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  • Folder permissions, red x on user object

    - by Matt Bear
    This question was asked before but was no answer. On shared folders on the file server, for the domain user name object under the security tab, the icon has a red x. There are no symptoms, the users have full access, there is just a red x on the icon for their name. Why is this? For clarification, logged into the windows 2008 r2 file server, browse to a users shared folder, right click on the folder, hit properties, click the security tab. The object representing the users domain name has a little red x on the lower right hand corner of the icon that looks like a single man. There are no symptoms beyond me wondering why the red x is there.

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  • The Red Gate Guide to SQL Server Team based Development Free e-book

    - by Mladen Prajdic
    After about 6 months of work, the new book I've coauthored with Grant Fritchey (Blog|Twitter), Phil Factor (Blog|Twitter) and Alex Kuznetsov (Blog|Twitter) is out. They're all smart folks I talk to online and this book is packed with good ideas backed by years of experience. The book contains a good deal of information about things you need to think of when doing any kind of multi person database development. Although it's meant for SQL Server, the principles can be applied to any database platform out there. In the book you will find information on: writing readable code, documenting code, source control and change management, deploying code between environments, unit testing, reusing code, searching and refactoring your code base. I've written chapter 5 about Database testing and chapter 11 about SQL Refactoring. In the database testing chapter (chapter 5) I cover why you should test your database, why it is a good idea to have a database access interface composed of stored procedures, views and user defined functions, what and how to test. I talk about how there are many testing methods like black and white box testing, unit and integration testing, error and stress testing and why and how you should do all those. Sometimes you have to convince management to go for testing in the development lifecycle so I give some pointers and tips how to do that. Testing databases is a bit different from testing object oriented code in a way that to have independent unit tests you need to rollback your code after each test. The chapter shows you ways to do this and also how to avoid it. At the end I show how to test various database objects and how to test access to them. In the SQL Refactoring chapter (chapter 11) I cover why refactor and where to even begin refactoring. I also who you a way to achieve a set based mindset to solve SQL problems which is crucial to good SQL set based programming and a few commonly seen problems to refactor. These problems include: using functions on columns in the where clause, SELECT * problems, long stored procedure with many input parameters, one subquery per condition in the select statement, cursors are good for anything problem, using too large data types everywhere and using your data in code for business logic anti-pattern. You can read more about it and download it here: The Red Gate Guide to SQL Server Team-based Development Hope you like it and send me feedback if you wish too.

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

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

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  • Tuning Red Gate: #1 of Many

    - by Grant Fritchey
    Everyone runs into performance issues at some point. Same thing goes for Red Gate software. Some of our internal systems were running into some serious bottlenecks. It just so happens that we have this nice little SQL Server monitoring tool. What if I were to, oh, I don't know, use the monitoring tool to identify the bottlenecks, figure out the causes and then apply a fix (where possible) and then start the whole thing all over again? Just a crazy thought. OK, I was asked to. This is my first time looking through these servers, so here's how I'd go about using SQL Monitor to get a quick health check, sort of like checking the vitals on a patient. First time opening up our internal SQL Monitor instance and I was greeted with this: Oh my. Maybe I need to get our internal guys to read my blog. Anyway, I know that there are two servers where most of the load is. I'll drill down on the first. I'm selecting the server, not the instance, by clicking on the server name. That opens up the Global Overview page for the server. The information here much more applicable to the "oh my gosh, I have a problem now" type of monitoring. But, looking at this, I am seeing something immediately. There are four(4) drives on the system. The C:\ has an average read time of 16.9ms, more than double the others. Is that a problem? Not sure, but it's something I'll look at. It's write time is higher too. I'll keep drilling down, first, to the unclosed alerts on the server. Now things get interesting. SQL Monitor has a number of different types of alerts, some related to error states, others to service status, and then some related to performance. Guess what I'm seeing a bunch of right here: Long running queries and long job durations. If you check the dates, they're all recent, within the last 24 hours. If they had just been old, uncleared alerts, I wouldn't be that concerned. But with all these, all performance related, and all in the last 24 hours, yeah, I'm concerned. At this point, I could just start responding to the Alerts. If I click on one of the the Long-running query alerts, I'll get all kinds of cool data that can help me determine why the query ran long. But, I'm not in a reactive mode here yet. I'm still gathering data, trying to understand how the server works. I have the information that we're generating a lot of performance alerts, let's sock that away for the moment. Instead, I'm going to back up and look at the Global Overview for the SQL Instance. It shows all the databases on the server and their status. Then it shows a number of basic metrics about the SQL Server instance, again for that "what's happening now" view or things. Then, down at the bottom, there is the Top 10 expensive queries list: This is great stuff. And no, not because I can see the top queries for the last 5 minutes, but because I can adjust that out 3 days. Now I can see where some serious pain is occurring over the last few days. Databases have been blocked out to protect the guilty. That's it for the moment. I have enough knowledge of what's going on in the system that I can start to try to figure out why the system is running slowly. But, I want to look a little more at some historical data, to understand better how this server is behaving. More next time.

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  • Inside Red Gate - Exercising Externally

    - by simonc
    Over the next few weeks, we'll be performing experiments on SmartAssembly to confirm or refute various hypotheses we have about how people use the product, what is stopping them from using it to its full extent, and what we can change to make it more useful and easier to use. Some of these experiments can be done within the team, some within Red Gate, and some need to be done on external users. External testing Some external testing can be done by standard usability tests and surveys, however, there are some hypotheses that can only be tested by building a version of SmartAssembly with some things in the UI or implementation changed. We'll then be able to look at how the experimental build is used compared to the 'mainline' build, which forms our baseline or control group, and use this data to confirm or refute the relevant hypotheses. However, there are several issues we need to consider before running experiments using separate builds: Ideally, the user wouldn't know they're running an experimental SmartAssembly. We don't want users to use the experimental build like it's an experimental build, we want them to use it like it's the real mainline build. Only then will we get valid, useful, and informative data concerning our hypotheses. There's no point running the experiments if we can't find out what happens after the download. To confirm or refute some of our hypotheses, we need to find out how the tool is used once it is installed. Fortunately, we've applied feature usage reporting to the SmartAssembly codebase itself to provide us with that information. Of course, this then makes the experimental data conditional on the user agreeing to send that data back to us in the first place. Unfortunately, even though this does limit the amount of useful data we'll be getting back, and possibly skew the data, there's not much we can do about this; we don't collect feature usage data without the user's consent. Looks like we'll simply have to live with this. What if the user tries to buy the experiment? This is something that isn't really covered by the Lean Startup book; how do you support users who give you money for an experiment? If the experiment is a new feature, and the user buys a license for SmartAssembly based on that feature, then what do we do if we later decide to pivot & scrap that feature? We've either got to spend time and money bringing that feature up to production quality and into the mainline anyway, or we've got disgruntled customers. Either way is bad. Again, there's not really any good solution to this. Similarly, what if we've removed some features for an experiment and a potential new user downloads the experimental build? (As I said above, there's no indication the build is an experimental build, as we want to see what users really do with it). The crucial feature they need is missing, causing a bad trial experience, a lost potential customer, and a lost chance to help the customer with their problem. Again, this is something not really covered by the Lean Startup book, and something that doesn't have a good solution. So, some tricky issues there, not all of them with nice easy answers. Turns out the practicalities of running Lean Startup experiments are more complicated than they first seem! Cross posted from Simple Talk.

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  • Normal maps red in OpenGL?

    - by KaiserJohaan
    I am using Assimp to import 3d models, and FreeImage to parse textures. The problem I am having is that the normal maps are actually red rather than blue when I try to render them as normal diffuse textures. http://i42.tinypic.com/289ing3.png When I open the images in a image-viewing program they do indeed show up as blue. Heres when I create the texture; OpenGLTexture::OpenGLTexture(const std::vector<uint8_t>& textureData, uint32_t textureWidth, uint32_t textureHeight, TextureType textureType, Logger& logger) : mLogger(logger), mTextureID(gNextTextureID++), mTextureType(textureType) { glGenTextures(1, &mTexture); CHECK_GL_ERROR(mLogger); glBindTexture(GL_TEXTURE_2D, mTexture); CHECK_GL_ERROR(mLogger); glTexImage2D(GL_TEXTURE_2D, 0, GL_RGBA, textureWidth, textureHeight, 0, glTextureFormat, GL_UNSIGNED_BYTE, &textureData[0]); CHECK_GL_ERROR(mLogger); glGenerateMipmap(GL_TEXTURE_2D); CHECK_GL_ERROR(mLogger); glBindTexture(GL_TEXTURE_2D, 0); CHECK_GL_ERROR(mLogger); } Here is my fragment shader. You can see I just commented out the normal-map parsing and treated the normal map texture as the diffuse texture to display it and illustrate the problem. As for the rest of the code it interacts as expected with the diffuse textures so I dont see a obvious problem there. "#version 330 \n \ \n \ layout(std140) uniform; \n \ \n \ const int MAX_LIGHTS = 8; \n \ \n \ struct Light \n \ { \n \ vec4 mLightColor; \n \ vec4 mLightPosition; \n \ vec4 mLightDirection; \n \ \n \ int mLightType; \n \ float mLightIntensity; \n \ float mLightRadius; \n \ float mMaxDistance; \n \ }; \n \ \n \ uniform UnifLighting \n \ { \n \ vec4 mGamma; \n \ vec3 mViewDirection; \n \ int mNumLights; \n \ \n \ Light mLights[MAX_LIGHTS]; \n \ } Lighting; \n \ \n \ uniform UnifMaterial \n \ { \n \ vec4 mDiffuseColor; \n \ vec4 mAmbientColor; \n \ vec4 mSpecularColor; \n \ vec4 mEmissiveColor; \n \ \n \ bool mHasDiffuseTexture; \n \ bool mHasNormalTexture; \n \ bool mLightingEnabled; \n \ float mSpecularShininess; \n \ } Material; \n \ \n \ uniform sampler2D unifDiffuseTexture; \n \ uniform sampler2D unifNormalTexture; \n \ \n \ in vec3 frag_position; \n \ in vec3 frag_normal; \n \ in vec2 frag_texcoord; \n \ in vec3 frag_tangent; \n \ in vec3 frag_bitangent; \n \ \n \ out vec4 finalColor; " " \n \ \n \ void CalcGaussianSpecular(in vec3 dirToLight, in vec3 normal, out float gaussianTerm) \n \ { \n \ vec3 viewDirection = normalize(Lighting.mViewDirection); \n \ vec3 halfAngle = normalize(dirToLight + viewDirection); \n \ \n \ float angleNormalHalf = acos(dot(halfAngle, normalize(normal))); \n \ float exponent = angleNormalHalf / Material.mSpecularShininess; \n \ exponent = -(exponent * exponent); \n \ \n \ gaussianTerm = exp(exponent); \n \ } \n \ \n \ vec4 CalculateLighting(in Light light, in vec4 diffuseTexture, in vec3 normal) \n \ { \n \ if (light.mLightType == 1) // point light \n \ { \n \ vec3 positionDiff = light.mLightPosition.xyz - frag_position; \n \ float dist = max(length(positionDiff) - light.mLightRadius, 0); \n \ \n \ float attenuation = 1 / ((dist/light.mLightRadius + 1) * (dist/light.mLightRadius + 1)); \n \ attenuation = max((attenuation - light.mMaxDistance) / (1 - light.mMaxDistance), 0); \n \ \n \ vec3 dirToLight = normalize(positionDiff); \n \ float angleNormal = clamp(dot(normalize(normal), dirToLight), 0, 1); \n \ \n \ float gaussianTerm = 0.0; \n \ if (angleNormal > 0.0) \n \ CalcGaussianSpecular(dirToLight, normal, gaussianTerm); \n \ \n \ return diffuseTexture * (attenuation * angleNormal * Material.mDiffuseColor * light.mLightIntensity * light.mLightColor) + \n \ (attenuation * gaussianTerm * Material.mSpecularColor * light.mLightIntensity * light.mLightColor); \n \ } \n \ else if (light.mLightType == 2) // directional light \n \ { \n \ vec3 dirToLight = normalize(light.mLightDirection.xyz); \n \ float angleNormal = clamp(dot(normalize(normal), dirToLight), 0, 1); \n \ \n \ float gaussianTerm = 0.0; \n \ if (angleNormal > 0.0) \n \ CalcGaussianSpecular(dirToLight, normal, gaussianTerm); \n \ \n \ return diffuseTexture * (angleNormal * Material.mDiffuseColor * light.mLightIntensity * light.mLightColor) + \n \ (gaussianTerm * Material.mSpecularColor * light.mLightIntensity * light.mLightColor); \n \ } \n \ else if (light.mLightType == 4) // ambient light \n \ return diffuseTexture * Material.mAmbientColor * light.mLightIntensity * light.mLightColor; \n \ else \n \ return vec4(0.0); \n \ } \n \ \n \ void main() \n \ { \n \ vec4 diffuseTexture = vec4(1.0); \n \ if (Material.mHasDiffuseTexture) \n \ diffuseTexture = texture(unifDiffuseTexture, frag_texcoord); \n \ \n \ vec3 normal = frag_normal; \n \ if (Material.mHasNormalTexture) \n \ { \n \ diffuseTexture = vec4(normalize(texture(unifNormalTexture, frag_texcoord).xyz * 2.0 - 1.0), 1.0); \n \ // vec3 normalTangentSpace = normalize(texture(unifNormalTexture, frag_texcoord).xyz * 2.0 - 1.0); \n \ //mat3 tangentToWorldSpace = mat3(normalize(frag_tangent), normalize(frag_bitangent), normalize(frag_normal)); \n \ \n \ // normal = tangentToWorldSpace * normalTangentSpace; \n \ } \n \ \n \ if (Material.mLightingEnabled) \n \ { \n \ vec4 accumLighting = vec4(0.0); \n \ \n \ for (int lightIndex = 0; lightIndex < Lighting.mNumLights; lightIndex++) \n \ accumLighting += Material.mEmissiveColor * diffuseTexture + \n \ CalculateLighting(Lighting.mLights[lightIndex], diffuseTexture, normal); \n \ \n \ finalColor = pow(accumLighting, Lighting.mGamma); \n \ } \n \ else { \n \ finalColor = pow(diffuseTexture, Lighting.mGamma); \n \ } \n \ } \n"; Why is this? does normal-map textures need some sort of special treatment in opengl?

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  • Tinting iPhone application screen red

    - by btschumy
    I'm trying to place a red tint on all the screens of my iPhone application. I've experimented on a bitmap and found I get the effect I want by compositing a dark red color onto the screen image using Multiply (kCGBlendModeMultiply). So the question is how to efficiently do this in real time on the iPhone? One dumb way might be to grab a bitmap of the current screen, composite into the bitmap and then write the composited bitmap back to the screen. This seems like it would almost certainly be too slow. In addition, I need some way of knowing when part of the screen has been redrawn so I can update the tinting. I can almost get the effect I want by putting a red, translucent, fullscreen UIView above everything. That tints everything red within further intervention on my part, but the effect is much "muddier" than results from the composite. So do any wizards out there know of some mechanism I can use to automatically composite the red over the app in similar fashion to what the translucent red UIView does?

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  • yum not working on EC2 Red Hat instance: Cannot retrieve repository metadata

    - by adev3
    For some reason yum has stopped working in my Amazon EC2 instance, located in the EU West sector. There seems to be something wrong with the path of the repo metadata, is this correct? I would be very grateful for any help, as my experience in this field is somewhat limited. Thank you very much. cat /etc/redhat-release: Red Hat Enterprise Linux Server release 6.2 (Santiago) yum repolist: Loaded plugins: amazon-id, rhui-lb, security https://rhui2-cds01.eu-west-1.aws.ce.redhat.com/pulp/repos//rhui-client-config/rhel/server/6/x86_64/os/repodata/repomd.xml: [Errno 14] PYCURL ERROR 22 - "The requested URL returned error: 401" Trying other mirror. https://rhui2-cds02.eu-west-1.aws.ce.redhat.com/pulp/repos//rhui-client-config/rhel/server/6/x86_64/os/repodata/repomd.xml: [Errno 14] PYCURL ERROR 22 - "The requested URL returned error: 401" Trying other mirror. repo id repo name status rhui-eu-west-1-client-config-server-6 Red Hat Update Infrastructure 2.0 Client Configuration Server 6 0 rhui-eu-west-1-rhel-server-releases Red Hat Enterprise Linux Server 6 (RPMs) 0 rhui-eu-west-1-rhel-server-releases-optional Red Hat Enterprise Linux Server 6 Optional (RPMs) 0 repolist: 0 yum update: (I needed to remove the base URLs below because of ServerFault's restrictions for new users) Loaded plugins: amazon-id, rhui-lb, security [same as base url 1 above]/pulp/repos//rhui-client-config/rhel/server/6/x86_64/os/repodata/repomd.xml: [Errno 14] PYCURL ERROR 22 - "The requested URL returned error: 401" Trying other mirror. [same as base url 2 above]/pulp/repos//rhui-client-config/rhel/server/6/x86_64/os/repodata/repomd.xml: [Errno 14] PYCURL ERROR 22 - "The requested URL returned error: 401" Trying other mirror. Error: Cannot retrieve repository metadata (repomd.xml) for repository: rhui-eu-west-1-client-config-server-6. Please verify its path and try again

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  • How SQL Server 2014 impacts Red Gate’s SQL Compare

    - by Michelle Taylor
    SQL Compare 10.7 successfully connects to SQL Server 2014, but it doesn’t yet cover the SQL Server 2014 features which would require us to make major changes to SQL Compare to support. In this post I’m going to talk about the SQL Server 2014 features we’ve already begun supporting, and which ones we’re working on for the next release of SQL Compare (v11). From SQL Compare’s perspective, the new memory-optimized table functionality (some might know it as ‘Hekaton’) has been the most important change. It can’t be described as its own object type, but the new functionality is split across two existing object types (three if you count indexes), as it also comes with native stored procedures and inline indexes. Along with connectivity support, the SQL Compare team has already implemented the first part of the puzzle – inline specification of indexes. These are essential for memory-optimized tables because it’s not possible to alter the memory optimized table’s structure, and so indexes can’t be added after the fact without dropping the table. Books Online  shows this in more detail in the table_index and column_index clauses of http://msdn.microsoft.com/en-us/library/ms174979(v=sql.120).aspx. SQL Compare 10.7 currently supports reading the new inline index specification from script folders and source control repositories, and will write out inline indexes where it’s necessary to do so (i.e. in UDDTs or when attempting to write projects compatible with the SSDT database project format). However, memory-optimized tables themselves are not yet supported in 10.7. The team is actively working on making them available in the v11 release with full support later in the year, and in a beta version before that. Fortunately, SQL Compare already has some ways of handling tables that have to be dropped and created rather than altered, which are being adapted to handle this new kind of table. Because it’s one of the largest new database engine features, there’s an equally large Books Online section on memory-optimized tables, but for us the most important parts of the documentation are the normal table features that are changed or unsupported and the new syntax found in the T-SQL reference pages. We are treating SQL Compare’s support of Natively Compiled Stored Procedures as a separate unit of work, which will be available in a subsequent beta and also feed into the v11 release. This new type of stored procedure is designed to work with memory-optimized tables to maintain the performance improvements gained by them – but you can still also access memory-optimized tables from normal stored procedures and ad-hoc queries. To us, they’re essentially a limited-syntax stored procedure with a few extra options in the create statement, embodied in the updated CREATE PROCEDURE documentation and with the detailed limitations. They should be easier to handle than memory-optimized tables simply because the handling of stored procedures is less sensitive to dropping the object than the handling of tables. However, both share an incompatibility with DDL triggers and Event Notifications which mean we’ll need to temporarily disable these during the specific deployment operations that involve them – don’t worry, we’ll supply a warning if this is the case so that you can check your auditing arrangements can handle the situation. There are also a handful of other improvements in SQL Server 2014 which affect SQL Compare and SQL Data Compare that are not connected to memory optimized tables. The largest of these are the improvements to columnstore indexes, with the capability to create clustered columnstore indexes and update columnstore tables through them – for more detail, take a look at the new syntax reference. There’s also a new index option for better compression of columnstores (COLUMNSTORE_ARCHIVE) and a new statistics option for incremental per-partition statistics, plus the 90 compatibility level is being retired. We’re planning to finish up these small clean-up features last, and be ready to release SQL Compare 11 with full SQL 2014 support early in Q3 this year. For a more thorough overview of what’s new in SQL Server 2014, Books Online’s What’s New section is a good place to start (although almost all the changes in this version are in the Database Engine).

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  • SQL Server Intellisense VS. Red Gate SQL Prompt

    Fabiano Amorim is hooked on today's Integrated Development Environments with built-in Intellisense, so he looked forward keenly to SQL Server 2008's native intellisense. He was disappointed at how it turned out, so turned instead to SQL Prompt. Fabiano explains why he prefers to SQL Prompt, why he reckons it fits in with the way that database developers work, and goes on to describe some of the features he'd like to see in it.

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  • SQL Server Intellisense VS. Red Gate SQL Prompt

    Fabiano Amorim is hooked on today's Integrated Development Environments with built-in Intellisense, so he looked forward keenly to SQL Server 2008's native intellisense. He was disappointed at how it turned out, so turned instead to SQL Prompt. Fabiano explains why he prefers to SQL Prompt, why he reckons it fits in with the way that database developers work, and goes on to describe some of the features he'd like to see in it SQL Server monitoring made easy "Keeping an eye on our many SQL Server instances is much easier with SQL Response." Mike Lile.Download a free trial of SQL Response now.

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  • Red Gate's on the road in 2012 - Will you catch us?

    - by RedAndTheCommunity
    Annabel Bradford, our Communities and Events Manager, tells all about her experience of our 1st SQL Saturday of the year. The first stop this year was SQL Saturday #104 Colorado Springs, back in early January. I made the trip across from the UK just for this SQL Saturday event, and I'm so glad I did. I picked up Max from Red Gate's Pasadena office and we flew into Colorado Springs airport late on Friday evening to be greeted by freezing temperatures, which was quite a shock after the California sunshine. Rising before the sun, we arrived at Mr Biggs, the venue for the event, in the darkness. It was great to see so many smiling attendees so bright and early on a Saturday morning. Everyone was eager to learn more about SQL Server, and hundreds of people came and chatted with us at the table, saw demos and learnt more about Red Gate tools. The event highlights for the attendees were definitely the unlimited lazer quest, bowling and pool available during the break times. For Max, Grant Fritchey and I on the Red Gate table, the highlights have to be meeting customers and getting the opportunity to meet attendees who'd heard of, but wanted to know more about, Red Gate. We were delighted to hear lots of valuable feedback that we took back to share with the team. As a thank you for sharing insights about their work lives and how they use SQL Server and Red Gate tools, attendees are able to take away Red Gate SQL Server books. We aim to have a range of titles available when we exhibit, so that attendees can choose a book that's going to be most interesting to them, and that they can use as a reference back at the office. Every time I meet a Red Gate user or a member of the SQL community, I'm always overwhelmed by the enthusiasm they have for their industry. Everyone who gives up their time to learn more about their job should be rewarded, and at Red Gate we like to do just that. Red Gate has long supported the SQL community through sponsorship to facilitate user group meetings and community events, but it's only though face-to-face contact that we really get a chance to see the impact of our support. I hope we'll have the chance to see you on the road at some point this year. We'll be at a range of events, including free SQL Saturdays, one day free events 'the Red Gate way', two-day Rallys, and full-week conferences. Next stop is SQL Saturday #109 Silicon Valley on March 3rd where you'll meet Jeff and Arneh, two of our US-based SQL team members. Be sure to ask them any questions you've got about the Red Gate tools, as these guys will be delighted to hear your questions, show you the options, and will make a note of your feedback to send through to the development team. Until the next time. Happy learning! Annabel                         Grant, Max and Annabel at SQL Saturday #104 Colorado Springs

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  • Streamlining granular recovery for SharePoint, with Red Gate and Metalogix

    We have recently found an elegant way to reduce the time, and disk space required for SharePoint administrators who need to perform granular recovery operations out of their SQL Server backup files. I used to get customer calls that would go something like this: Join SQL Backup’s 35,000+ customers to compress and strengthen your backups "SQL Backup will be a REAL boost to any DBA lucky enough to use it." Jonathan Allen. Download a free trial now.

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