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  • Choosing between PHP and Java

    - by user996459
    I've recently started University, studying Computing and IT. My Uni focuses on Java. My study will consist of mathematics, 'boring' IT related stuff and several Java units such as: -Software development with Java, -Object-oriented Java programming, -Relational databases: theory and practice (using Java), -Developing concurrent distributed systems (using Java), -Software engineering with objects (using Java). I'm trying to determine whenever I should focus on Java and self study it in my free time so that I can actually learn and become a competent Java programmer by the time I graduate, or, only do enough Java to get the degree but in my free time self study PHP and related web technologies. Job market in my area appears to be balanced for the two, salary and availability wise. Regardless of which patch I'd take getting a job should not be a problem however Java does seem to pay almost insignificantly more. In terms of my interest and career expectations, I don't have anything specific planned. I very much enjoy writing code but I don't really care what kind. So far I equally enjoyed writing C, AutoIT, vb.net, PHP and even Java. Basically, I'm happy as long as I get to type in code (be it low level programming or web back-end scripting). So the question really is, would my Uni and their Java focus profit me should I choose PHP? Or should I buy what my university is selling and stick to Java like a fly sticks to poop...? Apologies for cryptic writing, still learning English

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  • Where could Distributed Version Control Systems currently be in Gartner's hype cycle?

    - by dukeofgaming
    Edit: Given the recent downvoting (+8/-6 at this point) it was made clear to me that Gartner's lifecycle is a biased metric from a programmer's perspective. This is something that is part of a paper I'm going to present to management, and management types are part of Gartner's audience. Giving DVCS exposure & enthusiasm (that "could" be deemed as hype, or at least attacked as such), think about the following question when reading this one: "how could I use Gartner's hype cycle to convince management that DVCSs are ready (or ready-enough) for us, and that it is not just hype" Just asking if DVCSs is hype wouldn't be constructive, Gartner's hype cycle is a more objective instrument than just asking that (even if this instrument is regarded as biased). If you know any other instrument please, by all means, mention it. Edit #2: I agree that Gartner's Life Cycle is not for every technology, but I consider it may have generated enough buzz to be considered hype by some, so it maybe deserves to be at least evaluated/pondered as such by using this instrument in order to prove/disprove it to whatever degree. I'm an advocate of DVCS, BTW. I'm doing research for a whitepaper I'm writing in favor of DVCS adoption at company and I stumbled upon the concept of social proof. I want to prove that the social proof of DVCS adoption is not necessarily cargo cult and doing further research I now stumbled upon Gartner's hype cycle which describes technology maturity in 5 phases. My question is: what could be an indicator of the current location of Distributed Version Control Systems (I mean git, mercurial, bazaar, etc. in general) at a particular phase in the hype cycle?... in other (less convoluted) words, would you say that currently expectations of DVCSs are a) starting, b)inflated, c)decreasing (disillusionment), d)increasing (enlightenment) or e)stabilizing (mature) and (more importantly) why? I know it is a hard question and there is subjectivity involved, but I'll grant the answer (and the traditional cookie) to the clearest argument/evidence for a particular phase.

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  • Internship in License Contract Management

    - by cristian.condurache(at)oracle.com
    Hi Everyone, My name is Luca. I am an intern in the License Contract Management team in Italy. I have studied Economics and Business in Pescara and finished my Master’s Degree in July 2009. After a short work experience near my home town I decided to look for a job in an International Company. I got in touch with Oracle in January 2010. I had a telephone interview and then a face-to-face interview. On a cold and grey morning, I arrived in Milan....my first impression was fantastic....a big modern building with wide TVs everywhere. I was a little nervous but very excited. I understood this could be a great opportunity... The interview went well and I started to work in March. After a training period I was quickly involved in the closing of the last quarter of the fiscal year - of which May is the last month at Oracle. Working as a License Contract Manager is a real challenge for a fresh graduate. It involves thoroughly understanding the Oracle Policies and Practices with regards to License Contracts. In my experience, especially in May, I learnt to work under high pressure, within time constrains, and to keep up with constant changes. In this period I also had the opportunity to be involved in different negotiations, being directly in contact with the customers. This helped me to develop my relational skills during complex transactions. Looking back at the nine months at Oracle I can say I have a better understanding of the IT world. It is a complex environment that changes continously, offering new challenges to learn from everytime. If you have any questions related to this article feel free to contact [email protected]. You can find our job opportunities via http://campus.oracle.com. Technorati Tags: License Contract Management,oppotunity,Oracle Policies,internship

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  • "Don't do programming after a few years of starting career" Is this a fair advice?

    - by Muhammad Yasir
    I am a little experienced developer having around 5 years experience in PHP and somewhat less in Java, C# and trying to learn some Python now a days. Since the start of my career as a programmer I have been told every now and then by fellow programmers that programming is suitable for a few early years of carrier (most of them take it as 5 years) and that one must change the direction after it. The reason they present is that headaches and pressures associated with programming. They also say that programmers are less social and don't usually like to give time to their families etc. and specially "Oh come on, you can not do programming in your entire life!" I am somewhat confused here and need to ask others about it. If I leave programming then what do I do?! I guess teaching may be a good option in this case but it will require to first earn a PhD degree perhaps. It may also be noteworthy that in my country (Pakistan) the life of a programmer is not very good in that normally they must give 2-3 extra hours in office to accomplish urgent programming tasks. I have a sense that situation is somewhat similar in other countries and regions as well. So the question is, do you think it is a fair advice to change career from programming to something else after spending 5 years in this field? Thanks for sharing thoughts!

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  • How old is "too old"?

    - by Dori
    I've been told that to be taken seriously as a job applicant, I should drop years of relevant experience off my résumé, remove the year I got my degree, or both. Or not even bother applying, because no one wants to hire programmers older than them.1 Or that I should found a company, not because I want to, or because I have a product I care about, but because that way I can get a job if/when my company is acquired. Or that I should focus more on management jobs (which I've successfully done in the past) because… well, they couldn't really explain this one, except the implication was that over a certain age you're a loser if you're still writing code. But I like writing code. Have you seen this? Is this only a local (Northern California) issue? If you've ever hired programmers:2 Of the résumés you've received, how old was the eldest applicant? What was the age of the oldest person you've interviewed? How old (when hired) was the oldest person you hired? How old is "too old" to employed as a programmer? 1 I'm assuming all applicants have equivalent applicable experience. This isn't about someone with three decades of COBOL applying for a Java guru job. 2 Yes, I know that (at least in the US) you aren't supposed to ask how old an applicant is. In my experience, though, you can get a general idea from a résumé.

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  • Tips for switching jobs and moving into web based programming?

    - by JerryC
    I graduated in 2006 with a computer science degree and got solid grades (3.5 overall 3.8 in my major) For the past 4.5 years I've been working as a Software Engineer doing primarily rich client development. Most of my experience is with Java, Swing and C++. I've done a lot of network programming and I have acquired some skill working & debugging in distributed environments. I would like to switch jobs and move into a role where I can get exposure to some new technologies and frameworks. I would like to move into a more web development role but I find my lack of web development experience is hurting me. 90% of the jobs I see advertised are looking for one of two skill sets: 1) Stereotypical server side Java web developer. Experience with Spring, Hibernate, J2EE, etc. 2) Stereotypical front end web developer. Experience with Javascript, jQuery, HTML5, GWT, CSS, etc I find most of these companies are looking really specifically for this experience and they are not willing to take on good programmers/ CS fundamental guys who lack experience with this stuff. I would love to get a job doing stuff like this, but have my skills become out of date and unmarketable? Any opinions on ways to sell myself to help get a new position?

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  • Are very short or abbreviated method/function names that don't use full words bad practice or a matter of style.

    - by Alb
    Is there nowadays any case for brevity over clarity with method names? Tonight I came across the Python method repr() which seems like a bad name for a method to me. It's not an English word. It apparently is an abbreviation of 'representation' and even if you can deduce that, it still doesn't tell you what the method does. A good method name is subjective to a certain degree, but I had assumed that modern best practices agreed that names should be at least full words and descriptive enough to reveal enough about the method that you would easily find one when looking for it. Method names made from words help let your code read like English. repr() seems to have no advantages as a name other than being short and IDE auto-complete makes this a non-issue. An additional reason given in an answer is that python names are brief so that you can do many things on one line. Surely the better way is to just extract the many things to their own function, and repeat until lines are not too long. Are these just a hangover from the unix way of doing things? Commands with names like ls, rm, ps and du (if you could call those names) were hard to find and hard to remember. I know that the everyday usage of commands such as these is different than methods in code so the matter of whether those are bad names is a different matter.

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  • Should I start making connections even if I'm not ready for a job yet?

    - by James
    The first job is always the hardest to get and I'm not exception. I'm 23 years old and I have no college degree but planned on going to college this year if all goes well (CS of course). I'm self-studying java right now. I know most of the topics related to the language besides the more advanced topics and I'm beginning to look at open source projects. I would like to find a job (at least a part time job) after a year or two when I'll gain more experience and learn more about java technologies and other technologies that interest me. Finding a job will be a bit difficult because most of the people (or a lot of them at least) at my current age already have 2 years or more of experience, so I will be somewhat disadvantaged. Should I start building connections and joining websites such as linkedin ? I never bothered to look into it because I'm not much of a social network person. If I start contributing to open source projects and create personal projects for 2 years could I apply for jobs that require 1-2 years of experience? Does this experience count ?

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  • How to get multiple open-source projects to use a standard way of doing something.

    - by Marco
    Problem In the last couple weeks, I've used 3 different "repository" tools (listed in alphabetical order): gradle ivy maven I'm calling them "repository" tools because I've also used sbt -- which fortunately uses ivy to manage it's cache or local repository. Each of these tools will create it's own repository. The defaults are: ~/.m2/repository for maven ~/.gradle/cache ~/.ivy2/cache Why can't they all use the same cache? Goal I'd like to change the world so that all three build tools could use the same cache. I'm looking for advice about issues I'm likely to run into and smart ways to get around them. By "use the same cache", I do not mean "retrieve from another build tool's cache". I mean "retrieve from and store in another build tool's cache". While I could go ahead and submit issues to the three projects, I know from experience (as a developer on an open source project), that if you want something done, you're best off getting it done yourself. Also, it seems like I need to get all 3 communities on board to some degree. What is the recommended approach for getting this kind of thing done? How do I approach the different communities? Do I work on patches for the 3 different projects, or would it be better off to create my own "interface" project that deals with these issues and have the 3 tools interface with that? Is this a standards question that I need to address on that front? Lastly, if I'm missing something and this is possible (in an globally configurable fashion), then please let me know.

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  • JEE frameworks, a road map to learn? and should I learn them?

    - by vibhor
    Background Information I have been into programming since past 1 years professionally, my day to day work includes writing BIRT reports, designing and validating forms using JEE (struts/spring, hibernate). I don't have a comp Sci 4 year degree (Electronics), so I have very Limited experience in comp Sci. Question JEE frameworks (struts1/2, spring, hibernate etc) are hot nowadays, however java world have a tendency of building A4j, B4J... mayway4J kind of stuff (and I am tired of it). AFAIK, frameworks are nothing but bunch of XML config files and hundreds of classes built to cram (by developer). And sooner then later a new framework come into picture that says I am the best among all. So My Question is - 1.What will you do to learn a framework (many frameworks) considering that it can be obsolete till you'll be master in it (Learning frameworks can take significant amount of time)? 2.Considering early into your career, will you give a damn that how well someone knows framework (knowing frame work is important but still..) and why/how should I learn a framework knowing I have to (un)learn it in order to learn other one (plenty of of 4Js....)? I am just trying to get a big picture, that, if you're in place of me, what would be your learning/cramming strategy (Road map)? I am not intended to start a holy war between A versus B, (frameworks are more or less essential).

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  • Computer science curriculum for non-CS major?

    - by Daniel
    Hi all, I would like to have some ideas for building up my foundation CS skills. I have started programming computers 10 years ago and have made a pretty good career out of it. However, I cannot stop thinking that the path that brought me here was very particular, and if something goes wrong (e.g. I get laid off) it would be harder to find a job here in the US on the same salary level, OR in a top company. The reason I say that is that I am a self-learner; my degree is not in Computer Science so although I master C/C++/Java, I do not have the formal CS and mathematical background that many other software developers (esp. here in the US) have. When I look at job interview questions from Apple, Google, Amazon, I have the impression that I'd flunk those technical interviews at some point. Don't get me wrong, I know my algorithms and data structures, but when things dive too deeply into the CS realm I am in trouble. What can I do to close the gap? I was thinking about a MSc in CS, but will I even UNDERSTAND what's going on there if I'm not a CS undergrad? Should I go back to basics and get a BSc in CS instead? I always tend to go into self-study mode when I want to learn new stuff, but I have the impression that I will need more formal education in CS if I want to have a shot at working at those kinds of companies. Thank you!

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  • Skanska Builds Global Workforce Insight with Cloud-Based HCM System

    - by HCM-Oracle
    By David Baum - Originally posted on Profit Peter Bjork grew up building things. He started his work life learning all sorts of trades at his father’s construction company in the northern part of Sweden. So in college, it was natural for him to pursue a bachelor’s degree in construction engineering—but he broke new ground when he added a master’s degree in finance to his curriculum vitae. Written on a traditional résumé, Bjork’s current title (vice president of information systems strategies) doesn’t reveal the diversity of his experience—that he’s adept with hammer and nails as well as rows and columns. But a big part of his current job is to work with his counterparts in human resources (HR) designing, building, and deploying the systems needed to get a complete view of the skills and potential of Skanska’s 22,000-strong white-collar workforce. And Bjork believes that complete view is essential to Skanska’s success. “Our business is really all about people,” says Bjork, who has worked with Skanska for 16 years. “You can have equipment and financial resources, but to truly succeed in a business like ours you need to have the right people in the right places. That’s what this system is helping us accomplish.” In a global HR environment that suffers from a paradox of high unemployment and a scarcity of skilled labor, managers need to have a complete understanding of workforce capabilities to develop management skills, recruit for open positions, ensure that staff is getting the training they need, and reduce attrition. Skanska’s human capital management (HCM) systems, based on Oracle Talent Management Cloud, play a critical role delivering that understanding. “Skanska’s philosophy of having great people, encouraging their development, and giving them the chance to move across business units has nurtured a culture of collaboration, but managing a diverse workforce spread across the globe is a monumental challenge,” says Annika Lindholm, global human resources system owner in the HR department at Skanska’s headquarters just outside of Stockholm, Sweden. “We depend heavily on Oracle’s cloud technology to support our HCM function.” Construction, Workers For Skanska’s more than 60,000 employees and contractors, managing huge construction projects is an everyday job. Beyond erecting signature buildings, management’s goal is to build a corporate culture where valuable talent can be sought out and developed, bringing in the right mix of people to support and grow the business. “Of all the companies in our space, Skanska is probably one of the strongest ones, with a laser focus on people and people development,” notes Tom Crane, chief HR and communications officer for Skanska in the United States. “Our business looks like equipment and material, but all we really have at the end of the day are people and their intellectual capital. Without them, second only to clients, of course, you really can’t achieve great things in the high-profile environment in which we work.” During the 1990s, Skanska entered an expansive growth phase. A string of successful acquisitions paved the way for the company’s transformation into a global enterprise. “Today the company’s focus is on profitable growth,” continues Crane. “But you can’t really achieve growth unless you are doing a very good job of developing your people and having the right people in the right places and driving a culture of growth.” In the United States alone, Skanska has more than 8,000 employees in four distinct business units: Skanska USA Building, also known as the Construction Manager, builds everything at ground level and above—hospitals, educational facilities, stadiums, airport terminals, and other massive projects. Skanska USA Civil does everything at ground level and below, such as light rail, water treatment facilities, power plants or power industry facilities, highways, and bridges. Skanska Infrastructure Development develops public-private partnerships—projects in which Skanska adds equity and also arranges for outside financing. Skanska Commercial Development acts like a commercial real estate developer, acquiring land and building offices on spec or build-to-suit for its clients. Skanska's international portfolio includes construction of the new Meadowlands Stadium. Getting the various units to operate collaboratatively helps Skanska deliver high value to clients and shareholders. “When we have this collaboration among units, it allows us to enrich each of the business units and, at the same time, develop our future leaders to be more facile in operating across business units—more accepting of a ‘one Skanska’ approach,” explains Crane. Workforce Worldwide But HR needs processes and tools to support managers who face such business dynamics. Oracle Talent Management Cloud is helping Skanska implement world-class recruiting strategies and generate the insights needed to drive quality hiring practices, internal mobility, and a proactive approach to building talent pipelines. With their new cloud system in place, Skanska HR leaders can manage everything from recruiting, compensation, and goal and performance management to employee learning and talent review—all as part of a single, cohesive software-as-a-service (SaaS) environment. Skanska has successfully implemented two modules from Oracle Talent Management Cloud—the recruiting and performance management modules—and is in the process of implementing the learn module. Internally, they call the systems Skanska Recruit, Skanska Talent, and Skanska Learn. The timing is apropos. With high rates of unemployment in recent years, there have been many job candidates on the market. However, talent scarcity continues to frustrate recruiters. Oracle Taleo Recruiting Cloud Service, one of the applications in the Oracle Talent Management cloud portfolio, enables Skanska managers to create more-intelligent recruiting strategies, pulling high-performer profile statistics to create new candidate profiles and using multitiered screening and assessments to ensure that only the best-suited candidate applications make it to the recruiter’s desk. Tools such as applicant tracking, interview management, and requisition management help recruiters and hiring managers streamline the hiring process. Oracle’s cloud-based software system automates and streamlines many other HR processes for Skanska’s multinational organization and delivers insight into the success of recruiting and talent-management efforts. “The Oracle system is definitely helping us to construct global HR processes,” adds Bjork. “It is really important that we have a business model that is decentralized, so we can effectively serve our local markets, and interact with our global ERP [enterprise resource planning] systems as well. We would not be able to do this without a really good, well-integrated HCM system that could support these efforts.” A key piece of this effort is something Skanska has developed internally called the Skanska Leadership Profile. Core competencies, on which all employees are measured, are used in performance reviews to determine weak areas but also to discover talent, such as those who will be promoted or need succession plans. This global profiling system brings consistency to the way HR professionals evaluate and review talent across the company, with a consistent set of ratings and a consistent definition of competencies. All salaried employees in Skanska are tied to a talent management process that gives opportunity for midyear and year-end reviews. Using the performance management module, managers can align individual goals with corporate goals; provide clear visibility into how each employee contributes to the success of the organization; and drive a strategic, end-to-end talent management strategy with a single, integrated system for all talent-related activities. This is critical to a company that is highly focused on ensuring that every employee has a development plan linked to his or her succession potential. “Our approach all along has been to deploy software applications that are seamless to end users,” says Crane. “The beauty of a cloud-based system is that much of the functionality takes place behind the scenes so we can focus on making sure users can access the data when they need it. This model greatly improves their efficiency.” The employee profile not only sets a competency baseline for new employees but is also integrated with Skanska’s other back-office Oracle systems to ensure consistency in the way information is used to support other business functions. “Since we have about a dozen different HR systems that are providing us with information, we built a master database that collects all the information,” explains Lindholm. “That data is sent not only to Oracle Talent Management Cloud, but also to other systems that are dependent on this information.” Collaboration to Scale Skanska is poised to launch a new Oracle module to link employee learning plans to the review process and recruitment assessments. According to Crane, connecting these processes allows Skanska managers to see employees’ progress and produce an updated learning program. For example, as employees take classes, supervisors can consult the Oracle Talent Management Cloud portal to monitor progress and align it to each individual’s training and development plan. “That’s a pretty compelling solution for an organization that wants to manage its talent on a real-time basis and see how the training is working,” Crane says. Rolling out Oracle Talent Management Cloud was a joint effort among HR, IT, and a global group that oversaw the worldwide implementation. Skanska deployed the solution quickly across all markets at once. In the United States, for example, more than 35 offices quickly got up to speed on the new system via webinars for employees and face-to-face training for the HR group. “With any migration, there are moments when you hold your breath, but in this case, we had very few problems getting the system up and running,” says Crane. Lindholm adds, “There has been very little resistance to the system as users recognize its potential. Customizations are easy, and a lasting partnership has developed between Skanska and Oracle when help is needed. They listen to us.” Bjork elaborates on the implementation process from an IT perspective. “Deploying a SaaS system removes a lot of the complexity,” he says. “You can downsize the IT part and focus on the business part, which increases the probability of a successful implementation. If you want to scale the system, you make a quick phone call. That’s all it took recently when we added 4,000 users. We didn’t have to think about resizing the servers or hiring more IT people. Oracle does that for us, and they have provided very good support.” As a result, Skanska has been able to implement a single, cost-effective talent management solution across the organization to support its strategy to recruit and develop a world-class staff. Stakeholders are confident that they are providing the most efficient recruitment system possible for competent personnel at all levels within the company—from skilled workers at construction sites to top management at headquarters. And Skanska can retain skilled employees and ensure that they receive the development opportunities they need to grow and advance.

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  • Should I have seperate business and personal websites?

    - by Thomas Clowes
    I have my business website - I am a web designer and developer, and also buy/sell websites/domain names. As such my website links to 'Our sites' = the websites which we design and run as well as a variety of tools such as a domain whois tool. These are obviously relevant to the business. As an individual, I like to travel and do white water kayaking as a hobby. I also have a degree in economics. I have thus created a blog on my business website where I write about domain names, web design, kayaking, travelling and economics. I've just begun researching SEO and am looking into optimizing my business website. I don't actually directly offer any services to clients at the moment, my main aim is to have a business website which supports my websites. If for example a potential advertise on one of my sites checks out the business website, I want them to think professional, down to earth, quirky. Given this is having my business/personal interests intertwined a problem? For SEO.. on my homepage for example when I'm writing a headline and a paragraph about what we do.. what do I put? and how do I optimize for SEO with keywords and the like? Further to the above, my company sponsors me and a group of accquantances as a kayaking team.. as such my personal interests do sort of overlap (just to add a complexity :))

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  • If statement causing xna sprites to draw frame by frame

    - by user1489599
    I’m a bit new to XNA but I wanted to write a simple program that would fire a cannon ball from a cannon at a 45 degree angle. It works fine outside of my keyboard i/o if statement, but when I encapsulate the code around an if statement checking to see if the user hits the space bar, the sprite will draw one frame at a time every time the space bar is hit. This is the code in question if (currentKeyboardState.IsKeyUp(Keys.Space) && previousKeyboardState.IsKeyDown(Keys.Space) && !skullBall.Alive) { //works outside the keyboard input if statement //{ skullBall.Position = cannon.Position; skullBall.DeltaY = -(float)(Math.Sin(MathHelper.ToRadians(45)) * 50/*39.7577*/ * time + 0.5 * (gravity * (time * time))); skullBall.DeltaX = (float)(Math.Cos(MathHelper.ToRadians(45)) * 50/*39.7577*/ * time); skullBall.Alive = true; //} } The skull ball represents the cannon ball and the cannon is just the starting point. DeltaX and DeltaY are the values I’m using to update the cannon balls position per update. I know it's dumb to have the cannon ball start at the cannons position every time the update is called but it’s not really noticeable right now. I was wondering if after examining my code, if anyone noticed any errors that would cause the sprite to display frame by frame instead of drawing it as a full animation of the cannon ball leaving the cannon and moving from there.

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  • Create Auto Customization Criteria OAF Search Page

    - by PRajkumar
    1. Create a New Workspace and Project Right click Workspaces and click create new OAworkspace and name it as PRajkumarCustSearch. Automatically a new OA Project will also be created. Name the project as CustSearchDemo and package as prajkumar.oracle.apps.fnd.custsearchdemo   2. Create a New Application Module (AM) Right Click on CustSearchDemo > New > ADF Business Components > Application Module Name -- CustSearchAM Package -- prajkumar.oracle.apps.fnd.custsearchdemo.server   3. Enable Passivation for the Root UI Application Module (AM) Right Click on CustSearchAM > Edit SearchAM > Custom Properties > Name – RETENTION_LEVEL Value – MANAGE_STATE Click add > Apply > OK   4. Create Test Table and insert data some data in it (For Testing Purpose)   CREATE TABLE xx_custsearch_demo (   -- ---------------------     -- Data Columns     -- ---------------------     column1                  VARCHAR2(100),     column2                  VARCHAR2(100),     column3                  VARCHAR2(100),     column4                  VARCHAR2(100),     -- ---------------------     -- Who Columns     -- ---------------------     last_update_date    DATE         NOT NULL,     last_updated_by     NUMBER   NOT NULL,     creation_date          DATE         NOT NULL,     created_by               NUMBER   NOT NULL,     last_update_login   NUMBER  );   INSERT INTO xx_custsearch_demo VALUES('v1','v2','v3','v4',SYSDATE,0,SYSDATE,0,0); INSERT INTO xx_custsearch_demo VALUES('v1','v3','v4','v5',SYSDATE,0,SYSDATE,0,0); INSERT INTO xx_custsearch_demo VALUES('v2','v3','v4','v5',SYSDATE,0,SYSDATE,0,0); INSERT INTO xx_custsearch_demo VALUES('v3','v4','v5','v6',SYSDATE,0,SYSDATE,0,0); Now we have 4 records in our custom table   5. Create a New Entity Object (EO) Right click on SearchDemo > New > ADF Business Components > Entity Object Name – CustSearchEO Package -- prajkumar.oracle.apps.fnd.custsearchdemo.schema.server Database Objects -- XX_CUSTSEARCH_DEMO   Note – By default ROWID will be the primary key if we will not make any column to be primary key   Check the Accessors, Create Method, Validation Method and Remove Method   6. Create a New View Object (VO) Right click on CustSearchDemo > New > ADF Business Components > View Object Name -- CustSearchVO Package -- prajkumar.oracle.apps.fnd.custsearchdemo.server   In Step2 in Entity Page select CustSearchEO and shuttle them to selected list   In Step3 in Attributes Window select columns Column1, Column2, Column3, Column4, and shuttle them to selected list   In Java page deselect Generate Java file for View Object Class: CustSearchVOImpl and Select Generate Java File for View Row Class: CustSearchVORowImpl   7. Add Your View Object to Root UI Application Module Select Right click on CustSearchAM > Application Modules > Data Model Select CustSearchVO and shuttle to Data Model list   8. Create a New Page Right click on CustSearchDemo > New > Web Tier > OA Components > Page Name -- CustSearchPG Package -- prajkumar.oracle.apps.fnd.custsearchdemo.webui   9. Select the CustSearchPG and go to the strcuture pane where a default region has been created   10. Select region1 and set the following properties: ID -- PageLayoutRN Region Style -- PageLayout AM Definition -- prajkumar.oracle.apps.fnd.custsearchdemo.server.CustSearchAM Window Title – AutoCustomize Search Page Window Title – AutoCustomization Search Page Auto Footer -- True   11. Add a Query Bean to Your Page Right click on PageLayoutRN > New > Region Select new region region1 and set following properties ID – QueryRN Region Style – query Construction Mode – autoCustomizationCriteria Include Simple Panel – False Include Views Panel – False Include Advanced Panel – False   12. Create a New Region of style table Right Click on QueryRN > New > Region Using Wizard Application Module – prajkumar.oracle.apps.fnd.custsearchdemo.server.CustSearchAM Available View Usages – CustSearchVO1   In Step2 in Region Properties set following properties Region ID – CustSearchTable Region Style – Table   In Step3 in View Attributes shuttle all the items (Column1, Column2, Column3, Column4) available in “Available View Attributes” to Selected View Attributes: In Step4 in Region Items page set style to “messageStyledText” for all items   13. Select CustSearchTable in Structure Panel and set property Width to 100%   14. Include Simple Search Panel Right Click on QueryRN > New > simpleSearchPanel Automatically region2 (header Region) and region1 (MessageComponentLayout Region) created Set Following Properties for region2 Id – SimpleSearchHeader Text -- Simple Search   15. Now right click on message Component Layout Region (SimpleSearchMappings) and create two message text input beans and set the below properties to each   Message TextInputBean1 Id – SearchColumn1 Search Allowed – True Data Type – VARCHAR2 Maximum Length – CSS Class – OraFieldText Prompt – Column1   Message TextInputBean2 Id – SearchColumn2 Search Allowed -- True Data Type – VARCHAR2 Maximum Length – 100 CSS Class – OraFieldText Prompt – Column2   16. Now Right Click on query Components and create simple Search Mappings. Then automatically SimpleSearchMappings and QueryCriteriaMap1 created   17.  Now select the QueryCriteriaMap1 and set the below properties Id – SearchColumn1Map Search Item – SearchColumn1 Result Item – Column1   18. Now again right click on simpleSearchMappings -> New -> queryCriteriaMap, and then set the below properties Id – SearchColumn2Map Search Item – SearchColumn2 Result Item – Column2   19. Congratulation you have successfully finished Auto Customization Search page. Run Your CustSearchPG page and Test Your Work            

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  • Software development is (mostly) a trade, and what to do about it

    - by Jeff
    (This is another cross-post from my personal blog. I don’t even remember when I first started to write it, but I feel like my opinion is well enough baked to share.) I've been sitting on this for a long time, particularly as my opinion has changed dramatically over the last few years. That I've encountered more crappy code than maintainable, quality code in my career as a software developer only reinforces what I'm about to say. Software development is just a trade for most, and not a huge academic endeavor. For those of you with computer science degrees readying your pitchforks and collecting your algorithm interview questions, let me explain. This is not an assault on your way of life, and if you've been around, you know I'm right about the quality problem. You also know the HR problem is very real, or we wouldn't be paying top dollar for mediocre developers and importing people from all over the world to fill the jobs we can't fill. I'm going to try and outline what I see as some of the problems, and hopefully offer my views on how to address them. The recruiting problem I think a lot of companies are doing it wrong. Over the years, I've had two kinds of interview experiences. The first, and right, kind of experience involves talking about real life achievements, followed by some variation on white boarding in pseudo-code, drafting some basic system architecture, or even sitting down at a comprooder and pecking out some basic code to tackle a real problem. I can honestly say that I've had a job offer for every interview like this, save for one, because the task was to debug something and they didn't like me asking where to look ("everyone else in the company died in a plane crash"). The other interview experience, the wrong one, involves the classic torture test designed to make the candidate feel stupid and do things they never have, and never will do in their job. First they will question you about obscure academic material you've never seen, or don't care to remember. Then they'll ask you to white board some ridiculous algorithm involving prime numbers or some kind of string manipulation no one would ever do. In fact, if you had to do something like this, you'd Google for a solution instead of waste time on a solved problem. Some will tell you that the academic gauntlet interview is useful to see how people respond to pressure, how they engage in complex logic, etc. That might be true, unless of course you have someone who brushed up on the solutions to the silly puzzles, and they're playing you. But here's the real reason why the second experience is wrong: You're evaluating for things that aren't the job. These might have been useful tactics when you had to hire people to write machine language or C++, but in a world dominated by managed code in C#, or Java, people aren't managing memory or trying to be smarter than the compilers. They're using well known design patterns and techniques to deliver software. More to the point, these puzzle gauntlets don't evaluate things that really matter. They don't get into code design, issues of loose coupling and testability, knowledge of the basics around HTTP, or anything else that relates to building supportable and maintainable software. The first situation, involving real life problems, gives you an immediate idea of how the candidate will work out. One of my favorite experiences as an interviewee was with a guy who literally brought his work from that day and asked me how to deal with his problem. I had to demonstrate how I would design a class, make sure the unit testing coverage was solid, etc. I worked at that company for two years. So stop looking for algorithm puzzle crunchers, because a guy who can crush a Fibonacci sequence might also be a guy who writes a class with 5,000 lines of untestable code. Fashion your interview process on ways to reveal a developer who can write supportable and maintainable code. I would even go so far as to let them use the Google. If they want to cut-and-paste code, pass on them, but if they're looking for context or straight class references, hire them, because they're going to be life-long learners. The contractor problem I doubt anyone has ever worked in a place where contractors weren't used. The use of contractors seems like an obvious way to control costs. You can hire someone for just as long as you need them and then let them go. You can even give them the work that no one else wants to do. In practice, most places I've worked have retained and budgeted for the contractor year-round, meaning that the $90+ per hour they're paying (of which half goes to the person) would have been better spent on a full-time person with a $100k salary and benefits. But it's not even the cost that is an issue. It's the quality of work delivered. The accountability of a contractor is totally transient. They only need to deliver for as long as you keep them around, and chances are they'll never again touch the code. There's no incentive for them to get things right, there's little incentive to understand your system or learn anything. At the risk of making an unfair generalization, craftsmanship doesn't matter to most contractors. The education problem I don't know what they teach in college CS courses. I've believed for most of my adult life that a college degree was an essential part of being successful. Of course I would hold that bias, since I did it, and have the paper to show for it in a box somewhere in the basement. My first clue that maybe this wasn't a fully qualified opinion comes from the fact that I double-majored in journalism and radio/TV, not computer science. Eventually I worked with people who skipped college entirely, many of them at Microsoft. Then I worked with people who had a masters degree who sucked at writing code, next to the high school diploma types that rock it every day. I still think there's a lot to be said for the social development of someone who has the on-campus experience, but for software developers, college might not matter. As I mentioned before, most of us are not writing compilers, and we never will. It's actually surprising to find how many people are self-taught in the art of software development, and that should reveal some interesting truths about how we learn. The first truth is that we learn largely out of necessity. There's something that we want to achieve, so we do what I call just-in-time learning to meet those goals. We acquire knowledge when we need it. So what about the gaps in our knowledge? That's where the most valuable education occurs, via our mentors. They're the people we work next to and the people who write blogs. They are critical to our professional development. They don't need to be an encyclopedia of jargon, but they understand the craft. Even at this stage of my career, I probably can't tell you what SOLID stands for, but you can bet that I practice the principles behind that acronym every day. That comes from experience, augmented by my peers. I'm hell bent on passing that experience to others. Process issues If you're a manager type and don't do much in the way of writing code these days (shame on you for not messing around at least), then your job is to isolate your tradespeople from nonsense, while bringing your business into the realm of modern software development. That doesn't mean you slap up a white board with sticky notes and start calling yourself agile, it means getting all of your stakeholders to understand that frequent delivery of quality software is the best way to deal with change and evolving expectations. It also means that you have to play technical overlord to make sure the education and quality issues are dealt with. That's why I make the crack about sticky notes, because without the right technique being practiced among your code monkeys, you're just a guy with sticky notes. You're asking your business to accept frequent and iterative delivery, now make sure that the folks writing the code can handle the same thing. This means unit testing, the right instrumentation, integration tests, automated builds and deployments... all of the stuff that makes it easy to see when change breaks stuff. The prognosis I strongly believe that education is the most important part of what we do. I'm encouraged by things like The Starter League, and it's the kind of thing I'd love to see more of. I would go as far as to say I'd love to start something like this internally at an existing company. Most of all though, I can't emphasize enough how important it is that we mentor each other and share our knowledge. If you have people on your staff who don't want to learn, fire them. Seriously, get rid of them. A few months working with someone really good, who understands the craftsmanship required to build supportable and maintainable code, will change that person forever and increase their value immeasurably.

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  • the OpenJDK group at Oracle is growing

    - by john.rose
    p.p1 {margin: 0.0px 0.0px 12.0px 0.0px; font: 12.0px Times} span.s1 {text-decoration: underline ; color: #0000ee} The OpenJDK software development team at Oracle is hiring. To get an idea of what we’re looking for, go to the Oracle recruitment portal and enter the Keywords “Java Platform Group” and the Location Keywords “Santa Clara”.  (We are a global engineering group based in Santa Clara.)  It’s pretty obvious what we are working on; just dive into a public OpenJDK repository or OpenJDK mailing list. Here is a typical job description from the current crop of requisitions: The Java Platform group is looking for an experienced, passionate and highly-motivated Software Engineer to join our world class development effort. Our team is responsible for delivering the Java Virtual Machine that is used by millions of developers. We are looking for a development engineer with a strong technical background and thorough understanding of the Java Virtual Machine, Java execution runtime, classloading, garbage collection, JIT compiler, serviceability and a desire to drive innovations. As a member of the software engineering division, you will take an active role in the definition and evolution of standard practices and procedures. You will be responsible for defining and developing software for tasks associated with the developing, designing and debugging of software applications or operating systems. Work is non-routine and very complex, involving the application of advanced technical/business skills in area of specialization. Leading contributor individually and as a team member, providing direction and mentoring to others. BS or MS degree or equivalent experience relevant to functional area. 7 years of software engineering or related experience.

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  • OUM is Flexible and Scalable

    - by user535886
    Flexible and Scalable Traditionally, projects have been focused on satisfying the contents of a requirements document or rigorously conforming to an existing set of work products. Often, especially where iterative and incremental techniques have not been employed, these requirements may be inaccurate, the previous deliverables may be flawed, or the business needs may have changed since the start of the project. Fitness for business purpose, derived from the Dynamic Systems Development Method (DSDM) framework, refers to the focus of delivering necessary functionality within a required timebox. The solution can be more rigorously engineered later, if such an approach is acceptable. Our collective experience shows that applying fit-for-purpose criteria, rather than tight adherence to requirements specifications, results in an information system that more closely meets the needs of the business. In OUM, this principle is extended to refer to the execution of the method processes themselves. Project managers and practitioners are encouraged to scale OUM to be fit-for-purpose for a given situation. It is rarely appropriate to execute every activity within OUM. OUM provides guidance for determining the core set of activities to be executed, the level of detail targeted in those activities and their associated tasks, and the frequency and type of end user deliverables. The project workplan should be developed from this core. The plan should then be scaled up, rather than tailored down, to the level of discipline appropriate to the identified risks and requirements. Even at the task level, models and work products should be completed only to the level of detail required for them to be fit-for-purpose within the current iteration or, at the project level, to suit the business needs of the enterprise and to meet the contractual obligations that govern the project. OUM provides well defined templates for many of its tasks. Use of these templates is optional as determined by the context of the project. Work products can easily be a model in a repository, a prototype, a checklist, a set of application code, or, in situations where a high degree of agility is warranted, simply the tacit knowledge contained in the brain of an analyst or practitioner. For further reading on agility, see Balancing Agility and Discipline: A guide fro the Perplexed.

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  • How should I determine my rates for writing custom software?

    - by Carson Myers
    For a custom software that will likely take a year or more to develop, how would I go about determining what to charge as a consultant? I'm having a hard time coming up with a number, and searches online are providing vastly different numbers (between $55/hr and $300/hr). I don't want to shoot too low because it's going to take me so much time (and I'm deferring my education for this project). I also don't want to shoot too high and get unpleasant looks and demand for justification. FWIW I live in Canada, and have approx. 10 years of development experience. I've read the "take your salary and divide it by 1000" rule of thumb, but the thing is I don't have a salary. Currently I'm just doing fairly small programming tasks for a friend who is starting a marketing company, pricing each task fairly arbitrarily. I don't know what I would make over the course of a year doing it, but it would be incredibly low. My responsibilities for the project would be the architecture, programming, database, server, and UX to some degree. It's going to be a public facing web service so I will also need to put a lot of effort into security and scalability. Any advice or experience?

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  • Gathering statistics for an Oracle WebCenter Content Database

    - by Nicolas Montoya
    Have you ever heard: "My Oracle WebCenter Content instance is running slow. I checked the memory and CPU usage of the application server and it has plenty of resources. What could be going wrong?An Oracle WebCenter Content instance runs on an application server and relies on a database server on the back end. If your application server tier is running fine, chances are that your database server tier may host the root of the problem. While many things could cause performance problems, on active Enterprise Content Management systems, keeping database statistics updated is extremely important.The Oracle Database have a set of built-in optimizer utilities that can help make database queries more efficient. It is strongly recommended to update or re-create the statistics about the physical characteristics of a table and the associated indexes in order to maximize the efficiency of optimizers. These physical characteristics include: Number of records Number of pages Average record length The frequency with which you need to update statistics depends on how quickly the data is changing. Typically, statistics should be updated when the number of new items since the last update is greater than ten percent of the number of items when the statistics were last updated. If a large amount of documents are being added or removed from the system, the a post step should be added to gather statistics upon completion of this massive data change. In some cases, you may need to collect statistics in the middle of the data processing to expedite its execution. These proceses include but are not limited to: data migration, bootstrapping of a new system, records management disposition processing (typically at the end of the calendar year), etc. A DOCUMENTS table with a ten million rows will often generate a very different plan than a table with just a thousand.A quick check of the statistics for the WebCenter Content (WCC) Database could be performed via the below query:SELECT OWNER, TABLE_NAME, NUM_ROWS, BLOCKS, AVG_ROW_LEN,TO_CHAR(LAST_ANALYZED, 'MM/DD/YYYY HH24:MI:SS')FROM DBA_TABLESWHERE TABLE_NAME='DOCUMENTS';OWNER                          TABLE_NAME                       NUM_ROWS------------------------------ ------------------------------ ----------    BLOCKS AVG_ROW_LEN TO_CHAR(LAST_ANALYZ---------- ----------- -------------------ATEAM_OCS                      DOCUMENTS                            4172        46          61 04/06/2012 11:17:51This output will return not only the date when the WCC table DOCUMENTS was last analyzed, but also it will return the <DATABASE SCHEMA OWNER> for this table in the form of <PREFIX>_OCS.This database username could later on be used to check on other objects owned by the WCC <DATABASE SCHEMA OWNER> as shown below:SELECT OWNER, TABLE_NAME, NUM_ROWS, BLOCKS, AVG_ROW_LEN,TO_CHAR(LAST_ANALYZED, 'MM/DD/YYYY HH24:MI:SS')FROM DBA_TABLESWHERE OWNER='ATEAM_OCS'ORDER BY NUM_ROWS ASC;...OWNER                          TABLE_NAME                       NUM_ROWS------------------------------ ------------------------------ ----------    BLOCKS AVG_ROW_LEN TO_CHAR(LAST_ANALYZ---------- ----------- -------------------ATEAM_OCS                      REVISIONS                            2051        46         141 04/09/2012 22:00:22ATEAM_OCS                      DOCUMENTS                            4172        46          61 04/06/2012 11:17:51ATEAM_OCS                      ARCHIVEHISTORY                       4908       244         218 04/06/2012 11:17:49OWNER                          TABLE_NAME                       NUM_ROWS------------------------------ ------------------------------ ----------    BLOCKS AVG_ROW_LEN TO_CHAR(LAST_ANALYZ---------- ----------- -------------------ATEAM_OCS                      DOCUMENTHISTORY                      5865       110          72 04/06/2012 11:17:50ATEAM_OCS                      SCHEDULEDJOBSHISTORY                10131       244         131 04/06/2012 11:17:54ATEAM_OCS                      SCTACCESSLOG                        10204       496         268 04/06/2012 11:17:54...The Oracle Database allows to collect statistics of many different kinds as an aid to improving performance. The DBMS_STATS package is concerned with optimizer statistics only. The database sets automatic statistics collection of this kind on by default, DBMS_STATS package is intended for only specialized cases.The following subprograms gather certain classes of optimizer statistics:GATHER_DATABASE_STATS Procedures GATHER_DICTIONARY_STATS Procedure GATHER_FIXED_OBJECTS_STATS Procedure GATHER_INDEX_STATS Procedure GATHER_SCHEMA_STATS Procedures GATHER_SYSTEM_STATS Procedure GATHER_TABLE_STATS ProcedureThe DBMS_STATS.GATHER_SCHEMA_STATS PL/SQL Procedure gathers statistics for all objects in a schema.DBMS_STATS.GATHER_SCHEMA_STATS (    ownname          VARCHAR2,    estimate_percent NUMBER   DEFAULT to_estimate_percent_type                                                 (get_param('ESTIMATE_PERCENT')),    block_sample     BOOLEAN  DEFAULT FALSE,    method_opt       VARCHAR2 DEFAULT get_param('METHOD_OPT'),   degree           NUMBER   DEFAULT to_degree_type(get_param('DEGREE')),    granularity      VARCHAR2 DEFAULT GET_PARAM('GRANULARITY'),    cascade          BOOLEAN  DEFAULT to_cascade_type(get_param('CASCADE')),    stattab          VARCHAR2 DEFAULT NULL,    statid           VARCHAR2 DEFAULT NULL,    options          VARCHAR2 DEFAULT 'GATHER',    objlist          OUT      ObjectTab,   statown          VARCHAR2 DEFAULT NULL,    no_invalidate    BOOLEAN  DEFAULT to_no_invalidate_type (                                     get_param('NO_INVALIDATE')),  force             BOOLEAN DEFAULT FALSE);There are several values for the OPTIONS parameter that we need to know about: GATHER reanalyzes the whole schema     GATHER EMPTY only analyzes tables that have no existing statistics GATHER STALE only reanalyzes tables with more than 10 percent modifications (inserts, updates,   deletes) GATHER AUTO will reanalyze objects that currently have no statistics and objects with stale statistics. Using GATHER AUTO is like combining GATHER STALE and GATHER EMPTY. Example:exec dbms_stats.gather_schema_stats( -   ownname          => '<PREFIX>_OCS', -   options          => 'GATHER AUTO' -);

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  • GLSL billboard move center of rotation

    - by Jacob Kofoed
    I have successfully set up a billboard shader that works, it can take in a quad and rotate it so it always points toward the screen. I am using this vertex-shader: void main(){ vec4 tmpPos = (MVP * bufferMatrix * vec4(0.0, 0.0, 0.0, 1.0)) + (MV * vec4( vertexPosition.x * 1.0 * bufferMatrix[0][0], vertexPosition.y * 1.0 * bufferMatrix[1][1], vertexPosition.z * 1.0 * bufferMatrix[2][2], 0.0) ); UV = UVOffset + vertexUV * UVScale; gl_Position = tmpPos; BufferMatrix is the model-matrix, it is an attribute to support Instance-drawing. The problem is best explained through pictures: This is the start position of the camera: And this is the position, looking in from 45 degree to the right: Obviously, as each character is it's own quad, the shader rotates each one around their own center towards the camera. What I in fact want is for them to rotate around a shared center, how would I do this? What I have been trying to do this far is: mat4 translation = mat4(1.0); translation = glm::translate(translation, vec3(pos)*1.f * 2.f); translation = glm::scale(translation, vec3(scale, 1.f)); translation = glm::translate(translation, vec3(anchorPoint - pos) / vec3(scale, 1.f)); Where the translation is the bufferMatrix sent to the shader. What I am trying to do is offset the center, but this might not be possible with a single matrix..? I am interested in a solution that doesn't require CPU calculations each frame, but rather set it up once and then let the shader do the billboard rotation. I realize there's many different solutions, like merging all the quads together, but I would first like to know if the approach with offsetting the center is possible. If it all seems a bit confusing, it's because I'm a little confused myself.

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  • looking for a short explanation of fuzzy logic

    - by user613326
    Well i got the idea that basics of fuzzy logic are not that hard to grasp. And i got the feeling that someone might explain it to me in like 30 minutes. Just like i understand neural networks and am able to re-create the famous Xor problem. And go just beyond it and create 3 layer networks of x nodes. I'd like to understand fuzzy till a similar usefully level, in c# language. However the problem is face, I'd like to get concept right however i see many websites who include lots of errors in their basic explaining. Like for example showing pictures and use different numbers as shown in pictures to calculate, as if lots of people just copied stuff without noticing what they write down. While others for me go to deep in their math notation) To me that's very annoying to learn from. For me there is no need to re-invent wheel; Aforge already got a fuzzy logic framework. So what i am looking for are some good examples, good examples like how the neural XOR problem is solved. Is there anyone such a instructional resource out there; do you know a web page, or YouTube where it is shortly explained, what would you recommend me ? Note this article comes close; but it just doesnt nail it for me. After that i downloaded a bunch of free PDF's but most are academic and hard to read for me (i'm not English and dont have a special math degree). (i've been looking around a lot for this, good starter material about it is hard to find).

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  • XNA 4.0 2D sidescroller variable terrain heightmap for walking/collision

    - by JiminyCricket
    I've been fooling around with moving on sloped tiles in XNA and it is semi-working but not completely satisfactory. I also have been thinking that having sets of predetermined slopes might not give me terrain that looks "organic" enough. There is also the problem of having to construct several different types of tile for each slope when they're chained together (only 45 degree tiles will chain perfectly as I understand it). I had thought of somehow scanning for connected chains of sloped tiles and treating it as a new large triangle, as I was having trouble with glitching at the edges where sloped tiles connect. But, this leads back to the problem of limiting the curvature of the terrain. So...what I'd like to do now is create a simple image or texture of the terrain of a level (or section of the level) and generate a simple heightmap (of the Y's for each X) for the terrain. The player's Y position would then just be updated based on their X position. Is there a simple way of doing this (or a better way of solving this problem)? The main problem I can see with this method is the case where there are areas above the ground that can be walked on. Maybe there is a way to just map all walkable ground areas? I've been looking at this helpful bit of code: http://thirdpartyninjas.com/blog/2010/07/28/sloped-platform-collision/ but need a way to generate the actual points/vectors.

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  • Inspiring the method of teaching. Example- C++ :)

    - by Ashwin
    A year ago I graduated with a degree in Computer Science and Engineering. Considering C++ as the first choice of programming language I have been in the process of learning C++ in many ways. At first - five years back - I had many conceptions, most of which were so abstract to me. It started when I knew almost everything about Structs in C and nothing about Classes in C++. I went through a great time experimenting them all and learning a lot. I had a hard time evaluating Procedural programming vs Object-Oriented Programming. Deciding when to choose Procedural or Object-Oriented Programming took a great deal of patience for me. I knew that I cannot underestimate any of these Programming styles... Though Procedural programming is often a better choice than simple sequential unstructured programming, when solving problems with procedural programming, we usually divide one problem into several steps in order regarded as functions. Then we call these functions one by one to get the result of the problem. When solving problems with Object Oriented Priciples we divide one problem into several classes and form the interaction between them. Evaluating these two at the beginning (as a learner) required a lot of inspiration and thoughts. Instructing to think step by step. Relative concepts to understand deeply. Intensive interests to contrast both solving in both POP and OOP. If you were ever a mentor: What ideas/methods would you teach to students in which it will Inspire them to learn a programming language (in general, computer sciences)?

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  • Thinking skills to be a good programmer

    - by Paul
    I have been programming for last 15 years with non-CS degree. Main reason I got into programming was that I liked to learn new things and apply them to my work. And I was able to find and fix programming errors and their causes faster than others. But I never find myself a a guru or an expert, maybe due to my non-CS major. And when I saw great programmers, I observed they are very good, much better than me of course, at solving problems. One skill I found good in my mid-career is thinking of requirements and tasks in a reverse order and in abstract. In that way, I can see what is really required for me to do without detail and can quickly find parts of solution that already exist. So I wonder if there are other thinking skills to be a good programmer. I've followed Q&As below and actually read some of books recommended there. But I couldn't really pickup good methods directly applicable for my programming work. What non-programming books should a programmer read to help develop programming/thinking skills? Skills and habits to develop to be good at programming (I'm a newbie)

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