Soldier

the burning curtains, their pattern dazzling like the flicker of flames;
I like dancing in the dark, tall beautiful dames;
I opened my eyes, when fatigue comes upon me;
Pale face, shaved face, who was I to be?
The distant music of the cassette, something was similar to thee
The people I knew an age back,
The nights that were bright and free
Spilling beers, putting cigarette in our heels;
Oh Comrade my Comrade! Forgive me for my atrocities,
I was naive didn’t knew better,
believe me, there was no animosity;
Oh! Was I dreaming again? Was it the movie I saw?
Maybe I will drift away again, the terrors will gape in awe|;

Saheli Thakur

Revolution of tech due to COVID-19

Imagine that it’s January 2020 — an eternity ago — and that you have been asked to gather with a dedicated group of your peers to give definite shape to a massively important topic: the future of work. Imagine that your first steps were to fly the leaders of our work-related content — covering employee experience (EX), automation, human capital management, and leadership — in from afar to have a multiday conversation where you would discuss and debate the definition of work itself and how that definition was changing.

This is precisely what a dedicated team of us here at Forrester did at the outset of 2020. Our group featured analysts who have been laboring to advocate for a strategic approach to the future of work for several years. We were given a clear mandate: Define the future of work in a way that goes beyond the headlines and the hype. Help Forrester clients embrace a vision of what it is, build a strategy for how they can make it happen, and begin to execute. We drafted a report that would build on our years of effort, declaring our vision and strategy for the future of work. We wrote with conviction that this topic was urgent and our approach to it would be valuable.

We knew our vision was powerful, but we had little idea just how urgent it would prove to be. Throughout February, as we finished principal research and writing on our collective report, we watched as the world was swept into its battle with the novel coronavirus and ensuing pandemic. And as we watched, we kept looking back at our in-process report to see if our work was as relevant as we expected. We were happy to see that our analysis was not only holding up, but it was also proving prescient.

But we were wrong in one major way: The future of work was no longer going to happen in the future.

Thanks to COVID-19, the future of work starts now. This week, we share with you the report we started in January and monitored through the earliest stages of this crisis. In this report, “The Future Of Work Starts Now” (for Forrester clients), we identify four shocks that were already going to pass through today’s workplaces, affecting employees, leaders, and organizational mandates. Now, they are all accelerated. Those four shocks, as we introduced them in the report, are:

1 Systemic risk makes every company a globally exposed enterprise.

2 Robots and automation have barely begun to make you feel their presence.

3 Employee data is a tsunami that is about to drown you in obligations and possibilities.

4 Employee power, like customer power before it, will redefine workforce strategy.

We’re eager to get these four shocks out to you with all their detail so you can see and understand all four of them, not just the obvious first one, systemic risk, which includes the current and future pandemics as well as other systemwide economic, climate, and political risks.

While you read this report, I’ll share that we are busy writing the follow-up report, “The CEO’s Guide To The Future Of Work.” This guide for executives will turn from the shocks that are exerting force on all of our organizations toward identifying vulnerabilities and building strengths to not only manage risks but to positively thrive under stress. We believe that engaged employees, supported by empathetic leaders, situated in an organizational environment that motivates the workforce to become customer-obsessed — all of it backed by the tools and technologies to manage that workforce strategically — will be a differentiating factor in determining not just which companies survive this current crisis but which ones go on to create the employee and customer experiences that make the future of everything else possible.

Ratatouille: Movie review

Fictitious food critic Anton Ego’s final restaurant review in Disney-Pixar’s movie Ratatouille provides what may be a surprising insight into teaching. In the film, Ego, who relishes that his reviews can make or break a restaurateur, was openly critical of Chef Gusteau for his popularization of gourmet cuisine. After Gusteau dies, Ego is almost gleeful at his absence, in part because a new chef will now try to take on the attention that Gusteau had commanded, and Ego will have a new target for his criticism.

But Ego learns a huge lesson in humility in the movie, and his final review, which he directs at the new chef, seems to me to apply as well to the work of professors — in particular, those who teach writing. Indeed, in the following passage from the movie, one need only substitute “professor” for “critic” and “writer” for “artist.”

“In many ways, the work of a critic [professor] is easy. We risk very little, yet enjoy a position over those who offer up their work and their selves [our students] to our judgment. We thrive on negative criticism, which is fun to write and to read. But the bitter truth we critics [professors] must face is that in the grand scheme of things, the average piece of junk is more meaningful than our criticism designating it so. But there are times when a critic [professor] truly risks something, and that is in the discovery and defense of the new. The world is often unkind to new talent, new creations. The new needs friends …. In the past I have made no secret of my disdain for Chef Gusteau’s famous motto ‘Anyone can cook.’ But I realize only now do I truly understand what he meant. Not everyone can become a great artist [writer], but a great artist [writer] can come from anywhere.”

This epiphany of a fictional character makes me think about the comments I write on student essays and the effects of those comments beyond my rationalization for the grade I assign it. Far too many of us professors enjoy the superiority we feel in being absolutely correct about the failings of our students. We match verbal swords with them in mental exercises that we have spent years adjusting to our advantage, and then we berate and deride them for not being able to stand up to the eloquence of our practiced delivery of death by a thousand cutting remarks. We ask only questions to which we already have the answer and pass ourselves off as intellectual in the discussion.

But however clever and witty I think my comments are as I inform yet another student of the shortcomings of his or her writing, my particular turn of phrase will break off and leave the sentiment behind it as a barb in the skin — lodged in the muscle underneath to fester and infect. The old adage “Sticks and stones may break my bones, but words will never hurt me,” is half true. The sticks and stones do hurt, and physical injuries heal and get better within a few months. But words also hurt; they pierce deeper than muscle and bone to the very spirit and soul, where they can work harm for a lifetime.

It is easy to complain about how apparently little value college students seem to have for their assignments and academic progress — how they are only concerned with the letter grade and not really with the learning. But when we professors are so ready to pounce and criticize the inexperience of those without experience, we have no right to expect our students to look forward to our instruction. Why should they choose to endure and value being told, “Yet again, you don’t measure up. You don’t meet the standard”? Is it really a wonder that they seem to be concerned only about their GPA?

Some professors defend their criticism because it is our job to evaluate and criticize for the noble sake of learning from mistakes and improving. And I very much agree with learning from mistakes. It is the spirit in which that criticism is delivered that troubles me. We can and need to provide criticism in a way that encourages our students to want to try harder.

Since I teach writing, I see firsthand the often therapeutic value of writing for my beginning students. The act of taking those ideas and feelings out of their heads and giving them a form on paper or the computer screen is transforming. Many realize for the first time, “I can do this! Words are not only for those who get published; they’re for me, too.” The catharsis involved with this apparently simple act of writing what I think the way I would say it to someone is a wonder to observe. But taking those thoughts, feelings and ideas out of one’s head means a huge risk. Someone else can see them now, and that leaves a person open to rejection. Acceptance is harder to come by.

No, it’s not great writing as far as I’m concerned as a professor (the critic), but for that beginning writer, it is often a corner turned, a dam broken, a key turned in a door that unlocks the next phase of life. With practice it can become good, and eventually even great, writing. And the important words are “with practice.” If I don’t think I’m very good at some activity and don’t want to risk rejection, I don’t bother practicing it. I don’t see a need to waste my time on an activity I don’t do very well. But if I see a value to that activity, I am motivated to invest the time in the practice that leads to improvement and acceptance.

In my capacity as a professor, I see students for a couple semesters at most. Yet my words will live on in their heads for years to come. I have to remember that. A former co-worker comes to mind. I had a colleague in my public school teaching career who was the butt of jokes, both in student circles and among faculty members. He seemed oblivious to it. I felt bad for him at first, but the longer I worked with and around him, I realized that he brought it on himself. The way he talked down to students and faculty, his unreasonable expectations for students and negative comments when they did not meet the standard, his demeanor with parents, his comments in faculty meetings — all led me to decide that he saw himself as one impervious to criticism, one who was always right.

Yet both students and faculty members could see the obvious wrongs in most of his work. I decided from watching him that I wanted my former students to have different kinds of lasting memories of me. And I realized that it was up to me to make that happen. I had to be sure in the time I had with students that the criticism I provided was both constructive and delivered with encouragement to lead them to want to keep working at it.

I thought up a proverb that seems to me to express the attitude of most of our students: “If I want to learn something, there is nothing in this world you can do to keep me from learning it. Until I want to learn something, there is nothing in this world you can do to make me learn it.” Many of our students really do believe that a college education will get them good pay, a good career (however they define “good”) and at least a comfortable life. They expect that as a result of their work to earn the degree.

Yet we see in them the lack of desire to really want the information. It is easy to assume that they seem to be passing time and completing busywork until they acquire enough credits to have the degree conferred. But the fact is that the care (or lack of it) with which we deliver our comments to them contributes to their desire or lack thereof.

The true test for us professors to pass every semester with every group of students is whether we have challenged their thinking without chasing them off, corrected their errors without shutting off their drive to keep trying. And we should always remember, as Ratatouille’s Ego learned, eating a dish of humility in private on occasion can keep one from having to eat it in public at other times.

Totoro movie review

My neighbour totoro blends the wacky imagination of a child and realistic grounded story to make a surreal journey.

The character development is unmatched as you really feel that the characters grow with the journey and have genuine realistic character flaws that only aid the characters growth. The animation is beautiful and really pops of with charm that engages the viewer with every frame.

My only problem with the film is that the pacing in the first 20 minutes do feel quits slow but the pacing improves as the story goes on so its only a minor issue that doesnt have to much of an impact on the story.

The cinematography was really nice as although most of the film just looks fine in some aspects, there are a few scenes that have an impact on the viewer thats hard to describe but they really mix well with beautiful art style.

Overall My neighbour totoro is an umatched story in regards to character develpmont and the impact on the viewer that only has minor flaws that are barely noticeable.

Pride

Pride

“Pride Comes Before a Fall”.

This is a proverb which all of us have heard sometime or the other in our life. But can this be universally accepted?

We’ve heard about pride all our lives, heard countless stories about how it led to the downfall of mighty men like King Alexander the Great who refused to return to Athens unless he conquered the world or the unparalleled might of the Mighty King Ravana in the epic “Ramayana” who despite his unmatched strength was defeated due to his pride.

However there is something which pride has in common with virtues such as Gratitude and Compassion. All of these contribute towards making us more patient, more willing to persist in the face of challenges and more resistant to temptations that distract us from our aims.

Pride can often fall into 2 categories, Hubristic Pride and Authentic Pride. Authentic pride stems from proven possession of a valued ability while it is different for hubristic pride. It’s a grandiose belief that one has prized qualities that one doesn’t actually have.

For pride to work, it must be authentic and paired with humility — a humility to know that no matter our skill set, each of us depends on what others have to offer.

If we take pride in our progress,keeping humility in check,it can benefit our perseverance most. Taking pride in the right direction will also help us keep motivated and help us move in an upward trajectory towards our goals always.

Agile Software Development

Agile methods of software development are one of the most important requirements in the modern development scenario. As businesses operate in a fast changing manner, we need development which can keep pace with this scenario. This is done using program specification, design and implementation being interleaved in agile development and the software being released as versions and updates as opposed to plan driven development which is done in different phases and development stages.

Agile methods reduce overheads in the development process by limiting documentation and focusing more on code rather than design, while being able to adapt to changing requirements quickly. Agile systems focus more on customer involvement and incremental delivery ,embracing change quickly while maintaining simplicity to adapt quickly to that change.

Extreme programming was released as an agile method technique which focused on more and more versions being built as part of the release cycle and increments being delivered to the customers every few weeks. A test was decided for every build which were made multiple times a day often and the build was declared successful only if it passed that test. Builds were often sent out as small releases after incremental planning. The programming was done as pair programming and the ownership of the code was collective such that different people could add increments if needed. Any changes were continuously integrated into the system so the changes could be made tested quickly by unit testing. The pace was kept reasonable and sustainable so that the people working would be able to complete their tasks on time and such that the customers could reliably get their products. Also an On-Site customer was kept for the use of the XP(Extreme Programming) team’s use who was responsible for bringing system requirements to the team for implementation.

Due to the difference in Agile methodology, agile project management is different from standard project management which is plan driven. Agile project management is adapted to incremental development and the practices used in agile methods.

Scrum is an agile method which focuses on managing iterative development instead of the regular plan driven approach. Scrum has three phases – the initial outline planning phase where we establish the objectives for the project and create the architecture, The second phase is a series of sprint cycles, where each cycle develops an increment of the system. While the third is the project closure phase wraps up the project and completes the required documentation.

Scrum sprint cycles are usually fixed for about 2-4 weeks, the planning starts with the product backlog which states the things to be done and the selection of features by the team who work with the customer from the project backlog which are to be done. The scrum master is a facilitator who arranges daily meetings, measures the progress of the work and communicates with customers and management outside of the team. The main benefit of scrum is that it breaks down the project into a set of manageable and understandable chunks. And that customers see on-time delivery of increments and gain feedback on how the product works.

Scaling agile methods for large systems is tricky as they need up-front design and some documentation. Hence we’re concerned with 2 methods scaling up and scaling down where ‘scaling up’ is concerned with using agile methods for developing large software systems, while ‘scaling out’ is concerned with how agile methods can be introduced across a large organization.

Despite the benefits and necessity of Agile Methods, it has its flaws and hence most practical development methods are a mixture of plan-based and agile development.

The Art of Depression

Have you ever wondered how all the girls in depression/anxiety art are so pretty?

How their make-up is intact, cheeks are blushed and hair falls down their shoulder perfectly?

I don’t know either.

For me, depression is a huge black hole, consuming everything I love inside it.

Sometimes it’s filled with storms and rains.

Sometimes it’s just a hollow.

Artists romanticise depression.

In movies or art depression is a pretty girl with a wine glass, wearing shorts and a cami, looking outside the window while ‘la vien rose’ is playing in the background.

Or maybe it’s a girl with a perfect face and makeup lying on her bed pouting towards the ceiling.

These are the unrealistic standards set for people dealing with mental health problems!

For me depression is a girl who hasn’t woken up from her bed or talked to anybody or heck, taken a shower in days.

She’s a girl who stares herself in the mirrow and tries to find a shine in her eyes amongst the blacks and Greys.

She’s a girl who probably has cried all night. But unlike the movies it didn’t rain! Neither any background music was played for her.

Instead it was just another night for the rest of the world.

I really wish to find a movie/art where I finally see a girl looking like a mess. Like she hasn’t touched her food in days, like she hasn’t laughed since the beginning of time.

Yes I want to see a movie, where no makeover, no guy suddenly made her recovery. I want to see her getting better one day at a time.

I really wish for a movie which gives me courage to see myself in the mirror while I’m having a mental breakdown. 🙂

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