Every developer has been there--late at night, deadline looming, piling hacks on top of hacks to get a little closer to being finished, there are no tests, edge cases are totally forgotten. Many of us think these situations lead to the worst code we could possibly write. Under such conditions, it is difficult to write robust, well architected code--true--but this is not the only situation that leads to that end. Software development is a complex, creative process that can easily get out of hand. This is because one large factor is often forgotten about--the human factor. Avoiding writing the worst code ultimately comes down to how the people writing, spec'ing, testing, validating, and tracking the code interact.
Functional Programming Patterns for the Pragmatic ProgrammerRaúl Raja Martínez
In this talk we will see a pragmatic approach to building a purely functional architecture that delivers cohesive functional components.
We will cover functional patterns such as Free Monads, Transformers, Kleisli arrows, dependently typed checked exceptions
and types as well as how they can be glued together to achieve pure functions that are composable, context free, dependently injectable and testable.
Dome project and code with instructions to run it can be found at:
https://github.com/47deg/func-architecture
Presented at ACCU Oxford (14th September 2015)
Functional C++? As opposed to what — dysfunctional? Well, kind of, yeah. Sure, in C++ the principal unit of composition is called a function, but that doesn't mean it's a functional language. And the idea of restricting mutability of state gets a nod with const, but it's a nod not a hug. And the STL shows influences of functional programming, although it falls short of being compositional. And, yes, sure, C++11 has lambdas, but then again, these days, who doesn't? Lambda calculus was invented in the 1930s.
This talk looks at how to express functional programming ideas in (post)modern C++ in a way that can be considered idiomatic to C++, rather than trying to use the power of overloading and meta-programming to pretend C++ is Haskell or Lisp. In short, immutability beyond const and into shared and persistent data structures, concurrency beyond threading and locks, and thinking about functions as transformations and units of composition rather than actions.
Functional Programming Patterns for the Pragmatic ProgrammerRaúl Raja Martínez
In this talk we will see a pragmatic approach to building a purely functional architecture that delivers cohesive functional components.
We will cover functional patterns such as Free Monads, Transformers, Kleisli arrows, dependently typed checked exceptions
and types as well as how they can be glued together to achieve pure functions that are composable, context free, dependently injectable and testable.
Dome project and code with instructions to run it can be found at:
https://github.com/47deg/func-architecture
Presented at ACCU Oxford (14th September 2015)
Functional C++? As opposed to what — dysfunctional? Well, kind of, yeah. Sure, in C++ the principal unit of composition is called a function, but that doesn't mean it's a functional language. And the idea of restricting mutability of state gets a nod with const, but it's a nod not a hug. And the STL shows influences of functional programming, although it falls short of being compositional. And, yes, sure, C++11 has lambdas, but then again, these days, who doesn't? Lambda calculus was invented in the 1930s.
This talk looks at how to express functional programming ideas in (post)modern C++ in a way that can be considered idiomatic to C++, rather than trying to use the power of overloading and meta-programming to pretend C++ is Haskell or Lisp. In short, immutability beyond const and into shared and persistent data structures, concurrency beyond threading and locks, and thinking about functions as transformations and units of composition rather than actions.
In a worldwide survey managers admit that “People” are the toughest to handle and people-related problems are on the top of the agenda.
People-related problems – poor communication skills, employees lack motivation, conflicts between team members, overcoming employees’ resistance to organizational changes etc.
Teamwork is a fact of student life. Teams provide a forum for discussing and learning new things and give students a chance to practise concepts from the classroom that they will eventually use in their careers. As teams appear more and more in both academic and corporate arenas, knowing how to work on a team and collaborate with others is a vital skill.
Thomas O’Neill is an associate professor in UCalgary’s Department of Psychology and founder of the Individual and Team Performance Laboratory and itpmetrics.com, a free online teamwork skills assessment and feedback tool with over 45,000 users. In this webinar, Tom sheds light on how to enhance and improve performance of student teams.
Watch the webinar recording: http://explore.ucalgary.ca/top-tips-build-student-teams-excel
Analysis of external adaptability (agility) as a measure of organizational Effectiveness in Higher Education and recommendation of diagnostic testing based on the performance triangle model
Running Head ORGANIZATIONAL CULTURE AND CHANGEORGANIZATIONAL CU.docxglendar3
Running Head: ORGANIZATIONAL CULTURE AND CHANGE
ORGANIZATIONAL CULTURE AND CHANGE 4
Organizational Culture and Change
Name: John Blair
Institution Affiliation: Rasmussen College
Author Note
This paper is being submitted on 11th December, 2018, for John Blair MAN4240CBE Section 01CBE Organizational Behavior Analysis.
Organizational Culture and Change
NoJax employs a hierarchical organizational culture where the work environment is formal and structured since the company follows a centralized power and decision-making process. There are set out procedures to guide what people should do within the company where for instance employees are expected to conduct weekly status meetings with managers and presence of daily activity reports that must be filled out by all employees. There is great supervision of employees to achieve a high level of efficiency. The employees are expected to work for an average of 50 hours a week which could probably be said to be higher since the normal working hours in a week should be 40 hours. The relationship between employees and the management is formal since decisions must be approved both by direct managers and someone from senior management, this is due to centralized management.
NoJax was formed on a general partnership between Noah and Jaxson Williams who form the senior management of the company and are responsible for the major decisions of the company. The company follows a functional organization structure which was suggested by F.W. Taylor as one that selects specialists to head the important positions in an organization (Schermerhorn & Bachrach, 2017). This is seen where there are different product managers to oversee the different products of the company as well as departments that consist of design, marketing, and research and development. The existence of this form of structure makes the culture to be hierarchical in that communication and decisions move from the senior management, to the heads of departments, and finally to the junior employees who have to follow the rules.
The management leadership traits show that majority of the individuals in management are social, few are emotionally stable, few are open, majority use conscience, and a majority are able to agree with others on issues affecting the company. This shows that employees are able to approach the management due to the good level of extraversion but they may not benefit from the management emotionally since there is low emotional stability and openness among a majority of the management. Many of those in management show a high level of conscientiousness meaning that they are in a position to do what is good for the company and employees. The leadership style seen as a result of the company’s structure is autocratic since decisions are finalized by senior management and this limits the employees from developing their own leadership skills. This can bring a feeling of dictatorship and fear leading to poor emplo.
Running Head ORGANIZATIONAL CULTURE AND CHANGEORGANIZATIONAL CU.docxtodd581
Running Head: ORGANIZATIONAL CULTURE AND CHANGE
ORGANIZATIONAL CULTURE AND CHANGE 4
Organizational Culture and Change
Name: John Blair
Institution Affiliation: Rasmussen College
Author Note
This paper is being submitted on 11th December, 2018, for John Blair MAN4240CBE Section 01CBE Organizational Behavior Analysis.
Organizational Culture and Change
NoJax employs a hierarchical organizational culture where the work environment is formal and structured since the company follows a centralized power and decision-making process. There are set out procedures to guide what people should do within the company where for instance employees are expected to conduct weekly status meetings with managers and presence of daily activity reports that must be filled out by all employees. There is great supervision of employees to achieve a high level of efficiency. The employees are expected to work for an average of 50 hours a week which could probably be said to be higher since the normal working hours in a week should be 40 hours. The relationship between employees and the management is formal since decisions must be approved both by direct managers and someone from senior management, this is due to centralized management.
NoJax was formed on a general partnership between Noah and Jaxson Williams who form the senior management of the company and are responsible for the major decisions of the company. The company follows a functional organization structure which was suggested by F.W. Taylor as one that selects specialists to head the important positions in an organization (Schermerhorn & Bachrach, 2017). This is seen where there are different product managers to oversee the different products of the company as well as departments that consist of design, marketing, and research and development. The existence of this form of structure makes the culture to be hierarchical in that communication and decisions move from the senior management, to the heads of departments, and finally to the junior employees who have to follow the rules.
The management leadership traits show that majority of the individuals in management are social, few are emotionally stable, few are open, majority use conscience, and a majority are able to agree with others on issues affecting the company. This shows that employees are able to approach the management due to the good level of extraversion but they may not benefit from the management emotionally since there is low emotional stability and openness among a majority of the management. Many of those in management show a high level of conscientiousness meaning that they are in a position to do what is good for the company and employees. The leadership style seen as a result of the company’s structure is autocratic since decisions are finalized by senior management and this limits the employees from developing their own leadership skills. This can bring a feeling of dictatorship and fear leading to poor emplo.
Running head CLIENT PROBLEM 1CLIENT PROBLEM.docxsusanschei
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be put in place to mitigate the effects of this challenge.
One of the biggest challenge in the workplace today is retention of skilled and talented workers. The way the workforce is constituted today, there is a need for more than a good salary to keep the talented people motivated and satisfied. It has been observed that employees move and job-hop as they seek to move up the ladder at the shortest time possible and also in an attempt to meet their expectations and motivations which are ever-changing and dynamic. The situation has been compounded by the generational difference in the company where there are older generations and the millennial, who are driven, motivated and simulated by different factors. For instance, the older generations are much more loyal to the place of work and are less likely to job-hop. They are also more patient and are much more responsive to financial rewards. On the other hand, the younger generations are less loyal to the company they work for, are less patient and will respond better to recognition as well as feeling valued.
Today, managers have woken up to the realization that their skilled staff has more options on their hands, especially now that there are more advances in technology, given the explosion in startup and entrepreneurs who are revolutionizing the way things are done. Managers have to evaluate the hunger in the workplace and focus on feeding it (Bondarouk & Ruel, 2009). There is need to focus on much more than just providing a potential opportunity for promotion and job security. Managers should focus on working with the other members of top management in order to define roles, come up with career progression paths that are extensive, enhancing creativity in the workplace, enhancing the working environment, encouraging a culture of collaboration and providing a system-wide mission that will be adopted by employees in their daily operations.
Management of human resources extends even to the communication amongst the different generations that are found within the workspace in the organization. A youn ...
I constructed this presentation on behalf of Blane Dessy. This was a part of the CUA SLIS "Bridging the Spectrum" Symposium Feb 25 2011. Content from CUA SLIS LSC Management syllabus, from Sarah Bard and Elizabeth McLean.
Running head: CLIENT SELECTION 2
CLIENT SELECTION
Nicholas J Ceo
American Military University
6 December 2017
MTS Systems Corporation is a supplier of test systems as well as industrial position sensors all over the globe. The company deals with hardware and software solutions with the aim of accelerating and improving the design, development, and manufacture of products and structures. MTS operates in two segments, one which deals with sensors and the other with tests. The test department focuses on providing testing solutions that include software, hardware, and testing services. The sensors segment is keen on providing products to be used in mobile equipment and industrial tools manufacture in order to automate their operations, thus enhancing safety and productivity of the end users. The organization also provides tools to measure displacement in fluids, for instance, liquid levels for clients in industrial processes.
The organization provides a solution is an organization that seeks to pioneer in technology and provides unmatched expertise. Engineers depend on accuracy, certainty, and measurements to do their work, to conduct research and transform ideas into results that are tangible and working. MTS Systems is a corporation that is fully dedicated to this transformation in a manner that is faster, more efficient, easier and more successful. The company was established in 1966 with its headquarters at Eden Prairie, Minnesota and has since that time worked in partnerships with engineers worldwide.
MTS Systems has had impressive performance over the years with revenues of about seven hundred and eighty million dollars in the 2016-2017 financial year, up from six hundred and fifty million dollars the previous year. This represents a 38.4% growth in revenue. Profitability has also grown over the years, and the strong performance is expected to continue into the near future. Nevertheless, the performance would be much better if the existing management problems are dealt with.
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be ...
What would you do to convince a large audience, who has little context, to use your solution to a problem? One way is to write a design document, which helps scale technical communication and build alignment among stakeholders. The wider the scope of the problem, the more important alignment is. A design document achieves this by addressing three key questions: “what is the goal?”, “how will we achieve it?” and “why are we doing it this way?”. This talk will cover identifying your audience, effectively writing answers to these questions, and involving the right people at the right time.
More engineering organizations than ever are dealing with big data. The long times required to process big datasets slow down development cycles and delay analysis. Apache Beam pipelines distribute processing across many workers, reducing the time it takes to transform large datasets. Creating an effective Beam pipeline requires following best practices and using the specialized data structures Beam introduces. In this talk, I’ll share strategies and lessons learned from scaling Apache Beam pipelines to handle ever-increasing workloads.
In a worldwide survey managers admit that “People” are the toughest to handle and people-related problems are on the top of the agenda.
People-related problems – poor communication skills, employees lack motivation, conflicts between team members, overcoming employees’ resistance to organizational changes etc.
Teamwork is a fact of student life. Teams provide a forum for discussing and learning new things and give students a chance to practise concepts from the classroom that they will eventually use in their careers. As teams appear more and more in both academic and corporate arenas, knowing how to work on a team and collaborate with others is a vital skill.
Thomas O’Neill is an associate professor in UCalgary’s Department of Psychology and founder of the Individual and Team Performance Laboratory and itpmetrics.com, a free online teamwork skills assessment and feedback tool with over 45,000 users. In this webinar, Tom sheds light on how to enhance and improve performance of student teams.
Watch the webinar recording: http://explore.ucalgary.ca/top-tips-build-student-teams-excel
Analysis of external adaptability (agility) as a measure of organizational Effectiveness in Higher Education and recommendation of diagnostic testing based on the performance triangle model
Running Head ORGANIZATIONAL CULTURE AND CHANGEORGANIZATIONAL CU.docxglendar3
Running Head: ORGANIZATIONAL CULTURE AND CHANGE
ORGANIZATIONAL CULTURE AND CHANGE 4
Organizational Culture and Change
Name: John Blair
Institution Affiliation: Rasmussen College
Author Note
This paper is being submitted on 11th December, 2018, for John Blair MAN4240CBE Section 01CBE Organizational Behavior Analysis.
Organizational Culture and Change
NoJax employs a hierarchical organizational culture where the work environment is formal and structured since the company follows a centralized power and decision-making process. There are set out procedures to guide what people should do within the company where for instance employees are expected to conduct weekly status meetings with managers and presence of daily activity reports that must be filled out by all employees. There is great supervision of employees to achieve a high level of efficiency. The employees are expected to work for an average of 50 hours a week which could probably be said to be higher since the normal working hours in a week should be 40 hours. The relationship between employees and the management is formal since decisions must be approved both by direct managers and someone from senior management, this is due to centralized management.
NoJax was formed on a general partnership between Noah and Jaxson Williams who form the senior management of the company and are responsible for the major decisions of the company. The company follows a functional organization structure which was suggested by F.W. Taylor as one that selects specialists to head the important positions in an organization (Schermerhorn & Bachrach, 2017). This is seen where there are different product managers to oversee the different products of the company as well as departments that consist of design, marketing, and research and development. The existence of this form of structure makes the culture to be hierarchical in that communication and decisions move from the senior management, to the heads of departments, and finally to the junior employees who have to follow the rules.
The management leadership traits show that majority of the individuals in management are social, few are emotionally stable, few are open, majority use conscience, and a majority are able to agree with others on issues affecting the company. This shows that employees are able to approach the management due to the good level of extraversion but they may not benefit from the management emotionally since there is low emotional stability and openness among a majority of the management. Many of those in management show a high level of conscientiousness meaning that they are in a position to do what is good for the company and employees. The leadership style seen as a result of the company’s structure is autocratic since decisions are finalized by senior management and this limits the employees from developing their own leadership skills. This can bring a feeling of dictatorship and fear leading to poor emplo.
Running Head ORGANIZATIONAL CULTURE AND CHANGEORGANIZATIONAL CU.docxtodd581
Running Head: ORGANIZATIONAL CULTURE AND CHANGE
ORGANIZATIONAL CULTURE AND CHANGE 4
Organizational Culture and Change
Name: John Blair
Institution Affiliation: Rasmussen College
Author Note
This paper is being submitted on 11th December, 2018, for John Blair MAN4240CBE Section 01CBE Organizational Behavior Analysis.
Organizational Culture and Change
NoJax employs a hierarchical organizational culture where the work environment is formal and structured since the company follows a centralized power and decision-making process. There are set out procedures to guide what people should do within the company where for instance employees are expected to conduct weekly status meetings with managers and presence of daily activity reports that must be filled out by all employees. There is great supervision of employees to achieve a high level of efficiency. The employees are expected to work for an average of 50 hours a week which could probably be said to be higher since the normal working hours in a week should be 40 hours. The relationship between employees and the management is formal since decisions must be approved both by direct managers and someone from senior management, this is due to centralized management.
NoJax was formed on a general partnership between Noah and Jaxson Williams who form the senior management of the company and are responsible for the major decisions of the company. The company follows a functional organization structure which was suggested by F.W. Taylor as one that selects specialists to head the important positions in an organization (Schermerhorn & Bachrach, 2017). This is seen where there are different product managers to oversee the different products of the company as well as departments that consist of design, marketing, and research and development. The existence of this form of structure makes the culture to be hierarchical in that communication and decisions move from the senior management, to the heads of departments, and finally to the junior employees who have to follow the rules.
The management leadership traits show that majority of the individuals in management are social, few are emotionally stable, few are open, majority use conscience, and a majority are able to agree with others on issues affecting the company. This shows that employees are able to approach the management due to the good level of extraversion but they may not benefit from the management emotionally since there is low emotional stability and openness among a majority of the management. Many of those in management show a high level of conscientiousness meaning that they are in a position to do what is good for the company and employees. The leadership style seen as a result of the company’s structure is autocratic since decisions are finalized by senior management and this limits the employees from developing their own leadership skills. This can bring a feeling of dictatorship and fear leading to poor emplo.
Running head CLIENT PROBLEM 1CLIENT PROBLEM.docxsusanschei
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be put in place to mitigate the effects of this challenge.
One of the biggest challenge in the workplace today is retention of skilled and talented workers. The way the workforce is constituted today, there is a need for more than a good salary to keep the talented people motivated and satisfied. It has been observed that employees move and job-hop as they seek to move up the ladder at the shortest time possible and also in an attempt to meet their expectations and motivations which are ever-changing and dynamic. The situation has been compounded by the generational difference in the company where there are older generations and the millennial, who are driven, motivated and simulated by different factors. For instance, the older generations are much more loyal to the place of work and are less likely to job-hop. They are also more patient and are much more responsive to financial rewards. On the other hand, the younger generations are less loyal to the company they work for, are less patient and will respond better to recognition as well as feeling valued.
Today, managers have woken up to the realization that their skilled staff has more options on their hands, especially now that there are more advances in technology, given the explosion in startup and entrepreneurs who are revolutionizing the way things are done. Managers have to evaluate the hunger in the workplace and focus on feeding it (Bondarouk & Ruel, 2009). There is need to focus on much more than just providing a potential opportunity for promotion and job security. Managers should focus on working with the other members of top management in order to define roles, come up with career progression paths that are extensive, enhancing creativity in the workplace, enhancing the working environment, encouraging a culture of collaboration and providing a system-wide mission that will be adopted by employees in their daily operations.
Management of human resources extends even to the communication amongst the different generations that are found within the workspace in the organization. A youn ...
I constructed this presentation on behalf of Blane Dessy. This was a part of the CUA SLIS "Bridging the Spectrum" Symposium Feb 25 2011. Content from CUA SLIS LSC Management syllabus, from Sarah Bard and Elizabeth McLean.
Running head: CLIENT SELECTION 2
CLIENT SELECTION
Nicholas J Ceo
American Military University
6 December 2017
MTS Systems Corporation is a supplier of test systems as well as industrial position sensors all over the globe. The company deals with hardware and software solutions with the aim of accelerating and improving the design, development, and manufacture of products and structures. MTS operates in two segments, one which deals with sensors and the other with tests. The test department focuses on providing testing solutions that include software, hardware, and testing services. The sensors segment is keen on providing products to be used in mobile equipment and industrial tools manufacture in order to automate their operations, thus enhancing safety and productivity of the end users. The organization also provides tools to measure displacement in fluids, for instance, liquid levels for clients in industrial processes.
The organization provides a solution is an organization that seeks to pioneer in technology and provides unmatched expertise. Engineers depend on accuracy, certainty, and measurements to do their work, to conduct research and transform ideas into results that are tangible and working. MTS Systems is a corporation that is fully dedicated to this transformation in a manner that is faster, more efficient, easier and more successful. The company was established in 1966 with its headquarters at Eden Prairie, Minnesota and has since that time worked in partnerships with engineers worldwide.
MTS Systems has had impressive performance over the years with revenues of about seven hundred and eighty million dollars in the 2016-2017 financial year, up from six hundred and fifty million dollars the previous year. This represents a 38.4% growth in revenue. Profitability has also grown over the years, and the strong performance is expected to continue into the near future. Nevertheless, the performance would be much better if the existing management problems are dealt with.
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be ...
What would you do to convince a large audience, who has little context, to use your solution to a problem? One way is to write a design document, which helps scale technical communication and build alignment among stakeholders. The wider the scope of the problem, the more important alignment is. A design document achieves this by addressing three key questions: “what is the goal?”, “how will we achieve it?” and “why are we doing it this way?”. This talk will cover identifying your audience, effectively writing answers to these questions, and involving the right people at the right time.
More engineering organizations than ever are dealing with big data. The long times required to process big datasets slow down development cycles and delay analysis. Apache Beam pipelines distribute processing across many workers, reducing the time it takes to transform large datasets. Creating an effective Beam pipeline requires following best practices and using the specialized data structures Beam introduces. In this talk, I’ll share strategies and lessons learned from scaling Apache Beam pipelines to handle ever-increasing workloads.
Service oriented systems have become hugely popular, and the golden age of the monolith has past. Sometimes these services can be fantastic, and other times not so much. Learning how to evaluate APIs and identify problem areas before jumping head first into development can save teams frustration, time, and money. This session will walk through evaluating an API, best practices, and red flags, all from the standpoint of a developer consuming them. No matter your experience level, you'll leave with the skills to effectively tackle your next API.
This version given at 200ok May 2019
Big, Impossible Projects are exciting, transformative, and begin with an overwhelming number of unanswered questions. Developing against a moving target is never easy — you might find yourself going against best practices such as designing solutions without knowing all the parameters, or encountering dependencies you didn’t even think were possible. Big, Impossible projects can start out looking small and simple, but like an iceberg, they have much more to them once you get up close. In this talk for both new and seasoned leaders you will learn to navigate the icebergs and bring your next Big, Impossible Project to a successful conclusion.
You don't deploy a single microservice. The journey to microservice architecture involves more than how code is written or applications are packaged. It's about creating an interconnected ecosystem that keeps things running. Infrastructure and tools have only grown in importance as microservices have emerged as a dominant architecture pattern. Deploying, scaling, and monitoring are more important for microservices than they ever were before. Attendees will leave this session knowing the basic infrastructure and tooling needs for microservices to be successful.
When I first started talking to people about wanting to work on backend services, the most common reaction was saying that it’s so different from iOS development. I never thought of it that way. Making iOS apps involves a lot of specialized knowledge applied to seemingly specialized problems. However, when those problems are distilled down to their fundamental form, they look similar to problems encountered in other software disciplines. Together we will discover those problems and learn how to apply them to different situations.
Xcode is incredibly useful for debugging iOS apps, especially with the updates released in the last few years. Sometimes that isn’t enough. Sometimes you want to find the exact error that caused an exception throw, or only activate a breakpoint with a certain method previously in the call stack. These cases, which are hard to debug with Xcode’s standard toolset, are easy to debug with LLDB. This talk will walk through the foundations of debugging in LLDB for Objective-C and Swift, as well as introduce some more advanced features for those really tough bugs.
First came APIs, then came mobile. Many companies were excited to be able to re-use existing technology to build mobile applications. The quality bar for apps has risen dramatically, and those generic APIs only go so far. Since most apps depend on APIs for data, then shouldn’t those APIs be optimized for mobile experiences? Can a poorly designed API detract from user experience? The answer to both of those questions is yes. This talk will cover why mobile APIs matter, and how existing paradigms and practices can optimize APIs for great mobile experiences.
Generics are one of the features of Swift that set it apart from many other languages. Since Swift debuted, developers have been wondering when to use them and what to use them for. By looking at the standard library, which is the first piece of software to use generics, we can better understand their purpose and utility.
Swift’s design promotes language features like generics and first-class protocols as key architectural components in application development. However, many of the logical patterns that arise, including ones imported from Objective-C, don’t work as we expect them to. In many cases, Swift’s type system resists certain straightforward patterns, such as constraining a property to both a class and a protocol. This talk will highlight several of these challenges, discuss the underlying cause, and evaluate workarounds.
iOS 9 introduced multitasking, which allows apps to be used side by side on certain devices. Along with this came a number of new APIs for handling transitions between different screen configurations. However, integrating these new APIs in an exiting codebase can be trick, and often requires rethinking the way a component is structured. This talk will introduce multitasking, cover the new APIs available to handle different scenarios, and walk through some gotchas when adding support for multitasking into existing applications.
Small is the new big, and for good reason. The benefits of microservices and service-oriented architecture have been extolled for a number of years, yet many forge ahead without thinking of the impact the users of the services. Consuming on micro services can be enjoyable as long as the developer experience has been crafted as finely as the service itself. But just like with any other product, there isn’t a single kind of consumer. Together we will walk through some typical kinds of consumers, what their needs are, and how we can create a great developer experience using brains and tools like Docker.
More Than po: Debugging in LLDB @ CocoaConf SJ 2015Michele Titolo
Xcode is incredibly useful for debugging iOS apps, especially with the updates released in 6.0. But sometimes that isn't enough. Sometimes you want to find the exact error that caused the objc_exception_throw, or only activate a breakpoint with a certain method in the call stack. These cases, which are hard to debug with Xcode's standard toolset, are easy with LLDB. This talk will walk through the basics of debugging in LLDB, and solutions to common problems.
Xcode is incredibly useful for debugging iOS apps, especially with the updates released in 6.0. But sometimes that isn’t enough. Sometimes you want to find the exact error that caused the objc_exception_throw, or only activate a breakpoint with a certain method in the call stack. These cases, which are hard to debug with Xcode’s toolset, are easy with LLDB. This talk will walk through the basics of debugging in LLDB, and solutions to common problems.
Gone are the days where making an app just involved writing code. Now, even as a developer, we need to be aware of many other aspects of shipping. They can be human things, like "how do I stop someone from overwriting my changes to the project.pbxproj, storyboard, or xib?" Or technical challenges, like "how do I manage dependencies?” and “why do I always have to do a 3-way merge?” Or even peripheral things like “what happens to our servers if we get featured?” and “what happens to the app when the servers go down?” This session will cover common scaling problems, and solutions to overcome them.
Scaling an app means many things. They can be human things, like "how do I stop someone from overwriting my changes to the project.pbxproj, storyboard, or xib?" Or development things, like "how do I manage dependencies?” and “why do I always have to do a 3-way merge?” Or even peripheral things like “what happens to our servers if we get featured?” and “what happens to the app when the servers go down?” This session will cover common scaling problems, and solutions to overcome them.
We have this new language, Swift, which takes some familiar Apple patterns, and introduces some new ones. With tools like closures and method chaining, there are definitely some new ways to solve the age-old Obj-c architecture challenges. This talk will walk through some of the most common Obj-c design patterns rewritten in Swift, and showcase the strengths and weaknesses of this new language.
Inheriting code is something we all have to deal with, and knowing what you're getting yourself into is a big part of that initial deep dive. Just like anything else, this is a skill that needs to be practiced and perfected over time. This session will walk through some strategies to use when looking at code you didn't write, finding problem spots, as well as share some personal experiences I've had when working with other people's code. You'll leave feeling confident about digging into your next codebase, and have some new tools in your pocket for dealing with the unexpected.
Exploring Innovations in Data Repository Solutions - Insights from the U.S. G...Globus
The U.S. Geological Survey (USGS) has made substantial investments in meeting evolving scientific, technical, and policy driven demands on storing, managing, and delivering data. As these demands continue to grow in complexity and scale, the USGS must continue to explore innovative solutions to improve its management, curation, sharing, delivering, and preservation approaches for large-scale research data. Supporting these needs, the USGS has partnered with the University of Chicago-Globus to research and develop advanced repository components and workflows leveraging its current investment in Globus. The primary outcome of this partnership includes the development of a prototype enterprise repository, driven by USGS Data Release requirements, through exploration and implementation of the entire suite of the Globus platform offerings, including Globus Flow, Globus Auth, Globus Transfer, and Globus Search. This presentation will provide insights into this research partnership, introduce the unique requirements and challenges being addressed and provide relevant project progress.
Climate Science Flows: Enabling Petabyte-Scale Climate Analysis with the Eart...Globus
The Earth System Grid Federation (ESGF) is a global network of data servers that archives and distributes the planet’s largest collection of Earth system model output for thousands of climate and environmental scientists worldwide. Many of these petabyte-scale data archives are located in proximity to large high-performance computing (HPC) or cloud computing resources, but the primary workflow for data users consists of transferring data, and applying computations on a different system. As a part of the ESGF 2.0 US project (funded by the United States Department of Energy Office of Science), we developed pre-defined data workflows, which can be run on-demand, capable of applying many data reduction and data analysis to the large ESGF data archives, transferring only the resultant analysis (ex. visualizations, smaller data files). In this talk, we will showcase a few of these workflows, highlighting how Globus Flows can be used for petabyte-scale climate analysis.
May Marketo Masterclass, London MUG May 22 2024.pdfAdele Miller
Can't make Adobe Summit in Vegas? No sweat because the EMEA Marketo Engage Champions are coming to London to share their Summit sessions, insights and more!
This is a MUG with a twist you don't want to miss.
In software engineering, the right architecture is essential for robust, scalable platforms. Wix has undergone a pivotal shift from event sourcing to a CRUD-based model for its microservices. This talk will chart the course of this pivotal journey.
Event sourcing, which records state changes as immutable events, provided robust auditing and "time travel" debugging for Wix Stores' microservices. Despite its benefits, the complexity it introduced in state management slowed development. Wix responded by adopting a simpler, unified CRUD model. This talk will explore the challenges of event sourcing and the advantages of Wix's new "CRUD on steroids" approach, which streamlines API integration and domain event management while preserving data integrity and system resilience.
Participants will gain valuable insights into Wix's strategies for ensuring atomicity in database updates and event production, as well as caching, materialization, and performance optimization techniques within a distributed system.
Join us to discover how Wix has mastered the art of balancing simplicity and extensibility, and learn how the re-adoption of the modest CRUD has turbocharged their development velocity, resilience, and scalability in a high-growth environment.
Into the Box Keynote Day 2: Unveiling amazing updates and announcements for modern CFML developers! Get ready for exciting releases and updates on Ortus tools and products. Stay tuned for cutting-edge innovations designed to boost your productivity.
AI Pilot Review: The World’s First Virtual Assistant Marketing SuiteGoogle
AI Pilot Review: The World’s First Virtual Assistant Marketing Suite
👉👉 Click Here To Get More Info 👇👇
https://sumonreview.com/ai-pilot-review/
AI Pilot Review: Key Features
✅Deploy AI expert bots in Any Niche With Just A Click
✅With one keyword, generate complete funnels, websites, landing pages, and more.
✅More than 85 AI features are included in the AI pilot.
✅No setup or configuration; use your voice (like Siri) to do whatever you want.
✅You Can Use AI Pilot To Create your version of AI Pilot And Charge People For It…
✅ZERO Manual Work With AI Pilot. Never write, Design, Or Code Again.
✅ZERO Limits On Features Or Usages
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✅No Complicated Setup: Get Up And Running In 2 Minutes
✅99.99% Up-Time Guaranteed
✅30 Days Money-Back Guarantee
✅ZERO Upfront Cost
See My Other Reviews Article:
(1) TubeTrivia AI Review: https://sumonreview.com/tubetrivia-ai-review
(2) SocioWave Review: https://sumonreview.com/sociowave-review
(3) AI Partner & Profit Review: https://sumonreview.com/ai-partner-profit-review
(4) AI Ebook Suite Review: https://sumonreview.com/ai-ebook-suite-review
Software Engineering, Software Consulting, Tech Lead.
Spring Boot, Spring Cloud, Spring Core, Spring JDBC, Spring Security,
Spring Transaction, Spring MVC,
Log4j, REST/SOAP WEB-SERVICES.
Innovating Inference - Remote Triggering of Large Language Models on HPC Clus...Globus
Large Language Models (LLMs) are currently the center of attention in the tech world, particularly for their potential to advance research. In this presentation, we'll explore a straightforward and effective method for quickly initiating inference runs on supercomputers using the vLLM tool with Globus Compute, specifically on the Polaris system at ALCF. We'll begin by briefly discussing the popularity and applications of LLMs in various fields. Following this, we will introduce the vLLM tool, and explain how it integrates with Globus Compute to efficiently manage LLM operations on Polaris. Attendees will learn the practical aspects of setting up and remotely triggering LLMs from local machines, focusing on ease of use and efficiency. This talk is ideal for researchers and practitioners looking to leverage the power of LLMs in their work, offering a clear guide to harnessing supercomputing resources for quick and effective LLM inference.
How Recreation Management Software Can Streamline Your Operations.pptxwottaspaceseo
Recreation management software streamlines operations by automating key tasks such as scheduling, registration, and payment processing, reducing manual workload and errors. It provides centralized management of facilities, classes, and events, ensuring efficient resource allocation and facility usage. The software offers user-friendly online portals for easy access to bookings and program information, enhancing customer experience. Real-time reporting and data analytics deliver insights into attendance and preferences, aiding in strategic decision-making. Additionally, effective communication tools keep participants and staff informed with timely updates. Overall, recreation management software enhances efficiency, improves service delivery, and boosts customer satisfaction.
Accelerate Enterprise Software Engineering with PlatformlessWSO2
Key takeaways:
Challenges of building platforms and the benefits of platformless.
Key principles of platformless, including API-first, cloud-native middleware, platform engineering, and developer experience.
How Choreo enables the platformless experience.
How key concepts like application architecture, domain-driven design, zero trust, and cell-based architecture are inherently a part of Choreo.
Demo of an end-to-end app built and deployed on Choreo.
Developing Distributed High-performance Computing Capabilities of an Open Sci...Globus
COVID-19 had an unprecedented impact on scientific collaboration. The pandemic and its broad response from the scientific community has forged new relationships among public health practitioners, mathematical modelers, and scientific computing specialists, while revealing critical gaps in exploiting advanced computing systems to support urgent decision making. Informed by our team’s work in applying high-performance computing in support of public health decision makers during the COVID-19 pandemic, we present how Globus technologies are enabling the development of an open science platform for robust epidemic analysis, with the goal of collaborative, secure, distributed, on-demand, and fast time-to-solution analyses to support public health.
Enhancing Project Management Efficiency_ Leveraging AI Tools like ChatGPT.pdfJay Das
With the advent of artificial intelligence or AI tools, project management processes are undergoing a transformative shift. By using tools like ChatGPT, and Bard organizations can empower their leaders and managers to plan, execute, and monitor projects more effectively.
Enterprise Resource Planning System includes various modules that reduce any business's workload. Additionally, it organizes the workflows, which drives towards enhancing productivity. Here are a detailed explanation of the ERP modules. Going through the points will help you understand how the software is changing the work dynamics.
To know more details here: https://blogs.nyggs.com/nyggs/enterprise-resource-planning-erp-system-modules/
Top Features to Include in Your Winzo Clone App for Business Growth (4).pptxrickgrimesss22
Discover the essential features to incorporate in your Winzo clone app to boost business growth, enhance user engagement, and drive revenue. Learn how to create a compelling gaming experience that stands out in the competitive market.
Cyaniclab : Software Development Agency Portfolio.pdfCyanic lab
CyanicLab, an offshore custom software development company based in Sweden,India, Finland, is your go-to partner for startup development and innovative web design solutions. Our expert team specializes in crafting cutting-edge software tailored to meet the unique needs of startups and established enterprises alike. From conceptualization to execution, we offer comprehensive services including web and mobile app development, UI/UX design, and ongoing software maintenance. Ready to elevate your business? Contact CyanicLab today and let us propel your vision to success with our top-notch IT solutions.
top nidhi software solution freedownloadvrstrong314
This presentation emphasizes the importance of data security and legal compliance for Nidhi companies in India. It highlights how online Nidhi software solutions, like Vector Nidhi Software, offer advanced features tailored to these needs. Key aspects include encryption, access controls, and audit trails to ensure data security. The software complies with regulatory guidelines from the MCA and RBI and adheres to Nidhi Rules, 2014. With customizable, user-friendly interfaces and real-time features, these Nidhi software solutions enhance efficiency, support growth, and provide exceptional member services. The presentation concludes with contact information for further inquiries.
59. References
Balsom, M., Barras, R., Michela, J., & Zdaniuk, A (2009). Processes
and Attributes of Highly Effective Teams. Retrieved 6/10/2015
from https://uwaterloo.ca/psychology/sites/ca.psychology/files/
uploads/files/processesattributeseffectiveteams.jm_.v4.pdf
Kozlowski, S. W. J. & Bell, B. F. (2001). Work groups and teams in
organizations. Retrieved 6/10/2015, from Cornell University, ILR
School site: http://digitalcommons.ilr.cornell.edu/articles/389/
Pentland, A (2012). The New Science of Building Great Teams.
Harvard Business Review. Retrieved 6/10/2015, from https://
hbr.org/2012/04/the-new-science-of-building-great-teams
Eckstein, J (2010). Agile Software Development with Distributed
Teams. Dorset House.