Search Results

Search found 1393 results on 56 pages for 'employee'.

Page 48/56 | < Previous Page | 44 45 46 47 48 49 50 51 52 53 54 55  | Next Page >

• Talking JavaOne with Rock Star Kirk Pepperdine

  - by Janice J. Heiss

  Kirk Pepperdine is not only a JavaOne Rock Star but a Java Champion and a highly regarded expert in Java performance tuning who works as a consultant, educator, and author. He is the principal consultant at Kodewerk Ltd. He speaks frequently at conferences and co-authored the Ant Developer's Handbook. In the rapidly shifting world of information technology, Pepperdine, as much as anyone, keeps up with what's happening with Java performance tuning. Pepperdine will participate in the following sessions: CON5405 - Are Your Garbage Collection Logs Speaking to You? BOF6540 - Java Champions and JUG Leaders Meet Oracle Executives (with Jeff Genender, Mattias Karlsson, Henrik Stahl, Georges Saab) HOL6500 - Finding and Solving Java Deadlocks (with Heinz Kabutz, Ellen Kraffmiller Martijn Verburg, Jeff Genender, and Henri Tremblay) I asked him what technological changes need to be taken into account in performance tuning. “The volume of data we're dealing with just seems to be getting bigger and bigger all the time,” observed Pepperdine. “A couple of years ago you'd never think of needing a heap that was 64g, but today there are deployments where the heap has grown to 256g and tomorrow there are plans for heaps that are even larger. Dealing with all that data simply requires more horse power and some very specialized techniques. In some cases, teams are trying to push hardware to the breaking point. Under those conditions, you need to be very clever just to get things to work -- let alone to get them to be fast. We are very quickly moving from a world where everything happens in a transaction to one where if you were to even consider using a transaction, you've lost." When asked about the greatest misconceptions about performance tuning that he currently encounters, he said, “If you have a performance problem, you should start looking at code at the very least and for that extra step, whip out an execution profiler. I'm not going to say that I never use execution profilers or look at code. What I will say is that execution profilers are effective for a small subset of performance problems and code is literally the last thing you should look at.And what is the most exciting thing happening in the world of Java today? “Interesting question because so many people would say that nothing exciting is happening in Java. Some might be disappointed that a few features have slipped in terms of scheduling. But I'd disagree with the first group and I'm not so concerned about the slippage because I still see a lot of exciting things happening. First, lambda will finally be with us and with lambda will come better ways.” For JavaOne, he is proctoring for Heinz Kabutz's lab. “I'm actually looking forward to that more than I am to my own talk,” he remarked. “Heinz will be the third non-Sun/Oracle employee to present a lab and the first since Oracle began hosting JavaOne. He's got a great message. He's spent a ton of time making sure things are going to work, and we've got a great team of proctors to help out. After that, getting my talk done, the Java Champion's panel session and then kicking back and just meeting up and talking to some Java heads."Finally, what should Java developers know that they currently do not know? “’Write Once, Run Everywhere’ is a great slogan and Java has come closer to that dream than any other technology stack that I've used. That said, different hardware bits work differently and as hard as we try, the JVM can't hide all the differences. Plus, if we are to get good performance we need to work with our hardware and not against it. All this implies that Java developers need to know more about the hardware they are deploying to.” Originally published on blogs.oracle.com/javaone.

  Read the article

• Get to Know a Candidate (8 of 25): Rocky Anderson&ndash;Justice Party

  - by Brian Lanham

  DISCLAIMER: This is not a post about “Romney” or “Obama”. This is not a post for whom I am voting. Information sourced for Wikipedia. Ross Carl “Rocky” Anderson served two terms as the 33rd mayor of Salt Lake City, Utah, between 2000 and 2008.  He is the Executive Director of High Road for Human Rights.  Prior to serving as Mayor, he practiced law for 21 years in Salt Lake City, during which time he was listed in Best Lawyers in America, was rated A-V (highest rating) by Martindale-Hubbell, served as Chair of the Utah State Bar Litigation Section[4] and was Editor-in-Chief of, and a contributor to, Voir Dire legal journal. As mayor, Anderson rose to nationwide prominence as a champion of several national and international causes, including climate protection, immigration reform, restorative criminal justice, LGBT rights, and an end to the "war on drugs". Before and after the invasion by the U.S. of Iraq in 2003, Anderson was a leading opponent of the invasion and occupation of Iraq and related human rights abuses. Anderson was the only mayor of a major U.S. city who advocated for the impeachment of President George W. Bush, which he did in many venues throughout the United States. Anderson's work and advocacy led to local, national, and international recognition in numerous spheres, including being named by Business Week as one of the top twenty activists in the world on climate change,serving on the Newsweek Global Environmental Leadership Advisory Board, and being recognized by the Human Rights Campaign as one of the top ten straight advocates in the United States for LGBT equality. He has also received numerous awards for his work, including the EPA Climate Protection Award, the Sierra Club Distinguished Service Award, the Respect the Earth Planet Defender Award, the National Association of Hispanic Publications Presidential Award, The Drug Policy Alliance Richard J. Dennis Drugpeace Award, the Progressive Democrats of America Spine Award, the League of United Latin American Citizens Profile in Courage Award, the Bill of Rights Defense Committee Patriot Award, the Code Pink (Salt Lake City) Pink Star honor, the Morehouse University Gandhi, King, Ikeda Award, and the World Leadership Award for environmental programs. Formerly a member of the Democratic Party, Anderson expressed his disappointment with that Party in 2011, stating, “The Constitution has been eviscerated while Democrats have stood by with nary a whimper. It is a gutless, unprincipled party, bought and paid for by the same interests that buy and pay for the Republican Party." Anderson announced his intention to run for President in 2012 as a candidate for the newly-formed Justice Party. Although founded by Rocky Anderson of Utah, the Justice Party was first recognized by Mississippi and describes itself as advocating economic justice through measures such as green jobs and a right to organize, environment justice through enforcing employee safeguards in trade agreements, and social and civic justice through universal health care. In its first press release, the Utah Justice Party set forth its goals for justice in the economic, environmental, social and civic realms, along with a call to rid the corrupting influence of big money from government, to reverse the erosion of rights guaranteed by the Constitution, and to stop draining American resources to support illegal wars of aggression. Its press release says its grassroots supporters believe that now is the time for all to "shed their skeptical view that their voices don't matter", that "our 2-party system is a 'duopoly' controlled by the same corporate and military interests", and that the people must act to ensure "that our nation will achieve a brighter, sustainable future.” Anderson has ballot access in CO, CT, FL, ID, LA, MI, MN, MS, NJ, NM, OR, RI, TN, UT, VT, WA (152 electoral votes) and has write-in access in AL, AK, DE, GA, IL, IO, KS, MD, MO, NE, NH, NY, PA, TX Learn more about Rocky Anderson and Justice Party on Wikipedia.

  Read the article

• Working for free?

  - by Jonny

  I came across this article Work for Free that got me thinking. The goal of every employer is to gain more value from workers than the firm pays out in wages; otherwise, there is no growth, no advance, and no advantage for the employer. Conversely, the goal of every employee should be to contribute more to the firm than he or she receives in wages, and thereby provide a solid rationale for receiving raises and advancement in the firm. I don't need to tell you that the refusenik didn't last long in this job. In contrast, here is a story from last week. My phone rang. It was the employment division of a major university. The man on the phone was inquiring about the performance of a person who did some site work on Mises.org last year. I was able to tell him about a remarkable young man who swung into action during a crisis, and how he worked three 19-hour days, three days in a row, how he learned new software with diligence, how he kept his cool, how he navigated his way with grace and expertise amidst some 80 different third-party plug-ins and databases, how he saw his way around the inevitable problems, how he assumed responsibility for the results, and much more. What I didn't tell the interviewer was that this person did all this without asking for any payment. Did that fact influence my report on his performance? I'm not entirely sure, but the interviewer probably sensed in my voice my sense of awe toward what this person had done for the Mises Institute. The interviewer told me that he had written down 15 different questions to ask me but that I had answered them all already in the course of my monologue, and that he was thrilled to hear all these specifics. The person was offered the job. He had done a very wise thing; he had earned a devotee for life. The harder the economic times, the more employers need to know what they are getting when they hire someone. The job applications pour in by the buckets, all padded with degrees and made to look as impressive as possible. It's all just paper. What matters today is what a person can do for a firm. The resume becomes pro forma but not decisive under these conditions. But for a former boss or manager to rave about you to a potential employer? That's worth everything. What do you think? Has anyone here worked for free? If so, has it benefited you in any way? Why should(nt) you work for free (presuming you have the money from other means to keep you going)? Can you share your experience? Me, I am taking a year out of college and haven't gotten a degree yet so that's probably why most of my job applications are getting ignored. So im thinking about working for free for the experience?

  Read the article

• What Counts For a DBA: Replaceable

  - by Louis Davidson

  Replaceable is what every employee in every company instinctively strives not to be. Yet, if you’re an irreplaceable DBA, meaning that the company couldn’t find someone else who could do what you do, then you’re not doing a great job. A good DBA is replaceable. I imagine some of you are already reaching for the lighter fluid, about to set the comments section ablaze, but before you destroy a perfectly good Commodore 64, read on… Everyone is replaceable, ultimately. Anyone, anywhere, in any job, could be sitting at their desk reading this, blissfully unaware that this is to be their last day at work. Morbidly, you could be about to take your terminal breath. Ideally, it will be because another company suddenly offered you a truck full of money to take a new job, forcing you to bid a regretful farewell to your current employer (with barely a “so long suckers!” left wafting in the air as you zip out of the office like the Wile E Coyote wearing two pairs of rocket skates). I’ve often wondered what it would be like to be present at the meeting where your former work colleagues discuss your potential replacement. It is perhaps only at this point, as they struggle with the question “What kind of person do we need to replace old Wile?” that you would know your true worth in their eyes. Of course, this presupposes you need replacing. I’ve known one or two people whose absence we adequately compensated with a small rock, to keep their old chair from rolling down a slight incline in the floor. On another occasion, we bought a noise-making machine that frequently attracted attention its way, with unpleasant sounds, but never contributed anything worthwhile. These things never actually happened, of course, but you take my point: don’t confuse replaceable with expendable. Likewise, if the term “trained seal” comes up, someone they can teach to follow basic instructions and push buttons in the right order, then the replacement discussion is going to be over quickly. What, however, if your colleagues decide they’ll need a super-specialist to replace you. That’s a good thing, right? Well, usually, in my experience, no it is not. It often indicates that no one really knows what you do, or how. A typical example is the “senior” DBA who built a system just before 16-bit computing became all the rage and then settled into a long career managing it. Such systems are often central to the company’s operations and the DBA very skilled at what they do, but almost impossible to replace, because the system hasn’t evolved, and runs on processes and routines that others no longer understand or recognize. The only thing you really want to hear, at your replacement discussion, is that they need someone skilled at the fundamentals and adaptable. This means that the person they need understands that their goal is to be an excellent DBA, not a specialist in whatever the-heck the company does. Someone who understands the new versions of SQL Server and can adapt the company’s systems to the way things work today, who uses industry standard methods that any other qualified DBA/programmer can understand. More importantly, this person rarely wants to get “pigeon-holed” and so documents and shares the specialized knowledge and responsibilities with their teammates. Being replaceable doesn’t mean being “dime a dozen”. The company might need four people to take your place due to the depth of your skills, but still, they could find those replacements and those replacements could step right in using techniques that any decent DBA should know. It is a tough question to contemplate, but take some time to think about the sort of person that your colleagues would seek to replace you. If you think they would go looking for a “super-specialist” then consider urgently how you can diversify and share your knowledge, and start documenting all the processes you know as if today were your last day, because who knows, it just might be.

  Read the article

• Tweeting about Oracle Applications Usability: Points to Consider

  - by ultan o'broin

  Here are a few pointers to anyone interested in tweeting about Oracle Applications usability or user experience (UX). These are based on my own experiences and practice, and may not necessarily reflect the views of Oracle, of course (touché, see the footer). If you are an Oracle employee and tweet about our offerings, then read up and follow the corporate social media policy. For the record, I tweet under the following account names: @ultan, @localization, @gamifyOracle, and @usableapps. The last two are supposedly Oracle subject-dedicated, but I mix it up on occassion. Fill out your Twitter account profile, and add a profile picture too. Disclose your interest. Don’t leave either the profile or image blank if you want to be taken seriously (or followed by me). Don’t tweet from a locked down Twitter account, as the message cannot be circulated to anyone who doesn't follow you. Open up the account if you really want to get that UX message out. Stay on message. The usable apps website, Misha Vaughan's VoX blog, and the Oracle Applications blog are good sources of UX messages and information, but you can find many other product team, individual, and corporate-wide sources with a little bit of searching. Set up a Google Alert with pertinent related keywords to get a daily digest of new information right in your inbox. Be original about it. Add your own insight and wit to the message, were relevant. Just circulating and RTing stock headlines adds no value to your effort or to the reader, and is somewhat lazy, in my opinion. Leave room for RTing of your tweet. So, don’t max out those 140 characters. Keep it under 130 if you want to be RTed without modification (or at all-I am not a fan of modifying tweets [MT], way too much effort for the medium). Remove articles and punctuation marks and use fragments, abbreviations, and so on at will to keep the tweet short enough, but leave keywords intact, as people search on those. Follow any Fusion UX Advocates who are on Twitter too (you can search for these names), and not just Oracle employees. Don't just follow people you like or think like you, or those who you think like you or are like-minded. Take a look at who is following or being followed by other tweeters and er, follow up. Create and socialize others to use an easily remembered or typed hashtag, or use what’s already popularized (for an event or conference, for example). We used #gamifyOracle for the applications UX gamification design jam, and other popular applications UX ones are #fusionapps and #usableapps (or at least I’m trying to popularize it). But, before you start the messaging, if you want to keep a record of the hashtag traffic, then set it up with an archiving service. Twitter’s own tweet lifespan is short. Don't mix up hashtags (#) with Twitter handles (@) that have the same name. Sending a tweet to @gamifyOracle will just be seen by @gamifyOracle (me) and any followers we have in common. Sending it to #gamifyOracle is seen by anyone following or searching for that hashtag. No dissing the competition. But there is no rule about not following them on Twitter to see the market reactions to Oracle announcements and this can even let you can tailor your own message accordingly. Don’t be boring. Mix it up a bit. Every 10th or so tweet, divert into other areas of interest, personal ones, even. No constant “I just received K+ in this and that” or “I just checked into wherever” on foursquare pouring into the Twittersteam, please. I just don’t care and will probably unfollow such people pretty quickly. And now, your Twitter tips and experiences with this subject? Them go in the comments...

  Read the article

• Removing Barriers to Create Effective Data Models

  After years of creating and maintaining data models, I have started to notice common barriers that decrease the accuracy and usefulness of models. In my opinion, the main causes of these barriers are the lack of knowledge and communication from within a company. The lack of knowledge in regards to data models or data modeling can take many forms. Company Culture Knowledge Whether documented or undocumented, existing business rules of a company can affect how data is modeled. For example, if a company only allows 1 assigned person per customer to be able to manipulate a customer’s record then then a data model that includes an associated table that joins customers and employee’s would be unneeded because that would allow for the possibility of multiple employees to handle a customer because of the potential for a many to many relationship between Customers and Employees. Technical Knowledge Depending on the data modeler’s proficiency in modeling data they can inadvertently cause issues and/or complications with a design without even noticing. It is important that companies share data modeling responsibilities so that the models are developed from multiple perspectives of a system, company and the original problem.  In addition, the tools that a company selects to create data models can also affect the accuracy of the model if designer are not familiar with the tools or the tools are too complex to use for the designer. Existing System Knowledge In order for a data modeler to model data for an existing system so that new changes can be applied to a system then they need to at least know the basic concepts of a system so that they can work within it. This will promote reusability of data and prevent the chance of duplicating data. Project Knowledge This should be pretty obvious, but it is very hard to create an accurate data model without knowing what data needs to be modeled. I have always found it strange that I have been asked to start modeling data prior to a client formalizing any requirements. Usually when this happens I have to make several iterations to a model, and the client still does not know exactly what they want.  In addition additional issues can arise when certain stakeholders of a project are not consulted prior to the design or after the project is over because it can cause miss understandings and confusion by the end user as well as possibly not solving the original problem for which a project is intended to solve. One common thread between each type of knowledge is that they can all be avoided through the use of good communication. For example, if a modeler is new to a company then they should ask older employees about any business specific rules that may be documented or undocumented that must be applied to projects in general. Furthermore, if a modeler is not really familiar with a specific data modeling software then they need to speak up and ask for help form other employees or their manager. This will not only help the modeler in the project, but also help them in future projects that they do for the company. Additionally, if a project is not clearly defined prior to a data modeler being assigned the modeling project then it is their responsibility to communicate with the other stakeholders to clarify any part of a project that is unclear so that the data model that is created is accurately aligned with a project.

  Read the article

• Wisdom Lies in Collaborative Power and Intelligence

  - by kellsey.ruppel

  By Alakh Verma, Director, Platform Technology Solutions   In my recent blog posts, I shared insights on Predictive Analytics (Will Predictive Analytics at 'Speed of Thoughts' Help Businesses?), Real Time Decisions (How critical are Real Time decisions in business today?) and their significance in our lives in general and in businesses today. In the current business paradigm shift- with evolutionary social business, it is paramount that businesses look for wisdom in collaborative power and intelligence and equip their employees with the tools to engage with one another. There is an old time saying that 5 sticks tied together are stronger and unable to break as opposed to an individual stick. We have recently witnessed the power of ordinary people uniting together and fought collaboratively using Facebook and Twitter to topple down dictators in Tunisia, Egypt and Libya—and are threatening absolute rule in Syria. And an India one man’s (Anna Hazare) campaign against corruption went viral, bringing thousands to the streets in support. As anyone who has worked in a sizeable organization knows, there is no guarantee that the organization as a whole will perform efficiently and achieve its goals, even if each employee is individually efficient and every team has a high level of productivity. To achieve enterprise productivity, it is necessary not only for individuals and groups to “do things right” by working productively but also for the enterprise as a whole to “do the right things” - form the right teams, make the right decisions, allocate resources correctly, and effectively coordinate activities across the entire organization. Most organizations fall short of the optimal level of enterprise productivity because of one or more of these reasons, all at a great cost to the business.  They are disconnected from themselves with various parts of the organization unintentionally working at cross-purposes with each other.  Information that exists is not getting shared or reused.  Human talent is not being applied where it is most needed.  The same problems are being solved repeatedly by multiple groups. Intelligent collaboration through automated business processes has the ability to alter the course of any important business activity, with a potentially dramatic impact on the financial performance of the business. Whether it is a simple email exchange, a physical or virtual meeting, a task force, or a large-scale project, the activity is inherently collaborative.  In fact, collaboration can be defined as the work that takes place among people when a business process is not pre-determining how the work should take place. Collaboration is many things: information sharing, brainstorming, problem solving, best practice negotiation, innovation, coordination of activity, alignment of purpose, and so forth.  Collaboration is the “white space” between the business processes; it is the glue that holds an organization together, and the lubricant that allows the machinery to keep running.  Real time search and collaborative capabilities of the right people with the right content supported by defined processes will provide unparallel wisdom in the organization in the most competitive business environment today. Interestingly, technologies such as Oracle WebCenter offer these capabilities in our Web based business transactions and compliment in the overall collaborative intelligence and power to truly transform organizations to social businesses. Looking to learn more about engaging your employees to collaborate together and providing a complete user experience for your customers? You won't want to miss our webcast today! Drive Online Engagement with Intuitive Portals and Websites

  Read the article

• Talking JavaOne with Rock Star Kirk Pepperdine

  - by Janice J. Heiss

  Kirk Pepperdine is not only a JavaOne Rock Star but a Java Champion and a highly regarded expert in Java performance tuning who works as a consultant, educator, and author. He is the principal consultant at Kodewerk Ltd. He speaks frequently at conferences and co-authored the Ant Developer's Handbook. In the rapidly shifting world of information technology, Pepperdine, as much as anyone, keeps up with what's happening with Java performance tuning. Pepperdine will participate in the following sessions: CON5405 - Are Your Garbage Collection Logs Speaking to You? BOF6540 - Java Champions and JUG Leaders Meet Oracle Executives (with Jeff Genender, Mattias Karlsson, Henrik Stahl, Georges Saab) HOL6500 - Finding and Solving Java Deadlocks (with Heinz Kabutz, Ellen Kraffmiller Martijn Verburg, Jeff Genender, and Henri Tremblay) I asked him what technological changes need to be taken into account in performance tuning. “The volume of data we're dealing with just seems to be getting bigger and bigger all the time,” observed Pepperdine. “A couple of years ago you'd never think of needing a heap that was 64g, but today there are deployments where the heap has grown to 256g and tomorrow there are plans for heaps that are even larger. Dealing with all that data simply requires more horse power and some very specialized techniques. In some cases, teams are trying to push hardware to the breaking point. Under those conditions, you need to be very clever just to get things to work -- let alone to get them to be fast. We are very quickly moving from a world where everything happens in a transaction to one where if you were to even consider using a transaction, you've lost." When asked about the greatest misconceptions about performance tuning that he currently encounters, he said, “If you have a performance problem, you should start looking at code at the very least and for that extra step, whip out an execution profiler. I'm not going to say that I never use execution profilers or look at code. What I will say is that execution profilers are effective for a small subset of performance problems and code is literally the last thing you should look at.And what is the most exciting thing happening in the world of Java today? “Interesting question because so many people would say that nothing exciting is happening in Java. Some might be disappointed that a few features have slipped in terms of scheduling. But I'd disagree with the first group and I'm not so concerned about the slippage because I still see a lot of exciting things happening. First, lambda will finally be with us and with lambda will come better ways.” For JavaOne, he is proctoring for Heinz Kabutz's lab. “I'm actually looking forward to that more than I am to my own talk,” he remarked. “Heinz will be the third non-Sun/Oracle employee to present a lab and the first since Oracle began hosting JavaOne. He's got a great message. He's spent a ton of time making sure things are going to work, and we've got a great team of proctors to help out. After that, getting my talk done, the Java Champion's panel session and then kicking back and just meeting up and talking to some Java heads."Finally, what should Java developers know that they currently do not know? “’Write Once, Run Everywhere’ is a great slogan and Java has come closer to that dream than any other technology stack that I've used. That said, different hardware bits work differently and as hard as we try, the JVM can't hide all the differences. Plus, if we are to get good performance we need to work with our hardware and not against it. All this implies that Java developers need to know more about the hardware they are deploying to.”

  Read the article

• Microsoft Certifications &ndash; how to prep? and why?

  - by Kelly Jones

  I often get asked by my colleagues, “how do you prepare for Microsoft exams?” Well, the answer for me is a little complicated, so I thought I’d write up here what I do. The first thing I do is go to Microsoft’s website to find the exam that I need to take.  If you’re looking to get a particular certification, then their site lists the exam or exams that you’ll need to pass.  If you’ve already taken an exam, you can log onto the MCP website and use their certification planner.  This little tool tells you what tests you need, based on the exams you’ve already passed.  It is very helpful with the certifications that are multiple tests and especially ones that have electives. Once you’ve identified the test, you can use Microsoft’s website to see the topics that it covers.  This is a good outline to follow when you study.  I’ll keep this handy to reference back throughout my studying to make sure that I’m covering all the topics I need to know. The next step is probably where I am a little different from others.  IF the exam outline covers material that I’ve already been working with, then I’ll skip a lot of the studying and go directly to the practice tests.  However, if I’m looking at the outline and wondering how in the world do you do that? – then it’s time to hit the books. So, where to find study materials?  Try typing in the exam number into any search engine.  You’ll typically find a ton of resources.  If you’re lucky, you’ll find books that others recommend based on their studying and exam experience.  As a Sogeti employee, I have access to three really good resources: an internal company list of all of the consultants who have passed particular tests (on our Connex website), Books 24x7, and Transcender practice exams. Once my studying is done (either through books or experience), I’ll go through the practice exams.  I find them really helpful in getting my knowledge lined up to the thinking process that the exam writers use.  If I’m relying on my experience, then this really helps me to identify gaps in my knowledge that I’ll need to fill. That’s about it.  If I’m doing ok on the practice exams, then I’ll take the real thing.  I’ve found that the practice exams are usually more difficult than then real thing. Oh – one other thing I do related to Microsoft exams – I try to take any beta exams that Microsoft makes available that fall into my skill set.  Microsoft has started a blog to announce these and the seats usually fill up really quick.  The blog is at http://blogs.technet.com/betaexams/ . You don’t get your results instantly, like a normal exam, instead you have to wait for everyone to finish taking the beta exams and for Microsoft to determine which questions they are using and which they are dropping.  So, be prepared to wait six to eight weeks for your results.

  Read the article

• The Future of Air Travel: Intelligence and Automation

  - by BobEvans

  Remember those white-knuckle flights through stormy weather where unexpected plunges in altitude result in near-permanent relocations of major internal organs? Perhaps there’s a better way, according to a recent Wall Street Journal article: “Pilots of a Honeywell International Inc. test plane stayed on their initial flight path, relying on the company's latest onboard radar technology to steer through the worst of the weather. The specially outfitted Boeing 757 barely shuddered as it gingerly skirted some of the most ferocious storm cells over Fort Walton Beach and then climbed above the rest in zero visibility.” Or how about the multifaceted check-in process, which might not wreak havoc on liver location but nevertheless makes you wonder if you’ve been trapped in some sort of covert psychological-stress test? Another WSJ article, called “The Self-Service Airport,” says there’s reason for hope there as well: “Airlines are laying the groundwork for the next big step in the airport experience: a trip from the curb to the plane without interacting with a single airline employee. At the airport of the near future, ‘your first interaction could be with a flight attendant,’ said Ben Minicucci, chief operating officer of Alaska Airlines, a unit of Alaska Air Group Inc.” And in the topsy-turvy world of air travel, it’s not just the passengers who’ve been experiencing bumpy rides: the airlines themselves are grappling with a range of challenges—some beyond their control, some not—that make profitability increasingly elusive in spite of heavy demand for their services. A recent piece in The Economist illustrates one of the mega-challenges confronting the airline industry via a striking set of contrasting and very large numbers: while the airlines pay $7 billion per year to third-party computerized reservation services, the airlines themselves earn a collective profit of only $3 billion per year. In that context, the anecdotes above point unmistakably to the future that airlines must pursue if they hope to be able to manage some of the factors outside of their control (e.g., weather) as well as all of those within their control (operating expenses, end-to-end visibility, safety, load optimization, etc.): more intelligence, more automation, more interconnectedness, and more real-time awareness of every facet of their operations. Those moves will benefit both passengers and the air carriers, says the WSJ piece on The Self-Service Airport: “Airlines say the advanced technology will quicken the airport experience for seasoned travelers—shaving a minute or two from the checked-baggage process alone—while freeing airline employees to focus on fliers with questions. ‘It's more about throughput with the resources you have than getting rid of humans,’ said Andrew O'Connor, director of airport solutions at Geneva-based airline IT provider SITA.” Oracle’s attempting to help airlines gain control over these challenges by blending together a range of its technologies into a solution called the Oracle Airline Data Model, which suggests the following steps: • To retain and grow their customer base, airlines need to focus on the customer experience. • To personalize and differentiate the customer experience, airlines need to effectively manage their passenger data. • The Oracle Airline Data Model can help airlines jump-start their customer-experience initiatives by consolidating passenger data into a customer data hub that drives realtime business intelligence and strategic customer insight. • Oracle’s Airline Data Model brings together multiple types of data that can jumpstart your data-warehousing project with rich out-of-the-box functionality. • Oracle’s Intelligent Warehouse for Airlines brings together the powerful capabilities of Oracle Exadata and the Oracle Airline Data Model to give you real-time strategic insights into passenger demand, revenues, sales channels and your flight network. The airline industry aside, the bullet points above offer a broad strategic outline for just about any industry because the customer experience is becoming pre-eminent in each and there is simply no way to deliver world-class customer experiences unless a company can capture, manage, and analyze all of the relevant data in real-time. I’ll leave you with two thoughts from the WSJ article about the new in-flight radar system from Honeywell: first, studies show that a single episode of serious turbulence can wrack up $150,000 in additional costs for an airline—so, it certainly behooves the carriers to gain the intelligence to avoid turbulence as much as possible. And second, it’s back to that top-priority customer-experience thing and the value that ever-increasing levels of intelligence can deliver. As the article says: “In the cabin, reporters watched screens showing the most intense parts of the nearly 10-mile wide storm, which churned some 7,000 feet below, in vibrant red and other colors. The screens also were filled with tiny symbols depicting likely locations of lightning and hail, which can damage planes and wreak havoc on the nerves of white-knuckle flyers.”  (Bob Evans is senior vice-president, communications, for Oracle.)  

  Read the article

• Finding Leaders Breakfasts - Adelaide and Perth

  - by rdatson-Oracle

  HR Executives Breakfast Roundtables: Find the best leaders using science and social media! Perth, 22nd July & Adelaide, 24th July What is leadership in the 21st century? What does the latest research tell us about leadership? How do you recognise leadership qualities in individuals? How do you find individuals with these leadership qualities, hire and develop them? Join the Neuroleadership Institute, the Hay Group, and Oracle to hear: 1. the latest neuroscience research about human bias, and how it applies to finding and building better leaders; 2. the latest techniques to recognise leadership qualities in people; 3. and how you can harness your people and social media to find the best people for your company. Reflect on your hiring practices at this thought provoking breakfast, where you will be challenged to consider whether you are using best practices aimed at getting the right people into your company. Speakers Abigail Scott, Hay Group Abigail is a UK registered psychologist with 10 years international experience in the design and delivery of talent frameworks and assessments. She has delivered innovative assessment programmes across a range of organisations to identify and develop leaders. She is experienced in advising and supporting clients through new initiatives using evidence-based approach and has published a number of research papers on fairness and predictive validity in assessment. Karin Hawkins, NeuroLeadership Institute Karin is the Regional Director of NeuroLeadership Institute’s Asia-Pacific region. She brings over 20 years experience in the financial services sector delivering cultural and commercial results across a variety of organisations and functions. As a leadership risk specialist Karin understands the challenge of building deep bench strength in teams and she is able to bring evidence, insight, and experience to support executives in meeting today’s challenges. Robert Datson, Oracle Robert is a Human Capital Management specialist at Oracle, with several years as a practicing manager at IBM, learning and implementing latest management techniques for hiring, deploying and developing staff. At Oracle he works with clients to enable best practices for HR departments, and drawing the linkages between HR initiatives and bottom-line improvements. Agenda 07:30 a.m. Breakfast and Registrations 08:00 a.m. Welcome and Introductions 08:05 a.m. Breaking Bias in leadership decisions - Karin Hawkins 08:30 a.m. Identifying and developing leaders - Abigail Scott 08:55 a.m. Finding leaders, the social way - Robert Datson 09:20 a.m. Q&A and Closing Remarks 09:30 a.m. Event concludes If you are an employee or official of a government organisation, please click here for important ethics information regarding this event. To register for Perth, Tuesday 22nd July, please click HERE To register for Adelaide, Thursday 24th July, please click HERE 1024x768 Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 -"/ /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} Contact: To register or have questions on the event? Contact Aaron Tait on +61 2 9491 1404

  Read the article

• How do you deal with poor management [closed]

  - by Sybiam

  I come from a company where during a project, we saw the client 3 time during the whole project. We were never informed when did the client came in office in order to discuss with him about his requirements. I did setup redmine and told them that if they have any request they can post an issue there. But they never really used redmine to publish anything. They would instead: harass a team member on the phone at any time of the day or night hand us over sheets of paper with new requests or changes hand us over new design (graphical) They requested how much time it would take us to finish the project, I gave them a date and a week to test everything and deployment. I calculated that time taking into account the current features we had to do. And then blamed us that our deadline was wrong and that we lied. But the truth is that one week before that deadline they added a couple of monster feature from nowhere and that week were we were supposed to test and deploy, my friends spent all day in the office changing all little things. After that project, my friend got some kind of depression and got scared everytime his phone rang. They kind of used him as a communication proxy. After that project of hell, (every body got pissed off on that project) as far as I know the designer who was working with us left work after that project and she had some kind of issue too with managers. My team also started looking for work somewhere else. At first I tried to get things straight with management, I tried to make a meeting to discuss about the communication issues and so on.. What really pissed me off and made me leave that job for good is the following. Me: "We have to discuss about what went wrong on the last project. It's quite important" Him: "Lets talk about it in a week or two. Just make a list of all the things you did wrong" Me: "We already have a new project and we want to prevent what happened on the last project to happen again" Him: "Just do it and well have our meeting in a week, make a list of all the thing you did wrong." It kind of ended there then he organized a meeting at a moment I wasn't unable to come. My friend discussed with him and tried to explained him that we really had to discuss about organization issue on how to manage a project. And his answer was pretty much: "During the meeting I don't want to ear how you want to us to manage a project but I want to know what you guys did wrong" After that I felt it wasn't even worth it discussing anything since they weren't even ready listening to us. Found a new job and I'm pretty happy with my choice. I'd like to know how you'd handle such situation. Is there anything to do to solve communication problem? After that project my friend got a depression and some other employee had their down too as far as I know. I wonder what else we can do other than leave these place as soon as possible. Feel sad for the people that are still there and get screamed at just because they need money in order to eat and finding an other job like that isn't that easy. note I died a little when our boss asked us to make a list of things we (programmers) did wrong. This is probably the stupidest request I ever got. If everybody thinks they did everything right, it doesn't mean that there is no problems. Individual problem are rarely the big issue. Colleagues help each others and solve theses issues to prevent problems.

  Read the article

• PCI Encryption Key Management

  - by Unicorn Bob

  (Full disclosure: I'm already an active participant here and at StackOverflow, but for reasons that should hopefully be obvious, I'm choosing to ask this particular question anonymously). I currently work for a small software shop that produces software that's sold commercially to manage small- to mid-size business in a couple of fairly specialized industries. Because these industries are customer-facing, a large portion of the software is related to storing and managing customer information. In particular, the storage (and securing) of customer credit card information. With that, of course, comes PCI compliance. To make a long story short, I'm left with a couple of questions about why certain things were done the way they were, and I'm unfortunately without much of a resource at the moment. This is a very small shop (I report directly to the owner, as does the only other full-time employee), and the owner doesn't have an answer to these questions, and the previous developer is...err...unavailable. Issue 1: Periodic Re-encryption As of now, the software prompts the user to do a wholesale re-encryption of all of the sensitive information in the database (basically credit card numbers and user passwords) if either of these conditions is true: There are any NON-encrypted pieces of sensitive information in the database (added through a manual database statement instead of through the business object, for example). This should not happen during the ordinary use of the software. The current key has been in use for more than a particular period of time. I believe it's 12 months, but I'm not certain of that. The point here is that the key "expires". This is my first foray into commercial solution development that deals with PCI, so I am unfortunately uneducated on the practices involved. Is there some aspect of PCI compliance that mandates (or even just strongly recommends) periodic key updating? This isn't a huge issue for me other than I don't currently have a good explanation to give to end users if they ask why they are being prompted to run it. Question 1: Is the concept of key expiration standard, and, if so, is that simply industry-standard or an element of PCI? Issue 2: Key Storage Here's my real issue...the encryption key is stored in the database, just obfuscated. The key is padded on the left and right with a few garbage bytes and some bits are twiddled, but fundamentally there's nothing stopping an enterprising person from examining our (dotfuscated) code, determining the pattern used to turn the stored key into the real key, then using that key to run amok. This seems like a horrible practice to me, but I want to make sure that this isn't just one of those "grin and bear it" practices that people in this industry have taken to. I have developed an alternative approach that would prevent such an attack, but I'm just looking for a sanity check here. Question 2: Is this method of key storage--namely storing the key in the database using an obfuscation method that exists in client code--normal or crazy? Believe me, I know that free advice is worth every penny that I've paid for it, nobody here is an attorney (or at least isn't offering legal advice), caveat emptor, etc. etc., but I'm looking for any input that you all can provide. Thank you in advance!

  Read the article

• Using Content Analytics for More Effective Engagement

  - by Kellsey Ruppel

  Using Content Analytics for More Effective Engagement: Turning High-Volume Content into Templates for Success By Mitchell Palski, Oracle WebCenter Sales Consultant Many organizations use Oracle WebCenter Portal to develop these basic types of portals: Intranet portals used for collaboration, employee self-service, and company communication Extranet portals used by customers and partners for self-service and support Team collaboration portals that allow users to share documents and content, track activity, and engage in discussions Portals are intended to provide a personalized, single point of interaction with web-based applications and information. The user experiences that a Portal is capable of displaying should be relevant to an individual user or class of users (a group or role). The components of a Portal that would vary based on a user’s identity include: Web content such as images, news articles, and on-screen instruction Social tools such as threaded discussions, polls/surveys, and blogs Document management tools to upload, download, and edit files Web applications that present data visualizations and data entry modules These collections of content, tools, and applications make up valuable workspaces. The challenge that a development team may have is defining which combinations are the most effective for its users. No one wants to create and manage a workspace that goes un-used or (even worse) that is used but is ineffective. Oracle WebCenter Portal provides you with the capabilities to not only rapidly develop variations of portals, but also identify which portals are the most effective and should be re-used throughout an enterprise. Capturing Portal AnalyticsOracle WebCenter Portal provides an analytics service that allows administrators and business users to track and analyze portal usage. These analytics are captured in the form of: Usage tracking metrics Behavior tracking User Profile Correlation The out-of-the-box task reports that come with Oracle WebCenter Portal include: WebCenter Portal Traffic Page Traffic Login Metrics Portlet Traffic Portlet Response Time Portlet Instance Traffic Portlet Instance Response Time Search Metrics Document Metrics Wiki Metrics Blog Metrics Discussion Metrics Portal Traffic Portal Response Time By determining the usage and behavior tracking metrics that are associated with specific user profiles (including groups and roles), your administrators will be able to identify the components of your solution that are the most valuable.  Your first step as an administrator should be to identify the specific pages and/or components are used the most frequently. Next, determine the user(s) or user-group(s) that are accessing those high-use elements of a portal. It is also important to determine patterns in high-usage and see if they correlate to a specific schedule. One of the goals of any development team (especially those that are following Agile methodologies) should be to develop reusable web components to minimize redundant development. Oracle WebCenter Portal provides you the tools to capture the successful workspaces that have already been developed and identified so that they can be reused for similar user demographics. Re-using Successful PortalsWhen creating a new Portal in Oracle WebCenter, developers have the option to base that portal on a template that includes: Pre-seeded data such as pages, tools, user roles, and look-and-feel assets Specific sub-sets of page-layouts, tools, and other resources to standardize what is added to a Portal’s pages Any custom components that your team creates during development cycles Once you have identified a successful workspace and its most valuable components, leverage Oracle WebCenter’s ability to turn that custom portal into a portal template. By creating a template from your already successful portal, you are empowering your enterprise by providing a starting point for future initiatives. Your new projects, new teams, and new web pages can benefit from lessons learned and adjustments that have already been made to optimize user experiences instead of starting from scratch. ***For a complete explanation of how to work with Portal Templates, be sure to read the Fusion Middleware documentation available online.

  Read the article

• Uncaught SyntaxError: Unexpected token ILLEGAL

  - by sathis

  May i know whats wrong inside this.I am new world of programing ..So if you help me it would be wonderful.The error comes on the line arr[${i.count-1}][1]=${employee.email}; Awaiting for your response.The entire Code as follows.. $(function() { var arr = new Array(); arr[0]=new Array(4); arr[0][0]=sathis; arr[0][1][email protected]; arr[0][2]=namakkal; arr[0][3]=21; arr[1]=new Array(4); arr[1][0]=ganesh; arr[1][1][email protected]; arr[1][2]=karaikudi; arr[1][3]=22; arr[2]=new Array(4); arr[2][0]=karthik; arr[2][1][email protected]; arr[2][2]=trichy; arr[2][3]=25; var str="<table><tr><th>Name</th><th>Email</th><th>City</th><th>Age</th></tr><tr><td>"; $("#emp_name").change(function() { var i=$(this).val(); str=str+arr[i-1][0]+"</td><td>"+arr[i-1][1]+"</td><td>"+arr[i-1][2]+"</td><td>"+arr[i-1][3]+"</td><tr></table>"; $("#viewer").html(str); alert(str); }); });

  Read the article

• MVC - Cocoa interface - Cocoa Design pattern book

  - by Idan

  So I started reading this book: http://www.amazon.com/Cocoa-Design-Patterns-Erik-Buck/dp/0321535022 On chapter 2 it explains about the MVC design pattern and gives and example which I need some clarification to. The simple example shows a view with the following fields: hourlyRate, WorkHours, Standarthours , salary. The example is devided into 3 parts : View - contains some text fiels and a table (the table contains a list of employees' data). Controller - comprised of NSArrayController class (contains an array of MyEmployee) Model - MyEmployee class which describes an employee. MyEmployee class has one method which return the salary according to the calculation logic, and attributes in accordance with the view UI controls. MyEmployee inherits from NSManagedObject. Few things i'm not sure of : 1. Inside the MyEmplpyee class implemenation file, the calculation method gets the class attributes using sentence like " [[self valueForKey:@"hourlyRate"] floatValue];" Howevern, inside the header there is no data member named hourlyRate or any of the view fields. I'm not quite sure how does it work, and how it gets the value from the right view field. (does it have to be the same name as the field name in the view). maybe the conncetion is made somehow using the Interface builder and was not shown in the book ? and more important: 2. how does it seperate the view from the model ? let's say ,as the book implies might happen, I decide one day to remove one of the fields in the view. as far as I understand, that means changing the way the salary method works in MyEmplpyee (cause we have one field less) , and removing one attribute from the same calss. So how is that separate the View from the Model if changing one reflect on the other ? I guess I get something wrong... Any comments ? Thanks

  Read the article

• C# Design How to Elegantly wrap a DAL class

  - by guazz

  I have an application which uses MyGeneration's dOODads ORM to generate it's Data Access Layer. dOODad works by generating a persistance class for each table in the database. It works like so: // Load and Save Employees emps = new Employees(); if(emps.LoadByPrimaryKey(42)) { emps.LastName = "Just Got Married"; emps.Save(); } // Add a new record Employees emps = new Employees(); emps.AddNew(); emps.FirstName = "Mr."; emps.LastName = "dOOdad"; emps.Save(); // After save the identity column is already here for me. int i = emps.EmployeeID; // Dynamic Query - All Employees with 'A' in thier last name Employees emps = new Employees(); emps.Where.LastName.Value = "%A%"; emps.Where.LastName.Operator = WhereParameter.Operand.Like; emps.Query.Load(); For the above example(i.e. Employees DAL object) I would like to know what is the best method/technique to abstract some of the implementation details on my classes. I don't believe that an Employee class should have Employees(the DAL) specifics in its methods - or perhaps this is acceptable? Is it possible to implement some form of repository pattern? Bear in mind that this is a high volume, perfomacne critical application. Thanks, j

  Read the article

• mysql - query group/concat question??

  - by tom smith

  I have a situation where I return results with mutiple rows. I'm looking for aw way to return a single row, with the multiple items in separate cols within the row. My initial query: SELECT a.name, a.city, a.address, a.abbrv, b.urltype, b.url FROM jos__universityTBL as a LEFT JOIN jos__university_urlTBL as b on b.universityID = a.ID WHERE a.stateVAL = 'CA' ...my output: | University Of Southern Califor | Los Angeles | | usc | 2 | http://web-app.usc.edu/ws/soc/api/ | | University Of Southern Califor | Los Angeles | | usc | 4 | http://web-app.usc.edu/ws/soc/api/ | | University Of Southern Califor | Los Angeles | | usc | 1 | www.usc.edu | | San Jose State University | San Jose | | sjsu | 2 | http://info.sjsu.edu/home/schedules.html | | San Jose State University | San Jose | | sjsu | 4 | https://cmshr.sjsu.edu/psp/HSJPRDF/EMPLOYEE/HSJPRD/c/COMMUNITY_ACCESS.CLASS_SEARCH.GBL?FolderPath=PORTAL_ROOT_OBJECT.PA_HC_CLASS_SEARCH | | San Jose State University | San Jose | | sjsu | 1 | www.sjsu.edu My tbl schema... mysql> describe jos_universityTBL; +----------------+--------------+------+-----+---------+----------------+ | Field | Type | Null | Key | Default | Extra | +----------------+--------------+------+-----+---------+----------------+ | name | varchar(50) | NO | UNI | | | | repos_dir_name | varchar(50) | NO | | | | | city | varchar(20) | YES | | | | | stateVAL | varchar(5) | NO | | | | | address | varchar(50) | NO | | | | | abbrv | varchar(20) | NO | | | | | childtbl | varchar(200) | NO | | | | | userID | int(10) | NO | | 0 | | | ID | int(10) | NO | PRI | NULL | auto_increment | +----------------+--------------+------+-----+---------+----------------+ 9 rows in set (0.00 sec) mysql> describe jos_university_urlTBL; +--------------+--------------+------+-----+---------+----------------+ | Field | Type | Null | Key | Default | Extra | +--------------+--------------+------+-----+---------+----------------+ | universityID | int(10) | NO | | 0 | | | urltype | int(5) | NO | | 0 | | | url | varchar(200) | NO | MUL | | | | actionID | int(5) | YES | | 0 | | | status | int(5) | YES | | 0 | | | ID | int(10) | NO | PRI | NULL | auto_increment | +--------------+--------------+------+-----+---------+----------------+ 6 rows in set (0.00 sec) I'm really trying to get something like: |<<the concated urltype-url >>| ucs | losangeles | usc.edu | 1-u1 | 2-u2 | 3-u2 | Any pointers would be helpful!

  Read the article

• HTML text input and using the input as a variable in a script(tcl)/sql(sqlite)

  - by Fantastic Fourier

  Hello all, I'm very VERY new at this whole web thing. And I'm just very confused in general. Basically, what I want to do is take an input via text using HTML and adding that input to database, table trans. Should be simple but I am lost. <li>Transaction Number</li> <li><input type=|text| name=|tnumber| </li> // do i need to use value? <li>Employee Name</li> <li><input type=|text| name=|ename| </li> <li><input type=|SUBMIT| value=|Add|></li> ...... ...... sqlite3 db $::env(ROOT)/database.db mb eval {INSERT INTO trans VALUES ($tnumber, $ename} mb close They are both in a same file and there are only two fields to the database to keep things simple. What I can see here is that tnumber and ename aren't declared as variables. So how do I do that so that the text input is assigned to respective variables?

  Read the article

• Contact-to-hire from the perspective of the headhunter agency?

  - by jamieb

  I operate a small IT consulting firm. One of my clients has expressed an interest in having an ASP.Net programmer on-site at their location for a six-month contract, with an option to hire. I've never really operated my company as a body shop (renting out talent for the long term) and an unfamiliar with how to price my quote. Assume I were to bring on a new developer as a 1099'ed contractor and then contract that person out to my client for the duration of the project. If I'm billing my client $X per hour for this developer's time, what should I be compensating this developer? $X/2 per hour? What's the typical ratio? If the client decides to hire this person at the end of the contract, what should I be compensated? Is it a flat finders fee, or maybe a function of the developer's annual salary? Would there be any advantage to actually hiring the person as a 1040'd employee rather than a 1099 contractor even if I can't offer him benefits? I know other body shops (like Robert Half) do this and never understood why.

  Read the article

• Using an existing IQueryable to create a new dynamic IQueryable

  - by dnoxs

  I have a query as follows: var query = from x in context.Employees where (x.Salary > 0 && x.DeptId == 5) || x.DeptId == 2 order by x.Surname select x; The above is the original query and returns let's say 1000 employee entities. I would now like to use the first query to deconstruct it and recreate a new query that would look like this: var query = from x in context.Employees where ((x.Salary > 0 && x.DeptId == 5) || x.DeptId == 2) && (x,i) i % 10 == 0 order by x.Surname select x.Surname; This query would return 100 surnames. The syntax is probably incorrect, but what I need to do is attach an additional where clause and modify the select to a single field. I've been looking into the ExpressionVisitor but I'm not entirely sure how to create a new query based on an existing query. Any guidance would be appreciated. Thanks you.

  Read the article

• Adapt beginner C# SQL Server INSERT example to work with my database

  - by Mike Bertelsen

  I have read TONS of tutorials, articles and whatever regarding my issue and honestly, due to my lack of experience I can't twist my fingers around this one so I hope some of you guys can help me out :) I am working on a project (simply to learn how to program so it's probably very basic), but I have this "News" page where I can update and delete data using a GridView. Now I would like to INSERT something into my database using 3 textboxes and 1 submit button. I have 3 rows that has to be inserted: Headline Date Content/the news itself. Which are stored under NyhedTB from the connectionstring: BoligStjernenConnectionString My query looks like this: INSERT INTO [NyhedTB] ([NyhedDato], [NyhedTitel], [NyhedTekst]) VALUES (@NyhedDato, @NyhedTitel, @NyhedTekst) I read on the internet that this code should do the magic for me (I will have to insert my own values ofc.): static void Insert() { try { string connectionString = "server=.;" + "initial catalog=employee;" + "user id=sa;" + "password=sa123"; using (SqlConnection conn = new SqlConnection(connectionString)) { conn.Open(); using (SqlCommand cmd = new SqlCommand("INSERT INTO EmployeeDetails VALUES(" + "@Id, @Name, @Address)", conn)) { cmd.Parameters.AddWithValue("@Id", 1); cmd.Parameters.AddWithValue("@Name", "Amal Hashim"); cmd.Parameters.AddWithValue("@Address", "Bangalore"); int rows = cmd.ExecuteNonQuery(); //rows number of record got inserted } } } catch (SqlException ex) { //Log exception //Display Error message } } I looked at this code and thought it should be easy enough but really, I can't figure it out.

  Read the article

• Best cubicle toys for programming

  - by dlamblin

  I need some employee/co-worker Christmas gift ideas. Do you have any good cubicle toys that help you to do any of: think about programming problems solve programming problems by representing common abstractions can be directly programmed can interface with a PC based IDE to be programmed. it may present problems that can be solved, to kick start problem solving. Disallowed items are: reference material in book, pamphlet, poster or cheat-sheet form, even if it has kick ass pop-cultural references. edibles. [discuss separately] things that need their own lab-space and/or extensive tools to be worked with. So yes, Lego Mindstorms come to mind, but they aren't cubicle toys because they cost more than cubicle toys would, and they have too many losable parts. comments on the answers so far: The 20 Questions game sounds quite neat as it could get you thinking; The bean balls could be used as tokens in a problem, so I can see that working. The magnetic toys like ball of whacks or the ball-and-stick ones present hands on fun of a structural nature... now can there be a similar hands on fun toy that aids in representing a solution to a problem? The Gui Mags clearly could, but they're quite utility oriented. The AVR Butterfly is less of a toy but definitely priced attractively, cheaper and more responsive than a basic stamp. I'm not going to pick an answer; there's several great suggestions here. Thank you.

  Read the article

• Problem with asp.net function syntax (not returning values correctly)

  - by Phil

  I have an active directory search function: Function GetAdInfo(ByVal ADDN As String, ByVal ADCommonName As String, ByVal ADGivenName As String, ByVal ADStaffNum As String, ByVal ADEmail As String, ByVal ADDescription As String, ByVal ADTelephone As String, ByVal ADOffice As String, ByVal ADEmployeeID As String) As String Dim netBIOSname As String = Me.Request.LogonUserIdentity.Name Dim sAMAccountName As String = netBIOSname.Substring(netBIOSname.LastIndexOf("\"c) + 1) Dim defaultNamingContext As String Using rootDSE As DirectoryServices.DirectoryEntry = New DirectoryServices.DirectoryEntry("LDAP://RootDSE") defaultNamingContext = rootDSE.Properties("defaultNamingContext").Value.ToString() End Using Using searchRoot As DirectoryServices.DirectoryEntry = _ New DirectoryServices.DirectoryEntry("LDAP://" + defaultNamingContext, _ "kingkong", "kingkong", DirectoryServices.AuthenticationTypes.Secure) Using ds As DirectoryServices.DirectorySearcher = New DirectoryServices.DirectorySearcher(searchRoot) ds.Filter = String.Format("(&(objectClass=user)(objectCategory=person)(sAMAccountName={0}))", sAMAccountName) Dim sr As DirectoryServices.SearchResult = ds.FindOne() 'If sr.Properties("displayName").Count = 0 Then whatever = string.empty '' (how to check nulls when required) ' End If ADDN = (sr.Properties("displayName")(0).ToString()) ADCommonName = (sr.Properties("cn")(0).ToString()) ADGivenName = (sr.Properties("givenname")(0).ToString()) ADStaffNum = (sr.Properties("sn")(0).ToString()) ADEmail = (sr.Properties("mail")(0).ToString()) ADDescription = (sr.Properties("description")(0).ToString()) ADTelephone = (sr.Properties("telephonenumber")(0).ToString()) ADOffice = (sr.Properties("physicalDeliveryOfficeName")(0).ToString()) ' ADEmployeeID = (sr.Properties("employeeID")(0).ToString()) End Using End Using Return ADDN Return ADCommonName Return ADGivenName Return ADStaffNum Return ADEmail Return ADDescription Return ADTelephone Return ADOffice ' Return ADEmployeeID 'have commented out employee id as i dont have one so it is throwing null errors. ' im not ready to put labels on the frontend or catch this info yet End Function The function appears to work, as when I put a breakpoint at the end, the variables such as ADDN do have the correct values. Then I call the function in my page_load like this: GetAdInfo(ADDN, ADCommonName, ADGivenName, ADStaffnum, ADEmail, ADDescription, ADTelephone, ADOffice, ADEmployeeID) Then I try to response.write out one of the vars to test like this: Response.Write(ADDN) But the value is empty. Please can someone tell me what I am doing wrong. Thanks

  Read the article

• Referencing a Newly inserted Row's seeded PK in C# Linq

  - by Laurence Burke

  I want to use the primary key that was just created on the dc.submitchanges() to create a new EmployeeAddress row that references the employee to the address. protected void btnAdd_Click(object sender, EventArgs e) { if (txtZip.Text != "" && txtAdd1.Text != "" && txtCity.Text != "") { TestDataClassDataContext dc = new TestDataClassDataContext(); Address addr = new Address() { AddressLine1 = txtAdd1.Text, AddressLine2 = txtAdd2.Text, City = txtCity.Text, PostalCode = txtZip.Text, StateProvinceID = Convert.ToInt32(ddlState.SelectedValue) }; dc.Addresses.InsertOnSubmit(addr); lblSuccess.Visible = true; lblErrMsg.Visible = false; dc.SubmitChanges(); // // TODO: insert new row in EmployeeAddress to reference CurEmp to newly created address // SetAddrList(); } else { lblErrMsg.Text = "Invalid Input"; lblErrMsg.Visible = true; } } protected void SetAddrList() { TestDataClassDataContext dc = new TestDataClassDataContext(); dc.ObjectTrackingEnabled = false; var addList = from addr in dc.Addresses from eaddr in dc.EmployeeAddresses where eaddr.EmployeeID == _curEmpID && addr.AddressID == eaddr.AddressID select new { AddValue = addr.AddressID, AddText = addr.AddressID, }; ddlAddList.DataSource = addList; ddlAddList.DataValueField = "AddValue"; ddlAddList.DataTextField = "AddText"; ddlAddList.DataBind(); ddlAddList.Items.Add(new ListItem("<Add Address>", "-1")); }

  Read the article

< Previous Page | 44 45 46 47 48 49 50 51 52 53 54 55  | Next Page >