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  • Going to the Score Cards - Exceptional DBA Awards 2011

    - by Rodney
    This year marks my 4th year as a judge for the Exceptional DBA Awards, founded by Red Gate in 2008 to "recognize the essential but often overlooked contributions of DBAs, the unsung heroes of the IT community." As a professional DBA myself I have been honored to participate as a judge. It is not an easy job because there is a voluminous amount of nominees from all over the world. Each judge has to read through every word of the nominee's answers, deciding what makes each person special and stand out amongst their peers. What drives them? What single element of their submission will shine above all others? It is my hope that what I am about to divulge to you as a judge will prompt you to think about yourself or someone you know and decide that you may be the exceptional DBA who can take home the gold at this year's award ceremony in Seattle. We are more than a few weeks into the nomination process and there are quite a number of submissions already. I can not tell you how many as that would not be fair. I can say it is not 1 million or more. I can also say that it is not 100,000. But that is all I can say about that. However, I can tell you that it is enough this year that we are breaking records on the number of people who have been influenced, inspired or intrigued by the awards in the past. I remember them all like it were yesterday. fuzzy thought cloud here. It was a rainy day in Seattle (all memories for each award ceremony will start thusly) and I was in the hotel going over my notes on what I wanted to say about the winner of the 2008 Red Gate Exceptional DBA Award. The notes were on index cards that I had either bought or stolen from my wife, I do not recall, but I was nervous which was unlike me. This was, after all, a big night for the winner. Of course, we, the judges and the SQL community, had already decided the winner and now all that remained was to present the award. The room was packed. It was Casino night, sponsored by sqlservercentral.com. Money (fake), drinks (not fake) and camaraderie flowed through the room. Dan McClain won the award that year. He worked for Anheuser-Busch at the time. I promise that did not influence my decision. We presented Dan with the award. He was very proud of this achievement, rightfully so, as was the SQL community for him. I spoke with Dan throughout the conference and realized how huge this award was for him, not just personally but professionally. It was a rainy day in Seattle in 2009 and I was nervous. I was asked to speak to a group of people again as a judge for the Exceptional DBA Awards. This year, Josef Richberg would be the recipient of the award, but he would not be able to attend. We all prayed for him as he fought through an illness and congratulated him for his accomplishments as a DBA for his company. He got better and sallied forth and continued to give back to the SQL community that he saw as one big family. In 2010, and I am getting ahead of myself, he was asked to be a judge himself for the very award he had just received the year before. It was a sunny day in Seattle and I missed it, because it was in July and I was not there. It was a rainy day in Seattle and it is 2010 and Tracy Hamlin enters a submission that blows this judge away. She is managing a 50 Terabyte distributed database ("50 Gigabytes! Are you kidding me!!!", Rodney jokes.)  and loves her daily job as a DBA working with developers, mentoring them and teaching them best practices with kindness and patience. She is a people person who just happens to have 10+ years experience with RDBMS'. She wins the award and goes on to be recognized as famous at PASS. It will be a rainy day in Seattle this year when I sit amongst my old constituent judges and friends, Brad McGehee, http://www.simple-talk.com/books/sql-books/how-to-become-an-exceptional-dba,-2nd-edition/, Steve Jones, whom we all know and love at http://www.sqlservercentral.com and a young upstart to the SQL Community, this cat named Brent Ozar to announce the 2011 winner. I personally have not heard of Brent but I am told I have interviewed him for a DBA position several years ago and turned him down, http://www.brentozar.com/archive/2011/05/exceptional-dba-contest/ . I hope that did not jeopardize his future in the SQL world. I am a big hearted oaf and would feel horrible. Hopefully I will meet him at PASS and we can work this all out and I can help him get a DBA job. The rain has stopped and a new year is upon us. The stakes are high...the competition is fierce...the rewards are incredible. The entry form awaits you. http://www.exceptionaldba.com/ I very much look forward to meeting you and presenting the award to you in front of hundreds of your envious but proud peers as the new Exceptional DBA for 2011 at the PASS Summit. Here is what you could win: The Exceptional DBA of the Year receives full conference registration for the 2011 PSS Summit in Seattle, where the awards ceremony will take place, four nights' hotel accommodation, and $300 towards travel expenses. They will also be featured on Simple-Talk. Are you ready? Are you nervous?

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  • Developer Training – Difficult Questions and Alternative Perspective – Part 3

    - by pinaldave
    Developer Training - Importance and Significance - Part 1 Developer Training – Employee Morals and Ethics – Part 2 Developer Training – Difficult Questions and Alternative Perspective - Part 3 Developer Training – Various Options for Developer Training – Part 4 Developer Training – A Conclusive Summary- Part 5 Congratulations!  You are now a fully trained developer!  You spent hours in a classroom, watching webinars, and reading materials.  You are now more educated and more prepared than ever before.  Now what? Stay or Quit The simple answer is that you now have two options – stay where you are or move on to a new job.  Even though you might now be smarter than you have ever felt before, this can still be a tough decision to make.  You feel extra trained and ready for a promotion or a raise, but you and your employer might not see eye to eye on this issue.  The logical conclusion is to go on a job hunt, but that might not be the most ethical thing to do. Click Image to Enlarge Manager’s Perspective Click Image to Enlarge Try to see the issue from your manager’s perspective.  You feel that you have just spent a lot of time and energy getting trained, and you should be rewarded.  But they have invested their time and energy in you.  They might see the training as a way to help you complete the goals they require from you, or as a way to help you complete tasks that will ultimately end in a reward or promotion. Moral Compass As in most cases, honesty is the best policy.  Be open with your manager about your expectations, and ask them to explain their goals.  When there is open and honest communication, everyone can walk away happy.  If you’re unable to discuss with your manager for one reason or another, just try to keep the company policy in mind and follow your own moral compass.  If all else fails, and your company is unwilling to make allowances for your new value, offer to pay the company back for the training before moving on your way. Whether you stay at your old job or move on to a new one, you are still faced with the question of what you’re going to do with all your new knowledge.  If you feel comfortable, offer to train others around you who are interested in the same subject.  This can look very good on your resume, and if you are working in a team environment it is sure to help you in the long run! What Next? You can even offer to train other trainers at the company – managers, those above you, or even report back to your original trainer about how your education is helping you in the work place.  Obviously this should be completely voluntary on the trainer’s part.  Taking advice from a “newbie” may not be their favorite idea, but it could also show the company that you are open to expanding your horizons and being helpful to everyone around you. Last in Line for Opportunity Click Image to Enlarge At this time, let us address a subject related to training and what to do with it – what if you are always overlooked for training?  This can as thorny a problem as receiving training in the first place.  The best advice is to let your supervisors know that you are always open to training and very interested in certain topics.  If you are consistently passed over, be patient.  Your turn will probably come, but the company as a whole has to focus on other problems at the moment.  If you feel that there are more personal issues at play, be sure to bring this up with your supervisor in a calm and professional manager so that everything can be worked out best for both parties. You, Yourself and Your Future! If all else fails, offer to pay for training yourself.  Perhaps money problems are at the root of being passed over.  Even if there are other reasons, offering to pay your own way shows your dedication and could work out well for you in the long run.  Always remember – in life you have to go out and make your own way, you cannot always sit and wait for things to land in your lap. Reference: Pinal Dave (http://blog.sqlauthority.com) Filed under: Developer Training, PostADay, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL, Technology

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  • Convert a PDF eBook to ePub Format

    - by Matthew Guay
    Would you like to read a PDF eBook on an eReader or mobile device, but aren’t happy with the performance? Here’s how you can convert your PDFs to the popular ePub format so you can easily read them on any device. PDFs are a popular format for eBooks since they render the same on any device and can preserve the exact layout of the print book.  However, this benefit is their major disadvantage on mobile devices, as you often have to zoom and pan back and forth to see everything on the page.  ePub files, on the other hand, are an increasingly popular option. They can reflow to fill your screen instead of sticking to a strict layout style.  With the free Calibre program, you can quickly convert your PDF eBooks to ePub format. Getting Started Download the Calibre installer (link below) for your operating system, and install as normal.  Calibre works on recent versions of Windows, OS X, and Linux.  The Calibre installer is very streamlined, so the install process was quite quick. Calibre is a great application for organizing your eBooks.  It can automatically sort your books by their metadata, and even display their covers in a Coverflow-style viewer. To add an eBook to your library, simply drag-and-drop the file into the Calibre window, or click Add books at the top.  Here you can choose to add all the books from a folder and more. Calibre will then add the book(s) to your library, import the associated metadata, and organize them in the catalog. Convert your Books Once you’ve imported your books into Calibre, it’s time to convert them to the format you want.  Select the book or books you want to convert, and click Convert E-books.  Select whether you want to convert them individually or bulk convert them. The convertor window has lots of options, so you can get your ePub book exactly like you want.  You can simply click Ok and go with the defaults, or you can tweak the settings. Do note that the conversion will only work successfully with PDFs that contain actual text.  Some PDFs are actually images scanned in from the original books; these will appear just like the PDF after the conversion, and won’t be any easier to read. On the first tab, you’ll notice that Calibri will repopulate most of the metadata fields with info from your PDF.  It will also use the first page of the PDF as the cover.  Edit any of the information that may be incorrect, and add any additional information you want associated with the book. If you want to convert your eBook to a different format other than ePub, Calibri’s got you covered, too.  On the top right, you can choose to output the converted eBook into a many different file formats, including the Kindle-friendly MOBI format. One other important settings page is the Structure Detection tab.  Here you can choose to have it remove headers and footers in the converted book, as well as automatically detect chapter breaks. Click Ok when you’ve finished choosing your settings and Calibre will convert the book.  This may take a few minutes, depending on the size of the PDF.  If the conversion seems to be taking too long, you can click Show job details for more information on the progress.   The conversion usually works good, but we did have one job freeze on us.  When we checked the job details, it indicated that the PDF was copy-protected.  Most PDF eBooks, however, worked fine. Now, back in the main Calibri window, select your book and save it to disk.  You can choose to save only the EPUB format, or you can select Save to disk to save all formats of the book to your computer. You can also view the ePub file directly in Calibri’s built-in eBook viewer.  This is the PDF book we converted, and it looks fairly good in the converted format.  It does have some odd line breaks and some misplaced numbers, but on the whole, the converted book is much easier to read, especially on small mobile devices.   Even images get included inline, so you shouldn’t be missing anything from the original eBook. Conclusion Calibri makes it simple to read your eBooks in any format you need. It is a project that is in constant development, and updates regularly adding better stability and features.  Whether you want to ready your PDF eBooks on a Sony Reader, Kindle, netbook or Smartphone, your books will now be more accessible than ever.  And with thousands of free PDF eBooks out there, you’ll be sure to always have something to read. If you’d like some Geeky PDF eBooks, Microsoft Press is offering a number of free PDF eBooks right now.  Check them out at this link (Account Required). Download the Calibre eBook program Similar Articles Productive Geek Tips Format a String as Currency in C#Convert Older Excel Documents to Excel 2007 FormatShare OneNote 2010 Notebooks with OneNote 2007Install an RPM Package on Ubuntu LinuxConvert PDF Files to Word Documents and Other Formats TouchFreeze Alternative in AutoHotkey The Icy Undertow Desktop Windows Home Server – Backup to LAN The Clear & Clean Desktop Use This Bookmarklet to Easily Get Albums Use AutoHotkey to Assign a Hotkey to a Specific Window Latest Software Reviews Tinyhacker Random Tips HippoRemote Pro 2.2 Xobni Plus for Outlook All My Movies 5.9 CloudBerry Online Backup 1.5 for Windows Home Server Nice Websites To Watch TV Shows Online 24 Million Sites Windows Media Player Glass Icons (icons we like) How to Forecast Weather, without Gadgets Outlook Tools, one stop tweaking for any Outlook version Zoofs, find the most popular tweeted YouTube videos

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  • FairScheduling Conventions in Hadoop

    - by dan.mcclary
    While scheduling and resource allocation control has been present in Hadoop since 0.20, a lot of people haven't discovered or utilized it in their initial investigations of the Hadoop ecosystem. We could chalk this up to many things: Organizations are still determining what their dataflow and analysis workloads will comprise Small deployments under tests aren't likely to show the signs of strains that would send someone looking for resource allocation options The default scheduling options -- the FairScheduler and the CapacityScheduler -- are not placed in the most prominent position within the Hadoop documentation. However, for production deployments, it's wise to start with at least the foundations of scheduling in place so that you can tune the cluster as workloads emerge. To do that, we have to ask ourselves something about what the off-the-rack scheduling options are. We have some choices: The FairScheduler, which will work to ensure resource allocations are enforced on a per-job basis. The CapacityScheduler, which will ensure resource allocations are enforced on a per-queue basis. Writing your own implementation of the abstract class org.apache.hadoop.mapred.job.TaskScheduler is an option, but usually overkill. If you're going to have several concurrent users and leverage the more interactive aspects of the Hadoop environment (e.g. Pig and Hive scripting), the FairScheduler is definitely the way to go. In particular, we can do user-specific pools so that default users get their fair share, and specific users are given the resources their workloads require. To enable fair scheduling, we're going to need to do a couple of things. First, we need to tell the JobTracker that we want to use scheduling and where we're going to be defining our allocations. We do this by adding the following to the mapred-site.xml file in HADOOP_HOME/conf: <property> <name>mapred.jobtracker.taskScheduler</name> <value>org.apache.hadoop.mapred.FairScheduler</value> </property> <property> <name>mapred.fairscheduler.allocation.file</name> <value>/path/to/allocations.xml</value> </property> <property> <name>mapred.fairscheduler.poolnameproperty</name> <value>pool.name</value> </property> <property> <name>pool.name</name> <value>${user.name}</name> </property> What we've done here is simply tell the JobTracker that we'd like to task scheduling to use the FairScheduler class rather than a single FIFO queue. Moreover, we're going to be defining our resource pools and allocations in a file called allocations.xml For reference, the allocation file is read every 15s or so, which allows for tuning allocations without having to take down the JobTracker. Our allocation file is now going to look a little like this <?xml version="1.0"?> <allocations> <pool name="dan"> <minMaps>5</minMaps> <minReduces>5</minReduces> <maxMaps>25</maxMaps> <maxReduces>25</maxReduces> <minSharePreemptionTimeout>300</minSharePreemptionTimeout> </pool> <mapreduce.job.user.name="dan"> <maxRunningJobs>6</maxRunningJobs> </user> <userMaxJobsDefault>3</userMaxJobsDefault> <fairSharePreemptionTimeout>600</fairSharePreemptionTimeout> </allocations> In this case, I've explicitly set my username to have upper and lower bounds on the maps and reduces, and allotted myself double the number of running jobs. Now, if I run hive or pig jobs from either the console or via the Hue web interface, I'll be treated "fairly" by the JobTracker. There's a lot more tweaking that can be done to the allocations file, so it's best to dig down into the description and start trying out allocations that might fit your workload.

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  • MySQL server stopped working after upgrade

    - by umpirsky
    I upgraded to 12.04 and my MySQL server just stopped working. It throws: ERROR 2002 (HY000): Can't connect to local MySQL server through socket '/var/run/mysqld/mysqld.sock' (2) I tried to reinstall it from software center, but it fails with: Package operation failed The installation or removal of a software package failed. installArchives() failed: Selecting previously unselected package mysql-server. (Reading database ... (Reading database ... 5% (Reading database ... 10% (Reading database ... 15% (Reading database ... 20% (Reading database ... 25% (Reading database ... 30% (Reading database ... 35% (Reading database ... 40% (Reading database ... 45% (Reading database ... 50% (Reading database ... 55% (Reading database ... 60% (Reading database ... 65% (Reading database ... 70% (Reading database ... 75% (Reading database ... 80% (Reading database ... 85% (Reading database ... 90% (Reading database ... 95% (Reading database ... 100% (Reading database ... 243412 files and directories currently installed.) Unpacking mysql-server (from .../mysql-server_5.5.22-0ubuntu1_all.deb) ... Setting up mysql-server-5.5 (5.5.22-0ubuntu1) ... start: Job failed to start invoke-rc.d: initscript mysql, action "start" failed. dpkg: error processing mysql-server-5.5 (--configure): subprocess installed post-installation script returned error exit status 1 No apport report written because MaxReports is reached already dpkg: dependency problems prevent configuration of mysql-server: mysql-server depends on mysql-server-5.5; however: Package mysql-server-5.5 is not configured yet. dpkg: error processing mysql-server (--configure): dependency problems - leaving unconfigured No apport report written because MaxReports is reached already Errors were encountered while processing: mysql-server-5.5 mysql-server Error in function: Setting up mysql-server-5.5 (5.5.22-0ubuntu1) ... start: Job failed to start invoke-rc.d: initscript mysql, action "start" failed. dpkg: error processing mysql-server-5.5 (--configure): subprocess installed post-installation script returned error exit status 1 dpkg: dependency problems prevent configuration of mysql-server: mysql-server depends on mysql-server-5.5; however: Package mysql-server-5.5 is not configured yet. dpkg: error processing mysql-server (--configure): dependency problems - leaving unconfigured I also tried: $ sudo apt-get install -f Reading package lists... Done Building dependency tree Reading state information... Done The following packages were automatically installed and are no longer required: mysql-server-5.5 mysql-server-core-5.5 Use 'apt-get autoremove' to remove them. 0 upgraded, 0 newly installed, 0 to remove and 0 not upgraded. 1 not fully installed or removed. After this operation, 0 B of additional disk space will be used. Setting up mysql-server-5.5 (5.5.22-0ubuntu1) ... start: Job failed to start invoke-rc.d: initscript mysql, action "start" failed. dpkg: error processing mysql-server-5.5 (--configure): subprocess installed post-installation script returned error exit status 1 Errors were encountered while processing: mysql-server-5.5 E: Sub-process /usr/bin/dpkg returned an error code (1) Any idea? EDIT: Crash report is being auto generated. EDIT: After trying and trying I got suggestion to do: #apt-get --purge remove mysql-server-5.1 mysql-server-5.5 Reading package lists... Done Building dependency tree Reading state information... Done Virtual packages like 'mysql-server-5.1' can't be removed The following packages will be REMOVED: mysql-server-5.5* 0 upgraded, 0 newly installed, 1 to remove and 0 not upgraded. 1 not fully installed or removed. After this operation, 31.3 MB disk space will be freed. Do you want to continue [Y/n]? Y (Reading database ... 243407 files and directories currently installed.) Removing mysql-server-5.5 ... Purging configuration files for mysql-server-5.5 ... Processing triggers for ureadahead ... Processing triggers for man-db ... The most important part is: Virtual packages like 'mysql-server-5.1' can't be removed Any idea?

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  • How to Answer a Stupid Interview Question the Right Way

    - by AjarnMark
    Have you ever been asked a stupid question during an interview; one that seemed to have no relation to the job responsibilities at all?  Tech people are often caught off-guard by these apparently irrelevant questions, but there is a way you can turn these to your favor.  Here is one idea. While chatting with a couple of folks between sessions at SQLSaturday 43 last weekend, one of them expressed frustration over a seemingly ridiculous and trivial question that she was asked during an interview, and she believes it cost her the job opportunity.  The question, as I remember it being described was, “What is the largest byte measurement?”.  The candidate made up a guess (“zetabyte”) during the interview, which is actually closer than she may have realized.  According to Wikipedia, there is a measurement known as zettabyte which is 10^21, and the largest one listed there is yottabyte at 10^24. My first reaction to this question was, “That’s just a hiring manager that doesn’t really know what they’re looking for in a candidate.  Furthermore, this tells me that this manager really does not understand how to build a team.”  In most companies, team interaction is more important than uber-knowledge.  I didn’t ask, but this could also be another geek on the team trying to establish their Alpha-Geek stature.  I suppose that there are a few, very few, companies that can build their businesses on hiring only the extreme alpha-geeks, but that certainly does not represent the majority of businesses in America. My friend who was there suggested that the appropriate response to this silly question would be, “And how does this apply to the work I will be doing?” Of course this is an understandable response when you’re frustrated because you know you can handle the technical aspects of the job, and it seems like the interviewer is just being silly.  But it is also a direct challenge, which may not be the best approach in interviewing.  I do have to admit, though, that there are those folks who just won’t respect you until you do challenge them, but again, I don’t think that is the majority. So after some thought, here is my suggestion: “Well, I know that there are petabytes and exabytes and things even larger than that, but I haven’t been keeping up on my list of Greek prefixes that have not yet been used, so I would have to look up the exact answer if you need it.  However, I have worked with databases as large as 30 Terabytes.  How big are the largest databases here at X Corporation?”  Perhaps with a follow-up of, “Typically, what I have seen in companies that have databases of your size, is that the three biggest challenges they face are: A, B, and C.  What would you say are the top 3 concerns that you would like the person you hire to be able to address?…Here is how I have dealt with those concerns in the past (or ‘Here is how I would tackle those issues for you…’).” Wait! What just happened?!  We took a seemingly irrelevant and frustrating question and turned it around into an opportunity to highlight our relevant skills and guide the conversation back in a direction more to our liking and benefit.  In more generic terms, here is what we did: Admit that you don’t know the specific answer off the top of your head, but can get it if it’s truly important to the company. Maybe for some reason it really is important to them. Mention something similar or related that you do know, reassuring them that you do have some knowledge in that subject area. Draw a parallel to your past work experience. Ask follow-up questions about the company’s specific needs and discuss how you can fulfill those. This type of thing requires practice and some forethought.  I didn’t come up with this answer until a day later, which is too late when you’re interviewing.  I still think it is silly for an interviewer to ask something like that, but at least this is one way to spin it to your advantage while you consider whether you really want to work for someone who would ask a thing like that.  Remember, interviewing is a two-way process.  You’re deciding whether you want to work there just as much as they are deciding whether they want you. There is always the possibility that this was a calculated maneuver on the part of the hiring manager just to see how quickly you think on your feet and how you handle stupid questions.  Maybe he knows something about the work environment and he’s trying to gauge whether you’ll actually fit in okay.  And if that’s the case, then the above response still works quite well.

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  • More Quick Interview Tips

    - by Ajarn Mark Caldwell
    In the last couple of years I have conducted a lot of interviews for application and database developers for my company, and I can tell you that the little things can mean a lot.  Here are a few quick tips to help you make a good first impression. A year ago I gave you my #1 interview tip: Do some basic research!  And a year later, I am still stunned by how few technical people do the most basic of research.  I can only guess that it is because it is so engrained in our psyche that technical competence is everything (see How to Manage Technical Employees for more on this idea) that we forget or ignore the importance of soft skills and the art of the interview.  Or maybe it is because we have heard the stories of the uber-geek who has zero personal skills but still makes a fortune working for Microsoft.  Well, here’s another quick tip:  You’re probably not as good as he is; and a large number of companies actually run small to medium sized teams and can’t really afford to have the social outcast in the group.  In a small team, everyone has to get along well, and that’s an important part of what I’m evaluating during the interview process. My #2 tip is to act alive!  I typically conduct screening interviews by phone before I bring someone in for an in-person.  I don’t care how laid-back you are or if you have a “quiet personality”, when we are talking, ACT like you are happy I called and you are interested in getting the job.  If you sound like you are bored-to-death and that you would be perfectly happy to never work again, I am perfectly happy to help you attain that goal, and I’ll move on to the next candidate. And closely related to #2, perhaps we’ll call it #2.1 is this tip:  When I call you on the phone for the interview, don’t answer your phone by just saying, “Hello”.  You know that the odds are about 999-to-1 that it is me calling for the interview because we have specifically arranged this time slot for the call.  And you can see on the caller ID that it is not one of your buddies calling, so identify yourself.  Don’t make me question whether I dialed the right number.  Answer your phone with a, “Hello, this is ___<your full name preferred, but at least your first name>___.”.  And when I say, “Hi, <your name>, this is Mark from <my company>” it would be really nice to hear you say, “Hi, Mark, I have been expecting your call.”  This sets the perfect tone for our conversation.  I know I have the right person; you are professional enough and interested enough in the job or contract to remember your appointments; and now we can move on to a little intro segment and get on with the reason for our call. As crazy as it sounds, I’ve actually had phone interviews that went like this: <Ring…> You:  “Hello?” Me:  “Hi, this is Mark from _______” You:  “Yeah?” Me:  “Is this <your name>?” You:  “Yeah.” Me:  “I had this time in my calendar for us to talk…were you expecting my call?” You:  “Oh, yeah, sure…” I used to be nice and would try to go ahead with the interview even after this bad start, thinking I was giving the candidate the benefit of the doubt…a second chance…but more often than not it was a struggle and 10 minutes into what was supposed to be a 45-minute call, I’m looking for a way to hang up without being rude myself.  It never worked out.  I never brought that person in for an in-person interview, much less offered them the job or contract.  Who knows, maybe they were some sort of wunderkind that we missed out on.  What I know is that they would never fit in with the rest of the team, and around here that is absolutely critical. So, in conclusion… Act alive!  Identify yourself!  And do at least the very basic of research.

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  • When does "proper" programming no longer matter?

    - by Kai Qing
    I've been a full time programmer for about 8 years now. Web based mostly, ranging in weird jobs for clients. Never anything I "want" to do. So my experience is limited to what I've been contracted to do, having no real incentive to master anything in particular. So here's my scenario and ultimately what I wonder about... I've been building an android game in my spare time. It's using the libgdx library so quite a bit of the heavy lifting is done for me. I don't read much of the docs cause unless it's in tutorial format I will just not care, and ultimately most of my questions have already been asked on stackoverflow. I get along fine and my game works as expected... Suspiciously well, even. So much so that I wonder why one should bother to be "proper" when coding if the end result is ultimately the same. To be more specific, I used a hashtable because I wanted something close to an associative array. Human readable key values. In other places to achieve similar things, I use a vector. I know libgdx has vector2 and vector3 classes, but I've never used them. When I come across weird problems and search stackoverflow for help, I see a lot of people just reaming the questions that use a certain datatype when another one is technically "proper." Like using an ArrayList because it does not require defined bounds versus re-defining an int[] with new known boundaries. Or even something trivial like this: for(int i = 0; i < items.length; i ++) { // do something } I know it evaluates item.length on every iteration. I just don't care. I know items will never be more than 15 to 20 items. So why bother caring if I evaluate items.length on every iteration? So I wonder - why does everyone get all up in arms over this? Who cares if I use a less efficient datatype to get the job done? I ran some tests to see how the app performs using the lazy, get it done fast and don't look back method I just described versus the proper, follow the tutorial and use the exact data types suggested by the community. The results: Same thing. Average 45 fps. I opened every app on the phone and galaxy tab. Same deal. No difference. My game is pretty graphic intensive. It's not like it's just a simple thing. I expected it to perform kind of badly since I don't care to optimize image assets or... well, you probably get the idea. I'm making the game for fun. As a joke, really. But in doing so I'm working outside the normal scope of my job, which is to always follow the rules and do it the right way. So to say, I am without bounds here and this has caused me to wonder why I ever really care to be "proper" So I guess my question to you is this: Is there a threshold when it no longer matters to be proper? Is there a lasting, longer term consequence to the lazy, get it done and don't look back route? Is it ok to say - "so long as it gets the job done, I don't care?" Disclaimer: When I program my game, I am almost always drunk. I do it to remember why I got into this stuff to begin with because the monotony of client based web work will make you hate being a programmer. I'm having a blast and my game is not crashing, tests well, performs well, looks good on all devices so far and has no noticeable negative impact on any of my testing devices. I expected failure because I was being so drunkenly careless with my code, but to my surprise, it had no noticeable impact. I am now starting to question the need to be careful. Help me regain the ability to care! ... or explain why it's not a bad thing to not care. Secondary disclaimer: I am aware of the benefits of maintainability. For myself and others. Agreed. But it's not like someone happening across my inefficient int[] loop won't know what it does. As an experienced programmer those kinds of things are just clear on sight. I document the complex stuff for myself knowing I was drunk and will probably need a reminder. Those notes would clarify any confusion for someone who might ever gaze upon my ridiculous game - though the reality is that either I maintain it myself or it fades into time. I'm ok with that. But if it doesn't slow the device down, or crash, then crossing the t's and dotting the i's might actually require more time than it's worth.

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  • career advice for PhD scientist seeking to program?

    - by C SD
    I'm largely a self-taught programmer. In fact, I first started programming about half way through biophysics grad school, and even though I think I've done some pretty nice work, I've never worked as part of a 'serious' development team that had more than one or two other developers (and I wouldn't hesitate to call them equally inexperienced in software development as a profession). After finishing my PhD I applied to Google, on a lark, since I had some confidence in my abilities, if not necessarily my experience, and I was hoping to maybe slip in and absorb all the experience and talent I'd be surrounded with and become productive enough, quickly enough, that they wouldn't immediately regret their decision. I was excited to actually get invited to interview up at Mountain View (this was ~ mid 2008). Overall, my memory of the interview was very positive, but after close to a three month wait (is that normal?) they ended up turning me down. I wasn't too surprised or disappointed (aside from the uncomfortably long wait) given my unusual background and admitted lack of experience. I decided to continue as a postdoc, but focus on improving my skills rather than doing research. I've done about three years of that, and my honest assessment is that I've learned a ton more, but I really need more of a peer group to maintain or accelerate my growth. Google invited me to interview again about eight months ago, and the interview process went even better than the first time around (I thought), though they again declined to give me an offer. I have to admit this second rejection was much more discouraging. They had insisted I interview even after I mentioned to them that a move on my part was unlikely given that I had bought a house, gotten married, etc. since the first interview. I guess I was hoping they'd at least give me an offer that I could parlay into a more conventional, but still interesting, programming position close to home. So here I am, going on my third year out of grad school, a glorified postdoc and I'm starting to get pretty discouraged. Even though I could technically get 'back-on-track' for a career in science, I have been focusing the vast majority of this time on gaining programming experience rather than on research and publications. The problem is, whenever I look, most job listings have requirements that seem impossibly grandiose and I hesitate to apply. That, or the job/project seems incredibly dull. Ironically, applying to Google struck me as less intimidating. I suspect that either most people are just a lot less realistic than I am when it comes to assessing how long it will take for them to get up to speed, or they don't care; my fear is that I'm just woefully unqualified for any interesting, well paying work. IE: I'm confident I could switch fully back into C++ mode with a couple weeks work (I mostly use C,Python,C# daily) but I don't list myself as being 'proficient' in C++ on my CV, or applying for jobs that 'require' such knowledge. The few applications for which I did feel I was a legitimately good match have not elicited a response. I suspect the following things are potential problems with my application/CV and I would like feedback on: I don't have a CS degree. My BS was in biochemistry and molecular biology, my PhD in biophysics. I took a undergrad and grad level CS course at UCSD and completely killed them, but I don't know how to translate that to my CV effectively. I have a PhD, but it's not in CS... I've been debating if I should remove it from my CV, and wether or not it would then be misleading to list at least some of those years as some kind of 'programming' job (in many respects it was). I think there are sometimes strong stigmas associated with 'self-taught' programmers. I am certainly one of those. I even recognize that some of those stigmas hold a hint of truth, but I really do want to be an asset to a team. How do I communicate that even though I have been largely self-directing for ~8 years I can still take marching orders when needed? Do I just say so outright? Should I just become a lot less scrupulous about the whole process? anecdote: I have a friend who applied for positions where he completely fudged his qualifications to get past the first culling. He was much more honest and forthcoming about his actual qualifications when contacted and he still managed to get invited to a couple of interviews and even got some offers. His balls are larger than mine though.

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  • Yes, I did it - Skydiving in Mauritius

    Finally, I did it or better said we did it. Already back in November last year I saw the big billboard advertisement of Skydive Austral Mauritius near Caudan Waterfront in Port Louis and decided for myself that this is going to be the perfect birthday gift for my wife. Simply out of curiosity I would join her tandem jump with a second instructor. Due to her pregnancy of our son I had to be patient... But then finally, her birthday had arrived and on our midnight celebration session I showed her her netbook with the website preloaded. Actually, it was the "perfect" timing... Recovery from her cesarean is fine, local weather conditions are gorgious and the children were under surveillance of my mum - spending her annual holidays on the island. So, after late wake-up in the morning, we packed our stuff and off we went. According to Google Maps direction indication we had to drive for roughly 50km (only) but traffic here in Mauritius is always challenging. The dropzone is at the Zone Industrielle Mon Loisir Sugar Estate near Riviere du Rempart at the northern east coast. Anyways, we were not in a hurry and arrived there shortly after noon. The access road to the airfield are just small down-driven paths through sugar cane fields and according to our daughter "it's bumpy!". True true true... The facilities at Skydive Austral Mauritius are complete except for food. Enough space for parking, easy handling at the reception and a lot to see for the kids. There's even a big terrace with several sets of tables and chairs, small bar for soft drinks, strictly non-alcoholic. The team over there is all welcoming and warm-hearthy! Having the kids with us was no issue at all. Quite the opposite, our daugther was allowed to discover a lot of things than we adults did. Even visiting the small air plane was on the menu for her. Really great stuff! While waiting for our turn we enjoyed watching other people getting ready in the jump gear, taking off with the Cessna, and finally coming back down on the tandem parachute. Actually, the different expressions on their faces was one of the best parts while waiting. Great mental preparation as my wife was getting more anxious about her first jump... {loadposition content_adsense} First, we got some information about the procedures on the plane about how to get seated, tight up with our instructors and how to get ready for the jump off the plane as soon as we arrive the height of 10.000 ft. All well explained and easy to understand after all.Next, we met with our jumpers Chris and Lee aka "Rasta" to get dressed and ready for take-off. Those guys are really cool and relaxed for their job. From that point on, the DVD session / recording for my wife's birthday started and we really had a lot of fun... The difference between that small Cessna and a commercial flight with an Airbus or a Boeing is astronomic! The climb up to 10.000 ft took us roughly 25 minutes and we enjoyed the magnificent view over the turquoise lagunes near Poste de Flacq, Lafayette and Isle d'Ambre on the north-east coast. After flying through the clouds we sun-bathed and looked over "iced-sugar covered" Mauritius. You might have a look at the picture gallery of Skydive Mauritius for better imagination. The moment of truth, or better said, point of no return came after approximately 25 minutes. The door opens, moving into position on the side on top of the wheel and... out! Back flip and free fall! Slight turns and Wooooohooooo! through the clouds... It so amazing and breath-taking! So undescribable! You have to experience this yourself! Some seconds later the parachute opened and we glided smoothly with some turns and spins back down to the dropzone. The rest of the family could hear and see us soon and the landing was easy going. We never had any doubts or fear about our instructors. They did a great job and we are looking forward to book our next job. I might even consider to follow educational classes on skydiving and earn a license. By the way, feel free to get in touch with Skydive Austral Mauritius. Either via contact details on their website or tweeting a little bit with them. Follow the tweets of Chris and fellows on SkydiveAustral.

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  • Is your dream an international experience?

    - by Maria Sandu
    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-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-family:"Calibri","sans-serif"; mso-ascii- mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi- mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} Studying in Poland, having two summer jobs in England, doing one internship in India, working in Thailand for half a year and now working in Prague. Does it seem an adventure? Well it is and I will tell you how I came to have this international experience. Dzien Dobry! My name is Wojciech Jurojc, I am Polish and I am currently a Business Development Consultant within Oracle, based in Prague. I joined Oracle on the 1st of August 2011. I graduated in 2010 and obtained 2 Masters Degrees in Political Science and Economics. I would like to tell you more about my past and how I joined Oracle. In 2005 I began studying at the Faculty of Political Sciences Gdansk University. In 2008, I obtained a Bachelors Degree. During these three years I had the opportunity to go to England twice, where I worked as a Bartender, first in Blackpool and then in Manchester. This allowed me to improve my language skills and become more confident. In the meantime, I joined the International Student Organization-AIESEC, where I was organized conferences and conducted student projects. Also I met a mass of interesting people from around the world. After graduation in 2008, I was able to get an Internship within a big company in Poland. I worked there as an Intern in the Purchase Department. That was my first adventure within a corporate environment. I learnt a lot about purchasing processes and negotiations. In September 2008, I started studying two Masters Faculties: Political Science and Economics. It was very difficult, but it was not impossible. Over the next two years of studying I was able to go on a three month internship to India where I worked as a Marketing Assistant in an NGO. I was travelling around northern India and did presentations to the academic community about green energy and environmental projects. I had the opportunity to visit Nepal and walked in the Himalayas. That was a huge experience as well as a cultural shock. It taught me how to deal with many problems and to appreciate what I have. At the end of 2009 I was working as a Marketing Assistant for a Leasing company, where I learnt useful sales knowledge and improved my objection handling skills. In July 2010, I graduated with a double Masters and found a job in Thailand as Sales Representative in an IT company. I worked in Thailand until the end of January 2011. Besides that, I was working in an International company with interesting people and I had the opportunity to travel around Thailand and visit Cambodia. After this adventure I started looking for jobs in Europe where I could further develop my sales skills. I found Oracle and I don’t regret this decision which I made. I am currently working in Prague in an international Hardware team and I know that is not the end of my adventures. At this moment, I am working in a team of 12 members. Ten of them are based in Prague and 2 others are based in Russia. We come from different countries such as: Czech Republic, Russia, Ukraine, Turkey, Slovakia and Kazakhstan. I am working on the Polish market, cooperating with our Hardware customers and partners. What do I enjoy the most about my job? I enjoy every challenge that I face in my daily activities as there are always new experiences for me and new things that I learn. As part of Oracle, I gain international exposure and therefore more career opportunities to explore. I have planned my next step for the career path I dream of and I am currently working on it. I recommend you check our Career Page if you’re looking for an international career. If you want to find out more about our job opportunities, follow us on https://campus.oracle.com .

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  • CS, SE, HCI, Information Science, Please recommendation for further education of the former performing art manager seeking career in IT industries? [on hold]

    - by Baek Seungjoo
    IT specialists there J Thank you very much for your collective efforts here, and I got huge help reading your professional comments and advices on each questions I have searched so far! This time, I would like to ask for your practical advices or recommendation on what I am struggling on at this moment. I am currently seeking higher education for my career transition from performing art manager and director to “IT software and/or service development and management specialist”. However, as this field is quite new to me, and there are lots of different work positions, I have no idea which grad major I better pursue in order to get qualification. Of course I know this question could sounds wired as it is kind of personal choice. But my lack of understanding on how IT software companies work in general, your practical and experience-based advice will be great help to me, who spent more than two months of self-research on net. OK. Before my question, here is my plan and history, which are quite different from those currently in IT industry I think… 1) Target Firstly, get career transition into IT service or products companies and get experiences. Eventually, pursue IT entrepreneurship in combination with my arts and cultural production and business expertise. 2) Background Career: performing arts director and manager in theatre-based scale opera and musical Art education in youth BA in literature and Chinese studies (Art & Humanities) MA in Cultural & Creative Industries (Art & Humanities) – dissertation with focus on digital prosumption and the lived experience of the prosumer. (a qualitative research on the agents in the digital world) 2) Personally Huge interest in IT hardware and software, and their trend. Skills to build up, repair, tune PCs -of course this is no more than personal hobby, but shows my interests in this field. 4) Problem Encounter a question “So, what do you think you can contribute practically in this position”. This question turn me down everytime I go through job interviews, and I decided more education in the relevant area. Here are my questions. 1) In terms of work positions in IT software companies, I wonder if I can put the comparison of what “Artists” is to “Arts Manager or Director” is what “Developer” is to “Product Manager”. (Of course, this stereotypical division of Artist-Art Manager is out of sense because the domain overlaps to some extent, and is blurring at least in my field, and they are in different contexts, but just speaking easily.) Normally, artist comes with special arts educations, and they live in their own world of artistic inspiration and creation, and they feel alive in practice and on stages. Meanwhile, from the point of staging and managing productions, the role of art manager is critical as well. Our role cares how the production appeals to the audience in effective way, how to make profit and future sustainable management through that, how to set up future strategy in consideration of the external conditions such as political and social circumstances, audience trend and level, other production trends from on-going and historical perspectives, how and what the production make voice to the society from political, economic, humanitarian stances. So, we need keen eyes on economic, political, and societal environment, have to understand human-being and their desires, must know how to make presentation and attract investors, must have sense in managing and fighting over the limited financial resource, how to extend networking and so on. It is common that the two agents create productions in collaboration (normally not in that ideal way but in conflict and fight though J ). So, we need to know each other’s expertise to some extent, for better production. What are the work positions in IT software industries equivalent to the role of “art manager” in performing arts? From my view, considering developers come with special education in the world of computer science, software engineering, or others (self-education sometimes), and they express themselves with the arts of coding, computer languages on the black screen, and make sort of their artistic production online to the audience, I guess there might be someone who collaborate with developers in creating, managing, and launching IT services or products. 2) Which education among CS, SE, HCI, Information Science, is needed for those seeking such work position? Especially for person like me. (At this moment, Information Science has the highest possibility to get in, since I lack Calculus and Math in undergrad educaiton. But please let me know irrespective of this concern, I think there are ways to back it up if CS or SE education needed in my case) 3) Which field between Information Science and HCI can be more practical background regarding job hungting? And which of them have more demands in job market? AS I checked, HCI is more close to CS than IS in its focus of study area. Thank you very much for your patience reading such a long inquiry, and I appreciate to your efforts in advance. Have a nice day in this beautiful summer.

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  • World Backup Day

    - by red(at)work
    Here at Red Gate Towers, the SQL Backup development team have been hunkered down in their shed for the last few months, with the toolbox, blowtorch and chamois leather out, upgrading SQL Backup. When we started, autumn leaves were falling. Now we're about to finish, spring flowers are budding. If not quite a gleaming new machine, at the very least a familiar, reliable engine with some shiny new bits on it will trundle magnificently out of the workshop. One of the interesting things I've noticed about working on software development teams is that the team is together for so long 'implementing' stuff - designing, coding, testing, fixing bugs and so on - that you occasionally forget why you're doing what you're doing. Doubt creeps in. It feels like a long time since we launched this project in a fanfare of optimism and enthusiasm, and all that clarity of purpose and mission "yee-haw" has dissipated with the daily pressures of development. Every now and again, we look up from our bunker and notice all those thousands of users out there, with their different configurations and working practices and each with their own set of problems and requirements, and we ask ourselves "does anyone care about what we're doing?" Has the world moved on while we've been busy? Could we have been doing something more useful with the time and talent of all these excellent people we've assembled? In truth, you can research and test and validate all you like, but you never really know if you've done the right thing (or at least, something valuable for some users) until you release. All projects suffer this insecurity. If they don't, maybe you're not worrying enough about what you're building. The two enemies of software development are certainty and complacency. Oh, and of course, rival teams with Nerf guns. The goal of SQL Backup 7 is to make it so easy to schedule regular restores of your backups that you have no excuse not to. Why schedule a restore? Because your data is not as good as your last backup. It's only as good as your last successful restore. If you're not checking your backups by restoring them and running an integrity check on the database, you're only doing half the job. It seems that most DBAs know that this is best practice, but it can be tricky and time-consuming to set up, so it's one of those tasks that can get forgotten in the midst all the other demands on their time. Sometimes, they're just too busy firefighting. But if it was simple to do? That was our inspiration for SQL Backup 7. So it was heartening to read Brent Ozar's blog post the other day about World Backup Day. To be honest, I'd never heard of World Backup Day (Talk Like a Pirate Day, yes, but not this one); however, its emphasis on not just backing up your data but checking the validity of those backups was exactly the same message we had in mind when building SQL Backup 7. It's printed on a piece of A3 above our planning board - "Make backup verification so easy to do that no DBA has an excuse for not doing it" It's the missing piece that completes the puzzle. Simple idea, great concept, useful feature, but, as it turned out, far from straightforward to implement. The problem is the future. As Marty McFly discovered over the course of three movies, the future is uncertain and hard to predict - so when you are scheduling a restore to take place an hour, day, week or month after the backup, there are all kinds of questions that you wouldn't normally have to consider. Where will this backup live? Will it even exist at the time? Will it be split into multiple files? What will the file names be? Will it be encrypted? What files should it be restored to? SQL Backup needs to know what to expect at the time the restore job is actually run. Of course, a DBA will know the answer to all these questions, but to deliver the whole point of version 7, we wanted to make it easy for them to input that information into SQL Backup. We think we've done that. When you create your scheduled backup job, there is now an option to create a "reminder" to follow it up with a scheduled restore to verify the resulting backups. Actually, it's much more than a reminder, as it stores all the relevant data so you can click it and pre-populate the wizard with all the right settings to set up your verification restores. Simple. But, what do you think? We'd love you to try it. Post by Brian Harris

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  • SQL Monitor’s data repository: Alerts

    - by Chris Lambrou
    In my previous post, I introduced the SQL Monitor data repository, and described how the monitored objects are stored in a hierarchy in the data schema, in a series of tables with a _Keys suffix. In this post I had planned to describe how the actual data for the monitored objects is stored in corresponding tables with _StableSamples and _UnstableSamples suffixes. However, I’m going to postpone that until my next post, as I’ve had a request from a SQL Monitor user to explain how alerts are stored. In the SQL Monitor data repository, alerts are stored in tables belonging to the alert schema, which contains the following five tables: alert.Alert alert.Alert_Cleared alert.Alert_Comment alert.Alert_Severity alert.Alert_Type In this post, I’m only going to cover the alert.Alert and alert.Alert_Type tables. I may cover the other three tables in a later post. The most important table in this schema is alert.Alert, as each row in this table corresponds to a single alert. So let’s have a look at it. SELECT TOP 100 AlertId, AlertType, TargetObject, [Read], SubType FROM alert.Alert ORDER BY AlertId DESC;  AlertIdAlertTypeTargetObjectReadSubType 165550397:Cluster,1,4:Name,s29:srp-mr03.testnet.red-gate.com,9:SqlServer,1,4:Name,s0:,10 265549387:Cluster,1,4:Name,s29:srp-mr03.testnet.red-gate.com,7:Machine,1,4:Name,s0:,10 365548187:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s15:FavouriteThings,00 465547157:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s15:FavouriteThings,00 565546147:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s15:FavouriteThings,00 665545187:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s14:SqlMonitorData,00 765544157:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s14:SqlMonitorData,00 865543147:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s14:SqlMonitorData,00 965542187:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s4:msdb,00 1065541147:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s4:msdb,00 11…     So what are we seeing here, then? Well, AlertId is an auto-incrementing identity column, so ORDER BY AlertId DESC ensures that we see the most recent alerts first. AlertType indicates the type of each alert, such as Job failed (6), Backup overdue (14) or Long-running query (12). The TargetObject column indicates which monitored object the alert is associated with. The Read column acts as a flag to indicate whether or not the alert has been read. And finally the SubType column is used in the case of a Custom metric (40) alert, to indicate which custom metric the alert pertains to. Okay, now lets look at some of those columns in more detail. The AlertType column is an easy one to start with, and it brings use nicely to the next table, data.Alert_Type. Let’s have a look at what’s in this table: SELECT AlertType, Event, Monitoring, Name, Description FROM alert.Alert_Type ORDER BY AlertType;  AlertTypeEventMonitoringNameDescription 1100Processor utilizationProcessor utilization (CPU) on a host machine stays above a threshold percentage for longer than a specified duration 2210SQL Server error log entryAn error is written to the SQL Server error log with a severity level above a specified value. 3310Cluster failoverThe active cluster node fails, causing the SQL Server instance to switch nodes. 4410DeadlockSQL deadlock occurs. 5500Processor under-utilizationProcessor utilization (CPU) on a host machine remains below a threshold percentage for longer than a specified duration 6610Job failedA job does not complete successfully (the job returns an error code). 7700Machine unreachableHost machine (Windows server) cannot be contacted on the network. 8800SQL Server instance unreachableThe SQL Server instance is not running or cannot be contacted on the network. 9900Disk spaceDisk space used on a logical disk drive is above a defined threshold for longer than a specified duration. 101000Physical memoryPhysical memory (RAM) used on the host machine stays above a threshold percentage for longer than a specified duration. 111100Blocked processSQL process is blocked for longer than a specified duration. 121200Long-running queryA SQL query runs for longer than a specified duration. 131400Backup overdueNo full backup exists, or the last full backup is older than a specified time. 141500Log backup overdueNo log backup exists, or the last log backup is older than a specified time. 151600Database unavailableDatabase changes from Online to any other state. 161700Page verificationTorn Page Detection or Page Checksum is not enabled for a database. 171800Integrity check overdueNo entry for an integrity check (DBCC DBINFO returns no date for dbi_dbccLastKnownGood field), or the last check is older than a specified time. 181900Fragmented indexesFragmentation level of one or more indexes is above a threshold percentage. 192400Job duration unusualThe duration of a SQL job duration deviates from its baseline duration by more than a threshold percentage. 202501Clock skewSystem clock time on the Base Monitor computer differs from the system clock time on a monitored SQL Server host machine by a specified number of seconds. 212700SQL Server Agent Service statusThe SQL Server Agent Service status matches the status specified. 222800SQL Server Reporting Service statusThe SQL Server Reporting Service status matches the status specified. 232900SQL Server Full Text Search Service statusThe SQL Server Full Text Search Service status matches the status specified. 243000SQL Server Analysis Service statusThe SQL Server Analysis Service status matches the status specified. 253100SQL Server Integration Service statusThe SQL Server Integration Service status matches the status specified. 263300SQL Server Browser Service statusThe SQL Server Browser Service status matches the status specified. 273400SQL Server VSS Writer Service statusThe SQL Server VSS Writer status matches the status specified. 283501Deadlock trace flag disabledThe monitored SQL Server’s trace flag cannot be enabled. 293600Monitoring stopped (host machine credentials)SQL Monitor cannot contact the host machine because authentication failed. 303700Monitoring stopped (SQL Server credentials)SQL Monitor cannot contact the SQL Server instance because authentication failed. 313800Monitoring error (host machine data collection)SQL Monitor cannot collect data from the host machine. 323900Monitoring error (SQL Server data collection)SQL Monitor cannot collect data from the SQL Server instance. 334000Custom metricThe custom metric value has passed an alert threshold. 344100Custom metric collection errorSQL Monitor cannot collect custom metric data from the target object. Basically, alert.Alert_Type is just a big reference table containing information about the 34 different alert types supported by SQL Monitor (note that the largest id is 41, not 34 – some alert types have been retired since SQL Monitor was first developed). The Name and Description columns are self evident, and I’m going to skip over the Event and Monitoring columns as they’re not very interesting. The AlertId column is the primary key, and is referenced by AlertId in the alert.Alert table. As such, we can rewrite our earlier query to join these two tables, in order to provide a more readable view of the alerts: SELECT TOP 100 AlertId, Name, TargetObject, [Read], SubType FROM alert.Alert a JOIN alert.Alert_Type at ON a.AlertType = at.AlertType ORDER BY AlertId DESC;  AlertIdNameTargetObjectReadSubType 165550Monitoring error (SQL Server data collection)7:Cluster,1,4:Name,s29:srp-mr03.testnet.red-gate.com,9:SqlServer,1,4:Name,s0:,00 265549Monitoring error (host machine data collection)7:Cluster,1,4:Name,s29:srp-mr03.testnet.red-gate.com,7:Machine,1,4:Name,s0:,00 365548Integrity check overdue7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s15:FavouriteThings,00 465547Log backup overdue7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s15:FavouriteThings,00 565546Backup overdue7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s15:FavouriteThings,00 665545Integrity check overdue7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s14:SqlMonitorData,00 765544Log backup overdue7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s14:SqlMonitorData,00 865543Backup overdue7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s14:SqlMonitorData,00 965542Integrity check overdue7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s4:msdb,00 1065541Backup overdue7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s4:msdb,00 Okay, the next column to discuss in the alert.Alert table is TargetObject. Oh boy, this one’s a bit tricky! The TargetObject of an alert is a serialized string representation of the position in the monitored object hierarchy of the object to which the alert pertains. The serialization format is somewhat convenient for parsing in the C# source code of SQL Monitor, and has some helpful characteristics, but it’s probably very awkward to manipulate in T-SQL. I could document the serialization format here, but it would be very dry reading, so perhaps it’s best to consider an example from the table above. Have a look at the alert with an AlertID of 65543. It’s a Backup overdue alert for the SqlMonitorData database running on the default instance of granger, my laptop. Each different alert type is associated with a specific type of monitored object in the object hierarchy (I described the hierarchy in my previous post). The Backup overdue alert is associated with databases, whose position in the object hierarchy is root → Cluster → SqlServer → Database. The TargetObject value identifies the target object by specifying the key properties at each level in the hierarchy, thus: Cluster: Name = "granger" SqlServer: Name = "" (an empty string, denoting the default instance) Database: Name = "SqlMonitorData" Well, look at the actual TargetObject value for this alert: "7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s14:SqlMonitorData,". It is indeed composed of three parts, one for each level in the hierarchy: Cluster: "7:Cluster,1,4:Name,s7:granger," SqlServer: "9:SqlServer,1,4:Name,s0:," Database: "8:Database,1,4:Name,s14:SqlMonitorData," Each part is handled in exactly the same way, so let’s concentrate on the first part, "7:Cluster,1,4:Name,s7:granger,". It comprises the following: "7:Cluster," – This identifies the level in the hierarchy. "1," – This indicates how many different key properties there are to uniquely identify a cluster (we saw in my last post that each cluster is identified by a single property, its Name). "4:Name,s14:SqlMonitorData," – This represents the Name property, and its corresponding value, SqlMonitorData. It’s split up like this: "4:Name," – Indicates the name of the key property. "s" – Indicates the type of the key property, in this case, it’s a string. "14:SqlMonitorData," – Indicates the value of the property. At this point, you might be wondering about the format of some of these strings. Why is the string "Cluster" stored as "7:Cluster,"? Well an encoding scheme is used, which consists of the following: "7" – This is the length of the string "Cluster" ":" – This is a delimiter between the length of the string and the actual string’s contents. "Cluster" – This is the string itself. 7 characters. "," – This is a final terminating character that indicates the end of the encoded string. You can see that "4:Name,", "8:Database," and "14:SqlMonitorData," also conform to the same encoding scheme. In the example above, the "s" character is used to indicate that the value of the Name property is a string. If you explore the TargetObject property of alerts in your own SQL Monitor data repository, you might find other characters used for other non-string key property values. The different value types you might possibly encounter are as follows: "I" – Denotes a bigint value. For example, "I65432,". "g" – Denotes a GUID value. For example, "g32116732-63ae-4ab5-bd34-7dfdfb084c18,". "d" – Denotes a datetime value. For example, "d634815384796832438,". The value is stored as a bigint, rather than a native SQL datetime value. I’ll describe how datetime values are handled in the SQL Monitor data repostory in a future post. I suggest you have a look at the alerts in your own SQL Monitor data repository for further examples, so you can see how the TargetObject values are composed for each of the different types of alert. Let me give one further example, though, that represents a Custom metric alert, as this will help in describing the final column of interest in the alert.Alert table, SubType. Let me show you the alert I’m interested in: SELECT AlertId, a.AlertType, Name, TargetObject, [Read], SubType FROM alert.Alert a JOIN alert.Alert_Type at ON a.AlertType = at.AlertType WHERE AlertId = 65769;  AlertIdAlertTypeNameTargetObjectReadSubType 16576940Custom metric7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s6:master,12:CustomMetric,1,8:MetricId,I2,02 An AlertType value of 40 corresponds to the Custom metric alert type. The Name taken from the alert.Alert_Type table is simply Custom metric, but this doesn’t tell us anything about the specific custom metric that this alert pertains to. That’s where the SubType value comes in. For custom metric alerts, this provides us with the Id of the specific custom alert definition that can be found in the settings.CustomAlertDefinitions table. I don’t really want to delve into custom alert definitions yet (maybe in a later post), but an extra join in the previous query shows us that this alert pertains to the CPU pressure (avg runnable task count) custom metric alert. SELECT AlertId, a.AlertType, at.Name, cad.Name AS CustomAlertName, TargetObject, [Read], SubType FROM alert.Alert a JOIN alert.Alert_Type at ON a.AlertType = at.AlertType JOIN settings.CustomAlertDefinitions cad ON a.SubType = cad.Id WHERE AlertId = 65769;  AlertIdAlertTypeNameCustomAlertNameTargetObjectReadSubType 16576940Custom metricCPU pressure (avg runnable task count)7:Cluster,1,4:Name,s7:granger,9:SqlServer,1,4:Name,s0:,8:Database,1,4:Name,s6:master,12:CustomMetric,1,8:MetricId,I2,02 The TargetObject value in this case breaks down like this: "7:Cluster,1,4:Name,s7:granger," – Cluster named "granger". "9:SqlServer,1,4:Name,s0:," – SqlServer named "" (the default instance). "8:Database,1,4:Name,s6:master," – Database named "master". "12:CustomMetric,1,8:MetricId,I2," – Custom metric with an Id of 2. Note that the hierarchy for a custom metric is slightly different compared to the earlier Backup overdue alert. It’s root → Cluster → SqlServer → Database → CustomMetric. Also notice that, unlike Cluster, SqlServer and Database, the key property for CustomMetric is called MetricId (not Name), and the value is a bigint (not a string). Finally, delving into the custom metric tables is beyond the scope of this post, but for the sake of avoiding any future confusion, I’d like to point out that whilst the SubType references a custom alert definition, the MetricID value embedded in the TargetObject value references a custom metric definition. Although in this case both the custom metric definition and custom alert definition share the same Id value of 2, this is not generally the case. Okay, that’s enough for now, not least because as I’m typing this, it’s almost 2am, I have to go to work tomorrow, and my alarm is set for 6am – eek! In my next post, I’ll either cover the remaining three tables in the alert schema, or I’ll delve into the way SQL Monitor stores its monitoring data, as I’d originally planned to cover in this post.

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  • Oracle collaborates with leading IT vendors on Cloud Management Standards

    - by Anand Akela
    During the last couple of days, two key specifications for cloud management standards have been announced. Oracle collaborated with leading technology vendors from the IT industry on both of these cloud management specifications. One of the specifications focuses "Infrastructure as a Service" ( IaaS )  cloud service model , while the other specification announced today focuses on "Platform as a Service" ( PaaS ) cloud service model. Please see The NIST Definition of Cloud Computing to learn more about IaaS and PaaS . Earlier today Oracle , CloudBees, Cloudsoft, Huawei, Rackspace, Red Hat, and Software AG   announced the Cloud Application Management for Platforms (CAMP) specification that will be submitted to Organization for the Advancement of Structured Information Standards (OASIS) for development of an industry standard, in an effort to help ensure interoperability for deploying and managing applications across cloud environments.  Typical PaaS architecture - Source : CAMP specification The CAMP specification defines the artifacts and APIs that need to be offered by a PaaS cloud to manage the building, running, administration, monitoring and patching of applications in the cloud. Its purpose is to enable interoperability among self-service interfaces to PaaS clouds by defining artifacts and formats that can be used with any conforming cloud and enable independent vendors to create tools and services that interact with any conforming cloud using the defined interfaces. Cloud vendors can use these interfaces to develop new PaaS offerings that will interact with independently developed tools and components. In a separate cloud standards announcement yesterday, the Distributed Management Task Force ( DMTF ), the organization bringing the IT industry together to collaborate on systems management standards development, validation, promotion and adoption, released the new Cloud Infrastructure Management Interface (CIMI) specification. Oracle collaborated with various technology vendors and industry organizations on this specification. CIMI standardizes interactions between cloud environments to achieve interoperable cloud infrastructure management between service providers and their consumers and developers, enabling users to manage their cloud infrastructure use easily and without complexity. DMTF developed CIMI as a self-service interface for infrastructure clouds ( IaaS focus ) , allowing users to dynamically provision, configure and administer their cloud usage with a high-level interface that greatly simplifies cloud systems management. Mark Carlson, Principal Cloud Strategist at Oracle provides more details about CAMP  and CIMI his blog . Stay Connected: Twitter |  Face book |  You Tube |  Linked in |  Newsletter

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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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  • MSCC: Global Windows Azure Bootcamp

    Mauritius participated and contributed to the Global Windows Azure Bootcamp 2014 (GWAB). Again! And this time stronger than ever, and together with 137 other locations in 56 countries world-wide. We had 62 named registrations, 7 guest additions and approximately 10 offline participants prior to the event day. Most interestingly the organisation of the GWAB through the MSCC helped to increased the number of craftsmen. The Mauritius Software Craftsmanship Community has currently 138 registered members - in less than one year! Only with those numbers we can proudly say that all the preparations and hard work towards this event already paid off. Personally, I'm really grateful that we had this kind of response and the feedback from some attendees confirmed that the MSCC is on the right track here on Cyber Island Mauritius. Inspired and motivated by the success of this event, rest assured that there will be more public events like the GWAB. This time it took some time to reflect on our meetup, following my first impression right on spot: "Wow, what an experience to organise and participate in this global event. Overall, I've been very pleased with the preparations and the event itself. Surely, there have been some nicks that we have to address and to improve for future activities like this. Quite frankly, we are not professional event organisers (not yet) but we learned a lot over the past couple of days. A big Thank You to our event sponsors, namely Microsoft Indian Ocean Islands & French Pacific, Ceridian Mauritius and Emtel. Without them this event wouldn't have happened - Thank You! And to the cool team members of Microsoft Student Partners (MSPs). You geeks did a great job! Thanks!" So, how many attendees did we actually have? 61! - Awesome - 61 cloud computing instances to help on the research of diabetes. During Saturday afternoon there was even an online publication on L'Express: Les développeurs mauriciens se joignent au combat contre le diabète Reactions of other attendees Don't take my word for granted... Here are some impressions and feedback from our participants: "Awesome event, really appreciated the presentations :-)" -- Kevin on event comments "very interesting and enriching." -- Diana on event comments "#gwab #gwabmru 2014 great success. Looking forward for gwab 2015" -- Wasiim on Twitter "Was there till the end. Awesome Event. I'll surely join upcoming meetup sessions :)" -- Luchmun on event comments "#gwabmru was not that cool. left early" -- Mohammad on Twitter The overall feedback is positive but we are absolutely aware that there quite a number of problems we had to face. We are already looking into that and ideas / action plans on how we will be able to improve it for future events. The sessions We started the day with welcoming speeches by Thierry Coret, Sr. Marketing Manager of Microsoft Indian Ocean Islands & French Pacific and Vidia Mooneegan, Managing Director and Sr. Vice President of Ceridian Mauritius. The clear emphasis was on the endless possibilities of cloud computing and how it can enable any kind of sectors here in the country. Then it was about time to set up the cloud computing services in order to contribute each attendees cloud computing resources to the global research of diabetes, a step by step guide presented by Arnaud Meslier, Technical Evangelist at Microsoft. Given a rendering package and a configuration file it was very interesting to follow the single steps in Windows Azure. Also, during the day we were not sure whether the set up had been correctly, as Mauritius didn't show up on the results board - which should have been the case after approximately 20 to 30 minutes. Anyways, let the minions work... Next, Arnaud gave a brief overview of the variety of services Windows Azure has to offer. Whether you need a development environment for your websites or mobiles app, running a virtual machine with your existing applications or simply putting a SQL database online. No worries, Windows Azure has the right packages available and the online management portal is really easy t handle. After this, we got a little bit more business oriented while Wasiim Hosenbocus, employee at Ceridian, took the attendees through the inerts of a real-life application, and demoed a couple of the existing features. He did a great job by showing how the different services of Windows Azure can be created and pulled together. After the lunch break it is always tough to keep the audience awake... And it was my turn. I gave a brief overview on operating and managing a SQL database on Windows Azure. Well, there are actually two options available and depending on your individual requirements you should be aware of both. The simpler version is called SQL Database and while provisioning only takes a couple of seconds, you should take into consideration that SQL Database has a number of constraints, like limitations on the actual database size - up to 5 GB as web edition and up to 150 GB maximum as business edition -, among others. Next, it was Chervine Bhiwoo's session on Windows Azure Mobile Services. It was absolutely amazing to see that the mobiles services directly offers you various project templates, like Windows 8 Store App, Android app, iOS app, and even Xamarin cross-platform app development. So, within a couple of minutes you can have your first mobile app active and running on Windows Azure. Furthermore, Chervine showed the attendees that adding another user interface, like Web Sites running on ASP.NET MVC 4 only takes a couple of minutes, too. And last but not least, we rounded up the day with Windows Azure Websites and hosting of Virtual Machines presented by some members of the local Microsoft Students Partners programme. Surely, one of the big advantages using Windows Azure is the availability of pre-defined installation packages of known web applications, like WordPress, Joomla!, or Ghost. Compared to running your own web site with a traditional web hoster it is surely en par, and depending on your personal level of expertise, Windows Azure provides you more liberty in terms of configuration than maybe a shared hosting environment. Running a pre-defined web application is one thing but in case that you would like to have more control over your hosting environment it is highly advised to opt for a virtual machine. Provisioning of an Ubuntu 12.04 LTS system was very simple to do but it takes some more minutes than you might expect. So, please be patient and take your time while Windows Azure gets everything in place for you. Afterwards, you can use a SecureShell (ssh) client like Putty in case of a Linux-based machine, or Remote Desktop Services when operating a Windows Server system to log in into your virtual machine. At the end of the day we had a great Q&A session and we finalised the event with our raffle of goodies. Participation in the raffle was bound to submission of the session survey and most gratefully we had a give-away for everyone. What a nice coincidence to finish of the day. Note: All session slides (and demo codes) will be made available on the MSCC event page. Please, check the Files section over there. (Some) Visual impressions from the event Just to give you an idea about what has happened during the GWAB 2014 at Ebene... Speakers and Microsoft Student Partners are getting ready for the Global Windows Azure Bootcamp 2014 GWAB 2014 attendees are fully integrated into the hands-on-labs and setting up their individuals cloud computing services 60 attendees at the GWAB 2014. Despite some technical difficulties we had a great time running the event GWAB 2014: Using the lunch break for networking and exchange of ideas - Great conversations and topics amongst attendees There are more pictures on the original event page: Questions & Answers Following are a couple of questions which have been asked and didn't get an answer during the event: Q: Is it possible to upload static pages via FTP? A: Yes, you can. Have a look at the right side column on the dashboard of your website. There you'll find information about the FTP and SFTP host names. You can use any FTP client, like ie. FileZilla to log in. FTP also gives you access to your log files. Q: What are the size limitations on SQL Database? A: 5 GB on the Web Edition, and 150 GB on the business edition. A maximum 150 databases (inclusing 'master') per SQL Database server. More details here: General Guidelines and Limitations (Azure SQL Database) Q: What's the maximum size of a SQL Server running in a Virtual Machine? A: The maximum Windows Azure VM has currently 8 CPU cores, 14 or 56 GB of RAM and 16x 1 TB hard drives. More details here: Virtual Machine and Cloud Service Sizes for Azure Q: How can we register for Windows Azure? A: Mauritius is currently not listed for phone verification. Please get in touch with Arnaud Meslier at Microsoft IOI & FP Q: Can I use my own domain name for Windows Azure websites? A: Yes, you can. But this might require to upscale your account to Standard. In case that I missed a question and answer, please use the comment section at the end of the article. Thanks! Final results Every participant was instructed during the hands-on-lab session on how to set up a cloud computing service in their account. Of course, I won't keep the results from you... Global Azure Lab GWAB 2014: Our cloud computing contribution to the research of diabetes And I would say Mauritius did a good job! Upcoming Events What are the upcoming events here in Mauritius? So far, we have the following ones (incomplete list as usual) in chronological order: Launch of Microsoft SQL Server 2014 (15.4.2014) Corsair Hackers Reboot (19.4.2014) WebCup (TBA ~ June 2014) Developers Conference (TBA ~ July 2014) Linuxfest 2014 (TBA ~ November 2014) Hopefully, there will be more announcements during the next couple of weeks and months. If you know about any other event, like a bootcamp, a code challenge or hackathon here in Mauritius, please drop me a note in the comment section below this article. Thanks! Networking and job/project opportunities Despite having technical presentations on Windows Azure an event like this always offers a great bunch of possibilities and opportunities to get in touch with new people in IT, have an exchange of experience with other like-minded people. As I already wrote about Communities - The importance of exchange and discussion - I had a great conversation with representatives of the University des Mascareignes which are currently embracing cloud infrastructure and cloud computing for their various campuses in the Indian Ocean. As for the MSCC it would be a great experience to stay in touch with them, and to work on upcoming, common activities. Furthermore, I had a very good conversation with Thierry and Ludovic of Microsoft IOI & FP on the necessity of user groups and IT communities here on the island. It's great to see that the MSCC is currently on a run and that local companies are sharing our thoughts on promoting IT careers and exchange of IT knowledge in such an open way. I'm also looking forward to be able to participate and to contribute on more events in the near future. My resume of the day We learned a lot today and there is always room for improvement! It was an awesome event and quite frankly it was a pleasure to spend the day with so many enthuastic IT people in the same room. It was a great experience to organise such event locally and participate on a global scale to support the GlyQ-IQ Technology in their research on diabetes. I was so pleased to see the involvement of new MSCC members in taking the opportunity to share and learn about the power of cloud computing. The Mauritius Software Craftsmanship Community is on the right way and this year's bootcamp on Windows Azure only marked the beginning of our journey. Thank you to our sponsors and my kudos to the MSPs! Update: Media coverage The event has been reported in local media, too. Following are some resources: Orange - Local - Business: Le cloud, pour des recherches approfondies sur le diabète Maurice Info.mu: Le cloud, pour des recherches approfondies sur le diabète Le Quotidien Pg 2: Global Windows Azure Bootcamp 2014 - Le cloud pour des recherches approfondies sur le diabète The Observer Pg 12: Le cloud, pour des recherches approfondies sur le diabète

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  • The Spotlight is on You

    - by Claudia McDonald
    On the field or off the field, in ballet slippers or singing your heart out on stage, offering a stellar performance every time is key to holding the attention of your audience and having them come back hungry for more. Similarly, showing up to a new business meeting wearing pink tights and a tutu might be one way to holding the attention of your customer, but offering them an unmatched and ground-breaking software solution certainly will get their attention! Simply put, the Oracle Exastack program enables both ISV's and OEM's to rapidly build and deliver faster, more reliable applications. It comes as no surprise that the success of the Oracle Exastack program is centered on establishing Oracle Exadata Database Machine and Oracle Exalogic Elastic Cloud as the highest performance, lowest cost platforms available in the industry today.  But here is where the real standing-ovation-worthy facts come in. The Oracle Exadata Database Machine is the only database machine that provides extreme performance for both data warehousing and online transaction processing (OLTP) workloads, making it the ideal platform for consolidating onto private clouds. Whereas the Oracle Exalogic Elastic Cloud is an engineered hardware and software system tested and tuned by Oracle to provide the best foundation for cloud computing, while allowing Java applications, Oracle Applications and other enterprise applications to run with extreme performance. – And the crowd goes wild, ladies and gentlemen! In just four months alone, our partners have already achieved over 150 Oracle Exastack Ready milestones for Oracle Solaris, Oracle Linux, Oracle Database and Oracle WebLogic Server.  As Judson has said, “With the Oracle Exastack program, Oracle is helping partners test, tune and optimize their applications to deliver optimal performance and reliability, accelerating innovation and delivering superior value to customers." And get this, not only are their applications running faster and more efficiently, they are actually being delivered at a lower cost to customers than ever before – extreme performance well deserving of 3 consecutive arabesques! If you haven’t already, check out what some of our partners are saying about the Oracle Exastack program in this video, and find out all that is available to you today. By participating in the Oracle Exastack program, partners now have the ability to achieve Oracle Exadata Optimized, Oracle Exalogic Optimized, Oracle Exadata Ready and Oracle Exalogic Ready status for their solutions. New Oracle Exastack labs, provide OPN members with access to Oracle technical resources, on-premise facilities and remote lab environments. With Oracle Exastack Optimized, partners experience faster and more reliable applications to run on the Oracle Exadata Database Machine, as well as the long awaited Oracle Exalogic Elastic Cloud. Savvy OPN members are leveraging the Oracle Exastack Optimized program toward their advancement to Platinum or Diamond level in OPN. Partners are achieving Oracle Exadata Ready and Oracle Exalogic Ready giving them a competitive advantage and signaling to customers that their applications readily support Oracle Exadata Database Machine or Oracle Exalogic Elastic Cloud to deliver extreme performance. Get your dancing shoes on, The OPN Communications Team

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  • Failed to launch simulated application: iPhone Simulator failed to find the process ID of com.iAndAp

    - by Nicsoft
    Hello, I'm having this annoyning problem giving this message in the console: Failed to launch simulated application: iPhone Simulator failed to find the process ID of com.iAndApp.BlockPop. When trying to Build and Run, the application builds fine. The simulator starts but doesn't start the application. However, it manages to do something since the icon for the app is installed in the simulator. I have been searching to find the answer and tried a couple of things, none that worked. This happens for both new and old projects. I.e. when I create a new project I will receive the same error message. I've tried several projects of which all get the same error, so it's not related to the code (and successful builds proves it). Among other things I have updated to xCode 3.2.2. in order to try to solve the problem. Using Mac OSX 10.6.3. Here are the logs: 1. 2010-05-30 17.20.39 SpringBoard[15713] Unable to create CFServerConnection. Telephony state may be incorrect. 2010-05-30 17.20.40 SpringBoard[15713] Unable to create CFServerConnection. Telephony state may be incorrect. 2010-05-30 17.20.40 SpringBoard[15713] Unable to create CFServerConnection. Telephony state may be incorrect. 2010-05-30 17.20.40 SpringBoard[15713] Unable to create CFServerConnection. Telephony state may be incorrect. 2010-05-30 17.20.40 SpringBoard[15713] Can't find the translation dictionary, loadTranslationDictionaries 2010-05-30 17.20.40 SpringBoard[15713] Unable to create CFServerConnection. Telephony state may be incorrect. 2010-05-30 17.20.40 SpringBoard[15713] Unable to create CFServerConnection. Telephony state may be incorrect. 2010-05-30 17.20.41 SpringBoard[15713] Launchd returned an unexpected type or didn't return a value for job label UIKitApplication:com.iAndApp.BlockPop[0x8abd] with job key PID 2010-05-30 17.20.41 SpringBoard[15713] Unable to create CFServerConnection. Telephony state may be incorrect. 2010-05-30 17.21.10 Xcode[15496] Error launching simulated application: Error Domain=DTiPhoneSimulatorErrorDomain Code=1 UserInfo=0x200edcc00 "iPhone Simulator failed to find the process ID of com.iAndApp.BlockPop." 2. Form system.log May 30 17:20:39 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: a0bc84e0 init_simulator_paths: No simulator root specified. Falling back to environment variable. May 30 17:20:39: --- last message repeated 5 times --- May 30 17:20:39 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: b0081000 init_simulator_paths: No simulator root specified. Falling back to environment variable. May 30 17:20:39: --- last message repeated 1 time --- May 30 17:20:39 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: b0081000 load_application_info: Could not load signer identity from /Users/Niklas/Library/Application Support/iPhone Simulator/3.0/Applications/1CD7E4BA-14D3-45A5-A05E-E552C04BCD4D/BlockPopLite.app/BlockPopLite May 30 17:20:39 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: b0081000 load_application_info: Could not load signer identity from /Users/Niklas/Library/Application Support/iPhone Simulator/3.0/Applications/62585F19-5FAD-4548-89DF-C9AE621FCCD7/SysSound.app/SysSound May 30 17:20:39 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: b0081000 load_application_info: Could not load signer identity from /Users/Niklas/Library/Application Support/iPhone Simulator/3.0/Applications/81AA51A5-7BFC-442F-BFF8-91E9C6EF13CD/BlockPop.app/BlockPop May 30 17:20:39 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: b0103000 load_application_info: Could not load signer identity from /Users/Niklas/Library/Application Support/iPhone Simulator/3.0/Applications/A2DCBF96-8F15-4527-BDF1-BD90B34D401C/BlockPop.app/BlockPop May 30 17:20:39 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: b0081000 init_simulator_paths: No simulator root specified. Falling back to environment variable. May 30 17:20:39: --- last message repeated 1 time --- May 30 17:20:39 Niklas-Johanssons-Mac-mini SpringBoard[15713]: Unable to create CFServerConnection. Telephony state may be incorrect. May 30 17:20:40 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: b0081000 init_simulator_paths: No simulator root specified. Falling back to environment variable. May 30 17:20:40: --- last message repeated 1 time --- May 30 17:20:40 Niklas-Johanssons-Mac-mini SpringBoard[15713]: Unable to create CFServerConnection. Telephony state may be incorrect. May 30 17:20:40: --- last message repeated 2 times --- May 30 17:20:40 Niklas-Johanssons-Mac-mini SpringBoard[15713]: Can't find the translation dictionary, loadTranslationDictionaries May 30 17:20:40 Niklas-Johanssons-Mac-mini mobile_installationd[15712]: b0081000 init_simulator_paths: No simulator root specified. Falling back to environment variable. May 30 17:20:40: --- last message repeated 3 times --- May 30 17:20:40 Niklas-Johanssons-Mac-mini SpringBoard[15713]: Unable to create CFServerConnection. Telephony state may be incorrect. May 30 17:20:41: --- last message repeated 1 time --- May 30 17:20:41 Niklas-Johanssons-Mac-mini SpringBoard[15713]: Launchd returned an unexpected type or didn't return a value for job label UIKitApplication:com.iAndApp.BlockPop[0x8abd] with job key PID May 30 17:20:41 Niklas-Johanssons-Mac-mini SpringBoard[15713]: Unable to create CFServerConnection. Telephony state may be incorrect. May 30 17:21:10 Niklas-Johanssons-Mac-mini Xcode[15496]: Error launching simulated application: Error Domain=DTiPhoneSimulatorErrorDomain Code=1 UserInfo=0x200edcc00 "iPhone Simulator failed to find the process ID of com.iAndApp.BlockPop." Where do I start? I am really stuck and would be most greatful for any help!

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  • Hadoop WordCount example stuck at map 100% reduce 0%

    - by Abhinav Sharma
    [hadoop-1.0.2] ? hadoop jar hadoop-examples-1.0.2.jar wordcount /user/abhinav/input /user/abhinav/output Warning: $HADOOP_HOME is deprecated. ****hdfs://localhost:54310/user/abhinav/input 12/04/15 15:52:31 INFO input.FileInputFormat: Total input paths to process : 1 12/04/15 15:52:31 WARN util.NativeCodeLoader: Unable to load native-hadoop library for your platform... using builtin-java classes where applicable 12/04/15 15:52:31 WARN snappy.LoadSnappy: Snappy native library not loaded 12/04/15 15:52:31 INFO mapred.JobClient: Running job: job_201204151241_0010 12/04/15 15:52:32 INFO mapred.JobClient: map 0% reduce 0% 12/04/15 15:52:46 INFO mapred.JobClient: map 100% reduce 0% I've set up hadoop on a single node using this guide (http://www.michael-noll.com/tutorials/running-hadoop-on-ubuntu-linux-single-node-cluster/#run-the-mapreduce-job) and I'm trying to run a provided example but I'm getting stuck at map 100% reduce 0%. What could be causing this?

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  • Problem with Writing files using FileWriter automatically with Quartz Scheduler

    - by Jeeva
    I have chosen nearly 200 files to write on a position automatically on a particular time. Created a separate job names in Quartz scheduler. The job will be triggered on a time. I can read the files only after all the files have been written. I could not read after one file is written. I have closed the FileWriter after one file written. What is the solution to access the file and read which have been written into the hard Disk

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  • 24 hours per day and freelance programming jobs

    - by Luca
    I'm working on stimulanting projects at my job. I like it. I like programming! I have accumulated several years of experience now. Sometime happens I develop other projects (even more stimulant of my main job). Some more money cannot hurts! The problem is that my free time has decreased a lot, leading me to develop until late evening. I usually program each day (I like to develop my own projects, even if only a few lines at a time). But it is one thing to plan for my pleasure, it is one thing to plan for business. So, my question is how to balance free time with these additional jobs? What experiences do you have? How much you can develop for long time (in a medium interval, say, weeks)? Every thought is welcome!

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  • Object Oriented database development jobs

    - by GigaPr
    Hi, i am a software engineering student currently looking for a job as developer. I have been offered a position in a company which implements software using object oriented databases. these are something completely new for me as at university we never worked on it, just some theory. my questions are do you think is a good way to start my career as developer? what is the job market for this type of developemnt? are these skills requested? what markets this technology touches? thanks

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  • Show number of results in each "filter item"

    - by Roberto
    Hi ! How can i get the number of each filter item in a seach? Example... im doing a job/resumes portal... i seach a job title and i have some filters items like City, State , area and etc... How can i show the number of each filter in the select box example Contry: Brazil(22 results), USA(61 results) Here a url with a sample: http://www.manager.com.br/resumes/resumes_result.php?&search_table=resumes&tipo_local=0&keyword=program& Tkz Roberto

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