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  • Cannot use apt-get anymore because of one specific package

    - by Alex K.
    No matter what type of apt-get I run (install, update, ...) I always get: dpkg: warning: files list file for package `libgdata-google1.2-1' missing, assuming package has no files currently installed. dpkg: warning: files list file for package `libntlm0' missing, assuming package has no files currently installed. (Reading database ... 354644 files and directories currently installed.) Preparing to replace libntlm0 1.1-1 (using .../libntlm0_1.1-1_i386.deb) ... Unpacking replacement libntlm0 ... At this point apt-get hang. Does somebody know a way to fix this? Some days ago a line in source.list was removed (Google Chrome).

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  • What are some good seminar topics that can be used to improve designer&developer communication?

    - by tactoth
    Hello guys the thing I'll tell is what happens in the company I work for but I know it's more like a common issue in software companies. I'm development team leader in a internet service company that provides service that's very similar to dropbox. In our company we have mainly two divisions: the tech division and the designers division, both have their own reporting hierarchy. Designers focus on designing UI and prioritizing features, while developers focus on implement designers' ideas (more like being driven as our big boss has said). Then here comes our issue: the DEV team and DES team communicate very bad. DEV complain DES for these reasons: Too frequent changing of requirements Too complicated interaction (our DEV team has actually learned many HCI principles) Documents for design are incomplete, usually you just get 'design principles' and it's up to DEV to complete design details. When you find design defects, you ask DES team to resolve them, then DES team quickly change the principles and you gonna spend another several weeks because the change is so fundamental. While DES complain DEV for these reasons: Code architecture is not good enough to adapt to changing requirements (Obviously DES knows something about software development) Product design is about principles, not details. DEV fails to realize this. Communication should be quick and should be mainly oral. Trying to make most feature discussion in document for reference is too overloaded and doesn't make sense. As you can see, DEV and DES have different ideas on product design, and encourages very different practice. We have this difference because of the way we work. So our solution is that we should plan some seminars to make each part more aware of the way the other part work. Then my question is, what are some good topics for such seminars? Guessing some people may not think seminars can solve this problem, please also suggest your solution.

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  • "Time Control" in a 2d Platformer

    - by Woody Zantzinger
    I am making a 2d platformer where the player can press a button, and restart the level, only their previous character will also run the level at the same time, like they are traveling back in time. I know other games have done this before, and the way I have thought of doing it is to make the game character have a set of actions (Idle, Jumping, Walking Left etc.) and then detect changes in those actions and log them into a list along with the game time. So then when I need the character to run the level again on its own, I can just go through the list changing its actions at the right time. Is this the best way to do it? Does anyone have any experience in this? Thanks.

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  • Best alternative of Property file in Java

    - by Ranna
    Hey I an working on the product which is live at multiple portals. The product is developed in GWT, JAVA, Hibernate. My question is : Whether there is any alternative of using property file in java. My Requirement : For one property key there are multiple values in live portal for each different portal. Each time I change property file, I need to make the war again. The loading of any of the property should not be time-consuming. Any help or suggession would be apprecialble !!!

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  • How to keep a big and complex software product maintainable over the years?

    - by chrmue
    I have been working as a software developer for many years now. It has been my experience that projects get more complex and unmaintainable as more developers get involved in the development of the product. It seems that software at a certain stage of development has the tendency to get "hackier" and "hackier" especially when none of the team members that defined the architecture work at the company any more. I find it frustrating that a developer who has to change something has a hard time getting the big picture of the architecture. Therefore, there is a tendency to fix problems or make changes in a way that works against the original architecture. The result is code that gets more and more complex and even harder to understand. Is there any helpful advice on how to keep source code really maintainable over the years?

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  • At what point does "constructive" criticism of your code become unhelpful?

    - by user15859
    I recently started as a junior developer. As well as being one of the least experienced people on the team, I'm also a woman, which comes with all sorts of its own challenges working in a male-dominated environment. I've been having problems lately because I feel like I am getting too much unwarranted pedantic criticism on my work. Let me give you an example of what happened recently. Team lead was too busy to push in some branches I made, so he didn't get to them until the weekend. I checked my mail, not really meaning to do any work, and found that my two branches had been rejected on the basis of variable names, making error messages more descriptive, and moving some values to the config file. I don't feel that rejecting my branch on this basis is useful. Lots of people were working over the weekend, and I had never said that I would be working. Effectively, some people were probably blocked because I didn't have time to make the changes and resubmit. We are working on a project that is very time-sensitive, and it seems to me that it's not helpful to outright reject code based on things that are transparent to the client. I may be wrong, but it seems like these kinds of things should be handled in patch type commits when I have time. Now, I can see that in some environments, this would be the norm. However, the criticism doesn't seem equally distributed, which is what leads to my next problem. The basis of most of these problems was due to the fact that I was in a codebase that someone else had written and was trying to be minimally invasive. I was mimicking the variable names used elsewhere in the file. When I stated this, I was bluntly told, "Don't mimic others, just do what's right." This is perhaps the least useful thing I could have been told. If the code that is already checked in is unacceptable, how am I supposed to tell what is right and what is wrong? If the basis of the confusion was coming from the underlying code, I don't think it's my responsibility to spend hours refactoring a whole file that someone else wrote (and works perfectly well), potentially introducing new bugs etc. I'm feeling really singled out and frustrated in this situation. I've gotten a lot better about following the standards that are expected, and I feel frustrated that, for example, when I refactor a piece of code to ADD error checking that was previously missing, I'm only told that I didn't make the errors verbose enough (and the branch was rejected on this basis). What if I had never added it to begin with? How did it get into the code to begin with if it was so wrong? This is why I feel so singled out: I constantly run into this existing problematic code, that I either mimic or refactor. When I mimic it, it's "wrong", and if I refactor it, I'm chided for not doing enough (and if I go all the way, introducing bugs, etc). Again, if this is such a problem, I don't understand how any code gets into the codebase, and why it becomes my responsibility when it was written by someone else, who apparently didn't have their code reviewed. Anyway, how do I deal with this? Please remember that I said at the top that I'm a woman, and I'm sure these guys don't usually have to worry about decorum when they're reviewing other guys' code, but honestly that doesn't work for me, and it's causing me to be less productive. I'm worried that if I talk to my manager about it, he'll think I can't handled the environment, etc.

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  • Offshoring: does it ever work?

    - by DanSingerman
    I know there has been a fair amount of discussion on here about outsourcing/offshoring, and the general opinion seems to be that at best it is difficult, and at worst it fails. I have direct experience of offshoring myself; a previous company where I was a dev manager wanted to send some development offshore, and we ran a pilot scheme to see how well it would work. Of course it was a complete failure, although it is not completely clear to me whether this was down to the offshore devs being less talented, the process, or other factors (no doubt it was really a combination). I can see as a business how offshoring looks attractive (much lower day rate), but as far as I can see, the only way it could possibly work is if you do exceptionally detailed design up front, with incredibly detailed specifications; and by the time you have invested in producing that, you have probably spent as nearly as much as if you had written the actual code locally (which I think is an instance of No Silver Bullet) So, what I want to know is, does anyone here have any experience of offshoring actually working ever? Especially if there are any success stories of it working in a semi-agile way? I know there are developers here from all over the World; has anyone worked on an offshore project they consider successful?

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  • Feature Driven Development in the work place?

    - by FXquincy
    Question Please explain Feature Driven Development in a nutshell? Situation My Business Analyst calls their documentation FDD, but it just seems overwhelmed by details. In a Nutshell An 'in a nutshell' example would be good, since I'm trying to reduce unnecessary detail and confusion. I want to add clarity, and an Occam's' razor approach to the documentation. Thanks for your help, Here's what I found

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  • How to remove a package from the list of packages to be installed in apt-get?

    - by George
    After I tried installing vim using apt-get install, apt-get keeps giving me a segmentation fault while trying to install vim-runtime. I'm pretty sure it's just with that one specific package, and whenever I try to do apt-get install to install any other package, vim-runtime is in the list of packages that will be installed, and it's always the first package that tries to install, so I can't install any other packages. How can I remove vim-runtime from the list of packages that will be installed? It always shows up even if it is not a dependency of a package I want to install. Note: This is on an Ubuntu rootfs running on ARM.

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  • How important is to sacrifice your free time for accomplishing goals? [closed]

    - by Darf Zon
    I was reading a book about XP programming and about agile teams. While I was reading, I saw this scenario. I've never worked with a development team (just in school). So I would like what do you opine on this situation: Your boss has asked you to deliver software in a time that can only be possible to meet the project team asking if you want to work overtime without pay. All team members have young children. Discuss whether it should accept this request from your boss or should persuade the team to give their time to the organization rather than their families. What could be significant factors in the decision? As a programmer, you are offered an upgrade as project manager, but his feeling is that you can have a more effective contribution in a technical role in one administrative. Write when you should accept that promotion. Somethimes, I sacrifice my free time for accomplishing hits at work, so it's very important to me to know your opinion base of your experience.

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  • screen does not wake up after suspend/ brightness will not adjust

    - by Nathan
    My computer is one of these: http://www.newegg.com/Product/Product.aspx?Item=N82E16834230467 Asus Zenbook UX32A-DB51 Just bought it yesterday. Set to "suspend" when I close the lid, but when I open it up again I just get a black screen. Pressing the power button doesn't work, not does clicking the mouse or any key combination. The same is true if I leave the computer until it suspends. Black screen, no response, have to reboot. I also can't seem to adjust the brightness. I put "brightness up" and "brightness down" function keys in, and when I push them it shows the brightness level as going up and down on the meter, but the screen does not actually become more or less bright. I am totally new to all of this. Please tell me what additional information you need to help me and where I can find it. Thanks! Edit: Tried the following: sudo gedit /etc/default/grub Change the line GRUB_CMDLINE_LINUX="" into GRUB_CMDLINE_LINUX="acpi_osi=Linux" sudo update-grub Restart your linux And "acpi_backlight=vendor" both to no avail.

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  • How do you handle unfound resources?

    - by concept3d
    For example your game expects a certain asset to be loaded what is the best way to handle it if the resource isn't found, for example: Texture* grassTexture = LoadTexture("Grass.png");// returns NULL as texture is not found. Mesh* car = LoadMesh("Car.obj");// returns NULL as 3d mesh is not found What if for some reason the resource wasn't found e.g. deleted by user, misspelling while in development ? Should I use Assertions (which is only useful while in development? Exit the game gracefully ? or even thrown an exception and try to handle it? On a separate question, if I used a handle system instead of pointers (which I am already working on) I don't see how this would help me recover from unfound resources, Does a handle system help in situations like this?

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  • How is determined an impact of a requirement change on the existing code?

    - by MainMa
    Hi, How companies working on large projects evaluate an impact of a single modification on an existing code? Since my question is probably not very clear, here's an example: Let's take a sample business application which deals with tasks. In the database, each task has a state, 0 being "Pending", ... 5 - "Finished". A new requirement adds a new state, between 2nd and 3rd one. It means that: A constraint on the values 1 - 5 in the database must be changed, Business layer and code contracts must be changed to add a new state, Data access layer must be changed to take in account that, for example the state StateReady is now 6 instead of 5, etc. The application must implement a new state visually, add new controls for it, new localized strings for tool-tips, etc. When an application is written recently by one developer, it's more or less easy to predict every change to do. On the other hand, when an application was written for years by many people, no single person can anticipate every change immediately, without any investigation. So since this situation (such changes in requirements) is very frequent, I imagine there are already some clever techniques and ways to predict the impact. Is there any? Do you know any books which deal about this subject? Note: my question is not related to How do you deal with changing requirements? question. In fact, I'm not interested in evaluating the cost of a change, but rather the way to predict the parts of an application which will be concerned by the change. What will be those changes and how difficult they are really doesn't matter in my question.

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  • What to do when you inherit an unmaintainable codebase?

    - by GordonM
    I'm currently working at a company with 2 other PHP developers aside from me, and 1 junior developer. The senior developer who originally built the system we're all working on has resigned and will only be here for a matter of weeks. The other developer, who is the only other guy who knows anything about the system, is unhappy here and is looking for a new job. I'm very real danger of being left behind as the only experienced developer on this codebase. Since I've joined this company I've tried to push for better coding standards, project documentation, etc and I do think I've made some headway, but the vast majority of the code is simply unmaintainable and uncommented. A lot of this has to do with the need to get things done fast at points in the project before I joined, but now the technical debt is enormous, even with the two developers who do understand the system on board. Without them, it will simply be impossible to do anything with it. The senior developer is working on trying to at least comment all his code before he leaves but I think the codebase is simply too vast to properly document in the remaining time. Besides, when he does comment it still doesn't make things as clear as it could. If the system was better organized and documented I could probably start refactoring it incrementally, but the whole thing is so tightly coupled that it's very difficult to make any changes in one module without having unintended knock-on effects in other modules. Naturally, there's no unit tests either, and I honestly don't think this codebase could possibly be unit tested anyway given how it's implemented. There also never seems to be enough time to get things done even with 3 developers and 1 junior developer. With one developer and one junior, neither of which had significant input into the early design of the system, I don't see how we could possibly get anything done with keeping the current system working, implementing new features as needed and developing a replacement for the current codebase that is better organized. Is there an approach I can take to cope with this situation, or should I be getting my own CV in order as well at this point? If it was just me and the junior designer who would be left I'd go for the latter option almost without question. However, there's a team of front-end developers and content managers as well, and I'm worried what would become of them if I left and put them in a position where there would be no developers at all. The department might just be closed down altogether under such circumstances, and then I'd have their unemployment on my conscience as well!

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  • Matinale Oracle CGI - La Gestion des Talents dans un monde en mouvement

    - by Louisa Aggoune
    Oracle et CGI vous invitent le 14 novembre prochain à un petit déjeuner d’échange sur les toits de Paris pour partager leur diagnostic et leur vision de la gestion des talents à l’échelle de la planète. Car vous, professionnels de la fonction ressources humaines, responsables de systèmes d’information, au niveau de la France ou du Groupe, vous avez besoin aujourd’hui d’articuler le local et le global.Avec les interventions de Valérie Lacoste, Talent & Development Director, CGI France & Pierre Farouz, DRH, Oracle France. Agenda 8h30 - Accueil des participants & petit déjeuner 9h00 - Les enjeux des ressources humaines dans un contexte global 9h30 - Retour sur les difficultés observées chez nos clients internationaux 10h00 - Présentation  de l'offre Oracle / CGI LieuKong, 1 Rue du Pont Neuf - 75001 Paris Pour vous inscrire, cliquez-ici (Attention nombre de place limité)

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  • PeopleSoft Mobile Company Directory

    - by Nancy Estell Zoder
    Oracle is pleased to announce the posting of our latest feature, Mobile Company Directory (click here for press release).  Our continued investment in innovation is demonstrated with the first release of our mobile solution. Now, from your tablet or smartphone, the PeopleSoft 9.1 Company Directory feature enables you to search for people, obtain contact details, reporting structure and personal information. The PeopleSoft Mobile solution enables you to email people in your organization, make phone calls as well as send text messages.   Both the tablet and smart phone provide quick and easy access to contact information to allow users to directly communicate with people in the organization while on the go.  Watch the Video Feature Overview on YouTube here:   PeopleSoft Mobile Company Directory For more information, please check out the datasheet available on oracle.com or contact your sales representative.   

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  • Revisiting the Generations

    - by Row Henson
    I was asked earlier this year to contribute an article to the IHRIM publication – Workforce Solutions Review.  My topic focused on the reality of the Gen Y population 10 years after their entry into the workforce.  Below is an excerpt from that article: It seems like yesterday that we were all talking about the entry of the Gen Y'ers into the workforce and what a radical change that would have on how we attract, retain, motivate, reward, and engage this new, younger segment of the workforce.  We all heard and read that these youngsters would be more entrepreneurial than their predecessors – the Gen X'ers – who were said to be more loyal to their profession than their employer. And, we heard that these “youngsters” would certainly be far less loyal to their employers than the Baby Boomers or even earlier Traditionalists. It was also predicted that – at least for the developed parts of the world – they would be more interested in work/life balance than financial reward; they would need constant and immediate reinforcement and recognition and we would be lucky to have them in our employment for two to three years. And, to keep them longer than that we would need to promote them often so they would be continuously learning since their long-term (10-year) goal would be to own their own business or be an independent consultant.  Well, it occurred to me recently that the first of the Gen Y'ers are now in their early 30s and it is time to look back on some of these predictions. Many really believed the Gen Y'ers would enter the workforce with an attitude – expect everything to be easy for them – have their employers meet their demands or move to the next employer, and I believe that we can now say that, generally, has not been the case. Speaking from personal experience, I have mentored a number of Gen Y'ers and initially felt that with a 40-year career in Human Resources and Human Resources Technology – I could share a lot with them. I found out very quickly that I was learning at least as much from them! Some of the amazing attributes I found from these under-30s was their fearlessness, ease of which they were able to multi-task, amazing energy and great technical savvy. They were very comfortable with collaborating with colleagues from both inside the company and peers outside their organization to problem-solve quickly. Most were eager to learn and willing to work hard.  This brings me to the generation that will follow the Gen Y'ers – the Generation Z'ers – those born after 1998. We have come full circle. If we look at the Silent Generation or Traditionalists, we find a workforce that preceded the television and even very early telephones. We Baby Boomers (as I fall right squarely in this category) remembered the invention of the television and telephone – but laptop computers and personal digital assistants (PDAs) were a thing of “StarTrek” and other science fiction movies and publications. Certainly, the Gen X'ers and Gen Y'ers grew up with the comfort of these devices just as we did with calculators. But, what of those under the age of 10 – how will the workplace look in 15 more years and what type of workforce will be required to operate in the mobile, global, virtual world. I spoke to a friend recently who had her four-year-old granddaughter for a visit. She said she found her in the den in front of the TV trying to use her hand to get the screen to move! So, you see – we have come full circle. The under-70 Traditionalist grew up in a world without TV and the Generation Z'er may never remember the TV we knew just a few years ago. As with every generation – we spend much time generalizing on their characteristics. The most important thing to remember is every generation – just like every individual – is different. The important thing for those of us in Human Resources to remember is that one size doesn’t fit all. What motivates one employee to come to work for you and stay there and be productive is very different than what the next employee is looking for and the organization that can provide this fluidity and flexibility will be the survivor for generations to come. And, finally, just when we think we have it figured out, a multitude of external factors such as the economy, world politics, industries, and technologies we haven’t even thought about will come along and change those predictions. As I reach retirement age – I do so believing that our organizations are in good hands with the generations to follow – energetic, collaborative and capable of working hard while still understanding the need for balance at work, at home and in the community! Normal 0 false false false EN-US X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;}

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  • Oracle Magazine Sept/Oct 2012 - Security on the Move

    - by Darin Pendergraft
    This month's Oracle Magazine cover story is Security on the Move.  In it, two Oracle IDM customers discuss their impressions of the latest IDM release.  Kurt Lieber from Kaiser Permanente and Peter Boyle from BT discuss how they are using Oracle IDM to enable their business. Click this link to see the latest issue: http://www.oracle.com/technetwork/issue-archive/2012/12-sep/index.html Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} In addition to the cover article, the Analyst’s Corner features an interview with Sally Hudson from IDC focusing on IDM issues : http://www.oracle.com/technetwork/issue-archive/2012/12-sep/o52analyst-1735921.html And the Partner Perspectives contains information from our IDM partners Hub City Media, aurionPro SENA, and ICSynergy

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  • Take our Online Assessment to see how your IDM strategy stacks up

    - by Darin Pendergraft
    Recently, we launched a new online self assessment tool to help customers review their current IDM infrastructure.  This 10 question self assessment will allow you to measure the effectiveness of your IDM technology, but also business processes and security posture. Watch the video below, and then click the "Get Started!" link embedded in the player to take the survey. (Note: the video tells you to go to our Oracle.com/identity page to get started - but using the link in the video player saves you the extra step.) At the end of the survey, you will be presented with your overall score, your security maturity ranking, and you can register to save your results and to download a comprehensive report.  The report explains each of the questions, notes your response, and makes specific suggestions. Take the assessment, and see how you rank!

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  • Am I programming too slow?

    - by Jonn
    I've only been a year in the industry and I've had some problems making estimates for specific tasks. Before you close this, yes, I've already read this: http://programmers.stackexchange.com/questions/648/how-to-respond-when-you-are-asked-for-an-estimate and that's about the same problem I'm having. But I'm looking for a more specific gauge of experiences, something quantifiable or probably other programmer's average performances which I should aim for and base my estimates. The answers range from weeks, and I was looking more for an answer on the level of a task assigned for a day or so. (Note that this doesn't include submitting for QA or documentations, just the actual development time from writing tests if I used TDD, to making the page, before having it submitted to testing) My current rate right now is as follows (on ASP.NET webforms): Right now, I'm able to develop a simple data entry page with a grid listing (no complex logic, just Creating and Reading) on an already built architecture, given one full day's (8 hours) time. Adding complex functionality, and Update and Delete pages add another full day to the task. If I have to start the page from scratch (no solution, no existing website) it takes me another full day. (Not always) but if I encounter something new or haven't done yet it takes me another full day. Whenever I make an estimate that's longer than the expected I feel that others think that I'm lagging a lot behind everyone else. I'm just concerned as there have been expectations that when it's just one page it should take me no more than a full day. Yes, there definitely is more room for improvement. There always is. I have a lot to learn. But I would like to know if my current rate is way too slow, just average, or average for someone no longer than a year in the industry.

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  • How can I increase my disk space when Ubuntu is installed alongside with Windows?

    - by Matthew
    Some time ago i reinstalled windows, formating and deleting every partition. I then made 3 partitions: One only for Windows OS (about 25GB) One for Ubuntu OS (about 25GB, if i remember corectly 10GB for swap memory and 15GB as an ext4 partition) (not sure if it was that, hope I am not wrong) and like 200GB for all the other stuff. Recently I got a message that i am running out of disk space. My question is: is there a way to resize the 200GB partition and add more space for the Ubuntu partition?

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  • Keeping up to date with PeopleSoft Global Payroll Singapore legislative changes

    - by Carolyn Cozart
    Amendments to the Central Provident Fund contribution rates were announced in June 2011. The contribution rate changes will go into effect September 2011. To find out  the details of what is changing in Global Payroll Singapore as well as targeted delivery dates, please visit the Knowledge Center on Support.Oracle.com. Click on the Knowledge tab. Simply type in keywords ‘Global Payroll Singapore Position’. If further amendments are made, we will revise the document accordingly.  Let the Oracle/PeopleSoft team help reduce the stress and anxiety of these changing times by staying informed. PeopleSoft is working hard to get you the information you need. The information is just a few clicks away.

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  • Can you be a manager and a programmer at the same time?

    - by Pierre 303
    Managing other programmers while you are yourself a part of the programming work force. It's a very common scheme, at least in the companies I worked for. Can you be a good programmer or a good manager if you do both at the same time? I'm questioning the effectiveness of an individual that has to be in two very different roles, requiring very different skills, environment, concentration, organization, etc.

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  • "A good programmer can be as 10+ times more productive as a mediocre one"

    - by m3th0dman
    I had read an interview with a great programmer (it is not in English) and in it he said that "a great programmer can be as 100 times as good as a mediocre one" giving reason for why good programmers are very well paid and why programming companies give many facilities for their employees. The idea was that there is a very large demand for good programmers, because of the above reason and that's why companies pay very much to bring them. Do you agree with this statement? Do you know any objective facts that could support it? Edit: The question has nothing to do with experience; if you talk about one great programmer with 1 year experience then s/he should be 10 times more productive than a mediocre programmer with 1 year experience. I agree that from certain experience years onwards, things start to dissipate but that's not the purpose of the question.

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  • How to start and maintain an after-work project

    - by Sam
    I work as a full time developer. My workplace, however, is very limiting in the technologies and programming languages I can use. All of the work is done in C++. It is clear that C++ is rapidly losing (or maybe already lost) its leading position. (please don't flame me, I have years and years of C++ experience, and I love this language, I am merely stating a fact). I have a few ideas for java/android projects as well as a project I would like to implement in C#. I see this as a way for me to stay current with the job market's trends and I hope that it will help me find my next job in a more up to date area. So here's the problem, my normal workday is 10-11 hours, after finishing with the kids and house chores I get about 1-2.5 hours before I am too tired to think much less code. at that point I am going to bed frustrated, disappointed with myself for not being able to stick with my plans, and then I wake up the next morning to do it all again. I have a few hours more during the weekends but clearly I would need to do something different if I want to reach any of my goals. Is there any way for me to make better use of the time I have? Did any of you guys have a similar problem, and had succefully resolved it?

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