!"; } echo "</td></tr>"; echo "<tr><td></td>"; echo "<td align=center><input type='submit' name='Submit' value='Assign Staff'>&nbsp&nbsp"; echo "<input type='reset' value='Start Over'>"; echo "</td></tr>"; echo "</table>";

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  • Add multiple @groups to valid users

    - by skids89
    In smb.conf I have the line valid users = @Staff @Directors Is this a valid syntax to add two groups to the valid users line? It does not seem to work right on our xp pro clients. If not which of the following is the proper way (if any) to make two groups valid users of this network drive? Which is proper for windows clients? valid users = +Staff +Directors Or do I need to use the & valid users = &Staff &Directors Or some combo of the two? valid users = &+Staff &+Directors valid users = +&Staff +&Directors

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  • WebCenter Customer Spotlight: Hyundai Motor Company

    - by me
    Author: Peter Reiser - Social Business Evangelist, Oracle WebCenter  Solution SummaryHyundai Motor Company is one of the world’s fastest-growing car manufacturers, ranked as the fifth-largest in 2011. The company also operates the world’s largest integrated automobile manufacturing facility in Ulsan, Republic of Korea, which can produce 1.6 million units per year. They  undertook a project to improve business efficiency and reinforce data security by centralizing the company’s sales, financial, and car manufacturing documents into a single repository. Hyundai Motor Company chose Oracle Exalogic, Oracle Exadata, Oracle WebLogic Sever, and Oracle WebCenter Content 11g, as they provided better performance, stability, storage, and scalability than their competitors.  Hyundai Motor Company cut the overall time spent each day on document-related work by around 85%, saved more than US$1 million in paper and printing costs, laid the foundation for a smart work environment, and supported their future growth in the competitive car industry. Company OverviewHyundai Motor Company is one of the world’s fastest-growing car manufacturers, ranked as the fifth-largest in 2011. The company also operates the world’s largest integrated automobile manufacturing facility in Ulsan, Republic of Korea, which can produce 1.6 million units per year. The company strives to enhance its brand image and market recognition by continuously improving the quality and design of its cars. Business Challenges To maximize the company’s growth potential, Hyundai Motor Company undertook a project to improve business efficiency and reinforce data security by centralizing the company’s sales, financial, and car manufacturing documents into a single repository. Specifically, they wanted to: Introduce a smart work environment to improve staff productivity and efficiency, and take advantage of rapid company growth due to new, enhanced car designs Replace a legacy document system managed by individual staff to improve collaboration, the visibility of corporate documents, and sharing of work-related files between employees Improve the security and storage of documents containing corporate intellectual property, and prevent intellectual property loss when staff leaves the company Eliminate delays when downloading files from the central server to a PC Build a large, single document repository to more efficiently manage and share data between 30,000 staff at the company’s headquarters Establish a scalable system that can be extended to Hyundai offices around the world Solution DeployedAfter conducting a large-scale benchmark test, Hyundai Motor Company chose Oracle Exalogic, Oracle Exadata, Oracle WebLogic Sever, and Oracle WebCenter Content 11g, as they provided better performance, stability, storage, and scalability than their competitors. Business Results Lowered the overall time spent each day on all document-related work by approximately 85%—from 4.5 hours to around 42 minutes on an average day Saved more than US$1 million per year in printer, paper, and toner costs, and laid the foundation for a completely paperless environment Reduced staff’s time spent requesting and receiving documents about car sales or designs from supervisors by 50%, by storing and managing all documents across the corporation in a single repository Cut the time required to draft new-car manufacturing, sales, and design documents by 20%, by allowing employees to reference high-quality data, such as marketing strategy and product planning documents already in the system Enhanced staff productivity at company headquarters by 9% by reducing the document-related tasks of 30,000 administrative and research and development staff Ensured the system could scale to hold 3 petabytes of car sales, manufacturing, and design data by 2013 and be deployed at branches worldwide We chose Oracle Exalogic, Oracle Exadata, and Oracle WebCenter Content to support our new document-centralization system over their competitors as Oracle offers stable storage for petabytes of data and high processing speeds. We have cut the overall time spent each day on document-related work by around 85%, saved more than US$1 million in paper and printing costs, laid the foundation for a smart work environment, and supported our future growth in the competitive car industry. Kang Tae-jin, Manager, General Affairs Team, Hyundai Motor Company Additional Information Hyundai Motor Company Customer Snapshot Oracle WebCenter Content

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  • LightScythe Creates Huge Light Paintings

    - by Jason Fitzpatrick
    Earlier this year we showed you how an LED POV staff could be used to visualize network data. This build takes it to another level and allows you to imprint entire words and images into photos. Gavin, a hardware hacker from Sydney, built an open-source POV (persistence of vision) staff after the Wi-Fi visualizer inspired him to begin playing with large POV builds. He built his POV staff using LED strips, wireless controllers, and a laptop to send the signals at the proper intervals to the staff. He can write words, create images, and even send Pac-Man racing across the frame. Hit up the link below to read more about his project and grab his schematics and parts lists. LightScythe [The Mechatronics Guy via Make] HTG Explains: Photography with Film-Based CamerasHow to Clean Your Dirty Smartphone (Without Breaking Something)What is a Histogram, and How Can I Use it to Improve My Photos?

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  • Unified data source for k2 installed Joomla websites

    - by Özkan ÖZLÜ
    I am responsible for a few web sites of my organization. I use Joomla! 2.5.9 for those web sites. They all are running at the same server. I use K2 component for content managing. I have a general website in which shows all the staff information at the 'Staff' page. Also some of those people and their contents are shown in another department's website. So, there are databases for each web site. For example: In the general website (let's say general.org), when I click on the 'Staff' menu item, page shows all of the people work at my organization. Also they work at different departments. In another web site (eg: education.general.org) when I click on the 'Staff' menu item, it shows the people work at education department. But for each web site, I have different user accounts which means a modification in one of them does not affect the other one. If the one of the education staff tries to change his profile picture on the education web site, he also has to do it on the general web site. And sometimes one person might be working at two departments. Thus he has to edit three times of his data. Is it possible to merge the records for all websites? In other words, I want everyone to insert/update their data on the general web site, and the other web sites will be updated automatically.

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  • Passenger: "Missing these required gems redgreen"

    - by Michael Stum
    Hello, total ruby newbie, trying to setup a Rails/MongoDB application on Mac OS X Snow leopard. Installed Ruby 1.9.1 and RubyGems 1.3.7, which ruby and which gem point to the same directory. I'm using the Snow Leopard built-in apache and Passenger 2.2.11. I'm using the rails template from the mongo-site which seems to work okay overall. The exact error that passenger gives me is: /Users/User/Sites/feuerapp/vendor/rails/railties/lib/rails/gem_dependency.rb:119:Warning: Gem::Dependency#version_requirements is deprecated and will be removed on or after August 2010. Use #requirement **Notice: C extension not loaded. This is required for optimum MongoDB Ruby driver performance. You can install the extension as follows: gem install bson_ext If you continue to receive this message after installing, make sure that the bson_ext gem is in your load path and that the bson_ext and mongo gems are of the same version. Missing these required gems: redgreen You're running: ruby 1.9.1.376 at /usr/local/bin/ruby rubygems 1.3.7 at /Users/User/.gem/ruby/1.9.1, /usr/local/lib/ruby/gems/1.9.1 Runrake gems:installto install the missing gems. The weird thing is that redgreen is installed and looks fine to me: Dahlia:feuerapp User$ ls -la vendor/gems/ total 0 drwxr-xr-x 7 User staff 238 May 18 22:56 . drwxr-xr-x 5 User staff 170 May 18 23:00 .. drwxr-xr-x 11 User staff 374 May 18 22:56 factory_girl-1.2.4 drwxr-xr-x 11 User staff 374 May 18 22:56 mocha-0.9.8 drwxr-xr-x 7 User staff 238 May 18 22:56 mongo_mapper-0.7.6 drwxr-xr-x 7 User staff 238 May 18 22:56 redgreen-1.2.2 drwxr-xr-x 11 User staff 374 May 18 22:56 shoulda-2.10.3 Commenting out this line in environment.rb "solves" the issue, but that's not really want I want: config.gem 'redgreen' I don't understand anything of gems yet, but from my limited understanding, redgreen should be there and found?

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  • Share Point ACL on OSX Lion Server - Posix group always takes over ACLs

    - by Ben
    Trying to configure a share point on a Lion Server machine. The directory is created by the local server admin (serveradmin) and has rwxr-x--- given to it. The serveradmin user belongs to the local staff group so serveradmin readwrite staff group read Others none We have an OD group for all the employees (Workers) . Using the Server tool we've given Full Control to the share point: Workers Full Control serveradmin readwrite staff group read Others none We would assume that Workers could then do what they want on the share but that doesn't seem to be the case. It appears the POSIX permissions take over the ACL permissions for Worker. If I change the staff permission to readwrite then the Workers can create a file or folder in the share point. I would think the ACL should take over but it doesn't, posix always win, rendering ACL useless. Furthermore if I leave the readwrite permission for staff and take Write permission away for the Workers group then the posix group still wins. Essentially the Workers ACL does absolutely nothing. There are reports of similar problems in this Apple forum thread: https://discussions.apple.com/thread/3722901 The directory nesting fix suggested there doesn't work for us. Has anyone had similar issues and know how to fix this? Edit: in Workgroup Manager the employees user are set to primary group staff and given the additional OD group Workers. Changing their primary group doesn't help, it only shifts the problem onto Others taking over rights (logically) Edit 2: Ok, this is interesting, adding OD Users to the share's ACL works totally fine

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  • How do I set up a shared directory on Linux?

    - by JR Lawhorne
    I have a linux server I want to use to share files between users in my company. Users will access the machine with sftp or secure shell. Here is what I have: cd /home ls -l drwxrwsr-x 5 userA staff 4096 Jul 22 15:00 shared (other listings omitted) I want all users in the staff group to be able to create, modify, delete any file and/or directory in the shared folder. I don't want anyone else to have access to the folder at all. I have: Added the users to the staff group by modifying /etc/group and running grpconv to update /etc/gshadow Run chown -R userA.staff /home/shared Run chmod -R 2775 /home/shared Now, users in the staff group can create new files but they aren't allowed to open the existing files in the directory for edit. I suspect this is due to the primary group id associated with each user which is still set to be the group created when the user was created. So, the PGID of user 'userA' is 'userA'. I'd rather not change the primary group of the users to 'staff' if I can help it but if it is the easiest option, I would consider it. And, a variation on a theme, I'd like to do this same thing with another directory but also allow the apache user to read files in the directory and serve them. What's the best way to set this up?

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  • Integrating Nagios with a ticketing system/incident mnagement system

    - by sektor
    Is there a free ticketing system/incident management system which will help me in achieving the following? 1) If a service goes down then Nagios alerts the on-duty staff and pushes the status to some backend or DB as a ticket, say the initial status is "New". 2) The on-duty staff logs in through a frontend and acknowledges the new ticket by marking it as "In progress", so now the status of the ticket changes from "New" to "In progress". 3) If even after "n" number of minutes no person from on-duty staff has changed the ticket status to "In progress" then Nagios alerts the next level of contacts. Although if the on-duty staff has acknowledged the ticket then there is no need to alert the next level. 4) When the service comes up Nagios closes the ticket by marking it "Closed" Now I already have Nagios monitoring set up and currently it alerts by sending text messages and mails, what I'm looking for is some framework which only escalates the issue(alerts the second level) if the first level(on-duty staff) fails to respond to the initial alert. By "responding to the alert" I mean, the on-duty staff can login via some frontend and basically change the status to something like "Acknowledged" or "In progress".

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  • Expectations + Rewards = Innovation

    - by D'Arcy Lussier
    “Innovation” is a heavy word. We regard those that embrace it as “Innovators”. We describe organizations as being “Innovative”. We hold those associated with the word in high regard, even though its dictionary definition is very simple: Introducing something new. What our culture has done is wrapped Innovation in white robes and a gold crown. Innovation is rarely just introducing something new. Innovations and innovators are typically associated with other terms: groundbreaking, genius, industry-changing, creative, leading. Being a true innovator and creating innovations are a big deal, and something companies try to strive for…or at least say they strive for. There’s huge value in being recognized as an innovator in an industry, since the idea is that innovation equates to increased profitability. IBM ran an ad a few years back that showed what their view of innovation is: “The point of innovation is to make actual money.” If the money aspect makes you feel uneasy, consider it another way: the point of innovation is to <insert payoff here>. Companies that innovate will be more successful. Non-profits that innovate can better serve their target clients. Governments that innovate can better provide services to their citizens. True innovation is not easy to come by though. As with anything in business, how well an organization will innovate is reliant on the employees it retains, the expectations placed on those employees, and the rewards available to them. In a previous blog post I talked about one formula: Right Employees + Happy Employees = Productive Employees I want to introduce a new one, that builds upon the previous one: Expectations + Rewards = Innovation  The level of innovation your organization will realize is directly associated with the expectations you place on your staff and the rewards you make available to them. Expectations We may feel uncomfortable with the idea of placing expectations on our staff, mainly because expectation has somewhat of a negative or cold connotation to it: “I expect you to act this way or else!” The problem is in the or-else part…we focus on the negative aspects of failing to meet expectations instead of looking at the positive side. “I expect you to act this way because it will produce <insert benefit here>”. Expectations should not be set to punish but instead be set to ensure quality. At a recent conference I spoke with some Microsoft employees who told me that you have five years from starting with the company to reach a “Senior” level. If you don’t, then you’re let go. The expectation Microsoft placed on their staff is that they should be working towards improving themselves, taking more responsibility, and thus ensure that there is a constant level of quality in the workforce. Rewards Let me be clear: a paycheck is not a reward. A paycheck is simply the employer’s responsibility in the employee/employer relationship. A paycheck will never be the key motivator to drive innovation. Offering employees something over and above their required compensation can spur them to greater performance and achievement. Working in the food service industry, this tactic was used again and again: whoever has the highest sales over lunch will receive a free lunch/gift certificate/entry into a draw/etc. There was something to strive for, to try beyond the baseline of what our serving jobs were. It was through this that innovative sales techniques would be tried and honed, with key servers being top sellers time and time again. At a code camp I spoke at, I was amazed to see that all the employees from one company receive $100 Visa gift cards as a thank you for taking time to speak. Again, offering something over and above that can give that extra push for employees. Rewards work. But what about the fairness angle? In the restaurant example I gave, there were servers that would never win the competition. They just weren’t good enough at selling and never seemed to get better. So should those that did work at performing better and produce more sales for the restaurant not get rewarded because those who weren’t working at performing better might get upset? Of course not! Organizations succeed because of their top performers and those that strive to join their ranks. The Expectation/Reward Graph While the Expectations + Rewards = Innovation formula may seem like a simple mathematics formula, there’s much more going under the hood. In fact there are three different outcomes that could occur based on what you put in as values for Expectations and Rewards. Consider the graph below and the descriptions that follow: Disgruntled – High Expectation, Low Reward I worked at a company where the mantra was “Company First, Because We Pay You”. Even today I still hear stories of how this sentiment continues to be perpetuated: They provide you a paycheck and a means to live, therefore you should always put them as your top priority. Of course, this is a huge imbalance in the expectation/reward equation. Why would anyone willingly meet high expectations of availability, workload, deadlines, etc. when there is no reward other than a paycheck to show for it? Remember: paychecks are not rewards! Instead, you see employees be disgruntled which not only affects the level of production but also the level of quality within an organization. It also means that you see higher turnover. Complacent – Low Expectation, Low Reward Complacency is a systemic problem that typically exists throughout all levels of an organization. With no real expectations or rewards, nobody needs to excel. In fact, those that do try to innovate, improve, or introduce new things into the organization might be shunned or pushed out by the rest of the staff who are just doing things the same way they’ve always done it. The bigger issue for the organization with low/low values is that at best they’ll never grow beyond their current size (and may shrink actually), and at worst will cease to exist. Entitled – Low Expectation, High Reward It’s one thing to say you have the best people and reward them as such, but its another thing to actually have the best people and reward them as such. Organizations with Entitled employees are the former: their organization provides them with all types of comforts, benefits, and perks. But there’s no requirement before the rewards are dolled out, and there’s no short-list of who receives the rewards. Everyone in the company is treated the same and is given equal share of the spoils. Entitlement is actually almost identical with Complacency with one notable difference: just try to introduce higher expectations into an entitled organization! Entitled employees have been spoiled for so long that they can’t fathom having rewards taken from them, or having to achieve specific levels of performance before attaining them. Those running the organization also buy in to the Entitled sentiment, feeling that they must persist the same level of comforts to appease their staff…even though the quality of the employee pool may be suspect. Innovative – High Expectation, High Reward Finally we have the Innovative organization which places high expectations but also provides high rewards. This organization gets it: if you truly want the best employees you need to apply equal doses of pressure and praise. Realize that I’m not suggesting crazy overtime or un-realistic working conditions. I do not agree with the “Glengary-Glenross” method of encouragement. But as anyone who follows sports can tell you, the teams that win are the ones where the coaches push their players to be their best; to achieve new levels of performance that they didn’t know they could receive. And the result for the players is more money, fame, and opportunity. It’s in this environment that organizations can focus on innovation – true innovation that builds the business and allows everyone involved to truly benefit. In Closing Organizations love to use the word “Innovation” and its derivatives, but very few actually do innovate. For many, the term has just become another marketing buzzword to lump in with all the other business terms that get overused. But for those organizations that truly get the value of innovation, they will be the ones surging forward while other companies simply fade into the background. And they will be the organizations that expect more from their employees, and give them their just rewards.

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  • Appending URL's in Google Custom Search Results

    - by Paul Owens
    Let's say that the Google Custom Search Engine on my website is returning results like the following: Campine chickens - buy discount chickens online ... blah...blah...blah...blahblah...blahblah...blah www.pollosshop.co.uk/poultry/Campine/3941 Pollo's Staff Picks blah...blahblah...blahblah...blahblah...blah www.pollosshop.co.uk/staff-picks/ Is there anyway to append a tracking parameter to the URL's so that they become: Campine chickens - buy discount chickens online ... blah...blah...blah...blahblah...blahblah...blah www.pollosshop.co.uk/poultry/Campine/3941?track=fromsearch Pollo's Staff Picks blah...blahblah...blahblah...blahblah...blah www.pollosshop.co.uk/staff-picks/?track=fromsearch ?

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  • Out of nowhere, ssh_exchange_identification: Connection closed by remote hot me too

    - by dgerman
    See similar: Out of nowhere, ssh_exchange_identification: Connection closed by remote host Today, 6/19/12 attempting to ssh to the same host as usual ssh replied ssh_exchange_identification: Connection closed by remote host two additional attempts failed ssh -v $RWS OpenSSH_5.6p1, OpenSSL 0.9.8r 8 Feb 2011 debug1: Reading configuration data /etc/ssh_config debug1: Applying options for * debug1: Connecting to Real-World-Systems.com [174.127.119.33] port 22. debug1: Connection established. debug1: identity file /Users/dgerman/.ssh/id_rsa type 1 debug1: identity file /Users/dgerman/.ssh/id_rsa-cert type -1 debug1: identity file /Users/dgerman/.ssh/id_dsa type -1 debug1: identity file /Users/dgerman/.ssh/id_dsa-cert type -1 ssh_exchange_identification: Connection closed by remote host ping host was successful, ftp host was successful, ssh now successful, ssh -v $RWS OpenSSH_5.6p1, OpenSSL 0.9.8r 8 Feb 2011 debug1: Reading configuration data /etc/ssh_config debug1: Applying options for * debug1: Connecting to Real-World-Systems.com [174.127.119.33] port 22. debug1: Connection established. debug1: identity file /Users/dgerman/.ssh/id_rsa type 1 debug1: identity file /Users/dgerman/.ssh/id_rsa-cert type -1 debug1: identity file /Users/dgerman/.ssh/id_dsa type -1 debug1: identity file /Users/dgerman/.ssh/id_dsa-cert type -1 debug1: Remote protocol version 2.0, remote software version OpenSSH_4.3 debug1: match: OpenSSH_4.3 pat OpenSSH_4* debug1: Enabling compatibility mode for protocol 2.0 debug1: Local version string SSH-2.0-OpenSSH_5.6 debug1: SSH2_MSG_KEXINIT sent debug1: SSH2_MSG_KEXINIT received debug1: kex: server->client aes128-ctr hmac-md5 none debug1: kex: client->server aes128-ctr hmac-md5 none debug1: SSH2_MSG_KEX_DH_GEX_REQUEST(1024<1024<8192) sent debug1: expecting SSH2_MSG_KEX_DH_GEX_GROUP debug1: SSH2_MSG_KEX_DH_GEX_INIT sent debug1: expecting SSH2_MSG_KEX_DH_GEX_REPLY debug1: Host 'real-world-systems.com' is known and matches the RSA host key. debug1: Found key in /Users/dgerman/.ssh/known_hosts:5 debug1: ssh_rsa_verify: signature correct debug1: SSH2_MSG_NEWKEYS sent debug1: expecting SSH2_MSG_NEWKEYS debug1: SSH2_MSG_NEWKEYS received debug1: Roaming not allowed by server debug1: SSH2_MSG_SERVICE_REQUEST sent debug1: SSH2_MSG_SERVICE_ACCEPT received debug1: Authentications that can continue: publickey,gssapi-with-mic,password debug1: Next authentication method: publickey debug1: Offering RSA public key: /Users/dgerman/.ssh/id_rsa debug1: Authentications that can continue: publickey,gssapi-with-mic,password debug1: Trying private key: /Users/dgerman/.ssh/id_dsa debug1: Next authentication method: password ++++ What gives?? +++++++++++ Mac OS X 10.4.7 , OpenSSH_5.6p1, OpenSSL 0.9.8r 8 Feb 2011, /Users/dgerman/.ssh > ls -la total 24 drwx------ 7 dgerman staff 238 Jun 19 15:46 . drwxr-xr-x 389 dgerman staff 13226 Jun 19 15:46 .. -rw------- 1 dgerman staff 1766 Feb 26 18:25 id_rsa -rw-r--r-- 1 dgerman staff 400 Feb 26 18:25 id_rsa.pub -rw-r--r-- 1 dgerman staff 67 Feb 26 18:27 keyfingerprint -rw-r--r-- 1 dgerman staff 6215 May 1 08:11 known_hosts -rw-r--r-- 1 dgerman staff 220 Feb 26 18:26 randomart

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  • Using a checkbox input on a form to send the form data to different email addresses

    - by Cody Thomas
    I am building a form for a client. Here is the rundown. The form will be used as a request to have a staff member contact the person filling out the form. However, there is a list of staff members that will contact them depending on what the subject matter is. So, I want to create a checkbox input section on the form with each staff person's email address attached to a corresponding checkbox. So, the person filling out the form can check only the staff people necessary for their needs. Finally, when the person clicks "submit", the form will be emailed to only the staff members who were checked in the form. I'm at a loss of how to set this up.

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  • Should GeeksWithBlogs move to the Wordpress Platform?

    - by Martin Hinshelwood
    Geekswithblogs was my first ever blog and my first post was on 22nd June 2006. Since then very little functionality has been added. This is not a complaint, but rather an observation that it is very hard to keep up with all of the blogging capabilities that people want. My point would be: “Why bother!” Vote now for a migration of the awesome Geekswithblogs content from SubText to Wordpress. Having been a long time user of GWB I have been worried of late by my envy of other blogging platforms. I made a number of requests around 10 months ago for things that almost all blogging platforms provide, but which are not available on GWB. Support other comment frameworks – The current comment system is so antiquated that it does not even have the common filters like Facebook, twitter or Google login to help prevent spam. Tags are not listed in the RSS – This can prevent you from getting the Google juice that you deserve 301 redirects to a single URL– If you use a custom URL then all your posts are split between both the GWB URL and the custom one. This is VERY bas for SEO. I realise that it is difficult to find time to add all of the features that all the uber geeks on this site want, so why bother… lets move to the most popular and moded platform available and allow everyone to add whatever widgets they like. Figure: Vote for Geekswithblogs moving to Wordpress Why would I want this? There are over 13k plugins available Easy augmentation model Full mobile support Regular releases lots more… This could be a turning point in the legendary history of Geeks With Blogs, be part of it… What can I do to make this happen? I need your help to make this happen: Vote for it Discuss it

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  • Applying business logic to form elements in ASP.NET MVC

    - by Brettski
    I am looking for best practices in applying business logic to form elements in an ASP.NET MVC application. I assume the concepts would apply to most MVC patterns. The goal is to have all the business logic stem from the same place. I have a basic form with four elements: Textbox: for entering data Checkbox: for staff approval Checkbox: for client approval Button: for submitting form The textbox and two check boxes are fields in a database accessed using LINQ to SQL. What I want to do is put logic around the check boxes on who can check them and when. True table (little silly but it's an example): when checked || may check Staff || may check Client Staff | Client || Staff | Client || Staff | Client 0 0 || 1 0 0 1 0 1 || 0 0 0 1 1 0 || 1 0 0 1 1 1 || 0 0 0 1 There are to security roles, staff and client; a person's role determines who they are, the roles are maintained in the database alone with current state of the check boxes. So I can simply store the users roll in the view class and enable and disable check boxes based on their role, but this doesn't seem proper. That is putting logic in UI to control of which actions can be taken. How do I get most of this control down into the model? I mean I need to control which check boxes are enabled and then check the results in the model when the form is posted, so it seems the best place for it to originate. I am looking for a good approach to constructing this, something to follow as I build the application. If you know of some great references which explain these best practices that is really appreciated too.

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  • The Latest Dish

    - by Oracle Staff
    Black Eyed Peas to Headline at Appreciation Event If you're coming to OpenWorld to fill up on the latest in IT solutions, be sure to save room for dessert. At the Oracle OpenWorld Appreciation Event, you'll be savoring the music of the world's hottest funk pop band, Black Eyed Peas, plus superstar rock legends Don Henley, of the Eagles, and Steve Miller. Save the date now: When: Wednesday, September 22, 8 p.m-12 a.m. Where: Treasure Island, San Francisco OpenWorld's annual thank-you event will be our most spectacular yet. Treasure Island, in the center of scenic San Francisco Bay, will once again serve as a rockin' oasis for Oracle customers and partners as they groove to the beat and enjoy delicious food, drinks, and festivities. Get all the details here.

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  • The Deadline Cometh

    - by Oracle Staff
    Only Two More Days to Suggest a Session. We've received 2,906 votes for presentations since the launch of the Suggest a Session program. Have you voted? Have you suggested a presentation for Oracle OpenWorld 2010 or Oracle Develop 2010? If "yes," you've done well. If "no," you still have a chance to redeem yourself. Get all the information on the Suggest a Session process, timeline, and guidelines and submit your idea or vote. The last grain of sand runs out on June 20.

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  • Want to See the Future?

    - by Oracle Staff
    You won't need this to see what's happening in September. Let the new Oracle OpenWorld 2010, JavaOne, and Oracle Develop 2010 Content Catalog be your guide. You can quickly get information on more than 2,000 sessions and 400 partner exhibitors at the September conferences. Learn about speakers, demos, preconference programs, and much more. View the Content Catalog today. To register, visit the Oracle OpenWorld 2010 , JavaOne, and Oracle Develop 2010 Websites.

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  • How to Deal with a Difficult Boss?

    - by Anonymous
    I have some problems with my boss, it's quite a long story :) About one year ago, I'm working as team leader of project X. Everything work fine until one of my fellow (staff) flame me that I have problem with ALL member in our team, that guy also flame me to other staff that I report them with a poor performance. My boss call me and blame me without ask a single question. I try to explain everything to my boss but she doesn't listen to me. One month later, we have a meeting. This is only team leader's meeting, my boss talk about this problem with other team leader. There are two person who have worked with this guy, they all say "This guy cannot trust". That guy had do same thing same problem with his former team leader. Finally, everything's clear and I think I gain some trust from her. I can say that I'm the best team leader in her hand, as only project that archive more than 120% profit. Then I move to new project, this is bigger project and I can manage it quite good. But I have a problem again. One of my staff always leave and does not follow our company rule, I call him to talk and tell him that you cannot do this because that's not allow in our company. He also changed working time record file of himself, then I call him to warn again. This time he ask me to move to another project so I go to talk to my boss. She come to my building when I'm not there (other staff call me) and talk with that guy (who have problem with me); I think she still not trust me. And AGAIN, she believe what that guy said and I got blamed. I want to know how can I deal with this kind of boss, or is it better to find a new job, or any other suggestion about this problem? Thank you :) Additional information: Even my job title is "Team Leader" but it's my responsibility to manage staff working time and their behavior. This responsible is my company's rule.

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  • Top 10 Things You Can Experience in Oracle OpenWorld Lounges

    - by Oracle OpenWorld Blog Staff
    by Mike Stiles From the home office in Redwood Shores, 10 things you can experience in the Oracle OpenWorld Lounges: 10. Log onto free Wi-Fi (from comfortable chairs).9. Grab your Oracle Technology Network t-shirt. 8. Mingle with peers (and non-peers).7. Hang out with top Oracle experts. 6. Consult with Oracle Consulting. 5. Enjoy food & beverages in the Oracle Certification Lounge. 4. Unplug, relax and unwind. 3. Discover new products, services, and more. 2. Ask Oracle Support all your support questions.1. Update your social networks #oow Ready to get your lounge on? Register now.

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  • Microsoft Cloud Day - the ups and downs

    - by Charles Young
    The term ‘cloud’ can sometimes obscure the obvious.  Today’s Microsoft Cloud Day conference in London provided a good example.  Scott Guthrie was halfway through what was an excellent keynote when he lost network connectivity.  This proved very disruptive to his presentation which centred on a series of demonstrations of the Azure platform in action.  Great efforts were made to find a solution, but no quick fix presented itself.  The venue’s IT facilities were dreadful – no WiFi, poor 3G reception (forget 4G…this is the UK) and, unbelievably, no-one on hand from the venue staff to help with infrastructure issues.  Eventually, after an unscheduled break, a solution was found and Scott managed to complete his demonstrations.  Further connectivity issues occurred during the day. I can say that the cause was prosaic.  A member of the venue staff had interfered with a patch board and inadvertently disconnected Scott Guthrie’s machine from the network by pulling out a cable. I need to state the obvious here.  If your PC is disconnected from the network it can’t communicate with other systems.  This could include a machine under someone’s desk, a mail server located down the hall, a server in the local data centre, an Internet search engine or even, heaven forbid, a role running on Azure. Inadvertently disconnecting a PC from the network does not imply a fundamental problem with the cloud or any specific cloud platform.  Some of the tweeted comments I’ve seen today are analogous to suggesting that, if you accidently unplug your microwave from the mains, this suggests some fundamental flaw with the electricity supply to your house.   This is poor reasoning, to say the least. As far as the conference was concerned, the connectivity issue in the keynote, coupled with some later problems in a couple of presentations, served to exaggerate the perception of poor organisation.   Software problems encountered before the conference prevented the correct set-up of a smartphone app intended to convey agenda information to attendees.  Although some information was available via this app, the organisers decided to print out an agenda at the last moment.  Unfortunately, the agenda sheet did not convey enough information, and attendees were forced to approach conference staff through the day to clarify locations of the various presentations. Despite these problems, the overwhelming feedback from conference attendees was very positive.  There was a real sense of excitement in the morning keynote.  For many, this was their first sight of new Azure features delivered in the ‘spring’ release.  The most common reaction I heard was amazement and appreciation that Azure’s new IaaS features deliver built-in template support for several flavours of Linux from day one.  This coupled with open source SDKs and several presentations on Azure’s support for Java, node.js, PHP, MongoDB and Hadoop served to communicate that the Azure platform is maturing quickly.  The new virtual network capabilities also surprised many attendees, and the much improved portal experience went down very well. So, despite some very irritating and disruptive problems, the event served its purpose well, communicating the breadth and depth of the newly upgraded Azure platform.  I enjoyed the day very much.

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  • 10 Annoying Habits of a Geeky Spouse (GeekDad Wayback Machine)

    <b>Wired:</b> "Everyone has annoying habits, and a sizable part of every successful marriage is learning to live with those things each other does that annoy you. I think it&#8217;s safe to say, too, that geeks have some habits that we think are awesome, but that non-geeks find a little&#8230;less awesome."

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