Friday, June 27, 2008
Seriously, once you have installed SP1 of Vista, if you have any more troubles with it, you can get technical support for free.
Free unlimited installation and compatibility support is available for Windows Vista, but only for Service Pack 1 (SP1). This support for SP1 is valid until March 18, 2009. Chat and e-mail support is available only in the United States and Canada.
(Phone support I guess is available worldwide.)
If something still won't work for you on Vista, drop them an email or open a chat session, and get it sorted out. It's free, so why not?
Thursday, June 26, 2008
This delightful article by Maria Blees slipped by me during my most recent blogging hiatus. It presents a handy framework to run unit tests on native code, some macros to hook you into VSTS code coverage, and some excellent guidance on the reality of testing and refactoring. It also recommends some nice resources. (How fun is it to read a plea (in a pdf she recommends) for designing to be testable and not to put real code in your event handlers, then realize it's from six years ago?) If you write C++ code, go read this article now. It has plenty of real meat in it, and concludes with this paragraph:
My goal has been to show that unit testing native C++ can be easy, fun, and you can get started right now. To give you an idea of the power of WinUnit, take a look through the TestWinUnit project, where I used WinUnit to test itself. Those examples are completely real world and will show you advanced usage you can apply to your own unit tests. If you've been struggling with your native C++ unit testing, WinUnit makes it easy—and any time you can make testing easy, you're far more likely to actually do it.
Mission accomplished, Maria!
Wednesday, June 25, 2008
Before Vista, you could right-click a shortcut, executable, or whatnot and choose Run As ... to run that item as another user. 99 44/100 of the time you wanted to run it as your administrative account, if you were one of the 3 people on the planet who had an administrative account. Occasionally, you were borrowing someone's computer and wanted to run something that relied on Windows integrated security, for which you wanted to be yourself. And more relevantly for me, you might want to demonstrate how Windows integrated security worked, say by having 3 or 4 browsers open that were all authenticated (to Windows itself) as different users.
So if any of that rings a bell for you, you want ShellRunAs. It's free, it's from Microsoft, and it works on Vista.
Tuesday, June 24, 2008
P/Invoke (aka DllImport) signatures are not the world's most fun things to create. You start with a native declaration, and then hand-map native types to the equivalent (you hope) managed types. If at all possible, you head to www.pinvoke.net and look up the API you are calling and paste in whatever some kind soul put on the wiki. If not, well you have some mechanical work to do.
But now the Interop team has a little tool for you! Look up the API you want, choose a language, click the Generate button and -tada!- your declaration is ready to be copied and pasted. (Even has doc comments explaining the params.) Not calling a well-known API (maybe it's your own code from a native project?) No problem, paste in your native C++ signature and translate. Need to go the other way around (what native signature corresponds to a managed one?) No problem.
Sweet. The code it generates isn't pretty (for example it doesn't add any using/Imports statements, so everything gets the full dotted name every time, and everything is explicitly declared) but then again, who reads generated code? Stick a comment in front of it saying you generated it and leave it alone. Even if it needs a little hand tweaking now and again (and I honestly don't know whether it does or not) it will still save a TON of time. It's on CodePlex, so go get it.
ps: The list of APIs is in a XML file, and I noticed the Vista-only ones I tried (restart and recovery related mostly) weren't found, so if you wanted to make a contribution to the project...
Monday, June 23, 2008
I said I would post it when I got it.
Wow. Almost as amazing to me as being in a picture with Bill is being friends with so many of the others in the picture. What a day that was.
ps: I know it looks like most of us are all wearing the same light blue shirt. We're not. Stephen, Scott, and I are all wearing Tech Ed speaker shirts, because we were speaking that day. Across the front row, Dave is wearing his Culminis shirt (it's a slightly different blue) and Morgan her INETA shirt. Dan is actually in a white shirt that is reflecting Morgan's shirt. Unfortunately I can't remember whether John (behind Morgan) was wearing a speaker shirt for sure, but I think so.
Double ps: updates from Rob Zelt and John Holliday.
Sunday, June 22, 2008
So imagine you have some managed code, and it calls some other managed code, and that lower level code tries to do something that requires a certain level of code access security. Maybe it wants to write to the files system, or open a network connection, for example. You probably know that there is a stack walk to make sure that everyone has the appropriate permissions. But what if that stack includes some native entries? Managed code called native code (maybe with P/Invoke; maybe with IJW-style C++ interop) and then the native code called managed code (probably with COM interop though there is also "reverse P/Invoke" I suppose. What happens then? Shawn Farkas knows. The whole blog is good reading if Code Access Security and the way the runtime actually works are things you should know more about, but haven't investigated. Bite size pieces of intruiging questions, along with definitive answers. Nice.
Saturday, June 21, 2008
When I interview people, I throw them lots of softball questions. One of them is "why should I hire you?". Some people think this is a scary and difficult question. On the contrary, it means "here is your invitation to tell me why you are right for this job. Feel free to brag as much as you like. I will now listen while you tell me what is good about you. Extra credit if you have some clue about what is valuable to me." Interview questions just don't get any softer. Yet some people blow it. They answer a different question, usually "why is it important to you that you can work here?" but occasionally "why do you want to be employed?". Fascinating information may come out of your mouth, but it isn't what I asked for. This of course means that I learn something else from your answer - something about your attention to detail, your ability to think of my needs instead of your own (and if you join us, to think of client needs), and your grasp of the business picture here.
Another question that terrifies people is "tell me your biggest weakness." I generally don't ask this because you just get "well I am a perfectionist, I must have all my work complete and beautiful" or "I work too hard I am so devoted" or "my brilliance shines so brightly that it scares others" or the like - bragging disguised as modesty. I already have a question which prompts you to brag. But the other thing is that not all weaknesses are things you actually need to improve or fix. For example, I sing poorly. I have arranged my life so that this doesn't matter. I would never raise it in a job interview. (If I was interviewing for Canadian Idol, it would be a big deal though, wouldn't it?)
If you do get this question, you want to provide an answer that is honest, that identifies something relevant to your workplace, and where you can say what you are doing about it, but more importantly what you need from them about it. "I work long hours and can tire myself when I get caught up in an exciting project. I really value firms that track overtime hours and give me an extra day off from time to time to acknowledge those long days and let me recharge my batteries." "I have very high standards and when I was younger every client got a Cadillac even if we bid a Pinto. I have learned the importance of requirements and project plans to keep my work in scope and make sure I solve the problem we are tackling in the time we have allowed, but it's still a weakness that I can be vulnerable to scope creep." "I think very quickly and solve problems faster than most people, but I can forget to make sure my colleagues are with me and that we have consensus. I work best in an atmosphere where at least one person can keep up when my mind takes off, and remind me to explain my thoughts to everyone." These answers genuinely reveal something about yourself that would be a fatal flaw in some companies. The thing is, if they're true (and not something you made up thinking this was the "please brag" question) then you don't want to work in those companies. Revealing this weakness will save you from a miserable job. They also set a requirement on the interviewer. Will you give me time off when I have been working long hours? Will you have the discipline and project management to help me stay in scope? Am I doomed to be the smartest person in the room every time? Let the firm assure you (if they can) that they will be a good fit for you.
Take some time to think about your true weaknesses. Lack of experience, impulsive or overly rigid actions, ignoring procedures or refusing to ever deviate from them, freezing out slower thinking colleagues or never making a decision or offering an opinion without checking with everyone else first, skillset that's a little old fashioned, slow learner, new thing junkie, continuous partial attention, tendency to go dark, hesitant to ask for help, afraid of public speaking, horrible grammmar and spelling, everyone has something. Take your time and construct a reply that honestly states your true weakness, then explains the environment you need to thrive given that you are this kind of person. If you like, include something about how you are strengthening that part of yourself already, if you are. Or if that's just who you are (like my singing) don't pretend you plan to fix it. Resolve not to work for firms that can't support you in your weak areas. Never pretend just to get employed.
Friday, June 20, 2008
Well, to be honest, the BBC probably didn't sit down and say "We hear Herb Sutter and the gang are going to show Bill Gates all about their plans for lambda functions in C++0x, we have got to get on a plane and capture footage!" They were probably like everyone else "blah blah retiring blah blah career retrospective blah blah dig out those embarrassing old photos" but they happened to capture this meeting. And I actually quite liked the entire episode, really. It's an hour long, stuck up on YouTube as 6 ten-minute segments and a 6 minute one (As each ends you'll get links to the next.) The review meeting with the C++ team gets splonked in repeatedly in between the stuff you've heard a million times about the founding and the dropping out and the early big sales and so on. But there are things I hadn't heard, like just when that picture of everyone looking impossibly young, geeky, and hairy was taken, or how they re-enacted it years later. It's an entertaining and informative recap.
I spotted Herb, Soma, Bill Dunlap, and Ronald Laeremans in the meeting. Any sharper-eyed people who can provide more names?
Thursday, June 19, 2008
Jim Bolla has a list of questions to ask someone you're thinking of working for. Some of them are just kind of warmups to get everyone in the mood, and honestly I would expect the employer to volunteer stuff like "what our organization does" and "how IT helps us do that more effectively" in the little speechy bit at the beginning. But absolutely, if you get to the "do you have any questions" part and you still aren't clear on what the company does, it would be very wise to ask. After that we get into some really good stuff. If you're unfortunate enough to be interviewed by HR you may not be able to push hard on their source control or continuous integration strategy, but you will want to. These are the details that add up to whether you will like the job or not. I know because I come in to mentor these people when they are unhappy and unproductive, and these are the things I end up telling them to change .
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