SharePoint Saturday Toronto 2016 - Introduction to AngularJS with the Microso...Sébastien Levert
Every developer hears about AngularJS and all the magic it does for you applications. In order to kickstart you AngularJS journey, this session is an introduction to the AngularJS concepts applied to any Office 365 development. Different workloads will be targeted (Mail, Calendar, Files) and the Office 365 API will be our main datasource. We will also cover SharePoint Online specific data access (Office 365 API, REST, CSOM and Search) to meet your current development needs.
The 3 key takeaways of this session are :
- You will understand the basics of the AngularJS framework
- You will learn how to communicate withthe Office 365 through AngularJS
- You will be able to apply those new skills in your next project
This document discusses invoking REST through an HTTP palette. It states that pages 1 through 3 contain unimportant information and to skip to the end of page 3. The end discusses starting a process and invoking a sample request through a browser to see a response returned. It also mentions invoking the same process through an HTTP palette using the 5.x version.
Downward Nominal and Real Wage Rigidity in the Netherlands (MSc. Thesis)Wouter Verbeek
During the Great Recession companies were confronted with decreasing demand. One possible strategy to survive instead of cutting down employment, could be to reduce wages. However, it is well known that workers may tend to be reluctant to accept nominal or real wage cuts. In this thesis the amount of downward wage rigidity in the Netherlands is studied. Although substantial research has been performed in recent years, accurate estimates for the Netherlands are currently not available. All previous studies for The Netherlands are outdated (the most recent data is up till 2001) or use survey or aggregated data, while wage rigidity is best studied using administrative data on individual wages to avoid measurement error and the masking of wage cuts of one group of workers by wage increases of others. In this thesis wage rigidity is estimated using administrative data at the individual level.
The most notorious problem in estimating wage rigidity is measurement error. Measurement error will lead to spurious (and sometimes negative) wage changes, which could lead to an underestimate of the amount of rigidity. Therefore three methods are used, two of which correct for measurement error. These are the three main approaches well known from the literature that have been developed especially to measure wage rigidity. Also the use of administrative data helps to limit measurement error. Besides presenting up to date estimates of wage rigidity for the Netherlands, this thesis also analyses the determinants of wage rigidity and offers a comparison between three main approaches for estimating wage rigidity. The results of the three methods are found to differ substantially. Estimates for the fraction of wages covered by real wage rigidity range from 10 % up to 67 %. The results of the preferred model-based IWFP method indicate that the amount of real and nominal wage rigidity is about average compared to other countries. Furthermore, my analysis of the determinants of Dutch wage rigidity shows that the presence of wage rigidity is unevenly distributed among groups of workers. I find that DNWR and DRWR are positively related to a higher age, higher education, open-end contracts, full-time contracts and to working in a firm that experienced zero or positive employment growth in the previous year. Furthermore I find that large companies have less nominal wage rigidity than small and middle-sized companies, while showing more real wage rigidity. In addition, people with a higher wage show a higher degree of real wage rigidity. I have indications that people working in a shrinking sector province combination are to some extend willing to accept real wage cuts in favor of employment. I also find that the amount of real wage rigidity decreases and nominal rigidity increases in a low inflation environment.
The document discusses various differences between Tibco BW 5 and BW 6, including:
- BW 6 allows for long-running process instances while BW 5 uses short-running instances. BW 6 also introduces conversations.
- BW 6 allows for hot deployments where changes are refreshed in the JVM without restarts.
- BW 6 uses TEA for administration instead of the classic administrator.
- Processes in BW 6 can be exposed as web services without requiring a transport.
SharePoint Saturday Toronto 2016 - Introduction to AngularJS with the Microso...Sébastien Levert
Every developer hears about AngularJS and all the magic it does for you applications. In order to kickstart you AngularJS journey, this session is an introduction to the AngularJS concepts applied to any Office 365 development. Different workloads will be targeted (Mail, Calendar, Files) and the Office 365 API will be our main datasource. We will also cover SharePoint Online specific data access (Office 365 API, REST, CSOM and Search) to meet your current development needs.
The 3 key takeaways of this session are :
- You will understand the basics of the AngularJS framework
- You will learn how to communicate withthe Office 365 through AngularJS
- You will be able to apply those new skills in your next project
This document discusses invoking REST through an HTTP palette. It states that pages 1 through 3 contain unimportant information and to skip to the end of page 3. The end discusses starting a process and invoking a sample request through a browser to see a response returned. It also mentions invoking the same process through an HTTP palette using the 5.x version.
Downward Nominal and Real Wage Rigidity in the Netherlands (MSc. Thesis)Wouter Verbeek
During the Great Recession companies were confronted with decreasing demand. One possible strategy to survive instead of cutting down employment, could be to reduce wages. However, it is well known that workers may tend to be reluctant to accept nominal or real wage cuts. In this thesis the amount of downward wage rigidity in the Netherlands is studied. Although substantial research has been performed in recent years, accurate estimates for the Netherlands are currently not available. All previous studies for The Netherlands are outdated (the most recent data is up till 2001) or use survey or aggregated data, while wage rigidity is best studied using administrative data on individual wages to avoid measurement error and the masking of wage cuts of one group of workers by wage increases of others. In this thesis wage rigidity is estimated using administrative data at the individual level.
The most notorious problem in estimating wage rigidity is measurement error. Measurement error will lead to spurious (and sometimes negative) wage changes, which could lead to an underestimate of the amount of rigidity. Therefore three methods are used, two of which correct for measurement error. These are the three main approaches well known from the literature that have been developed especially to measure wage rigidity. Also the use of administrative data helps to limit measurement error. Besides presenting up to date estimates of wage rigidity for the Netherlands, this thesis also analyses the determinants of wage rigidity and offers a comparison between three main approaches for estimating wage rigidity. The results of the three methods are found to differ substantially. Estimates for the fraction of wages covered by real wage rigidity range from 10 % up to 67 %. The results of the preferred model-based IWFP method indicate that the amount of real and nominal wage rigidity is about average compared to other countries. Furthermore, my analysis of the determinants of Dutch wage rigidity shows that the presence of wage rigidity is unevenly distributed among groups of workers. I find that DNWR and DRWR are positively related to a higher age, higher education, open-end contracts, full-time contracts and to working in a firm that experienced zero or positive employment growth in the previous year. Furthermore I find that large companies have less nominal wage rigidity than small and middle-sized companies, while showing more real wage rigidity. In addition, people with a higher wage show a higher degree of real wage rigidity. I have indications that people working in a shrinking sector province combination are to some extend willing to accept real wage cuts in favor of employment. I also find that the amount of real wage rigidity decreases and nominal rigidity increases in a low inflation environment.
The document discusses various differences between Tibco BW 5 and BW 6, including:
- BW 6 allows for long-running process instances while BW 5 uses short-running instances. BW 6 also introduces conversations.
- BW 6 allows for hot deployments where changes are refreshed in the JVM without restarts.
- BW 6 uses TEA for administration instead of the classic administrator.
- Processes in BW 6 can be exposed as web services without requiring a transport.
A workshop was held in the IFSC on December 8th 2016, looking at financial incentives to promote citizen investment in renewable energy. The workshop was organised by Dr. Celine McInerney, Cork University Business School, and Joseph Curtin, UCC. It was funded by the EPA Research programme.
El documento presenta una charla sobre branding moderno en SharePoint. Explica conceptos como branding, portales de publicación y el administrador de diseños de SharePoint. Detalla formas de personalizar páginas maestras, diseños de página, CSS, JavaScript y plantillas de visualización en SharePoint. También cubre temas y lookups compuestos. El orador comparte su experiencia aplicando branding en SharePoint y sugiere tendencias futuras.
A workshop was held in the IFSC on December 8th 2016, looking at financial incentives to promote citizen investment in renewable energy. The workshop was organised by Dr. Celine McInerney, Cork University Business School, and Joseph Curtin, UCC. It was funded by the EPA Research programme.
El documento presenta una charla sobre branding moderno en SharePoint. Explica conceptos como branding, portales de publicación y el administrador de diseños de SharePoint. Detalla formas de personalizar páginas maestras, diseños de página, CSS, JavaScript y plantillas de visualización en SharePoint. También cubre temas y lookups compuestos. El orador comparte su experiencia aplicando branding en SharePoint y sugiere tendencias futuras.
5. Χριστουγεννιάτικη ατμόσφαιρα- απαλή μουσική
Τα παιδιά κάθονται σε κύκλο. Η νηπιαγωγός ρωτάει τα παιδιά ένα – ένα
«αν ήσουν ένα στολίδι στο Χριστουγεννιάτικο δέντρο, ποιο στολίδι θα
ήθελες να ήσουν;
7. Ο χορός των αστεριών
Μουσική: Σκορπίζουμε στο πάτωμα της τάξης ισάριθμα αστέρια
τεσσάρων χρωμάτων. Τα παιδιά περπατούν με τη φαντασία τους
στον ουρανό, η νηπιαγωγός χαμηλώνει τη μουσική και προτρέπει τα
παιδιά να επιλέξουν ένα αστέρι.
8. Ο χορός των αστεριών
(ατομικός)
Η μουσική δυναμώνει ξανά και τα παιδιά χορεύουν στον απέραντο
ουρανό κρατώντας το αστέρι τους.
12. Ο χορός των αστεριών
(Ζευγάρια)
Με την καθοδήγηση της νηπιαγωγού βρίσκουν ένα αστεράκι (όποιο
θέλουν), γίνονται ζευγάρι και χορεύουν. Η μουσική σταματάει - τα
αστεράκια πρέπει να πάρουν μία παιχνιδιάρικη στάση.
16. Ο χορός των αστεριών
(Ομάδες)
Η μουσική ξαναρχίζει και τώρα τα αστέρια
του ίδιου χρώματος σχηματίζουν ομάδες και
χορεύουν το ένα πίσω από το άλλο. Σε κάθε
ομάδα ένα αστέρι γίνεται οδηγός και τα
υπόλοιπα μιμούνται το χορό του. Στη
συνέχεια το τελευταίο αστέρι γίνεται οδηγός
κ.ού.κ. Σταδιακά όλα τα αστέρια γίνονται
οδηγοί.
17. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
18. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
19. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
20. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
21. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
22. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
23. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
24. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
25. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
26. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
27. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
28. Ο χορός των αστεριών
(Ομάδες- Μίμηση κινήσεων του πρώτου αστεριού)
29. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
Σε επόμενο στάδιο οι ομάδες των αστεριών
συσκέπτονται και αποφασίζουν πώς θα
χορέψουν (χορογραφία). Κάθε ομάδα δείχνει
το χορό της στις υπόλοιπες ομάδες. Οι
ομάδες παρακολουθούν καθισμένες γύρω-
γύρω.
Ας τις απολαύσουμε!!!
30. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
31. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
32. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
33. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
34. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
35. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
36. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
37. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
38. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
39. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
40. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
41. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
42. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
43. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
44. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
45. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
46. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
47. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
48. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
49. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
50. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
51. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
52. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)
53. Ο χορός των αστεριών
(Ομάδες- δημιουργία χορογραφίας)