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Comment Re:Lifespan? (Score 1) 23

Hell, even if I have to buy a new couple $ MOF strip to slide into my phone every couple of months, the potential to have an on-demand, low cost, non-invasive, early stage lung cancer detector is huge!

My brother in-law, a competitive bicyclist who never smoked and rarely drank died of lung cancer at 33. He wasn't diagnosed until he was Stage 4 as it just seemed like a nasty cold or potentially a fungal infection.

Getting this technology to be widely available, cheap, and easy would potentially save 150,000+ lives a year just from early lung cancer detection



Comment Re: It has always been that way (Score 1) 181

This is where anti-trust laws kick in. The specific term in this case (BMW tires) would be Tying Products. Where the function of a product is tied to another product for which the manufacturer is the sole source provider. In the example given, if BMW were to put an artificial limitation on the tires (say an embedded RFID chip) that was required for the vehicle to function, and that no other tire manufacture were able to reproduce the RFID chip, then they would most assuredly wind up in court and likely losing or settling.


Comment Re:It has always been that way (Score 1) 181

Only that even if Apple applies the same rule (15-20% cut of subscription fees) to Apple developers, it means that Apple is still keeping 100% of the subscription fee.

They are directly competing, they have a monopoly over the eco system, and they are placing a burden on other players in the eco system that does not harm them.

It would sure appear as though they are on shaky ground here.

Comment Re:"Foreground" vs. "Background" (Score 1) 181

PRMan is right, this is a very good answer, and too bad it's going to get buried under all the smart-assery. On the other hand, this only explains why T-Mobile doesn't make Binge On a completely content-agnostic pipe. It *doesn't* seem to explain why they have conspicuously excluded Youtube, Google Play, and Amazon Prime (which you presumably could not use as a tunnel for downloading and sharing files!).

Comment Re:Kick backs? (Score 1) 181

I understand, but I still don't understand why T-Mobile couldn't accomplish the same thing just by making the Binge On pipe completely content-agnostic and strictly rate-limited. Why would they prefer to re-compress the video themselves, as opposed to simply providing a slow connection, which the video provider can detect so that the video provider downgrades the video automatically? Regarding: "T-Mobile wants to compress it, not let the content provider decide what bit rate to do it at, because this is about their network, not just one user on it.The fact a publisher might be capable of sending 1Mbps to a user doesn't mean this is in the best interests of everyone using the same tower as that user." Well yes, T-Mobile wants the provider to send the data at a slow rate, not at the rate the user would prefer, however couldn't they accomplish the same thing just by rate-limiting the network?

Comment Re: Yay! (Score 1) 181

That sounds plausible, but wouldn't that mean that T-Mobile would only provide unmetered access to services whose content was already hosted with T-Mobile to save on bandwidth? I assume that of all the content providers listed at not all of them have cached all of their content with T-Mobile. But if they're not caching their content with T-Mobile, then it costs T-Mobile the same to provide access to that content as it would to, say, a low-res version of Amazon Prime or Youtube.

Comment Re:How about... (Score 1) 281

Then you need to do more recruiting. If the corporation is more interested in meeting diversity targets, then you don't need to worry about qualifications; just go find someone and hire them for the job. I'm sure the cafeteria janitor can become a PM or developer.

I'd recommend actually working in a hiring management position prior to spouting off such nonsense.

The Corporation in this case, is the State, so we get held under a pretty hard magnifying glass when it comes to hiring practices.

The State has diversity statutes that deal with HOW we hire people, not WHO we hire. For example, FTEs must be interviewed by a panel that includes 3 people: 2 from management, 1 from the same/similar classification. Of those 3, at least 1 must be a woman and 1 must be a minority.

The point of that requirement is to minimize the impact of a racist line manager (which absolutely still exist).

The statutes don't say that I MUST hire a diverse team. I as a manger though, with experience in working in a homogenous white-bread young-middle aged dev shop where out of 80 developers we had 1 girl, 1 Indian, and nothing but white guys, feel that having a more diverse team creates a much better work environment.

Having a multi-cultural team of people who respect each other and each other's cultures has created great bonds within the team. Sure, it's a bit more challenging to get through the storming, but at the end of the day, I have a better team to show for it.

I would never hire someone for a position I did not feel they were more than capable of handling. I look for candidates that show not only the immediate skills I need, but the knowledge, ability, and desire to grow into what I'll need next year. And those people are all around, of all races, and of any gender.

So IF that cafeteria janitor has spent their nights completing their college degree, and has the cafeteria staff running like a well oiled machine with schedules, inventory management, new employee training, etc... then yeah, they might be the very person I'm looking for. But if they aren't looking to move into a PM role, and they aren't looking to expand their skillsets, then no, they would not likely be eligible for the position regardless of their race or gender.


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