719 Matching Annotations
  1. Last 7 days
    1. The spider web system was, in fact, a work in progress; the resulting hypertext was designed to be open-ended.

      One's lifetime of notes could be thought of as a hypertext work in progress that is designed to be open-ended.

    1. Interestingly, early French observers attached little importance tosuch economic distinctions, especially since foraging or farming was,in either case, largely women’s work

      Note the erasure of women's work by the hierarchical society.

  2. Jan 2022
    1. 我们来看filebeat的启动过程。 1、执行root命令 在filebeat/main.go文件中,main函数调用了cmd.RootCmd.Execute(),而RootCmd则是在cmd/root.go中被init函数初始化,其中就注册了filebeat.go:New函数以创建实现了beater接口的filebeat实例 对于任意一个beats来说,都需要有: 实现Beater接口的具体Beater(如Filebeat); 创建该具体Beater的(New)函数。 beater接口定义(beat/beat.go): type Beater interface { // The main event loop. This method should block until signalled to stop by an // invocation of the Stop() method. Run(b *Beat) error // Stop is invoked to signal that the Run method should finish its execution. // It will be invoked at most once. Stop() } 2、初始化和运行Filebeat 创建libbeat/cmd/instance/beat.go:Beat结构 执行(*Beat).launch方法 (*Beat).Init() 初始化Beat:加载beats公共config (*Beat).createBeater registerTemplateLoading: 当输出为es时,注册加载es模板的回调函数 pipeline.Load: 创建Pipeline:包含队列、事件处理器、输出等 setupMetrics: 安装监控 filebeat.New: 解析配置(其中输入配置包括配置文件中的Input和module Input)等 loadDashboards 加载kibana dashboard (*Filebeat).Run: 运行filebeat 3、Filebeat运行 设置加载es pipeline的回调函数 初始化registrar和crawler 设置事件完成的回调函数 启动Registrar、启动Crawler、启动Autodiscover 等待filebeat运行结束 我们再重代码看一下这个启动过程

      filebeat启动过程

  3. Dec 2021
    1. I think one of the ways that remote work changes this is that I can do other things while I think through a tricky problem; I can do dishes or walk my dog or something instead of trying to look busy in a room with 6-12 other people who are furiously typing because that's how the manager and project manager understand that work gets done.

      Way work often looks like during remote dev work

    1. we found this extraordinary paper from 1951 I think by Goldschmidt Walter Goldschmidt which nobody's read it has 00:29:14 got a very strange title something like a contribution to ethical and philosophical sociology or something which tells you very little about its content but it's about these Californian foragers who live next door to the 00:29:27 highly aristocratic slave keeping fishermen of the northwest coast and what Goldschmidt who was a student of Alfred Kroeber I believe the great sort of Dayan of 00:29:40 California anthropology what he argues there point four point is that these Californian hunter-gatherers actually had a kind of work ethic which is remarkably similar to what Max Weber 00:29:54 classically described as the Protestant work ethic of central and northern Europe

      Walter Goldschmidt had a 1951 paper about coastal Californian foragers next to aristocratic slave keeping fishermen. These hunter-gatherers apparently had a work ethic similar to that of Max Weber's Protestant work ethic.

      Did these fishermen have totem poles (aka decorated wood


      Goldschmidt was a student of Alfred Kroeber. Would he have known or worked with Milman Parry?


      Kroeber received his PhD under Franz Boas at Columbia University in 1901, the first doctorate in anthropology awarded by Columbia.

    1. 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
      1. Cf. Schmidt, ‘Luhmanns Zettelkasten’, 7. The heading of this file card is formulated in form of a question: ‘Geist im Kasten?’ (‘Does Spirit hide in the filing cabinet?’). Obviously, the answer is no. Many thanks to Johannes Schmidt for providing the image of this file card.

      In a zettel in his system entitled "Does Spirit hide in the filing cabinet", Niklas Luhmann wrote the note: "People come, they see everything and nothing more than that, just like in porn movies; consequently, they leave disappointed." This is a telling story about the simplicity of the idea of a slip box (zettelkasten, card catalog, or commonplace book).

      yellowed index card with the identifier 9/8,3 with almost illegible handwriting in German Niklas Luhmann, Zettelkasten II, index card no. 9/8,3

      It's also a testament to the fact that the value of it is in the upfront work that is required in making valuable notes and linking them. Many end up trying out the simple looking system and then wonder why it isn't working for them. The answer is that they're not working for it.

  4. Nov 2021
    1. 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.

      This is the tough bit. Working fully remote for two organizations now, I find it is important to have in-person time with colleagues—meetings, meals, relaxation—to build relationships that can weather rough patches when people aren't face-to-face. In addition to communication plans for remote and hybrid, leaders need to recognize that humans are social creatures and almost all will benefit from having relationship-building time.

    1. 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.

      These studies illustrate the huge under appreciation of the value contribution of the commons and work not showing up on GDP, the dark matter of GDP.

    1. https://www.theatlantic.com/ideas/archive/2021/10/evangelical-trump-christians-politics/620469/

      Evangelical Christians have been held together more by political orientation and sociology than they have by a common theology. This has set them up for a schism which has been exacerbated by Donald J. Trump, COVID-19, and social changes.

      Similar to Kurt's quote, "We go to church to see and be seen", too many churches are focused on entertainment and being an ongoing institution that they aren't focusing on their core mission. This is causing problems in their overall identity.

      Time at church and in religious study is limited, but cable news, social media, and other distractions are always on and end up winning out.

      People are more likely to change their church because of politics than to change their politics because of church.

      The dichotomy of maleness and femaleness compound the cultural issues of the evangelical church.

      Southernization of the Church

      Pastors leaving the profession due to issues with a hostile work environment. Some leaving because parishioners are organizing and demanding they be fired.

      Peter Wehner looks at the rifts that are appearing in the Christian evangelical movement in America, some are issues that have been building for a while, while others are exaggerated by Donald J. Trump, the coronavirus, the culture wars, political news, political beliefs, and and hypocrisy.

    1. 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.

      An example of someone taking notes in public to model the process. Also an example of the time it takes to make notes.

      Has Dan Allosso (@danallosso) done something along these lines as an example on his YouTube channel?

    2. But was it worth three hours of my time?

      Here's a good example of someone asking if the time it takes to make good reading notes is worth it.

    1. 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).

      Even early in the history of note taking treatises Jeremias Drexel acknowledges the idea that good note taking, and particularly excerpting, takes work.

      Modern students seem to have now lost both the ars memoria as well as the note taking arts which helped supplant it. We really need to be able to regain both of these traditions, but it will obviously take commitment to do the work.

  5. Oct 2021
    1. Professor Lucy Easthope. (2021, October 20). WFH really is only for a very privileged few now. Not sure how that can stay a “thing” as an NPI. Too many harms being done by a fractured society where people are thriving by getting other people to bring them stuff/ make them things/ look after their family members for them [Tweet]. @LucyGoBag. https://twitter.com/LucyGoBag/status/1450842213613772802

    1. The references were probably worth more than reading the article. I can't say that there is anything new here to take away - who would reference wikipedia or the encyclopedia britannica these days? - as there is plenty of literature on Stoicism. Pigliucci is a central figure in modern Stoicism, but his tweets are not very scholarly, to be honest.

    1. 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%.

      Genetic engineering and optimization of the process.

    2. 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).

      Estimates of e-waste that is properly recycled.

    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."

      This is awfully inflamatory. Why exactly is this company a bottom-feeder? How does it work at others' expense? It's utilizing an underutilized resource and providing some income to landlords that they otherwise wouldn't have.

      That I can see there's nothing bad or predatory about what they're doing. If they didn't have physical space, they would (and probably are) sell directly online or pay larger rents in other spaces.

      Thousands of pumpkin patches and Christmas tree lots follow the same pattern for ages.

    1. 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.

      Oculus seems to be offering a good quality/cost ratio

    2. 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.

      Adaptation to VR work should be seamless

    3. 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.

      Application types to look at during work:

      • work orders and their histories
      • supporting reference documentation
      • API specs
      • areas of code (and calls in the stack)
      • tests
      • logs
      • databases
      • GUIs
      • Slack
      • Spotify
      • clock
      • calendar
      • camera feeds

      With all that, we may look at around 25% of the stuff at once

    4. 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.

      On the increase of realism in the future

    5. 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?

      Author's feedback on why Workrooms do not fully use their potential

    6. 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.

      On VR meetings with other people while they are using normal webcams

    7. 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).

      Author's shared feeling over working remotely

    8. 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.

      Author's reflections on working in VR. It seems like he highly values the comfortability and space for multiple windows

    9. 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.

      Working in VR, you don't need the screens in front of your eyes

  6. Sep 2021
    1. 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.
    1. forced swim test (FST)

      In 1977, Porsolt et al. described a new method for assessing the effectiveness of antidepressent treatments, in which mice are dropped into a cylinder of water with a diameter of 10 cm, height of 25 cm, and water height of 6 cm. Porsolt et al. had observed that most mice are able to find the exit within 10 minutes, but some display a "state of despair", where they believe there is no escape from the situation, and resort to simply floating, only making movements that are needed to keep their head above the water. Porsolt et al. used this method to test a large range of antidepressants by injecting the mice intraperitoneally 1 hour before the forced swim test. In Porsolt et al.'s results, three drugs known to be therapeutic in depression (iprindole, mianserin, and viloxazine) resulted in a reduction in immobility of the mice (32).

    2. elevated plus maze (EPM)

      The elevated plus maze has been widely used to assay the anti-anxiety effects of certain drugs on rodents. The EPM is comprised of four arms that are oriented in an "X"; two of the arms are open/without walls and two are enclosed by walls. The rat would be placed at the junction of those four arms, with a starting position that has them face an open arm. During the course of five minutes, a video-tracking system as well as the observer will record the number of entries and duration the rodent spends in each arm. An increase in open arm activity (duration or entries) is viewed as anti-anxiety behavior (31).

    3. 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

      Since D2R and SST2/4R are linked to inhibitory effects, there increased coexpression in CRF neurons might inhibit CRF production.

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

      Previous work establishes that somatostatin signaling is activated by different stressors, and describes somatostatin as having anti-stress effects by blunting endocrine, autonomic, behavioral, and visceral gastrointestinal motor responses (24). Nocturnal animals function optimally in dark conditions; thus, an increase in day exposure would be considered a stressor for them. Somatostatin is, therefore, expected to be elevated in the long day exposure condition.

    5. reserve pool of cells

      In a review article on reserve pool neuron transmitter respecification, Dulcis et al. provide a helpful analogy for understanding reserve pools. In this analogy, the role of reserve pools is compared to having two jobs, and following certain physiological stimuli, one of those jobs is relinquished. Dulcis et al. defines reserve pool neurons as "cells that share inputs and outputs with adjacent core pools of neurons but express different neurotransmitters." In one situation, the neurons from both pools could be expressing the same transmitters, but the core neurons also express a secondary transmitter; following the change in circuit activity, the neurons of the reserve pool will stop expressing the transmitter that it has in common with the core pool of neurons. In an alternative scenario, these two pools of neurons could be expressing different neurotransmitters, and the change in circuit activity results in the neurons of the reserve pool acquiring the expression of the transmitter that is already expressed by the core neurons (23).

    6. To determine whether these reciprocal changes result from adult neurogenesis

      A study elucidating the counter-regulatory mechanisms used to maintain energy balance in response to environmental or physiological stressors revealed that neurons important for energy homeostasis can be regenerated in adult feeding centers (a region of the hypothalamus). The results of Kokoeva et al. indicate that de novo neurogenesis might serve as a compensatory mechanism to regulate energy balance in the presence of environmental or physiological insults (22). Based on previous work, the researchers have decided to examine whether the inverse relationship they have found between somatostatin and dopamine numbers in the three photoperiods is due to neurons forming or from the neuron switching to produce more SST and less dopamine, or vice versa.

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

      During synaptic vesicle fusion, the nervous system relies on neurotransmitters to transmit signals between neurons. Fluorescent false neurotransmitters have previously been used as substrates for VMAT2, and have served as probes for the imaging of dopamine release in the striatum (17).

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

      In 2009, Ashkenazy et al. performed experiments on Sand rats, diurnal animals, and showed that shortening their exposure to daylight resulted in anxious and depressed behaviors (11). In 2006, there was a study conducted at four Canada centers to compare the effectiveness of light therapy versus the antidepressant fluoxetine for patients with winter seasonal depression. The study suggested that exposure to placebo light 30 minutes/day had similar efficacy to the administration of fluoxetine (12). Since previous work had shown that for diurnal animals, shorter photoperiods can be anxiety or depression inducing (11), and longer light exposure can have anti-depression effects (12), the researchers have proceeded to hypothesize that longer photoperiods will have the opposite effect on nocturnal adult mammals.

    1. https://www.youtube.com/watch?v=gJ7CyM1Zrqc

      An interesting experiment to change one's schedule this way.

      I feel like I've seen a working schedule infographic of famous writers, artists, etc. and their sample work schedules before. This could certainly fit into that.

      One thing is certain thought, that the time of waking up is probably more a function of the individual person. How you spend your time is another consideration.

      “Without great solitude, no serious work is possible.” ― Picasso

      “Everybody has the same energy potential. The average person wastes his in a dozen little ways. I bring mine to bear on one thing only: my paintings, and everything else is sacrificed to it...myself included.” ― Picasso

      Every child is an artist. The problem is how to remain an artist once he grows up. —Picasso

      see also: https://quoteinvestigator.com/2015/03/07/child-art/

    1. committing ourselves to difficult and uncomfortable work to make change

      One of the changes I've been trying to make is to listen more and talk less — which is hard for a blabbermouth like me. Rather than have my voice continue to take up the great space it so often does, I instead try to focus on how I can hear and amplify other voices — especially voices so often marginalized by those like mine.

      For example: Rather than weigh in on a tweet that resonates with me, I simply retweet it, hopefully spreading its message and letting it speak for itself, making its own connections.

      What "difficult and uncomfortable work" have you been taking on?

    1. 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.
    1. 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.

      Seems that the author is saying that as long as we are choosing to work, we will pick that over other things.

      An experiment that was done by Bexton, Heron, and Scott where they paid college students (around 20$) to do nothing, showed that at first those students were content for a period of time, but that the longer they did nothing the less happy they became. Then they would start asking for some sort of stimulation (music, talking to others etc.). These students found this very fatiguing, and some actually left the experiment giving up the 20$ a day! I think this shows that we as humans need interaction of some sort, we need some sort of stimulation to keep our brains active and happy, give it something to focus on.

    2. 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).

      Seems crazy that children would pick work over no work, however in this we can see that behavior negates the notion of drive (as stated in the paragraph) but seems to act separate. The experiment seems to show that people actually like work over no work!

  7. Aug 2021
    1. 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.

      good point on the people-pleaser mindset, also worth considering with ADHD/ASD employees - try and foster more curiosity than chaos

    1. Pham, Q. T., Le, X. T. T., Phan, T. C., Nguyen, Q. N., Ta, N. K. T., Nguyen, A. N., Nguyen, T. T., Nguyen, Q. T., Le, H. T., Luong, A. M., Koh, D., Hoang, M. T., Pham, H. Q., Vu, L. G., Nguyen, T. H., Tran, B. X., Latkin, C. A., Ho, C. S. H., & Ho, R. C. M. (2021). Impacts of COVID-19 on the Life and Work of Healthcare Workers During the Nationwide Partial Lockdown in Vietnam. Frontiers in Psychology, 12, 563193. https://doi.org/10.3389/fpsyg.2021.563193

    1. 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.

      Global 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.

    1. 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

      This is an interesting point. Faculty members take reading assignments seriously; some folks will skip events rather than show up unprepared. Starting with a facilitator's presentation is an interesting way over that barrier.

  8. Jul 2021
    1. https://theamericanscholar.org/blue-collar-brilliance/

      Acknowledging the work and art that blue collar workers do is an important thing.

    2. 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.
    3. If we believe everyday work to be mindless, then that will affect the work we create in the future.
    1. 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.

      Too many Republicans just aren't doing the work. They're spreading fear, uncertainty, and doubt in order to attempt to win their arguments. They're going to be painfully disappointed should they "win".

    1. 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.

      This definition of the work of the humanist is interesting to me. The question it creates for me is how the tools themselves dictate or influence the humanists' 'interpretation of human lives, thoughts and actions'? There are so many digital tools and and platforms that allow for expression of ideas but inherently must limit this expression based on their design. As well the tools the humanist chooses are also an expression of their personal bias potentially affecting what they communicate to the reader/viewer.

    1. 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. 

      In general, being able to adapt to asynchronous styles of working and learning will be important

  9. Jun 2021
    1. How to work hard with clearly defined, externally imposed goals?

      1. learn not to lie to yourself (i.e. avoid the truth) (e.g. procrastinate is a form of refusing to acknowledge the deadline)
      2. not to get distracted
      3. not to give up when things go wrong
    1. 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

      Historical inequity is fueled by historical practices. "The way we've always done it" can feel perfectly innocuous while at the same time actually be massively harmful. We know things aren't right, inquiry into what is wrong is our path to a more just world.

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

      But so does any other form of collaboration. Most of the internet is run by code that was written by people communicating over email and IRC. There was no "open source office" that these people collaborated in.

    1. 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.

      Yep - this wasn't made to help people improve work/life balance, but was made to split the 24hr day into three 8hr shifts.

    1. 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).

      This may be the case for high-earners, but where do these people sit with respect to the higher elite or "leisure class"?

      Are these hard working high-earners a new class of people that has emerged that aren't the previous elite of the mid-1900s?

      What effect does the rise of finacialization (versus manufacturing or service sectors) since the 1970's have on this shift? Did these high-earners arise out of a hole in the market to service the elites on the highest rung up to make their wealth grow faster?

      There seems to be a hole in this argument with respect to the prior quote:

      Fifty, 60, 70 years ago, you could tell how poor somebody was by how hard they worked. Today, that relationship has been completely reversed. Elites work for a living. They work harder than they used to. They work harder in terms of brute hours than the middle class on average, and they get most of their income by working.

    1. 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.
    1. 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.
    1. A common cause of a large number of created factories is factory cascades, which result when factories create and recreate associations.
    2. :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.
    3. Use Factory Doctor to find cases where database persistence is not needed in a given test.
    1. Jed Kolko. (2021, June 4). Steady gains in high work-from-home (and better-paid) sectors, now just 1.6% below pre-pandemic employment. After initial slow rebound, now moving back to baseline. In low work-from-home sectors, jobs still way below pre-pandemic baseline. Https://t.co/6zC3RBfek9 [Tweet]. @JedKolko. https://twitter.com/JedKolko/status/1400797111067627520

    1. 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).

      Construction is definitely work. The question about how much it may be should be addressed on a continuum of knowing or understanding particular concepts as well.

      Creating palaces for raw data de-novo, as in a memory championship, takes a lot of practice for speed and the lack of relationships. However in a learning setting, it may be better to read, grasp, and understand material and then create a palace to contain the simple raw facts which might then also bring back other bits of the knowledge and understanding.

      This might be a useful idea to explore further, gather some data, and experiment with.

  10. May 2021
    1. 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.
    2. 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!
    1. 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.

      Academics (and other knowledge workers) tend not to focus too much attention on getting better. Skills development happens in an ad hoc way rather than a structured and focused approach to improvement.

    2. career capital

      You must first generate this capital by becoming good at something rare and valuable. It is something that makes you hard to replace and is therefore the result of putting effort into developing skills that differentiate you from others.

      Newport, C. (2016). Deep Work: Rules for Focused Success in a Distracted World (1 edition). Grand Central Publishing.

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

      List of advantages for working 4 days per week (instead of 5)

    1. 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.
    1. 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.

      ooh, great examples of the types of things that goes into glue wrok

    1. Prof. Christina Pagel. (2021, April 15). THREAD on VACCINATION & EQUITY in ENGLAND: I know I’ve tweeted about this before, but now we can look at how gaps by deprivation and ethnicity change with age groups and what that might mean... TLDR: widening gaps but access and communication will be key I suspect 1/5 [Tweet]. @chrischirp. https://twitter.com/chrischirp/status/1382725119773134848

    1. 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.
  11. Apr 2021
    1. 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)?

      I would also add "Who does the work?"

    1. 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.
    1. Who's responsible for these changes? David and I are. Who made the changes? David and I did.

      Compounded with some of the above, this sounds like Jason Fried is saying 'We're fed up with what groups tell us. If you're against this, speak up as an individual.'

      I hope that Basecamp and Hey's HR departments are still open to listening to groups of people.

    2. 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.

      Is this not strange? Humans need other humans to work together well, to bounce ideas off each other.

      If the purpose of this is to reinstate 'individual responsibility', this sounds more like a way to backtrack blame rather than a possibility to dig out as much value as one can possibly excavate.

    3. DEI work

      What does this mean? Is 'DEI' an abbreviation, a product, or a way to use jargon to make people stop listening?

    4. 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.

      Do note that two of the three systems that Fried use for examples are private. In other words, only people who you explicitly want to see what you're writing will see just that.

      This goes against his previous actions somewhat, e.g. https://twitter.com/jasonfried/status/1168986962704982016

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

      The word "technical" in this sentence doesn't seem to belong or to clarify anything. I think it would be clearer without it.

      But I think I understand what he's saying, which is that technical details don't matter to the end user. They only know/see/care if it works or not.

    1. 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.
    1. 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.

      How does this show up in the final output, do you quote them, like product testimonials. Anonymous? Should this be a thing we offer our colleagues, “I have some testimonials about working with you on this project”

    2. Metrics make your work impact real.

      We have to learn a fake language to talk to capital and it’s custodians to make our worth known.

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

      Often wonder if subconcious work is ok if it doesn't cause any stress

    1. # +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
  12. Mar 2021
    1. 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.
    2. 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.
    3. 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.
    4. 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.
    5. 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.

      Bill Hicks would have approved of this.

    6. 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.

      This is why workplaces must encourage and maintain critical thinking.

    7. 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.

      How to prevent workplace bullshit.

    1. When you seek advice, first write down everything you’ve tried.
    2. If you’re stuck for over an hour, seek help.

      Rule of thumb for when to seek help