Showing posts with label UNIX. Show all posts
Showing posts with label UNIX. Show all posts

Tuesday, January 14, 2025

Nintendo Switch 2 tech specs

 

Power Profiles

  • Handheld:
    • CPU @ 1100.8 MHz
    • GPU @ 561 MHz, 1.72 TFLOPs
    • RAM @ 2133 MHz, 68.26 GB/s
  • Docked:
    • CPU @ 998.4 MHz
    • GPU @ 1007.3 MHz, 3.09 TFLOPs
    • RAM @ 3200 MHz, 102.40 GB/s

And here’s a roundup of other unconfirmed tech specs:

Tech Specs

  • CPU: Arm Cortex-A78C
    • 8 cores
    • Unknown L1/L2/L3 cache sizes
  • GPU @ Nvidia T239 Ampere (RTX 20 series)
    • 1 Graphics Processing Cluster (GPC)
    • 12 Streaming Multiprocessors (SM)
    • 1534 CUDA cores
    • 6 Texture Processing Clusters (TPC)
    • 48 Gen 3 Tensor cores
    • 2 RTX ray-tracing cores
  • RAM: 12 GB LPDDR5, (some/all units will have LPDDR5X chips)
    • Two 6 GB chips

Over on Reddit, one comparison point for TFLOPS – which is one way of measuring power – has been the 2021-released GeForce RTX 3060 GPU. It had 12 TFLOPS, which would put Nintendo Switch 2 at a fourth of that. But looking purely at gaming consoles which probably makes more sense, the Xbox Series S comes in at 4 TFLOPS while the PS4 Pro is 4.2 TFLOPS. However, TFLOPS alone doesn’t fully tell us what Nintendo’s new device could be capable of, especially as DLSS will apparently be supported as a significant upscaling feature.

There have been so many rumors and leaks surrounding Nintendo Switch 2 over the past few months and weeks, so we may as well throw in TFLOPS to the mix. Things could finally come to a head this week though – at least partially. It’s rumored that the new system will be announced in some form on Thursday. Meanwhile, Nintendo previously confirmed an announcement for this fiscal year ending in March, so that deadline will be here sooner rather than later.

Wednesday, November 13, 2024

Name the most expensive personal item you’ve ever purchased (not your home or car).

My College degrees were $33,000 from 2003 – 2015 of education at WITC New Richmond, Chippewa Valley Technical College and Rasmussen University. The Rasmussen University had a mascot, but no sports, no dorms, and mostly online education off message boards, and 10-12 pages of APA papers weekly. WITC and Chippewa Valley were on campus. There was no cameras on campus except they didn’t enforce that totally. There were only class pictures by staff and events or holidays on the colleges instagram and facebook page unless someone snuck phone camera inside it.

I paid $800 for a Dell PC Tower with Ryzen 1700, 16 GB of RAM, a Radeon, and 1 terabyte hard drive in 2018.

Monday, August 14, 2023

72% of Tech Workers May Quit Their Jobs. Fixing Organizational Cultures Can Help Them Stay Put.

 We’ve known for a while now that there’s a tech talent shortage. Over a decade ago, more than half of CEOs expressed concern over the dearth of talent for digital roles. By 2019, 79% had concerns. The pandemic has severely exacerbated the issue and, to make matters worse, current tech workers are unhappy and fleeing their jobs. Seven in 10 tech workers say they’re considering quitting their jobs within the next year.

Employee expectations are high, and the performance gap is significant –just 1 in 4 knowledge workers strongly agree that their company exemplifies the factors they have identified as being important, such as well-being, employee experience, and values. The pandemic and the rise of remote work have changed the way we view our lives and the world. This has led to what organizational psychologist Anthony Klotz coined “The Great Resignation.”
The Great Resignation

In the U.S., the Labor Department revealed that 4.4 million Americans left their jobs in September 2021 – the highest number on record. The phenomenon is often associated with the United States; however, rates of resignation are high globally. In the U.K., the number of open jobs surpassed 1 million for the first time ever in August.

Generally speaking, it’s not uncommon for employees to leave their jobs in search of new opportunities. However, the technology industry is currently experiencing an acute form of disengagement. Staff turnover among U.S. tech companies ranks at 13.2%, which is the highest attrition index among all industries, with resignation rates increasing 4.5% over the previous year.
Poor Culture Leads to Unhappy Employees

For some workers, the pandemic has triggered a monumental shift in priorities. Many are now seeing the shift as encouragement to pursue a dream job or career or transition to a different style of work. However, for many workers who were already teetering on the edge pre-pandemic, poor cultures, work overload, lack of work-life balance, burnout, and lack of opportunity have pushed them to their breaking point.
Feeling undervalued

According to TalentLMS and Workable, a large number of tech employees say they feel undervalued and unappreciated when they’re at work and are looking for opportunities where they feel their work and input is respected. This issue is particularly evident in larger businesses, where there is a greater risk that employees could feel like small fish in a big pond, and where their individual efforts and achievements are more likely to go unnoticed.
Lack of career progression

About four in 10 IT, software, and tech workers have stated that limited career progression made them consider leaving their jobs. It’s easy to feel frustrated in a job if there’s little opportunity for promotion and career advancement. In order to develop and progress within their career, employees may seek out a different, more senior position at another company.
Rigid work structure

Flex-time and remote working are becoming increasingly popular ways to work. According to Gallup, 91% of workers in the U.S. working at least some of their hours remotely are hoping their ability to work at home persists after the pandemic; 54% of employees who work remotely at least some of the time say they would ideally like to split their time between working at home and in the office. People may look elsewhere for employment if their current job is not willing to be at least a little flexible on working arrangements.
Poor collaboration

Collaboration is at the heart of many critical business processes, especially as organizations grow more virtual and geographically spread out. If the experience of collaboration is challenging or counter-productive, this can affect morale and team cohesion. People often get stressed out when their tools or lack of teamwork can’t help them get their jobs done or meet their personal career goals.
Burnout

According to SHRM (Society for Human Resource Management), 48% of U.S. workers feel mentally and physically exhausted at the end of the workday, while another 41% report feeling burned out from their work. Overall mental health continues to get worse, with rates of anxiety, depression, stress, and post-traumatic stress disorder (PTSD) increasing dramatically. Citing heavier workloads, isolation, lack of work/life integration, longer working hours, and limited to no time off, tech employees are looking for new jobs and resigning from current ones in droves.
Toxic work environment

According to one study, working for a company that doesn’t value psychological well-being increases the risk of depression by 300%. Lack of recognition, favoritism, unhealthy communication, gossiping, and high turnover are a few issues that cause a toxic work culture. This can create conflict, low morale, excessive tension, negative results, illness, high turnover, and even abusive behavior amidst employees – contributing to employees quitting their jobs in search of a more positive environment.
Become a Culture of Choice

To attract and retain top tech talent in the era of the Great Resignation organizations will need to get creative – fast. What can you do to create a company culture that’s appealing to applicants but also keeps existing employees happy and engaged?

Here are a few key steps:
Be generous, and public, with your praise.

Oftentimes, employees only hear from leaders when something is wrong. This creates a distorted and negative perception of the value of their work and your leadership. Constructive criticism is important, but acknowledging a job well done is even more so as feeling undervalued is one of the top reasons for tech employees to quit, as noted above.

By publicly praising your teams, you’re creating a positive perception of their value to the organization and it establishes you as an empathetic and thoughtful leader. It will also encourage others to share praise rather than withhold it, creating a positive and collaborative work environment.
Become an ally and advocate for your team’s growth.

In a study by the University of Southern California, “Attracting and Retaining Talent: Improving the Impact of Workplace Mentorship” they identified several solutions to employee turnover, including career and professional development. With attrition rates above 13% in the tech sector, as a leader, it’s critical to develop a “mentorship” mentality, whether the objective is to develop emerging leaders, improve culture, or assist employees in meeting their career goals.

Be the person who collaborates with your team to eliminate obstacles and open doors. When they see you care about their continued growth and opportunity—even if that means they transition to a new department or assignment—they will feel valued and more likely to stay.
Be flexible.

1 in 3 tech workers say a lack of remote work options is a reason that would make them want to quit their job. Flexible leaders are able to change their plans to match the reality of the situation. As a result, they maintain productivity during transitions or periods of chaos. Being a flexible leader means recognizing that how and when your employees work best will vary depending on their individual circumstances. The important thing is that work gets done well – not that it gets done in a prescribed timeframe or environment.

In addition, being a flexible leader means surrounding yourself with a diversity of thought and people, as well as being open to embracing change and new ideas or concepts. Be flexible in your own leadership style to make everyone feel comfortable and able to contribute their best to the conversation or interaction. Have an open mind and focus on your core values. This will allow you to better understand the challenges of your teams, and propose solutions to meet changing needs.   
Create space for teamwork and collaboration.

One of the biggest challenges facing the tech industry is cultivating a collaborative culture. A collaborative culture is based on openness, complete transparency, and building trust. As a leader, you must communicate your vision clearly and consistently while also making sure that your team is onboard. Share information openly, whether it’s positive or negative, and set realistic expectations so that your team members are aware of their roles in the bigger picture. Establish norms around communication, interaction, equality, problem-solving, conflict resolution, and decision making.

Teams also need to have the right technology and tools. Without that, collaborating with colleagues on the other side of the planet would be next to impossible. The right tools enable your teams to be more effective in their daily tasks while setting up a more transparent communication channel. It also gives everyone more visibility into projects and creates opportunities for people to work on the same task. Collaboration tools can help teams manage change, communicate, and save time while remaining productive.     
Focus on employee well-being.

58% of tech workers have indicated that they’re suffering from burnout and those who suffer from burnout are twice as likely to quit their jobs than those who don’t. To help your team genuinely flourish, create conditions where two-way communication is frequent and candid. This means checking in with your team members early and often about their personal well-being, asking how they’re feeling about work and really listening to what they say.

It’s important to not just “talk the talk.” Actively model good behavior such as taking breaks, setting guardrails around emailing after working hours, and leaving the office or being offline. Remember to think, and talk, about well-being holistically, including financial security, career satisfaction, emotional health, and workplace relationships.
Eliminate toxicity.

39% of tech employees have cited toxic work environments as a reason for wanting to quit their jobs. Consistent bad behavior in a workplace isn’t just the result of a few “bad apples.” A toxic culture is inherently a management problem because it cannot co-exist in the presence of sound leadership. Failing to notice and act upon warning signs that something is wrong, or not fully appreciating how serious an offense may be leads to a harmful environment and high rates of attrition.

A people manager’s job is to lead a team in a way that creates sustainable business results. Creating or allowing a toxic workplace to form will do the opposite. As a leader, it’s important to become familiar with causes of tension or dysfunction in the workplace, take employees’ concerns seriously, and understand your role in helping to mitigate toxicity when it occurs and re-establish a sense of safety.
Leading with Empathy

The pandemic transformed the way we work and employees have more choices than ever before. Pay and benefits are no longer enough. 52% of workers say they would quit their job –and only 1 in 4 workers would accept one –if company values do not align with personal values, and that begins with culture. Although the competition is fierce for qualified tech talent, organizations must start laying the groundwork now to keep their candidate pipeline full. Leading with empathy means understanding your employees’ feelings, thoughts, and emotions.  

Being an empathetic leader allows you to connect with your team through vulnerability while assuring them that you are on top of the situation and capable of making good decisions that will benefit them and the business. Conveying a “we’re in this together” attitude, while being empathetic and vulnerable, allows your teams to model your behavior, helping to create a positive, open, and honest culture where teams feel engaged and valued.   

By building a culture built on empathy and compassion, you’re signaling that your organization understands the factors and motivations that drive an employee’s choice to stay or go.

Big problem – why half of tech workers are planning to quit their job due to toxic workplace culture

 

Since the start of 2022, more than 1,700 tech companies have laid off staff, leading to over 350,000 people losing their jobs. As well as the impact on the individuals being let go, this current trend is intensifying a climate of toxicity in technology companies.

That’s according to research from TalentLMS and Culture Amp, which found that 45% of employees working in tech firms with a toxic culture said the layoffs have resulted in a worse atmosphere at work. Of the 1,000 tech workers surveyed, 45% are planning to quit their job because of this toxicity.

According to Christina Gialleli, Director of People Operations at TalentLMS parent company Epignosis, as tech job losses increase, so does the pressure:

We’re going through difficult times here. I don’t think most companies have completed their layoffs. We’re still in turmoil, and we get to see the outcome of this in this pressure.

When it comes to who is responsible for creating a toxic culture at their workplace, 55% said leadership and managers, while 31% said colleagues. The top three contributing factors are expecting employees to work longer hours or weekends without additional pay; a lack of transparency and communication from management and leadership; and a lack of consideration and courtesy.

The combination of pressure from leadership and senior management, companies not wanting to hinder productivity, and people not speaking up because they’re afraid of the consequences are all leading to this worsening atmosphere at tech companies. Gialleli says:

If the employees are being pitted against each other, if the companies are promoting unhealthy competition, if toxicity is tolerated rather than sacrificing the high performer who’s toxic, that’s going to spread to the team. And a toxic team is going to be toxic to other teams and it will cascade down and escalate, and then your people end up leaving.

This latter point is borne out by the almost half of staff planning to quit their current job, a situation that could cause difficulties among tech companies being complacent about employee retention during a period of industry job losses.

Attitude problem

There’s a danger companies are taking the view that with so many tech workers available, it doesn’t matter how they treat staff because they can just be replaced if they leave. However, the tech sector is still in the midst of talent shortages, meaning companies need to take measures now to address the toxicity and retain their best people. Gialleli says:

The tech sector was struggling [with skills shortages] for so many years and now it’s seeing talent becoming available again, but this is going to be short term. You have to have a zero tolerance policy. You need to make your leadership team accountable for addressing it.

Workplace training in areas like DEI, empathy and discrimination can help in fostering a positive and healthy work environment. Firms need to ensure employees understand how to behave and work within their teams, and how to address issues when they arise, whether it’s regarding a colleague, their manager or manager’s manager. Gialleli adds:

You need to create a transparent environment where people are not afraid to speak up, know what to expect, how to behave, how to address situations, and know that the company is going to do something about it.

This isn’t the case presently. Half of employees don’t do or say anything when they experience toxic behaviours at work – 29% because they don’t believe it will make a difference and 20% because they’re too nervous about the consequences. Meanwhile, 45% of employees say that leadership at their organization lives in a bubble that company culture is healthy. 

According to Gialleli, buy-in from the CEO is vital to deal with these issues, although HR has a role to play too:

The HR teams are facilitators, they can roll out surveys to figure out and pinpoint the issues, and then they can address and create in collaboration with managers and the leadership team the appropriate training that will help rectify the problems. But this is all top down.

Almost half of workers currently believe their companies will remain toxic in the future, which brings risks for their employers:

People are affected by working at a toxic environment. It affects their productivity, it affects their mental health, and ultimately people that are unhappy are going to leave. The bottom line is retention and productivity and being able to have performing teams. That’s what you’re going to have if you address it and you have everything to lose if you don’t.

Good people are not going to stay in a toxic environment. Companies may be able to fill their hiring quota, but it costs to replace people, it costs to train them and to find good people. Maybe it’s easier than it was a year ago, but you still need to lay the foundations and make sure your people are happy and productive.”

My take
The findings of TalentLMS’ research seem at odds with the increasing focus on diversity, equality and inclusion (DEI) at so many tech companies. According to the 2022 KPMG DEI Progress Survey, 71% of firms reported having taken many DEI-related actions since 2020. Surely a core element of any DEI efforts would be creating a welcoming and inclusive environment for all – the opposite of a toxic culture.

While the tech sector is clearly focused on surviving the current hard times – hence the huge raft of job losses and more pressured environment for staff – this short-termism will backfire when the economy picks up again. Those 55% of tech staff working in a toxic culture but not planning to quit their job are much less likely to hang around once stability returns and vacancies rise. 

Thursday, November 25, 2021

7 in 10 tech workers say they're considering quitting their job within the next year in a new survey

 

  • Seven in 10 tech workers are considering quitting in the next year, per a new survey of 1,200 people.
  • Their top reasons included working hours, limited career progression, and toxic work environments.
  • The labor shortage continues to cause havoc across multiple industries.

Seventy-two percent of US tech workers are considering quitting their jobs in the next 12 months, according to a new survey from learning software firm TalentLMS and Workable.

About four in ten of the 1,200 IT, software, and tech workers surveyed said that limited career progression made them think about leaving their jobs.

Other common reasons for considering leaving included non-flexible working hours, feeling underappreciated, and toxic work environments.

Just under a third of respondents said a lack of remote working options was making them consider quitting, too.

Eighty-five percent of respondents said that they felt their company focused more on attracting new employees than investing in existing staff. They said that more training and learning would make them feel more motivated, and that so would greater flexibility in where and when they worked.

Another 58% of all respondents said they were suffering from job burnout, though only 30% of those thinking of quitting cited burnout as a top reason why.

The US is suffering from a huge labor shortage, catalyzed by the pandemic, and people are reassessing what they want from work.

This has fueled the "Great Resignation," with record numbers of people quitting their jobs. Some are returning to education, while others are swapping industries or going freelance.

A separate survey by Joblist found that 73% of Americans were considering quitting their job, with more than a quarter of these people saying they would feel comfortable quitting their job without a new one lined up.

The labor shortage has hit industries ranging from education and healthcare to trucking and restaurants.

To plug their labor shortage, some companies have hiked up wages and started offering hiring bonuses.

Some chip companies, including Intel, are even hiring students who are still in college to plug a labor shortage amid surging demand for semiconductors.

 Here’s the why:

  • Relentless employer demands
  • Continual interruptions and disruptions to work-life balance
  • Ill-defined projects
  • “a steady stream of half-baked requests from stakeholders”

All of these elements contribute engineers’ dissatisfaction and yet, if the median annual wage for engineers is $91,000, which is substantially higher than the average American income, how bad could it be? Shouldn’t we just say “toughen up cupcake”?

It’s worse than we thought…

Of the 600 data engineers surveyed, 78% stated that they wished the job “came with a therapist” to help with stress management. Nearly 80% of respondents stated that they were considering a move to a different career altogether. The researchers who conducted the survey warned that burnout must become “every organization’s top priority” in order to retain top talent for the long-term.

Sunday, November 08, 2020

Clyburn Believes the 'Integrity' of Our 'Democracy' Can Be Saved... By the GOP

 House Majority Whip James Clyburn (D-SC) on Sunday called for President Donald Trump to concede to former Vice President Joe Biden. According to Clyburn, the Republican Party has a responsibility to get Trump to accept the election's results, despite a number of lawsuits that are currently being litigated.

"I think Trump should concede but I also think that the Republican Party has a responsibility here. This country is bigger than any one person. This democracy is teetering, as he called it, an 'inflection point.' We are in a very dire set of consequences here and we better get ahold of ourselves and this country and stop catering to [the] whims of one person," Clyburn explained on CNN's "State of the Union."

"It doesn't matter to me whether or not he concedes. What matters to me is whether or not the Republican Party will step up and help us preserve the integrity of this democracy," he said.

Clyburn then went on to mention Russian President Vladimir Putin.

"I don't understand how Republicans can allow Putin to dictate the fortunes of this country. And that's what's happening," he said.

    House Majority Whip James Clyburn: “I think Trump should concede but I also think that the Republican Party has a responsibility here … what matters to me is whether or not the Republican Party will step up and help us preserve the integrity of this democracy” #CNNSOTU pic.twitter.com/I9j6VQruC4
    — CNN Politics (@CNNPolitics) November 8, 2020




What does Vladimir Putin have to do with anything? Didn't Democrats learn anything about making these Russia claims? They had an entire investigation about supposed Russia collusion. Special Counsel Robert Mueller eventually revealed no collusion took place.


For whatever reason Democrats can't seem to fathom why Republicans have so many questions about the results of this election. Ballot glitches and concerns, poll watchers not being able to observe, dead people are allegedly voting, The list goes on and on.

Saturday, November 07, 2020

Why are careers in information technology unfulfilling?

 

I hate working in tech

I know this may sound dramatic, but it’s true. I hate working in tech. While the tech world seems to be a boundless, relatively uncharted territory for creation and problem-solving, my personal experience working within it led to see that it is almost the exact opposite. IT lacks the freedom and sociability I crave. The framework most developers are forced to work within is highly limited and impersonal. While having to perform highly robotic and mind numbing functions for the bulk of the work day, I found myself losing sight and understanding of basic human qualities and how to think more creatively.

Not only that, the majority of my challenges were caused by the fact that tech is constantly breaking and/or versioning. The smallest thing can be coded incorrectly or be out-of-date, and the entire system will breakdown. Having to identify the error and provide solutions to a group of people who for the most part have no foundational knowledge of IT is very labor intensive, stress inducing and serve a major time suck.

What does an information technology person do?

As the U.S. and the rest of the world become more reliant on a digital economy, there is an increasing demand for talent that specializes in technology. Despite these radical changes in the way the world operates, many people in tech have a way less glamorous life while working to support these technological efforts. They would not consider themselves a part of the lofty “innovation sector” that I was once very attracted to. Rather your average IT person is thinking in basic 0’s and 1’s and trying to help anachronistic systems communicate better and more efficiently.

These roles could fall into any of the following categories: software development, computer system analysis, IT security, web development, network architecture, IT management, database administration and support. While there are a few other categories that exist, much of the foundation of these jobs are built on what I’d call “basic computing” functions which in my opinion can be pretty boring stuff.

Information Technology isn't about people

The large majority of us humans feed on the enthusiasm and interaction with people. Even the most introverted among us need people in our lives to feel like we're connected. People enable very organic relationships that most of us intuitively understand. With people, we aren't dealing with the 1s and 0s of computer languages where every damn decision is computationally determined based on a series of predetermined variables that aren't governed by emotion or external factors. Computers aren't organic.

Careers in information technology and software development are about systems, not people. We work with inanimate objects. Machines. We don't get to converse with them and establish relationships like we do with people. It's just code, or hardware, or networks, or machinery. So impersonal.We don't get to "change a computer's life" like we could with another human being.

Connections like those simply do not exist in technology very often, and that absence of an organic relationship while working at various tech companies can, over time, begin to drain our sense of purpose. All we do is work with machines. Dumb terminals. And at the most basic level, they are all pretty much exactly the same. Over time, this becomes relentlessly tedious.

Information Technology is full of stress and pressure

Technology is everywhere. We depend on it in virtually every facet of our lives, and when it works, it's great. Everything seems to be tied into "the system". All things are connected. Cities can monitor every stop light through a series of cameras accessed from a central location. Internet providers can pinpoint sources of congestion and bottlenecks through sophisticated network monitoring apps. Schools uses technology to connect students to the world outside. Businesses rely on technology for their livelihoods.

When everything works, life is good. But, almost nothing always works in information technology. Tech systems are connected in weird and complicated ways. Variables change. Insanely tight deadlines encourage even the most knowledgeable or talented software engineer to cut corners. And, people interact with systems in ways that we didn't (or couldn't) anticipate. In some cases, hackers and other nefarious entities intentionally screw with the systems that we've put together. In other words, things go wrong...all the time.

Here's the larger problem: When our entire world runs on the collective hum of technology, problems are instantly magnified. Businesses lose money every second that the network is down (imagine if Visa couldn't process credit card transactions for 10 minutes - they'd lose millions). What if stop lights in your city suddenly went dark? Or the power grid collapses?

Technology problems have profound consequences, and those who work in information technology feel that pressure. Pressure leads to stress, and that stress builds over time. It becomes a nearly constant strain on our lives. And, those of us who work in tech support or have program management jobs feel it the most. Managers want to look good by keeping their systems operational and often put pressure on their staff to do whatever it takes to keep everything humming along.

We might be able to keep up with this pressure for a few years after landing a new job. Eventually, the pressure of technology begins to break us down. We fix one problem only so we can move on to another. Problem after problem, we keep churning through "the system", fixing this, enhancing that, developing a new cool feature that we hope never breaks. And around and around we go.

Tech salaries keep the golden handcuffs cinched tight

If information technology is so unfulfilling, why do so many people work those jobs? We work them primarily for the money. Tech jobs pay well. In fact, they have to pay well or most of us simply wouldn't do them.

We use those higher salaries to help ignore the stress of the job. We buy things to make us feel better and relax. Our expectations change over the years and we soon begin to depend on that money to fund our lifestyles that become more and more expensive as we earn more and more money.

The golden handcuffs keep us working stressful IT jobs because the alternatives seem dire. If we bring in $150,000 a year working a highly stressful tech job at Amazon, there aren't many who would entertain a $75,000 accounting job at a local firm, even if that job is far less stressful.

We want the money, and our careers in technology keep us wanting that money. It happened to me. It happens to a lot of us.

The longer we work unfulfilling jobs, the more frustrated we become. Until, one day, something finally breaks and we just can't take it any longer. We decide on another path. Maybe a different career. Or, at least in my case, that path was early retirement from full-time work.


Technology jobs can suck because...

It comes down to three primary factors: Technology jobs are about machines, not people. Those jobs are typically highly stressful and pressure-packed because our entire society relies on those systems working harmoniously together. And lastly, money keeps so many of us working jobs that we don't enjoy. Pulling the plug on lucrative careers can be tough.

Too tough for many of us.

Sometimes, society can dismiss a lot of early retirement talk by chalking it up to highly paid tech workers. "So, Steve made a ton of money in technology and then retired early? Yeah, just like every other early retiree. Go figure!"

The reality is it's a lot harder to escape highly paid jobs than people realize. After all, this is what we've all worked so hard to achieve. We all want a high paying job, right? Once we have them, it's tough to give them up!

All that work we put into getting our college degrees (and racking up student loans), reading books, working incredibly long hours, putting up with insanely complicated layers of management that expect miracles...all that finally comes together into a highly-paid job that probably comes attached with "success".

To give all that up - even with a lot of money in the bank, isn't easy. Though high incomes can make it easier to retire early, they also make it tougher for many of us to stomach the stark difference in cash flow. To go from $150 Gs a year to zero (minus capital gains, of course)?

Don't take that for granted. Believe it or not, it's much easier said than done.

Why I left information technology

To further substantiate why I want to leave the world of tech, I’d like to share more in my experience and the positive upshots of my vocational departure.

First, I was experiencing an overwhelming amount of stress for the majority of my waking life. My day-to-day was spent fighting a multitude of uphill battles where I was committed to insane deadlines to fix or troubleshoot problems that affected tons and tons of people. It’s nice not having that kind of pressure anymore.

My work-life balance was also very much partial towards the work side of the paradox. I wanted to be able to focus on activities I actually enjoyed doing like exploring nature and photography, and be able to spend more time with my family.

And lastly, the subject matter of my work became extremely drab. I was no longer excited by 0s and 1s. I wanted to free myself to explore ideas and concepts that were not bound purely to binary systems. I can now think more out-of-the-box as I am less confined to a prescriptive set of code.

Saturday, May 09, 2020

Why Linux is better then Windows and Mac OS X from my experience

I want to say Linux reigns supreme over Windows XP, Windows Vista, Windows 7, Windows 8.1, Mac OS 10.9 and FreeBSD. I had Debian in high school Linux +. RHEL in 2004, OpenSUSE in 12th grade. Then I was introduced to Knoppix in 2005 Linux+. Ubuntu in 2007, Fedora in 2008 Linux+, Cent OS from 2012. FreeBSD in 2012. In the beginning with Windows XP, I dual booted Debian with Windows. Windows blue screen of death crashed and then I used the NTFS-3g driver to get stuff off Windows in Linux until 2010. I stored my MP3s on a “MP3” partition I used with Partition Magic and later G-Parted so I wouldn’t lose that partition. In 2013, I changed the mp3 partition from a NTFS file system to EXT4 file system. I kept my mp3s and photos on DVDR so I could retrieve all of them after my operating system crashed or my hard drive was fried.tu Beginning in 2014, I realized that an old Ubuntu OS can survive six years with some kernel updates and that I wouldn’t lose my mp3s on the EXT4 partition, because my computer was just like a old Apache web server! The Only other OS that lasted from 2015 since Mac OS X 10.9 where the hard drive says I used for 2 months total uptime and 500 starts. My Linux I used from 2014 says the hard drive was used for 1 year 10 uptime and 4442 startups. In the linux, the sometimes file manager crashed, but not the OS. Windows XP, Windows Vista Windows 7, Windows 8.1 would freeze up completely after 18 hours. I used stream ripper to stream Shoutcast onto the hard drive in Windows where after 18 hours, Windows XP or Windows Vista would have a frozen screen. I don’t get viruses in Linux. I don’t get Trojans in Linux. I remember getting viruses or Trojans on Windows and having to reformat the hard drive, reinstall apps, and mp3 files totaling 6 hours. Windows sometimes installs viruses with Windows updates. Windows 10 does timentry while linux doesn't. I had virtual machines in 2012, but sometimes the save state of the images failed and the operating system on that image cold booted. I still wanted windows to play Windows PC games so I kept it updated to Windows 10. Windows 10 has Windows explorer crash. Windows 8.1 always seemed to freeze from PC Games and Youtube videos! Windows 10 isn't that stable. There's a reason why hospitals are using Windows 7 and Windows XP. When you repair Windows 10, the Windows Update takes 12 hours during the re-install. This software for my Linux called PlayonLinux installs a lot PC games from the 2000s. My 8-core Intel Mac with Mac OS 10.9 became a photography, retro videogame emulator and mp3 storage. I wanted a iphone since 2015, because then I have imessage, and 5 years of OS updates. I got an ipad, because I thought it was going to be a Nintendo 3DS like with mobile games. I played Poker, Solitaire, Super Mario Run, Mario Kart Tour and Pokemon Go on the ipad so far. PC-BSD 10 worked great, had OS stability, but the files were obsolete within months and no updates. Android phones slows down or have performance problems after 2 years. I had experience with FreeBSD 8.2 to FreeBSD 12.1. Then PC-BSD only had months before the upload respiratory with the current latest software version was broken with my operating system. Linux updates its repositories for 4 years, then you can update Firefox and libreoffice manually for additional 3 years. PC-BSD wouldn’t dual boot with Windows unless it had Unix File System and not ZFS file system. My guess is FreeBSD beats Windows, because Playstation 4 beats Xbox One in sales. Linux is free because 1000s of people submit code every year, Microsoft uses it to run Microsoft Azure. It's free because the Linux Organization is backed by big corporations like Microsoft, IBM,Intel, Google, Samsung, Vmware, there is freedom with what you want to do with the OS. Linux users had a grudge against how exe files where downloaded, because their terminal works 100% of the time. A single command will update everything you have installed to the latest features. You can update whenever you want or never. It has live kernel updates that only require a reboot, but reboot when you want to. Linux can run on supercomputers to a toaster. You can install Linux on updated laptops or the Raspberry Pi. On a catastrophic event, Linux will probably keep running. The drivers are open source too in Linux so they will be supported long after the manufacture discontinues support. Because there is 1000s of eyes on the code, vervalance is better. KDE and Gnome have desktop themes that can make the desktop more Windows-like or Mac-like since KDE 3.5 in the mid- 2000s. If you like the terminal a lot, you can use X-Windows, the most basic desktop environment. Since all the GNU programs are in the same folders, distribution hopping can be done. If you want to be most secure, you can run Tails Linux off a USB and use Tor browser. I don't check my email constantly, because the ROI is better then immediate response. The video editing in KDENLIVE and photo editing in GIMP is better then Photoshop and Power Director. The hours doing stuff is cutdown. If I move a lot of files, I'll use Crusader in Linux. Windows works 1 way. Mac OS works 1 way. You just accept their limitations.

Friday, October 26, 2018

You Can Now Run Linux on Sony's PlayStation 4 (4.55)

f you ever dreamed of running a Linux-based operating system on your Sony PlayStation 4 gaming console with firmware 4.55, it looks like it's now finally possible thanks to the hard work of a few skilled developers.
Developer Valentin Breiz recently updated his PS4 Linux Loader, a simple payload tool designed with a single goal in mind, to let you run Linux on your Sony PlayStation 4 gaming console, to support some PlayStation 4 models running firmware 4.55.
This is possible thanks to IDC's kernel exploit for firmware 4.05, which has now been updated for firmware 4.55 too. However, for now it looks like running Linux on PlayStation 4 only works with some PS4 models having a FAT filesystem.
The compatible PlayStation 4 models are CUH-1102A, CUH-1115A, and CUH-1116A with a FAT file system and firmware 4.05 or 4.55, but support for models CUH-1216, CUH-1216A, CUH-1216B, and CUH-1208B is in the works too.
Here's how to run Linux on your PlayStation 4
If you have one of the PlayStation 4 "FAT" models mentioned above running firmware 4.55 or 4.05, you can try to run a GNU/Linux distro by downloading the bzImage and initramfs.cpio.gz files from here and put them on a USB flash drive formatted as FAT32.
Put the USB stick containing the bzImage and initramfs.cpio.gz files in any of PlayStation 4's USB ports and then point the built-in web browser to http://darbness.com/ps4 to send the payload using netcat, or use Valentin Breiz's PS4 Payload Sender tool.
More details can be found on GitHub, where the developer notes the fact that he's currently working on porting the MN864729 transmitter in Linux to add video output support for newer PlayStation 4 models.
We can't confirm you'll have a full-featured GNU/Linux experience on your PlayStation 4, but you can try it yourself. Let us know if it actually worked for you, but keep in mind that, for now, it doesn't look like you'll be able to install a Linux distro on your PlayStation 4.

Sunday, June 14, 2015

Android games catching up to iOS games


Global consumer spending rose 50 per cent on Android in the first calendar quarter, comfortably outpacing the 30 per cent growth on iOS.
The gap in total spending may still be very much in favour of iOS, but Android has made up significant ground since Q1 2014. Android's share of the hardware market also grew by 4 per cent in the last year, finishing Q1 2015 with nearly 75 per cent of the global installed base.
1
And multiplayer games are a driving force behind that increase in spending, with 6 of the top 10 games in Q1 2015 allowing group or team play. Among the top 50 games in the quarter, 60 per cent of all consumer spending was generated by multiplayer titles, even though they only accounted for 30 per cent of downloads. In both cases, that majority share has increased significantly since Q1 last year.
App Annie also nodded to Steam as proof of the benefits of multiplayer games, not just in terms of revenue, but in their stickiness and the levels of user engagement they inspire. In May 2015, 88 per cent of the peak concurrent daily users for Steam's top 50 games went to multiplayer titles.
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The Apple Design Award-winning Vainglory is an example of these trends playing out in mobile. Super Evil Megacorp's target audience was core gamers like those playing League of Legends and Dota 2 on Steam, who haven't yet embraced mobile hardware as a primary gaming platform.
Speaking to GamesIndustry.biz last year, CEO Bob Daly said that the imminent transition of core gamers from PC and console to mobile and tablet will be, "the next big sea-change in terms of the industry," and, "potentially larger than anything that we've seen in games in a while."
"Right now they see consoles and PCs as their primary gaming platforms and they're also playing on mobile and tablet," added COO Kristian Segerstrale. "Increasingly tablets are outselling PCs, and people are shifting from PCs to tablets, there is an incredible opportunity to create games that ultimately will convince core gamers that these are worthwhile primary gaming platforms."

Sunday, October 21, 2012

PC-BSD 9.1

I downloaded PC-BSD 9.1.  It came with KDE 4.8.4 Gnome 2.32.2, LXDE 0.5.9 and XFCE 4.10. The DVD finally came with a Radeon driver.  It's installer streamlined paritioning so you can check mark GPT partition which is a lot simpler than in PC-BSD 9.0.   There is a bug in the paritioner where it will only recognize Linux partitions and NTFS.  You'd have to first resize in Windows than partition free space to EXT4 in Gparted.

I also have wonderful news, installing PC-BSD 9.1 no longer screws up Windows 7 partitions during installs and I no longer need installation DVD to fix the partition. That's a big plus.

The  large PBI installers that worked in PC-BSD 9.0 are compatible with 9.1. I have Firefox 10, Libreoffice 3.4.5, Wine 1.3, Dia, and Opera 11.01.



 


Wednesday, July 04, 2012

Why US Gov agencies needs openBSD or FreeBSD in 21st century

Sen. John McCain rarely ceases to boggle the mind. He did it again today, highlighting a provision that he inserted in the defense authorization bill requiring U.S. Cyber Command “to provide a strategy for the development and deployment of offensive cyber capabilities.”

“I am very concerned,” he stated, “that our strategy is too reliant on defensive measures in cyber space, and believe we need to develop the capability to go on the offense as well … I believe that cyber warfare will be the key battlefield of the 21st century, and I am concerned about our ability to fight and win in this new domain.”

Two strange things stick out in this statement—which, by the way, was not an off-the-cuff remark but a formal appendage to a report on the defense authorization bill by the Senate Armed Services Committee, where McCain is the top-ranking Republican.

First, where has McCain been for the last week or so? Newspapers and cable shows have been screaming with reports of President Obama’s cyber campaign to wreak havoc on Iran’s nuclear program. A new book, Confront and Conceal, by New York Times reporter David Sanger, reveals that the campaign is code-named “Olympic Games” and that it’s been going on for quite a while. That is to say, we have “offensive cybercapabilities” in spades. Since the establishment of U.S. Cyber Command, in 2009, the generals in charge have sought offensive capabilities explicitly.

Second, what does McCain mean by “our ability to fight and win in this new domain” of cyberwarfare? Does he have any idea what he’s talking about? Here, McCain is not alone in his vagueness; this is something that very few higher-ups seem as yet to have grasped.

McCain may be overstating matters in calling cyberspace “the key battlefield of the 21st century,” but it’s no exaggeration to view Obama’s cyber campaign against Iran—which has aimed to disrupt the country’s uranium-enrichment program through logic bombs, viruses, and other manipulations of its computer networks—as crossing a new threshold in modern warfare.

According to Sanger’s account, Obama was well aware he was treading new ground when he made his first breach, obtaining assurances from his commanders that the cyberassault on the centrifuges would have no effect on nearby hospitals or other civilian enterprises. This is good to know. It’s reminiscent of nuclear war games in the late 1950s and early ’60s, when the players tried to limit the attacks and retaliations so that the bombs and warheads landed only on military targets, not on population centers.

There are differences, of course. For one, nukes would have killed millions of people, no matter how “limited” the attack, whereas logic bombs at worst destroy enterprises (which, depending on the enterprise, can indirectly kill lots of people, but still, there’s a big difference). For another (and this is an astonishing thing), for the first decade of the nuclear age, the people in charge—from the White House to the Pentagon to the Strategic Air Command on down—had no interest in limiting the damage. As late as 1960, this was the official U.S. war plan: If the Soviets launched an attack on Western Europe or some other part of the Free World, even if they did so only with conventional armies, even if they didn’t fire a single atomic weapon, the United States was to unleash its entire arsenal of nuclear weapons against every target—civilian and military—in the Soviet Union, Eastern Europe, and China. This amounted to 3,423 nuclear bombs and warheads, totaling 7,847 megatons (or 7.8 billion tons) of explosive power, against 654 targets (a mix of military bases and urban-industrial factories), killing an estimated 285 million people and injuring 40 million more in the Soviet Union alone. (These numbers come from official documents that I got declassified while researching my 1983 book, The Wizards of Armageddon.)

This was the deadly math of what President Dwight Eisenhower called “massive retaliation.” In the late ’50s, a group of defense analysts, many of them at the RAND Corp., thought about ways to reduce the likelihood of nuclear war—specifically, to make a nuclear attack less tempting for the enemy to contemplate—and to limit the damage of such a war if it erupted anyway. When President John F. Kennedy took office in 1961, his secretary of defense, Robert McNamara, filled key positions with some of these RAND analysts—the “whiz kids,” as they came to be called—and translated their ideas into policy.

Some results: burying ICBMs in underground, blast-resistant silos, to make them less vulnerable to attack (thus making a nuclear first-strike less tempting in the minds of enemies); changing the war plan, to give the president a variety of options (for instance, enabling him to hit only the other side’s missiles and airbases, while avoiding its cities); and, later on in the decade, creating U.S.-Soviet forums where “confidence-building measures” and “rules-of-the-road” could be discussed (thus relaxing a broad spectrum of suspicions).

Cyberwar is very different from nuclear war: less destructive but also less tangible. Yet they’re similar in one important way: It is illusory to talk about “winning” either.

And this is where McCain’s vague talk of fighting and winning in the cyber domain gets a bit loopy. It’s not unlike the talk, common among Air Force generals in the 1950s and ’60s (and a few hyperactive civilian defense intellectuals in the Reagan era of the ’80s), of fighting and winning a nuclear war. (Think Gen. Buck Turgidson in Dr. Strangelove: “I’m not saying we won’t get our hair mussed, but 10 to 20 million [dead] tops!”)



The problem with the two wars is the same: We don’t have a monopoly of the weapons. At least by the early 1960s, if the United States had attacked the Soviet Union with nukes, the Soviets would have had enough nukes left over to strike back, if not precisely “in kind,” then with a degree of damage that any sane person would deem unacceptable. This was the heart of nuclear deterrence: You kill me, I kill you; therefore, you won’t kill me.

Actually, the situation for us is worse with cyberwarfare. Because our social and economic structures are far more dependent on computer networks than those in any other country, a major cyberattack would do far more damage to us. Therefore, the situation in the cyber domain is more like this: We hurt you; you cripple us. That being the case, an offensive cyber strategy amounts to a suicidal trap.

Two years ago, Richard Clarke, the former White House counter-terrorism chief, wrote a book called Cyber War that dealt precisely with these dilemmas. At the time, I wrote that it “may be the most important book about national-security policy in the last several years,” and I’d say it again, more forcefully, today.

Clarke meant the book, explicitly, as an attempt to apply the classic principles of nuclear deterrence—as laid out in such works as Bernard Brodie’s The Absolute Weapon, Albert Wohlstetter’s famous Foreign Affairs article “The Delicate Balance of Terror,” Thomas Schelling’s The Strategy of Conflict, Herman Kahn’s On Thermonuclear War, and William Kaufmann’s “Counterforce” briefings—to the impending cyber era.

His worry wasn’t (and isn’t) that the Chinese (or whoever) will one day, all of a sudden, set off the “logic bombs” that they’ve embedded throughout our computer-dependent power grids and financial networks—any more than the more sophisticated strategists of the 1950s and ’60s thought the Russians might, out of the blue, launch a nuclear first strike.

Rather, the issue is how foes might leverage their cyberwar assets to an advantage in a crisis—and what the United States needs to do, ahead of time, to nullify that advantage. For instance, let’s say China puts a move on Taiwan or the South China Sea—and threatens to trigger a power blackout in every American city if we interfere. In this sort of crisis, threatening to “retaliate in kind”—that is, to unleash John McCain’s “offensive capabilities”—would have little effect. What we need, Clarke wrote in his book, is “a credible defense,” which would cast doubt in the minds of potential attackers that their cyberattack would knock us out or paralyze the president with fear.

Clarke devised some modest proposals: for instance, requiring the largest Internet service providers to monitor traffic for logic bombs and tightening access to the power grid. Those seemed like no-brainers. Other, more ambitious ideas: negotiating a no-first-use agreement on cyberattacks; extending the Geneva Accords to ban attacks on purely civilian targets, such as power grids; establishing an international forum outlawing certain kinds of cyberattacks and requiring “obligations to assist” in finding and punishing those who had violated the code.

For the moment, none of this matters: Iran doesn’t have the cyberware to retaliate against “Olympic Games.” But it might someday, and meanwhile other nations do, as many as 20 of them according to Clarke, including potential foes that some future president might feel tempted to target with a cyber assault. Then these kinds of issues will matter, and it would be good to have thought them through and prepared.

According to Sanger’s book, Obama did think through some of these issues, attempted to limit the damage—not just for humanitarian reasons, but also to set a pattern, to send a signal, that if warfare is to start creeping across the other side of the cyber line, there should be limits. The targets should be strictly military and very precise, and here are some ways—he was showing everyone by his actions—to keep things limited.

There was no putting Einstein’s genie back in the bottle, and there’s no putting back the cyber genie, either. But the early nuclear strategists had ideas on controlling this genie, ideas that have relevance for the new one, too—except for one thing: nearly everything about the cyber genie is very highly classified. Everything was classified about the nuclear game, too, and the RAND strategists all had top-secret security clearances. But back in the late 1950s, if you were into nuclear strategy, there weren’t many job options that didn’t carry a security clearance. Now, though, the people who might have the most creative ideas on cybersecurity are making very big money in the commercial wings of the computer business. The best ideas aren’t going to come from large defense corporations; they’re going to come from a smattering of 25-year-old geeks fresh out of MIT or CalTech. The government has to draw their minds in, and the only way to do that is to ease up on the security regulations. Obviously, operational details have to be kept secret, but the ideas need to flow freely. Cyber Command needs to open up.

Here’s another area where John McCain is missing the point. He’s recently been pushing for hearings to investigate the leaking of Operation “Olympic Games” to David Sanger. It would be more useful—for McCain’s expressed goals—to hold hearings on how to lure the next Gates, Jobs, and Zuckerberg not just to expand the world of cyberspace but to help keep it secure.

Sunday, August 15, 1999

Dungeon Siege II: Deluxe Edition review

 When Dungeon Siege 1 came out, it was a whole new way of doing RPGs - the what-you-do-is-what-you-become character development, focus on action, good multiplayer and great graphics for the time made it a niche of its own. Dungeon Siege 2 is very much the same type of game with a few enhancements, which earned it some harsh reviews.

It adds very little to the core gameplay of the original, except in one important area -- story. DS1 was a simple hack-and-slash with a threadbare story. DS2 has an involving tale (very Tolkien-like) that gets you into the game and gives a reason to kill the next wave of endless monsters. In addition to a full story, there is less appearance of linearity this time around, and it feels like a much larger and involved game world with a rich history, warring factions, and various races. It is a lengthy game with quite a bit of good content and more options on customizing your team of characters.