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Comment Re:Nothing to do with Hollywood (Score 1) 487

No the point/loss recovery doesn't balance out. You mean the point that there is no penalty for killing someone? Gee. Maybe you need to dust off your copy, or go buy one. It's cheap these days on steam, it'll take you less then 2hrs to get to that level. On top of that, this is the type of stuff she considered "sexualized". You're cheering on a person who is no different then Jack Thompson.

Comment Re:Illegal labor (Score 4, Interesting) 88

Here's what happened up here in Canada. In the late 1980's you could pick fruit/veggies/tobacco/etc and earn enough money to put you through a year of university, if you got on a good farm you could earn enough to put you through 2-3 years. This was still the norm in the early 90's, by say '94ish there was a great push of factory farms. And suddenly there were people saying "oh we can't afford to pay these people those wages." And suddenly they loosened the wage rate, and more followed suit. It went from hourly to bushel, and then you started hearing the "but people won't work for what we're paying!" So they relaxed the hiring regs, and allowed the importing of 3rd world labor to do those jobs. And the wages still fell.

If you want to fix the problem, the laws have to be changed. Most governments have no interest in changing the laws on this, and now it's the norm. Now people are seeing this with the abuse of H1B's in the US, and here in Canada with TFW's. The difference between the two is a TFW can be used in any job. The current area we're seeing a flood of people in is with business cleaning run by fly-by-night shops that hire people who are illegally in Canada. But businesses from the CIBC(big bank up here) replacing workers with TFW's, to skilled trades in the oil patch have been hit.

Comment I've worked in I.T. for 20 years. (Score 1) 262

We're all mistreated and we mistreat each other.

First - there's the serious mistreatment. I.T. is treated like a pariah at many companies. We are an expense, and we are an expense that many companies have a difficult time grasping. "We send the plumber away after he fixes the toilet, why do we have this guy on the payroll after he fixed my printing issue?" Bean counters especially hate us, because the things we support and provide to the users are expensive. I don't care who the computer is for, I.T. is blamed for it being purchased for it needing support. This is very much a "shoot the messenger" problem. I've seen companies that get rid of their support people, and I've seen it hurt them in the end. I've seen executive assistants - the guard dog types - really hate on I.T. because their master had a computer problem that wasn't immediately fixed and you're expensive.

Second - there's the peer to peer mistreatment. We're I.T., we eat our own. We are continuously cruel towards one another, especially if we like you. Holding back and treating you like a customer means we really don't want you around or we consider you a volatile liability. It's something I've found as pretty much a universal culture among competent technical people. We like practical jokes, well placed insults, and picking at each others issues. We're like a bunch of junior high kids, never mind we're in our 30's and 40's. Most of the people I've seen have a problem with mistreatment seem to only have the problem after they become accepted as part of the group. Some people just don't know how to fit into the culture. This isn't a race or gender thing, I've seen acceptance and breakdowns in about every combination of race and gender you can imagine. We're geeks, competence is currency, if someone is placed in an I.T. area due to affirmative action or nepotism they aren't going to become part of the pack. If you can't pull your own weight they're not going to feel sorry for you, they're going to eat you for lunch. Most successful technical environments I've been in have been meritocracies with the exceptions of rule by the person signing the checks, in which case even those setups are virtual meritocracies where you have the alpha-geek and the guy who can over rule the alpha geek.

Third - the serious real discrimination. Most real discrimination I've seen comes from H.R. departments and busy-bodies. Forced diversity is discrimination. I've been in really good self-governing technical departments. Usually the more offensive and wolf-packish they are, the better they are. I have on occasion had the pack destroyed due to concern from busy-bodies who don't understand that mode of operation intentionally changing seating arrangements, injecting people who aren't exactly up to par, and intentionally injecting people with polar opposite personalities into the team (who don't even technically qualify for the job) just to break up the wolf pack. I saw the intentional pack breakup happen by an injection that increased the size of the team 25%. Productivity fell by 40% as the old wolf-pack had to drag anchors through the work day. FYI, in the situation I'm talking about - the rudest, crudest, and the leader of the pack was female, she was awesome, she told the dirtiest jokes I've ever heard and had a photographic memory, able to recall data at will that I had to look up. We had both Hispanics and Blacks on the team that were part of the pack. The intentional breakup had nothing to do with race or gender - they wanted to break up what they saw as a homogenized personality type. The injected individuals consisted of a white female, a white male who was tech savy in an engineering sense but was mild mannered and couldn't handle high pressure rapid fixes of in a monitored queue environment. He was the type who would spend a day or two getting at a problem the rest of us knew how to plow through. The third was a black female that could barely operate Outlook. In the end their attempt at diversification actually percentage wise increased the white percentage, it increased the female percentage as well, but it destroyed productivity.

I think the culture of tech fields can generate these feelings even when the cause is a bit different.

Comment They're still people (Score 2) 367

The expectation is that the salaried position is a 40 hr/wk position.

If you treat your employees only as a measurable commodity, entering into no acknowledgment of their worth, individuality, and personal potential, while attempting to mine every second of their time like a greedy, annoying crow, or worse, if you attempt to sit on those things and repress who they are, then your employees will not be loyal. This is inevitable.

When the first even nominally better opportunity (which might not even be better on grounds of pay, since everything else at your place sucks so bad) and they'll be gone. Because you made them hate you.

Which you deserved.

Sane employment is pleasant, goal seeking and reward-rich. For everyone. Not based on counting drops of sweat and screaming when the count is short. Balance liberty against compassion in tension as you encourage your employees to chase your goals and their goals. Otherwise you run the risk of just turning out to be considered another reviled prick.

I've run several very successful businesses. I'm not guessing here. Happy people do better work. Period.

Comment Re:OMG (Score 1) 367

It's an entitlement excuse.

When I was in high school, I knew a lot of kids who worked at Burger King. They were stealing money from their registers, some of them managing to lift over $800/month. Everyone agreed this was a good thing because "they didn't get paid enough." High school kids. Not paid enough. Seriously.

The only excuse for using company time for non-work is not having work to do. You get an admin job and you're efficient enough to do it in 1/3 the given time? Well, I can't rightly say you've been stealing company hours if you're achieving 100% of your assigned work. Some offices even tell you to go home if you're done your work, and pay you anyway--they're legally-obligated to pay your salary if you're exempt, just like they're not obligated to pay overtime, so if you work 15 hours and get all your shit done and they send you home you still get paid. That actually makes sense.

What doesn't make sense is agreeing on and accepting a salary and then stealing time, money, or equipment from your employer under the claim that they're not paying you a fair wage. There is no fair wage. Market rates are rates people can't manage to push up from and employers can't manage to push down from. Businesses employ the lowest bidder, and employees go with the highest bidder. You took the bid? You agreed to this shit. Excuses like the distress of unemployment and the difficulty of getting a job just tell me you wanted to fasttrack the process and get bumped to the front of the line and you bought the front spot--that's what your lower-than-industry-average salary is: a privileged purchasing agreement.

Comment Re:That's actually debateable (Score 1) 297

Manual-labor jobs they can. Office jobs require some downtime to refactor, and the 8-hour work day theoretically lets you mix that in so you can optimize it.

The more-scientific approach I've seen is to schedule high-effort, complex work in the mid-morning and around 2-5pm, with low-effort work put between 1pm and 3pm. The slump cripples your ability to perform productively, and so spending that time returning calls, checking e-mail, writing changelogs, and so forth lets your brain relax and recover so you can get back to designing rocket engines and writing complex computer code later in the afternoon. You wind up productive all day, doing the simple shit when you can't handle the heavy lifting.

The moral of the story? Do your code reviews and merge windows between 1pm and 3pm. It's less work than writing new code, and it keeps your head in the code so you're ready to hit the ground running right after.

Comment Re:Fiduciary duty (Score 1, Flamebait) 297

H Fucking B1 should be eliminated.

There is no fucking way some dude from a country where the majority of people are shitting outside, next to their water well is more qualified than anyone in America.

H-B1 is just so hypocritical assholes in the SJW Silicon Valley businesses can save money while they bitch and moan about men now being able to shower in the women's locker room.

Comment Re:I hope this fucking fails (Score 1) 140

This service already existed. It was called OnLive, and it was actually quite a bit better than you'd expect in terms of image quality and lag. I'm not really sure why it failed, but my guess is that people just don't want to consume video games the same way they consume video content - the replay value of many games may make consumers of a subscription service feel like they're double-paying for stuff.

Anyway, if the same factors are in place, I expect a microsoft version of OnLive to do just as well as the original.

Comment Re:So what's the issue? (Score 1) 213

So you're telling me that they should have owned the issue that they caused, and worked around it instead of putting the burden and blame on the customer? Why, that's like an airline unexpectedly needing 4 seats to get its employees to another airport on time, and thus putting them on a turboprop or in a company car instead of calling the cops to beat up the passenger who won't give up his seat!

Comment Re:It's pretty simple (Score 1) 272

Not true. I look at both. Energy star it means this appliance uses less than some average for that appliance.

No, it means it is expected to use a specified amount of energy, given a particular set of standard operating conditions. You use it to compare one device to another device. If you're just looking for whether the sticker is present, you're using it entirely in the wrong way.

Where are you buying appliances where they even have a significant number of non-energy star models?

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Artificial intelligence has the same relation to intelligence as artificial flowers have to flowers. -- David Parnas