steve_g

My dryer heating element broke last week, after 14 months of operation. It's awesome that I was able to buy one on Amazon and get it the next day (Sunday). But it sucks that it only lasted 14 months. I'm hoping my remaining lifespan is greater than 2.3 years, but you never know.

"I" and "you" are pronouns in the post.

Rewrite the post without them; it will be awkward.

I would guess it saves crane time for the supporting crane. If the bolts are loosened before the supporting crane begins operating, the total start to finish crane time can be less.

Of course, the tower's resistance to overturning moment is reduced during that time - to what appears to be fatal results in this case. Not worth it.

I think this book could be helpful. I've only skimmed it; I gave it as a gift to someone. All the parts I read seemed realistic, affirming, and practical.

https://www.amazon.com/Social-Skills-Guidebook-Shyness-Conve...

Maybe a dumb question - how does the model which is trained to predict the next words answer questions, as shown in the reading comprehension example? Do you just feed it the question and watch it generate the answer, or is something else going on?

I'm sorry that you're in pain.

If you are considering suicide, please don't do it. Many people want to help you.

If you're in the US, you can call the National Suicide Prevention Hotline at 1-800-273-8255, 24/7. It probably works from outside the US too.

They can be fired for any lawful reason. It would be unlawful to fire employees for striking - with some exceptions.

Striking employees can be replaced in order to get the work done, but that doesn't make sense for a one-day walkout.

I'm pretty sure firing employees because they are involved in a "concerted activity" to improve their working conditions violates US law.

It would be legal to "replace" them with new employees, but that's not practical (or warranted) for a one-day walkout.

I think there can be good faith disagreement even when all the items you mentioned are agreed upon. The basis for the disagreements may be presuppositions, values, and priorities - people may differ here, in good faith.

To use a controversial (and simplified) example, the abortion debate may result from conflicts between a women's right to autonomy over her body vs. a child's right to life. I think both sides would agree these two values are positive; the difference is which takes priority.

Now it may also be true that it's not worth arguing about values, because they are not likely to change based on argument. But I still think many of these arguments are made in good faith.

I wonder what future generations will _despise_ us for. For which behaviors or beliefs will they take down our statues, remove our portraits from display, take our names off memorials, and revile us as evil?

"Just Culture" by Sidney Dekker is a book about balance between fairness/justice and learning how to prevent incidents in the future. He doesn't have a lot of good things to say about the court system.

https://www.amazon.com/Just-Culture-Balancing-Safety-Account...

The families of the people that were killed want to understand what happened. Delays and silence will make their suffering worse.

People are often very forgiving when they know what actually happened. But being shut out of the information flow is a problem.

I'm not saying we need to find the guilty and punish them, but there are people that have a real stake in finding out the story.

I guess I need to read Dennett's book. He's clearly a smart guy, but the the idea that consciousness is an illusion seems self-refuting.

"I assert not-I"

"Observations show that observations are not real"

How does that work?

It seems like Amazon warehouse worker are slaves to robots. Robots have no compassion and show no pity. It would be terrible to be a slave to a robot.

The real problem is that the variation of human performance is so large. Variation of performance between individuals can be addressed by firing the weak. But an individual’s performance from day-to-day and over the long term also varies greatly.

The incentives to raise performance standards to unsustainable levels is enormous. How could Amazon’s robots (and managers) resist the temptation?

Wheat grown by a farmer for his own consumption, not bought or sold, not carried across state lines, can be regulated by Congress as it affects "commerce ...among the several States."

See Wickard v. Filburn.

God or nothing.

See Arthur Leff's article: http://digitalcommons.law.yale.edu/fss_papers/2814/

Mill responds that the suppression of false ideas is wrong, nevertheless:

"If the opinion is right, they [the human race] are deprived of the opportunity of exchanging error for truth: if wrong, they lose, what is almost as great a benefit, the clearer perception and livelier impression of truth, produced by its collision with error."

Actual Title - "Google May be Guilty of Gender Discrimination But Is Definitely Guilty of Bad Data Analysis."

It was too long!

I changed the title to make it a little less click-baity. Hope that's OK.

It is called a "limited hangout."

https://en.wikipedia.org/wiki/Limited_hangout

Well, I'd appreciate it if you'd link to the company or at least identify it. I'm really curious about a super-powerful tool with functionality that's difficult to describe.

Unless you're applying to Rockwell, you'll be using, configuring, or talking to ProductionCentre. It's end user software. You'll figure it out.

Apply.

I am also a manager of managers. I agree 100% that managers/leadership makes a big difference in performance.

But I don't see the difference being systems and metrics. I see it much more as interpersonal relationships, respect, and caring about the people that work for you. The manager's competence in the domain itself is also important.

Selecting the right person for the job is also vital, but you are specifically addressing different performance by the same team with a different manager.

There's a difference between "getting people to do what they say they will do" and getting people to do whatever is asked of them. Part of the culture described in the article was honest capacity planning. The group didn't do whatever was asked; they honestly negotiated the workload. I don't think you can have a healthy no excuses culture without honest capacity planning.

I am stealing your last line for my personal use.

Clear communication is the most important skill for almost any business person, but certainly for developers.

Gosh darn it! Shut the absolute fuck up! You cannot possibly help yourself by discussing this with your internet buddies on a world-wide public forum.

I tell you this because I love you: Unburden your soul to your favorite lawyer.

A. Shut up now. B. Stop talking about this. C. Shhhh! Shut up! D. Get a lawyer

It sounds like you're a good guy who want to do the right thing. But no one here can fully understand your situation, and it is not smart for you to be discussing this here. Find a lawyer who can give you good advice and protect your interests.

I'll second this. I worked through the book and downloadable exercises a few years ago. It's a great way to learn about the multiple layers of abstraction that a modern program sits upon.

Is it really true that Donald Trump hates Mexicans, gay people, and black people? How do you know? That's a pretty strong accusation to make without very good evidence.

This link below is a thoughtful review of some of the evidence. You are, of course, free to disagree.

http://slatestarcodex.com/2016/11/16/you-are-still-crying-wo...