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  • 2D Side scroller collision detection

    - by Shanon Simmonds
    I am trying to do some collision detection between objects and tiles, but the tiles do not have there own x and y position, they are just rendered to the x and y position given, there is an array of integers which has the ids of the tiles to use(which are given from an image and all the different colors are assigned different tiles) int x0 = camera.x / 16; int y0 = camera.y / 16; int x1 = (camera.x + screen.width) / 16; int y1 = (camera.y + screen.height) / 16; for(int y = y0; y < y1; y++) { if(y < 0 || y >= height) continue; // height is the height of the level for(int x = x0; x < x1; x++) { if(x < 0 || x >= width) continue; // width is the width of the level getTile(x, y).render(screen, x * 16, y * 16); } } I tried using the levels getTile method to see if the tile that the object was going to advance to, to see if it was a certain tile, but, it seems to only work in some directions. Any ideas on what I'm doing wrong and fixes would be greatly appreciated. What's wrong is that it doesn't collide properly in every direction and also this is how I tested for a collision in the objects class if(!level.getTile((x + xa) / 16, (y + ya) / 16).isSolid()) { x += xa; y += ya; } EDIT: xa and ya represent the direction as well as the movement, if xa is negative it means the object is moving left, if its positive it is moving right, and same with ya except negative for up, positive for down.

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  • How do i approach this collision model?

    - by PeeS
    this is the game level prototype i have already implemented. It has few objects per room to allow me to finally add some collision detection/response code into it. VIDEO As you can probably see, every object inside has it's own AABB, even the room itself has AABB. So a player is like 'inside the Room AABB'. My player will be exactly inside the room, so he would have to collide correctly with those AABBs, so that when he hits any of those objects inside he get's a proper collision response from those AABB's. Now i would like to hear from you what kind of collision approach should i choose in here? How do i approach this kind of stuff: AABB to AABB collision detection then when this is positive go with AABB - Tri to find proper plane normal and calculate response ? AABB to AABB then when positive go with AABB - AABB Side check to find proper proper plane normal and calculate response? Anything else? How do you do this ? Many thanks.

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  • WCF REST Error Handler

    - by Elton Stoneman
    I’ve put up on GitHub a sample WCF error handler for REST services, which returns proper HTTP status codes in response to service errors.   The code is very simple – a ServiceBehavior implementation which can be specified in config to tag the RestErrorHandler to a service. Any uncaught exceptions will be routed to the error handler, which sets the HTTP status code and description in the response, based on the type of exception.   The sample defines a ClientException which can be thrown in code to indicate a problem with the client’s request, and the response will be a status 400 with a friendly error message:       throw new ClientException("Invalid userId. Must be provided as a positive integer");   - responds:   Request URL http://localhost/Sixeyed.WcfRestErrorHandler.Sample/ErrorProneService.svc/lastLogin?userId=xyz   Error Status Code: 400, Description: Invalid userId. Must be provided as a positive integer   Any other uncaught exceptions are hidden from the client. The full details are logged with a GUID to identify the error, and the response to the client is a status 500 with a generic message giving them the GUID to follow up on:       var iUserId = 0;     var dbz = 1 / iUserId;   - logs the divide-by-zero error and responds:   Request URL http://localhost/Sixeyed.WcfRestErrorHandler.Sample/ErrorProneService.svc/dbz     Error Status Code: 500, Description: Something has gone wrong. Please contact our support team with helpdesk ID: C9C5A968-4AEA-48C7-B90A-DEC986F80DA5   The sample demonstrates two techniques for building the response. For client exceptions, a friendly HTML response is sent in the body as well as the status code and description. Personally I prefer not to do that – it doesn’t make sense to get a 400 error and find text/html when you’re expecting application/json, but it’s easy to do if that’s the functionality you want. The other option is to send an empty response, which the sample does with server exceptions.   The obvious extension is to have multiple exceptions representing all the status codes you want to provide, then your code is as simple as throwing the relevant exception – UnauthorizedException, ForbiddenExeption, NotImplementedException etc – anywhere in the stack, and it will be handled nicely.

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  • Smoothing rotation

    - by Lewis
    I've spent the last three days trying to work out how to rotate a sprite smoothly depending on the velocity.x value of the sprite. I'm using this: float Proportion = 9.5; float maxDiff = 200; float rotation = fmaxf(fminf(playerVelocity.x * Proportion, maxDiff), -maxDiff); player.rotation = rotation; The behaviour is what I required but if the velocity changes rapidly then it will look like the sprite will jump to face left or jump to face right. I'll go into the behaviour in a little more detail: 0 velocity = sprite faces forwards negative velocity = sprite faces left depending on value. positive velocity = sprite faces right (higher velocity the more it faces right) same as above. I've read about using interpolation rather than an absolute angle to rotate it to but I don't know how to implement that. I have a physics engine available. There is one other way to get around this: to use += on the rotation angle. The thing is that I would then have to change the equation to produce positive and negative values then to make sure the sprite faces 0 once it reaches 0 velocity again. If I add that in now, it keeps the previous angle even after the velocity has dropped / is dropping. Any ideas/code snippets would be greatly appreciated.

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  • Poll on Entity Framework 4 &ndash; one year on

    - by Eric Nelson
    12 months back (today is March 15th 2010) on the 16th of  March 2009 I created a poll on Entity Framework v1 – the marmite of ORMs? A quick poll…. Entity Framework v1 was getting a mixed reception at the time – I met developers who genuinely hated it and I met developers who were loving the productivity improvements they were seeing. There were definitely issues with v1, too many IMHO. Which is why the product team placed a huge effort on listening to the community to drive the feature set for v2 (which ultimately was named Entity Framework 4 as it ships with .NET 4). I think overall the team have done a great job. It isn’t perfect in .NET 4 (which is why the team are busy on post .NET 4 improvements) but I would happily use it and recommend it for a wide variety of projects – much wider than I would have with v1. I am speaking on EF 4 at www.devweek.com this Wednesday and I thought it would be fun to put a new version of the poll out and see how v4 is being received. Obviously the big difference is we have not yet shipped EF4 vs when I did the original poll on EF1. March 2010 poll – please vote Summary of March 2009 poll – it was a tie between positive and negative Total votes 150 Positive about EF v1 42 (15 + 19 + 8) Negative about EF v1  43 (34 + 9)

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  • When you’re on a high, start something big

    - by BuckWoody
    Most days are pretty average – we have some highs, some lows, and just regular old work to do. But some days the sun is shining, your co-workers are especially nice, and everything just falls into place. You really *enjoy* what you do. Don’t let that moment pass. All of us have “big” projects that we need to tackle. Things that are going to take a long time, and a lot of money. Those kinds of data projects take a LOT of planning, and many times we put that off just to get to the day’s work. I’ve found that the “high” moments are the perfect time to take on these big projects. I’m more focused, and more importantly, more positive. And as the quote goes, “whether you think you can or you think you can’t, you’re probably right.” You’ll find a way to make it happen if you’re in a positive mood. Now – having those “great days” is actually something you can influence, but I’ll save that topic for a future post. I have a project to work on. :) Share this post: email it! | bookmark it! | digg it! | reddit! | kick it! | live it!

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  • Choosing a VS project type (C++)

    - by typoknig
    Hi all, I do not use C++ much (I try to stick to the easier stuff like Java and VB.NET), but the lately I have not had a choice. When I am picking a project type in VS for some C++ source I download, what project type should I pick? I had just been sticking with Win32 Console Applications, but I just downloaded some code (below) that will not work right even when it compiles with out errors. I have tried to use a CLR Console Application and an empty project too, and have changed many variables along the way, but I cannot get this code to work. I noticed that this code does not have "int main()" at its beginning, does that have something to do with it? Anyways, here is the code, got it from here: /* Demo of modified Lucas-Kanade optical flow algorithm. See the printf below */ #ifdef _CH_ #pragma package <opencv> #endif #ifndef _EiC #include "cv.h" #include "highgui.h" #include <stdio.h> #include <ctype.h> #endif #include <windows.h> #define FULL_IMAGE_AS_OUTPUT_FILE #define cvMirror cvFlip //IplImage *image = 0, *grey = 0, *prev_grey = 0, *pyramid = 0, *prev_pyramid = 0, *swap_temp; IplImage **buf = 0; IplImage *image1 = 0; IplImage *imageCopy=0; IplImage *image = 0; int win_size = 10; const int MAX_COUNT = 500; CvPoint2D32f* points[2] = {0,0}, *swap_points; char* status = 0; //int count = 0; //int need_to_init = 0; //int night_mode = 0; int flags = 0; //int add_remove_pt = 0; bool bLButtonDown = false; //bool bstopLoop = false; CvPoint pt, pt1,pt2; //IplImage* img1; FILE* FileDest; char* strImageDir = "E:\\Projects\\TSCreator\\Images"; char* strItemName = "b"; int imageCount=0; int bFirstFace = 1; // flag for first face int mode = 1; // Mode 1 - Haar Traing Sample Creation, 2 - HMM sample creation, Mode = 3 - Both Harr and HMM. //int startImgeNo = 1; bool isEqualRation = false; //Weidth to height ratio is equal //Selected Image data IplImage *selectedImage = 0; int selectedX = 0, selectedY = 0, currentImageNo = 0, selectedWidth = 0, selectedHeight= 0; CvRect selectedROI; void saveFroHarrTraining(IplImage *src, int x, int y, int width, int height, int imageCount); void saveForHMMTraining(IplImage *src, CvRect roi,int imageCount); // Code for draw ROI Cropping Image void on_mouse( int event, int x, int y, int flags, void* param ) { char f[200]; CvRect reg; if( !image ) return; if( event == CV_EVENT_LBUTTONDOWN ) { bLButtonDown = true; pt1.x = x; pt1.y = y; } else if ( event == CV_EVENT_MOUSEMOVE ) //Draw the selected area rectangle { pt2.x = x; pt2.y = y; if(bLButtonDown) { if( !image1 ) { /* allocate all the buffers */ image1 = cvCreateImage( cvGetSize(image), 8, 3 ); image1->origin = image->origin; points[0] = (CvPoint2D32f*)cvAlloc(MAX_COUNT*sizeof(points[0][0])); points[1] = (CvPoint2D32f*)cvAlloc(MAX_COUNT*sizeof(points[0][0])); status = (char*)cvAlloc(MAX_COUNT); flags = 0; } cvCopy( image, image1, 0 ); //Equal Weight-Height Ratio if(isEqualRation) { pt2.y = pt1.y + (pt2.x-pt1.x); } //Max Height and Width is the image width and height if(pt2.x>image->width) { pt2.x = image->width; } if(pt2.y>image->height) { pt2.y = image->height; } CvPoint InnerPt1 = pt1; CvPoint InnerPt2 = pt2; if ( InnerPt1.x > InnerPt2.x) { int tempX = InnerPt1.x; InnerPt1.x = InnerPt2.x; InnerPt2.x = tempX; } if ( pt2.y < InnerPt1.y ) { int tempY = InnerPt1.y; InnerPt1.y = InnerPt2.y; InnerPt2.y = tempY; } InnerPt1.y = image->height - InnerPt1.y; InnerPt2.y = image->height - InnerPt2.y; CvFont font; double hScale=1.0; double vScale=1.0; int lineWidth=1; cvInitFont(&font,CV_FONT_HERSHEY_SIMPLEX|CV_FONT_ITALIC, hScale,vScale,0,lineWidth); char size [200]; reg.x = pt1.x; reg.y = image->height - pt2.y; reg.height = abs (pt2.y - pt1.y); reg.width = InnerPt2.x -InnerPt1.x; //print width and heght of the selected reagion sprintf(size, "(%dx%d)",reg.width, reg.height); cvPutText (image1,size,cvPoint(10,10), &font, cvScalar(255,255,0)); cvRectangle(image1, InnerPt1, InnerPt2, CV_RGB(255,0,0), 1); //Mark Selected Reagion selectedImage = image; selectedX = pt1.x; selectedY = pt1.y; selectedWidth = reg.width; selectedHeight = reg.height; selectedROI = reg; //Show the modified image cvShowImage("HMM-Harr Positive Image Creator",image1); } } else if ( event == CV_EVENT_LBUTTONUP ) { bLButtonDown = false; // pt2.x = x; // pt2.y = y; // // if ( pt1.x > pt2.x) // { // int tempX = pt1.x; // pt1.x = pt2.x; // pt2.x = tempX; // } // // if ( pt2.y < pt1.y ) // { // int tempY = pt1.y; // pt1.y = pt2.y; // pt2.y = tempY; // // } // //reg.x = pt1.x; //reg.y = image->height - pt2.y; // //reg.height = abs (pt2.y - pt1.y); ////reg.width = reg.height/3; //reg.width = pt2.x -pt1.x; ////reg.height = (2 * reg.width)/3; #ifdef FULL_IMAGE_AS_OUTPUT_FILE CvRect FullImageRect; FullImageRect.x = 0; FullImageRect.y = 0; FullImageRect.width = image->width; FullImageRect.height = image->height; IplImage *regionFullImage =0; regionFullImage = cvCreateImage(cvSize (FullImageRect.width, FullImageRect.height), image->depth, image->nChannels); image->roi = NULL; //cvSetImageROI (image, FullImageRect); //cvCopy (image, regionFullImage, 0); #else IplImage *region =0; region = cvCreateImage(cvSize (reg.width, reg.height), image1->depth, image1->nChannels); image->roi = NULL; cvSetImageROI (image1, reg); cvCopy (image1, region, 0); #endif //cvNamedWindow("Result", CV_WINDOW_AUTOSIZE); //selectedImage = image; //selectedX = pt1.x; //selectedY = pt1.y; //selectedWidth = reg.width; //selectedHeight = reg.height; ////currentImageNo = startImgeNo; //selectedROI = reg; /*if(mode == 1) { saveFroHarrTraining(image,pt1.x,pt1.y,reg.width,reg.height,startImgeNo); } else if(mode == 2) { saveForHMMTraining(image,reg,startImgeNo); } else if(mode ==3) { saveFroHarrTraining(image,pt1.x,pt1.y,reg.width,reg.height,startImgeNo); saveForHMMTraining(image,reg,startImgeNo); } else { printf("Invalid mode."); } startImgeNo++;*/ } } /* Save popsitive samples for Harr Training. Also add an entry to the PositiveSample.txt with the location of the item of interest. */ void saveFroHarrTraining(IplImage *src, int x, int y, int width, int height, int imageCount) { char f[255] ; sprintf(f,"%s\\%s\\harr_%s%d%d.jpg",strImageDir,strItemName,strItemName,imageCount/10, imageCount%10); cvNamedWindow("Harr", CV_WINDOW_AUTOSIZE); cvShowImage("Harr", src); cvSaveImage(f, src); printf("output%d%d \t ", imageCount/10, imageCount%10); printf("width %d \t", width); printf("height %d \t", height); printf("x1 %d \t", x); printf("y1 %d \t\n", y); char f1[255]; sprintf(f1,"%s\\PositiveSample.txt",strImageDir); FileDest = fopen(f1, "a"); fprintf(FileDest, "%s\\harr_%s%d.jpg 1 %d %d %d %d \n",strItemName,strItemName, imageCount, x, y, width, height); fclose(FileDest); } /* Create Sample Images for HMM recognition algorythm trai ning. */ void saveForHMMTraining(IplImage *src, CvRect roi,int imageCount) { char f[255] ; printf("x=%d, y=%d, w= %d, h= %d\n",roi.x,roi.y,roi.width,roi.height); //Create the file name sprintf(f,"%s\\%s\\hmm_%s%d.pgm",strImageDir,strItemName,strItemName, imageCount); //Create storage for grayscale image IplImage* gray = cvCreateImage(cvSize(roi.width,roi.height), 8, 1); //Create storage for croped reagon IplImage* regionFullImage = cvCreateImage(cvSize(roi.width,roi.height),8,3); //Croped marked region cvSetImageROI(src,roi); cvCopy(src,regionFullImage); cvResetImageROI(src); //Flip croped image - otherwise it will saved upside down cvConvertImage(regionFullImage, regionFullImage, CV_CVTIMG_FLIP); //Convert croped image to gray scale cvCvtColor(regionFullImage,gray, CV_BGR2GRAY); //Show final grayscale image cvNamedWindow("HMM", CV_WINDOW_AUTOSIZE); cvShowImage("HMM", gray); //Save final grayscale image cvSaveImage(f, gray); } int maina( int argc, char** argv ) { CvCapture* capture = 0; //if( argc == 1 || (argc == 2 && strlen(argv[1]) == 1 && isdigit(argv[1][0]))) // capture = cvCaptureFromCAM( argc == 2 ? argv[1][0] - '0' : 0 ); //else if( argc == 2 ) // capture = cvCaptureFromAVI( argv[1] ); char* video; if(argc ==7) { mode = atoi(argv[1]); strImageDir = argv[2]; strItemName = argv[3]; video = argv[4]; currentImageNo = atoi(argv[5]); int a = atoi(argv[6]); if(a==1) { isEqualRation = true; } else { isEqualRation = false; } } else { printf("\nUsage: TSCreator.exe <Mode> <Sample Image Save Path> <Sample Image Save Directory> <Video File Location> <Start Image No> <Is Equal Ratio>\n"); printf("Mode = 1 - Haar Traing Sample Creation. \nMode = 2 - HMM sample creation.\nMode = 3 - Both Harr and HMM\n"); printf("Is Equal Ratio = 0 or 1. 1 - Equal weidth and height, 0 - custom."); printf("Note: You have to create the image save directory in correct path first.\n"); printf("Eg: TSCreator.exe 1 E:\Projects\TSCreator\Images A 11.avi 1 1\n\n"); return 0; } capture = cvCaptureFromAVI(video); if( !capture ) { fprintf(stderr,"Could not initialize capturing...\n"); return -1; } cvNamedWindow("HMM-Harr Positive Image Creator", CV_WINDOW_AUTOSIZE); cvSetMouseCallback("HMM-Harr Positive Image Creator", on_mouse, 0); //cvShowImage("Test", image1); for(;;) { IplImage* frame = 0; int i, k, c; frame = cvQueryFrame( capture ); if( !frame ) break; if( !image ) { /* allocate all the buffers */ image = cvCreateImage( cvGetSize(frame), 8, 3 ); image->origin = frame->origin; //grey = cvCreateImage( cvGetSize(frame), 8, 1 ); //prev_grey = cvCreateImage( cvGetSize(frame), 8, 1 ); //pyramid = cvCreateImage( cvGetSize(frame), 8, 1 ); // prev_pyramid = cvCreateImage( cvGetSize(frame), 8, 1 ); points[0] = (CvPoint2D32f*)cvAlloc(MAX_COUNT*sizeof(points[0][0])); points[1] = (CvPoint2D32f*)cvAlloc(MAX_COUNT*sizeof(points[0][0])); status = (char*)cvAlloc(MAX_COUNT); flags = 0; } cvCopy( frame, image, 0 ); // cvCvtColor( image, grey, CV_BGR2GRAY ); cvShowImage("HMM-Harr Positive Image Creator", image); cvSetMouseCallback("HMM-Harr Positive Image Creator", on_mouse, 0); c = cvWaitKey(0); if((char)c == 's') { //Save selected reagion as training data if(selectedImage) { printf("Selected Reagion Saved\n"); if(mode == 1) { saveFroHarrTraining(selectedImage,selectedX,selectedY,selectedWidth,selectedHeight,currentImageNo); } else if(mode == 2) { saveForHMMTraining(selectedImage,selectedROI,currentImageNo); } else if(mode ==3) { saveFroHarrTraining(selectedImage,selectedX,selectedY,selectedWidth,selectedHeight,currentImageNo); saveForHMMTraining(selectedImage,selectedROI,currentImageNo); } else { printf("Invalid mode."); } currentImageNo++; } } } cvReleaseCapture( &capture ); //cvDestroyWindow("HMM-Harr Positive Image Creator"); cvDestroyAllWindows(); return 0; } #ifdef _EiC main(1,"lkdemo.c"); #endif If I put... #include "stdafx.h" int _tmain(int argc, _TCHAR* argv[]) { return 0; } ... before the previous code (and link it to the correct OpenCV .lib files) it compiles without errors, but does nothing at the command line. How do I make it work?

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  • In Social Relationship Management, the Spirit is Willing, but Execution is Weak

    - by Mike Stiles
    In our final talk in this series with Aberdeen’s Trip Kucera, we wanted to find out if enterprise organizations are actually doing anything about what they’re learning around the importance of communicating via social and using social listening for a deeper understanding of customers and prospects. We found out that if your brand is lagging behind, you’re not alone. Spotlight: How was Aberdeen able to find out if companies are putting their money where their mouth is when it comes to implementing social across the enterprise? Trip: One way to think about the relative challenges a business has in a given area is to look at the gap between “say” and “do.” The first of those words reveals the brand’s priorities, while the second reveals their ability to execute on those priorities. In Aberdeen’s research, we capture this by asking firms to rank the value of a set of activities from one on the low end to five on the high end. We then ask them to rank their ability to execute those same activities, again on a one to five, not effective to highly effective scale. Spotlight: And once you get their self-assessments, what is it you’re looking for? Trip: There are two things we’re looking for in this analysis. The first is we want to be able to identify the widest gaps between perception of value and execution. This suggests impediments to adoption or simply a high level of challenge, be it technical or otherwise. It may also suggest areas where we can expect future investment and innovation. Spotlight: So the biggest potential pain points surface, places where they know something is critical but also know they aren’t doing much about it. What’s the second thing you look for? Trip: The second thing we want to do is look at specific areas in which high-performing companies, the Leaders, are out-executing the Followers. This points to the business impact of these activities since Leaders are defined by a set of business performance metrics. Put another way, we’re correlating adoption of specific business competencies with performance, looking for what high-performers do differently. Spotlight: Ah ha, that tells us what steps the winners are taking that are making them winners. So what did you find out? Trip: Generally speaking, we see something of a glass curtain when it comes to the social relationship management execution gap. There isn’t a single social media activity in which more than 50% of respondents indicated effectiveness, which would be a 4 or 5 on that 1-5 scale. This despite the fact that 70% of firms indicate that generating positive social media mentions is valuable or very valuable, a 4 or 5 on our 1-5 scale. Spotlight: Well at least they get points for being honest. The verdict they’re giving themselves is that they just aren’t cutting it in these highly critical social development areas. Trip: And the widest gap is around directly engaging with customers and/or prospects on social networks, which 69% of firms rated as valuable but only 34% of companies say they are executing well. Perhaps even more interesting is that these two are interdependent since you’re most likely to generate goodwill on social through happy, engaged customers. This data also suggests that social is largely being used as a broadcast channel rather than for one-to-one engagement. As we’ve discussed previously, social is an inherently personal media. Spotlight: And if they’re still using it as a broadcast channel, that shows they still fail to understand the root of social and see it as just another outlet for their ads and push-messaging. That’s depressing. Trip: A second way to evaluate this data is by using Aberdeen’s performance benchmarking. The story is both a bit different, but consistent in its own way. The first thing we notice is that Leaders are more effective in their execution of several key social relationship management capabilities, namely generating positive mentions and engaging with “influencers” and customers. Based on the fact that Aberdeen uses a broad set of performance metrics to rank the respondents as either “Leaders” (top 35% in weighted performance) or “Followers” (bottom 65% in weighted performance), from website conversion to annual revenue growth, we can then correlated high social effectiveness with company performance. We can also connect the specific social capabilities used by Leaders with effectiveness. We spoke about a few of those key capabilities last time and also discuss them in a new report: Social Powers Activate: Engineering Social Engagement to Win the Hidden Sales Cycle. Spotlight: What all that tells me is there are rewards for making the effort and getting it right. That’s how you become a Leader. Trip: But there’s another part of the story, which is that overall effectiveness, even among Leaders, is muted. There’s just one activity in which more than a majority of Leaders cite high effectiveness, effectiveness being the generation of positive buzz. While 80% of Leaders indicate “directly engaging with customers” through social media channels is valuable, the highest rated activity among Leaders, only 42% say they’re effective. This gap even among Leaders shows the challenges still involved in effective social relationship management. @mikestilesPhoto: stock.xchng

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

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

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  • Calculate year for end date: PostgreSQL

    - by Dave Jarvis
    Background Users can pick dates as shown in the following screen shot: Any starting month/day and ending month/day combinations are valid, such as: Mar 22 to Jun 22 Dec 1 to Feb 28 The second combination is difficult (I call it the "tricky date scenario") because the year for the ending month/day is before the year for the starting month/day. That is to say, for the year 1900 (also shown selected in the screen shot above), the full dates would be: Dec 22, 1900 to Feb 28, 1901 Dec 22, 1901 to Feb 28, 1902 ... Dec 22, 2007 to Feb 28, 2008 Dec 22, 2008 to Feb 28, 2009 Problem Writing a SQL statement that selects values from a table with dates that fall between the start month/day and end month/day, regardless of how the start and end days are selected. In other words, this is a year wrapping problem. Inputs The query receives as parameters: Year1, Year2: The full range of years, independent of month/day combination. Month1, Day1: The starting day within the year to gather data. Month2, Day2: The ending day within the year (or the next year) to gather data. Previous Attempt Consider the following MySQL code (that worked): end_year = start_year + greatest( -1 * sign( datediff( date( concat_ws('-', year, end_month, end_day ) ), date( concat_ws('-', year, start_month, start_day ) ) ) ), 0 ) How it works, with respect to the tricky date scenario: Create two dates in the current year. The first date is Dec 22, 1900 and the second date is Feb 28, 1900. Count the difference, in days, between the two dates. If the result is negative, it means the year for the second date must be incremented by 1. In this case: Add 1 to the current year. Create a new end date: Feb 28, 1901. Check to see if the date range for the data falls between the start and calculated end date. If the result is positive, the dates have been provided in chronological order and nothing special needs to be done. This worked in MySQL because the difference in dates would be positive or negative. In PostgreSQL, the equivalent functionality always returns a positive number, regardless of their relative chronological order. Question How should the following (broken) code be rewritten for PostgreSQL to take into consideration the relative chronological order of the starting and ending month/day pairs (with respect to an annual temporal displacement)? SELECT m.amount FROM measurement m WHERE (extract(MONTH FROM m.taken) >= month1 AND extract(DAY FROM m.taken) >= day1) AND (extract(MONTH FROM m.taken) <= month2 AND extract(DAY FROM m.taken) <= day2) Any thoughts, comments, or questions? (The dates are pre-parsed into MM/DD format in PHP. My preference is for a pure PostgreSQL solution, but I am open to suggestions on what might make the problem simpler using PHP.) Versions PostgreSQL 8.4.4 and PHP 5.2.10

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  • Having two ODP.NET (ODAC) versions in the same server

    - by vizcaynot
    Hello: Some months ago, a colleague of mine installed ODAC 11.106.21 in a server using XCOPY and then he developed many applications that use this client without problems (in test and production windows servers). Past week, I developed an application under ODAC 11.1.07.20. When I asked him to install these new ODAC version using XCOPY in a different folder and then include my application in the test server, he answered me that I should use ODAC 11.106.21 because he could have troubles with his applications. So I would like to know: 1) If it is really possible to have two different ODAC versions in one server. 2) If the answer is positive, how can I firmly ensure to my colleague that he will not have troubles with his applications? 3) If the answer is positive, is this necessary to do some kind of configuration in the server? Thanks!!

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  • I have a having a a matrix index bounds in matlab

    - by Ben Fossen
    I keep getting the error( this is in Matlab) Attempted to access r(0,0); index must be a positive integer or logical. Error in == Romberg at 15 I ran it with Romberg(1.3, 2.19,8) I think the problem is the statment is not logical because I made it positive and still got the same error. anyone got some ideas of what i could do? function Romberg(a, b, n) h = b - a; r = zeros(n,n); for i = 1:n h = h/2; sum1 = 0; for k = 1:2:2^(i) sum1 = sum1 + f(a + k*h); end r(i,0) = (1/2)*r(i-1,0) + (sum1)*h; for j = 1:i r(i,j) = r(i,j-1) + (r(i,j-1) - r(i-1,j-1))/((4^j) - 1); end end disp(r); end function f_of_x = f(x) f_of_x = sin(x)/x; end

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  • Help Understanding Function

    - by Fred F.
    What does the following function perform? public static double CleanAngle(double angle) { while (angle < 0) angle += 2 * System.Math.PI; while (angle > 2 * System.Math.PI) angle -= 2 * System.Math.PI; return angle; } This is how it is used with ATan2. I believe the actually values passed to ATan2 are always positive. static void Main(string[] args) { int q = 1; //'x- and y-coordinates will always be positive values //'therefore, do i need to "clean"? foreach (Point oPoint in new Point[] { new Point(8,20), new Point(-8,20), new Point(8,-20), new Point(-8,-20)}) { Debug.WriteLine(Math.Atan2(oPoint.Y, oPoint.X), "unclean " + q.ToString()); Debug.WriteLine(CleanAngle(Math.Atan2(oPoint.Y, oPoint.X)), "cleaned " + q.ToString()); q++; } //'output //'unclean 1: 1.19028994968253 //'cleaned 1: 1.19028994968253 //'unclean 2: 1.95130270390726 //'cleaned 2: 1.95130270390726 //'unclean 3: -1.19028994968253 //'cleaned 3: 5.09289535749705 //'unclean 4: -1.95130270390726 //'cleaned 4: 4.33188260327232 }

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  • Javascript How to automatically change word when click without need to refresh browser.?

    - by Fakhrul Zakry
    im quite lost here and not really expert about javascript. I want to change the content when user click with "Thanks for vote" automatically without need to refresh the page. Here is my html: {% if poll.privacy == "own" and request.user.get_profile.parliment != poll.location %} You do not have permission to vote this. {% else %} {% if has_vote %} {% if poll.rating_option == '1to5' %} <div class="rate"> <div id="poll-rate-{{ poll.pk }}"></div> </div> {% else %} Thanks for your vote. {% endif %} {% else %} {% if poll.rating_option == 'yes_no' %} <a href="javascript:void(0)" class="rate btn btn-xs btn-success mr5 vote-positive" rel="{% url 'vote_vote' poll.pk 1 %}" alt="{{ poll.pk }}">Yes</a> <a href="javascript:void(0)" class="rate btn btn-xs btn-danger vote-negative" rel="{% url 'vote_vote' poll.pk 0 %}" alt="{{ poll.pk }}">No</a> {% elif poll.rating_option == 'like_dislike' %} <a href="javascript:void(0)" class="rate btn btn-xs btn-success mr5 vote-positive" rel="{% url 'vote_vote' poll.pk 1 %}" alt="{{ poll.pk }}">Like</a> <a href="javascript:void(0)" class="rate btn btn-xs btn-danger vote-negative" rel="{% url 'vote_vote' poll.pk 0 %}" alt="{{ poll.pk }}">Dislike</a> {% elif poll.rating_option == '1to5' %} <div class="rate"> <div id="poll-rate-{{ poll.pk }}"></div> </div> {% endif %} {% endif %} {% endif %} and here is my javascript: function bindVoteHandler() { $('a.vote-positive, a.vote-negative').click(function(event) { event.preventDefault(); var link = $(this).attr('rel'); var poll_pk = $(this).attr('alt'); var selected_div = $(this).parent('div'); selected_div.html('<img src="{{ STATIC_URL }}img/loading_small.gif" />'); $.ajax(link).done(function( data ) { var result_div = $('div#vote-result-'+poll_pk); result_div.html(data); result_div.removeClass('vote-result-grey-out'); selected_div.html('<small>Thanks for your vote.</small>'); }); }); }; did anyone know what is the problem why i need to refresh my page after Like/Vote/rate to make it become (Thanks For your vote) ? please someone know help or share link with me. Below is the image: before click Like: after click Like: then when refreshed the word just displayed, it supposed automatically display when click Like. Thank you in advance..

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  • RSA Factorization problem

    - by dada
    At class we found this programming problem, and currently, we have no idea how to solve it. The positive integer n is given. It is known that n = p * q, where p and q are primes, p<=q and |q-k*p|<10^5 for some given positive integer k. You must find p and q. Input: 35 1 121 1 1000730021 9 Output: 5 * 7 11 * 11 10007 * 100003 It's not a homework, we are just trying to solve some interesting problems. If you have some ideas, please post them here so we can try something, thanks.

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  • How to define a varying length of the string in XSD pattern?

    - by infant programmer
    The input XML tag must be validated for a pattern which is like this: type : positive int / decimal, minimum length is 0, max length is 12(before decimal point), fraction digits are optional if exist then precision must be 2. This means both positive integer and Decimal numbers(2 digit precision) are allowed. so the acceptable values can be like, null, 0, 0.00, 1234567890, 123456789012, 123456789012.12, invalid values are: 0.000, 1234567890123(13 digits - invalid), The pattern I have designed is: <xs:pattern value="|([0-9]){12}|([0-9]){12}[.][0-9][0-9]"/> The problem with this pattern is, it doesn't allow the number with string-length less than 12, it says "1234567890" is an invalid value, where as it must be allowed!

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  • Can bad stuff happen when dividing 1/a very small float?

    - by Jeremybub
    If I want to check that positive float A is less than the inverse square of another positive float B (in C99), could something go wrong if B is very small? I could imagine checking it like if(A<1/(B*B)) but if B is small enough, would this possibly result in infinity? If that were to happen, would the code still work correctly in all situations? in a similar vein, I might do if(1/A>B*B) Which might be slightly better because B*B might be zero if B is small (is this true?) Finally, a solution that I can't imagine being wrong is if(sqrt(1/A)>B) Which I don't think would ever result in zero division, but still might be problematic if A is close to zero. So basically, my questions are Can 1/X ever be infinity if X is greater than zero (but small)? Can X*X ever be zero if X is greater than zero? Will comparisons with infinity work the way I would expect them to?

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  • I asked this yesterday, after the input given I'm still having trouble implementing..

    - by Josh
    I'm not sure how to fix this or what I did wrong, but whenever I enter in a value it just closes out the run prompt. So, seems I do have a problem somewhere in my coding. Whenever I run the program and input a variable, it always returns the same answer.."The content at location 76 is 0." On that note, someone told me that "I don't know, but I suspect that Program A incorrectly has a fixed address being branched to on instructions 10 and 11." - mctylr but I'm not sure how to fix that.. I'm trying to figure out how to incorporate this idea from R Samuel Klatchko.. I'm still not sure what I'm missing but I can't get it to work.. const int OP_LOAD = 3; const int OP_STORE = 4; const int OP_ADD = 5; ... const int OP_LOCATION_MULTIPLIER = 100; mem[0] = OP_LOAD * OP_LOCATION_MULTIPLIER + ...; mem[1] = OP_ADD * OP_LOCATION_MULTIPLIER + ...; operand = memory[ j ] % OP_LOCATION_MULTIPLIER; operation = memory[ j ] / OP_LOCATION_MULTIPLIER; I'm new to programming, I'm not the best, so I'm going for simplicity. Also this is an SML program. Anyway, this IS a homework assignment and I'm wanting a good grade on this. So I was looking for input and making sure this program will do what I'm hoping they are looking for. Anyway, here are the instructions: Write SML (Simpletron Machine language) programs to accomplish each of the following task: A) Use a sentinel-controlled loop to read positive number s and compute and print their sum. Terminate input when a neg number is entered. B) Use a counter-controlled loop to read seven numbers, some positive and some negative, and compute + print the avg. C) Read a series of numbers, and determine and print the largest number. The first number read indicates how many numbers should be processed. Without further a due, here is my program. All together. int main() { const int READ = 10; const int WRITE = 11; const int LOAD = 20; const int STORE = 21; const int ADD = 30; const int SUBTRACT = 31; const int DIVIDE = 32; const int MULTIPLY = 33; const int BRANCH = 40; const int BRANCHNEG = 41; const int BRANCHZERO = 41; const int HALT = 43; int mem[100] = {0}; //Making it 100, since simpletron contains a 100 word mem. int operation; //taking the rest of these variables straight out of the book seeing as how they were italisized. int operand; int accum = 0; // the special register is starting at 0 int j; // This is for part a, it will take in positive variables in a sent-controlled loop and compute + print their sum. Variables from example in text. memory [0] = 1010; memory [01] = 2009; memory [02] = 3008; memory [03] = 2109; memory [04] = 1109; memory [05] = 4300; memory [06] = 1009; j = 0; //Makes the variable j start at 0. while ( true ) { operand = memory[ j ]%100; // Finds the op codes from the limit on the memory (100) operation = memory[ j ]/100; //using a switch loop to set up the loops for the cases switch ( operation ){ case 10: //reads a variable into a word from loc. Enter in -1 to exit cout <<"\n Input a positive variable: "; cin >> memory[ operand ]; break; case 11: // takes a word from location cout << "\n\nThe content at location " << operand << "is " << memory[operand]; break; case 20:// loads accum = memory[ operand ]; break; case 21: //stores memory[ operand ] = accum; break; case 30: //adds accum += mem[operand]; break; case 31: // subtracts accum-= memory[ operand ]; break; case 32: //divides accum /=(memory[ operand ]); break; case 33: // multiplies accum*= memory [ operand ]; break; case 40: // Branches to location j = -1; break; case 41: //branches if acc. is < 0 if (accum < 0) j = 5; break; case 42: //branches if acc = 0 if (accum == 0) j = 5; break; case 43: // Program ends exit(0); break; } j++; } return 0; }

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  • How to move a kinect skeleton to another position

    - by Ewerton
    I am working on a extension method to move one skeleton to a desired position in the kinect field os view. My code receives a skeleton to be moved and the destiny position, i calculate the distance between the received skeleton hip center and the destiny position to find how much to move, then a iterate in the joint applying this factor. My code, actualy looks like this. public static Skeleton MoveTo(this Skeleton skToBeMoved, Vector4 destiny) { Joint newJoint = new Joint(); ///Based on the HipCenter (i dont know if it is reliable, seems it is.) float howMuchMoveToX = Math.Abs(skToBeMoved.Joints[JointType.HipCenter].Position.X - destiny.X); float howMuchMoveToY = Math.Abs(skToBeMoved.Joints[JointType.HipCenter].Position.Y - destiny.Y); float howMuchMoveToZ = Math.Abs(skToBeMoved.Joints[JointType.HipCenter].Position.Z - destiny.Z); float howMuchToMultiply = 1; // Iterate in the 20 Joints foreach (JointType item in Enum.GetValues(typeof(JointType))) { newJoint = skToBeMoved.Joints[item]; // This adjust, try to keeps the skToBeMoved in the desired position if (newJoint.Position.X < 0) howMuchToMultiply = 1; // if the point is in a negative position, carry it to a "more positive" position else howMuchToMultiply = -1; // if the point is in a positive position, carry it to a "more negative" position // applying the new values to the joint SkeletonPoint pos = new SkeletonPoint() { X = newJoint.Position.X + (howMuchMoveToX * howMuchToMultiply), Y = newJoint.Position.Y, // * (float)whatToMultiplyY, Z = newJoint.Position.Z, // * (float)whatToMultiplyZ }; newJoint.Position = pos; skToBeMoved.Joints[item] = newJoint; //if (skToBeMoved.Joints[JointType.HipCenter].Position.X < 0) //{ // if (item == JointType.HandLeft) // { // if (skToBeMoved.Joints[item].Position.X > 0) // { // } // } //} } return skToBeMoved; } Actualy, only X position is considered. Now, THE PROBLEM: If i stand in a negative position, and move my hand to a positive position, a have a strange behavior, look this image To reproduce this behaviour you could use this code using (SkeletonFrame frame = e.OpenSkeletonFrame()) { if (frame == null) return new Skeleton(); if (skeletons == null || skeletons.Length != frame.SkeletonArrayLength) { skeletons = new Skeleton[frame.SkeletonArrayLength]; } frame.CopySkeletonDataTo(skeletons); Skeleton skeletonToTest = skeletons.Where(s => s.TrackingState == SkeletonTrackingState.Tracked).FirstOrDefault(); Vector4 newPosition = new Vector4(); newPosition.X = -0.03412333f; newPosition.Y = 0.0407479f; newPosition.Z = 1.927342f; newPosition.W = 0; // ignored skeletonToTest.MoveTo(newPosition); } I know, this is simple math, but i cant figure it out why this is happen. Any help will be apreciated.

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  • gcc optimization? bug? and its practial implication to project

    - by kumar_m_kiran
    Hi All, My questions are divided into three parts Question 1 Consider the below code, #include <iostream> using namespace std; int main( int argc, char *argv[]) { const int v = 50; int i = 0X7FFFFFFF; cout<<(i + v)<<endl; if ( i + v < i ) { cout<<"Number is negative"<<endl; } else { cout<<"Number is positive"<<endl; } return 0; } No specific compiler optimisation options are used or the O's flag is used. It is basic compilation command g++ -o test main.cpp is used to form the executable. The seemingly very simple code, has odd behaviour in SUSE 64 bit OS, gcc version 4.1.2. The expected output is "Number is negative", instead only in SUSE 64 bit OS, the output would be "Number is positive". After some amount of analysis and doing a 'disass' of the code, I find that the compiler optimises in the below format - Since i is same on both sides of comparison, it cannot be changed in the same expression, remove 'i' from the equation. Now, the comparison leads to if ( v < 0 ), where v is a constant positive, So during compilation itself, the else part cout function address is added to the register. No cmp/jmp instructions can be found. I see that the behaviour is only in gcc 4.1.2 SUSE 10. When tried in AIX 5.1/5.3 and HP IA64, the result is as expected. Is the above optimisation valid? Or, is using the overflow mechanism for int not a valid use case? Question 2 Now when I change the conditional statement from if (i + v < i) to if ( (i + v) < i ) even then, the behaviour is same, this atleast I would personally disagree, since additional braces are provided, I expect the compiler to create a temporary built-in type variable and them compare, thus nullify the optimisation. Question 3 Suppose I have a huge code base, an I migrate my compiler version, such bug/optimisation can cause havoc in my system behaviour. Ofcourse from business perspective, it is very ineffective to test all lines of code again just because of compiler upgradation. I think for all practical purpose, these kinds of error are very difficult to catch (during upgradation) and invariably will be leaked to production site. Can anyone suggest any possible way to ensure to ensure that these kind of bug/optimization does not have any impact on my existing system/code base? PS : When the const for v is removed from the code, then optimization is not done by the compiler. I believe, it is perfectly fine to use overflow mechanism to find if the variable is from MAX - 50 value (in my case).

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  • Unsigneds in order to prevent negative numbers

    - by Bruno Brant
    let's rope I can make this non-sujective Here's the thing: Sometimes, on fixed-typed languages, I restrict input on methods and functions to positive numbers by using the unsigned types, like unsigned int or unsigned double, etc. Most libraries, however, doesn't seem to think that way. Take C# string.Length. It's a integer, even though it can never be negative. Same goes for C/C++: sqrt input is an int or a double. I know there are reasons for this ... for example your argument might be read from a file and (no idea why) you may prefer to send the value directly to the function and check for errors latter (or use a try-catch block). So, I'm assuming that libraries are way better designed than my own code. So what are the reasons against using unsigned numbers to represent positive numbers? It's because of overflow when we cast then back to signed types?

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  • eliminating noise/spikes

    - by tgv
    I have a measurement data with similar positive and negative values which should be like: ReqData=[0 0 -2 -2 -2 -2 -2 -2 0 0 0 -2 -2 -2 -2 0 0 2 2 2 2 2 2 0 0 2 2 2 2 2 0 0 2 2 2 2 2 0 0 2 2 2 0 0]' However, there are some measurement noises in the data - so the real data is like this: RealData=[0 0 -2 -2 -2 -2 -2 -2 0 0 0 -2 -2 -2 -2 0 0 2 2 2 2 -4 -1 0 0 2 2 2 2 -7 0 0 2 2 2 2 -1 0 0 2 2 2 0 0]' How do I remove the end noise from the RealData and convert it into ReqData using Matlab? How do I find the start and stop indexes of each set of positive or negative data and split them using Matlab? For instance, ansPositive = [3,8, 12, 15]' and ansNegative = [18, 23, 26, 30, 33, 37, 40, 42]'.

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  • Prove 2^sqrt(log(n))= O(n^a)

    - by user1830621
    I posted a question similar to this earlier, although it seemed like it was much easier. I know the underlying principle of Big-O notation says that to prove that 2^sqrt(log(n)) is O(n^a), there must exist a positive value c for which c(n^a) = 2^sqrt(log(n)) for all values n = N. c*n^a >= 2^sqrt(log(n)) c >= 2^sqrt(log(n)) / n^a This number will always be positive so long as n 0. I suppose I could make N = 1 just to be safe. c = 2^sqrt(log(n)) / n^a N = 1 c*n^a = 2^sqrt(log(n) <= 2^log(n) for all values of n >= 1 Now, I know this is incorrect, because I could just as easily claim that the function 2^sqrt(log(n)) is O(n)...

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