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  1. Last 7 days
  2. Jul 2020
  3. Jun 2020
    1. So here is the real difference: scrolling is a continuation; clicking is a decision. Scrolling is simply continuing to do what you’re currently doing, which is typically reading. Clicking, however, is asking the user to consider something new…is this new thing the same as what I’m already doing, or something new? Obviously this is a small interaction…but think about it in scale. Hundreds or thousands of decisions taken together add up to real friction.

      momentum, inertia, interrupted flow

    1. The man who publishes and edits an article written by an anonymous critic should be held as immediately responsible for it as if he had written it himself; just as one holds a manager responsible for bad work done by his workmen [who] would be treated as he deserves to be — namely, without any ceremony. An anonymous writer is a literary fraud against whom one should immediately cry out, “Wretch, if you do not wish to admit what it is you say against other people, hold your slanderous tongue.”
    2. However, the public is very much more interested in matter than in form, and it is for this very reason that it is behindhand in any high degree of culture. […] This preference for matter to form is the same as a man ignoring the shape and painting of a fine Etruscan vase in order to make a chemical examination of the clay and colors of which it is made.
    1. Disqus:

      As for publishing this as an actual gem on rubygems.org...I have enough open source I'm involved in all ready (or too much, as my wife would probably say) and I'm not really interested in maintaining another gem. Are you interested in taking over this code and releasing it as a gem and being maintainer?

    1. Human Resource is a part that has changed step by step. Everything from an individual’s examination, the recruiting procedure to programming frameworks, has developed. Since HR patterns continue transforming, it is fundamental for you to keep awake to-date on the present patterns. Throughout the previous 10 years, the consideration of HR has been on worker fulfillment and representative commitment. Today, there are a few instruments just as must-have assets that help you to fabricate an illuminate HR culture. The following are seven developing HR trends. Audit Culture & Ceaseless Input One of the most anticipated HR patterns is the way of life of audits and ceaseless input in the working environment. The techniques that individuals use to give criticism have changed throughout the years. As an HR chief or an administrator, you should concentrate on improving your specializations by giving continuous and productive input. As indicated by a few examinations, most workers would incline toward constant audits or input rather than the yearly execution surveys. This is on the grounds that the training encourages them to know where they may be turning out badly, and offer them an opportunity to address themselves before the yearly assessment. They don’t need to trust that a year will realize where they turned out badly. Ceaseless criticism will likewise enable the association to develop and stay away from huge losses. Review Culture & Continuous Feedback We have come to discover that activity fulfillment and execution go together. Both appear to create whenever representatives have a chance to investigate their inventiveness. Most driving endeavors apply this information to offer the development of their workers. By creating frameworks that gauge and furthermore oversee execution, you can have the option to accelerate development and notice the noteworthy change. It is indispensable to elevate the solid execution of the executive hiring to both individual-level and hierarchical level on the off chance that you need your organization to succeed. Digitized Prizes & Acknowledgment Probably the best spark for most workers has been getting applause and acknowledgment from their chiefs. Each individual anticipates that the pattern should progress. We as a whole plan to see digitized prizes and acknowledgment. Consequently, to make your representatives beneficial, advanced acknowledgment is a pattern you have to execute. Another HR pattern expected is shared acknowledgment. Start by utilizing the social stages and offer a reasonable stage for your representatives to perceive and remunerate their commitment. HR Bots (AI Driven HR) Another intriguing HR pattern to the center is AI-driven HR. Despite the fact that it isn’t required to dispense with the standard human HR, it will change and help to investigate the information. It will likewise aid the essential redundant HR assignments. At the point when you utilize Artificial knowledge in selecting the workforce, you will have the option to kill inclination. It will assist with getting to the competitors dependent on their requirements without partiality. Learning the Executives Frameworks The requirement for aptitudes advancement is significant for every one of your representatives regardless of which phase of the profession they are right now. Steady learning is required to be among the most well known and developing HR inclines. It is basic for any association that needs to develop to give learning chances to all representatives. Through learning, your representatives can have the option to improve their abilities and have the option to give the best while working. Your association can have to learn the board frameworks that will assist you with checking and track your workers learning process precisely, and furthermore help to advance cooperation between different offices in your organization. Increment in Low Maintenance Business & Unexpected Workforce The Board In most progressive nations, there is a standard pattern where in excess of 40 percent of representatives are being employed on an unforeseen premise. This implies you have to become familiar with your workforce structure and whether you can reevaluate organizing it. You have to learn and comprehend the sort of frameworks and advances that can be actualized in your association. Despite the fact that it isn’t down to earth for any association to receive another workforce structure in a flash, it is fundamental to know about the rising HR patterns. Remember that your workforce is the most basic resource in your association. Utilization of Online Expertise Evaluations Online evaluations have likewise gotten progressively famous as a successful ability to the executive’s device. Representative evaluation is not, at this point pretty much agreeing to an association’s rules. It is presently an indispensable piece of the executive system. In the present profoundly serious worldwide economy, an association must have a grasp of what precisely the workforce knows, or doesn’t have the foggiest idea. Online appraisals including tests, overviews, tests, and tests have been utilized to alleviate the dangers of depending on negligible self-evaluation. Wellness & Health Applications to Create Representative Commitment Another essential HR functions pattern that most associations are required to concentrate on is wellness and wellbeing applications. Most organizations nowadays are concentrating on making life and work balance. In the event that you need your representatives to be beneficial, and to have the option to assemble a practical workforce, you have to adjust work and life. To accomplish this target, you can present health and wellness application for your workers. The applications will assist with making harmony between their expertise and their own lives. For instance, your representatives can approach dietary directing, yoga, and work and life advising among numerous others. From People Analytics to Analytics For The Individuals An absence of trust can impact numerous workforce investigation endeavors. On the off chance that the emphasis is fundamentally on productivity and control, workers will question if there are any advantages for them. In general there is a move to more worker driven associations, albeit now and again you can question how real the endeavors are to improve the representative experience. Posing the inquiry: “By what method will the representatives profit by this exertion?” is a decent beginning stage for a great many people examination ventures. It additionally assists with making purchase in, which turns out to be progressively significant. Simply estimating the “disposition” of workers, and other key individuals markers (efficiency, residency) doesn’t really carry advantages to representatives. It may really reverse discharge: workers feel that they are controlled, and their voice isn’t heard. Learning In the Progression of Work It has any kind of effect if a representative must look effectively for a learning module that the individual needs, or if that the small scale learning module is offered at a suitable second in the work process, in light of on-going perceptions of the conduct the worker. In the event that there is a gathering with organization X in your journal, your own learning help may ask: “Would you like to study organization X?”. In the event that you are stuck in structuring a troublesome Excel large scale, the Excel chatbot asks you: “Would I be able to assist you with designing the full scale?”. On the off chance that you have a gathering planned with a representative with a low presentation rating (the PC gets this data in the HRIS), you are offered a short module “how to manage to fail to meet expectations workers”. During your online deals call, you get recommendations in your screen on the most proficient method to improve the discussion (“Ask a few inquiries”, “Attempt to close”), and thereafter your discussion is contrasted and top tier models, bringing about some learning focuses. Comprehensive authority The desires workers and different partners have of authority, are frequently excessively high. Frequently you hear: “Change needs to begin at the top”, and “Pioneers need to show others how its done”. These kinds of articulations can be deadening. On the off chance that workers are sitting tight for directions from the top and get debilitated if their pioneers are not immaculate people, associations will be in an awful shape. Changing initiative into progressively comprehensive administration can be gainful to associations. Comprehensive initiative has been centredaround the attributes of the comprehensive head. It is additionally about the attributes of the association and the way to deal with initiative turn of events. I despite everything see numerous administration improvement educational plans that are develop customarily: a restrictive program for the best, a program for centre administrators and the leader program for high possibilities. Set-ups like this don’t strengthen comprehensive authority. Time for HR to start new methodologies. Efficiency In the most recent years, there has not been a great deal of spotlight on efficiency. We see a moderate change at the skyline. Generally, limit issues have been fathomed by enlisting new individuals. This has prompted a few issues. I have seen this multiple times in quickly developing scale-ups. As the development is constrained by the capacity the find new individuals, the choice rules are (regularly unknowingly) brought down, the same number of individuals are required quick. These new individuals are not as gainful as the current group. Since you have more individuals, you need more directors. Lower quality individuals and more administrators brings down profitability. Another methodology is, to concentrate more on expanding the profitability of the current representatives, rather than recruiting extra staff, and on improving the choice measures. Utilizing individuals examination, you can attempt to discover the qualities of top performing individuals and groups, and the conditions that encourage top execution. These discoveries can be utilized to build efficiency and to choose competitors that have the attributes of top entertainers. At the point when profitability expands, you need less individuals to convey similar outcomes. Corporate & Representative Activism Numerous associations are still deep down centered. The key inquiry is more “How might we take care of our issues?” than “how might we take care of issues in our general public?”. Taking responsibility for corporate social duty can be more than offering representatives the chance to do great on one day out of every year. Research by Povaddo indicated that the greater part of those working in America’s biggest organizations feel that corporate America needs to assume a progressively dynamic job in tending to significant cultural issues. There are sufficient issues to handle. Representatives are eager to contribute. HR can assume a significant job in encouraging and invigorating corporate/representative activism. Main concern While no individual can determine what HR patterns 2018 will offer, specialists and various examinations focuses towards representative fulfillment and advanced devices. In any case, one thing to be certain is that innovation will affect the HR office, and how they work. To remain on top of things, you should begin setting up your association at the earliest opportunity. Be that as it may, however the above HR patterns guarantee astounding occasions ahead, you ought to be mindful.You ought to think about computerized instruments as a help for your association procedures, and not for them to drive your association completely. It is urgent to be open and adaptable before grasping new innovations to help your HR office. Likewise, don’t dismiss the master plan in view of the accessibility of apparatuses and rising patterns. You have to learn, comprehend, break down and counsel generally before responding to any of the rising patterns. For instance, AI is a phenomenal device that is the eventual fate of HR and different offices. Notwithstanding, you have to become familiar with the advantages and the issues that can’t be unravelled by the Bots. Today, the HR office is not, at this point a help work. Henceforth, it is important to have appropriate framework this basic office

      HR Practices are very essential for your business to organize your business. In this article, we bring you top 10 Trending HR Practices In Organization.

    1. Zoom, a Silicon Valley-based company, appears to own three companies in China through which at least 700 employees are paid to develop Zoom’s software. This arrangement is ostensibly an effort at labor arbitrage: Zoom can avoid paying US wages while selling to US customers, thus increasing their profit margin. However, this arrangement may make Zoom responsive to pressure from Chinese authorities.
    1. Zoom didn't do this to comply with local law.

      They did this because they don't want to lose customers in China.

      This is just capitalistic greed.

      Shutting down activists over a dictatorship is wrong, and it is actually as simple as that.

    1. 14 Essential Functions of the Human Resource Department Leave a Comment / Blog Contact According to Storey (1995), HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company’s most valuable resources – its employees. There are several HR disciplines, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it’s possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization. In this article, we will go over the 14 essential Functions of Human Resource departments and explain how they help move the organization forward. These functions are as follows: Human Resource Planning The first function of HR is all about knowing the future needs of the organization. What kind of people does the organization need, and how many? Knowing this will shape the recruitment, selection, performance management, learning and development, and all other HR functions. Human resources planning is similar to workforce planning. Both focus on where the organization is today and what it needs to be successful in the future. Recruitment And Selection Recruitment process outsourcing is the process of captivating, screening, and selecting potential and qualified candidates based on objective criteria for a particular job. The goal of this process is to attract qualified applicants and to encourage the unqualified applicants to opt themselves out. The recruitment and selection process is very important to every organization because it reduces the costs of mistakes such as engaging incompetent, unmotivated, and under-qualified employees. Firing the unqualified candidate and hiring the new employee is again an expensive process. Training and Development Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture. Many HR departments also provide leadership training and professional development. Corporate training may be required of newly hired and promoted supervisors and managers on topics such as performance management and how to handle employee relations matters at the department level. Employer-Employee Relations In a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Labor relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labor union contract issues. Compensation and Benefits Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR; however, in many cases, employers outsource such administrative functions as payroll. Labor Law Compliance Compliance with labor and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations. Recognition and Rewards Rewards & Recognitions are a way of making employees feel worthy of their work as appreciation serves as the best motivation. recognitions and Rewards can be monetary or non-monetary. A task or goal or performance linked to rewards, and further evaluation and reward is usually the cycle.Rewards could be a sponsored vacation, raise in salary, bonus, performance-based pay. Recognitions could be a higher post, job security, growth opportunities, a good work environment, accolades, and offering credibility across the company. Rewards & Recognitions not only motivates employees but also helps to retain them. Long-term advantages of rewards and recognition are – Rewards and recognitions have a direct impact on attrition rates.Performance can be enhanced through rewards & recognitions.Higher loyalty standards can be established.Better teamwork can be best explored.Absenteeism and negative behavior can be curtailed.Employees are engaged and enjoy their work. Health and safety Health & Safety is a prime HR function in the entire landscape of Human Resource Management. Employees spend most of their time at work and to bring them a safe environment, that is amicable and guarded is the prerogative of the organization. Organizations should consider- Safety and health policies according to industry benchmarks.Safety and health training from time to time.Sexual harassment act for women employees.Health initiatives within the company premises. Companies should focus not only on a plush working environment too. From the health perspective, various drives, seminars and workshops are an undisputed need in the interest of the employees. Free health camps and paid medical insurance policies for employee& family are some of the initiatives companies can engage in for their employee health & safety. Maintaining Good Working Conditions It is the responsibility of the human resource management to provide good working conditions to the employee so that they may like the workplace and the work environment. It is the fundamental duty of the HR department to motivate the employees. The study has been found that employees don’t contribute to the goals of the organization as much as they can. This is because of the lack of motivation. Human resource management should come up with a system to provide financial and non-financial benefits to the employee from the various departments. Employee welfare is another concept which should be managed by HR team. Employee welfare promotes job satisfaction. Administrative Responsibilities Another function of HR is its administrative responsibility. These include personnel procedures and Human Resource Information Systems. Personnel procedures involve the handling of promotions, relocations, discipline, performance improvement, illness, regulations, cultural and racial diversity, unwanted intimacies, bullying, and so on. For each of these situations, policies and procedures need to be developed and followed to successfully comply with the requests, or overcome these challenges. Career/Succession Planning As an HR function, succession planning is an initiative towards monitoring and working an existing employees’ growth path such that he can be promoted within. Companies can identify bright and promising employees inside an organization and work on developing their growth path. Employees who feel assured of a promising work environment within the company will not leave. Companies should work out strategies for individual development, engage employees in grooming and challenging activities to develop them towards a higher role.  Showing employees how their personal ambition can align with the future of the company helps to engage and retain them. For the organization, there are the benefits of better succession planning, higher productivity, and a stronger employer brand. Industrial Relations Industrial Relations as a HR function is primarily practised in manufacturing & production units. Unions rule industrial units with a motive that collectively speaks of the goodwill of the employees. A company in the production & manufacturing domain should have prevalent Industrial Relations practises and should continuously engage in talks with unions to maintain an amicable situation. Industrial Relations aims towards a continuous production process, reducing production time and resource wastage, reduce serious disputes including strikes and protests, better and safer working conditions, meeting wage standards and expectation. Industrial Relations if handled sensitively can avoid lawsuits, protests, walkouts, loss of production time, and money.Unionization is still very prevalent in Europe. In 2015, 92% of employees in Iceland were a member of a union, followed by Sweden (67%), Belgium (55%), Italy (37%), Ireland (27%) and Canada (27%). Maintaining good relations with unions will help to spot and resolve potential conflicts quickly and will also be beneficial in more difficult economic times when layoffs or other actions are required. Performance Management Performance management is essential in ensuring that workers stay productive and engaged. Good performance management involves good leadership, clear goal-setting, and open feedback. Performance management tools include the (bi)annual performance review, in which the employee is reviewed by his/her manager. It also includes 360-degree feedback tools in which peers, managers, subordinates, and sometimes even customers review the employee’s performance. These kinds of tools can be very helpful in providing feedback. Ideally, employees should be reviewed on a 360-degree scale, where peers, subordinates, seniors and even customers offer feedback on an employee’s performance. The performance management system is effective in identifying the gaps in performances that can be filled with training and skill enhancement. Performance management system, in the long run, is a profitable affair. Clear accountabilities, better productivity, reduced conflicts, job satisfaction and enhanced productivity levels all, in the long run, materialize to lesser attrition. Function Evaluation Function evaluation is a more technical role of HR that involves comparing various functions in terms of qualification, the quality, and availability of workers, job location, working times, the economic situation, job responsibility, and how much value this job adds to the organization. The idea behind function evaluation is that similar jobs should be rewarded similarly. There are different ways of internally ranking functions: Ranking Method: a method in which subject matter experts rank functions in terms of how much they contribute to the organization as a whole. Functions are paired and raters have to decide which one is more valuable. This is done with all functions and based on the outcome, a ranking is established. Classification method: jobs can also be classified in different categories using classification methods. In this case, jobs are categorized and then ranked within these categories to come up with a ranking. Categorizations can include education, experience, the degree of specialized skills needed to do the job, the degree to which these skills are in-demand, and so on. Points method: jobs are categorized according to the factors the organization believes contribute most to its success. Points are then awarded to each category for every job. These categories can include key competencies, like problem-solving, technical knowledge, communication and influencing skills, innovative capability, business acumen, and so on. These competencies will differ per organization Personal method: in this method, the job itself is not evaluated but the person doing the job is. Here, employees are rewarded based on their personal skills and competencies. Apart from the above, the HR function involves managing change, technology, innovation, and diversity. It is no longer confined to the culture or ethos of any single organization; its keynote is a cross-fertilization of ideas from different organizations. Periodic social audits of HR functions are considered essential. HR professionals have an all-encompassing role. They are required to have a thorough knowledge of the organization and its intricacies and complexities. The ultimate goal of every HR manager should be to develop a linkage between the employee and the organization because the employee’s commitment to the organization is crucial. The first and foremost role of HR functionary is to impart continuous education to employees about the changes and challenges facing the country in general and their organization in particular. The employees should know about their balance sheet, sales progress, diversification plans, restructuring plans, sharp price movements, turnover, and all such details. The HR professionals should impart education to all employees through small booklets, video films, and lectures. I hope this article helped you in finding out what main purposes do the HR have and you found out ways to accomplish those. All the best!

      The function of Human Resource department is one of the most important parts of a business, HR Department helps the business in managing employees. These are the 14 essential Functions of the Human Resource department.

    1. Snyder-Mackler, N., Burger, J. R., Gaydosh, L., Belsky, D. W., Noppert, G. A., Campos, F. A., Bartolomucci, A., Yang, Y. C., Aiello, A. E., O’Rand, A., Harris, K. M., Shively, C. A., Alberts, S. C., & Tung, J. (2020). Social determinants of health and survival in humans and other animals. Science, 368(6493). https://doi.org/10.1126/science.aax9553

  4. May 2020
    1. "On the contrary, we take this step because our commitment does not allow us to remain a part of a hypocritical and self-serving organization that makes a mockery of human rights." The move comes as little surprise from an administration that frequently has lambasted the 47-member body for a gamut of perceived failures — particularly the dubious rights records of many of its member countries, as well as what Haley has repeatedly called the council's "chronic bias against Israel."
  5. Apr 2020
    1. A left navigation is faster and more efficient for users to scan. In just three visual fixations, users scan six items in the left navigation compared to the three items scanned in the top navigation. The left navigation also facilitates a vertical scanning direction that is natural for people
    1. that can be partially automated but still require human oversight and occasional intervention
    2. but then have a tool that will show you each of the change sites one at a time and ask you either to accept the change, reject the change, or manually intervene using your editor of choice.
  6. Mar 2020
    1. They are in place to prevent brute forcing a password. If you had to complete these every time you login, a person has to be there to answer it. This makes it so you can’t leave a guessing software to break your password. So, in short, it's for your account’s safety.
  7. Feb 2020
    1. We believe load test scripts should be plain code to get all the benefits of version control, as opposed to say unreadable and tool generated XML.

      Saw another comment lamenting the use of ugly/unreasonable XML files:

      https://github.com/flood-io/ruby-jmeter

      Tired of using the JMeter GUI or looking at hairy XML files?

    1. my Mind

      http://enlightenmens.lmc.gatech.edu/items/show/90

      • That item is simply a portrait of John Locke. The relation is that the word "mind" is very relevant to all the work accomplished by Locke, as he spent most of his life as a renowned philosopher.

      Mowat, Diane, and Daniel Defoe. Robinson Crusoe. Oxford University Press Canada, 2008.

    2. came now fresh into my Mind, and my Conscience,

      The words conscience and mind bring about ideas that can be noted in John Locke’s text: *An essay concerning Human Understanding.* In book two, Locke explains how thoughts come to be. He believes that “All ideas come from sensation or reflections”. In this specific case, the ideas being expressed in this excerpt are rooted in reflection, as Crusoe is thinking on how and why he dared to actually leave his parents the way that he did. Much of this is seen throughout the whole narrative as it is written in the view of Crusoe. Nonetheless, it demonstrates how this story is evolving from simple story telling in the perspective of an outsider to the actual recount of the person living it in their own words.

      John Locke, The Works of John Locke in Nine Volumes, (London: Rivington, 1824 12th ed.). Vol. 1. 2/12/2020. https://oll.libertyfund.org/titles/761 Mowat, Diane, and Daniel Defoe. Robinson Crusoe. Oxford University Press Canada, 2008.

  8. Jan 2020
    1. This piece makes a fascinating point about people and interactions. It's the sort of thing that many in the design and IndieWeb communities should read and think about as they work.

      I came to it via an episode of the podcast The Happiness Lab.

    2. And in the meantime, if less human interaction enables us to forget how to cooperate, then we lose our advantage.

      It may seem odd, but I think a lot of the success of the IndieWeb movement and community is exactly this: a group of people has come together to work and interact and increase our abilities to cooperate to make something much bigger, more diverse, and more interesting than any of us could have done separately.

    3. “Social” media: This is social interaction that isn’t really social. While Facebook and others frequently claim to offer connection, and do offer the appearance of it, the fact is a lot of social media is a simulation of real connection.

      Perhaps this is one of the things I like most about the older blogosphere and it's more recent renaissance with the IndieWeb idea of Webmentions, a W3C recommendation spec for online interactions? While many of the interactions I get are small nods in the vein of likes, favorites, or reposts, some of them are longer, more visceral interactions.

      My favorite just this past week was a piece that I'd worked on for a few days that elicited a short burst of excitement from someone who just a few minutes later wrote a reply that was almost as long as my piece itself.

      To me this was completely worth the effort and the work, not because of the many other smaller interactions, but because of the human interaction that resulted. Not to mention that I'm still thinking out a reply still several days later.

      This sort of human social interaction also seems to be at the heart of what Manton Reece is doing with micro.blog. By leaving out things like reposts and traditional "likes", he's really creating a human connection network to fix what traditional corporate social media silos have done to us. This past week's episode of Micro Monday underlines this for us.

    4. What I’m seeing here is the consistent “eliminating the human” pattern.

      This seems as apt a name as any.

    5. Most of the tech news we get barraged with is about algorithms, AI, robots, and self-driving cars, all of which fit this pattern. I am not saying that such developments are not efficient and convenient; this is not a judgment. I am simply noticing a pattern and wondering if, in recognizing that pattern, we might realize that it is only one trajectory of many. There are other possible roads we could be going down, and the one we’re on is not inevitable or the only one; it has been (possibly unconsciously) chosen.
    6. The consumer technology I am talking about doesn’t claim or acknowledge that eliminating the need to deal with humans directly is its primary goal, but it is the outcome in a surprising number of cases. I’m sort of thinking maybe it is the primary goal, even if it was not aimed at consciously.
    1. Damage to water sources that residents attribute to mining, as well as increased demand due to population migration to mining sites, reduces communities’ access to water for drinking, washing and cooking. Women, who are primarily responsible for fetching water, are forced to walk longer distances or wait for long periods to obtain water from alternative sources. The dust produced by bauxite mining and transport smothers fields and enters homes, leaving families and health workers worried that reduced air quality threatens their health and environment.

      Mining is contaminating our water sources and water is one of the most important things for survival.

  9. Dec 2019
    1. With a computer manipulating our symbols and generating their portrayals to us on a display, we no longer need think of our looking at the symbol structure which is stored—as we think of looking at the symbol structures stored in notebooks, memos, and books. What the computer actually stores need be none of our concern, assuming that it can portray symbol structures to us that are consistent with the form in which we think our information is structured.

      Separation of model and view

    1. Thompson’s point is that “artificial intelligence” — defined as machines that can think on their own just like or better than humans — is not yet (and may never be) as powerful as “intelligence amplification,” the symbiotic smarts that occur when human cognition is augmented by a close interaction with computers.

      Intelligence amplification over artificial intelligence. In reality you can't get to AI until you've mastered IA.

    2. Like a centaur, the hybrid would have the strength of each of its components: the processing power of a large logic circuit and the intuition of a human brain’s wetware. The result: human-machine teams, even when they didn’t include the best grandmasters or most powerful computers, consistently beat teams composed solely of human grandmasters or superfast machines.

      This is what is most needed: the spark of intuition coupled with the indefatigably pursuit of its implications. We handle the former and computers the latter.

  10. Oct 2019
    1. Eyewitness News has learned that the organisation that runs the Spar supermarket franchise has instructed that a human resources audit be conducted at all the Spars owned by Chris Giannakopoulos, who has been accused of assaulting staff and unfair labour practice.Giannakopoulos first started making headlines in October last year when he was accused of beating a female employee at the Food Lover's Market store in Hartebeespoort. He was scheduled to appear in court a week ago, but that the matter was struck from the role.The Giannakopoulos Group owns and operates more than two dozen Spars and also has interests in Food Lover's Market and OK Foods.Eyewitness News has seen a Spar guild letter to Giannakopoulos in which it states that he will no longer be allowed to play in role in the management and control of the Spars in the Giannakopoulos Group.The guild says that a human resources audit will be conducted at their Spars twice a year and the group is to dispose of its interests in Food Lover's Market and OK Food.The guild warns that if the Giannakopoulos Group fails to adhere to these instructions, it will remove all the Spars from the group.Spar’s Mandy Hogan declined to answer questions related to the content of the letter but says the company does not condone criminal behavior by any person and will take appropriate action where a person is found guilty.

      https://ewn.co.za/2019/01/14/spar-issues-ultimatum-to-franchise-owner-over-compliance-with-hr-audit Eyewitness News has learned that the organisation that runs the Spar supermarket franchise has instructed that a human resources audit be conducted at all the Spars owned by Chris Giannakopoulos, who has been accused of assaulting staff and unfair labour practice.

      Giannakopoulos first started making headlines in October last year when he was accused of beating a female employee at the Food Lover's Market store in Hartebeespoort. He was scheduled to appear in court a week ago, but that the matter was struck from the role.

      The Giannakopoulos Group owns and operates more than two dozen Spars and also has interests in Food Lover's Market and OK Foods.

      Eyewitness News has seen a Spar guild letter to Giannakopoulos in which it states that he will no longer be allowed to play in role in the management and control of the Spars in the Giannakopoulos Group.

      The guild says that a human resources audit will be conducted at their Spars twice a year and the group is to dispose of its interests in Food Lover's Market and OK Food.

      The guild warns that if the Giannakopoulos Group fails to adhere to these instructions, it will remove all the Spars from the group.

      Spar’s Mandy Hogan declined to answer questions related to the content of the letter but says the company does not condone criminal behavior by any person and will take appropriate action where a person is found guilty.

    1. Annotations

      https://ewn.co.za/2019/01/14/spar-issues-ultimatum-to-franchise-owner-over-compliance-with-hr-audit

      Eyewitness News has learned that the organisation that runs the Spar supermarket franchise has instructed that a human resources audit be conducted at all the Spars owned by Chris Giannakopoulos, who has been accused of assaulting staff and unfair labour practice.

      Giannakopoulos first started making headlines in October last year when he was accused of beating a female employee at the Food Lover's Market store in Hartebeespoort. He was scheduled to appear in court a week ago, but that the matter was struck from the role.

      The Giannakopoulos Group owns and operates more than two dozen Spars and also has interests in Food Lover's Market and OK Foods.

      Eyewitness News has seen a Spar guild letter to Giannakopoulos in which it states that he will no longer be allowed to play in role in the management and control of the Spars in the Giannakopoulos Group.

      The guild says that a human resources audit will be conducted at their Spars twice a year and the group is to dispose of its interests in Food Lover's Market and OK Food.

      The guild warns that if the Giannakopoulos Group fails to adhere to these instructions, it will remove all the Spars from the group.

      Spar’s Mandy Hogan declined to answer questions related to the content of the letter but says the company does not condone criminal behavior by any person and will take appropriate action where a person is found guilty.

    1. A former union boss jailed over receiving a coal exploration licence from his friend, former NSW Labor minister Ian Macdonald, was an "entrepreneur" who found a "willing buyer" in the disgraced politician, a court has heard.

      This is a flawed proposition and both misleading and deceptive in relation to the subject matter, considering its prominence in a court media report of proceedings which largely centre on the propriety or otherwise of an approvals process.

      Using a market analogy mischaracterises the process involved in seeking and gaining approval for a proposal based on an innovative occupational health and safety concept.

      In this case, the Minister was the appropriate authority under the relevant NSW laws.

      And while Mr Maitland could indeed be described as a "entrepreneur", the phrase "willing buyer" taken literally in the context of the process to which he was constrained, could contaminate the reader's perception of the process as transactional or necessitating exchange of funds a conventional buyer and seller relationship.

      Based on evidence already tendered in open court, it's already known Mr Maitland sought both legal advice on the applicable process as well as guidance by officials and other representatives with whom he necessarily engaged.

      But the concept of finding a "willing buyer", taken literally at it's most extreme, could suggest Mr Maitland was presented with multiple approvals processes and to ultimately reach his goal, engaged in a market force-style comparative assessment of the conditions attached to each of these processes to ultimately decide on which approvals process to pursue.

      Plainly, this was not the case. Mr Maitland had sought advice on the process and proceeded accordingly.

      The only exception that could exist in relation to the availability of alternative processes could be a situation silimilar to the handling of unsolicited proposals by former Premier Barry O'Farrell over casino licenses which were not constrained by any of the regular transparency-related requirements including community engagement, notification or competitive tender.

      Again, this situation does not and could not apply to the process applicable to Mr Maitland's proposal.

      The misleading concepts introduced from the outset in this article also represent an aggravating feature of the injustice to which Mr Maitland has been subjected.

      To be found criminally culpable in a matter involving actions undertaken in an honest belief they were required in a process for which Mr Maitland both sought advice process and then at no stage was told anything that would suggest his understanding of the process was incorrect, contradicts fundamental principles of natural justice.

    1. The purpose of this conceptual paper is to provide readers with an opportunity to reassess their work and life in the face of an inevitable near-term social collapse due to climate change.
  11. Sep 2019
    1. he group has become self-described “dignity scholars” who have studied the notions and criteria of dignity in landmark legal cases. In doing so, R2L has used Hypothesis as their “human rights tool” to examine legal evidence and build an argument for legislative change.

      Hypothes.is as a human rights tool! awesome!

  12. Jul 2019
    1. Marwick and others have primarily observed intent as a causal condition for microcelebrity and the practice of cultivating it as a set of activities as opposed to the institutional conditions of those activities and microcelebrity’s various effects. Microcelebrity can be a tool to develop a personal brand, to leverage attention to generate income of job prospects, and to distill media and public attention of social movements. I consider microcelebrity’s cause-and-effect from my multiple attenuated status positions. My agency to create, perform or strategically reveal information is circumscribed by my ascribed status positions. As my professional and public-facing identities shift, my social location remains embedded in groups with a “shared histories based on their shared location in relations of power” (Hill Collins 1997: 376). Academic capitalism and microcelebrity promote neoliberal ideas of individualism. But power relations circumscribe the utility and value of cultivating attention in ways we rarely note, much less redress.

      I read this and can't help but thinking about some of my own personal workplace experiences (as well as some of those of others). Many often experience the need to move from an early workplace to another as a means of better experiencing direct promotion, both in status and in respect as well as in pay naturally. One will often encounter issues in promotion at the same company, particularly when it doesn't properly value work and experience, and thinks of you as when you first started work as a young kid still wet behind the ears. Compare this to moving to a new company with a new social group who doesn't know the "old" you, but automatically ascribes to you the rank and value of your new post instead of your past rank(s).

      In some sense making one's old writing/work private (or deleting it on Twitter as is more commonly done for a variety of reasons) becomes a means of preventing the new groups of readers or viewers of one's site from seeing the older, less experienced version of one's self and thereby forcing them to judge you by the "new" you imbued with more authority than the younger tyro of the "old" you.

    1. across ecosystems? To take just one example, when fish stocks fall in Ghanaian seas, hunting of bushmeat goes up and 41 land-based species go into decline. As hyperkeystones, we unite the entire world in a chain of falling dominoes
    2. humans, the hyperkeystone

    1. Fear of humans as apex predators has landscape-scale impactsfrom mount ain lions to mice (2019)

      Apex predators such as large carnivores can have cascading, landscape-scale impacts across wild-life communities, which could result largely from the fear they inspire, although this has yet to be experimentally demonstrated.

      Humans have supplanted large carnivores as apex predators in many systems, and similarly pervasive impacts may now result from fear of the human ‘superpredator’.

      We conducted a landscape-scale playback experiment demonstrating that the sound of humans speaking generates a landscape of fear with pervasive effects across wildlife communities.

      • Large carnivores avoided human voices and moved more cautiously when hearing humans,
      • medium-sized carnivores became more elusive and reduced foraging.
      • Small mammals evidently benefited, increasing habitat use and foraging.

      Thus, just the sound of a predator can have landscape-scale effects at multiple trophic levels.

      Our results indicate that many of the globally observed impacts on wildlife attributed to anthropogenic activity may be explained by fear of humans.

    1. In 1996 and 1998, a pair of workshops at the University of Glasgow on information retrieval and human–computer interaction sought to address the overlap between these two fields. Marchionini notes the impact of the World Wide Web and the sudden increase in information literacy – changes that were only embryonic in the late 1990s.

      it took a half a century for these disciplines to discern their complementarity!

    1. Another prominent conclusion is that joint asset ownership is suboptimal if investments are in human capital.

      Does that have to be the case?

  13. May 2019
    1. Problems stemming from artisanal mining include disruption of families, mining-related illnesses, environmental damage, child labor, prostitution and rape.

      problems

  14. Apr 2019
    1. The idea was to reward video stars shorted by the system, such as those making sex education and music videos, which marquee advertisers found too risqué to endorse. 

      This is an interesting concept. Too often, too many people are "shorted by the system".

  15. Mar 2019
    1. 1 Maman died today. Or yesterday maybe, I don't know. I got a telegram from the home: "Mother deceased. Funeral tomorrow. Faithfully yours." That doesn't mean anything. Maybe it was yesterday

      Spoken by Mersault’, the novels narrator. He shows no remorse that his mother died. By him saying "that does not mean anything" in the reading introduces the idea of meaninglessness of human existence. Albert Camus moral philosophy.

    1. As several speakers noted at the Symposium marking the 50th anniversary of the famous “Mother of All Demos,” networked digital computing, at scale, amounts to one of the most powerful and potentially dangerous experiments we have ever performed on ourselves.
    1. McCulloch was a confident, gray-eyed, wild-bearded, chain-smoking philosopher-poet who lived on whiskey and ice cream and never went to bed before 4 a.m.

      Now that is a business card title!

    1. setting up objectives

      How do we augment our ability as humans to set objectives? How do we observe that process? How do we gain insight into hidden aspects and drivers of setting intention? How do we recognize our own framings? How do we re-frame? If the Anthropocene Epoch means anything, it is that our own emoto-cognitive lenses make all the difference.

    2. A composite process, remember, is organized from both human processes and computer processes

      Human-system/Tool-system fine-grained intersections and compositionalities. There are UX and UI levels here. There are likely further levels having to do with intentionalities of (semi-) autonomous Tool Systems, how they are to be guided by Human intentionalities, and - most importantly - how humans fully ascertain and guide their own intentionalities.

  16. Feb 2019
    1. You know very well 'tii-inlinitcly better lo be good than to .�eem so.

      This separation of the inner self (human) versus how others interpret your humanity is still audience focused (as mentioned above), but seems antithetical to feminism. One of the ways to receive equal treatment is to be respected--to "seem" good or, at least, worthy of respect.

    2. disuse of our Faculties we seem to have lost them if we ever had uny arc sunk into an Animal life wholly taken up with sensible objects

      She's making a cut here, where the use of certain faculties are what separate Human life from Animal life.

      By "sensible objects" does she mean those which can be sensed (tangible, concrete, as opposed to the other connotation of sensible as reasonable)? If so, then Animals are distinguished by living in a world of senses where Humans live in a world of both physical sensation and mental faculties (?).

    1. Learned vanity, which exceeds that of every other kind, still takes up arms against any thing that is offered as new

      Thinking we know everything also makes us think there's nothing left to learn.

      This has really important consequences in terms of post-humanist thinking! If we presume that there is a true definition of anything, we are allowing experience, culture, language to limit us. It is better to presume an every shifting definition of the human that responds to the situation at hand. Starting a discussion of the human with the idea that we all obviously know what a human is, is extremely limiting.

    2. or language, in its full extent, means, any way or method whatsoever, by which all that passes in the mind of one man

      A somewhat indirect construction of human? Language is located in the mind? Therefore, humans have minds that they use for language? Or language that they use for minds?

    3. articulate

      Articulate:

      Definition: (noun) Having or showing the ability to speak fluently and coherently; having joints or jointed segments; (verb) pronounce (something) clearly and distinctly; express (an idea or feeling) fluently and coherently; form a joint.

      Origin: Mid-16th century: from Latin articulatus, past participle of articulare ‘divide into joints, utter distinctly’, from articulus ‘small connecting part.

    4. he same in all nations, and consequently can e

      So while words vary widely and have no direct relation to the ideas they represent, tone is universal. Here we have another claim about the human: it is one who uses tone in a certain way.

    5. ing from what

      This seems like a break from Locke, and possibly even from Hume.

      A hu(man) has things other than ideas running through its mind.

    6. For they who are born deaf, can make themselves understood by visible signs; and we have it on the best authority, that the Mimes of the Ancients, were perfectly intelli-gible, without the use of words.

      Sheridan looks for a definition of language that holds weight across multiple types of humans and cultural techniques (people who are deaf, mimes, the literate). Is he then perhaps exploring the question "which languages?" instead of "what is language?"

    1. of nonverbal communication.

      Watzlawick, Bavelas, and Jackson in "The pragmatics of Human communication lists five axioms. The first axiom is "one cannot not communicate" or that every human behavior is a form of communication. Nonverbal communication is its own discipline in communication studies.

    1. fcction

      The idea of or desire for perfection is common through this week's readings. What impact does that desire have on these authors' views on humanity and what's human?

      How also does that desire war (agonisticly?) with the idea that man is flawed ("No doubt all that man is given to know is, like man himself, limited and imperfect," below)?

    2. \·e11.m.\· c·o1111111111i

      Oxford reference: "Not common sense in its ordinary meaning, but in Aristotle (De Anima, II, 1–2) and following him Aquinas and others, a central cognitive function that integrates and monitors the delivery of the other distinct senses, as when a shape is both seen and felt."

      Kant discusses this concept extensively, but his definition is closer to "common sense" than Aristotle's.

    1. Perfect or Right Orations, but Adulterated, or rather Hermophrodites.

      Like Hume's use of pervert, deform, and defect, there's an assumption of the human and the ideal here

    1. affect the mind of a peasant or Indian with lhe highest admiration

      Another set of cuts here (and with the "person, familiarized to superior beauties").

      Those who have limited exposure to observe or practice (and thereby to increase refinement of taste) are in another category altogether.

      Who is cut off by the inability to increase taste and whose voices are silenced?

    2. And if the same qualities, in a continued composition and in a smaller degree, affect not the organs with a sensible delight or uneasiness, we exclude the person from all pretensions to this delicacy.

      Limitations are being set. If organs cannot be affected or if the affect isn't "sensible", what of the one experiencing it?

    3. o far only as it is beneficial {l,16�(' or hurtful to the true believers.

      By nature, humans are selfish. We're always thinking, whether consciously or not, "what's in it for me?" We deem actions that have a potential benefit to us as praiseworthy, while label unbeneficial actions as hurtful.

    1. he fault of the man,

      And now back to flaws in comprehension (instead of language), so what is the implication of that 'man's' failing? There's the caveat "yet" leaving open the possibility that the 'man' has simply not encountered the name or devoted time to learning it, but what of the 'man' who has attempted both and still fails?

    2. an imperfection rather upon our words than understandings

      Hm, okay. So what I took (above) as comments on humanity, Locke is saying are comments on language. (Or is it both?)

    3. Who ever that had a mind to under· stand them mistook the ordinary meaning

      Locke assumes that such a person does not exist, defining human as "one who understands all simple modes/ideas."

    4. much easier got, and more clearly retained

      And if one does not "get" or "retain" what's deemed a "simple idea," what does that mean for that one's sense of self or personhood?

      Does that mean the concept of the simple changes or does the person's status change?

    5. which another has not organs of faculties to attain; as the names of colours to a blind man, or sounds to a deaf man, need not here be mentioned.

      Restrictions on intelligibility and comprehension, which by extension imply a restriction on what's human or universal

    1. hound up in human reason. pas­sion, and imagination; that human beings function in social groups an<l arc limited by historical circumstances

      Sounds like the human-measure doctrine and casuistry. Vico = 18th C sophist. He's a bit dour, though:

  17. Jan 2019
    1. The machine-beings that emerge from these couplings thus demon-strate a different form of identity, o

      I had to come back to this when I had a memory flash-back. My oldest daughter had Polio before we adopted her from China. For years she had to wear a full leg brace (KAFO) to keep her from hyper-extending her weak and somewhat underdeveloped leg. At first people assumed the brace was temporary, but eventually she started calling it her "bionic leg." It worked. People laughed. It opened up a conversation about her leg rather than making it an object of negative conjecture.

      So, to diffuse ideas about disability, difference, and "other," she took on the identity of a cyborg, which acted rhetorically and psychologically on herself and others to diminish the "other" distinction. Calling herself a cyborg became a rhetoric of inclusion.

    2. . In eXistenZ, however, the characters are notall cyborg-style hybrids, wherein the category of the human must first beimagined as relatively discrete in order for it to be connected to (andpotentially troubled by) its Others (human plus machine). Many of thehuman characters in this film exist simply as sites of information ex-change—material entities produced by and teeming with swarms ofothers (codes, identities, technologies, knowledges, and so forth). In

      As opposed to the robots in WestWorld: they look human, they have skin and blood, but the emphasis is mostly on the code that makes them behave in certain ways.

      I wouldn't say that I consider the "hosts" in WestWorld to be cyborgs--they are not part machine, part human-- they are all machine. Or is skin the definition of human? How much human material does it take to be cyborg?

    3. to foreclose any easy distinctio

      Foreclose: To bar, exclude, shut out completely, but also many other senses, including to take away the power of redeeming or to close beforehand http://www.oed.com.ezp.slu.edu/view/Entry/72991?redirectedFrom=foreclose#eid

      I think this phrase lies at the heart of where I'm wrapping my head around what posthumanism means. As Dr. Rivers said in class, there's this assumption of the human (the 'easy distinction' of what the human is), but when we foreclose--when we do away with--that ease, we might consider posthumanism as "post (the assumption of what it means to be) human". Instead of assuming we have a good/clear/universal understanding of what it is to be "human," posthumanism does away with that assumption and instead seeks to explore, to ask questions, to address multiple and varied possible definitions (like we do with rhetoric).

    4. nt fear of biological and software infecti

      The fear of infection and death is still present in the post human world.

    5. require a different kind of response.

      Perhaps this is akin to asking "which one?" instead of "what is?"

    6. hile posthuman reinscriptions of thebody and subjectivity do not return us to the category of the human, theydo not function as a refusal of that category either. Tha

      A great distinction to make--we're not refusing or negating the socially-accepted idea of human; rather, we are challenging its narrowness and examining it as a "carrier bag," asking ourselves "which one?"

      SHAMELESS PLUG FROM LAST WEEK'S DISCUSSION.

    1. they were human, fully human, bashing, sticking, thrusting, killing

      One definition of being human

    2. if to do thatis human, if that's what it tak§, tnen I am a human being after all. 'Fully, freely, gladly, for tneficst time.

      I have to bring up James Cone and Albert Camus again -- but this time I'm reminded of Camus' The Rebel) and this paragraph from Cone's Black Power and Black Theology: "The crucial question, then, for the black man, is 'How should I respond to a world which defines me as a nonperson?' That he is a person is beyond question, not debatable. But when he attempts to relate as a person, the world demands that he respond as a thing. In this existential absurdity, what should he do? Should he respond as he knows himself to be, or as the world defines him?" Rebellion is what Cone, Camus, and Le Guin decide to do when they redefine what it means to be a person, to be human.

    3. heroes rhey have people in them.

      Is she saying that heroes are not human (people)?

    4. It is the story that hid my humanity from me

      i.e. one story's version of being human compared to another.Similar to what I was saying in the prior paragraph.

    5. f to do thatis human, if that's what it tak§, tnen I am a human being after all. 'Fully, freely, gladly, for tneficst time.

      This brings us back to the point that the definition of human is similar to the definition of rhetoric. The more you try to define either, the more confusing and exclusionary each can get. Just like rhetoric, there is no one way to define human, but instead you stack all definitions on top of each other, without one superseding the others. The definitions are also situational, like Le Guin being human by this definition, but not by the previous one about killing.

    6. The society, the civilization they were talking about, these theoreti-cians, was evidently theirs; they owned it, they liked it; they were human, fully human, bashing, sticking, thrusting, killing. Wanting to be human too, I sought for evidence that I was; but if that's what it took, to make a weapon and kill with it, then evidently I was either extremely defective as a human being, or not human at all. That's right, they said. What you are is a woman. Possibly not human at all, certainly defective. Now be quiet while we go on telling the Story of the Ascent of Man the Hero

      Le Guin gives a definition of what it means to be human; the idea of theorists that humans must kill. Then, she makes it clear that this isn't the only definition of human, considering she's human and wouldn't/couldn't act in such a way. Then there's this awesome and gross little paragraph about women possibly not being human, but rather, defective and unworthy of having a say. Ouch.

    7. home being another, larger kind of pouch or bag, a con-tainer for people, and then later on you take it out and eat it or share it or store it up for winter in a solider container or put it in the medicine bundle or the shrine or the museum, the holy place, the area that contains what is sacred,

      These places, these larger containers, have their own purposes and functions, and, according to Rickert's Ambient Rhetoric, they also have a rhetoric of their own. They speak to us in various ways. For Le Guin, these containers speak of her status as human, enable her to feel part of humankind.

    1. we are partofthe worldin its ongoing intra-activity

      This brings to mind Protagoras's human-measure doctrine. The only way to know the world is through the lens of our humanity; we are inherently part of the world and are literally unable to remove ourselves from it in order to see it any other way.

    2. But representationalism (like “nature itself,” notmerely our representations of it!) has a history.

      Is it our human nature to always perform our identity? can we ever separate ourselves from it?

    1. With approximately half of variance in cognitive task performance having non-g sources of variance, we believe that other traits may be important in explaining cognitive performance of both non-Western and Western groups.

      Another important implication of the study.