partial_accumen

The font-ends I use are called serifs.

Worse, they even forced it on Windows Server 2008 (and 2008R2). That interface had no business being on servers which many times only were only accessible by narrow higher latency remote links and many times without mice.

You cited a US law there. If you are a citizen of the United States through any other means beside birth on US soil, I would not do anything currently to put a spotlight on that like making a name change. The current administration is obsessed with expelling people and their efforts are coming up short so they keep lowering the bar for who they go after seeking the smallest excuse to deport people to make up their quota.

Maybe revisit this idea in a few years or if you decide to leave the country for more sane lands.

At least one.

I’d recommend you increase your sample size to give you additional perspective.

The problem is, I know, and everyone else knows, work culture originates top down. We’ve all had power hungry managers and we know their games.

This is too simplistic a view.

Yes, work culture originates from the top, but once in place the corporate culture is supported and re-enforced by middle managers and even the workers themselves. So once that original corporate culture is in place, swapping out the CEO doesn’t change it. It is very very difficult to change an org once it’s culture is set. I can’t tell you how many times I’ve heard that a process can’t be changed “because we’ve always done it like this”. Sometimes purging existing culture means firing a number of managers and workers that are unconscionably enforcing the existing culture before new work culture can exit. Sometimes it means the entire org has to go.

What it sounds like you’re describing is more of a middle management problem. As in, you’ve been under micromanagers or straight up narcissistic psychos that rose to a position of power, and use their power to abuse those under them. If those kind of people ever rise to executive leadership or even a CEO that usually means the pretty quick firing of that person or the org goes under/gets acquired.

My experience with executives is that they don’t necessarily want yes men, but there’s a range of acceptable criticism or feedback that they’ll accept. As long as you’re within that range, it’s fine.

I’ll agree with this.

If you try to address fundamental problems that might require real change… well those people tend to get suppressed.

Potentially true. I remember trying this too when I was really young in my career and getting sidelined. What I know now is that I had no idea what the hell I was talking about. I thought I knew enough, but really I just had a fraction of understanding. I had an older mentor give me some guidance around that time I didn’t understand until later, but after decades in the workplace I know how I screwed up.

They’ll happily take feedback on meeting structure or project planning or whatever. But try to do a retrospective on what the true longterm costs of their decision to go with the cheap, but unreliable solution and they’ll blackball you.

There’s some truth to your statement, but you may be missing the bigger picture, and at a lower level, you’re not privy to information you would have needed to arrive at the decision leadership did. Your job at the lower levels is to execute on the plans of leadership. You do have a responsibility to use your mind and if you’re seeing risks (short term or long term), communicate those up the chain. However, leadership may already know those, or may know about bigger risks from not moving forward you’re not aware of.

Again, good leadership isn’t absolute. There are certainly idiot leaders and CEOs. There are also good people that are leaders and CEOs that are just out of their depth in areas. Both of these can result in the same thing that they make a bad decision and the organization and the workers could suffer.

They always want people to agree with them and they certainly have a bloated ego.

Your description doesn’t match my first hand experience of working with CEOs. A couple have acted like that, sure, but the vast majority were very stressed or miserable fighting to keep their organizations going. Honestly, seeing the job, I know I don’t want it.

How many CEOs do you know or have worked with directly?

If they do that then they’re removing the “intelligence” leaving them left with only the “artificial”.

I disagree with your showerthought though. CEOs aren’t typically looking for “yes men”. That’s a stereotype. Some are, sure.

CEOs are ecstatic about AI because of the possibility of replacing expensive human labor with cheap fixed costs of hardware, software and electricity .

Hollywood Burbank Airport

Its the only airport I’ve ever flown in or out of that lets you board an deplane from both the front and back doors on a 737.

Baggage claim is actually outdoors! You get your bag and are standing about 30 feet from the arrivals pickup road.

Its a fun small airport with a prime location.

Unless the CEO also sits on the board of directors … but at least they won’t be making the decision unilaterally.

Exactly, and even then the CEO isn’t the final all-powerful boss.

The person that holds the office of CEO can also be as high as holding the Chairman of the Board role, which would give them incredible power in the organization. However, even then their decisions can be overridden in extreme cases by the rest of the board. I’ll admit that is pretty rare though.

It doesn’t work the way you’re describing for a bunch of reasons.

First, while everyone thinks the CEO is the boss, they aren’t. They are hired and fired by the Board of Directors. The Board has a strategic objective for the company and has tasked the CEO with making that strategy reality. So in your hypothetical, the Board may not be interested in developing new features or putting lots of resources into R&D at that time. Its also possible that the Board is wanting to pivot the company into a different business segment where that new features isn’t attractive to that customer base.

Lets assume for the moment the Board does have interest in the result $NewFeature might provide.

CEO does something like this:

• Contact Marketing and confirm our customer base would want this $NewFeature that $competitor developed. Also, we’ll need pricing strategy fairly quickly to know how much we will net out of implementing this $NewFeature or how much of our customer base we’ll lose to $competitor if we don’t have it in our product. Also, Marketing will need to come up with a new name for $NewFeature under our banner.

Those number from Marketing will give us an idea of our budget for building this $NewFeature

• Contact Legal and confirm that $NewFeature is not covered by any filed or pending patent or copyright claims. Take the name that Marketing came up with and search for existing copyright and trademark claims to see if we can use the new name or if we have to come up with something else. If there is existing IP covering the functionality, we need a breakdown on what that is to see if Marketing and CTO can make something else that does all or some of what $competitor’s $NewFeature does. Depending on how important $NewFeature is, don’t rule out licensing the IP from $competitors

• Ask CTO to work with the Project Management Office (which probably works under the COO) to come up with a rough Work Breakdown Structure and folding into a Project Plan with identified Milestones and rough release date. CTO will also need to provide a Resource Allocation (how many people, how expensive of people, and for how long) to complete the development of $NewFeature. This Resource Allocation will be folded in with the additional development costs of tools, etc, and compared against the number Marketing is providing to see if this is a good business decision to even pursue making $NewFeature.

There’s a bunch more, but this is a taste.

Our death is us joining oblivion. That’s scary to think about until you realize you were in oblivion before you were born. I have no negative view of my non-existence prior to my birth. Death will be just like that so why should I have a problem with it.

Knowing we die someday gives life meaning.

Further, the alternative to death is living forever. Now THAT sounds like hell.

Gotcha, on a re-read, I agree with you.

You know they’ll boost it after just a few months of timely payments, right?

Just to dismiss this myth. How many times you put charges on a credit card or how many payments you make has ZERO bearing on your credit score. The only thing you have to do is, when you have charges, pay on time. There isn’t even a measure for “you paid on time” there are negative measures of “you didn’t pay on time” though.

FICO score is only 5 things and they aren’t a secret. Its published right on their website for all to see.

source

Credit scores at total bullshit in the first place.

Credit scores are mostly fine. They do only one thing. They provide a good measure of how likely you are to pay back a loan. Thats it.

What other companies decide a credit score means and how they use that is bullshit.

You did more damage by canceling the cards than getting them and keeping them. In the end, had you kept the cards, it would have improved your score (even if you never put any charges on them because having the space counts positively toward your debt-to-credit ratio in FICO).

Smaller updates, 4g immediately.

I don’t think this wasn’t my experience. The most notable OTA recall I can remember is when the font size for indicators (including speed). I do not have wifi configured on my Model 3 and when others had received their update (via wifi) I still had not. Days (weeks? months?) passed and I came out to my car one day with the bigger font. I remember a noticeable time delay between the update being released to others and it finally being force over 4G to me. This is anecdotal though, and I’ll concede my memory isn’t perfect.

For NTSA software recalls, Tesla will eventually force the OTA update down via 4G if Wifi never becomes available. I don’t know how many weeks/months they wait to do that though.

OTA updates default to wifi first. If you don’t have wifi configured to a site, you’ll still get notified of an OTA update via the 4G. If enough time goes by they will force the OTA update to download over the 4G then nag you whenever the car is put in drive to apply the update.

So yes, leaving wifi unconfigured (avoiding superchargers with free wifi) and disabling the 4G will prevent any future updates and the car still functions.

With the boycott for Teslas seemingly going strong I was wondering if anyone has successfully removed the proprietary software off any of the models

This will be a herculean effort.

or removed it from the Tesla network?

This one should be fairly straight forward. There are a number of radios in the car. Some could be disabled or neutered fairly easily. Others would require workarounds to preserve require functionality.

As far as I know there are four radios:

• Mobile phone network - (AT&T in the USA I think). This is not required for the car to function. Antennas could be disconnected and shorted at the board connector
• Wifi - this is pretty easy. Simply remove any configured Wifi connections configured in the car. The one exception to this is I’ve heard some Superchargers have “free wifi” which means if you’re in range of one of these, your car could attach to it as these may be preconfigred
• NFC - this one isn’t really a risk as its such low range, and as far as I know, its only used for key access to get in the car or put it in drive when Bluetooth auth isn’t detected. No modification needed to this, and no risk to keeping it in place as is. bluetooth LE
• Bluetooth - this one may be the most difficult because its used by most users as the keys to unlock the car. These radios are also capable of high speed data transfer at decent range up to 100 meters. While I don’t have any knowledge this is used currently for data transfer outside of the car to the Tesla mothership, it certainly has the possibility of doing so with software changes in the future. The antennas for these are in the rear view mirrors, so they could be disconnected/shorted to neuter it.

Specifically in the context of job searching, there are SO MANY JOBS that don’t have a specific study path. Rather they are niche needed for the specific industry or even geographic locality that there’s no curriculum that would be worth building to train someone off the street to do it. Most of them are behind the scenes and not generally in public view. Not because they’re secret, but they are taken for granted. Go somewhere where people go, sit down, and start watching. Look at all the things that are the result of humans direct action. Now understand how many jobs occurred for the person that finally “did the thing” you’re looking at.

Say you’re sitting in a park on a bench. The most obvious is the landscaping; the manicured grass and flower beds. Sure its easy to understand the hands that did that work, and likely even the tools they did that work with. Now, start extrapolating:

• who decided what flowers to put there in those beds? What kind of skills does that person have that makes them qualified for their work? Did they go to school for design to know which flowers in what density in what layout would be appealing? Perhaps they came from the agricultural side? Perhaps they have business knowledge to know how to get low priced flowers that will last the season, so perhaps they have logistics background?
• So we’ve thought about the landscaper and the person choosing the flowers. Where did the flowers come from? Its unlikely the landscaper grew them from seed, so they likely came from a greenhouse. Think about all the jobs in the greenhouse business. Laborers for moving lots of soil to and fro, truck drivers for moving raw materials and finished goods, marketing people for signage/branding/promotion, HR for keeping all the humans paid and managing their benefits.
• Don’t forget. You’re sitting on a park bench. Who put it there? How was it decided to put it RIGHT THERE? Who made the bench? What are the origins if the materials of the bench? Where do those materials come from? How are those materials found in nature? Who thought to use THAT MATERIAL this purpose?

These are simple examples that most everyone can connect with. Now try with one you likely don’t. What jobs are needed in a civil water treatment facility? There. You have no firsthand or secondhand knowledge of it. You likely not even the scale or scope of the work. You need to explore. Contact your local water treatment facility. Find out where the water you depend on everyday for drinking and cleaning comes from. They likely offer tours. Thats a great place to start.

I can give you one shortcut I’ve learned in my many years is that many of the best jobs are an intersection between two (or more) skill sets. Example: A computer programmer is a moderately difficult skill set, however there are literally millions of them in the world. Knowledge of healthcare regulation in the USA (HIPAA/FDA) is also a difficult skill set, but there are still hundreds of thousands of people with this knowledge. However, what is the intersection of Computer Programmers with HIPAA/FDA regulation knowledge? Now you’ve got a MUCH shorter list maybe 10,000 or 20,000 people? So there are employers that want programming done that takes into account HIPAA/FDA regulation, you’ve only got this small set of folks which can be lucrative for those programmers. Yet I doubt there is a college degree program for Computer Programming for USA Healthcare.

These intersectional jobs are ALL OVER the place. Logistics/marketing, hospitality/design, engineering/art. Yet you’ll only find them if you start looking under the hood about how society works. So get out there, keep you eyes open, and so importantly be curious. Ask questions. Volunteer to do work others don’t want so you can experience it. It leads to interesting places.