> And LLMs slurped some of those together with the output of thousands of people who’d do the task worse, and you have no way of forcing it to be the good one every time.
That's solvable though, whether through changing training data or RL.
Context matters, what profession you’re in matters, what the power imbalance is matters. Who the person is and what they are like matters and the situation does too.
A workplace where no one swears, ever, sounds shit.
I started my career in the UK around 2010 and it could have been normal banter at that point but I feel workplace relationships have generally become more corporate and risk-averse since then and it wouldn't be acceptable in most office environments anymore. I suppose everyone will have a different experience.
Everyone certainly does have a different perspective.
Personally, I've never worked anywhere in Blighty where giving and accepting piss taking and creative insults isn't the norm. Anybody offended by this will be politely told to develop a sense of humour (of the type spelt with a 'u').
Depends on where you want to draw the line.. I definitely prefer teams where you don't have to play oral minesweeper all day. It just results in everyone being obviously two faced.. If I do something very stupid, it's fine to snap and call me a dickhead, as long as we keep getting along the other 99% of the time. It's even fine to do it lovingly when I'm doing minor stupid activities. Of course there are limits but for me it's very far from 'do it once and I'm running to HR'
Maybe I'm just extremely lucky with my coworkers, but I've been working for 25+ years, and it's never occurred to me to call a co-worker a dickhead. It really should not be that hard to keep it professional and avoid insulting people.
"Not calling someone a dickhead" should not take constant cognitive load or feel like "playing minesweeper" all day.
Of course it depends on the context, but firing someone over one offense of calling someone a dickhead is quite reactionary and punitive. Grow up. Sometimes people say things they regret in the moment, it doesn't mean someone and potentially their family should be affected. This is why you have policies, writeups and whatnot. Not jumping at the chance to fire someone.
Might just be 'cause I'm Serbian (we swear a lot, and the swearing tends to be very vulgar) and also grew up surrounded by Aussies, Kiwis, Brits and Irishmen, but to me "dickhead" barely registers as an insult or even all that unprofessional. I obviously wouldn't go around calling just about anyone a dickhead unprovoked, but I've been a part of plenty of teams where we talk to each other along those lines. Hell, I've had my fair share of "Cunt"s thrown around too. Obviously there's a cultural element at play here though, so what might be okay for me won't be for someone else.
That said I really don't think something like this warrants dismissal, unless it's a frequent problem. Obviously we shouldn't be going around and insulting each other for no reason, but are bosses really so fragile that they can't deal with a single instance of their subordinates being sorta mean to them and calling them names?
I worked at a public company in the Netherlands (TomTom) that employs many people from different countries and cultures, and many LGBTQ+ people as well.
In all earnestness, without any malice, my American friend (who I'd worked with before and at TomTom) asked a group of co-workers if anybody wanted to be his guinea pig for some new software, and boy that didn't over well with the Italian guy! He profusely apologized and explained what he really meant by the term "my guinea pig", and things were just fine, plus he learned not to call Italians "guinea pigs" (with either the hard or soft "g").
That same friend eventually left the company for a much better offer, but later TomTom rehired him with a huge promotion and pay raise because they really loved his work and desperately needed him, and he was irreplaceable. He was rehired and promoted to CTO, and finally he was having dinner with a bunch of the TomTom founders and executives, including the CMO Corinne Vigreux and her husband the CEO Harold Goddijn.
Then Corinne Vigreux said something blatantly transphobic, which she obviously meant as a slur (unlike his "guinea pig" faux pas that he immediately apologized for), so he called her on it, and she would not take it back or apologize, and that incident led to him suddenly leaving the company.
That was after TomTom spent huge amounts of money to initially recruit, then later rehire and retain him, he designed and implemented key parts of their infrastructure, and they even prominently featured him in many of their recruiting videos and magazine articles and LinkedIn posts, saying how much he liked working there -- many of them are still online at TomTom's recruiting web site!
But thanks to the inherent power imbalance, her executive level privilege, and the nepotistic advantage of being married to the CEO, she got away with it scott free, and they hushed up the reason he left).
He lost his dream job, and everyone else was left wondering why he suddenly disappeared for no apparent reason, after being so pleasant to work with, performing so well, and being so frequently exploited as a recruiting spokesperson, and interviewed as a representative of the company. (I am not exaggerating that if you google tomtom + his name you get pages of unique interviews and articles over many years.)
Corinne Vigreux drove him out of his job for speaking out against her intentional slur, when she clearly said and meant it in front of several other people, when she's the one who should have been reported to HR and punished for what she said, not him.
Over many years, TomTom spent a LOT of money recruiting, relocating, then re-recruiting him, they loved his work. I originally recruited him by introducing and recommending him to executives, managers, and HR. I still have the enthusiastic emails I sent with and about him, which they acted on by giving him an offer he couldn't refuse and relocating him. I never got any recruiting bonus, since I was a contractor at the time I recruited him. I just wanted the opportunity to work with him again, and cherished the opportunity to get the old band back together in Amsterdam.
The manager I recommended him to, who hired him and worked closely with him, was shocked and dismayed to hear about the actual reason he suddenly left. Especially because the company culture as a whole is definitely not transphobic, and I know current employees with trans children who were also quite shocked to hear about Corinne Vigreux's bigotry. TomTom certainly gives a lot of lip service to inclusivity on their web site.
Introducing the LGBTQIA+ Committee: How TomTom is empowering inclusive action:
But after the derogatory transphobic bullshit Corinne Vigreux said in front of witnesses, which was clearly in violation of company policy, culture, scientific facts, and just plain human decency, I believe she morally owes TomTom a refund of all the money they spent recruiting and relocating and hiring him twice, as well as all the money they had to spend replacing him.
Because she can CERTAINLY afford it. She might even learn to keep her bigoted mouth shut and transphobic opinions to herself, or grow some thicker skin if she can't bring herself to be do that, merely being polite and respectful to her own employees, instead of being bigoted and vengeful. And not to be so blatant about taking advantage of her nepotism and exploiting the power imbalance and her husband.
Not just because of all of TomTom's money and reputation she burnt at the altar of her ugly bigoted vanity, but because of how difficult her bigotry and nepotism make it for TomTom to recruit and retain good people: a problem she recognizes and publicly talks about herself. The transphobia's one thing, but losing high level talented employees because they stand up to transphobia or any kind of bigotry is much more systemically worse, and should be actionable by HR.
>In fact, she thinks, the lack of talented staff is “the biggest issue most organisations are facing. You have to fish in a bigger pond to fill those gaps. So of course you should look at women too”.
Apparently not trans women, nor people who stand up to her transphobic bigotry either.
TomTom certainly hasn't been doing well under HER leadership (just google the ill-fated sports watches and "TomTom Bandit" that you've probably never heard of -- maybe the product name was too honest about the cost of its subscription service).
But being married to the CEO has its nepotistic advantages, like being able to say whatever she wants in front of everyone, and then get rid of anyone who has the guts to stand up to her and call her out on her bigotry.
People grow and learn and one of your primary jobs as a manager is to help them do so. We're all human and mess up - one dickhead seems like a cause for a warning. Multiple dickheads suggest someone isn't learning, and _that_ is a good reason to fire them.
> Calling someone a dickhead in any professional environment is unprofessional
The fuck it is. There is a while bunch of preconditions that need to be met first. (for example, if you're working as a teacher, its probably unproffesh, but as an engineer[a real one, not a software engineer], you need to call a spade a spade.)
You can't have "professionalism" as a mask to allow abuse or general degrading treatment at work.
crucially the person in question used dickheads non-pejoratively, it wasn't an insult. However the employer didn't follow procedure either.
> Should bosses also get one free insult for their employees too? Obviously not.
If their employment contract requires it, sure. This worker's contract guaranteed them a warning in this scenario. They are protected by that legally binding contract. That's the entire point of it.
Even outside a contract, consequences for actions should be proportional to the harm of those actions. "You called me a mild insult in the heat of the moment after years of productive employment, so I'm removing your livelihood" is not.
Yes, the type system basically replaces a degree of unit tests. You no longer need unit tests that are basically just type checking. And it's more comprehensive too. It's much easier to have incomplete test coverage without knowing it than an invalid type system. With such a type system, the app will fail to compile. Of course, you still need unit tests for many other things, but the type system does remove a class of them.
Whether typechecking or unit tests is "better" is really a question of taste.
I'm sympathetic to the issue of services getting worse, it sucks, but
> If an API delivers very solid results one day and crap the next and I spent a lot of money, how does that work? There are many people on reddit/youtube speculating why claude sometimes responds like a brilliant coder and sometimes as if it had a full frontal lobotomy. I see this in Cursor too.
This seems like an incredible over-reach. There's no predatory behaviour here. You're free to cancel at any time.
It's an incredibly fast moving field, a frontier field in software. To say that, in order to charge for something, you are legally bound to never make mistakes and have regressions, is an incredibly hostile environment to work in. You'll stifle growth if people think experiments might come with lawsuits unless they're positive it leads to improvement.
If they decided they were going to lock everything to gpt-2 and refuse to pay back any people who bought yearly subscriptions, sure I would be agreeable to considering this a bait-and-switch hoodwink. But that is clearly not happening here.
> Because memory bandwidth is the #1 bottleneck for inference, even more than capacity.
But there are a ton of models I can't run at all locally due to VRAM limitations. I'd take being able to run those models slower. I know there are some ways to get these running on CPU orders of magnitude slower, but ideally there's some sort of middle ground.
> My next question is are there downsides to proof-of-stake, and why has bitcoin not moved towards it?
There are minor downsides in theory. Proof-of-stake is a bit less "democratic" and gives more voting share to those who have more money, vs. just are mining. In practice, proof-of-stake coins seem to be doing fine. The main one here is Ethereum.
The main reason Bitcoin hasn't is due to inertia and the interest for miners (who do proof-of-work) to use their democratic power to keep bitcoin invested in proof-of-work.
Proof-of-stake ruins it's security with a rich get richer endgame where the stakers concentrate until it's not distributed enough and one entity or group can collude and control the system and there's no way to exit that state.
Wasn't there a few times when one of the large cryptocurriencies were almost under control of large mining pools where their combined computation would have gone over half? That seems like another "who has more money".
> Unsaid is of course that the USA accused, found guilty, and executed someone without trial, where evidence is shown of their guilt. Sure on balance I think Bin Laden is responsible for 9/11, but I think the source for this belief is the US government.
The United States declared war on Al-Qaeda, and killed it's leader in response to an attack on 9/11 that leader claimed credit for. Domestic courts don't factor in here. Any country is lawfully allowed to kill enemy combatants or military leadership in a war.
So if someone killed or funded a bombing in the UK, the UK would be permitted to send a secret group to the US to execute them without a trial? (Just confirming your position here that executing people who fund terrorism without a trial - the thing that proves they were responsible, and recall a lot of Americans funded the IRA)
That's solvable though, whether through changing training data or RL.
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