I think the major problem we have is we are lumping depression and anxiety into the same category.
Some people probably do have issues quickly resolved by SSRIs. Others are magically fixed by bupropion while it spikes anxiety in others. Others have major trauma that they have to work through and many therapies (like internal family systems therapy, as one example) are great at handling that. Others are stuck in cognitive distortions and merely learning about them and handling them (through cognitive behavioral therapy) can be life changing.
But if you have major trauma in your past, exercise is probably not going to do much. If you are heavily overwhelmed and your body is stuck in perpetual flight or fight) exercise and meditation might be a giant help.
But right now the practitioners are aware of this, but it's really hard to double blind test these divisions until people can do the analysis first. And at that point, you've basically already started therapy.
If only their sound signature was a bit better... they went all in on engineering tricks to make things small and cheap to produce, but it shows in their sound quality. Their QC headphones are the best in noise cancellation, and the sound quality is good enough that they're my pair of wireless headphones.
A long while ago i heard something (that might have been a urban myth) about Bose putting useless weight into their headphones to make them appear more "substantially professional". Is that a myth or they have pivoted towards actual quality since early days?
There used to be a whole culture of bose kind of being a-holes. (Like 20 years ago.) I used to work at CNET back then and there was a kind of "yeah bose is ok" kind of vibe but it was always tinged with "but they want to sue you if you say mean things" whether they did or not.
As far as I know now, things have changed substantially. I would assume this includes engineering quality and honesty.
This bricking avoidance seems like another note in that positive direction.
My understanding of modern Bose kit based on RTINGS reviews is that it's fairly competitive in its price range. Still a touch pricey for what you get, but not bad by any means—like 2nd/3rd best, and occasionally punching above its weight for their midrange offerings. They seem to be #1 for comfort (headphones) though.
I don't own any, I've just read reviews from when I was in the market for new headphones and earbuds.
I believe that's always been a thing. A long time ago I read this teardown article [1] of real vs counterfeit Beats headphones. And even the counterfeit versions had metal weight added to make it feel like the real Beats headphones!
Those were Beats, not Bose, and it was true. IMO Bose does a great job of being both consumer friendly and high quality. There are others with higher fidelity for the same price (Shure, Sennheiser) but you often lose the comfort and portability Bose offers.
Their aviation headsets are infamous for being heavy and the latest generation of the A30s haven't changed much except it's much lighter because they swapped out some metal parts for plastic.
You are right, my memory only includes the original report and not the follow-up that determined it was bunk. Sadly it is too far past my post so I cannot edit it. Apologies for persisting bad info
When I bought my Bose QC ten years ago, I tried a lot of brands and found Bose to have the most pleasant sound, very clear/neutral. I guess it’s personal taste.
However, I think the biggest thing is the replacement of products. We are in a place where he talked about replacing two products his wife was using with custom software. I personally have used LLMs to build things that are valuable for me that I just don't have time for otherwise.
I concur with Nick, and the last time I programmed Java professionally was late 2024, with all of the latest and greatest frameworks (obviously not my choice) and tooling (which, to be fair to the Java ecosystem, is second to none).
The experience after having spent over a decade primarily doing Go, Rust and Erlang (with a smattering of TypeScript, C#, Python, Swift, C, C++ etc) was the final push over the line to leave that employer.
Mockito, in every case I had to use it, was a last resort because a third party library didnt lend itself to mocking, or you were bringing legacy code under test and using it long enough to refactor it out.
It should never be the first tool. But when you need it, it’s very useful.
For a UX pattern, I will often need to move multiple items at the same time. I'd like an exploration that allows the equivalent of shift-click and command-click for multi-select. And if they're not consecutive, they should be grouped.
Otherwise, it's going to be a very frustrating experience to move a number of things.
One is a "one junior per team" model. I endorse this for exactly the reasons you speak.
Another, as I recently saw, was a 70/30 model of juniors to seniors. You make your seniors as task delegators and put all implementation on the junior developers. This puts an "up or out" pressure and gives very little mentorship opportunities. if 70% of your engineers are under 4 years of experience, it can be a rough go.
That second model is basically the hospital model.
You have 1 veteran doctor overseeing 4 learning doctors. For example operating rooms do this, where they will have 4 operating rooms with 4 less experienced anesthesist and then 1 very experienced anesthesist who will rotate between the 4 and is on call for when shit hits the fan.
Honestly I think everyone here is missing the forest for the trees. Juniors their main purpose isn't to "ask questions", it's to turn into capable seniors.
That's also why the whole "slash our junior headcount by 3/4th" we are seeing across the industry is going to massively, massively backfire. AI / LLMs are going to hit a wall (well, they already hit it a while ago), suddenly every is scrambling for seniors but there are none because no one wanted to bear the 'burden' of training juniors to be seniors. You thought dev salaries are insane now? Wait until 4-5 years from now.
Fred Brooks proposed "surgical team" structure, where as people gain experience they "bud out" new teams - i.e. the most senior after "the surgeon" ultimately leave team to become "surgeon" of a new team
I guess Peopleware couldn't get every single thing right.
A hospital model may be a good idea. One where you have a senior programmer and many junior ones doing most tasks isn't. IMO, something closer to a real hospital team, where you have experts of different disciplines, and maybe a couple of juniors composing the team has much higher chances of success.
> something closer to a real hospital team, where you have experts of different disciplines
That is not how hospitals work. The surgery departement won't have a crack team of different disciplines to teach budding surgeons everything. They'll only have veteran surgeons to guide less-experienced surgeons.
What you will have is interdepartmental cooperation / hand-off, and you'll have multi-discipline roles like surgical oncologist.
In the same way, you won't have devops seniors training front-end juniors.
A surgery team has a surgeon an anesthesiologist, a nurse specialized on material handling overseeing the material usage in the procedure, maybe a nurse specialized on equipment handling. None of those people are junior or subordinated to the others.
In my operational team, I'm following a third model, inspired by german trade workers. You have juniors, journeymen and masters. Juniors are generally clueless and need to be told what to do, specifically. This is very much the level of "Here are 28 marks that needs bolts placed in concrete, make it so, I can explain why". Journeymen should be figuring out a plan how to solve a project and challenge it with the master to see if it fits the quality requirements of the master.
And practically, you can have one or two journeymen per master. However, these 2-3 people can in turn support 3-4 more juniors to supply useful work.
This also establishes a fairly natural growth of a person within the company. First you do standard things as told. Then you start doing projects that mostly follow a standard that has worked in the past. And then you start standardizing projects.
My first big job was the 1 junior per team; those years were extremely good for learning how to design and write high performance services. Since then, I've mostly been at the 70/30 places where I'm considered senior. Occasionally I just sit down and blast out a big software project, just to feel I am still able, but mostly I tend the garden hoping that a few of the fragile stems will survive and grow into mighty oaks.
With the subjective view on what a junior is, I think the 70-30 - or higher - model is used in any company I ever interacted with. For this evaluation I consider junior=someone with less skills than needed to do the job autonomously/require direction and supervision most time, senior=someone that can work autonomously.
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