The document summarizes the core principles discussed at a Core Principles Summit held by a company's Technology Department. The principles focus on hiring and developing great people, delivering outstanding customer experiences, embracing and driving change, creating an enjoyable work culture, encouraging innovation and risk-taking, strong communication, passion for work, honesty and integrity, personal accountability, humility, and living the principles embodied in the company's culture rather than just displaying them. Implementing these principles will require radical change but not overnight, and an openness to change from all.
Limitless Lab is a strategic design and innovation company in the Philippines. Our mission is to enable people to innovate, create possibilities, and challenge the status quo using design.
At Angi, we are on a ground-breaking mission to become the home for everything home. To achieve this ambitious goal, each of us must act as a leader. At Angi, a leader is someone who lives our values every day.
Limitless Lab is a strategic design and innovation company in the Philippines. Our mission is to enable people to innovate, create possibilities, and challenge the status quo using design.
At Angi, we are on a ground-breaking mission to become the home for everything home. To achieve this ambitious goal, each of us must act as a leader. At Angi, a leader is someone who lives our values every day.
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
Small Company, Big Impact--Core Values in Action at PulsePointPulsePoint
Engineers. Pixel perfectionists. Code ninjas. Deal closers. Talent hunters. Data scientists. Media gurus. We strive everyday to create work that makes our clients happy, our teams happy and most importantly, ourselves happy. We celebrate individuality and cultivate a corporate culture that is nothing short of awesome. We’re a small company where every employee makes a BIG impact.
Join us if you’re up to the challenge.
recruiting@pulsepoint.com
https://www.pulsepoint.com/job-board.html
We use our Leadership Principles every day, whether we're discussing ideas for new projects or deciding on the best approach to solving a problem. It is just one of the things that makes Amazon peculiar.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
Amazon leadership principles and key conceptsGina Debogovich
Amazon's leadership principles guide ever decision the company makes. This presentation provides an overview of them as well as the other essential processes/concepts such the Working Backwards, Tenets, and Raising the Bar, that contributed to this company's success. These principles and concepts can be applied to any organization to increase its success.
Gemba Academy Culture Code - A Guide to the Way of Life at Gemba AcademyGemba Academy LLC
An attempt to be a bit different than the traditional employee manual, this document helps codify what we believe are our important values and passions, and how that translates into our culture at Gemba Academy (http://GembaAcademy.com). Contact us to learn more about our lean and six sigma online video training solutions!
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
Small Company, Big Impact--Core Values in Action at PulsePointPulsePoint
Engineers. Pixel perfectionists. Code ninjas. Deal closers. Talent hunters. Data scientists. Media gurus. We strive everyday to create work that makes our clients happy, our teams happy and most importantly, ourselves happy. We celebrate individuality and cultivate a corporate culture that is nothing short of awesome. We’re a small company where every employee makes a BIG impact.
Join us if you’re up to the challenge.
recruiting@pulsepoint.com
https://www.pulsepoint.com/job-board.html
We use our Leadership Principles every day, whether we're discussing ideas for new projects or deciding on the best approach to solving a problem. It is just one of the things that makes Amazon peculiar.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
Amazon leadership principles and key conceptsGina Debogovich
Amazon's leadership principles guide ever decision the company makes. This presentation provides an overview of them as well as the other essential processes/concepts such the Working Backwards, Tenets, and Raising the Bar, that contributed to this company's success. These principles and concepts can be applied to any organization to increase its success.
Gemba Academy Culture Code - A Guide to the Way of Life at Gemba AcademyGemba Academy LLC
An attempt to be a bit different than the traditional employee manual, this document helps codify what we believe are our important values and passions, and how that translates into our culture at Gemba Academy (http://GembaAcademy.com). Contact us to learn more about our lean and six sigma online video training solutions!
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
Identification of Language from Different Set of Languages using Support Vector Machine
Chandrakanta Mohapatra1, Ansuman Mishra2, Biswa Ranjan Mohapatra3
ABSTRACT
This paper contains description on the initial experiments of the spoken language identification with an aim of discriminating language in the same language group. Language Models were built for five different languages such as ENGLISH, ORIYA, BENGALI, HINDI and TELUGU using the speech information by using the support vector machine (SVM), and tried for finding the accuracy of the spoken language .The key reason for applying SVM to speech is to provide SVM kernels comprising of large number of speech feature vectors.
The EvaluAgent Culture Code is a way to define who we are, and who we want to be. For our employees, it’s a handbook. For our customers, it’s an insight into what we believe truly matters.
Culture deck for Kasten, a cloud-native startup in the enterprise space. This documents how we want to create a great culture and what we need to accomplish for that to happen.
The core values and principles of the Spireworks organisation guiding our interactions with partners, contractors and clients, alike. We are a values-driven, growth culture otherwise know as a Deliberately Development Organization (DDO). We build our business around the simple but radical conviction that organizations prosper when they are deeply aligned with people's strongest motive - to grow.
At Modern Message our values are not about words, they’re about actions.
They represent how we see the world, the qualities that we look for in candidates, in promoting our own employees, etc…
Culture code || Wandertrails People Operations || Indian StartupWandertrails
We seek to instill "A high performance culture, driving results and accountability, while ensuring agility & learning"
This document captures how we strive to do this through the ups and down, through thick and thin, through light and dark.
This document captures the Wandertrails Culture Code
Slido Culture Code - mission, values and beliefsSlido
We have lived by our values from day one. But as the team grew, we decided to put our values and culture code together officially.
So here it is. This is who we are, why we exist and what we believe in. Thank you Zoom, Slack, Netflix and many others for inspiring us on our journey.
Do you have a culture code? What are your thoughts on ours?
Let us know at culture@slido.com. We’d love to hear from you.
Packback Culture Deck: Our Purpose and ValuesJessica Tenuta
At Packback...we're curious about curiosity.
We started our business as college students several years ago. As students, the cost of textbooks felt like the BIGGEST issue in education. And don’t get us wrong…textbook prices are a HUGE problem, (like a 7 Billion dollar a year problem in the USA alone). But over years of building this startup, we’ve gotten a glimpse at the bigger picture.
We realized that the key to "improving education", is not some massive overhaul of the system. And it's not just about making things cheaper.
The real problem we realized we wanted to work on was leveraging technology to create a greater focus around specific epistemic curiosity back into the classroom by empowering students to ask effective open-ended questions about their course material.
Somewhere along the way, the real "why" behind education has gotten lost. Many companies have cropped up focused solely on graduation rates and test scores, rather than creating more thoughtful minds. We've become focused on helping more students get "A's" in class, rather than curiosity and empowering our students to ask "Why?"
Packback's Brand Purpose is to awaken and fuel the lifelong curiosity in every student. Not just college students; not just on campus; and not just in the US. We want to be the home for curiosity on the web for every lifelong learner.
This presentation contains our brand purpose, our manifesto, and the 6 operating values we use to coach, make decisions and give feedback at Packback. Our goal in defining our culture was to create the roadmap to success as a company, and as an individual team member, as explicit and unambiguous as possible.
Our brand purpose is our ultimate filter for all business decisions at Packback. Our values are our team operating system. If we are living our purpose and our values, we know that we are heading together in the right direction.
PHP Frameworks: I want to break free (IPC Berlin 2024)Ralf Eggert
In this presentation, we examine the challenges and limitations of relying too heavily on PHP frameworks in web development. We discuss the history of PHP and its frameworks to understand how this dependence has evolved. The focus will be on providing concrete tips and strategies to reduce reliance on these frameworks, based on real-world examples and practical considerations. The goal is to equip developers with the skills and knowledge to create more flexible and future-proof web applications. We'll explore the importance of maintaining autonomy in a rapidly changing tech landscape and how to make informed decisions in PHP development.
This talk is aimed at encouraging a more independent approach to using PHP frameworks, moving towards a more flexible and future-proof approach to PHP development.
State of ICS and IoT Cyber Threat Landscape Report 2024 previewPrayukth K V
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
8. Not just paper on a wall
Team management
Forcibly better hiring
Brand identity
Better performance
Decision making framework
9. Not just paper on a wall
Prevent lurching from crisis to crisis
A constant
Address #1 problem—communication
Foundation of your culture
Let’s people be themselves; elevates uniqueness
10.
11. More than just paper
As a department, we value these principles
Those who exhibit these principles will succeed
Those who do not, will fail
12. Expectations
Radical change in culture
Will not occur overnight
Be willing and open-minded
Renounce any existing negative culture
14. We want to work with great people.
• We hire great people and expect a lot from them. We treat people with
fairness and respect. We continually raise the bar and are driven to
deliver high quality products, services, and processes. We ensure that
defects do not get sent down the line and that problems are fixed so
they stay fixed. We expect your insights to be influential and important
—not prone to flakiness, anger, or impulsiveness. We believe you
should be dependable and reliable.
15. Deliver WOW.
• We expect you to differentiate yourself from the norm. Go above and
beyond what is expected and have an emotional and lasting impact on
the receiver. We must seek to WOW our customers, our co–workers,
and our company. We expect and encourage you to have a lasting
impact on the world.
16. Embrace and drive change.
• Learn not to fear change, but instead embrace it enthusiastically. We
remain agile, flexible, and nimble to thrive in an evolving business
environment. Always inspect and adapt; never be too comfortable with
the status quo. Change is our evolution to providing a greater impact
through service, and it is important that most of the changes in the
department are driven from the bottom up—from the people who are
on front lines.
17. Create enjoyment.
• Our success is driven by our culture and we expect our people to know
and enjoy each other. We want people to be able to express their
personality in their work and thrive on their memorable experiences.
We never want to be boring. We want to be fun and a little weird—even
if we are perceived as unconventional—to have a challenging/energetic
work environment.
18. Be bold. Invent and simplify.
• We encourage innovation through practicality and simplicity. We
expect our team to look for new ideas in every aspect of life. We
encourage everyone to make bold (but not reckless) decisions. We do
not want people to be afraid to take risks and make mistakes. We are
not bound to the concept of "that's the way things have always been
done”. We should always be seeking new adventures/possibilities with
an open mind.
19. Build strong relationships
with communication.
• We believe that honest communication is the foundation for building
strong relationships. Strong relationships built on trust are what allow
us to accomplish so much more than we could on our own.
Communication is always one of the weakest spots in any organization,
no matter how good the communication is. We want everyone to
always try to go the extra mile in encouraging thorough, complete, and
effective communication.
20. Be hungry.
• We expect a deep found passion that is apparent to everyone. We want
people to wake up every morning, excited to make someone's day—
company, co-worker or customer. We value passion, determination,
perseverance, and the sense of urgency. Passion and determination are
contagious. We believe that your thirst for excellence should be
infectious and inspiring.
21. Be tenaciously honest.
• We exhibit honesty and integrity in everything we do, avoiding the
partial or tinted truth. We make money by doing good things. We
should always act for the absolute good of the whole. We expect you to
be straightforward when disagreeing with others. Respectfully
challenge decisions—even when doing so is uncomfortable or
exhausting. We believe that you should be tenacious in your decisions
and never to compromise for the sake of social cohesion. When a
decision is made, commit wholly.
22. Be accountable.
• We only foster owners. We value people who see the big picture—not
sacrificing long–term value for short–term results. We expect
individuals to act on the behalf of the entire company; beyond just
their own team, beyond just themselves. We believe owners should
never say "that's not my job".
23. Have humility in success.
• We believe that no matter what happens, we should always be
respectful of everyone. We should not let our successes cause us to be
arrogant. We treat each other no differently than we would want to be
treated. Instead, we carry ourselves with a quiet confidence because we
believe that, in the long run, our character will speak for itself. We
should consciously think and act like an underdog, being both scrappy
and resourceful.
26. Expect the outcome to be embodied,
as well as plastered over the walls.
• Reference
• http://about.zappos.com/our-unique-culture/zappos-core-values
• http://www.johndehartblog.com/2011/09/22/what-do-core-values-do-why-do-i-need-them-well-at-least-the-top-11-reasons-why/