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Officers are management, a lt col is similar to a director at a tech company.

If they're trying to modernize the strategy and direction of the organization before bringing in additional SMEs, this makes a lot of sense. Good leadership and a good direction really does matter.

After the overall direction and vision is in place, then they can bring in technical SMEs who are hopefully also direct commissioned in and not just contractors hired for a year or 2.

Any physically tiring activity makes me sleep better. From lifting to running to walking long distances.

You should alternate cardio and weight lifting for general health, not just for sleep. The weight training helps with muscle/bone loss as you age

You put the sugar in when the tea is hot because it allows you to super saturate the room temperature/cold tea with sugar and the tea is more like a syrup. If you just stir in sugar, you can't get the same amount, especially if they bring you chilled tea.

You can practically feel the diabetes when you drink sweet tea in the south.

Use a fan on your drying rack if you aren't hanging outdoors. This has had a major impact on the musty smellingness of my synthetic shirts.

I don't have to use bleach/vinegar anymore as a result to keep the shirts from stinking.

You have to treat your NCO/officers like humans, but there's no need to care about your joes. Tell joe to get things done and they can't stop until it's done or they get extra duty. If they refuse/complain? Article 15. And no one is going to risk requesting court martial instead of just getting the article 15 so commands have pretty wide latitude to do whatever they want.

> To be effective you can't just rely on shedding dead weight like in the civilian sector.

You can though. You shuffle the complete duds/ineffective people off to S&T or an ops shop where they can't get anyone killed. You micromanage the unmotivated and threaten with article 15s. The completely unfit? They're "encouraged" to be failure to adapt or to go AWOL.

Yes, 02-05, OEF/OIF 11b got out as an E4.

I was incredibly unimpressed with military leadership. You can read about my old BC if you're interested: https://journalnow.com/colonels-wife-in-middle-of-military-w...

Nothing the military puts out on leadership should be taken very seriously because of the UCMJ and because unhappy people can't quit with serious repercussions.

Anyone can make a team be productive when you can overwork people, if things don't get done you threaten to take their money and threaten a demotion, no one can quit to get away from you, and there is a steady stream of bodies to use.

Civilian leaders have to actually balance keeping people happy and getting things done.

> What I'm hearing is that there are a lot of mostly functional CPAP devices on the used market now.

Phillips is doing a replacement and you are supposed to send in your old device for disposal. Not sure what happens if you don't send it in, but they included a box and pre-paid label. No real reason to keep the old cpap since it's being recalled and the risk of being sent a bill from phillips for not returning the old one doesn't make trying to make some money on the side worth it. These things are hundreds of dollars.

For some players, yes.

For most players, no. It was pve and role playing. Once they split the realms to pvp and non-pvp, the pvp realm had a much lower player base because it was pks, thieves, and old timers who put a house down before the split.

If the game didn't have full looting of dead bodies and stealing there probably could have been much better interactions between the 2 groups of people but getting pk'd and losing all items was so annoying for casual players.

> I am the only senior

What does this mean? Does this mean you're the same level but have more experience?

If you're all the same level, let the other devs own things. They're the same level and can do as much as you. Let them. You should be doing this anyway so that they can learn how to do this while there's someone with some experience to help guide them.

From the new hire side, the way I explain it is that they should ask the people with 2-3 yoe first since they're the ones closest to the code + have onboarded most recently. It's not that they can't even ask our senior devs questions, but we want to minimize random questions that anyone else on the team can answer. We also try to utilize slack/updated runbooks to make sure everyone learns the answer to questions vs answering the same questions over and over in dms.

Are you trying to be hands on and involved in everything to meet your standards? You have to trust the rest of the team and delegate things, and only step in when shit is completely unacceptable or you'll never get any work done. You should definitely talk with your manager about how much time you're spending on this and make sure that they are aligned with you on your priorities.

Lastly... are you still a new hire? Generally it's better to listen and learn as opposed to telling people to do it your way.

I did, I was in the army in my early 20s, used the gi bill + parents help to get a psychology degree in my late 20s, worked minimum wage for 2 years then went back to school in my early 30s to get my cs degree with the remainder of my gi bill + savings.

Became a software engineer, that was 8 years ago. It's going pretty well now. Highly recommend if you enjoy problem solving and can tolerate writing code.

The most reasonable paths are to go to your state college and get a degree in computer science while trying to get a paid internship every summer then apply for jobs everywhere.

If you don't want to code, get an apprenticeship with a union shop if you want to do the electrician/plumber route although the housing boom is also coming to an end. There's always a market for good electrians/plumbers/contractors.

The job is boring, the hours are terrible, they spend a lot of time away from family and they get no sick days. They are well paid if they are based in a cheap COL area, but it's a chore to work your way up to a good route.

This would not be a job where it's easy to replace people. It's really, really boring and you can't be check your phone while driving a train.

Cut the elastic ear loops off of an old mask and tie it to the elastic on a new mask to bridge the gap between the new mask ear elastics (or use a piece of string) so the pressure is on the back of your head.

If you fly a lot, there are also very likely commercial solutions for this.

It's extremely time consuming to collect bags, stage bags at the fcs, and the bags have to be cleaned between uses which would negate any environmental savings.

That's more promotion oriented architecture and design.

New services/businesses are how you get promoted. Maintenance or incrementally improve existing functionality and you'll never get promoted.

Amazon isn't really alone in that short sightedness though, it's just extra noticeable when combined with high churn

Retail reinvests money into fcs so that the amazon moat grows bigger. Anyone wanting to challenge amazon for delivery has to spend tens/hundreds of billions and years to replicate the fc/delivery systems.

AWS doesn't grow fast enough so they have revenue

Turning a profit is a failure. The market loves the forever growth strategy.

It's not just the markings, it's training for the crew since being a gunship vs being unarmed is different, different equipment inside for the litter vs door guns, less medical equipment because you need to have ammo, different crew since a gunner isn't a medic, etc

> What they don' tell you (or don't know) is that in Iraq, US soldiers were often given engagement rules like "from this point on the map onward, shoot anything that moves."

Is this your personal experience? Where did you get this from? This isn't my experience having done OEF 02/OIF 03 as an 11b in the 82nd, and I was in the follow on forces for both wars so I saw a pretty loose ROE in both countries.

The guys that served after 08 would have no idea what you're even talking about because their ROE was extremely restrictive, essentially they had to be shot at first and use of indirect fire required multiple layers of permission.

> My guess is we're seeing the stick with all mention of any carrot very carefully edited out. I would further guess Amazon is providing some kind of interesting carrot, perhaps a great big pile of free AWS time or free marketing.

Amazon doesn't give free AWS time or free marketing (or really any marketing) to employees. It's not frugal.

Some additional context: this is the newer, better version of the policy where you can work on games. Previously, employees could not work on games at all.

Amazon doesn't really care about people doing stuff on the side, they want your extra hours to go into amazon.

> not define as per the unknown Amazon definition of a "Personal Game".

Amazon has a bunch of lawyers who will take whatever you make if you achieve any kind of succcess.

You're completely wrong. Upper management is where the policies come from. They don't push back on URA targets because they either don't care or don't have the backbone to.

If your L7 is doing that, look to change teams. Incompetent people can't be fixed.

If you saw any blue badge employees with a yellow/red/purple border around their badge, then that signifies how long they've been at the company.

Saying someone is a yellow badge badge is saying that they are a full time employee with 5-9 years of tenure, most SDEs don't work with contractors so we don't talk about yellow badge contractors all that often.

If you're interested in this sort of thing, the color is actually supposed to be orange, but the color came out yellow.

Having it happen once isn't toxic. The part that creates the terrible culture is that it happens every year.

Imagine trying to build a team and good culture when someone on your team is put into a performance plan/fired every year.

Now add in unreasonable demands from management on delivery dates, churn from people trying to work at a company that doesn't fire one of their coworkers every year, and a lack of new hire support because if you don't bring your new hires up to speed very fast, they're more likely to get fired than you/your friends are. Also, those new hires get paid more than you do if they were brought in at the same level because they're "bar raising" and you aren't.

The problem that U8 had was that the rest of the Ultimas were mindblowing and pushing the frontiers of what a game could be with every release.

U5 built a massive world. U6 took it further with npcs with lives and schedules instead of just being a static display in a shop, U7 built on that and felt like a living world. U8 took us out of the britannia we loved, and put us into a much smaller world with no companions. It would have been fine as a different game, or as a section of a larger game.

Also... I hated the jumping puzzles because the movement was so clunky. I'm pretty sure those existed, but it has been 20 years so maybe I'm remembering that wrong.

> At-least on TV, the advisors would disclose whether they hold positions or did they advice their clients for the same stocks since they have a reputation to protect; In public forums won't everyone just advice based on their vested interest?

I'm pretty convinced that a number of people are profiting by buying a position, then making a post about why that's the correct position to be in, then after they the post position, they sell it to the people reading their post.

If you hold the position at the time of your post, that's considered evidence that you believe in the position and your advise.

/wsb/ is good for sheer entertainment and/or straight up gambling and is completely fine for 99% of people. It's also very bad for the occasional "I just lost my rent money what do I do" or that kid who killed himself after using robinhood.

> Was this grudge instilled in children?

Oddly enough, probably yes. The military is a family business, something like 80% of servicemembers have a family member who served. So grandpa bitches about that time back in 1944 when he had to pay for donuts, and you make sure all your buddies know about it.

We have the national strategic stockpile for masks in the US. The problem is that neither party likes funding masks because voters hate it. It's like infrastructure spending. Neither party wants to do it, it doesn't buy enough votes.

> Obama tested 1 million Americans the month after h1n1 broke out in America.

Where is this number from? You aren't the only person that I've seen use it.

https://www.cdc.gov/flu/pandemic-resources/2009-pandemic-tim...

I see 1 million estimated in June 25, then by september we had done 1,000 test kits (which I assume have many samples).

> Your memory seems to be quite selective.

It was 11 years ago. Most of us don't remember what actually happened.

Edit to add: The biggest original difference in testing seems to be that the existing influenza tests worked for H1N1, then were easily modified for H1N1, while producing the corona virus test and running it appears to take far more time + we have shortages in sourcing chemicals because everyone is trying to get those chemicals atm. That 1 million number may be correct since existing tests that everyone can perform may have worked. That doesn't seem to have anything to do with who the president at the time was, or their actions though. I don't see any regulations being lifted/waived to make that happen. Do you remember that being a big deal at the time?

> Obama was not caught unprepared during H1N1

Did the US actually do widespread testing for H1N1? Or do anything at all?

My memory of the H1N1 outbreaks are that it was downplayed heavily in the media, and doing nothing was our response. It's pretty easy to do nothing. The way I remember it is that Asia did all of the heavy lifting by quarantining anyone with a fever.

There are a bunch of different programs targeting different cohorts. Associate2Tech and AmazonCareer choice are targeting the fulfillment center workers.

ATA is incredibly successful at small scale. Biggest challenge is scaling it up + making it work for everyone. If you are familiar with amazon's think big and pr faqs, educated guesses can be made as to the end vision for that program.

The NYT article is actually pretty poor compared to https://www.geekwire.com/2019/amazon-spend-700m-retrain-100k... or https://press.aboutamazon.com/news-releases/news-release-det... because it misses the apprenticeship which is by far the most interesting program amazon is running since it's targeting the veterans.