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  • The Fridge: Ubuntu Weekly Newsletter Issue 376

    Welcome to the Ubuntu Weekly Newsletter. This is issue #376 for the week July 21 – 27, 2014, and the full version is available here.

    In this issue we cover:

    The issue of The Ubuntu Weekly Newsletter is brought to you by:

    • Elizabeth K. Joseph
    • Jose Antonio Rey
    • And many others

    If you have a story idea for the Weekly Newsletter, join the Ubuntu News Team mailing list and submit it. Ideas can also be added to the wiki!

    Except where otherwise noted, content in this issue is licensed under a Creative Commons Attribution 3.0 License BY SA Creative Commons License



  • Duncan McGreggor: The Future of Programming - Adopting The Functional Paradigm?
    Series Links

    Survivors' Breakfast

    The previous post covered some thoughts on the future-looking programming themes present at OSCON 2014.

    Following that wonderful conference, long-time Open Source advocate, Pythonista, and instructor Steve Holden, was kind enough to host his third annual "OSCON Survivors' Breakfast" with tens of esteemed attendees, speakers, and organizers enjoying great company and conversation, relaxing together after the flurry of conference activity, planning a leisurely day in Portland, and -- most immediately -- having some much-needed breakfast.

    The view from the 23rd floor was quite an eyeful, and the conversation ranged across equally panoramic topics. Sitting with Alex Martelli, Anna Ravenscroft, and Katie Miller, the conversation inevitably turned to thoughts programmatical. One thread of the discussion was so compelling that it helped crystallize this series of blog posts. That was kicked off with Katie's question:

    Why [have some large companies] not embraced functional programming to the extent that other large ones have?

    Multiple points of discussion spawned from this, some of which still continue. The rest of this post explores these. 


    Large Companies?

    What constitutes a large company? We settled on discussing Fortune 500 companies, which, by definition are:
    • U.S. Companies
    • Ranked by gross revenue (after adjustments for excise taxes).

    Afterwards, I looked up the 2013 top 25 tech companies in the Fortune 500. I've listed them below; in parentheses is the Fortune 500 ranking. After the dash are the functional programming languages used on various company projects -- these are listed only if I have talked to someone who has worked on a project (or interviewed for a job that used the language), or if I have read an article by an employee who has stated that they use the listed language(s) [1].
    1. Apple (6) - Swift, Clojure, Scala
    2. AT&T (11) - Haskell
    3. HP (15) - F#, Scala
    4. Verizon Communications (16) - Scala
    5. IBM (20) - Scala
    6. Microsoft (35) - F#, F*
    7. Comcast (46) - Scala
    8. Amazon (49) - Haskell, Scala, Erlang
    9. Dell (51) - Erlang, Scala
    10. Intel (54) - Haskell, SML, PLT Scheme
    11. Google (55) - Haskell [2]
    12. Cisco (60) - Scala
    13. Ingram Micro (76) - ?
    14. Oracle (80) - Scala
    15. Avnet (117) - ?
    16. Tech Data (119) - ?
    17. Emerson Electric (123) - ?
    18. Xerox (131) - Scala
    19. EMC (133) - Scala
    20. Arrow Electronics (141) - ?
    21. Century Link (150) - ?
    22. Computer Sciences Corp. (176) - ?
    23. eBay (196) - Scala 
    24. TI (218) - ?
    25. Western Digital (222) - ?

    The companies which have committed to projects guessed to be of significant business value written in FP languages include: Apple, HP, and eBay. Possibly also Oracle and Intel. So, a rough estimate of between 3 to 5 of the top 25 U.S. tech companies have made a significant investment in FP.

    Why not Google?

    The next two sections offer summaries of some views on this.


    Ideal Use Case?

    Is an FP language suitable for large organisations? Are smaller companies better served by them? During breakfast, It was postulated that dealing with such things as immutable data, handling I/O in pure FP languages, and creating/using higher order functions is easier for small startups due to the shorter amount of time required to hire or train a critical mass of skilled programmers.

    It is certainly true that it will take larger organisations longer to train its personnel simply due to sheer numbers and, even with enough trainers, logistics. But this argument can be made for any corporate level of instruction; in my book, this cancels out on both sides and is not an argument unique to hard topics, even less, specifically pertinent to FP adoption.


    Brain Fit?

    I've heard this one a bit: "Some people just don't think in FP terms." They need loops and iteration, not higher order functions and recursion. Joel Spolsky makes reference to this in his article The Guerrilla Guide to Interviewing. In particular, he says that "For some reason most people seem to be born without the part of the brain that understands pointers." This has been applied to topics in FP as well as C.

    To be fair, Joel's comment was probably made with a bit of lightness and not meant to be a statement on the nature of mind or a theory of cognition. The context of the article is a very practical one: hiring. When trying to identify whether a programmer would be an asset for your team, you're not living in the space of cognitive theory, rather you inhabit the realm of quick approximations, gut instincts, and fast, economical decisions.

    Regardless, I find this perspective -- Type Physicalism [3] -- fairly objectionable. This is because I see it as a kind of intellectual "racism." Early social sciences utilized this form of reasoning to justify all sorts of discriminatory thinking in the name of "science", reinforcing a rigid mentality of "us" vs. "them." In my own experience, I've seen this sort of approach used to shutdown exploration, to enforce elitism, and dismiss ideas that threaten the authority of the status quo.

    Rather than seeing the problem of comprehending FP as a physical limitation of the individual, I see instructional failure as the obstacle to overcome. If we start with the proposition that certain brains are deficient, we are essentially abandoning education. It is the responsibility of the instructor to engage creatively with each student's learning style. When adhering to the idea that certain brains are limited, one discards creative engagement; one doesn't even consider working with the students and their learning styles. This is a view that, however implicitly, can be used to shun diversity and dismiss potential.

    I believe the essence of what Joel was shooting for can be approached in a much kinder fashion (adapted for an FP discussion):

    None of us was born knowing GOTO statements, global state, mutable data, or for loops. There are many programmers alive, though, whose first contact with programming involved one or more of these. That's their "home town", as it were; their programmatic birth place. Having utilized -- as well as taught -- imperative, OOP, and functional styles of programming, I do not feel that one is intrinsically any harder than another. However, they are sometimes so vastly different from each other in style or syntax or semantics that once a student has solidified around the concepts of a particular paradigm, it can be a challenge retraining to work easily in another.


    Why the Objections?

    If both "ideal use case" and "brain fit" are given as arguments against adopting FP (or any other new paradigm) in large organisations, and neither are considered logically or philosophically valid, what's at the root of the resistance?

    It is not uncommon for changes in an industry or field of study to be met with resistance. The bigger or more different the change from the status quo, very often is proportional to the amount of resistance. I suspect that this is really what we're seeing when companies take a stance against FP. There are very often valid business concerns: "we've made an investment in OOP" or "it will cost too much to train/hire/migrate to FP." 

    I would remind those company leaders, though, that new sources of revenue, that product innovation and changes in market adoption do not often come from maintaining or enforcing the current state. Instead, that is an identifying characteristic of companies whose relevance is fading.

    Even if your company has market dominance or is a monopoly, there is still a good incentive for exploring alternative paradigms. At the very least, one can uncover inefficiencies and apply new knowledge to remove duplication of efforts, increase margins, etc.


    Careers

    As a manager, I have found that about half of the senior engineers up for promotion have very little to no interest in taking on different (new to them) programmatic paradigms. They consider current burdens sufficient (or too much) and would rather spend what little free time they have available to them in improving existing systems.

    Senior engineers who have a more academic or research bent (or are easily bored) are much more likely to embrace this sort of change. Interestingly, senior engineers who have little to no competitive drive will more readily pick up something new if the need arises. This may be due to such things as not perceiving accumulated knowledge as territory to defend, for example.

    Younger engineers with less experience (and less of an investment made in a particular school of thought) are much more willing to take on new challenges. I believe there are many reasons for this, one of which may include an interest in becoming more professionally competitive with their peers.

    Junior or senior, I have found that programmers who are currently looking to find new employment are nearly invariably not only willing to take on the challenge of learning different paradigms, but are usually going about that proactively and engaging in self-study.

    I want to work with programmers who can take on any problem space in any paradigm and find creative solutions, contributing as valued members of a team. This is certainly an ideal set of characteristics, but one that I have seen in the wilds of the workplace on multiple occasions. It has nothing to do with FP or OOP paradigms, but rather with the people themselves.

    Even if a company is locked into well-established processes and views on programming, they may find it in their best interests to provide a more open-minded approach with their employees who would enjoy that. Their retention rates could very well increase dramatically.


    Do We Need To?

    Philosophy and hiring strategies aside, do we -- as programmers, software projects, or organizations that support programming -- need to take on the burden of learning or adopting functional programming? Quite possibly not.

    If Google's plans around Go involve building a new operating system (in the spirit of 1970s C and UNIX), the systems programmers may find pure functions too cumbersome to work with. FP may be too burdensome a fit for that type of work.

    If one is not tied to a historical analogy with UNIX, as Mozilla is not with Rust, doing something like creating a new browser engine (or running a remote services company) may be a good fit for FP, especially if one has data showing reduced error counts when using type systems.

    As we shall see illustrated in the next post, the usual advice continues to apply: the decision of which paradigm to employ for any given project should be dictated by the best fit and not ideological inflexibility. The bearing this has on programming is innovation: it is the early adopters who have the best chance of leading us into the future.

    Up next: Retrospective on Programming Paradigms
    Previously: Themes at OSCON 2014


    Footnotes

    [1] If anyone has additional information as to which FP languages are used by these top 25 companies, please let me know, and I will include that information. Bonus points for knowing of business-critical applications.

    [2] Google Switzerland are using Haskell.

    [3] Type Physicality is a form of reductive materialism, also known as the Mind-Brain Identity Theory that does not allow for mental states to be realized in organisms or computational systems that do not have a brain. See "Criticisms of Type Physicality" at http://en.wikipedia.org/wiki/Identity_theory_of_mind#Multiple_realizability.



  • Lubuntu Blog: Lubuntu 14.04.1 LTS
    It's already available Ubuntu 14.04.1 LTS, the first update on Trusty Tahr, a recommended by-default setup for all flavours including, of course, Lubuntu. This comes with extended support (until 2019). Various bugs that required updates are rolled into this update: A bug for btrfs has been found, this is scheduled to be fixed in 14.04.2 A bug affecting Alt-F2 is still present For PPC the bug

  • Benjamin Kerensa: Until Next Year CLS!
    Bs7Qxr CMAAYtLa 300x199 Until Next Year CLS!

    Community Leadership Summit 2014 Group Photo

    This past week marked my second year helping out as a co-organizer of the Community Leadership Summit. This Community Leadership Summit was especially important because not only did we introduce a new Community Leadership Forum but we also introduced CLSx events and continued to introduce some new changes to our overall event format.

    Like previous years, the attendance was a great mix of community managers and leaders. I was really excited to have an entire group of Mozillians who attended this year. As usual, my most enjoyable conversations took place at the pre-CLS social and in the hallway track. I was excited to briefly chat with the Community Team from Lego and also some folks from Adobe and learn about how they are building community in their respective settings.

    I’m always a big advocate for community building, so for me, CLS is an event I try and make it to each and every year because I think it is great to have an event for community managers and builders that isn’t limited to any specific industry. It is really a great opportunity to share best practices and really learn from one another so that everyone mutually improves their own toolkits and technique.

    It was apparent to me that this year there were even more women than in previous years and so it was really awesome to see that considering CLS is often times heavily attended by men in the tech industry.

    I really look forward to seeing the CLS community continue to grow and look forward to participating and co-organizing next year’s event and possibly even kick of a CLSxPortland.

    A big thanks to the rest of the CLS Team for helping make this free event a wonderful experience for all and to this years sponsors O’Reilly, Citrix, Oracle, Linux Fund, Mozilla and Ubuntu!



  • Michael Hall: Who do you contribute to?

    When you contribute something as a member of a community, who are you actually giving it to? The simple answer of course is “the community” or “the project”, but those aren’t very specific.  On the one hand you have a nebulous group of people, most of which you probably don’t even know about, and on the other you’ve got some cold, lifeless code repository or collection of web pages. When you contribute, who is that you really care about, who do you really want to see and use what you’ve made?

    In my last post I talked about the importance of recognition, how it’s what contributors get in exchange for their contribution, and how human recognition is the kind that matters most. But which humans do our contributors want to be recognized by? Are you one of them and, if so, are you giving it effectively?

    Owners

    The owner of a project has a distinct privilege in a community, they are ultimately the source of all recognition in that community.  Early contributions made to a project get recognized directly by the founder. Later contributions may only get recognized by one of those first contributors, but the value of their recognition comes from the recognition they received as the first contributors.  As the project grows, more generations of contributors come in, with recognition coming from the previous generations, though the relative value of it diminishes as you get further from the owner.

    Leaders

    After the project owner, the next most important source of recognition is a project’s leaders. Leaders are people who gain authority and responsibility in a project, they can affect the direction of a project through decisions in addition to direct contributions. Many of those early contributors naturally become leaders in the project but many will not, and many others who come later will rise to this position as well. In both cases, it’s their ability to affect the direction of a project that gives their recognition added value, not their distance from the owner. Before a community can grown beyond a very small size it must produce leaders, either through a formal or informal process, otherwise the availability of recognition will suffer.

    Legends

    Leadership isn’t for everybody, and many of the early contributors who don’t become one still remain with the project, and end of making very significant contributions to it and the community over time.  Whenever you make contributions, and get recognition for them, you start to build up a reputation for yourself.  The more and better contributions you make, the more your reputation grows.  Some people have accumulated such a large reputation that even though they are not leaders, their recognition is still sought after more than most. Not all communities will have one of these contributors, and they are more likely in communities where heads-down work is valued more than very public work.

    Mentors

    When any of us gets started with a community for the first time, we usually end of finding one or two people who help us learn the ropes.  These people help us find the resources we need, teach us what those resources don’t, and are instrumental in helping us make the leap from user to contributor. Very often these people aren’t the project owners or leaders.  Very often they have very little reputation themselves in the overall project. But because they take the time to help the new contributor, and because theirs is very likely to be the first, the recognition they give is disproportionately more valuable to that contributor than it otherwise would be.

    Every member of a community can provide recognition, and every one should, but if you find yourself in one of the roles above it is even more important for you to be doing so. These roles are responsible both for setting the example, and keeping a proper flow, or recognition in a community. And without that flow or recognition, you will find that your flow of contributions will also dry up.