Showing posts from April, 2014

Big Company Arrogance and User Opinions

This is a continuation of the previous blog entry Comments to the History of the Grid paper 

In August 2008, a Finnish journalist named Lauri Malkavaara sent this letter to Nokia. He was comparing his latest (at that time) Nokia E 51 phone to a brand new cell phone from a company which never made phones before, called Apple iPhone
Summary: By putting a telephone like the E 51 onto the market, Nokia has squandered its most important legacies: that of making telephones so that they are easy to use. This will cause Nokia some grief. This grief finally  lead to Nokia being acquired honorably by Microsoft 5 years later (2013), but it could have been much, much worse. for the company who was the pride of Finland.

This reminded me of the scientists and students interviews I conducted for Bosco (in fact for HTCondor) where I heard from users no one wants command line, everyone wants to use familiar GUIs they are already working with. I was  a messenger. I summarized my tape recorder words that…

Comments to the History of the Grid paper

Introduction This quote from Ian Foster blog inspired me.
Two years ago, Carl Kesselman and I published a rather lengthy paper that purports to recount the “history of the grid.” (I. Foster, C. Kesselman, The History of the Grid (PDF), in Cloud Computing and Big Data, IOS Press, Amsterdam , 2013; 37 pages, 176 references).We believe that this paper includes useful material. We also know that it can be much improved, and to that end we plan a second edition. We invite suggestions for improvements. For example: What did we get wrong? What work did we forget to mention? What do you see as the most important accomplishments  of the grid community? The most important influences? The most egregious failures?  The  Grid Computing book Few books made such a strong, passionate response as the 1998 Grid 1. The metaphor of having "compute power" delivered in its ultimate incarnation from a plug on the wall. very much like electricity had a mesmerizing effect in front of each audience I…

The myth of Highly Confident People

In a post on LinkedIn Few Things Highly Confident People Don’t Do  Gaurav Kamboj talks about some people "who don’t make comparisons, don’t find joy in people-pleasing, don’t require anyone’s permission to act. don’t avoid doing the scary thing, don’t make excuses" and so on.

Here is my comment to Gaurav's post:
There is no such thing as highly confident people. The human condition has been described by the masters of literature, like Shakespeare. There is not one highly confident character in any play of Shakespeare, in any book of Dostoevsky or John Steinbeck.  You created a fiction, like James Bond, Superman, Spiderman and so on. Which is great, but do not pretend others to take your model in real life.  The fictional James Bond's health has been analyzed in an article from British Medical Journal and reported in Scientific American.
during one dinner with his nemesis Auric Goldfinger, Bond had 18 drinks before somehow driving himself safely home. “Despite his alcoh…

The Silly Job Interview

In my previous blog, I wrote
This is the traditional HR... They are often looking for human beings that don't exist. The  candidates dress, rehearse, talk and write resumes hiding the real selves and faking to appear what they believe -  but they are never sure - the recruiter wants them to be. This is nothing new. This sketch is from 45 years ago.

How Twitter Built User Habits and Guns N' Roses

I watched Josh Elman live at on March 25  How Twitter Built User Habits . Believe it or not when twitter came out, Tweeter  started as an exotic, yes-I-tried-it-once.

Josh is guy who made Tweeter part of our lives, a new habit so powerful that unpopular governments can trigger street revolution is they ban it.

This talk is one of the most relevant learning in my life as product creator, product manager, whatever you call it You may have a great idea. You have the code. But this is not the essence.

Understanding is how you know whether you have a visitor or a regular user.  Visitors - Just come once - Come via a prompt - Don't remember your name
Regulars - Use daily/monthly - Come directly - Top of mind
Josh  realized that if you came to Twitter 1-6x/month, there was a low chance that Twitter had become a habit for you. But if you came 7 - 8x/month, then you were using it enough and it had become a habit. For Twitter this type of insight from in-depth analysis was i…

Aftershocks after the Cloudera 4.1 billion bombshell

There is a tremendous shock after the huge investment Cloudera got.
Big-data exuberance has surged with the recent news about how much money was raised by Cloudera, the frontrunner among start-ups distributing Hadoop, open-source software used for storing and parsing huge volumes of data. The total — mainly from Intel, but also venture capital firms — was $900 million, putting a value of $4.1 billion on the young company In a joint white paper in 2011, written by Cloudera and Teradata, the conclusion was
Having both Hadoop and a data warehouse onsite greatly helps everyone learn when to use which. But this week Cloudera announced Cloudera Enterprise 5 and the borderline between Hadoop and data warehousing becomes more fuzzy.

Teradata partnered with Hortonworks, one of Cloudera competitors, to release Teradata QueryGrid

Other big among smaller players is Pivotal . The CEO is Paul Maritz, ex #3 in Microsoft and native of Zimbabwe, a country I lived in the seventies (used to be called Rhod…

The need to hire non-conformists and underdogs

" Job seeking is the second greatest arena of social pretense in modern life — after dating." David Brooks advocates for hiring policies where non-conformists and underdogs  have real chances.

I would not be a blogger, if I would believe I have nothing to say. But  David Brooks is so compelling , I decided to quote the entire piece from March 31 New York Times opinion pages,
The Employer’s Creed Dear Employers,

You may not realize it, but you have a powerful impact on the culture and the moral ecology of our era. If your human resources bosses decide they want to hire a certain sort of person, then young people begin turning themselves into that sort of person.

Therefore, I’m asking you to think about the following principles, this Employer’s Creed. If you follow these principles in your hiring practices, you’ll be sending a signal about what sort of person gets ahead. You may correct some of the perversities at the upper reaches of our meritocracy. You may even help culti…