That's a good analogy. Makes a lot of sense. The only caveat I see is that there is a lot of context locked up in proprietary data sets (e.g. YT, books, podcasts) and I'm not sure how OSS models get access to that.
5,069 karma · joined July 18, 2012
It felt like that was the direction for a while, but in the last year or so, the gap seems to have widened. I'm curious whether this is my perception or validated by some metric.
You don't have to go a hundred years - most non-western societies look at western fascination with dogs and pets with horror, especially when couples with low rates of marriage, population collapse etc.
The IDE process at Motorola asked every employee to answer “yes” or “no” to six questions;
1. Do you have a substantive, meaningful, job that contributes to the success of Motorola?
2. Do you know the job behaviours and have the knowledge base to be successful?
3. Has training been identified and made available to continuously upgrade your skills?
4. Do you have a career plan, is it exciting, achievable and being acted on?
5. Have you received candid, positive or negative feedback within the last 30 days, which has helped in improving your performance or achieving your career plan?
6. Is adequate sensitivity shown by the company towards your personal circumstances, gender and culture?
This was done online every quarter and followed by a one-to-one with your boss to discuss how you could improve things together. Every manager in your reporting line could see your results and your own boss would expect to see your action plan to improve your team’s scores over time.
What do you think of this? A draconian measure or a positive statement of a minimum standard of expectation for all employees?
At the time of IDE being implemented, I was struck by the choice of language;
• INDIVIDUAL
• DIGNITY
• ENTITLEMENT
It’s a declaration of what we are choosing to become as an organisation; what we want the experience of being a Motorolan (and yes, that is a thing) to be. It’s universal and unbounded by grade, function or language and culture. It’s a clear message to every manager of the minimum expectation of them in relation to the people they lead. It humbles the role of “manager” to be in service of their employees’ entitlement to dignity at work.
Then there is the “yes/no” answer. No score of 1-10 or five point Likert scale or shades-of-grey adequacy. You either do or you don’t; clear and uncompromising.
The implementation of IDE was often painful. Employees worried about the consequences of saying “no”. Managers worried what consequences would arise from negative scores. Everyone was anxious about the one to one conversations.
It feels like reading through Wikipedia, I'm missing some specifics, details or even points of view on a particular (international) topics when I'm reading it in English. I was reading about a town in Estonia recently while trying to track down some ancestry and while the English page had limited information, when I switched to Estonian and used google translate, I was able to find a ton of detail. I see the same when reading about smaller towns in India or non-English literature.
Would some sort of auto-translation and content augmentation (with editorial support) be useful here.
They are typically 60+ pages slides on something like go-to-market strategy or organizational realignment that the C-level at the hiring firm hired them to do and will forward around to his reports and teams to implement.
Each slide is handcrafted to have a punchy title and be self contained, dense, with links to references and data sources. There's a hefty appendix section so that when someone asks a "what about X?" question, there's a slide in there about alternatives considered and a data-centric reason on why it wasn't or shouldn't be pursued.
In India, you'd call a coconut tree a coconut tree and an arecanut tree a palm.
My comment on another thread about how China is now a developed country was downvoted by some HNer who swallowed some Guardian anecdote: https://news.ycombinator.com/item?id=43627315
Exponential growth is a hard concept to internalize.
Eh, China has 20x-ed its GDP per capita in a generation. They're not slaves.
Oh that's right. You're now giving me PTSD from all this Notes internals knowledge that was hidden away in my brain.
Reading through the article, it seems like that theory was proven out and along with the awful UI that Notes was, it led to many IBM shops adopting Exchange/Outlook and later SharePoint.
Something odd about Lotus Notes/Domino, and part of the reason for its awful UI, is that everything is a database (the NSF mentioned in the article). All UI is a view on that database. Viewing an email? That's just view on a item in the database. Sending an email? That's just adding a row into the 'Outbox' table. The entire product was built with this paradigm at the center of it all.
When computers were beige, they went all in on color to stand out. When everything started being more colorful, they moved to white and then grey/silver. Now that everything is grey/silver, they're moving to gold/rose.
What does this mean? A quick Google search didn't help me
https://www.sciencealert.com/jwst-detects-carbon-dioxide-out...
More like people who work in some media companies have certain political beliefs that may or may not be out of touch of broader society. Witness their constant surprise at election results as an example.
Because unions are a headache for management to deal with and that headache is much worse than compensation, which is a budget-line item, and doesn't personally impact anyone in management.
The AWU, for e.g, has political goals that represent what a small minority of Alphabet employees want but end up being a pain in a for anyone to deal with.
Who are you referring to?