Amiga Forever - Amiga Emulation, Games, History and Support Since 1997 The Data Visualization Beginner’s Toolkit #2: Visualization Tools (Note: if you are new to this series, the DVBTK doesn’t teach you how to do visualization. Rather it is meant to help people find a less chaotic and more effective path towards the acquisition of the necessary skills to become a data visualization pro. To know more, make sure to read the introduction to the series first.) The DVBTK #1 introduced books and study material to make sure you acquire the right knowledge in the right order. Studying is the first step and there’s no level of practice that can substitute for it. That said, it is extremely important to realize that good visualization cannot happen without practice. But if you want to do visualization you need some tools right? Here is the guidance. And there is more to come! I felt you needed to know more about each tool, so I decided to interview (at least) one data visualization professional with proven and long-lasting experience with it. Golden Rules of Visualization Tools First of all you need some fundamental rules. Damn it!
The corporate kabuki of performance reviews Not exactly a state of mind anyone wants to have. But we don’t need neuroscience to tell us why the annual performance review song-and-dance is so universally reviled. We have our own reasons: the endless paperwork, the evaluation criteria so utterly unrelated to our jobs, and the simplistic and quota-driven ratings used to label the performance of otherwise complex, educated human beings. And then there’s the buggy software and tedious online tools that make what should be a simple process-sitting down for a cup of coffee to talk about how things are going-downright exasperating. Just ask Pete Juratovic, an Air Force National Guard executive officer who is also the founder of Web design and marketing firm Clikzy Creative in Alexandria, Va. What makes this annual rite of corporate kabuki so baffling is that those of us getting and giving reviews aren’t the only ones who hate them. So why then, pray tell, do we still do performance reviews? One answer is we always have.
We’re heading into a jobless future, no matter what the government does (AP Photo/Denis Farrell) In an op-ed in The Wall Street Journal, former Treasury Secretary Lawrence Summers revived a debate I’d had with futurist Ray Kurzweil in 2012 about the jobless future. He echoed the words of Peter Diamandis, who says that we are moving from a history of scarcity to an era of abundance. On all this, Summers is right. There won’t be much work for human beings. The debates of the next decade will be about whether we should allow human beings to drive at all on public roads. Robots are already replacing manufacturing workers. Medical sensors in our smartphones, clothing, and bathrooms will soon be monitoring our health on a minute-to-minute basis. If medications are needed, they can be prescribed based on a person’s genome rather than a one-size-fits-all basis as they are today. It will be like the future that Autodesk CEO Carl Bass once described to me: “The factory of the future will have only two employees, a man and a dog.
The #1 Feature of a Meaningless Job Main page Introduction: The video game history started in a strange and complicated way and it is important to avoid confusions with what happened in the 1950s and 1960s. The real video game history started with Ralph Baer as early as 1951. One very important thing to remember is how the video game has been defined in the 1960s before modern tehnologies allowed video games to be played on computers. A video game is defined as an apparatus that displays games using RASTER VIDEO equipment: a television set, a monitor, etc. The video game history is often misunderstood, so we will explain what happened in the 1950s first, and then go through the real video game history which began in 1966. As early as 1951, a young 29-year old TV engineer named Ralph Baer worked at Loral, a TV company. In the USA, it started on May 1972 with the Magnavox Odyssey (first home video game) and Atari in November 1972 (their first PONG arcade game). In Europe, video games appeared in homes in 1974.
Think Twice: How the Gut's "Second Brain" Influences Mood and Well-Being As Olympians go for the gold in Vancouver, even the steeliest are likely to experience that familiar feeling of "butterflies" in the stomach. Underlying this sensation is an often-overlooked network of neurons lining our guts that is so extensive some scientists have nicknamed it our "second brain". A deeper understanding of this mass of neural tissue, filled with important neurotransmitters, is revealing that it does much more than merely handle digestion or inflict the occasional nervous pang. The little brain in our innards, in connection with the big one in our skulls, partly determines our mental state and plays key roles in certain diseases throughout the body. Although its influence is far-reaching, the second brain is not the seat of any conscious thoughts or decision-making. This multitude of neurons in the enteric nervous system enables us to "feel" the inner world of our gut and its contents. The second brain informs our state of mind in other more obscure ways, as well.
Delivering an Effective Performance Review - Rebecca Knight It’s performance review season, and you know the drill. Drag each of your direct reports into a conference room for a one-on-one, hand them an official-looking document, and then start in with the same, tired conversation. Say some positive things about what the employee is good at, then some unpleasant things about what he’s not good at, and end — wearing your most solicitous grin — with some more strokes of his ego. What the Experts Say For many employees, a face-to-face performance review is the most stressful work conversation they’ll have all year. Set expectations early The performance review doesn’t start with a sit-down in the spare conference room. Lay the groundwork About two weeks before the face-to-face review, ask your employee to jot down a few things he’s done over the last year that he’s proud of. Set a tone Too often the face-to-face conversation takes the form of a “feedback sandwich:” compliments, criticism, more niceties. Principles to Remember Do Don’t
Read This and Take the Rest of the Day Off Carlos Slim is a pretty successful guy: either the world's richest or second-richest, depending on which measure you use and how much he spent on lunch that day. So it's worth taking note when he has something to say about work and productivity. At a conference recently in Paraguay, Slim, who controls America Movil, the largest mobile-phone operator in the Americas, pitched a radical overhaul of the 9-to-5 grind: People would work three days a week, though they would put in longer days (11 hours) and they would retire later in life (at around 70). The extra days off would give people more time to relax and invent things, Slim said. On the other side of the world, the Seoul city government was singing a similar tune -- a lullaby, actually: Workers will soon have permission to take afternoon naps, though the nap experiment is restricted to the summer months. This work-less, nap-more ethos is not new. Their ideas will still have a tough time catching on, to state the obvious.
The Real Reason New College Grads Can’t Get Hired It’s because college kids today can’t do math, one line of reasoning goes. Or they don’t know science. Or they’re clueless about technology, aside from their myriad social-media profiles. These are all good theories, but the problem with the unemployability of these young adults goes way beyond a lack of STEM skills. As it turns out, they can’t even show up on time in a button-down shirt and organize a team project. The technical term for navigating a workplace effectively might be soft skills, but employers are facing some hard facts: the entry-level candidates who are on tap to join the ranks of full-time work are clueless about the fundamentals of office life. A survey by the Workforce Solutions Group at St. Another employer survey, this one by staffing company Adecco, turns up similar results. As much as academics go on about the lack of math and science skills, bosses are more concerned with organizational and interpersonal proficiency. And all internships are not created equal.
A Comparison of Two Variant Versions of Alice in Wonderland In 1865, Charles Dodgson published a book entitled Alice's Adventures in Wonderland. He used the pseudonym Lewis Carroll. The main character in the story was a real live girl named Alice Liddell. The story was originally an impromptu tale which Charles Dodgson invented for the entertainment of Alice and her two sisters. Alice enjoyed the story and asked Charles Dodgson to write it out for her. In 1851, Walt Disney released a movie entitled Alice in Wonderland. I see a distinct difference in the attitude of Alice in the two versions. Both versions begin in a similar fashion. In both versions, she is able to see cupboards and bookcases on the wall of the hole through which she is falling. As Alice falls, Carroll describes her thoughts in detail. In contrast, Disney's movie mentions only a few of her thoughts. When she lands, Carroll's Alice sees the White Rabbit racing through a long passage. All the doors are locked, but there is a table with a key on it. How doth the little busy bee
101 Google Tips, Tricks & Hacks Looking for the ultimate tips for Google searching? You've just found the only guide to Google you need. Let's get started: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23, In fact, you can combine any Boolean search operators, as long as your syntax is correct. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. Ditch Performance Reviews? How About Learn to do Them Well? - Maxim Sytch and D.Scott DeRue by Maxim Sytch and D.Scott DeRue | 10:23 AM June 22, 2010 Few activities in a workplace polarize like performance reviews. Some see them as subjective and ungrounded, one-sided and boss-dominated and something we should do away with entirely, an opinion put forth most recently in a Wall Street Journal article. Others find them an invaluable tool to develop employees and move the company forward. Our view? To learn to conduct performance reviews well, you need to know the key reasons they are so challenging, frustrating, and yes, generally disliked. The three challenges: 1. 2. 3. So those are the biggest and most-consistent challenges to performance reviews. 1. 2. Also, use concrete events or behaviors to support your evaluations. 3. 4. Maxim Sytch is an assistant professor in the Department of Management & Organizations, Stephen M. D.