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> TL;DR Poor (in terms of engineering culture standards) work environment doesn't
just impact negatively the end products (quality, fit-for-purpose), development
process (effectiveness, efficiency) & people morale - it can also deteriorate
their skills, attititudes, long-term motivations. One with high standards is not
likely to welcome happily the sudden, significant drop,...
> TL;DR Software development units are not really as simple (and linear) as the
conveyor belts, so they should not be treated as such. But when in pit of
despair, starting with some simple structure (that can be at last partially - in
the most simple "areas" - governed automatically)...
> TL;DR Many engineering organizations postpone their most ambitious plans due to
cost constraints for so long that they start to believe that it's only money
that limits their capabilities. When they eventually get funds, they learn (in a
painful way) that scaling up in an efficient manner is not...
> TL;DR These days everyone knows that servers are supposed to be more like cattle
than pets. But the same principle applies to the code - caressing it & endlessly
tuning it according to completely subjective, quasi-aesthetic criteria is one of
the most often committed sins of today's software engineers. Especially...
> TL;DR - educating a specialist takes time, money & effort - w/o a guarantee of
final payoff. Maybe it's the time to get back to traditional apprenticeship
model to secure educator's position & make job market more sane?
On several occasions I've evangelized the advantages of sensible, organic growth
Let's start with the question:
> How does the organization you work for (outside of your team!) impact your
everyday's work (as a software engineer)?
* what does the organization do to make you / help you become a better engineer
* what's being done to make your current workplace a better...
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