In systems engineering, negative feedback is viewed as one form of 'unexpressed system requirement' for that stakeholder. Surprise negative feedback can be even better, as it may be a sign that your system has a stakeholder you weren't even aware of but which you now are.
My high school math tutor's cute thing to point out was that for asymptotic functions like the graph of y = 1/x [1], since the universe is spherical, the asymtotes will travel off the page in a straight line around the universe and eventually meet, coming back onto the graph in another quadrant from the other direction, so in fact it is one single connected line.
I went into engineering and not physics, and never learned enough of the latter to question whether he was serious. Furthermore, since this was the first time any math tutor of mine in 18yrs had ever related anything to the real world, it seemed like magic to me and so I still ignorantly tell people it to this day.
My maths teacher for much of secondary school, who was the "pure maths" teacher when we were old enough for that to be taught separately, started one year with an elaborate 4-colour drawing of a steam locomotive on the whiteboard. There was no explanation or further reference to it in that lesson.
As we learnt trigonometry, he'd sometimes draw just part of the scene, and explain how it related to what we were learning.
This approach is covered extensively in the book 'Getting to Yes And: The Art Of Business Improv' by Bob Kulhan, which is one of the few books I would consider a must read for anyone interested in technical leadership.
Article is not correct: not every device on the planet will roll over.
Many GPS chipsets, such as many uBlox devices, program an offset such as the date of device firmware compilation. This means that the rollover will in fact occur decades out from when users are expecting. The way to discover the real rollover date for ublox devices is to interrogate them with the ublox software to find the relevant message and add 20 years on top. For old ublox devices this field can actually be modified by the user to effectively reset the countdown. For other brands it could be a lot more difficult, though manufacturers docs should cover it.
A properly programmed device should have no issue. A device only needs to know the date to within 10 years so that it can interpret the week number correctly. So if the device runs its own clock that it synchronizes to GPS, it should keep working indefinitely as long as that clock is running. Even if it doesn't run a clock while powered off, it could store the clock to non-volatile memory occasionally, and it would keep working correctly as long as it isn't powered off for more than 10 years.
Find me these “properly programmed devices”! This is the core of the issue: bad assumptions and poor QA let bugs like this have an outsized impact. It’s our fault, folks.
It's cheap but what's the 0power consumption? This tutorial from Eric Tsai covers a similar architecture but a lot more extensible, with a lot more explanation, and each end node can be powered from a coin cell for many years:
ESP-12f module running with tasmota firmware consumes around 30mA when measured on the 5V side, if you want to go further down, deep-sleep option of ESP8266 is the way to go, but tasmota firmware doesnt support deep-sleep(may be you need node-mcu firmware to achieve sub-mA consumption). There are CR-123 3v battery powered ESP8266 temperature/humidity products which use deep-sleep mode and report the sensor samples every hour so that devices operates atleast a year on battery power(check out shelly H&T product)
'Moar speed' is not really the point of 5g, and as usual the main advantages are not widely talked about because a lot of the media doesn't understand them and how to communicate more advanced concepts to readers. In my mind the biggest advantages and shifts in thinking are virtualization and network slicing [1], and enabling IOT [2].
In some countries, employment law has driven us to this, and it's widely seen as optimisation and culmination of what we know about employment best practice.
Some UK examples..
No longer does anyone bother getting letters from past employers as references, since none of the information in the reference can be verified as true or false employers cannot legally form a judgement based on this. Consequently all an employer is allowed to say is 'yes, they worked here, regards, x'.
Another example, every candidate at interview must be asked the same 'opening' questions, otherwise a failed candidate could bring legal action because they were not given the same opportunity as other interviewees. Candidates are also legally allowed to ask to see interviewer's notes (even during the interview) so interviewers should not be writing anything besides 'scores' for interviewee competancies, unless they want to get into legal trouble.
I hire on anonymized data. I can tell you that it works well. The only flaw is that if your pool of application sifters is not diverse, bias will start to creep back in. For instance, in a group of several application sifters of a single gender who are collectively deciding which applications to progress to interview stage, one may frequently encounter presumptions of gender and age of the applicants due to implicit bias by the sifters.
The organisation must have a very respectful culture in which colleagues feel comfortable calling out others on their biases when this happens.
For thia reason I hire based on anonymized data that also discards all place name locations and institutions. The result is quite effective, as you are presented with an applications that show only the bare bones of someone's experiences without context that might bias you.
I hire with anonymous data. I would look at a statement like '25 years experience' on a CV and completely ignore it, as I have no idea how competant the candidate is based on this. I would look for the key technical words and impact statements in the CV to show depth of experience rather than general statements like this.
Competancy is assessed at interview, not at sift. The sift simply identifies that candidate meets the minimum possible spec for the role and can be interviewed. They may end up well exceeding the job spec after competancy based interview.
