1) Lots of people THREATEN lawsuits. Until one is filed and you are served, I wouldn't sweat it. But you obviously already are.
2) Lawsuits can be filed, but can still be without merit. But you obviously knew that.
3) Sounds like it is without merit, but if one is filed get a lawyer anyway. And countersue them for malicious and frivilous suits. Because it sounds like they don't have a leg to stand on.
If you've been with your current company for awhile (1-2 years), take it up with your manager and/or your HR person. Tell them your concerns, and what you want to achieve. You should get some kind of encouragement and assistance in getting there. If they don't feel you're ready for it, be prepared to accept criticism, but on the other hand they should be willing to help you. "What does it take to achieve X? What do I need to do?" are good starting places.
But that presumes you know what you want to do. Lots of people I know don't want to climb TOO high in the corporate ladder. The jobs become something they don't want to do. Make sure you understand your goal and what it entails BEFORE shooting for it.
Myself, I've been doing IT since 1991, so that makes (2007-1991) 16 years experience. And the only reason I'm a Senior PA is because I took a job, and the only payscale that my requested $ would fit into is the Senior PA. At my current company, I'd have to become a Lead Architect if I were to convert.
Word of warning: never ever imply you want to "change groups" or "move out" of a company. If there are layoffs coming, you'll be on the top of the layoff list. Seen it happen. Focus on "growing" and "adding value".
9) Lotus notes databases, scattered across servers of course 10) Postnuke used as a Wiki
there was one person I know who had an interesting approach to documentation. He documented liberally, extensively, and profusely. Indexed and backed it up. But he kept it to himself. If someone came to him with a question, he'd gladly print out the portion of the documentation they wanted, but under no circumstances would he release the entire document.
now this is counter intuitive. Most managers and companies want and strive for people to share information. But looking beyond the statements of support, the people who were the golden boys were the information hoarders. I even had a manager say "well everybody goes to him for information". And my reply was "that's because he keeps it to himself". It struck a chord with me because I was trying (and failing) to get people involved in sharing information. Setting up ways for people to disseminate their knowledge. Yet the golden boys kept getting the bonuses. Most companies are like this: those that use others knowledge gain in efficiency, yet those that share it lose efficiency because documentation is damned hard work. and rarely, if ever, is documenting rewarded (by the company).
At previous places of employment, documentation was as follows:
1) in the "CVS" repository, coded right in the source 2) on the mainframe, under MVS 3) on the mainframe, under VM/CMS 4) on the intranet, accessible via a front-end 5) on public server #1 6) on public server #2, that for some reason isn't searchable 7) on public server #3 8) on the internet
what gets my goat the most is these "processes", which generate REEMS (reams?) of documentation. Which then are dumped onto a server and promptly forgotten about. These documents have value - if you can find them.
Something like that happened at our datacenter. Details are vague in my memory, but basically a group was touring the datacenter, and was shown the "master" power lever. And for some reason someone threw it.
Man you should have seen the procedures fly after that little debacle.
So did EA change how they operate? Or did they shell out the $ as a "cost of doing business" and are continuing to overwork the poor guys? Are there any EA headcounts here that can vouch for them (either in the negative or positive)?
and, on a side note, I wonder how this affects (if at all) EA Canada.
I've got stuff on my PC that is far more valuable than this $50 game. There is now way I'd buy a copy protected game for fear it'll damage my photos, financial files, and the like. If there is any sort of worry, on my part, that it'll make my system unusable, I don't want it even in the same room as my PC. Just in case it also has airborne viruses./gotta go make some more backups.
#2. Throw it away. Unless you're absolutely certain that you'll actually use it, toss it. Then do it again. Then toss everything, and only take out what you *really* need. Then throw a bunch more away.
Yes, and no. We did this when moving from Denver to Oyen to Toronto. Actually we held a garage sale first. Made a fair bit of money but of course people always want the best stuff for unreasonable prices. Sold a lot though. But the best decision we made was to rent a truck for the day and donate it to the local ARC/Salvation army/etc (instead of just trashing it). It takes a lot of effort, but in the end you at least get a tax-deduction out of your "trash". Make sure you call/visit the ARC first to make sure they accept what you're bringing them, their hours, etc etc. You have to fill out the "donation" forms yourself. Write down every fricken thing.
And my own advice. If you are FOOOLISH enough to rent a truck, make for damned sure it's a diesel. Uhaul likes to bait and switch.
There are lots of reasons to attempt to standardize on one language, but I'd be wary of it. But not for the reasons you'd expect.
The primary reasons for standardization given are typically future compatibility and cost. Future compability is a valid reason - if the language you're using is going out of use, eliminating it from your systems allows you to continue to use your systems, plain and simple. Your system must survive.
Cost is a different issue. If you are using language X, where the vendor charges ever increasing $$$ to supply the compiler, a switch may be necessary. But in some of the large companies I've worked at, the standardization and cost savings do NOT come from these areas. They come from decreased cost of labour. i.e. programmers become cheaper.
In a company of 300,000 , if they could somehow standardize on Java as THE ONLY language they use, it would be of huge benefit to the company. they could move people from one project to another so much easier. Hire directly out of college. develop standard costing metrics and procedures. but where do the savings come from? they no longer need the C++ and cobol programmers. The value of any individual programmer goes down - way down - because they can so easily be replaced. And it would have a ripple effect outside the company as well. Java programmers would be dime-a-dozen.
I'm all for efficiency. Heck as a CS I think it's ingrained. But I recognize my value comes from the skills I have that other's DON'T have. Not the commonality. Specialization can mean unemployment, but it also means a limited work pool. and reasonable wages.
This doesn't apply to small companies, since they don't have the ability to drive down their internal costs by standardization, other than eliminating positions that become redundant.
if they want to standardize, tell them to standardize on a language: ENGLISH. Seriously. Next document that get's published must check all words against the Webster dictionary. Any acronyms or industry specific jargon must be removed. Then think about standardizing your programming languages. It'll look completely different then.
The last job I left emailed me to schedule my exit interview. It never happened. HR hounded me for every other single thing they wanted, but never once for the exit interview. Good thing too - I was going to make them beg for it. "Not my policy to provide exit interviews without a referral first".. or something of that ilk.
As to the base question - some points because I don't have time to elaborate.
- Your VP won't like every thing he hears. Tell him in advance he's not going to like it all, possibly none of it. Negative feedback will be the norm. Good indicator of what the VP thinks and maybe how you should "tailor" your research. CY own A first.
- Want above average people? Pay above average. Or provide benefits WAY above average. 1% don't cut it.
- you can't please everyone. that does not mean you shouldn't try to please anyone. trying is 80% of the battle.
- remove policy and process. introduce flexibilty. People will take advantage of the company - most just a little, some a lot. Warn the "a lot" crowd they are being inappropriate, then if they keep it up can them. Let people know they can take their pen home, just not the box of pens.
- either get management really involved (and I mean really), or minimalize their interference. Most people jsut want to get their work done. Everythign that impedes that reduces 1) efficiency and 2) reduces employee satisfaction. We want to work - really!
- when thanking / rewarding, if it happens, do it right. Like they said, everyone getting mugs is a useless reward. If everyone was truly involved, reward everyone well. At the very least keep the rewards special. Hire a bus and take everyone down to DQ for a sundae. Cheaper than most options and probably a lot mroe fun.
- reward is a personal thing. one person wants career advancement, the next would like more free time, the next would like more money, the next would like flexible hours, the next would like daycare, the next wants dental insurance, the next wants a thank you, the other wants a window cubicle.
- come out of their offices and meet the people they work for. In 9 months, I have yet to meet my VP here. Bad sign. Bad sign.
UNTIL companies can treat people as ASSETS (hello accountants out there), people will be treated as LIABILITIES and this process will purpetuate. Change the accounting system and you'll change the (corporate) world.
I've been using TPF for 15 years, and they basically advertise exactly what this person is asking for.
99.9% uptime. Airlines and Banks use TPF to acheive this on a regular basis. TPF is designed to stay up and handle large numbers of TRANSACTIONS. I don't have access to the numbers, but the largest system out there - the Sabre system - does I believe above 20,000 transactions PER SECOND.
the Internet mail server is built exactly for these large mail situations, although the number I remember is 200,000. Still, I see no reason why 1,000,000 couldn't be achieved.
If this is for the EDS Navy contract, EDS should be ashamed of themselves. They boast they are the largest TPF shop in the world, and operate the Sabre system for American. But TPF is the unspoken child of the mainframe world.
contact me if you actually are interested in it.
I'm tired of seeing eBay ads with stuff like this:
get a new Ontario Hydro on eBay today!
its easy to bid on Ulcerative Colitis on eBay!
best place to buy blonde midget S&M porn is eBay! Bid today!
ok... well thats a bit of paraphrasing but you get the idea. Not that I've ever searched for any of those items. Nope.
Slashdot Mirror
IANAL, however:
1) Lots of people THREATEN lawsuits. Until one is filed and you are served, I wouldn't sweat it. But you obviously already are.
2) Lawsuits can be filed, but can still be without merit. But you obviously knew that.
3) Sounds like it is without merit, but if one is filed get a lawyer anyway. And countersue them for malicious and frivilous suits. Because it sounds like they don't have a leg to stand on.
If you've been with your current company for awhile (1-2 years), take it up with your manager and/or your HR person. Tell them your concerns, and what you want to achieve. You should get some kind of encouragement and assistance in getting there. If they don't feel you're ready for it, be prepared to accept criticism, but on the other hand they should be willing to help you. "What does it take to achieve X? What do I need to do?" are good starting places.
But that presumes you know what you want to do. Lots of people I know don't want to climb TOO high in the corporate ladder. The jobs become something they don't want to do. Make sure you understand your goal and what it entails BEFORE shooting for it.
Myself, I've been doing IT since 1991, so that makes (2007-1991) 16 years experience. And the only reason I'm a Senior PA is because I took a job, and the only payscale that my requested $ would fit into is the Senior PA. At my current company, I'd have to become a Lead Architect if I were to convert.
Word of warning: never ever imply you want to "change groups" or "move out" of a company. If there are layoffs coming, you'll be on the top of the layoff list. Seen it happen. Focus on "growing" and "adding value".
forgot some:
9) Lotus notes databases, scattered across servers of course
10) Postnuke used as a Wiki
there was one person I know who had an interesting approach to documentation. He documented liberally, extensively, and profusely. Indexed and backed it up. But he kept it to himself. If someone came to him with a question, he'd gladly print out the portion of the documentation they wanted, but under no circumstances would he release the entire document.
now this is counter intuitive. Most managers and companies want and strive for people to share information. But looking beyond the statements of support, the people who were the golden boys were the information hoarders. I even had a manager say "well everybody goes to him for information". And my reply was "that's because he keeps it to himself". It struck a chord with me because I was trying (and failing) to get people involved in sharing information. Setting up ways for people to disseminate their knowledge. Yet the golden boys kept getting the bonuses. Most companies are like this: those that use others knowledge gain in efficiency, yet those that share it lose efficiency because documentation is damned hard work. and rarely, if ever, is documenting rewarded (by the company).
At previous places of employment, documentation was as follows:
1) in the "CVS" repository, coded right in the source
2) on the mainframe, under MVS
3) on the mainframe, under VM/CMS
4) on the intranet, accessible via a front-end
5) on public server #1
6) on public server #2, that for some reason isn't searchable
7) on public server #3
8) on the internet
what gets my goat the most is these "processes", which generate REEMS (reams?) of documentation. Which then are dumped onto a server and promptly forgotten about. These documents have value - if you can find them.
where's all our library scientists?
It was the guest on tour that pulled it. And as I understood it was a bit of a shock to everyone. More details I don't have, unfortunately.
Something like that happened at our datacenter. Details are vague in my memory, but basically a group was touring the datacenter, and was shown the "master" power lever. And for some reason someone threw it.
Man you should have seen the procedures fly after that little debacle.
No. relax grasshopper. Note that the other categories are much more generic than "mainframe operator". and there are few, if any, entering this field.
In other words, companies believe they own your ass.
So did EA change how they operate? Or did they shell out the $ as a "cost of doing business" and are continuing to overwork the poor guys? Are there any EA headcounts here that can vouch for them (either in the negative or positive)?
and, on a side note, I wonder how this affects (if at all) EA Canada.
I've got stuff on my PC that is far more valuable than this $50 game. There is now way I'd buy a copy protected game for fear it'll damage my photos, financial files, and the like. If there is any sort of worry, on my part, that it'll make my system unusable, I don't want it even in the same room as my PC. Just in case it also has airborne viruses. /gotta go make some more backups.
Yes, and no. We did this when moving from Denver to Oyen to Toronto. Actually we held a garage sale first. Made a fair bit of money but of course people always want the best stuff for unreasonable prices. Sold a lot though. But the best decision we made was to rent a truck for the day and donate it to the local ARC/Salvation army/etc (instead of just trashing it). It takes a lot of effort, but in the end you at least get a tax-deduction out of your "trash". Make sure you call/visit the ARC first to make sure they accept what you're bringing them, their hours, etc etc. You have to fill out the "donation" forms yourself. Write down every fricken thing.
And my own advice. If you are FOOOLISH enough to rent a truck, make for damned sure it's a diesel. Uhaul likes to bait and switch.There are lots of reasons to attempt to standardize on one language, but I'd be wary of it. But not for the reasons you'd expect.
The primary reasons for standardization given are typically future compatibility and cost. Future compability is a valid reason - if the language you're using is going out of use, eliminating it from your systems allows you to continue to use your systems, plain and simple. Your system must survive.
Cost is a different issue. If you are using language X, where the vendor charges ever increasing $$$ to supply the compiler, a switch may be necessary. But in some of the large companies I've worked at, the standardization and cost savings do NOT come from these areas. They come from decreased cost of labour. i.e. programmers become cheaper.
In a company of 300,000 , if they could somehow standardize on Java as THE ONLY language they use, it would be of huge benefit to the company. they could move people from one project to another so much easier. Hire directly out of college. develop standard costing metrics and procedures. but where do the savings come from? they no longer need the C++ and cobol programmers. The value of any individual programmer goes down - way down - because they can so easily be replaced. And it would have a ripple effect outside the company as well. Java programmers would be dime-a-dozen.
I'm all for efficiency. Heck as a CS I think it's ingrained. But I recognize my value comes from the skills I have that other's DON'T have. Not the commonality. Specialization can mean unemployment, but it also means a limited work pool. and reasonable wages.
This doesn't apply to small companies, since they don't have the ability to drive down their internal costs by standardization, other than eliminating positions that become redundant.
if they want to standardize, tell them to standardize on a language: ENGLISH. Seriously. Next document that get's published must check all words against the Webster dictionary. Any acronyms or industry specific jargon must be removed. Then think about standardizing your programming languages. It'll look completely different then.
The last job I left emailed me to schedule my exit interview. It never happened. HR hounded me for every other single thing they wanted, but never once for the exit interview. Good thing too - I was going to make them beg for it. "Not my policy to provide exit interviews without a referral first".. or something of that ilk.
As to the base question - some points because I don't have time to elaborate.
- Your VP won't like every thing he hears. Tell him in advance he's not going to like it all, possibly none of it. Negative feedback will be the norm. Good indicator of what the VP thinks and maybe how you should "tailor" your research. CY own A first.
- Want above average people? Pay above average. Or provide benefits WAY above average. 1% don't cut it.
- you can't please everyone. that does not mean you shouldn't try to please anyone. trying is 80% of the battle.
- remove policy and process. introduce flexibilty. People will take advantage of the company - most just a little, some a lot. Warn the "a lot" crowd they are being inappropriate, then if they keep it up can them. Let people know they can take their pen home, just not the box of pens.
- either get management really involved (and I mean really), or minimalize their interference. Most people jsut want to get their work done. Everythign that impedes that reduces 1) efficiency and 2) reduces employee satisfaction. We want to work - really!
- when thanking / rewarding, if it happens, do it right. Like they said, everyone getting mugs is a useless reward. If everyone was truly involved, reward everyone well. At the very least keep the rewards special. Hire a bus and take everyone down to DQ for a sundae. Cheaper than most options and probably a lot mroe fun.
- reward is a personal thing. one person wants career advancement, the next would like more free time, the next would like more money, the next would like flexible hours, the next would like daycare, the next wants dental insurance, the next wants a thank you, the other wants a window cubicle.
- come out of their offices and meet the people they work for. In 9 months, I have yet to meet my VP here. Bad sign. Bad sign.
UNTIL companies can treat people as ASSETS (hello accountants out there), people will be treated as LIABILITIES and this process will purpetuate. Change the accounting system and you'll change the (corporate) world.
I've been using TPF for 15 years, and they basically advertise exactly what this person is asking for. 99.9% uptime. Airlines and Banks use TPF to acheive this on a regular basis. TPF is designed to stay up and handle large numbers of TRANSACTIONS. I don't have access to the numbers, but the largest system out there - the Sabre system - does I believe above 20,000 transactions PER SECOND. the Internet mail server is built exactly for these large mail situations, although the number I remember is 200,000. Still, I see no reason why 1,000,000 couldn't be achieved. If this is for the EDS Navy contract, EDS should be ashamed of themselves. They boast they are the largest TPF shop in the world, and operate the Sabre system for American. But TPF is the unspoken child of the mainframe world. contact me if you actually are interested in it.
Legacy == Bad, gonna die, just like dear Grandad. Should've rewritten it in Java, that'd fix it!
I'm tired of seeing eBay ads with stuff like this:
get a new Ontario Hydro on eBay today!
its easy to bid on Ulcerative Colitis on eBay!
best place to buy blonde midget S&M porn is eBay! Bid today!
ok... well thats a bit of paraphrasing but you get the idea. Not that I've ever searched for any of those items. Nope.