Engineering is herd mentality that benefits from ideas from peers with diverse backgrounds.
Teams build and support bigger and better products than any one person could ever do.
Yet, you want to embrace diversity so your products don't miss market opportunities or better ways to do things. One way to do this is to create a safe ecosystem for everyone to throw crazy ideas out. You set the expectation that non-active talkers listen and the team fuse together the best ideas to come up with the next product.
This memo classified individuals into groups with behavior exceptions. The first problem is teams are too small for this (love the quote "sampling size of one is not statistics"). The second problem is the author is not a good writer as I could read the memo multiple ways. The best way is XXX group doesn't get what they deserve because of YYY. The worst way, which is how many will read it, is XXX group doesn't deserve YYY because they are XXX. Read the flawed data analysis in "The Bell Curve". The third problem is the behavioral exceptions of groups in this memo are insulting at best. I define myself, I honestly don't fit any labels.
I am the anti-minority in all ways (white, male, etc...). I'm not worried about "they took our jobs!". I will, however, make accommodations (as necessary) for people who are different than I am, and be tolerant for things I don't understand, because I realize that others view the world differently than I do, and I don't want to miss out on insight i am incapable of seeing.
I want my team to be awesome. Google did the right thing and cut the toxicity out. I read the proposal to "de-emphasize empathy" and I lost all sympathy for this guy. Affinity groups are a good thing. I don't want individuals on my team to feel vulnerable, I want them to feel safe enough to take risks so I can promote them.
I have never worked for google and have zero interest in ever working for Google.
Does this use my monthly bandwidth?
on
Motorola Is Listening
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· Score: 4, Interesting
or join a volleyball and/or softball league. Meet some people
I recently joined crossfit. I'm terrible at crossfit, always finish dead last, but I'm in much better shape after three months than I have been in the past ten years
Maybe prosecutors need alternate "metrics for success"?
If my job performance was based on my percentage of successful convections and I knew I was assigned a looser case, it's up to me to think of alternate ways to succeed at my job
A system that encourages this behavior is totally broken
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Engineering is herd mentality that benefits from ideas from peers with diverse backgrounds.
Teams build and support bigger and better products than any one person could ever do.
Yet, you want to embrace diversity so your products don't miss market opportunities or better ways to do things. One way to do this is to create a safe ecosystem for everyone to throw crazy ideas out. You set the expectation that non-active talkers listen and the team fuse together the best ideas to come up with the next product.
This memo classified individuals into groups with behavior exceptions. The first problem is teams are too small for this (love the quote "sampling size of one is not statistics"). The second problem is the author is not a good writer as I could read the memo multiple ways. The best way is XXX group doesn't get what they deserve because of YYY. The worst way, which is how many will read it, is XXX group doesn't deserve YYY because they are XXX. Read the flawed data analysis in "The Bell Curve". The third problem is the behavioral exceptions of groups in this memo are insulting at best. I define myself, I honestly don't fit any labels.
I am the anti-minority in all ways (white, male, etc...). I'm not worried about "they took our jobs!". I will, however, make accommodations (as necessary) for people who are different than I am, and be tolerant for things I don't understand, because I realize that others view the world differently than I do, and I don't want to miss out on insight i am incapable of seeing.
I want my team to be awesome. Google did the right thing and cut the toxicity out. I read the proposal to "de-emphasize empathy" and I lost all sympathy for this guy. Affinity groups are a good thing. I don't want individuals on my team to feel vulnerable, I want them to feel safe enough to take risks so I can promote them.
I have never worked for google and have zero interest in ever working for Google.
I'm wondering if I get charged for this?
or join a volleyball and/or softball league. Meet some people
I recently joined crossfit. I'm terrible at crossfit, always finish dead last, but I'm in much better shape after three months than I have been in the past ten years
Maybe prosecutors need alternate "metrics for success"?
If my job performance was based on my percentage of successful convections and I knew I was assigned a looser case, it's up to me to think of alternate ways to succeed at my job
A system that encourages this behavior is totally broken
So - I live in the area. Did the internal investigations happen? Was there any action?
and a bluetooth camera. Write a bit of software on the camera to snag 1) the time and 2) the co-ordinates.
You could then keep the GPS in your pocket or strapped on your backpack.