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Joined 8 years ago
Joined 8 years ago
1. Why focus on Swifts as opposed to any other species in decline? They state that they are "iconic", so maybe that's the answer? Are they more "iconic" than any other specifies in Scotland?
2. Why are these bricks the best solution? Why not take that money that would be spent on bricks and instead preserve land, or just build them dedicated houses elsewhere?
3. Why does this need to be done via government mandate versus voluntarily asking people to build Swift housing in existing buildings or land?
I'm worried that this is a government policy with great intentions that will result in economic costs with unmeasured benefits and bureaucratic bloat. Hopefully I am proven wrong!
However, I think part of your criticism is a moralistic and health based argument that raising a chicken is intrinsically better and healthier that Doordashing fast food. When a consumer chooses a $60 delivered meal over a $45 home-cooked alternative, that reveals a preference for whatever they value, such as convenience, time saved, taste, service quality, etc. GDP doesn’t evaluate whether that preference is “good”; it only records the transaction value that arises from it.
So I agree GDP is not a perfect measure, but it's far from useless.
1. Donate a portion of my income to charitable causes I find worthy. I would like to target 10% of my net income.
2. Volunteer at a local organization that you care about. There are usually ample opportunities for committed volunteers if you look for them.
3. Have children. Try to raise them to be responsible, caring citizens. That way I can extend my efforts to the next generation.
4. In the near future, I intend to attempt to get involved with local politics somehow. I am still figuring out the specifics, but I am thinking that running for the local school board would be beneficial.
I think the things that companies can do to make them better are:
1. Have well established career frameworks (aka career ladders) ahead of time. These should be as detailed as possible. https://sijinjoseph.com/programmer-competency-matrix/
2. Have transparency about the ranking system and distribution to all current employees and future employees.
3. Ensure that some amount of accountability is shared at the department level and also at the team level, so you can have somewhat objective conversations about trade-offs between departments and teams.
I have previously implemented one for credit policy decisions, but I am not sure in hindsight if it was the right approach and we did a poor job of measuring success, so I would love to hear from the community.
It sounds gross, but in practice it is not as bad as it seems. For anyone interested in the details, it is stored in multiple bags (one bag per movement, then multiple larger outer bags) and freezes pretty quickly, so there isn't really any smell.
Would love to hear any strategies others have found successful.
A typical workflow could be for a team to prototype in one of these tools, get feedback, but at some point they eventually get rebuilt as a proper webapp. I would love to see these tools evolve to not require that total rebuild. Maybe they could add the capability to export to React or Angular. Then that could be used as a starting point for converting that into a proper webapp.