The card index appeared to be simply what it was: a wooden box for paper slips. On one of these file cards, Luhmann once summarized his own reflections on just such an experience: ‘People come, they see everything and nothing more than that, just like in porn movies; consequently, they leave disappointed’ (Figure 1).8

Leaders need to continue that communication and develop those relationships in remote and hybrid working environments, whether those environments become an ongoing fixture of the institution or are only part of a business continuity plan.

Many studies have been undertaken on the value of unpaid domestic and care work, which is also non-market, non-transactional and not included in formal economic accounts. Similarly, the unpaid care work for the wider community is missing off the balance sheet. Both are essential for the functioning of the economy that is counted.In Australia, this was estimated to be almost half of the country’s GDP, with those statistics from over twenty years ago. More recent statistics for the state of Victoria reveal a similar picture.

discussion and group work

This is actively being worked on - for those interested you can follow the progress in https://github.com/snapcore/snapd/pull/10836

I watched Christian from Zettelkasten.de taking notes from a book. He’s a professional note-taker, and it still took him two hours to take four notes in the first video - it does take forever to make good permanent notes.

But was it worth three hours of my time?

Excerpting requires effort and thus combats natural laziness; inhis regimen there is no reading without taking notes, which would be idleand vain, and no time wasted because every free moment can be put to usereading over one’s notes (seeA,p. 84).

So in a 2013 study, Ting’s team accelerated the process and boosted cyanide production by creating two new strains of the bacteria, each of which had an extra copy of the genes controlling enzyme production (2). The researchers included a new DNA sequence, called a promoter, which allowed them to trigger enzyme production by adding a chemical. The engineered strains cranked out 51 to 68% more cyanide, and the fraction of gold recovered rose from 11% to 25 to 30%.

Although the handling and processing of e-waste are hard to track, government documents and scientific reports suggest that only 20% of it is being properly recycled worldwide (1).

Rachel Quednau is the program director for Strong Towns, an urban planning think tank focused on incremental development. She writes that Spirit Halloween's business model is based on utilizing otherwise unusable retail space. "Today's Spirit is pretty much a bottom-feeder business that works only at the expense of other stores," Quednau writes. "If there weren't vacant storefronts, this business wouldn't exist."

Cost — it’s by far the most affordable headset in its class, and while I have a tendency to be lavish with my gadgetry I’m still a cheapskate: I love a good deal and a favorably skewed cost/benefit ratio even more.

Adapting to the new environment is immediate, like moving between rooms, and since the focal length in the headset matches regular human vision there’s no acclimating or adjustment.

I do highly contextual work, with multiple work orders and their histories open, supporting reference documentation, API specifications, several areas of code (and calls in the stack), tests, logs, databases, and GUIs — plus Slack, Spotify, clock, calendar, and camera feeds. I tend to only look at 25% of that at once, but everything is within a comfortable glance without tabbing between windows. Protecting that context and augmenting my working memory maintains my flow.

Realism will increase (perhaps to hyperrealism) and our ability to perceive and interact with simulated objects and settings will be indistinguishable to our senses. Acting in simulated contexts will have physical consequences as systems interpret and project actions into the world — telepresence will take a quantum leap, removing limitations of time and distance. Transcending today’s drone piloting, remote surgery, etc., we will see through remote eyes and work through remote hands anywhere.

It has a ton of promise, but… I don’t really care for the promise it’s making. 100% of what you can do in Workrooms is feasible in a physical setting, although it would be really expensive (lots of smart hardware all over the place). But that’s the thing: it’s imitating life within a tool that doesn’t share the same limitations, so as a VR veteran I find it bland and claustrophobic. That’s going to be really good for newcomers or casual users because the skeuomorphism is familiar, making it easy to immediately orient oneself and begin working together — and that illustrates a challenge in design vocabulary. While the familiar can provide a safe and comfortable starting point, the real power of VR requires training users for potentially unfamiliar use cases. Also, if you can be anywhere, why would you want to be in a meeting room, virtual-Lake Tahoe notwithstanding?

For meeting with those not in VR, or if I have a video call that needs input rather than passive attendance, I’ll frequently use a virtual webcam to attend by avatar. It’s sufficiently demonstrative for most team meetings, and the crew has gotten used to me showing up as a digital facsimile. I’ll surface from VR and use a physical webcam for anything sensitive or personal, however.

Meetings are best in person, in VR, in MURAL, and in Zoom — in that order. As a remote worker of several years, “in person” is a rarity for me — so I use VR to preserve the feeling of shared presence, of inhabiting a place with other people, especially when good spatial audio is used. Hand tracking enables meaningful gestures and animated expression, despite the avatars cartoonish appearance — somehow it all “just works”, your brain accepts that these people you know are embodied through these virtual puppets, and you get on with communicating instead of quibbling about missing realism (which will be a welcome improvement as it becomes available but doesn’t stop this from working right now).

What’s it like to actually use? In a word: comfortable. Given a few more words, I’d choose productive and effective. I can resize, reposition, add, or remove as much screen space as I need. I never have to squint or lean forward, crane my neck, hunt for an application window I just had open, or struggle to find a place for something. Many trade-offs and compromises from the past no longer apply — I put my apps in convenient locations I can see at a glance, and without getting in my way. I move myself and my gaze enough throughout the day that I’m not stiff at the end of it and experience less eye strain than I ever did with a bunch of desk-bound LCDs.

Since all I need is a keyboard, mouse, and a place to park myself, I’ve completely ditched the traditional desk. I can use a floor setup for part of the day and mix it up with a standing arrangement for the rest.

It is also why it's implementation in firefox is completely useless, considering that windows/osx/most linux distros plan to add support for DoH/DoT/DNScrypt resolvers in the near future, so firefox doing it itself will provide no additional benefit.

forced swim test (FST)

elevated plus maze (EPM)

We hypothesized that levels of CRF in the cerebrospinal fluid (CSF) would decrease as a result of increased inhibition resulting from exposure to the short-day photoperiod that leads to coexpression of D2R with SST2/4R

consistent with increased SST transcripts in PeVN neurons after exposure to stressors

reserve pool of cells

To determine whether these reciprocal changes result from adult neurogenesis

To assess the functional status of TH-IR neurons, we examined uptake and release of fluorescent false neurotransmitter 511 (FFN511)

Alterations in photoperiod, circadian rhythm, and light exposure can each cause anxiogenic and depressive behavior in diurnal adult mammals

committing ourselves to difficult and uncomfortable work to make change

Building upon Sweeney and Rhinesmith’s approach, and bringing the conceptualizations of care [14,33,34], I propose the following framework:I define social practices as the acts of care performed by individuals and afforded by CTCs in order to promote self and community needs;Based on this study’s ethnography, I categorize social practices into three groups:Care work: the invisible work performed by the infomediaries, or any CTC worker, as described by Sweeney and Rhinesmith;Peer-to-peer care: individuals (CTC users) collaborating with each other so they can inform, take decisions, and strive towards their individual needs; andCommunity care: individuals (CTC users and infomediaries) acting collaboratively or individually in order to promote community wellbeing.It is important to emphasize that social practices also include other social acts that are not necessarily “care”, but given the interactions observed in the CTCs in the favelas, I chose an explicit care-focused lens as the basis of this framework in order to breakdown the social practices in a way that could help make a case for the importance of the CTCs beyond their ICT-focused roles.

The phenomenon of work for its own sake is familiar enough to all of us, when the timing is controlled by the worker himself, when "work" is not defined as referring alone to activity imposed from without. Intellectual work may take the form of trying to understand what Robert Browning was trying to say (if anything), to discover what it is in Dali's paintings that can interest others, or to predict the out- [p. 247] come of a paperback mystery. We systematically underestimate the human need of intellectual activity, in one form or another, when we overlook the intellectual component in art and in games. Similarly with riddles, puzzles, and the puzzle-like games of strategy such as bridge, chess, and go; the frequency with which man has devised such problems for his own solution is a most significant fact concerning human motivation. It is, however, not necessarily a fact that supports my earlier view, outlined above. It is hard to get these broader aspects of human behavior under laboratory study, and when we do we may expect to have our ideas about them significantly modified. For my views on the problem, this is what has happened with the experiment of Bexton, Heron, and Scott (5). Their work is a long step toward dealing with the realities of motivation in the well-fed, physically comfortable, adult human being, and its results raise a serious difficulty for my own theory. Their subjects were paid handsomely to do nothing, see nothing, hear or touch very little, for 24 hours a day. Primary needs were met, on the whole, very well. The subjects suffered no pain, and were fed on request. It is true that they could not copulate, but at the risk of impugning the virility of Canadian college students I point out that most of them would not have been copulating anyway and were quite used to such long stretches of three or four days without primary sexual satisfaction. The secondary reward, on the other hand, was high: $20 a day plus room and board is more than $7000 a year, far more than a student could earn by other means. The subjects then should be highly motivated to continue the experiment, cheerful and happy to be allowed to contribute to scientific knowledge so painlessly and profitably. In fact, the subject was well motivated for perhaps four to eight hours, and then became increasingly unhappy. He developed a need for stimulation of almost any kind. In the first preliminary exploration, for example, he was allowed to listen to recorded material on request. Some subjects were given a talk for 6-year-old children on the dangers of alcohol. This might be requested, by a grown-up male college student, 15 to 20 times in a 30-hour period. Others were offered, and asked for repeatedly, a recording of an old stock-market report. The subjects looked forward to being tested, but paradoxically tended to find the tests fatiguing when they did arrive. It is hardly necessary to say that the whole situation was rather hard to take, and one subject, in spite of not being in a special state of primary drive arousal in the experiment but in real need of money outside it, gave up the secondary reward of $20 a day to take up a job at hard labor paying $7 or $8 a day.

It was in this conceptual frame that the behavioral picture seemed to negate the notion of drive, as a separate energizer of behavior. A pedagogical experiment reported earlier (18) had been very impressive in its indication that the human liking for work is not a rare phenomenon, but general. All of the 600-odd pupils in a city school, ranging from 6 to 15 years of age, were suddenly informed that they need do no work whatever unless they wanted to, that the punishment for being noisy and interrupting others' work was to be sent to the playground to play, and that the reward for being good was to be allowed to do more work. In these circumstances, all of the pupils discovered within a day or two that, within limits, they preferred work to no work (and incidentally learned more arithmetic and so forth than in previous years).

There are two ways for someone to be in this quadrant. The unhealthy way, as a people pleaser, with associated resentment and chaos. In a healthy way, everything feels very clear. It’s easy to fit feedback into their mental model, and adjustments feel natural and build on what they are currently working on. This comes from having a good idea themselves about what is happening and how they think they can improve.

Work From Home Trends: Future of Remote Working in Post Covid-19 WorldDmitry ChekalinChief Executive OfficerTrendsHomeBlogTechnologyWork From Home Trends: Future of Remote Working in Post Covid-19 WorldFeb 10, 202111 min readGlobal lockdown due to Covid-19 made companies extensively shift to working from home. Apparently, telecommuting integration turns out to be deeper than we all expected. It is clear now that online work from home is going to be the “new normal” in 2021 and beyond. As such, to stay on track, you need to keep your eye on upcoming changes. In this article, we collected the main remote work trends to help you better adapt to the post-pandemic era. Here, you will also learn the key reasons why remote working is the future.

Work when you’re fresh; stop when you’re tired.

we first thought about starting a reading group, as many other institutions and departments have done. But we wanted to make the barrier to joining the conversation as low as possible

When we devalue the full range of everyday cognition, we offer limited educational opportunities and fail to make fresh and meaningful instructional connections among disparate kinds of skill and knowledge. If we think that whole categories of people—identified by class or occupation—are not that bright, then we reinforce social separations and cripple our ability to talk across cultural divides.

If we believe everyday work to be mindless, then that will affect the work we create in the future.

How should thinkers respond to monstrous lies? Should we mostly ignore the critics as Matsuda has, as I have? Because restating facts over and over again gets old. Reciting your own work over and over again to critics who either haven’t read what they are criticizing or are purposefully distorting it gets old. And talking with people who have created a monologue with two points of view, theirs and what they impute to you, gets old.

59% of organizations are following agile principles, but only 4% of these organizations are getting the full benefit.

ll these tools help with organizing and analyzing and thus facilitate the real work of the humanist, which, as noted, is to interpret the evidence of human lives, thoughts and actions.

1. It’s not about physical vs. digital, but synchronous vs asynchronousIn L&D teams’ minds, the big split used to be between training that happened in-person and training that happened online. 

More points were awarded to candidates with master’s degrees and more years of experience in similar fields. While this approach seemed to provide a neutral method for evaluating candidates based on qualifications, it soon became apparent that the process, with its reliance on education and experience to the exclusion of other important qualities, was deeply flawed and created barriers to hiring talented, diverse candidates

I’d still argue that offices can and do produce spontaneous, productive encounters.

The eight-hour working day is a relatively new concept, widely accepted to have been cemented by Ford Motor Company a century ago as a means of keeping production going 24 hours a day without putting undue demands on individual members of staff.

A Harvard Business Review survey found that 62 percent of high-earning individuals work over 50 hours a week, more than a third work over 60 hours a week, and one in 10 work over 80 hours a week. According to Markovits, elites today work an average of 12 more hours per week than middle-class workers (the equivalent of 1.5 additional workdays).

Rather than write new tooling we decided to take advantage of tooling we had in place for our unit tests. Our unit tests already used FactoryBot, a test data generation library, for building up test datasets for a variety of test scenarios. Plus, we had already built up a nice suite of helpers that we coud re-use. By using tools and libraries already a part of the backend technology’s ecosystem we were able to spend less time building additional tooling. We had less code to maintain because of this and more time to work on solving our customer’s pain points.

No I'm writing it from first principles using the bisect runner as a guide and some other external gems.

These tests should be isolated as much as possible. For example, model methods that don’t do anything with the database shouldn’t need a DB record. Classes that don’t need database records should use stubs/doubles as much as possible.

A common cause of a large number of created factories is factory cascades, which result when factories create and recreate associations.

:js is particularly important to avoid. This must only be used if the feature test requires JavaScript reactivity in the browser. Using a headless browser is much slower than parsing the HTML response from the app.

Use Factory Doctor to find cases where database persistence is not needed in a given test.

Butler then moves on toquote—not Cicero, as Wilson does—but Quintilian, who among classical authorities is the mostskeptical about the art of memory’s efficacy (see endnote 4). Echoing Quintilian’s complaint, Butlersays that it is probably more difficult to construct a memory palace than simply to remember thingsby rote (54–55).

They have to ask you the dumb questions, either because their employer demands they do, or sometimes because their computer system doesn't let them get to the next part of the script unless they play ball.

Another will employ smart people who apologise to you profusely for having to go through all the pointless steps, but that's just what they have to do!

Being opportunistic can be useful, but having a big positive impact often requires doing something unusual and on developing strong skills, which can take 10+ years.

career capital

If you would like to make a code change, go ahead. Fork the repository, open a pull request. Do this early, and talk about the change you want to make. Maybe we can work together on it.

From an employers perspective, I believe there are many advantages:

The research found that working 55 hours or more a week was associated with a 35% higher risk of stroke and a 17% higher risk of dying from heart disease, compared with a working week of 35 to 40 hours.

Talk Abstract:Your job title says "software engineer", but you seem to spend most of your time in meetings. You'd like to have time to code, but nobody else is onboarding the junior engineers, updating the roadmap, talking to the users, noticing the things that got dropped, asking questions on design documents, and making sure that everyone's going roughly in the same direction. If you stop doing those things, the team won't be as successful. But now someone's suggesting that you might be happier in a less technical role. If this describes you, congratulations: you're the glue. If it's not, have you thought about who is filling this role on your team?Every senior person in an organisation should be aware of the less glamorous - and often less-promotable - work that needs to happen to make a team successful. Managed deliberately, glue work demonstrates and builds strong technical leadership skills. Left unconscious, it can be career limiting. It can push people into less technical roles and even out of the industry.Let's talk about how to allocate glue work deliberately, frame it usefully and make sure that everyone is choosing a career path they actually want to be on.

SAP Careers

makes your app inaccessible to users if JavaScript fails or is disabled (which happens more often than you probably think).

We’re a small team of four people, and we intend to keep it that way. We can focus on doing what we want to do: web and email development.

This often means asking uncomfortable questions: who is doing the work of data science (and who is not)? Whose goals are prioritized in data science (and whose are not)? And who benefits from data science (and who is either overlooked or actively harmed)?

Coinbase's CEO declared his company "apolitical." He says that he thinks of his company as a professional sports team. Paying no attention, it seems, to how actual professional sports teams have responded to social justice issues. He gave people a week to take severance if they disagree.

Who's responsible for these changes? David and I are. Who made the changes? David and I did.

when we need advice or counsel we'll ask individuals with direct relevant experience rather than a pre-defined group at large. Back to basics, back to individual responsibility, back to work.

DEI work

People can take the conversations with willing co-workers to Signal, Whatsapp, or even a personal Basecamp account, but it can't happen where the work happens anymore.

(Yes, I realize from a technical, end-user perspective this really doesn't matter.)

Work-life balance However, I recently understood that while we were working on the game, I broke the one and only rule I set for the founders of the company: always family first. My wife was expecting our second child and I was working long days at the office, and I became obsessed with making sure the game is as good as possible. The same probably applies to everyone in the team, since we shared love and passion for the franchise.

It can be a quick conversation on what’s working and not working. Having these conversations throughout the year will improve your performance and help you work more effectively with your team.

Metrics make your work impact real.

If you’re like me, you might be washing the dishes and still be debugging code in your head.

# +devise_for+ is meant to play nicely with other routes methods. For example, # by calling +devise_for+ inside a namespace, it automatically nests your devise # controllers: # # namespace :publisher do # devise_for :account # end

find_field finds by id, name or placeholder text - so find_field('Prefix') should find the element with matching placeholder text rather than needing xpath.

Currently, I’m working on designing the interfaces and it’s real fun!

Writing documentation for the new website has been fun. Yes, fun!

easily exploited by a bullshitter. To counter this,organizations should only establish committees andhave meetings when there are clear terms ofreference, a value-adding agenda, and the rightattendees who can contribute to the desiredagenda. More simply, the need for a meeting shouldbe questioned unless an important decision needs tobe made.

When bullshit is legitimized and codified, itspreads more easily and is likely to be moreinfluential. This in turn fosters the future produc-tion of more bullshit.

Finally, any approach to evidence-based man-agement should ensure that the practices suit theindustry and functional context. For example,professionals in a biotechnology company would beexpected to follow and use industry-appropriateevidence-based practices that are likely to bemore rigorous and extensive than those adopted bya fashion-clothing company. Such practices includeencouraging or even requiring their employees todo the following four things (seePfeffer & Sutton,2006): (1) demand evidence for statements thatseem implausible; (2) examine the logic or cause-and-effect reasoning between the evidence andthe statement; (3) as needed, encourage experi-mentation to test the confidence of data and val-idity of statements; and (4) continually repeat andbuild on the first three activities to create anevidence-based learning culture that stifles theproduction and spread of bullshit.

Furthermore, to help encourage and value evi-dence over opinion, managers should be carefulwhom they consult. While they should seek sub-stantive debate about statements and supportingevidence, they should only involve well-informedand value-adding experts. Social media andcrowdsourcing initiatives regularly remind us thatthe wisdom of the crowd is not as judicious as wethink.

Colleagues throughout the organization, andespecially those in administrative and leadershiproles, should also practice it so that evidence canguide key decisions. This is also true in the areas ofmarketing and sales, which thrive on the creationand circulation of bullshit.

Research byPennycook, Cheyne, Barr, Koehler,and Fugelsang (2015)suggests that an organiza-tion’s capacity to produce and accept workplacebullshit decreases with the prevalence of andvalue placed on critical thinking in that organiza-tion. They outline how individuals have differentsensitivities to bullshit: Those who have the abilityto stop and think analytically about the substanceof statements are less receptive to bullshit, whilethose with lower cognitive skills and less insightare more receptive.

The first three steps in the C.R.A.P. framework areused to understand the nature of workplace bullshitand how to identify and deal with it. Building on thisknowledge, the final step in the framework outlineshow to prevent the creation and spread of work-place bullshit in the first place. In the long term,this step may be of the greatest benefit in dealingwith workplace bullshit. Effective prevention willminimize the need for, and costs associated with,recognizing and acting against workplace bullshit.

When you seek advice, first write down everything you’ve tried.

If you’re stuck for over an hour, seek help.

Now, if you also want deskopen to pass through any command-line parameters, you can instead use this slightly-modified version: #!/bin/sh desktop_file=$1 shift `grep '^Exec' "${desktop_file}" | sed 's/^Exec=//' | sed 's/%.//'` "$@" &

A solution is almost indicated in the question: hinder xdg-open from choosing exo-open. A brute-force approach is to copy /usr/bin/xdg-open to /usr/local/bin (/usr/local/bin is earlier in PATH unless PATH has been modified) and to patch it to use open_generic instead of exo_open (unlike the XFCE4-specific exo-open, open_generic does honor xdg mime types)