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  • Having trouble returning a value from a method call when sending an array and the program is error out when run in reference to the sort

    - by programmerNOOB
    I am getting the following output when this program is run: Please enter the Social Security Number for taxpayer 0: 111111111 Please enter the gross income for taxpayer 0: 20000 Please enter the Social Security Number for taxpayer 1: 555555555 Please enter the gross income for taxpayer 1: 50000 Please enter the Social Security Number for taxpayer 2: 333333333 Please enter the gross income for taxpayer 2: 5464166 Please enter the Social Security Number for taxpayer 3: 222222222 Please enter the gross income for taxpayer 3: 645641 Please enter the Social Security Number for taxpayer 4: 444444444 Please enter the gross income for taxpayer 4: 29000 Taxpayer # 1 SSN: 111111111, Income is $20,000.00, Tax is $0.00 Taxpayer # 2 SSN: 555555555, Income is $50,000.00, Tax is $0.00 Taxpayer # 3 SSN: 333333333, Income is $5,464,166.00, Tax is $0.00 Taxpayer # 4 SSN: 222222222, Income is $645,641.00, Tax is $0.00 Taxpayer # 5 SSN: 444444444, Income is $29,000.00, Tax is $0.00 Unhandled Exception: System.InvalidOperationException: Failed to compare two elements in the array. --- System.ArgumentException: At least one object must implement IComparable. at System.Collections.Comparer.Compare(Object a, Object b) at System.Collections.Generic.ObjectComparer`1.Compare(T x, T y) at System.Collections.Generic.ArraySortHelper`1.SwapIfGreaterWithItems(T[] keys, IComparer`1 comparer, Int32 a, Int32 b) at System.Collections.Generic.ArraySortHelper`1.QuickSort(T[] keys, Int32 left, Int32 right, IComparer`1 comparer) at System.Collections.Generic.ArraySortHelper`1.Sort(T[] keys, Int32 index, Int32 length, IComparer`1 comparer) --- End of inner exception stack trace --- at System.Collections.Generic.ArraySortHelper`1.Sort(T[] keys, Int32 index, Int32 length, IComparer`1 comparer) at System.Array.Sort[T](T[] array, Int32 index, Int32 length, IComparer`1 comparer) at System.Array.Sort[T](T[] array) at Assignment5.Taxpayer.Main(String[] args) in Program.cs:line 150 Notice the 0s at the end of the line that should be the tax amount??? Here is the code: using System; using System.Collections.Generic; using System.Linq; using System.Text; namespace taxes { class Rates { // Create a class named rates that has the following data members: private int incLimit; private double lowTaxRate; private double highTaxRate; // use read-only accessor public int IncomeLimit { get { return incLimit; } } public double LowTaxRate { get { return lowTaxRate; } } public double HighTaxRate { get { return highTaxRate; } } //A class constructor that assigns default values public Rates() { int limit = 30000; double lowRate = .15; double highRate = .28; incLimit = limit; lowTaxRate = lowRate; highTaxRate = highRate; } //A class constructor that takes three parameters to assign input values for limit, low rate and high rate. public Rates(int limit, double lowRate, double highRate) { } // A CalculateTax method that takes an income parameter and computes the tax as follows: public int CalculateTax(int income) { int limit = 0; double lowRate = 0; double highRate = 0; int taxOwed = 0; // If income is less than the limit then return the tax as income times low rate. if (income < limit) taxOwed = Convert.ToInt32(income * lowRate); // If income is greater than or equal to the limit then return the tax as income times high rate. if (income >= limit) taxOwed = Convert.ToInt32(income * highRate); return taxOwed; } } //end class Rates // Create a class named Taxpayer that has the following data members: public class Taxpayer { //Use get and set accessors. string SSN { get; set; } int grossIncome { get; set; } // Use read-only accessor. public int taxOwed { get { return taxOwed; } } // The Taxpayer class should be set up so that its objects are comparable to each other based on tax owed. class taxpayer : IComparable { public int taxOwed { get; set; } public int income { get; set; } int IComparable.CompareTo(Object o) { int returnVal; taxpayer temp = (taxpayer)o; if (this.taxOwed > temp.taxOwed) returnVal = 1; else if (this.taxOwed < temp.taxOwed) returnVal = -1; else returnVal = 0; return returnVal; } // End IComparable.CompareTo } //end taxpayer IComparable class // **The tax should be calculated whenever the income is set. // The Taxpayer class should have a getRates class method that has the following. public static void GetRates() { // Local method data members for income limit, low rate and high rate. int incLimit = 0; double lowRate; double highRate; string userInput; // Prompt the user to enter a selection for either default settings or user input of settings. Console.Write("Would you like the default values (D) or would you like to enter the values (E)?: "); /* If the user selects default the default values you will instantiate a rates object using the default constructor * and set the Taxpayer class data member for tax equal to the value returned from calling the rates object CalculateTax method.*/ userInput = Convert.ToString(Console.ReadLine()); if (userInput == "D" || userInput == "d") { Rates rates = new Rates(); rates.CalculateTax(incLimit); } // end if /* If the user selects to enter the rates data then prompt the user to enter values for income limit, low rate and high rate, * instantiate a rates object using the three-argument constructor passing those three entries as the constructor arguments and * set the Taxpayer class data member for tax equal to the valuereturned from calling the rates object CalculateTax method. */ if (userInput == "E" || userInput == "e") { Console.Write("Please enter the income limit: "); incLimit = Convert.ToInt32(Console.ReadLine()); Console.Write("Please enter the low rate: "); lowRate = Convert.ToDouble(Console.ReadLine()); Console.Write("Please enter the high rate: "); highRate = Convert.ToDouble(Console.ReadLine()); Rates rates = new Rates(incLimit, lowRate, highRate); rates.CalculateTax(incLimit); } } static void Main(string[] args) { Taxpayer[] taxArray = new Taxpayer[5]; Rates taxRates = new Rates(); // Implement a for-loop that will prompt the user to enter the Social Security Number and gross income. for (int x = 0; x < taxArray.Length; ++x) { taxArray[x] = new Taxpayer(); Console.Write("Please enter the Social Security Number for taxpayer {0}: ", x + 1); taxArray[x].SSN = Console.ReadLine(); Console.Write("Please enter the gross income for taxpayer {0}: ", x + 1); taxArray[x].grossIncome = Convert.ToInt32(Console.ReadLine()); } Taxpayer.GetRates(); // Implement a for-loop that will display each object as formatted taxpayer SSN, income and calculated tax. for (int i = 0; i < taxArray.Length; ++i) { Console.WriteLine("Taxpayer # {0} SSN: {1}, Income is {2:c}, Tax is {3:c}", i + 1, taxArray[i].SSN, taxArray[i].grossIncome, taxRates.CalculateTax(taxArray[i].grossIncome)); } // end for // Implement a for-loop that will sort the five objects in order by the amount of tax owed Array.Sort(taxArray); Console.WriteLine("Sorted by tax owed"); for (int i = 0; i < taxArray.Length; ++i) { Console.WriteLine("Taxpayer # {0} SSN: {1}, Income is {2:c}, Tax is {3:c}", i + 1, taxArray[i].SSN, taxArray[i].grossIncome, taxRates.CalculateTax(taxArray[i].grossIncome)); } } //end main } // end Taxpayer class } //end Any clues as to why the dollar amount is coming up as 0 and why the sort is not working?

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  • Down Tools Week Cometh: Kissing Goodbye to CVs/Resumes and Cover Letters

    - by Bart Read
    I haven't blogged about what I'm doing in my (not so new) temporary role as Red Gate's technical recruiter, mostly because it's been routine, business as usual stuff, and because I've been trying to understand the role by doing it. I think now though the time has come to get a little more radical, so I'm going to tell you why I want to largely eliminate CVs/resumes and cover letters from the application process for some of our technical roles, and why I think that might be a good thing for candidates (and for us). I have a terrible confession to make, or at least it's a terrible confession for a recruiter: I don't really like CV sifting, or reading cover letters, and, unless I've misread the mood around here, neither does anybody else. It's dull, it's time-consuming, and it's somewhat soul destroying because, when all is said and done, you're being paid to be incredibly judgemental about people based on relatively little information. I feel like I've dirtied myself by saying that - I mean, after all, it's a core part of my job - but it sucks, it really does. (And, of course, the truth is I'm still a software engineer at heart, and I'm always looking for ways to do things better.) On the flip side, I've never met anyone who likes writing their CV. It takes hours and hours of faffing around and massaging it into shape, and the whole process is beset by a gnawing anxiety, frustration, and insecurity. All you really want is a chance to demonstrate your skills - not just talk about them - and how do you do that in a CV or cover letter? Often the best candidates will include samples of their work (a portfolio, screenshots, links to websites, product downloads, etc.), but sometimes this isn't possible, or may not be appropriate, or you just don't think you're allowed because of what your school/university careers service has told you (more commonly an issue with grads, obviously). And what are we actually trying to find out about people with all of this? I think the common criteria are actually pretty basic: Smart Gets things done (thanks for these two Joel) Not an a55hole* (sorry, have to get around Simple Talk's swear filter - and thanks to Professor Robert I. Sutton for this one) *Of course, everyone has off days, and I don't honestly think we're too worried about somebody being a bit grumpy every now and again. We can do a bit better than this in the context of the roles I'm talking about: we can be more specific about what "gets things done" means, at least in part. For software engineers and interns, the non-exhaustive meaning of "gets things done" is: Excellent coder For test engineers, the non-exhaustive meaning of "gets things done" is: Good at finding problems in software Competent coder Team player, etc., to me, are covered by "not an a55hole". I don't expect people to be the life and soul of the party, or a wild extrovert - that's not what team player means, and it's not what "not an a55hole" means. Some of our best technical staff are quiet, introverted types, but they're still pleasant to work with. My problem is that I don't think the initial sift really helps us find out whether people are smart and get things done with any great efficacy. It's better than nothing, for sure, but it's not as good as it could be. It's also contentious, and potentially unfair/inequitable - if you want to get an idea of what I mean by this, check out the background information section at the bottom. Before I go any further, let's look at the Red Gate recruitment process for technical staff* as it stands now: (LOTS of) People apply for jobs. All these applications go through a brutal process of manual sifting, which eliminates between 75 and 90% of them, depending upon the role, and the time of year**. Depending upon the role, those who pass the sift will be sent an assessment or telescreened. For the purposes of this blog post I'm only interested in those that are sent some sort of programming assessment, or bug hunt. This means software engineers, test engineers, and software interns, which are the roles for which I receive the most applications. The telescreen tends to be reserved for project or product managers. Those that pass the assessment are invited in for first interview. This interview is mostly about assessing their technical skills***, although we're obviously on the look out for cultural fit red flags as well. If the first interview goes well we'll invite candidates back for a second interview. This is where team/cultural fit is really scoped out. We also use this interview to dive more deeply into certain areas of their skillset, and explore any concerns that may have come out of the first interview (these obviously won't have been serious or obvious enough to cause a rejection at that point, but are things we do need to look into before we'd consider making an offer). We might subsequently invite them in for lunch before we make them an offer. This tends to happen when we're recruiting somebody for a specific team and we'd like them to meet all the people they'll be working with directly. It's not an interview per se, but can prove pivotal if they don't gel with the team. Anyone who's made it this far will receive an offer from us. *We have a slightly quirky definition of "technical staff" as it relates to the technical recruiter role here. It includes software engineers, test engineers, software interns, user experience specialists, technical authors, project managers, product managers, and development managers, but does not include product support or information systems roles. **For example, the quality of graduate applicants overall noticeably drops as the academic year wears on, which is not to say that by now there aren't still stars in there, just that they're fewer and further between. ***Some organisations prefer to assess for team fit first, but I think assessing technical skills is a more effective initial filter - if they're the nicest person in the world, but can't cut a line of code they're not going to work out. Now, as I suggested in the title, Red Gate's Down Tools Week is upon us once again - next week in fact - and I had proposed as a project that we refactor and automate the first stage of marking our programming assessments. Marking assessments, and in fact organising the marking of them, is a somewhat time-consuming process, and we receive many assessment solutions that just don't make the cut, for whatever reason. Whilst I don't think it's possible to fully automate marking, I do think it ought to be possible to run a suite of automated tests over each candidate's solution to see whether or not it behaves correctly and, if it does, move on to a manual stage where we examine the code for structure, decomposition, style, readability, maintainability, etc. Obviously it's possible to use tools to generate potentially helpful metrics for some of these indices as well. This would obviously reduce the marking workload, and would provide candidates with quicker feedback about whether they've been successful - though I do wonder if waiting a tactful interval before sending a (nicely written) rejection might be wise. I duly scrawled out a picture of my ideal process, which looked like this: The problem is, as soon as I'd roughed it out, I realised that fundamentally it wasn't an ideal process at all, which explained the gnawing feeling of cognitive dissonance I'd been wrestling with all week, whilst I'd been trying to find time to do this. Here's what I mean. Automated assessment marking, and the associated infrastructure around that, makes it much easier for us to deal with large numbers of assessments. This means we can be much more permissive about who we send assessments out to or, in other words, we can give more candidates the opportunity to really demonstrate their skills to us. And this leads to a question: why not give everyone the opportunity to demonstrate their skills, to show that they're smart and can get things done? (Two or three of us even discussed this in the down tools week hustings earlier this week.) And isn't this a lot simpler than the alternative we'd been considering? (FYI, this was automated CV/cover letter sifting by some form of textual analysis to ideally eliminate the worst 50% or so of applications based on an analysis of the 20,000 or so historical applications we've received since 2007 - definitely not the basic keyword analysis beloved of recruitment agencies, since this would eliminate hardly anyone who was awful, but definitely would eliminate stellar Oxbridge candidates - #fail - or some nightmarishly complex Google-like system where we profile all our currently employees, only to realise that we're never going to get representative results because we don't have a statistically significant sample size in any given role - also #fail.) No, I think the new way is better. We let people self-select. We make them the masters (or mistresses) of their own destiny. We give applicants the power - we put their fate in their hands - by giving them the chance to demonstrate their skills, which is what they really want anyway, instead of requiring that they spend hours and hours creating a CV and cover letter that I'm going to evaluate for suitability, and make a value judgement about, in approximately 1 minute (give or take). It doesn't matter what university you attended, it doesn't matter if you had a bad year when you took your A-levels - here's your chance to shine, so take it and run with it. (As a side benefit, we cut the number of applications we have to sift by something like two thirds.) WIN! OK, yeah, sounds good, but will it actually work? That's an excellent question. My gut feeling is yes, and I'll justify why below (and hopefully have gone some way towards doing that above as well), but what I'm proposing here is really that we run an experiment for a period of time - probably a couple of months or so - and measure the outcomes we see: How many people apply? (Wouldn't be surprised or alarmed to see this cut by a factor of ten.) How many of them submit a good assessment? (More/less than at present?) How much overhead is there for us in dealing with these assessments compared to now? What are the success and failure rates at each interview stage compared to now? How many people are we hiring at the end of it compared to now? I think it'll work because I hypothesize that, amongst other things: It self-selects for people who really want to work at Red Gate which, at the moment, is something I have to try and assess based on their CV and cover letter - but if you're not that bothered about working here, why would you complete the assessment? Candidates who would submit a shoddy application probably won't feel motivated to do the assessment. Candidates who would demonstrate good attention to detail in their CV/cover letter will demonstrate good attention to detail in the assessment. In general, only the better candidates will complete and submit the assessment. Marking assessments is much less work so we'll be able to deal with any increase that we see (hopefully we will see). There are obviously other questions as well: Is plagiarism going to be a problem? Is there any way we can detect/discourage potential plagiarism? How do we assess candidates' education and experience? What about their ability to communicate in writing? Do we still want them to submit a CV afterwards if they pass assessment? Do we want to offer them the opportunity to tell us a bit about why they'd like the job when they submit their assessment? How does this affect our relationship with recruitment agencies we might use to hire for these roles? So, what's the objective for next week's Down Tools Week? Pretty simple really - we want to implement this process for the Graduate Software Engineer and Software Engineer positions that you can find on our website. I will be joined by a crack team of our best developers (Kevin Boyle, and new Red-Gater, Sam Blackburn), and recruiting hostess with the mostest Laura McQuillen, and hopefully a couple of others as well - if I can successfully twist more arms before Monday.* Hopefully by next Friday our experiment will be up and running, and we may have changed the way Red Gate recruits software engineers for good! Stay tuned and we'll let you know how it goes! *I'm going to play dirty by offering them beer and chocolate during meetings. Some background information: how agonising over the initial CV/cover letter sift helped lead us to bin it off entirely The other day I was agonising about the new university/good degree grade versus poor A-level results issue, and decided to canvas for other opinions to see if there was something I could do that was fairer than my current approach, which is almost always to reject. This generated quite an involved discussion on our Yammer site: I'm sure you can glean a pretty good impression of my own educational prejudices from that discussion as well, although I'm very open to changing my opinion - hopefully you've already figured that out from reading the rest of this post. Hopefully you can also trace a logical path from agonising about sifting to, "Uh, hang on, why on earth are we doing this anyway?!?" Technorati Tags: recruitment,hr,developers,testers,red gate,cv,resume,cover letter,assessment,sea change

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  • Which web services should be integrated?

    - by Adam Matan
    Mail + Social networking? One identity for all sites? Integration between all social networks and IM services? Which web services should be integrated in the future, and why? Edit: Clarification: By "integrating", I mean that two or more services should be seamlessly connected, and that connection would benefit the user. Foe example, I would really like to have an IM application that would support many accounts on many IM providers (And IMHO, Pidgin's not ready yet).

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  • What does a Software Developer actually do?

    - by chobo2
    Hi I am graduating from my Computer Science degree in a few weeks from now!! I started to look for my first job. For the last couple years I gotten really into web programming(Asp.net). My first choice would be to get a junior asp.net MVC developer but I don't any companies in my area use MVC yet or if they do they are not hiring. So my second choice would be a junior asp.net Webforms developer. My other choices after that would be forms applications, mobile applications using .Net and C#. As you can see I am looking for something with .Net. I spent the last couple years doing .Net projects for school, on my free time and love the Language and it would pain me right now to switch to something like php. So now I found a posting in my area for an Entry Software Developer. I like the fact that they are using .net and that it is entry job(I never worked in this industry and never had more then like a tutoring job so I want to for like intermediate jobs). Posting Are you looking for an exciting challenge within a dynamic, people-oriented culture where you can launch your technical career? Company Name Inc. is a technology consulting company, located in Canada, that designs, develops, and delivers real-time interactive applications accessed via the Internet as well as back-end tools to support these applications. Company Name provides a combination of out-of-the-box and customized solutions to an expanding list of partners and customers. POSITION SUMMARY As a member of our team, the successful candidate will be responsible for helping us increase the quality and stability of our software systems by working jointly and directly with both the Software Development teams and the QA Team. The primary mission of this role will be to substantially enhance our test automation suite. The incumbent will design and program automated tests (unit, integration, system, stress and load) in Visual Studio using C# and will develop sound processes that help us identify and resolve defects as early as possible. The successful incumbent will help us improve and enhance system functionality, reliability, performance and scalability. This role is specifically designed for an eager, bright, new graduate who is looking for a stepping stone into a software engineering role. We promote from within and invite new graduates to apply for this important position - which may lead to new opportunities. We also offer a generous professional development plan to help you on your way. You will be a key part of a team of experts that is responsible for improving the quality of our software by: • Designing, writing, and executing test plans and programmatic tests in Visual Studio using C# and NUnit for functional testing of our code, new features, regression, and performance test procedures. • Working with the engineers to design and build the stress and load testing framework which emulates tens and even hundreds of thousands of concurrent users via a distributed network interfacing with our Load Testing Lab. • Interfacing with both the Development Team and the QA Team to ensure risks are identified and managed. • Mentoring and leading the QA Team in programmatic test automation technologies and tools. MUST HAVE SKILLS / QUALIFICATIONS: • Diploma or higher Degree in Computer Science, or equivalent formal training. • Fundamental C# programming skills. • Knowledge of Internet technologies and Microsoft Windows platforms. • Knowledge of PC hardware. • Excellent communication skills (both oral and written). • Self-starter who takes initiative, requires minimal supervision, can handle multiple simultaneous tasks. • Detail-oriented, able to concentrate, and work quickly. • Proven diagnostic, analytical, and problem solving skills. NICE TO HAVE SKILLS: • Exposure to Visual Studio Team System or Visual Studio Test Edition. • Exposure in C# using NUnit. • Exposure to NUnit, HTTPUnit, and other automation tool suites. • Exposure to Performance/Stress/Load Testing. • Good understanding of relational databases (MS SQL Server). • Familiar with video and online multi-player games. As part of our team you will have the opportunity to work with a supportive team of experts, drive your own success, and ride the wave as we continually expand our team of experts. If you are interested in this opportunity, please send your resume to [email protected] with “Entry Level Software Developer” in the subject line. So that is the posting. To me it sounds like it is QA job. I don't have anything against QA jobs but alot of them seems to be your just clicking buttons and running scripts. Is this what a typical software developer does? Like I am so on the fence to apply for this job. On one side I am not sure how much programming I would be doing. Like I want to be at least half the time programming otherwise my skills will never improve since I will never be programming in teams and stuff. At the same time I have no experience in the industry so on the other side I am thinking just go for it and then maybe a year later try to get a full programming job(provided that I got the job). Yet if I am not programming in that job then that experience will not help me for the next job I find as I will be back a square one.

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  • Wordpress Template HTML CSS Layout Confusion

    - by Jess McKenzie
    I am having huge confusion with a template that I have purchased and I am trying to modify to handle a widget contact form. I am getting close with this but I have now muddled up the CSS or I have a feeling every page has a different CSS structure. The General Layout: What I Manage To Get: HTML View Source: <div id="innerright"> <div id="home" class="page"> <div id="homeslides"> <div class="welcomeslide"> <h1 class="large">Welcome</h1> </div> </div><!-- end home slides --> </div><!-- end page --> <div id="portfolio" class="page"> <div class="verticalline"> <div class="scrollprevnext"></div> </div> <div class="pageheader"> <h3><span>P</span>ortfolio</h3> </div><!--end pageheader --> <div id="portfolioscroller" class="scrollerenabledpage"> <div class="content"> <h5>Recent Work</h5> <ul class="thumb"> <li><a rel="precision_gallery" href="" title=""><img alt="" src="" /></a></li> </ul> </div> </div><!--end v scroll inner--> </div><!-- end page --> <div id="contact" class="page"> <div class="verticalline"> <div class="scrollprevnext"></div> </div> <div class="pageheader"> <h3><span>C</span>ontact</h3> </div><!--end pageheader --> <div id="contactscroller"> <h5>Get In Touch</h5> <div id="contactform">content</div> </div><!--end v scroll inner--> </div><!-- end page --> </div><!--end innerright--> CSS: CSS index.php: <!DOCTYPE HTML> <html> <head> <meta http-equiv="Content-Type" content="text/html; charset=utf-8"> <title><?php bloginfo('name'); ?></title> <link rel="stylesheet" type="text/css" href="<?php echo get_template_directory_uri(); ?>/style.css" /> <link rel="stylesheet" type="text/css" href="<?php echo get_template_directory_uri(); ?>/fancybox/jquery.fancybox-1.3.4.css" media="screen" /> <?php // jquery will be included by wp_head function as well as scripts and styles by third party plugins wp_head(); ?> <script type="text/javascript" src="<?php echo get_template_directory_uri(); ?>/js/plugins.js"></script> <script type="text/javascript" src="<?php echo get_template_directory_uri(); ?>/js/script.js"></script> <script type="text/javascript" src="<?php echo get_template_directory_uri(); ?>/fancybox/jquery.fancybox-1.3.4.pack.js"></script> <?php // background image if one has been set via options if (function_exists('get_option_tree')) { $background_image = get_option_tree('precision_background_image'); //$background_image = ''; $background_color = get_option_tree('precision_background_color'); if ($background_color != '') { echo '<style>body { background-color:'.$background_color.'; }</style>'; } } ?> <script type="text/javascript"> jQuery(document).ready(function($) { $('.page').each(function(index, element) { $(this).css('left', index * 500); }); <?php // if background is set via the OptionTree then load it first if ($background_image != '') { ?> $.vegas({ src:'<?php echo $background_image; ?>', fade:1000, complete:function() { $("#wrapper").fadeIn(1000); $("#bgpanel").fadeIn(1000); $('#mainslide').crossSlide( { speed: 15, fade: 1 }, [ <?php echo $slides; ?> ] ) $('#homeslides').bxSlider({ mode: 'fade', auto: true, controls:false, speed:1000, pause:5000 }); } }); <?php } else { // if no background has been set then fade-in the page ?> $("#wrapper").fadeIn(1000); $("#bgpanel").fadeIn(1000); $('#mainslide').crossSlide( { speed: 15, fade: 1 }, [ //ENTER YOUR MAIN SLIDESHOW IMAGES HERE\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\ <?php echo $slides; ?> ] ) $('#homeslides').bxSlider({ mode: 'fade', auto: true, controls:false, speed:1000, pause:5000 }); <?php } ?> //BX SLIDER INNER PAGE SCROLLERS//////////////////////// $('.scrollerenabledpage').each(function(index, element) { $('#' + $(this).attr('id')).bxSlider({ mode: 'vertical', easing: 'easeInOutQuint', auto: false, controls: true, prevImage:'<?php echo get_template_directory_uri(); ?>/images/up.png', nextImage:'<?php echo get_template_directory_uri(); ?>/images/down.png', infiniteLoop: false, hideControlOnEnd: true, pager: true, pagerType:'short', pagerShortSeparator:'of', speed:800, }); }); //END BX SLIDER INNER PAGE SCROLLERS///////////////// $('#submit').click(function(e) { e.preventDefault(); $('form').submit(); }); // contact form $('form').submit(function(e) { $('#main').append('<img src="<?php echo get_template_directory_uri(); ?>/images/loader.gif" class="loaderIcon" alt="Loading..." />'); $.post("<?php bloginfo('wpurl'); ?>/wp-admin/admin-ajax.php", {action:'precision_contact_form_handler', uname:$('input#uname').val(), uemail:$('input#uemail').val(), ucomments:$('textarea#ucomments').val()}, function(data) { $('#main img.loaderIcon').fadeOut(1000); if (data.status == "success") { $('#response').html("Forum has been successfully submitted."); } else { if (data.response != '') { $('#response').html(data.response); } else { $('#response').html("An error occurred while submitting the form. Please try again."); } } }, "json"); return false; }); }); //hides contact form labels when a field gets focus function initOverLabels () { if (!document.getElementById) return; var labels, id, field; labels = document.getElementsByTagName('label'); for (var i = 0; i < labels.length; i++) { if (labels[i].className == 'overlabel') { id = labels[i].htmlFor || labels[i].getAttribute('for'); if (!id || !(field = document.getElementById(id))) { continue; } labels[i].className = 'overlabel-apply'; if (field.value !== '') { hideLabel(field.getAttribute('id'), true); } field.onfocus = function () { hideLabel(this.getAttribute('id'), true); }; field.onblur = function () { if (this.value === '') { hideLabel(this.getAttribute('id'), false); } }; labels[i].onclick = function () { var id, field; id = this.getAttribute('for'); if (id && (field = document.getElementById(id))) { field.focus(); } }; } } }; function hideLabel(field_id, hide) { var field_for; var labels = document.getElementsByTagName('label'); for (var i = 0; i < labels.length; i++) { field_for = labels[i].htmlFor || labels[i].getAttribute('for'); if (field_for == field_id) { labels[i].style.textIndent = (hide) ? '-1000px' : '0px'; return true; } } } window.onload = function () { setTimeout(initOverLabels, 50); }; </script> <?php if (function_exists('get_option_tree')) { $precision_font_family_1 = get_option_tree('precision_font_family_1'); ?> <link href='http://fonts.googleapis.com/css?family=<?php echo $precision_font_family_1; ?>' rel='stylesheet' type='text/css'> <?php } ?> <style> h1, h2 { font-family:<?php echo $precision_font_family_1; ?>; } </style> </head> <body> <div id="wrapper"> <div id="innerleft"> <div id="header"> <?php if (function_exists('get_option_tree')) { $site_logo = get_option_tree('precision_site_logo'); ?> <a href="/" title="<?php bloginfo('name');?>"><img src="<?php echo $site_logo; ?>" alt="<?php bloginfo('name');?>" /></a> <?php } ?> </div><!--end header--> <?php if (function_exists('get_option_tree')) { $precision_slideshow_image = get_option_tree('precision_slideshow_image'); } ?> <ul id="nav"><!--Navigation--> <?php //instead of using wp_nav_menu, we use wp_get_nav_menu_items so that we can store the data in array and re-use it again //wp_nav_menu(array('theme_location' => 'precision-main-menu', 'container' => 'false')); $slt_menuItems = wp_get_nav_menu_items( "precision-main-menu" ); $menusItems = array(); foreach ($slt_menuItems as $slt_menuItem) { $page_title = $slt_menuItem->title; $menuItem = new stdClass; $menuItem->title = $page_title; $menuItem->page_id = $slt_menuItem->object_id; $menusItems[] = $menuItem; ?> <li id="<?php echo strtolower($page_title); ?>nav"><a href="#<?php echo strtolower($page_title); ?>"><?php echo $page_title; ?></a></li> <?php } ?> </ul> <div id="socialMedia"> <ul class="social"> <?php if (function_exists('get_option_tree')) { $twitter_link = get_option_tree('precision_twitter_link'); $facebook_link = get_option_tree('precision_facebook_link'); $gplus_link = get_option_tree('precision_gplus_link'); $delicious_link = get_option_tree('precision_delicious_link'); $flickr_link = get_option_tree('precision_flickr_link'); $vimeo_link = get_option_tree('precision_vimeo_link'); $youtube_link = get_option_tree('precision_youtube_link'); $linkedin_link = get_option_tree('precision_linkedin_link'); ?> <!-- start linkedin icon --> <?php if($linkedin_link != ''){ ?> <li><a href="<?php echo $linkedin_link;?>" title="Follow <?php bloginfo('name'); ?> on Linkedin"><img src="<?php echo get_template_directory_uri();?>/images/social-icons/linkedin.png" width="49" height="64" alt="<?php bloginfo('name'); ?> Linkedin"/></a><li> <?php } ?> <!-- end linkedin icon --> <!--start twitter icon--> <?php if ($twitter_link != '') { ?> <li><a href="<?php echo $twitter_link; ?>" title="Follow <?php bloginfo('name'); ?> on Twitter"><img src="<?php echo get_template_directory_uri(); ?>/images/social-icons/twitter.png" width="49" height="64" alt="<?php bloginfo('name'); ?> Twitter" /></a></li> <?php } ?> <!--end twitter icon--> <!--start facebook icon--> <?php if ($facebook_link != '') { ?> <li><a href="<?php echo $facebook_link; ?>" title="Follow <?php bloginfo('name'); ?> on Facebook"><img src="<?php echo get_template_directory_uri(); ?>/images/social-icons/facebook.png" width="49" height="64" alt="<?php bloginfo('name'); ?> Facebook" /></a></li> <?php } ?> <!--end facebook icon--> <!--start google plus icon--> <?php if ($gplus_link != '') { ?> <li><a href="<?php echo $gplus_link; ?>"><img src="<?php echo get_template_directory_uri(); ?>/images/social-icons/google_plus.png" width="16" height="16" alt="google+" /></a></li> <?php } ?> <!--end google plus icon--> <!--start delicious icon--> <?php if ($delicious_link != '') { ?> <li><a href="<?php echo $delicious_link; ?>"><img src="<?php echo get_template_directory_uri(); ?>/images/social-icons/delicious.png" width="16" height="16" alt="delicious" /></a></li> <?php } ?> <!--end delicious icon--> <!--start flickr icon--> <?php if ($flickr_link != '') { ?> <li><a href="<?php echo $flickr_link; ?>"><img src="<?php echo get_template_directory_uri(); ?>/images/social-icons/flickr.png" width="16" height="16" alt="flickr" /></a></li> <?php } ?> <!--end flickr icon--> <!--start vimeo icon--> <?php if ($vimeo_link != '') { ?> <li><a href="<?php echo $vimeo_link; ?>"><img src="<?php echo get_template_directory_uri(); ?>/images/social-icons/vimeo.png" width="16" height="16" alt="vimeo" /></a></li> <?php } ?> <!--end vimeo icon--> <!--start youtube icon--> <?php if ($youtube_link != '') { ?> <li><a href="<?php echo $youtube_link; ?>"><img src="<?php echo get_template_directory_uri(); ?>/images/social-icons/youtube.png" width="16" height="16" alt="youtube" /></a></li> <?php } ?> <!--end youtube icon--> <?php } ?> </ul> </div> </div><!--end innerleft--> <div id="innerright"> <?php if (function_exists('get_option_tree')) { $precision_home_page_option = get_option_tree('precision_home_page'); $precision_home_page = strtolower(get_the_title($precision_home_page_option)); if ($precision_home_page == '') { $precision_home_page = 'home'; } $precision_contact_page_option = get_option_tree('precision_contact_page'); $precision_contact_page = strtolower(get_the_title($precision_contact_page_option)); if ($precision_contact_page == '') { $precision_contact_page = 'contact'; } } foreach ($menusItems as $menuItem) { ?> <div id="<?php echo strtolower($menuItem->title); ?>" class="page"> <?php if (strtolower($menuItem->title) == $precision_home_page) { ?> <div id="homeslides"> <?php $page_data = get_page($menuItem->page_id); $content = apply_filters('the_content', $page_data->post_content); echo $content; ?> </div><!-- end home slides --> <?php } else { ?> <div class="verticalline"> <div class="scrollprevnext"></div> </div> <div class="pageheader"> <h3><span><?php echo substr($menuItem->title, 0, 1); ?></span><?php echo substr($menuItem->title, 1); ?></h3> </div><!--end pageheader --> <?php $classes = ''; if (strtolower($menuItem->title) == $precision_contact_page) { ?> <div id="<?php echo strtolower($menuItem->title); ?>scroller"> <?php $page_data = get_page($menuItem->page_id); $content = apply_filters('the_content', $page_data->post_content); echo $content; ?> </div><!--end v scroll inner--> <?php } else { $classes = 'scrollerenabledpage'; ?> <div id="<?php echo strtolower($menuItem->title); ?>scroller" class="<?php echo $classes; ?>"> <?php $page_data = get_page($menuItem->page_id); $content = apply_filters('the_content', $page_data->post_content); echo $content; ?> </div><!--end v scroll inner--> <?php } } ?> </div><!-- end page --> <?php } ?> </div><!--end innerright--> <div id="footer"> <p>&copy; <a href="/"><?php bloginfo('name');?></a> | <?php echo date('Y');?></p> </div> </div><!--end wrapper--> </div> <!--Live Preview--> </body> </html>

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  • XSL: How to print an iterated node in for-each

    - by Shoaib
    xml: <skills> <skill>PHP</skill> <skill>CSS</skill> <skill>HTML</skill> <skill>XML</skill> </skills> XSL: <ul> <xsl:for-each select="skills/skill"> <li><xsl:value-of select="[what should be xpath here]" /></li </xsl:for-each> </ul> Here what should be the xpath to print each skill?

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  • Duplicated Label in add_menu_page

    - by Blackdream
    I have created a function for a theme customization. function create_theme_option() { add_menu_page( 'Manage Options', //Page Title 'Theme Option', //WP Administrator Menu Title 'manage_options', // 'theme-options', //Link to a page to your Administration Area 'deploy_theme_options', //Function Name get_template_directory_uri() . '/Plugins/Background Changer/images/icons/icon.png',//Menu Icon 99); add_submenu_page("theme-options", "Theme Settings", "Theme Settings", 1, "theme-settings", "theme_settings"); add_submenu_page("theme-options", "Manage Header", "Manage Header", 1, "manage-header", "manage_header"); add_submenu_page("theme-options", "Social Media", "Social Media Links", 1, "social-media", "social_media"); add_submenu_page("theme-options", "Catalog Manager", "Catalog Manager", 1, "catalog-manager", "catalog_manager"); } but I noticed that after the label "Theme Option" there is another text appear next to it as "Theme Option". Check the Image below: How can I fix this? Please help!

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  • question of sed replace

    - by chun
    hi i have a config file xml <tflow name="CENTRE" inputDTD="/JOBS/cnav/etc/jobReporting/batch/dtd/dtd-ContactCentre.dtd" inputFile="/JOBS/cnav/etc/jobReporting/import/2010.05.02.CONTACTCENTRE.xml" logPath="/JOBS/cnav/etc/jobReporting/logs/" rejectPath="/JOBS/cnav/etc/jobReporting/rejets/"/> <tflow name="SKILL" inputDTD="/JOBS/cnav/etc/jobReporting/batch/dtd/dtd-Skill.dtd" inputFile="/JOBS/cnav/etc/jobReporting/import/2010.05.02.SKILLS.xml" logPath="/JOBS/cnav/etc/jobReporting/logs/" rejectPath="/JOBS/cnav/etc/jobReporting/rejets/"/> my shell is aim to change, by example '2010.05.02.SKILLS.xml' with 'newdate.SKILLS.xml' currently i think of SED, i wrote: sed 's/(import\/)(\d{4}.\d{2}.\d{2})/$1$newdate/g' myfile.xml it doesn't work,i test the pattern with RegExr(a site) which is fine. is it a problem of synthesis of SED? thanks.

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  • OpenSocial and its usages

    - by Paul Knopf
    I have looked for some explanation on the exact usages for the set of standards known as OpenSocial. I need some clarification if I can use OpenSocial like the following. I would like to create one library used to community with an OpenSocial api for use in my website that will not 'behave' like an application described by common sites like facebook and myspace. I'm not making a myspace of facebook application, I'm creating my own website and I want users to be able to find friends. I would like to allow users to store usernames and passwords for various OpenSocial-supported social networks. I would also like to use the api to sync events from my web site to their specified social network. I would also like to allow my users to view a list of friends and invite them. Is it possible to create one library that supports OpenSocial and simple "point" to and social network that supports it to get a list of friends and etc?

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  • Grails searchable plugin with hasMany

    - by user2624442
    I am using grails searchable plugin to search my domain classes. However, I cannot yet search by my hasMany (skills and interests) fields even though they are of the simple type String. This is my domain class: class EmpactUser { static searchable = [except: ['dateCreated','password','enabled','accountExpired','accountLocked','passwordExpired']] String username String password boolean enabled = true boolean accountExpired boolean accountLocked boolean passwordExpired String email String firstName String lastName String address String phoneNumber String description byte[] avatar byte[] resume Date dateCreated static hasMany = [ skills : String, interests : String, // each user has the ability to list many skills and interests so that they can be matched with a project. ] static constraints = { username blank: false, unique: true password blank: false email email: true, blank: false firstName blank: false lastName blank: false description nullable: true address nullable: true avatar nullable: true, maxSize: 1024 * 1024 * 10 resume nullable: true, maxSize: 1024 * 1024 * 10 phoneNumber nullable: true, matches: "/[(][+]d{3}[)]d+/", maxSize: 30 } } This is the code I am using to search: def empactUserList = EmpactUser.search( searchQuery, [reload: false, result: "every", defaultOperator: "or"]) Am I missing something? Thanks, Alan.

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  • Is JSF really ready to deliver high performance web applications?

    - by aklin81
    I have heard a lot of good about JSF but as far as I know people also had lots of serious complains with this technology in the past, not aware of how much the situation has improved. We are considering JSF as a probable technology for a social network project. But we are not aware of the performance scores of JSF neither we could really come across any existing high performance website that had been using JSF. People complain about its performance scalability issues. We are still not very sure if we are doing the right thing by choosing jsf, and thus would like to hear from you all about this and take your inputs into consideration. Is it possible to configure JSF to satisfy the high performance needs of social networking service ? Also till what extent is it possible to survive with the current problems in JSF.

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  • Oracle Linux Training Calendar

    - by Antoinette O'Sullivan
    The Oracle Linux System Administrator Curriculum is designed to provide you with the knowledge and skills necessary to effectively administer an Oracle Linux environment. These classes will help you prepare to install, configure, and manage your enterprise Linux environment as well as prepare you for the Oracle Linux Certification. You can take these courses as a: Live-Virtual event: Following the instructor-led classes from your own desk - no travel required. There is an extensive list of events on the schedule to suit different timezones. See full list on http://oracle.com/education/linux. In-Class event: Travel to an education center to take these classes. Below is a sample of in-class events on the schedule: Unix and Linux Essentials: This 3-day class is for those new to the linux operating system. You learn to manage files & directories from the command line, perform remote connections, file transfers & more.  Location  Date  Delivery Language  Nairobi, Kenya  3 December 2012  English  Riyadh, Saudia Arabia  5 January 2013  English  Cape Town, South Africa  9 January 2013  English  Durban, South Africa  9 January 2013  English  Johannesburg, South Africa  9 January 2013  English  Woodmead, South Africa  15 July 2013  English  Denver, United States  23 January 2013  English  Columbia, United States  2 January 2013  English  East Lansing, United States  9 January 2013  English  Roseville, United States  1 April 2013  English  Morrisville, United States  11 February 2013  English  Jakarta, Indonesia  26 December 2012  English  Kuala Lumpur, Malaysia  29 January 2013  English  Auckland, New Zealand  12 December 2012  English  Makati City, Philippines  14 January 2013  English  Singapore  13 February 2013  English  North Sydney, Australia  4 February 2013  English  Brisbane, Australia  29 April 2013  English  Melbourne, Australia  29 January 2013  English Oracle Linux System Administration: This 5 day course covers a broad range of Oracle Linux system administration tasks, from installing the operating system to preparing the system for Oracle Database. The course also provides an extensive hands-on experience for key system administration tasks. You will gain comprehensive skills in installing, configuring, and managing an Oracle Linux system as well as insight into ULN, Ksplice and UEK.  Location  Date  Delivery Language  Brussels, Belgium  26 November 2012  English  Windhof, Luxembourg  17 December 2012  English  Utrecht, Netherlands  11 February 2013  Dutch  Warsaw, Poland  25 February 2013  Polish  Gabarone, Botswana  22 April 2013  English  Nairobi, Kenya  10 December 2012  English  Johannesburg, South Africa  11 March 2013  English  Belmont, CA, United States  11 February 2013  English  Irvine, CA, United States  25 March 2013  English  Roseville, MN, United States  26 November 2013  English  Irving, TX, United States  14 January 2013  English  Jakarta, Indonesia  3 December 2012  English  Singapore  26 November 2012  English  Canberra, Australia  21 January 2013  English  Sydney, Australia  21 January 2013  English  Melbourne, Australia  11 February 2013  English To test your Oracle Linux System Administration skills, take the Oracle Linux 6 Implementation Essentials Certification Exam. For more information on the Oracle Linux Curriculum or to express interest in additional events, go to http://oracle.com/education/linux.

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  • Unstructured Data - The future of Data Administration

    Some have claimed that there is a problem with the way data is currently managed using the relational paradigm do to the rise of unstructured data in modern business. PCMag.com defines unstructured data as data that does not reside in a fixed location. They further explain that unstructured data refers to data in a free text form that is not bound to any specific structure. With the rise of unstructured data in the form of emails, spread sheets, images and documents the critics have a right to argue that the relational paradigm is not as effective as the object oriented data paradigm in managing this type of data. The relational paradigm relies heavily on structure and relationships in and between items of data. This type of paradigm works best in a relation database management system like Microsoft SQL, MySQL, and Oracle because data is forced to conform to a structure in the form of tables and relations can be derived from the existence of one or more tables. These critics also claim that database administrators have not kept up with reality because their primary focus in regards to data administration deals with structured data and the relational paradigm. The relational paradigm was developed in the 1970’s as a way to improve data management when compared to standard flat files. Little has changed since then, and modern database administrators need to know more than just how to handle structured data. That is why critics claim that today’s data professionals do not have the proper skills in order to store and maintain data for modern systems when compared to the skills of system designers, programmers , software engineers, and data designers  due to the industry trend of object oriented design and development. I think that they are wrong. I do not disagree that the industry is moving toward an object oriented approach to development with the potential to use more of an object oriented approach to data.   However, I think that it is business itself that is limiting database administrators from changing how data is stored because of the potential costs, and impact that might occur by altering any part of stored data. Furthermore, database administrators like all technology workers constantly are trying to improve their technical skills in order to excel in their job, so I think that accusing data professional is not just when the root cause of the lack of innovation is controlled by business, and it is business that will suffer for their inability to keep up with technology. One way for database professionals to better prepare for the future of database management is start working with data in the form of objects and so that they can extract data from the objects so that the stored information within objects can be used in relation to the data stored in a using the relational paradigm. Furthermore, I think the use of pattern matching will increase with the increased use of unstructured data because object can be selected, filtered and altered based on the existence of a pattern found within an object.

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  • PRISM : Edward Snowden obtient l'asile en Russie, une « déception extrême » pour la Maison Blanche qui menace Moscou

    PRISM : Edward Snowden obtient l'asile en Russie, une « déception extrême » pour la Maison Blanche qui menace MoscouMise à jour du 02/08/13Tout va bien pour Edward Snowden, l'ancien sous-traitant de la NSA, qui s'est vu proposer un travail par l'un des réseaux sociaux les plus populaires de Russie. « Nous invitons Edward à Pétersbourg et nous serions heureux s'il décidait de se joindre à l'équipe de choc des programmeurs de VKontakte (le réseau social en question) » explique du haut de ses 28 ans Pavel Durov, le cofondateur. Il estime que Snowden sera ravi de participer à la sécurité des données des millions d'utilisateurs du réseau social (plus de 210 millions de...

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  • Microsoft Press Deal of the Day - 4/April/2012 - Accessing Data with Microsoft® .NET Framework 4

    - by TATWORTH
    The Microsoft Press half price deal of the day at http://shop.oreilly.com/product/9780735627390.do is the training material for the MCTS Self-Paced Training Kit (Exam 70-516)  "Accessing Data with Microsoft® .NET Framework 4""EXAM PREP GUIDE Ace your preparation for the skills measured by MCTS Exam 70-516—and on the job—with this official Microsoft study guide. Work at your own pace through a series of lessons and reviews that fully cover each exam objective. Then, reinforce and apply what you’ve learned through real-world case scenarios and practice exercises. Maximize your performance on the exam by mastering the skills and experience measured by these objectives: Modeling dataManaging connections and contextQuerying dataManipulating dataDeveloping and deploying reliable applications"

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  • Reach for the Stars…Even if you Miss you’ll Land in the Cloud

    - by Kristin Rose
    “You make investment in the next generation of technology, while continuing to invest in your existing.” – Larry Ellison Last week’s Oracle Cloud and Oracle Platinum Services announcement highlighted some of the exciting ways in which Oracle made the switch from being an On-Premise Application provider to both an On-Premise and Cloud Application provider. The announcement was lead by Oracle CEO Larry Ellison, and Oracle President Mark Hurd. Together they announced the industry’s broadest and most advanced Cloud strategy and introduced Oracle Cloud Social Services, a broad Enterprise Social Platform offering. Attendees also anxiously awaited Larry’s first tweet.Be sure to watch the webcast replay below to learn more about the new developments in Oracle's Cloud strategy, and game-changing advances in Oracle Support. Sending you Cloud Dreams and Twitter Wishes,The OPN Communications Team

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  • SQL – Building a High Traffic, Profitable Blog – A Unique Gift on Author’s Birthday

    - by Pinal Dave
    Every July 30th, I like to do something new. It is my birthday and I like to give gifts to everyone this day. Last year, at this time I had written an article A Year Older and 3 SQL Server Books and 3 Video Courses – 33. I had written a total of 3 books by that time and had published total of  3 Pluralsight courses. When I look back the year, I feel that I gave my best to last year. Sine Last July 30th, I have written 6 more books and 5 more video courses. The total is now 9 books and 8 video courses. It seems that I have been producing one new book or course every month since last July. Building a High Traffic, Profitable Blog Out of my 8 courses my favorite course is my latest course at Pluralsight. This course is about how to build a high traffic blog and monetize it. I have been blogging for over 7 years and there have been many hurdles and roadblocks but I have never stopped blogging any single day. There have been many instances when I felt I should just hit delete and remove my entire blog from the web but fortunately I had courage to stand by on my decisions. Well at the end, I kept on fighting through the difficult time and kept on blogging. Every day there was a lesson to learn and every day there was an issue to resolve. I never gave up and kept on building new content. Today after 7 years, when I look back there are many stories to tell. It was impossible to write down the stories so I decided to build a course based on my experience. In this course, I share all the best tricks to build a high traffic, profitable blog. When we talk about profit, people often talk about money but the reality is that profit is much bigger word than money. There are many different ways one can profit from their own blog. In this course, I discuss about all different ways about how you can be profitable by building a high traffic blog. I believe this course is for everybody who aspire to build a website or blog which gives them a profit.  Here are the major topics based out of this course. Introduction Techniques to Engage Blog Readers Social Media – Social Sharing and Social Networking Search Engine Optimization (SEO) Monetizing a Blog Frequently Asked Questions Checklists Personally I believe this is the best gift I can give to all of you my friends. Build a successful high traffic blog and monetize it. Here is the list of the all of my video courses and here is the list of all of the books. Reference: Pinal Dave (http://blog.sqlauthority.com) Filed under: About Me, PostADay, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL Tagged: Blogging

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  • Big Data – What is Big Data – 3 Vs of Big Data – Volume, Velocity and Variety – Day 2 of 21

    - by Pinal Dave
    Data is forever. Think about it – it is indeed true. Are you using any application as it is which was built 10 years ago? Are you using any piece of hardware which was built 10 years ago? The answer is most certainly No. However, if I ask you – are you using any data which were captured 50 years ago, the answer is most certainly Yes. For example, look at the history of our nation. I am from India and we have documented history which goes back as over 1000s of year. Well, just look at our birthday data – atleast we are using it till today. Data never gets old and it is going to stay there forever.  Application which interprets and analysis data got changed but the data remained in its purest format in most cases. As organizations have grown the data associated with them also grew exponentially and today there are lots of complexity to their data. Most of the big organizations have data in multiple applications and in different formats. The data is also spread out so much that it is hard to categorize with a single algorithm or logic. The mobile revolution which we are experimenting right now has completely changed how we capture the data and build intelligent systems.  Big organizations are indeed facing challenges to keep all the data on a platform which give them a  single consistent view of their data. This unique challenge to make sense of all the data coming in from different sources and deriving the useful actionable information out of is the revolution Big Data world is facing. Defining Big Data The 3Vs that define Big Data are Variety, Velocity and Volume. Volume We currently see the exponential growth in the data storage as the data is now more than text data. We can find data in the format of videos, musics and large images on our social media channels. It is very common to have Terabytes and Petabytes of the storage system for enterprises. As the database grows the applications and architecture built to support the data needs to be reevaluated quite often. Sometimes the same data is re-evaluated with multiple angles and even though the original data is the same the new found intelligence creates explosion of the data. The big volume indeed represents Big Data. Velocity The data growth and social media explosion have changed how we look at the data. There was a time when we used to believe that data of yesterday is recent. The matter of the fact newspapers is still following that logic. However, news channels and radios have changed how fast we receive the news. Today, people reply on social media to update them with the latest happening. On social media sometimes a few seconds old messages (a tweet, status updates etc.) is not something interests users. They often discard old messages and pay attention to recent updates. The data movement is now almost real time and the update window has reduced to fractions of the seconds. This high velocity data represent Big Data. Variety Data can be stored in multiple format. For example database, excel, csv, access or for the matter of the fact, it can be stored in a simple text file. Sometimes the data is not even in the traditional format as we assume, it may be in the form of video, SMS, pdf or something we might have not thought about it. It is the need of the organization to arrange it and make it meaningful. It will be easy to do so if we have data in the same format, however it is not the case most of the time. The real world have data in many different formats and that is the challenge we need to overcome with the Big Data. This variety of the data represent  represent Big Data. Big Data in Simple Words Big Data is not just about lots of data, it is actually a concept providing an opportunity to find new insight into your existing data as well guidelines to capture and analysis your future data. It makes any business more agile and robust so it can adapt and overcome business challenges. Tomorrow In tomorrow’s blog post we will try to answer discuss Evolution of Big Data. Reference: Pinal Dave (http://blog.sqlauthority.com) Filed under: Big Data, PostADay, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL

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  • Three Principles to Fix Your Broken Organization

    - by Michael Snow
    Everyone's organization is broken in some capacity. For some this is painfully visible both inside and outside their organization. For others, there are cracks noticed by only the keenest trained eyes used to looking for problems in the midst of perfection. We all know that there is often incredible hope in the despair of chaos and recognition of your problems is the first step on the road to recovery. Let us help you in your path to recovery. Join our very own, Christian Finn,  this Thursday (11/15), as he guides you through three important principles you can take back to the office to start the mending process. (Above Image Credits: the BEST site on the web to make fun of our organizations and ourselves: http://www.despair.com/ ) His three principles are NOT "TeamWork", "Ignorance" and "Tradition", but - before jumping lower on this blog post to click and register for the upcoming webcast - I thought it would be a good opportunity to give you a little taste of what we have to offer beyond the array of our fabulous On-Demand webcasts from our Social Business Thought Leader Webcast Series featuring Christian as the host. Instead, here's a snippet from our marketing team friends across the pond in Europe, where they hosted a Social Business Forum recently and featured Christian in a segment.  Simple. Powerful. Proven. Face it, your organization is broken. Customers are not the focus they should be. Processes are running amok. Your intranet is a ghost town. And colleagues wonder why it’s easier to get things done on the Web than at work. What’s the solution?Join us for this Webcast. Christian Finn will talk about three simple, powerful, and proven principles for improving your organization through collaboration. Each principle will be illustrated by real-world examples. Discover: How to dramatically improve workplace collaboration Why improved employee engagement creates better business results What’s the value of a fully engaged customer Time to Fix What’s Broken Register now for this Webcast—the tenth in the Oracle Social Business Thought Leaders Series. Register Now Thurs., Nov. 15, 2012 10 a.m. PT / 1 p.m. ET Presented by: Christian Finn Senior Director, Product Management, Oracle Copyright © 2012, Oracle Corporation and/or its affiliates. All rights reserved. Contact Us | Legal Notices and Terms of Use | Privacy Statement

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  • GDC 2012: Best practices in developing a web game

    GDC 2012: Best practices in developing a web game (Pre-recorded GDC content) There's a new wave of console/pc/mobile game developers moving to the web looking to take advantage of the massive user base, along side of the powerful social graphs available there. The web as a platform is a very different technology stack than consoles / mobile, and as such, requires different development processes. This talk is targeted towards game developers who are looking to understand more about the development processes for web development including where to host your assets, proper techniques in caching to the persistant file store; dealing with sessions, storing user state, user login, game state storage, social graph integration, localization, audio, rendering, hardware detection and testing / distribution. If you're interested in developing a web game, you need to attend this talk! Speaker: Colt McAnlis From: GoogleDevelopers Views: 5149 131 ratings Time: 01:03:52 More in Science & Technology

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  • Discount for Staying in Town During St. Louis Day of .NET 2011

    - by Scott Spradlin
    Traveling in from out of town? (Or just interested in a night away from home with your spouse in a beautiful suite?) You can call the Ameristar at 636-940-4301 and ask for the St. Louis Day of .NET 2011 group rate. You can also make reservations online using the conference code GDNET11. We encourage you take the opportunity to hang around, spend the night, and enjoy the social events and networking opportunities that we have planned. Friday and Saturday sessions start promptly in the mornings. There are great social events planned for both Thursday and Friday nights that you’ll enjoy if you stay on-site!

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