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Articles indexed in August 2014

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• Using the Java SE 8 Date Time API with JPA 2.1

  - by reza_rahman

  Most of you are hopefully aware of the new Date Time API included in Java SE 8. If you are not, you should check them out right now using the Java Tutorial Trail dedicated to the topic. It is a significantly leap forward in processing temporal data in Java. For those who already use Joda-Time the changes will look very familiar - very simplistically speaking the Java SE 8 feature is basically Joda-Time standardized. Quite naturally you will likely want to use the new Date Time APIs in your JPA domain model to better represent temporal data. The problem is that JPA 2.1 will not support the new API out of the box. So what are you to do? Fortunately you can make use of fairly simple JPA 2.1 Type Converters to use the Date Time API in your JPA domain classes. Steven Gertiser shows you how to do it in an extremely well written blog entry. Besides explaining the problem and the solution the entry is actually very good for getting a better understanding of JPA 2.1 Type Converters as well. I think such a set of converters may be a good fit for Apache DeltaSpike as a Java EE 7 extension? In case you are wondering about Java SE 8 support in the JPA specification itself, Nick Williams has already entered an excellent, well researched JIRA entry asking for such support in a future version of the JPA specification that's well worth looking at. Another possibility of course is for JPA providers to start supporting the Date Time API natively before anything is formalized in the specification. What do you think?

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• How to set a Static Route on a Storage Node

  - by csoto

  To set up a host route to an IP address, here are the procedures for BUI and CLI. You need to know the destination, mask, interface and network. Note that, in this case, the values are just examples. CLI - Log into CLI and run the commands below: configuration net routing create set family=IPv4 set destination=203.246.186.80 set mask=32 set gateway=192.168.100.230 set interface=igb0 commit BUI - Log in to the web ui of the ZFSSA NAS head - Click Configuration - Network - Routing - (+) - In the popup window that will be displayed, enter the values accordingly on the popup window shown on the screenshot below: Any of the two above procedures should get your desired route in place.

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• Asciidoctor / NetBeans

  - by Geertjan

  With Jason Lee's NetBake plugin (https://bitbucket.org/jdlee/netbake), when you've installed JRuby and then the Asciidoctor gem, you're good to go to use Asciidoctor with NetBeans IDE. New Asciidoc files can be created, which have a Source view... ...and a Visual view. The current content of the text editor is parsed by the Asciidoctor gem and the resulting HTML is displayed in a JEditorPane: Awestruct support is also part of the NetBake plugin, with a new project type and other related features. An Options window is included for configuring the plugin: I've been in touch with Jason and we're discussing separating the Asciidoctor parts from the Awestruct parts and then putting them seperately as plugins on the NetBeans Plugin Portal.

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

  - by HCM-Oracle

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

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• IoT: Wearables!

  - by Tori Wieldt

  Wearables are a subset of the Internet of Things that has gained a lot of attention. Wearables can monitor your infant's heartrate, open your front door, or warn you when someone's trying to hack your enterprise network. From Devoxx UK to Oracle OpenWorld to Devoxx4kids, everyone seems to be doing something with wearables.  In this video, John McLear introduces the NFC Ring. It can be used to unlock doors, mobile phones, transfer information and link people. The software for developers is open source, so get coding! If you are coming to JavaOne or Oracle OpenWorld, join us for Dress Code 2.0, a wearables meetup. Put on your best wearables gear and come hang out with the Oracle Applications User Experience team and friends at the OTN Lounge. We'll discuss the finer points of use cases, APIs, integrations, UX design, and fashion and style considerations for wearable tech development. There will be gifts for attendees sporting wearable tech, while supplies last. What: Dress Code 2.0: A Wearables Meetup When: Tuesday, 30-September-2014, 4-6 PM Where: OTN Lounge at Oracle OpenWorld IoT - Wearable Resources The IoT Community on Java.net Wearables in the World of Enterprise Applications? Yep. The Paradox of Wearable Technologies Conference: Wearable Sensors and Electronics (Santa Clara, USA) Devoxx4Kids Workshop for Youth: Wearable tech! (Mountain View, USA)

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• In Technology, Ignorance is NOT Bliss

  - by Tanu Sood

  Author: Debra Lilley, ACE Director, UK Proof I’m not technical -  I’ve just finished a Latin America tour with OTN and a funny thing happened that I want to share with you; because it is quite a good analogy for how many of us use technology today and you know how I love analogies. In Costa Rica we had a really long journey up through the mountains to where our conference was to be. The road was windy and narrow and once it got dark there was no scenery to see, boredom set in. At one stage I looked at my watch to see the time, but in the dark I couldn’t make it out, so I thought I would be clever and use the torch in my smartphone! Even though as soon as I switched on the phone it showed the time, I ignored it and used the torch to read my watch. That’s us when we pay maintenance on software, ask for enhancements, and either chose not to upgrade or as I have seen so many times, upgrade but don’t use the new features. I know there are always other factors not least the upgrade costs themselves but in the later releases of all the Oracle family of applications Oracle have done a lot to make the interoperability of them with Oracle Fusion Middleware more successful and in many cases for the first time. My heritage is Oracle E Business Suite (EBS) and the availability of Oracle Weblogic for EBS is fantastic for an Oracle powered organisation that can move away from supporting multiple flavours of application server. The same release made available  - the no downtime patching that Oracle Database 11g introduced with Edition Based Redefinition. I am not saying you must use these features but you must be aware of what each release of your application brings and make a business based decision as to whether it is for you or not. I like to have a simple spreadsheet of features with no-value, nice-to-have, must-have ratings, but make the spreadsheet cumulative so that when you do upgrade you have all the features listed you previously didn’t take up. That way you can avoid the ‘using your phone to read your watch’ scenario. About the Author: Debra Lilley, Fusion Champion, UKOUG Board Member, Fusion User Experience Advocate and ACE Director. Lilley has 18 years experience with Oracle Applications, with E Business Suite since 9.4.1, moving to Business Intelligence Team Lead and Oracle Alliance Director. She has spoken at over 100 conferences worldwide and posts at debrasoraclethoughts  

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• How to bring an application from Sublime Text to a web IDE for sharing?

  - by Kyle Pennell

  I generally work on my projects locally in Sublime Text but sometimes need to share them with others using things like Jsfiddle, codepen, or plunker. This is usually so I can get unstuck. Is there an easier way to share code that doesn't involve purely copy pasting and the hassle of getting all the dependencies right in a new environment? It's taking me hours to get some of my angular apps working in plunker and I'm wondering if there's a better way.

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• What is considered to be a "modification" of sources under the BSD license?

  - by Den

  I have a question about the 3-clause BSD license based on it's Wiki description. It states: Redistribution and use in source and binary forms, with or without modification, are permitted provided that the following conditions are met: ... What is understood by "modification"? Specifically I am interested whether any/all of the following is considered as such modification: 1) reading the original sources and then re-implementing; 2) reading the original sources, waiting for a year and then re-implementing something based on whatever you could remember; 3) direct and very significant "complete" refactoring of the original sources.

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• How do I start my career on a 3-year-old degree [on hold]

  - by Gabriel Burns

  I received my bachelor's degree in Com S (second major in math) in December 2011. I didn't have the best GPA (I was excellent at programming projects and had a deep understanding of CS concepts, but school is generally not the best format for displaying my strengths), and my only internship was with a now-defunct startup. After graduation I applied for several jobs, had a fair number of interviews, but never got hired. After a while, I got somewhat discouraged, and though I still said I was looking, and occasionally applied for something, my pace slowed down considerably. I remain convinced that software development is the right path for me, and that I could make a real contribution to someones work force, but I'm at a loss as to how I can convince anyone of this. My major problems are as follows. Lack of professional experience-- a problem for every entry-level programmer, I suppose, but everyone seems to want someone with a couple of years under their belt. Rustiness-- I've not really done any programming in about a year, and since school all I've really done is various programming competitions and puzzles. (codechef, hackerrank, etc.) I need a way to sharpen my skills. Long term unemployment-- while I had a basic fast-food job after I graduated, I've been truly unemployed for about a year now. Furthermore, no one has ever hired me as a programmer, and any potential employer is liable to wonder why. Old References-- my references are all college professors and one supervisor from my internship, none of whom I've had any contact with since I graduated. Confidence-- I have no doubt that I could be a good professional programmer, and make just about any employer glad that they hired me, but I'm aware of my red flags as a candidate, and have a hard time heading confidently into an interview. How can I overcome these problems and keep my career from being over before it starts?

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• Moving from VB.NET to C#

  - by w0051977

  I have worked with the VB.NET programming language for the last five years. I want to move to C# as I believe skills are more valued plus it is more similar to other object oriented languages like Java. I was offered a job today working primarily with C#. I explained at the interview that I am a VB.NET Developer and I did the test in VB.NET (though they would of preferred C#). If I decide to accept the position then I will be starting at at the top end of the salary bracket (only very slightly more than I earn now). I will have to help more junior staff in the future who probably have more experience using C# than I do (1-2 years). I used Java and C++ at university. I want to move towards C# in the future as I believe C# skills are more valued based on job advertisements I have seen recently. Has anyone else done this and did it work? i.e. move to a new organisation as a C# Developer at quite a senior level with experience primarily using VB.NET.

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• How to future-proof my touch-enabled web application?

  - by Rice Flour Cookies

  I recently went out and purchased a touch-screen monitor with the intention of learning how to program touch-enabled web applications. I had reviewed the MDN documentation about touch events, as well as the W3C specification. To get started, I wrote a very short test page with two event handlers: one for the mousedown event and one for the touchstart event. I fired up the web page in IE and touched the document and found that only the mousedown event fired. I saw the same behavior with Firefox, only to find out later that Firefox can be set to enable the touchstart event using about:config. When touch events are enabled, the touchstart event fires, but not mousedown. Chrome was even stranger: it fired both events when I touched the document: touchstart and mousedown, in that order. Only on my Android phone does it appear to be the case that only the touchstart event fires when I touch the document. I did a a Google search and ended up on two interesting pages. First, I found the page on CanIUse for touch events: http://caniuse.com/#feat=touch Can I Use clearly indicates that IE does not support touch events as of this writing, and Firefox only supports touch events if they are manually enabled. Furthermore, all four browsers I mentioned treat the touch in a completely different way. It boils down to this: IE: simulated mouse click Firefox with touch disabled: simulated mouse click Firefox with touch enabled: touch event Chrome: touch event and simulated mouse click Android: touch event What is more frustrating is that Google also found a Microsoft page called RethinkIE. RethinkIE brags about touch support in IE; as a matter of fact, one of their slogans is "Touch the Web". It links to a number of touch-based application. I followed some of these links, and as best I can tell, it's just like CanIUse described; no proper touch support; just simulated mouse clicks. The MDN (https://developer.mozilla.org/en-US/docs/Web/API/Touch) and W3C (http://www.w3.org/TR/touch-events/) documentation describe a far richer interface; an interface that doesn't just simulate mouse clicks, but keeps track of multiple touches at once, the contact area, rotation, and force of each touch, and unique identifiers for each touch so that they can be tracked individually. I don't see how simulated mouse clicks can ever touch the above described functionality, which, once again, is part of the W3C specification, although it is listed as "non-normative", meaning that a browser can claim to be standards-compliant without implementing it. (Why bother making it part of the standard, then?) What motivated my research is that I've written an HTML5 application that doesn't work on Android because Android doesn't fire mouse events. I'm now afraid to try to implement touch for my application because the browsers all behave so differently. I imagine that at some time in the future, the browsers might start handling touch similarly, but how can I tell how they might be handled in the future short of writing code to handle the behavior of each individual browser? Is it possible to write code today that will work with touch-enabled browsers for years to come? If so, how?

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• How to avoid being forked into oblivion by a more powerful contributor?

  - by Den

  As recently reported here: Xamarin has forked Cocos2D-XNA, a 2D/3D game development framework, creating a cross-platform library that can be included in PCL projects. However the founder of the project that was forked says: The purpose of the MIT license is to unencumber your fair use. Not to encourage you to take software, rebrand it as your own, and then "take it in a new direction" as you say. While not illegal, it is unethical. It seems that the GitHub page of the new project doesn't even indicate that it's a fork in a typical GitHub manner, opting for an easily-removable History section instead (see bottom). So my questions are: Was Xamarin's action and the way the action was done ethical or not? Is it possible to avoid such a situation if you are a single developer or a small unfunded group of developers? I am hoping this could be either a wiki question or there will be some objective answers grounded on modern OSS ethics/philosophy.

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• How to cleanly add after-the-fact commits from the same feature into git tree

  - by Dennis

  I am one of two developers on a system. I make most of the commits at this time period. My current git workflow is as such: there is master branch only (no develop/release) I make a new branch when I want to do a feature, do lots of commits, and then when I'm done, I merge that branch back into master, and usually push it to remote. ...except, I am usually not done. I often come back to alter one thing or another and every time I think it is done, but it can be 3-4 commits before I am really done and move onto something else. Problem The problem I have now is that .. my feature branch tree is merged and pushed into master and remote master, and then I realize that I am not really done with that feature, as in I have finishing touches I want to add, where finishing touches may be cosmetic only, or may be significant, but they still belong to that one feature I just worked on. What I do now Currently, when I have extra after-the-fact commits like this, I solve this problem by rolling back my merge, and re-merging my feature branch into master with my new commits, and I do that so that git tree looks clean. One clean feature branch branched out of master and merged back into it. I then push --force my changes to origin, since my origin doesn't see much traffic at the moment, so I can almost count that things will be safe, or I can even talk to other dev if I have to coordinate. But I know it is not a good way to do this in general, as it rewrites what others may have already pulled, causing potential issues. And it did happen even with my dev, where git had to do an extra weird merge when our trees diverged. Other ways to solve this which I deem to be not so great Next best way is to just make those extra commits to the master branch directly, be it fast-forward merge, or not. It doesn't make the tree look as pretty as in my current way I'm solving this, but then it's not rewriting history. Yet another way is to wait. Maybe wait 24 hours and not push things to origin. That way I can rewrite things as I see fit. The con of this approach is time wasted waiting, when people may be waiting for a fix now. Yet another way is to make a "new" feature branch every time I realize I need to fix something extra. I may end up with things like feature-branch feature-branch-html-fix, feature-branch-checkbox-fix, and so on, kind of polluting the git tree somewhat. Is there a way to manage what I am trying to do without the drawbacks I described? I'm going for clean-looking history here, but maybe I need to drop this goal, if technically it is not a possibility.

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• Version hash to solve Event Sourcing problems

  - by SystematicFrank

  The basic examples I have seen about Event Sourcing do not deal with out of order events, clock offsets in different systems and late events from system partitions. I am wondering if more polished Event Sourcing implementations rely on a version stamp of modified objects? For example, assuming that the system is rendering the entity Client with version id ABCD1234. If the user modifies the entity, the system will create an event with the modified fields AND the version id reference to which version it applies. Later the event responder would detect out of order events and merge them.

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• What is the problem git submodules are supposed to solve?

  - by Joshua Dance

  What is the problem that git submodules solve well? When should I use them? Or rather what is their use case? The only use of submodules that I have seen 'in the wild' has been when used to share code between multiple repositories. From what I have experienced, submodules do not appear to be ideally suited to this use case. You run into git update submodule woes and your history gets filled with updating submodule pointer commits. If the 'sharing code' use case is not best solved by submodules, what problems are?

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• Why does Linq to Entity Sum return null when the result set is empty?

  - by Hannele

  There are quite a few questions on Stack Overflow about the Linq to Entity / Linq to SQL Sum extension method, about how it returns null when the result set is empty: 1, 2, 3, 4, 5, 6, 7, and many more, as well as a blog post discussing the issue here. I feel it is an inconsistency in the Linq implementation. I am assuming at this point that it is not a bug, but is more or less working as designed. I understand that there are workarounds (for example, casting the field to a nullable type, so you can coalesce with ??), and I also understand that for the underlying SQL, a NULL result is expected for an empty result set. But because the result of the Sum extension for non-nullable types is also non-nullable, why does the Linq to SQL / Linq to Entity Sum behave this way?

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• Approaching SICP in Clojure instead of Scheme

  - by ironicaldiction

  I am a third year bachelor student in a software engineering program, and I brought up the idea of reading SICP to an adviser to gain a deeper and more fundamental understanding of the principles behind all this software we engineer. He suggested not to learn Scheme to complete the book (because it's not as common as modern dialects of Lisp) but to do the exercises in Clojure instead. It's an already difficult book, if I do attempt the book's exercises in the more modern Clojure, how would that work? For example, I can't find any real solutions, the syntax they teach for Scheme is different, etc.

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• Replaceable parameter syntax meaning

  - by Alexander N.

  Replaceable parameter syntax for the console object in C#. I am taking the O'Reilly C# Course 1 and it is asking for a replaceable parameter syntax and it is not very clear on what that means. Currently I used this: double trouble = 99999.0009; double bubble = 11111.0001; Console.WriteLine(trouble * bubble); Am I missing the meaning of replaceable parameter syntax? Can someone provide an example for what I am looking for? Original question for the quiz: "Create two variables, both doubles, assign them numbers greater than 10,000, and include a decimal component. Output the result of multiplying the numbers together, but use replaceable parameter syntax of the Console object, and multiply the numbers within the call to the Console.WriteLine() method."

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• Is there any practical use for the empty type in Common Lisp?

  - by Pedro Rodrigues

  The Common Lisp spec states that nil is the name of the empty type, but I've never found any situation in Common Lisp where I felt like the empty type was useful/necessary. Is it there just for completeness sake (and removing it wouldn't cause any harm to anyone)? Or is there really some practical use for the empty type in Common Lisp? If yes, then I would prefer an answer with code example. For example, in Haskell the empty type can be used when binding foreign data structures, to make sure that no one tries to create values of that type without using the data structure's foreign interface (although in this case, the type is not really empty).

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• Application use on website

  - by Palmer

  Is there a good way to run a C# application on clientside in lieu of JavaScript? I have done some front end work with JavaScript and backend C# for web developing at an old job, but I am interested in hosting a website myself soon. I have a C# application I would like to be open source, but before people care to download I'd like them to be able to use it. At its basic level it's a simple text editor, but there's much more to it in the nitty gritty. I could write it in JavaScript, but it would require me to keep documentation and up to date changes on JavaScript and C# in that case. I was thinking of creating an AJAX panel and somehow loading my winform application into a frame, but I don't know how or what words to google because I've never done it before except AJAX.

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• Naming boolean field that is a verb

  - by dnhang

  In Java, by convention getter and setter for boolean fields will be isField() and setField(). This works perfectly fine with field names that are adjectives like active, visible, closed, etc. But how do I name a field that has meaning of a verb, like haveChildren? Add _ing to the verb (havingChildren), maybe? Edit: to clarify, I don't have control of the method names (getter and setter), they are auto-generated by the IDE. So what I need is an appropriate field name so that when the IDE generate a getter for it, it make senses. For example, hasChildren is a perfect field name, but when the IDE generate the getter for the field it would be isHasChildren. How do I solve this?

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• What stops HTML5 and JS apps to perform as good as native apps?

  - by Amogh Talpallikar

  From what I understand, HTML is a mark-up language, so is the content of XAML, XIB and whatever Android uses and other native UI development frameworks. JavaScript is a programming language used along with it to handle client side scripting which will include things like event handling, client side validations and anything else C#,Java,Objective-C or C++ do in various such frameworks. There are MVC/MVVM patterns available in form frameworks like Sencha's, Angular etc. We have localStorage in form of both sqlite and key-value store as other frameworks have and you have API specification for almost everything that it missing. Whenever a native UI frameworks has to render UI , it has to parse a similar the markup and render the UI. Question break-down What stops from doing the same in HTML and JS itself ? Instead of having a web-control or browser as a layer in between why can't HTML(along with CSS) and JS be made to perform the same way ? Even if there is a layer,so does .net runtime and JVM are in other cases where C++,C are not being used. So Lets take the case of Android, like Dalvik, why Can't Chromium be another option(along with dalvik and NDK) where HTML does what android markup does and JavaScript is used to do what Java does ? So the Question is, Even if current implementations aren't as good, but theoretically is it possible to get HTML5 based applications to work as other native apps specially on mobile ?

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• Network traffic monitoring for unexperienced users

  - by Eduardo Casteluci

  I'm a really unexperienced Ubuntu user and I'm having a hard time monitoring my network traffic. I just need to know what websites each one of the devices connected to my network are accessing. I've tried to use ntop, but I couldn't work around it. Is that possible? I mean, is it possible to know that kind of data only by specifing a local IP address? How can I do that? It's a security issue that I'm facing and I need to work that "easy" monitoring out. Thanks

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• Can not print after upgrading from 12.x to 14.04

  - by user318889

  After upgrading from V12.04 to V14.04 I am not able to print. I am using an HP LaserJet 400 M451dn. The printer troubleshooter told me that there is no solution to the problem. This is the output of the advanced diagnositc output. (Due to limited space I cut the output!) Can anybody tell me what is going wrong. I am using the printer via USB ? Page 1 (Scheduler not running?): {'cups_connection_failure': False} Page 2 (Is local server publishing?): {'local_server_exporting_printers': False} Page 3 (Choose printer): {'cups_dest': , 'cups_instance': None, 'cups_queue': u'HP-LaserJet-400-color-M451dn', 'cups_queue_listed': True} Page 4 (Check printer sanity): {'cups_device_uri_scheme': u'hp', 'cups_printer_dict': {'device-uri': u'hp:/usb/HP_LaserJet_400_color_M451dn?serial=CNFF308670', 'printer-info': u'Hewlett-Packard HP LaserJet 400 color M451dn', 'printer-is-shared': True, 'printer-location': u'Pinatubo', 'printer-make-and-model': u'HP LJ 300-400 color M351-M451 Postscript (recommended)', 'printer-state': 4, 'printer-state-message': u'', 'printer-state-reasons': [u'none'], 'printer-type': 8556636, 'printer-uri-supported': u'ipp://localhost:631/printers/HP-LaserJet-400-color-M451dn'}, 'cups_printer_remote': False, 'hplip_output': (['', '\x1b[01mHP Linux Imaging and Printing System (ver. 3.14.6)\x1b[0m', '\x1b[01mDevice Information Utility ver. 5.2\x1b[0m', '', 'Copyright (c) 2001-13 Hewlett-Packard Development Company, LP', 'This software comes with ABSOLUTELY NO WARRANTY.', 'This is free software, and you are welcome to distribute it', 'under certain conditions. See COPYING file for more details.', '', '', '\x1b[01mhp:/usb/HP_LaserJet_400_color_M451dn?serial=CNFF308670\x1b[0m', '', '\x1b[01mDevice Parameters (dynamic data):\x1b[0m', '\x1b[01m Parameter Value(s) \x1b[0m', ' ---------------------------- ----------------------------------------------------------', ' back-end hp ', " cups-printers ['HP-LaserJet-400-color-M451dn'] ", ' cups-uri hp:/usb/HP_LaserJet_400_color_M451dn?serial=CNFF308670 ', ' dev-file ', ' device-state -1 ', ' device-uri hp:/usb/HP_LaserJet_400_color_M451dn?serial=CNFF308670 ', ' deviceid ', ' error-state 101 ', ' host ', ' is-hp True ', ' panel 0 ', ' panel-line1 ', ' panel-line2 ', ' port 1 ', ' serial CNFF308670 ', ' status-code 5002 ', ' status-desc ', '\x1b[01m', 'Model Parameters (static data):\x1b[0m', '\x1b[01m Parameter Value(s) \x1b[0m', ' ---------------------------- ----------------------------------------------------------', ' align-type 0 ', ' clean-type 0 ', ' color-cal-type 0 ', ' copy-type 0 ', ' embedded-server-type 0 ', ' fax-type 0 ', ' fw-download False ', ' icon hp_color_laserjet_cp2025.png ', ' io-mfp-mode 1 ', ' io-mode 1 ', ' io-support 6 ', ' job-storage 0 ', ' linefeed-cal-type 0 ', ' model HP_LaserJet_400_color_M451dn ', ' model-ui HP LaserJet 400 Color m451dn ', ' model1 HP LaserJet 400 Color M451dn ', ' monitor-type 0 ', ' panel-check-type 0 ', ' pcard-type 0 ', ' plugin 0 ', ' plugin-reason 0 ', ' power-settings 0 ', ' ppd-name lj_300_400_color_m351_m451 ', ' pq-diag-type 0 ', ' r-type 0 ', ' r0-agent1-kind 4 ', ' r0-agent1-sku CE410A/CE410X ', ' r0-agent1-type 1 ', ' r0-agent2-kind 4 ', ' r0-agent2-sku CE411A ', ' r0-agent2-type 4 ', ' r0-agent3-kind 4 ', ' r0-agent3-sku CE413A ', ' r0-agent3-type 5 ', ' r0-agent4-kind 4 ', ' r0-agent4-sku CE412A ', ' r0-agent4-type 6 ', ' scan-src 0 ', ' scan-type 0 ', ' status-battery-check 0 ', ' status-dynamic-counters 0 ', ' status-type 3 ', ' support-released True ', ' support-subtype 2202411 ', ' support-type 2 ', ' support-ver 3.12.2 ', " tech-class ['Postscript'] ", " tech-subclass ['Normal'] ", ' tech-type 4 ', ' usb-pid 3882 ', ' usb-vid 1008 ', ' wifi-config 0 ', '\x1b[01m', 'Status History (most recent first):\x1b[0m', '\x1b[01m Date/Time Code Status Description User Job ID \x1b[0m', ' -------------------- ----- ---------------------------------------- -------- --------', ' 08/21/14 00:07:25 5012 Device communication error richard 0 ', ' 08/20/14 13:42:44 500 Started a print job richard 4214 ', '', '', 'Done.', ''], ['\x1b[35;01mwarning: No display found.\x1b[0m', '\x1b[31;01merror: hp-info -u/--gui requires Qt4 GUI support. Entering interactive mode.\x1b[0m', '\x1b[31;01merror: Unable to communicate with device (code=12): hp:/usb/HP_LaserJet_400_color_M451dn?serial=CNFF308670\x1b[0m', '\x1b[31;01merror: Error opening device (Device not found).\x1b[0m', ''], 0), 'is_cups_class': False, 'local_cups_queue_attributes': {'charset-configured': u'utf-8', 'charset-supported': [u'us-ascii', u'utf-8'], 'color-supported': True, 'compression-supported': [u'none', u'gzip'], 'copies-default': 1, 'copies-supported': (1, 9999), 'cups-version': u'1.7.2', 'device-uri': u'hp:/usb/HP_LaserJet_400_color_M451dn?serial=CNFF308670', 'document-format-default': u'application/octet-stream', 'document-format-supported': [u'application/octet-stream', u'application/pdf', u'application/postscript', u'application/vnd.adobe-reader-postscript', u'application/vnd.cups-command', u'application/vnd.cups-pdf', u'application/vnd.cups-pdf-banner', u'application/vnd.cups-postscript', u'application/vnd.cups-raw', u'application/vnd.samsung-ps', u'application/x-cshell', u'application/x-csource', u'application/x-perl', u'application/x-shell', u'image/gif', u'image/jpeg', u'image/png', u'image/tiff', u'image/urf', u'image/x-bitmap', u'image/x-photocd', u'image/x-portable-anymap', u'image/x-portable-bitmap', u'image/x-portable-graymap', u'image/x-portable-pixmap', u'image/x-sgi-rgb', u'image/x-sun-raster', u'image/x-xbitmap', u'image/x-xpixmap', u'image/x-xwindowdump', u'text/css', u'text/html', u'text/plain'], 'finishings-default': 3, 'finishings-supported': [3], 'generated-natural-language-supported': [u'en-us'], 'ipp-versions-supported': [u'1.0', u'1.1', u'2.0', u'2.1'], 'ippget-event-life': 15, 'job-creation-attributes-supported': [u'copies', u'finishings', u'ipp-attribute-fidelity', u'job-hold-until', u'job-name', u'job-priority', u'job-sheets', u'media', u'media-col', u'multiple-document-handling', u'number-up', u'output-bin', u'orientation-requested', u'page-ranges', u'print-color-mode', u'print-quality', u'printer-resolution', u'sides'], 'job-hold-until-default': u'no-hold', 'job-hold-until-supported': [u'no-hold', u'indefinite', u'day-time', u'evening', u'night', u'second-shift', u'third-shift', u'weekend'], 'job-ids-supported': True, 'job-k-limit': 0, 'job-k-octets-supported': (0, 470914416), 'job-page-limit': 0, 'job-priority-default': 50, 'job-priority-supported': [100], 'job-quota-period': 0, 'job-settable-attributes-supported': [u'copies', u'finishings', u'job-hold-until', u'job-name', u'job-priority', u'media', u'media-col', u'multiple-document-handling', u'number-up', u'output-bin', u'orientation-requested', u'page-ranges', u'print-color-mode', u'print-quality', u'printer-resolution', u'sides'], 'job-sheets-default': (u'none', u'none'), 'job-sheets-supported': [u'none', u'classified', u'confidential', u'form', u'secret', u'standard', u'topsecret', u'unclassified'], 'jpeg-k-octets-supported': (0, 470914416), 'jpeg-x-dimension-supported': (0, 65535), 'jpeg-y-dimension-supported': (1, 65535), 'marker-change-time': 0, 'media-bottom-margin-supported': [423], 'media-col-default': u'(unknown IPP value tag 0x34)', 'media-col-supported': [u'media-bottom-margin', u'media-left-margin', u'media-right-margin', u'media-size', u'media-source', u'media-top-margin', u'media-type'], 'media-default': u'iso_a4_210x297mm', 'media-left-margin-supported': [423], 'media-right-margin-supported': [423],

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• How do I get to work my Atheros AR9485 Wireless card in Ubuntu 14.04 LTS?

  - by Ivan Kreimer

  I've recently installed Ubuntu 14.04 LTS in my ASUS D550CA, and so far things have gone great. The only problem I've got is the Wi-Fi. It doesn't work. I've got an Qualcomm Atheros AR9485. I've tried installing the drivers, but the sytem says it doesn't find any. So I started looking around this forum for solutions. I've read every single post from this forum about my Wi-Fi network adapter, and I've found nothing that solves my problem. Let me give you some info about my configuration. Disclaimer: my configuration is in spanish, so if you don't understand something you can either use Google translate, or use your imagination. :D When I run $ sudo lshw -C network this is what I get: *-network DEACTIVATED descripción: Interfaz inalámbrica producto: AR9485 Wireless Network Adapter fabricante: Qualcomm Atheros id físico: 0 información del bus: pci@0000:02:00.0 nombre lógico: wlan0 versión: 01 serie: 28:e3:47:5c:5d:3f anchura: 64 bits reloj: 33MHz capacidades: pm msi pciexpress bus_master cap_list rom ethernet physical wireless configuración: broadcast=yes driver=ath9k driverversion=3.13.0-34-generic firmware=N/A latency=0 link=no multicast=yes wireless=IEEE 802.11bgn recursos: irq:17 memoria:f7d00000-f7d7ffff memoria:f7d80000-f7d8ffff *-network descripción: Ethernet interface producto: RTL8101E/RTL8102E PCI Express Fast Ethernet controller fabricante: Realtek Semiconductor Co., Ltd. id físico: 0.2 información del bus: pci@0000:03:00.2 nombre lógico: eth0 versión: 06 serie: e0:3f:49:ce:57:49 tamaño: 100Mbit/s capacidad: 100Mbit/s anchura: 64 bits reloj: 33MHz capacidades: pm msi pciexpress msix vpd bus_master cap_list ethernet physical tp mii 10bt 10bt-fd 100bt 100bt-fd autonegotiation configuración: autonegotiation=on broadcast=yes driver=r8169 driverversion=2.3LK-NAPI duplex=full firmware=rtl8402-1_0.0.1 10/26/11 ip=181.165.245.39 latency=0 link=yes multicast=yes port=MII speed=100Mbit/s recursos: irq:41 ioport:e000(size=256) memoria:f0004000-f0004fff memoria:f0000000-f0003fff At the beginning, you'll see that it says "*-network DEACTIVATED" (or at least that's what I translated), is that something bad? Then, when I run ipconfig this is what I get: eth0 Link encap:Ethernet direcciónHW e0:3f:49:ce:57:49 Direc. inet:181.165.245.39 Difus.:181.165.245.255 Másc:255.255.255.0 Dirección inet6: fe80::e23f:49ff:fece:5749/64 Alcance:Enlace ACTIVO DIFUSIÓN FUNCIONANDO MULTICAST MTU:1500 Métrica:1 Paquetes RX:221199 errores:0 perdidos:0 overruns:0 frame:0 Paquetes TX:62025 errores:0 perdidos:0 overruns:0 carrier:0 colisiones:0 long.colaTX:1000 Bytes RX:124409589 (124.4 MB) TX bytes:7471899 (7.4 MB) lo Link encap:Bucle local Direc. inet:127.0.0.1 Másc:255.0.0.0 Dirección inet6: ::1/128 Alcance:Anfitrión ACTIVO BUCLE FUNCIONANDO MTU:65536 Métrica:1 Paquetes RX:2977 errores:0 perdidos:0 overruns:0 frame:0 Paquetes TX:2977 errores:0 perdidos:0 overruns:0 carrier:0 colisiones:0 long.colaTX:0 Bytes RX:397158 (397.1 KB) TX bytes:397158 (397.1 KB) When I put iwconfig: eth0 no wireless extensions. lo no wireless extensions. wlan0 IEEE 802.11bgn ESSID:off/any Mode:Managed Access Point: Not-Associated Tx-Power=off Retry long limit:7 RTS thr:off Fragment thr:off Power Management:off Finally, when I put sudo rfkill list all, I got: 0: phy0: Wireless LAN Soft blocked: no Hard blocked: yes 1: asus-wlan: Wireless LAN Soft blocked: no Hard blocked: no 2: asus-bluetooth: Bluetooth Soft blocked: no Hard blocked: no I hope anyone can help me solve this, I've searched a lot and found no solution. Thanks a lot.

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