How To: Killing Apps on iOS and Android
Here’s a quick how-to tutorial. This tutorial will show you how to kill running applications on your Apple or Android phone or tablet device. Let’s explore.
Killing Apps
You might be asking, “Well, why would I want to do that?” There are times where apps misbehave or hang leaving a dead app on your phone or tablet. These can drag down the performance of your phone. For this reason, killing an app allows you to restart them to get them working again. Without further adieu, let’s get started…
Apple iOS
To kill apps on iOS 11, it’s simple. For Apple devices that have a home button (this excludes iPhone X), double click the home button. The home button is the button located at the bottom or side of your device (depending on orientation). It’s the only front facing button on the bezel. With the device logged in, double click this home button.
For the iPhone X, the line at the bottom kind of acts like a home button. From the line at the bottom, with your finger drag upwards to minimize the apps into a stacked list. This is similar to double clicking the home button.
Once in the stacked list, kill any specific app or all apps as follows:
- Press and hold your finger on top of one of the stacked app screens and with a fluid motion, drag your finger to the top of the screen.
- If you perform this motion correctly, the screen will disappear. The app is now killed.
- If you notice the screen moving side to side and not up and down, you dragged sideways.
- Scrolling side to side lets you selectively choose which app to kill. Try again to pull the app screen upwards.
- If you touch the app screen once, it will bring that app to the foreground.
- If you touch the background outside of the app, it will bring you to your home screen of icons.
- To kill all apps, perform this motion on each and every stack app screen until there are no more left.
- No, iOS does not provide a ‘kill all’ feature. You must kill app separately. Note, you can’t hear the double-clicking of the home button. Here’s an iOS demonstration:
Android
To kill apps on Android 6.x or above, you’ll need to locate the double rectangle button either on the bezel of your phone or on the display of your phone (at the bottom). This double-rectangle button drops you into the screen that shows you all of your currently running apps.
Click this button, then follow along based on the videos:
- To kill all apps at once, there is a single button. You’ll see it after you press the double-rectangle button… it has 3 lines with an X, but it may look different on your device. Here’s a quick demonstration:
- To kill apps one at a time, there is an X on the stacked app screen list. Click the X’s located in each window as demonstrated:
Obvious isn’t always
Because Apple and Android have both hidden this feature behind cryptic buttons, it isn’t sometimes obvious how to do this. Also note that even if you reboot your device, the apps may still continue to run from the state where they formerly were. To kill an app and start it fresh (particularly on iOS), the only way is to kill the app as described above. I find that, for example, I regularly have to kill Hulu as it likes to hang.
Good Luck!
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Workplace Crime: Should I talk to human resources?
I’m being harassed by a manager, should I talk to human resources? Let’s explore.
Sexual Assault in the Workplace
I’ll lead with this one right up front as it’s front and center news and part of the #metoo movement. While this tends to be more common for females than males, both genders can experience this problem in the workplace. What should you do if you’re groped in the workplace in an inappropriate way? The first question you’re probably asking is, “Should I contact human resources?”
The answer is a resounding, NO. Do not contact the human resources team and try to complain there first. In fact, unless you’re a manager in the organization, you should entirely avoid complaining to human resources. Why? Let’s explore deeper.
Human Resources works for Management
This is an important concept to understand about corporate business. The HR team works for the management team, not the employees. Many people have a misconception that the HR team is an advocate group for the employee. This is entirely false. The HR team members, no matter how friendly they may appear, are not and will never be an employee advocate. Only you can be your own advocate (along with any attorney you hire). Your employer’s HR team looks out for #1, which is the business itself and the management team.
If the activity you experienced is sexual misconduct and resulted in bruises, marks or injury, then visit a hospital and take photos of the injuries first. Call 911 if necessary. If situation involves rape, then you’ll need to have the hospital perform a rape kit. When you are able and out of immediate danger, you should call the police and file a police report against the person describing what happened to you and by whom within the police report. Always ensure you are out of immediate danger before contacting anyone.
Next, find a lawyer who can represent you in this matter. If the lawyer finds merit in a lawsuit against the accused (or your company), it’s up to you to decide or not to proceed with the case. Of course, you’ll want to make sure you understand the consequences and the monetary costs of pressing such legal action, particularly against managers and particularly against high paid executives and your employer.
Once you have filed both a police report and you have a lawyer, only then should you involve the human resources team and give them whatever information that your lawyer deems appropriate to give them. Remember, only your lawyer is your advocate. The human resources team represents the company’s interests, not yours. Even then, you should only contact your company’s human resources team after discussing this strategy with your lawyer.
The human resources team’s responsibility is always to find reasons to discredit you and sweep the event under the rug. Once a police report is filed and you have a lawyer, the HR team can no longer play the protect-the-company game as easily because the police are now involved. The HR team is not law enforcement, but they always want to avoid lawsuits at all costs. They exist to make sure the company’s image remains clean and friendly. If it gets publicized that staff are being sexually assaulted in their workplace, their hiring efforts will cease. No one will want to work at a company that wilfully puts employees into harm’s way while on the job. No, it is in HR’s best interest to ensure an employee making an accusation is at best discredited and at worst terminated. HR may or may not terminate the accused depending on the position held within the company and depending on the accusation and against whom.
For example, if the person being accused of sexual misconduct is a manager, director, VP or C-level exec, it’s almost certain the accusing employee will be targeted for termination. The accused will likely remain at the company. As I said, it’s important to understand that the HR team’s obligation to the company is to protect the management team and the company against lawsuits and protect the company’s image that might interfere with hiring efforts. They also don’t have to play fair to do this… which is why termination may be a very real outcome for whistleblowing such activities within a company.
Targeted for Termination
While whistleblowers have protection when working in government jobs, no such protections exist for private corporations. If you whistleblow as an employee of a private corporation, the company is well within their rights to terminate your employment with or without cause. This is particularly true if your employment is considered AT-WILL. Of course, you can also sue the company for wrongful termination. The HR team is well aware of this position as well.
To avoid a wrongful termination lawsuit, the management team will likely sideline you into a position where you cannot succeed. This will then force you to perform badly and force management to put you onto a Performance Improvement Plan (PIP). Because you have no way to succeed on this PIP, you’ll fail at all of the success goals while on the PIP and, at the end of the improvement period, you will be ushered to the door. This is a common strategy to get rid of troublemakers and avoid wrongful termination lawsuits. Because they followed the PIP plan to the letter and have documented it at every step, this is the company’s insurance policy against wrongful termination lawsuits.
If you whistleblow and end up on a PIP, you’re being groomed for termination. You should take this as a huge red flag to move on. Put your resume out there the day you find out you have been put on a PIP. Don’t wait. Don’t assume things will work out.
Previous Employer Lawsuits
If you quit your offending employer and find a new job, you should keep any previous employer litigation information confidential. Do not disclose this to your new employer. First, it’s not their business. Second, if they find out you’re suing a previous employer, that could become contentious with your new company. They may feel threatened that you could take legal action against them. Don’t inform them of any pending legal action.
Don’t discuss it with co-workers. Don’t discuss it with your manager. Simply, don’t discuss it. Only discuss it with your lawyer. If you need to take off work for a legal meeting with your attorney or with the case, simply tell your employer that you have a personal matter that you need to discuss with your attorney and leave it at that. If they press you on the legal matter, just explain to them that due to pending litigation, you can’t discuss the case.
Termination and Lawsuits
If you’re terminated from the offending company, you may be asked to sign legal documents stating you won’t sue the company or that you’ll agree to arbitration. Simply ignore the documents and don’t sign them. The company cannot withhold your pay as extortion for signing those documents. If they try this, this is illegal and you can sue them for withholding your earned pay. A CEO can even be personally jailed for willfully withholding your pay even if it was someone else in the organization who made that decision. Your company must pay you the hours you worked regardless of what you sign going out the door.
Also, being terminated doesn’t absolve the company from any legal wrongdoing. If you have a pending lawsuit against the company, being terminated doesn’t change the status of that pending lawsuit. You are still free to pursue any lawsuits you have open. In fact, being able to document termination in a retaliatory way may even strengthen your lawsuit.
If you signed an arbitration agreement as part of your hiring package with the company (which you should never do), then you’ll have to discuss this situation with your lawyer to find your best avenue for litigation.
Guilt, Lawsuits and your Career
If you witness or you become a part of an illegal activity in the workplace (i.e., sexual misconduct), it is on you to determine how you want to handle it. You can do nothing and let it drop or you can take it to the police. It’s your choice. Too many companies get away with far too much. If you witness or experience anything illegal while on the job, you should report it to the police and consider a lawsuit only on your attorney’s advice.
As I said above, if you attempt to go to HR first and ask them to address your concern, it will be you who will become accused, sidelined and treated as the criminal, not the actual person who performed the misconduct that you witnessed. Why?
The HR team and its management are hired by the CEO and executive team. The HR manager likely reports directly to the CEO or the CFO. As a result, they take marching orders from their boss. If an employee makes an allegation against a manager or above, the CEO will want to quash this as quickly and as quietly as possible without investigation. To do this, the HR team will state they are investigating, but instead they will begin watching you, the employee who made the report closely. Even the tiniest slip or mistake will be blown way out of proportion and, you, the accuser be reprimanded. This may lead to a PIP as described above or possible immediate termination.
Basically, if you reach out to the HR team for help, you may find that it is you who are now the target against the ire of the company. Unfortunately, once the executive team paints a target on the back of an employee, it’s only a matter of time before the accuser is gone.
Throw Away Employees
Unfortunately, corporate business is cutthroat about making money and ensuring that that outcome continues. CEOs and the executive team will stop at nothing to make sure business continues as usual. The executive team is not your friend at any company. They are your boss. As a boss, they will do whatever it takes to make sure their business succeeds, regardless of what that means to you.
The only employee in any organization considered important enough to keep on the payroll is the CEO. All else are expendable… and this is especially true of troublemakers. By making an accusation of sexual misconduct against anyone, you may be labeled a troublemaker in your personnel file. If your position is easily replaced, you’ll soon be gone and they’ll fill it with someone else.
For this reason, if you’re alleging sexual misconduct, you have to make sure to legally document everything including physical evidence of it. The only way to do that is contact the police. Then, hire a lawyer. Only a person whom you are paying can help you to bring justice. The HR team has no incentive to bring justice on your behalf as they are not paid by you. The HR team has every incentive to ignore you and maintain status-quo because they are paid by and take orders from management.
Illegal Activities
Such activities are not limited to sexual misconduct. It also includes embezzlement, money laundering, insider trading, cooking the books, theft, vandalism and any other willful act by an officer of the company. If you witness any of these, you should still file a police report and then talk to a lawyer.
Skip talking to the HR team as they will only cast suspicion on you, try to turn it around on you and/or target you for termination. It is their job to kill these problems as quickly and as quietly as possible using any means necessary. Being able to get rid of problems quietly is the difference between a good and a great HR team. Don’t ever think the HR team is on your side as an employee.
HR Perks and Employee Happiness
This goes hand in hand with all of the above. Unless you’re on the management team, the HR team is not your advocate. Yes, HR is there to keep the employees happy, but only on their terms. When a non-management employee brings a problem to the attention of HR, watch your back. This means, never disclose your internal company problems to an HR team member. Sure, you can be friendly and sociable and polite, but always keep the HR team at arm’s length when discussing personal or job related matters. This also means you need to know whom is married to whom in your organization. You don’t want to vent a bunch of personal issues to a co-worker only to find out they are married to the HR manager or an HR employee at your company. Word gets around fast in HR.
As an example, if your company offers company paid counseling as a perk, you should avoid using it. Instead, you should find your own personal counselor and pay them for those services yourself. If you disclose anything to a company paid counselor which could be misconstrued as a problem for the company, the HR team may be able to obtain this information outside of any doctor-patient privilege. Because of this, this could give the HR team ammo to terminate your employment. Always be very, very cautious when using such company sponsored counseling services. When the company is paying the bill, they may have made legal arrangements to obtain information that an employee might disclose.
This information can also be kept in your employment file and potentially used against you should the need arise. Careful what you say, particularly to company paid counseling services and to random folks around the office. Because the walls have ears, even discussing this kind of stuff during lunchtime in the break room could be overheard by someone on the HR team. It’s simpler not to discuss issues of sexual misconduct at all when on your company’s property.
Cell Phones and Employment
If your company supplies you with a cell phone for business purposes, never use it for personal reasons or to discuss personal matters. Because the company owns the equipment, they can install whatever they want on the device and potentially record and listen to your conversations. Only ever discuss these kinds of matters on a phone you own and fully control.
Because many employers now allow using your own phone device for work purposes, never relinquish your phone to the IT team or install company apps or mail on your phone. For example, installing an Exchange mail connector in Apple’s Mail app on iOS allows your company to not only set up restrictions on your phone device, preventing you from using certain functions or installing certain apps, they can also modify the device to their own will… up to and including wiping your phone entirely of data. Yes, installation of the Exchange connector to a corporate Exchange mail server hands over this level of control of your device to your employer!
Never install a company Exchange connector on Apple’s Mail app. Instead, install the Outlook app and only use it. The Outlook app does not have this level of permission to control your phone that Apple’s Mail app has and, thus, cannot modify your phone or put your phone at risk of being wiped. Better, don’t use your personal phone for company business. Request the company provide you with a phone if they need that level of control over the phone device. If they refuse the request, that’s their problem. The employer can call you and text you on your device, but that’s as far as you should let them go with your personal phone. If they provide you with a company phone, then they can set it up however they wish.
Managers and HR versus Employee
Yes, the management team and HR will gang up on you. As an employee, the HR team always takes the word of a manager over the word of the employee. This is fact. There is no such thing as justice or equality in corporate business. The HR team represents the management team without question. If, for example, you accuse a manager of sexual misconduct and that manager tells HR that the accuser made it all up, that’s where the accusation ends. Worse, the manager can then retaliate against you through the HR team’s blessing. There will be no further investigation nor will your accusation receive any further review. However, your work efforts might find undue scrutiny, micromanagement and manager meddling. If you press the point, the HR team will likely begin the sidelining and termination process at the manager’s request.
Even if the HR team requests such complaints come forward, never assume that submitting your complaint to the HR team will result in any satisfactory outcome for you. It won’t. Instead, you will need to rely on the legal system to work for you. This is the reason you should make a police report as soon after the incident as possible, preferably the same day. Visit a hospital if you are injured so they can medically help you and document your injuries. Then, find a lawyer who specializes in whatever you witnessed or experienced and talk to them about your case. If you have been assaulted or raped in the workplace, you should visit the RAINN web site or call RAINN at 1-800.656.HOPE to find out what to do next.
If you choose to try to reach out to the HR team and find that it all backfires on you, you can’t say you haven’t been warned.
Disclaimer: None of this article is intended to be construed as legal advice. If you have legal questions, you should contact an attorney near you who specializes in the crimes you have witnessed or experienced. If you are a victim of sexual assault and/or rape in the workplace, visit RAINN to find out what to do.
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Unlimited Vacation: Blessing or Curse?
I don’t usually get into discussing workplace stuff because it’s relatively boring. However, Unlimited Vacation is one perk that is really, really needs discussion. Let’s explore.
Perks and Jobs
I get it. I understand why companies offer perks. They have to offer perks for talent acquisition reasons such as:
- Companies must keep up with competition — If a company doesn’t keep up with what other companies are offering, they lose talent during recruiting
- Companies must offer perks that seem inviting — Again, this is a talent acquisition feather-in-the-cap sort of thing. It’s something the HR team can cross off the checklist of things to entice candidates
- Companies must offer perks that are inexpensive — Companies don’t want to give away the farm to offer a specific perk
What kinds of perks can you typically find in tech companies? You find perks like the following:
- A stocked kitchen — This includes soda, coffee, tea, milk / cream and then for food, this can include fruit, nuts, chips and cereal
- Bagel Friday — This perk includes donuts and bagels on Friday
- Lunches — Some companies offer subsidized and/or free lunches one or several days of the week
Those are all food related, however, other perks include:
- Day Care or reimbursement
- Commute expenses
- Free parking
- Tuition Reimbursement (job related)
- Training / certifications (job related)
- Paid sick days
- Paid vacation
- 401k
- ESPP (if public company)
- Company holidays
These are the HR type of benefits that many companies offer. Many of these have a real dollar based cost to the business. However, there’s a new perk that seems great, but really isn’t for several reasons. That perk is ….
Unlimited Vacation
This ‘perk’ (and I use this term loosely) is now becoming popular in businesses. Why? Because it doesn’t cost the business anything to implement and may actually save the company some money (or so companies think). On paper, the idea seems enticing, in reality it’s a pointless benefit to employees and actually encourages more employees to take vacation which may hinder productivity and deadlines.
Why is this benefit so bad? This benefit is pointless because there is no way any employee can actually use it in its unlimited capacity. If you were to try, you’d be fired and walked from the building. I don’t know of any business that doesn’t require approval for vacation from a manager. Even if you could request excessive amounts of vacation, it’s unlikely your manager would approve it. But, within reason, you can request time off and here’s where it begins to break down for employers.
The only people who can even use this benefit as unlimited are those who are in management positions, who don’t have to report their own vacation usage. In other words, subordinates won’t be able to use it, but managers will (and they will use it frequently).
This is one of those perks that will be abused by those in charge. Those not in charge will be penalized whenever they attempt to use it in any unlimited way.
Vacation Time
In general, asking for vacation time off is tricky. It must always be coordinated with ongoing projects, team commitments (i.e., on-call), other team member time off and holidays and requires manager approval. Even people who end up out sick can interrupt or force rescheduling of vacation time off.
Don’t be tricked by this perk, it doesn’t make vacation time off any more accessible and, in fact it is entirely designed entirely for …
Ripping off Employees
There are two fundamental problems with Unlimited Vacation. The first problem is that the benefit (ahem) is being implemented as a cost saving measure to rip off employees when they leave a company (and is designed to appear to save the company many thousands of dollars). This issue really only affects long term employees. You know, the ones who have devoted several years to your business. But now, you’re going to give them the finger on the way out the door? Smart.
With standard paid time off (PTO), you are allotted a certain amount of hours that accrue over time. Let’s say for every year of service that you complete, you will accrue up to 1 week off (with a maximum of 2 weeks that can be held in total). After 2 years of service, you’ll have those 2 weeks accrued, assuming you never take time off. If you leave the company after 2 years without taking any vacation, you’ll be paid out your accrued PTO balance for the 2 weeks that you didn’t take. That’s two weeks worth of salary you’ll receive upon exit, in addition to any other salary owed.
With Unlimited Vacation, that vacation payday goes away. Since it’s now unlimited, there’s no more time accrued and no more PTO to pay out for any employee. The only thing that payroll needs to keep track of is how much time you’ve used solely for timekeeping purposes. When you exit a company offering Unlimited Vacation, you won’t receive any vacation pay because they are no longer accruing any. This means that when you were formerly paid 2 weeks of PTO, with Unlimited Vacation you now get $0.
Unlimited Vacation is then an HR cost-cutting measure entirely designed to screw exiting long term employees over so companies no longer need to make any vacation payouts.
Here’s where the second problem begins. As employees realize this screw-over job and to make up for the lack of accrued time, this means employees will need to take as much vacation as is allowed without getting fired in the process. Since you can’t accrue, you now need to use.
Accrued PTO vs Unlimited Vacation
Businesses don’t seem to understand the ramifications of this perk on its workforce. The first ramification is that employees with accrued PTO no longer get the exit vacation payday. This is significant when exiting your employer and moving on. But, this only occurs on a termination event. Employees should remain cognizant of this event, but even more employers should remain cognizant of how this will change how vacation is used. As an employer, it means you need to understand how to retain your workforce better.
Here’s the second problem in a nutshell. PTO encourages employees to stockpile their vacation and rarely take it. Up to 50% of the workforce does this. However, Unlimited Vacation encourages employees to take as much vacation as they can legitimately get away with.
With PTO, employees might work and work and work with little time off. With UV, more employees will take more time off, thus working less. This is something that HR and management will need to understand about this benefit. If the point is to get people to take more time off, then UV is the answer. If you’re trying to encourage people to stay at their desks and work, PTO is the answer… but has the end payout.
It really all depends on how you want your staff to work. If you want people at their desks not taking time off, then PTO is your answer. If you want people constantly taking time off, then UV is your answer. Sure, UV saves you on the exit payments, but at the cost of people taking more time off throughout the year. It does one more thing.
The up to 50% of employees who rarely take time off will change their work ethic to include significantly more time off. Since they know can no longer stockpile and get that payday when leaving, they will now be encouraged to take time off to make up for that loss of money. This means that a workforce that you relied on to work excessive hours to make ends meet will no longer continue that trend in your business.
If you think that people will continue the same type of vacation behaviors they used with PTO when on UV, you’re mistaken. People will use what they are owed. If they are encouraged to take time off, they will whenever possible. This means that for the folks who rarely (if ever) took PTO days will now begin scheduling more time off throughout the year. That’s not because it’s unlimited, but because they understand that they no longer get the payout at the end. This compromise ensures they get the equivalent benefit and that means scheduling and taking time off. There’s entirely nothing the HR team can do about this change in vacation usage behavior when on the Unlimited Vacation plan.
It’s a use-it-or-lose it situation. If you never take vacation with PTO, you can justify it with the payout at the end. If you never take vacation with UV, not only do you get no time off, you get no payout at the end. It’s simple math. No payout at the end means using more vacation time to get the equivalent benefit. Employees aren’t stupid and they will realize this paradigm shift and compensate accordingly.
This outcome will happen. You can even watch your employees behaviors after you convert from a PTO to UV system. I guarantee, your employees will notice, understand and modify their vacation schedule accordingly. This may impact your business, so caveat emptor.
Good or Bad?
That’s for each company to decide. More employees taking more vacation is good for the employee and their morale. But, it may negatively impact the productivity of your business. With PTO, people not taking vacation means more productivity. With UV and more vacation time off, this likely means less productivity. It might mean a happier and less stressed workforce, but it likely also means less work getting done.
I’m not saying any individual will take excessive time off. No, I’m not saying that at all. That’s simply not possible. What I am saying is that if 40-50% of your workforce never takes time off under a PTO plan, you will likely find that number reduces to less than 10% of your workforce not taking time off with a UV system. That’s a significant amount more people taking time off throughout the year than on a PTO system.
If you delude yourself into thinking employees who don’t take vacation time off will continue a PTO trend on a UV plan, your HR team is very much mistaken. I can also guarantee that if managers deny vacation requests to keep employees at their desks, this too will backfire and your talent will leave. This will become a catch-22 problem in your business.
As an employer, you spend a lot of money hiring talent. You also spend a lot of money holding onto that talent. Why jeopardize all of that with a policy like UV that won’t really do what what you hoped it would? On paper, it seems like a great cost saving policy. In practicality, it will likely backfire on your company’s productivity efforts and cost you more money in the end, but not for the reasons you think.
Conversion Process
You may find that if you are converting from some other vacation system to unlimited that people do continue their traditional habits. However, that will change over time both as turnover happens and as people realize their loss of PTO payout. Once employees wake up to the realities of the new system, the amount of employees requesting and taking vacation will increase.
A UV policy will make it more difficult on the managers to juggle vacation timing, fairness and who can take what when. This will increase manager load by taking them away from managing projects and deadlines to managing the minutiae of juggling even more staff vacations.
Hourly Employees versus Salary Employees
This type of perk works best in salaried environments. With hourly employees, trying to offer a perk like Unlimited Vacation won’t really work well. This is particularly true of employees working in a call center or similar type environments. With salaried tech workers, this kind of benefit may work for you with the caveats that have been thus far described.
Startup or Established Company
If you run a startup, you should stay away from the Unlimited Vacation policy entirely. It won’t do your business any favors. Sure, it’s more cost effective, but only when long term employees leave. If you’re a startup, you won’t have long term employees to worry about for a while. Your duty is to entice your talent to stay, not leave. If you have a problem with a revolving door of staff, then you have a much bigger problem than a benefit like Unlimited Vacation. The problem for a startup is that a UV plan encourages more people to take vacation more often rather than stockpiling it for use later. Again, more workload for a manager to juggle vacation schedules rather than handling projects and deadlines.
In a startup, a UV policy means more people taking time off. This isn’t what you want when you need all hands on deck to keep the business afloat. You want most people at their desks and readily available at all times. When people take vacation, they expect to be cut off from their job including no email, no pager and no contact. And, rightly it should be. If you’re on vacation, you’re on vacation. PTO plans encourage staff to accrue now and take time off much, much later, perhaps years later. With a UV plan, this encourages more people to take vacation regularly. Not exactly what you need in a startup. PTO works for a startup because employees stockpile and then once the business is off the ground years later, they will then take their vacations. This is why PTOs are actually better for a startup than a perk like UV.
If your business is established with 500 or more employees, then implementing an Unlimited Vacation policy might be worthwhile depending. With larger numbers of staff, there’s more opportunity for someone to cover an employee who’s out. This means if your 40%-50% staff who are stockpiling decide to start taking vacation in increasing numbers, you can withstand this change in your workforce behavior.
It’s up to you to decide how to operate your business, but PTO vs UV is one perk you should thoroughly investigate and then weigh all pros and cons before implementing it. Don’t do it simply because it might (or might not) save you some cash when employees exit. Do it because it’s the right plan for your business’s current operating goals.
What does “moving the plot forward” really mean?
This is a good question and it’s a question that many recent screenwriters and storytellers have lost sight of in their zeal to create blockbuster entertainment. Let’s explore the answer to this question.
Important Details
What is good storytelling? Good storytelling is the ability of the writer to keep the audience’s interest, develop interesting characters, tie story details together and all while keeping the story moving. How does this all work?
It means that if you introduce something into your story that’s important enough to call your audience’s attention to it, then it’s important enough to bring it around later and give it closure. It’s as simple as a character pulling a box of cereal from the cabinet, spilling it into a bowl and putting it away all in the span of a page or two. That’s a quick open and close to that box of cereal. Not only is it an important character detail… “the character likes cereal”, it can be used as metaphor for your character (spilling the beans or in other foreshadowing ways).
If it’s important enough to understand that the character likes cereal, then it’s important enough to bring that plot detail back later. It’s also important to use this plot device. If a character pours a bowl of cereal, have them at least take a bite. You don’t pour out food as a thing to do. You do it because you’re hungry.
It’s can also be as detailed as a character buying a car at the beginning of the story and driving it cross country to their destination. It’s the thing that helped the character get where they needed to go.
There’s lots of story reasons that make both that box of cereal or that car important in the larger story and to carry the story forward. It’s that realization later that, “Oh, now I understand why that [insert thing] was shown to me 30 minutes earlier.”
Character Motivation
Characters need motivation to do the things they do. If the movie is about a missing child, then the parent as a main character has a goal of getting the child back. Their motivation is then doing whatever it takes to make that happen. Motivation is a critical plot point that many fail to understand or use properly. Without proper character motivation that the audience can understand, the story doesn’t work.
Unimportant Plot Details
Recently, many stories are breaking the “moving the plot forward” rule and are writing and presenting details that don’t have any follow up or, indeed, any relevance to the story.
In murder mysteries, these “seemingly unimportant details” are important to throw the audience off and make the audience assume the wrong thing about who did it. Typically, murder mysteries either quash or validate all of those seemingly unimportant details in the end to explain how it was done. In a fantasy story, including these types of details only serves to slow (or stop) the plot and bore the audience. Worse, when the audience looks back over the story as a whole, they realize that they wasted 15 or 20 minutes of their lives on details that didn’t progress the story.
This is important, particularly when telling a story that needs to make sense (specifically if it’s part of a series of books or films). If you’re writing for a film, you need to treat each film is a standalone entity and as a whole, never as a part of a set. The only time a detail should be left open is at the very end to create a cliffhanger. Cliffhangers should only be introduced at the very end of a story, never in the middle of your story. However, foreshadowing is a form of a seemingly unimportant detail, but that can be easily overlooked because of its lack of context for the audience at the time.
A cliffhanger introduced in the middle of the story makes you look like an amateur author. That is, someone who can’t be bothered to close all ends of presented details. If you don’t close details, you better make it appear to be intentional. Otherwise, it’s an amateur move.
Introduction of Scenes
Many movies today introduce scenes into films that have no followup and no explanation. If you’re planning to have your characters do something in a scene, that scene must be important for something in the future.
For example, if your characters need to go to the grocery story to pick up something, then make the grocery store scene count in some way. The characters meet someone there who imparts an important story detail or item (even if hidden). Use the scene as important to the story. If showing the grocery store is important enough to describe in detail, then it should be important enough to advance the plot. Otherwise, cut the scene out. Simply explain the characters have left for the store at the end of one chapter and have the characters arrive back from the store at the beginning of the next chapter and skip the grocery store environment altogether.
The point is, if a scene is important enough to include and describe in detail, then the scene should impart important plot details that move the story forward.
Montage Scenes
There are many ways to show passage of time. On the pages of a novel, you can do it between chapters simply by explaining the date and time when appropriate. On screen, it’s simple enough to show passage of time through a montage of daily activities. Instead of deep diving into every activity, you simply show a quick succession of scenes that show details (shopping, driving, running, tennis, etc). Whatever the scenes are, they should impart character details that lead up to wherever the plot is heading. It isn’t important to show everything the character does, but it may be important to know some of the daily activities a character enjoys doing when developing a character.
Again, if it’s important enough to show the details, it’s important to use this information to advance the plot. When it’s important to show a bunch of details in quick succession, this can be done through montage scenes without character dialog. In fact, tension scenes and montage scenes without character dialog are a whole lot more effective than characters talking or arguing.
Write with Intention
The point to all of this is, as a writer, you need to write with intention. Make every word you write count towards the plot. If you write a scene that doesn’t make sense, doesn’t follow logic, is out of character or doesn’t impart any new or relevant information, cut it. Scenes that stagnate the story make the writer seem distracted and amateur. Write with relevance, write with detail, write with intention.
Sure, go ahead and write and get your story done. But, be prepared to edit and trim those sections and details that don’t affect the plot. If you’re writing an action story, then you want to keep the action going. Having your character stop and spend 30 minutes in a cemetery bereaving a loved one doesn’t move your story forward. Cut it. The only time you could use this is if your action character goes to the cemetery looking for bad guys. Setting this location up for an action scene is fine, but just going there not to do anything, that’s story death.
Always keep your story genre in your mind when writing. If you’re writing a murder mystery, then keep on that track. If you’re writing an action fantasy story, then make sure it stays true to that. If you’re writing a family drama, then stay true to that. Don’t hop around genres hoping to hit gold. The audience will not only end up confused, they won’t know what’s going on. Stick to your genre.
Closing Threads
If you bring up a story detail early, be sure to close it later. What that means is, when writing your story, keep a list of open story items and then find the best places to close them. If you can’t find a place to close a detail, get rid of it from the story as it’s an unimportant detail.
For example, if a character drops their car off at a mechanic at the beginning of the story, then make sure the character picks it up later. It could be at the very end of the story or it could be anywhere along the way. Just make sure it happens. If the audience gets to the end of the story and is still left wondering what happened to the car (or why the car detail was included), you’ve failed as a writer. If you leave two or three of these plot devices open, it makes you look amateur. Close all open threads in meaningful ways and at appropriate times.
Visual Storytelling versus The Written Word
In a novel, it’s important to describe very detailed descriptions of a scene, of the character’s dress, demeanor, looks and so on. When writing for the screen, let the visual elements do the talking. You don’t need to have characters describe what they are seeing or doing. It’s redundant and unimportant and can be seen by the audience. The only time this works is if a character is talking to another character on the phone or over a radio. Here it’s important because not only is the audience finding out what’s going on on the other end of the phone, more importantly, so is the character.
It’s more important to have the characters unfold their stories themselves rather than catering to the audience. In visual mediums like film and TV, let the camera describe the scene. Don’t have the character (or a narrator) do this unless the character is blind or in some other way handicapped and needs this information. It has to make sense for the character in the story. Never cater to the audience by describing in visual medium. In the written word, it’s required to describe all of the details because the audience won’t have any other way to get this information.
In a way, a novel is just the opposite for descriptions than visual medium. You almost have to be too verbose when composing for the written word. When composing for film, you want to be the least verbally descriptive as possible. Let the audiences see the wonder themselves.
Writing for the Characters
The story is always about the characters, never about the audience. Sure, you can have the character break the “fourth wall” if it’s an important story detail (i.e., a running gag). The problem is, breaking the “fourth wall” takes you out of the story and is firmly rooted in writing gags for the audience. If you take your story seriously, then don’t do this. For some stories and characters, it works fine. For anyone writing a story where the characters are the most important thing, then don’t write gags for the audience.
Humor is fine when it’s between the characters, but when it becomes the characters interacting with the audience, this stops the story and makes the audience realize the gag (and loss of suspension of disbelief).
Suspension of Disbelief
To rope an audience into your story, writing solid, believable characters is the key. It doesn’t matter what the characters are doing or where they are placed, it matters that the audience believes the characters can do those things in those places. This is a powerful concept that is also the key to good storytelling. Doing even one thing that ruins this suspension of disbelief ruins your story. It’s the thing that can make or break your writing efforts. This concept is the quintessential key. Having an audience suspend their disbelief and buy into your fanciful world is the magic of a successful story.
For example, using a fourth wall gag can make or break your story. It also requires a certain kind of story to succeed. In other words, adding such a fourth wall gag makes your life as a writer much more difficult. If you’re not accustomed to what goes along with such a gag, you should avoid it. I’d also recommend avoiding it because it really does nothing to progress the story and it does much to discredit your story up to that point.
Cliché Tropes
Let me say right now that nothing today is original. There is always something that can be found as derivative of something else. As a writer, you have to accept that notion going into your story. What makes your story original is not the setup, or the locations or even the plot, but how your characters deal with their situations. Characters are what drive stories. Yet, tropes are what make stories fanciful and, sometimes, fun to watch. Using them isn’t necessarily a bad thing. Overusing them, however, most certainly can be bad. Using a trope here and there can make the story familiar to the audience. Familiarity allows for the audience to latch onto your story faster and ‘get into it’.
There are lesser used and more frequently used tropes. You should avoid the frequently used tropes and focus on those that are lesser used. Having your characters doing something a little bit unexpected or unpredictable can make the story work better. Tropes add predictability to the story. This can be a good thing when you’re trying to lead the audience off the track of what the characters are really doing. This allows you to trick your audience into believing one thing, when the characters are actually doing something else. Some audience members will see right through that, though. You have to expect that.
I’m not saying not to use tropes, just use them sparingly and at appropriate times. Again, write with intention. Make every word and thought count. If you’re including it, make sure that it serves a purpose (even if it’s a cliché trope).
Character Development
This is probably the most important element to establishing suspension of disbelief. Grounding your characters in a reality that your audience can understand goes a long way towards getting your story off of the ground. Basically, you want to properly introduce your main characters at appropriate times. Your main characters should, unless the story warrants it, remain throughout the entire length of your tale. They may face adversity, trials and even risk life and limb, but they should survive the tale.
Killing off your established characters is not only a waste, but usually unnecessary. On the other hand, secondary characters can be treated with all of the careless abandon that you choose. If they live for a page, so be it. If they fall off of a cliff, so be it. If they disappear and reappear in the story, so be it. It’s entirely up to you how you handle secondary characters.
When building your main characters, it’s important to understand their motivations, wants, likes, dislikes, hobbies and desires. You can unfold these along the way, particularly when it’s important to move the story forward. With secondary characters, you don’t go nearly as deep. Secondary characters are, for all intents and purposes, scenery. They’re there to show that other people live in this same universe, but they don’t need to be fleshed out to exacting detail.
Identifying Plot Moving Details
If you intend to flesh out a secondary character with heavy detail, then you should make them a main character or avoid fleshing them out. The home life and kids of a cashier at the above grocery store is an unimportant detail. It slows down the plot and story pacing to learn more of this character when she serves no future purpose in the plot. If the cashier doesn’t swoop in to save the day at the end, then there’s no point in including heavy detail about that character.
This is how you identify useless versus useful plot points. If you introduce a plot point and it comes around later, then the point of introduction did move the story forward. If you introduce a plot point and it never comes around later, then it didn’t move the story forward. Anything that doesn’t serve to move the story forward should be cut from the story.
This is why you need to read and re-read your story several times front to back. Then, let other people read it and offer feedback on your story’s logic. If you’re a one-man team writing a story without getting outside feedback, then your story is likely nowhere near as good as you think it is. It takes other people to help you find the weak spots and fix them. Constructive criticism is always your friend. Use it to improve your stories. The final advice is, never take your first story draft as your final. Nothing is ever written perfectly the first draft. Not even this blog article.
Examples of Bad Storytelling
I didn’t include any real entertainment production examples in this article because I want it to remain as an objective guide to would-be storytellers rather than as a rant against any specific entertainment production, even though those productions well deserve the rants.
With that said, I do intend to write a follow-up article with examples identifying recent entertainment story failures and call out why and how they failed. I will also mention that this problem is not limited to film and novels. It also rears its ugly head in video games and in TV series. I will also mention that some bad storytelling isn’t always the direct fault of the writer. Though, the writer is somewhat culpable. Instead, it can be because of politics within the production (i.e., inclusion riders). Sometimes characters or specific actors are forced into a story, not because they were there, but because the producer wants it in the production. This forces the director to introduce something that shouldn’t be there and throws off the entire story’s logic. Note, I do classify this politically correct shoehorning as a failure in writing.
Basically, when writing your story’s setting, make sure to represent all ethnic groups and genders equally or face the consequences if your story is ever optioned for the big or small screen. Otherwise, expect your period piece’s story logic to fall apart when an ethnic cast is chosen to play a small white mostly male mid-America town set in the 70s.
Note, there is tons more that I could write about this topic. However, this guide is simply intended as an ‘Intro Guide’ on good storytelling. If you would like me to flesh out this article in more detail, please leave a comment below about what you would like to see included.
Rant Time: Adobe VoCo’s ethical dilemma
I have to wonder about Adobe’s business ethics at times. First, there’s Photoshop. While I can admit that photo editing has a legitimate purpose, such as correcting red eye or removing telephone
lines or removing reflections of the camera man from a photo, there is the much seedier and ethically murky purpose for Photoshop. Now comes Adobe VoCo. It is a product idea that does for spoken audio what Photoshop does for images. Let’s explore this YouTube clip from 2016:
Skip to 3:18 for the meat of this video.
VoCo’s Use Cases and Ethics
Though, yes, I will concede that the demonstration above was funny and we all laughed, the demonstration has a deep seated ethically murky undertone once the laughing stops. In fact, that’s what prompted this blog article.
Unlike Photoshop which has actual real world use cases (yes, other than making models thinner and glowier for the cover of Vogue), VoCo is one of those unnecessary tools that, while cool in theory, makes Adobe seem that it’s now in the business of causing world disruption instead of actually solving creative problems. After the ethical problems created by Photoshop, Adobe has to know the ethical quandary it introduces by bringing the VoCo audio editing tool to market. Adobe decides to go ahead with demoing this tool anyway. So much for business ethics. Instead, Adobe should have patented and shelved this product idea and never shown it off.
There’s no effective real world use case for this product other than for making someone say things that they actually didn’t say. The only use case where this technology might even be somewhat useful, depending on output quality, is in the voice over industry where an actor might be unavailable at a time when a line needs to be changed to fit continuity better. The voice over industry is the only industry where VoCo could have even the smallest glimmer of hope of a use case. This is such a tiny niche market segment to introduce this tool in such a public spectacle way.
The only other use case would be to sample all of the audio from a particular dead actor or actress’s productions and then recreate lines of new spoken dialog based on that. Again, this is one of those entertainment areas that fits firmly into the uncanny valley, particularly if the spoken lines are attached to a CG actor. Again, this is not a substantial use case in my opinion and is most definitely creepy. It’s definitely not a big enough use case to warrant this public release spectacle. Do we really want to see Marilyn Monroe or Elvis brought back to life on the big screen using CG and VoCo dialog?
There is no other legitimate use case for this product. It’s like Adobe intentionally wants to flaunt its lack of ….
Business Ethics and Self-Editing
Businesses today have no ability to self-edit or recognize ethics. That is, stop ethically bad product ideas from making it to the market. Just thinking about this product and how it could possibly be used, it doesn’t have legitimate use cases (other than the voice over use case I mentioned above). However, there are perhaps thousands of illegitimate uses for this tool. Let’s list a few of them, shall we:
- Falsifying a deposition to make the person being deposed say something they didn’t say
- Falsifying a statement of non-confession to make a person confess to a crime when they didn’t actually confess
- Falsifying a phone conversation
- Changing any spoken words from non-incriminating to incriminating evidence
In legal circles, the use for this tool is ripe for abuse and has use cases as wide as the Grand Canyon and as deep as the Mariana Trench. In other words, while VoCo has no substantial legitimate use cases, it has thousands of illegitimate use cases. There is no way Adobe couldn’t see this. There is no way for Adobe to feign ignorance about this tool or the ethical problems it imposes if released.
Legal Evidence
Some have theorized that this tool would become just as Photoshop has. Basically, because evidence can now be manufactured in products like VoCo, it means that audio evidence would no longer be easily admissible. While that idea has some soundness to it, the legal system is not always technically savvy and can sometimes move at a snail’s pace. Eventually, the courts and lawyers will be on board with this ‘manufactured evidence’ sound clip idea, but not before several someones are incriminated over manufactured evidence that isn’t caught in time.
Some have theorized that Adobe should watermark the sound clip. The difficulty with audio watermarking is that it ruins the audio. No one would buy a professional audio tool that intentionally makes the audio sound bad or introduces something that is audibly noticeable, strictly because Adobe wants to insert a watermark to legally cover their collective butts. No. No one would buy a tool that causes damage to the audio output. This means that only a silent kind of watermark could be introduced. Such a watermark would consist primarily as a tag within the saved audio clip file. Any tags introduced in a save file can easily be stripped away by converting the audio clip to a new format or by playing the audio clip back and recording it on analog equipment. In fact, a whole industry and set of tools would likely appear to strip out any watermarks imposed by Adobe onto the saved files.
Unless there is a substantial way to identify that the clip has been edited, and I don’t know how Adobe could even solve this problem fully, VoCo is a tool that would end up more abused than legitimately used.
Flawed Product Ideas
While this is somewhat of a cool technological advancement, it doesn’t need to exist. It doesn’t need to exist because it has basically one limited use case. I’d argue that as a production runner, you can just wait until the voice actor becomes available and ask them to re-record the lines you need. That is, instead of using a tool like this. A tool like VoCo might save you some time, but by demanding such a tool for your use, it means the rest of the world must also endure the consequences of a world full of falsified evidence. Is that the world you want to live in? Evidence that could even be used against you, the audio editor. No, thanks.
However, it’s clear that prototype code has been written based on the video above. This means that Adobe could release such a product into the wild in the future. Thankfully, as of this article in 2018, this product does not yet exist. Unfortunately, Adobe has already opened Pandora’s box. A working prototype means that any coder with leanings towards audio engineering could produce a similar tool and release it into the wild without the help of Adobe. Thanks Adobe.
It is as yet unclear when or if this product could ever be released. Note that this video segment apparently showcases experimental product ideas (products that may never see the light of day) and not actual products. After all, such a legally murky product would have to clear Adobe’s legal team before release. Considering the many negative use cases for such an audio editing product and the legal liability that Adobe might endure as a result, I’d hope that Adobe’s legal team has shelved this product idea permanently.
Agree or disagree? Please leave a comment below. Also, don’t miss any new Randocity articles by subscribing to this blog via clicking the blue follow button at the top right.
Rant Time: Snapchat’s update failure
In business, the quest is always to provide the best most consistent user interface (UI) and the easiest user experience (UX) possible. Sometimes, that doesn’t always work as planned. Sometimes, it outright fails and backfires. Let’s explore.
Flickr
Before 2014, Flickr had a very useful grid layout. Sometime during 2013/2014 Marissa’s then team decided to “reinvent” Flickr. They gave it a facelift and then rolled it out to much user ire. While it’s every company’s right to make design changes to their application as they see fit, it can also spell doom to an application. Flickr was no exception. After Flickr updated their app in 2014, this drastic UI change immediately drew the anger of thousands of Flickr users. Yet, Flickr still hasn’t changed anything substantial in spite of the massive number complaints. The UI is still the disaster it was designed to be and does not in any way offer what it formerly did.
The formerly well spaced grid layout was convenient and easy to use in that it showed how many views of each photo at a glance. With the new tight grid interface of random sized images, you now have to drill into each and every photo separately to find the views of that specific photo. Sure, you can use the statistics page to see which photos are most popular or most interesting, but that’s of little concession when you simply want to see how well your most recent photos are doing at a glance. In short, the latest Flickr interface introduced in 2014 still sucks and Yahoo has done nothing to right this wrong. I’d venture to guess there are fewer users using Flickr now than ever, particularly with newer apps such as Instagram, Snapchat and Facebook… and speaking of Snapchat…
Snapchat’s Update
As of February 10, 2018 and taking a page from Flickr’s playbook, Snapchat decided to roll out a brand new interface to its app. An update that has, just like Flickr, drawn the ire of many of its app users. Some users are lamenting this new interface so much, they are seriously contemplating app deletion. Because of the app’s unannounced surprise layout, some Snapchat users were unable figure out how to post causing them to lose their streaks (a way to measure how many consecutive days a user has posted). Some users streaks have been running for several hundred days. Others are just ranting about what they don’t like about it. Here’s what some Twitter users are saying:
What a disaster. Do these companies even perform basic usability testing before a release?
Design Fails
The old saying goes, “If it ain’t broke, don’t fix it”. Literally, what problems was Snapchat trying to solve with this update? If you’re planning on a UI and UX redesign, you better throw in some bones for the users to go with it. Give people a reason to want to use the interface and they’re willing to overlook other minor inconveniences. Without such bones, it ends up as merely a change for change’s sake without offering up any useful new features. Burying UI components in ever deeper layers is not more UI efficient and does not offer up a better user experience. I’m not even sure what Snapchat was thinking when they decided to roll out this UI update.
Test, test and more testing
Here’s where the rubber meets the road. If you make a UI/UX change without adding anything useful into the app for the end user, what have you accomplished as a designer? The answer is, nothing. As a designer, you have failed. Changing a UI design requires careful consideration, even more careful planning and product usability testing. This means actually giving your app to your primary target demographic and letting them use it for a few days. Let them tell you what’s wrong with it, what they like and what they dislike. Do this long before putting the new update in the app store for general release. If you do this, you can avoid the problems that Flickr and Snapchat faced with their UI and UX redesigns. If you don’t do this, you end up in the news. Failure is not an option, but so many companies fall into this trap not really knowing how to get out of it.
Rollback Plan
If the Tweet above is true regarding that support team reponse stating that there is no way to roll back, then that’s a failure on the part of the application’s designers. You should always design a rollback plan into your releases. You can’t know what may fail as a result of a release, so offering a rollback plan should always be part of a release.
If you fail to test and fail to include a rollback plan, you’ll end up just like Snapchat (and Flickr) … that is, in the news for all the wrong reasons. What this says is that the Snapchat design team should be fired and replaced. Failure is not something any company needs to endure, especially when that failure is so visible and makes your company look inept…. and it was all preventable. In this day and age, there is absolutely no reason why companies release software into the wild that angers its user base in this way. Seriously, that is such an amateur move, it’s a wonder such companies even remains in business. Worse, after such a seriously amateur move and after the dust settles, you may not have much of a business left. Your app is your lifeblood. Screw it up and you’re done.
Overconfidence
Snapchat clearly doesn’t understand its audience. Teens are some of the most finicky users on the planet. It doesn’t take much for them to dump something and move onto the next better thing. Changing a UI interface that angers so many of them is the quickest way to lose the userbase you’ve spent so much time and effort attracting. Perhaps Snapchat will realize its mistake and correct it pronto? Perhaps it will pull a Flickr and let users suffer through with the horrible new design and not change it. With Flickr, Yahoo at least had some leverage because of all of the professional photographers entrenched in the service. Where would they go? With Snapchat, the company does not have this luxury. Snapchat isn’t a required service like Flickr is to professional photographers. This fail could easily lead to the demise of Snapchat.
It’s time for Snapchat to seriously consider all of its options here, but let’s hope they come to the right decision and rollback the interface and rethink it’s UI and UX design. Best of all, maybe they have learned a valuable lesson in software design… test your interface on your primary demographic before you ever consider a release.
Can Bitcoin’s bubble burst the economy?
Yes! Let’s explore.
Housing Bubble
Back in 2007, what drove the home mortgage collapse was a combination of factors, but one of the biggest factors that tipped the scale was speculative home buying. That is, people who would double or triple mortgage their homes to pay for secondary homes. When the home mortgage market unraveled, all of those multiple homeowners lost everything. Not only did they lose their secondary homes, but they also lost their primary residence and they ended up bankrupted to boot. I’ve heard tales of people who had taken out 3 or even 4 different mortgages on their home to pay off secondary homes. When those ARMs came due, it all came tumbling down. I know one person who, at their height, owned up to 4 homes and ended up living out of an RV when the home mortgage collapse was over. Do you want to end up being that person?
Bitcoin and the Crypto Bubble
Behaviors don’t change. The fastest way to get a pile of cash is taking out a new mortgage on your home. Today, my belief is that what’s driving up Bitcoin and Ethereum is speculative buying from people who don’t have money to spend. People who are using credit cards and second or third mortgages to buy into these markets thinking they can make a quick buck. The real danger is, of course, when Bitcoin collapses and these folks cannot pay off those loans.
Will Bitcoin collapse? Upward rises on investment products at the unprecedented level that has come to Bitcoin is not sustainable. In fact, Bitcoin’s actual value is no where near the sky high prices that it’s currently seeing. There will be a correction. How deep that correction goes is up for debate. However, it doesn’t really matter how deep it ends up. It only needs to be deep enough to put speculators underwater on their loans forcing them to fail to repay their additional mortgage(s) they used to buy into the Bitcoin market.
It would only take a small correction to wipe out speculators using risky loan vehicles as money sources. It only takes a limited number of speculators to fail to start the dominoes falling.
Economic Danger
The red flags are here and they’re waving boldly. Yet, of course, no one is looking at them. If a Bitcoin correction begins to collapse those speculator’s second and third mortgages, it will take with it first mortgages and the home mortgage market may face yet another collapse. What tertiary triggers fail after that is unknown. Does AIG still sell derivatives? Do other insurance companies? Are there other risky investment vehicles tied to these second and third mortgages that could topple Wall Street yet again? Are there risky investments tied to Bitcoin?
We don’t know. What we do know is that Bitcoin (and the rise of the secondary crypto currencies) could easily knock over the first few dominoes after a correction and start the economic decline. The danger is here and it’s very real.
Word to Speculators
Unless you invested in Bitcoin back in 2011 or so, you’re too late for this party. If you’ve recently taken out loans (no matter the source) to fund a Bitcoin investment, you need to get out of it as rapidly as you possibly can and pay off that loan. Holding onto Bitcoin hoping for long term millions is most assuredly going to backfire on you and ruin your financial world.
My best guess is that you have about 5 months before the whole thing topples. Yes, it could take a little longer or it could be sooner. What starts that topple is anyone’s guess, but it will happen. Having Bitcoin go from $1700 to $17000 to $21000 in less than a year is insane. Anyone in their right mind knows that investments don’t grow that fast. Something nasty is afoot. Do you want to find out the hard way? If so, invest more, but don’t say I didn’t warn you when your world collapses.
Economy and Investment Ties
Unfortunately, economic markets are tied together in very loose, but established ways. When a collapse of any single investment vehicle begins, it takes with it all kinds of other unrelated investments and markets. This means that even your IRA which is investing in vehicles unrelated to Bitcoin will take a hit when Bitcoin collapses. Why? because institutional investors who’ve just lost a pile of cash on Bitcoin will sell out of their holdings in their other investments (which your IRA may be investing in) to make up for their Bitcoin losses and/or to pay off speculative loans they lost money on. This will drive down those unrelated markets and cause IRAs and other similar investment accounts to lose significant value.
If we could see into the future, it would be easy to tell you when to sell out of your holdings in your IRA and wait for the wrath to end. Unfortunately, there is no such crystal ball available. You will need to use your best judgement when you feel is the best time. No one can predict that for you.
There is simply no way to know just how deep this cut will go when the correction occurs. It all very much depends on where the money is coming from that’s driving up Bitcoin (and other crypto). Right now, that information is not transparent at all. But, it is nearly guaranteed that some of the money is coming from Wall Street institutional investors, investment funds and possibly even banks and insurance companies. And… this is the biggest danger to unrelated investment vehicles.
Even if you don’t have a single dime invested in Bitcoin, that won’t necessarily protect your finances and investments from exposure to a crypto bubble burst.
How do I protect my finances?
The short answer is, it’s not easy. Because the markets are so closely tied and there’s so much institutional investing made all over, you can’t know who’s exposed to Bitcoin. The only real way to protect your financial future is to sell out of the markets and wait it out. But, no one can tell you when is the best time to sell. You just need to watch Bitcoin and other cryptocurrencies closely and then wait to see what happens. However, by the time you realize that it’s time to sell, it may be too late. Earlier, in these cases, is always safer. However, too early also means you may lose gains you could have realized if you left your investments in place. So, it’s ultimately your call when to choose the best time to protect your financial future.
Rant Time: Apple iPhone, MS Exchange and Security Policies
If you’re like me, you like to use your phone device as your catch all email reader, including for your company email. Many corporate email solutions choose MS Exchange and/or Office 365 for their mail services. This article is here to inform you exactly what can happen to your iPhone when connecting to Exchange to access your corporate email. Apple has slipped this feature set in under the radar and, worse, doesn’t inform the users or request consent. Let’s explore.
Overreaching Policies and Exchange
I’ve never been one to think that Apple isn’t transparent about its technologies, but in this case, I think I have to make an exception. Apple slipped this technology change in without so much as an eye-blink. What is this change, you’re now wondering? Well, I’ll tell you.
If you connect your iOS device (iPhone, iPad, iPod Touch, etc) to an Active Sync Exchange mail server, the systems administrator operating that Exchange server can muck about with settings on your entire device. What mucking about can they do? We’ll, here’s a short list:
- They can wipe your entire device through a single exchange server request
- They can change system settings on your device to prevent using certain functions on iOS, such as disabling the ability to turn off passcodes or modifying other settings on your operating system, possibly even up to disabling iCloud entirely.
- They can deny connection to the service if your device is set with an insecure setup or jailbroken
- There are many other security policies they can apply to your device without your knowledge or consent.
Now, I can hear the Exchange Admins all over the world groaning right now. Well, the jig is up. You’ve had your fun for far too long. Unless the company is paying not only for the device, but for the service on the device, these changes are WAY WAY overreaching for the simple act of reading email. The only thing Exchange should be able to do is wipe the mail data left over from that Exchange server. You should not be able to set or change security settings on the entire device. Additionally, users should be able to grant or deny such overreaching settings coming from Exchange. Operating systems have had this feature for years… requesting the root password to make such sweeping changes. This same should be available on the iPhone (or any mobile device).
Mail Service Connectors modifying OS settings?
This was my question… why is this possible?
That the Exchange Service can make these global operating system changes to an iPhone is a way overreaching and abusive use of mail services. Mail applications (or any app for that matter) should NEVER be able to muck about with operating system settings at that level any more than a browser can. This is not only a security risk in itself, it leaves iOS devices open to security vulnerabilities because the mail app could become compromised and used to nefariously mess up iOS. Worse, if there are two or more Exchange Server connections to the mail app, which one rules when policies are applied? They both can’t apply differing security settings and expect them both to work properly.
Of course, the biggest problem is wiping your device. There should be no possible way a mail application should be capable of instantiating a wipe command ever. This is an amazing intentionally introduced vulnerability that I’m surprised to find exists in this day and age. Mail applications should never have this level of access to any device. In fact, the only allowed wiping should be done by the user of the device through a service such as Find My iPhone behind the user’s iCloud login and password and in no other place. I’m sorry… if corporate admins want to be able to wipe lost devices, they should do it through another method… not through the Exchange mail service protocol. Mail services should be for mail services, not for pushing extraneous other functions. This was never the purpose of a mail server and this should never be possible through a mail server connection. It should also not be possible without the user’s prior knowledge or consent.
Devices and Settings
Apple needs to quickly obsolete and remove this capability from the mail app. This was an unnecessarily overreaching decision that has no place on iOS. If corporate admins wish to apply corporate policy to devices, then whatever protocol makes this change needs to inform the user of each and every policy change that will be applied to the device and let the iPhone user make the choice of whether or not to accept those policies changes. If the corporate admins want to make global policy changes to iOS, it should be through an entirely different application and system.
Perhaps Apple needs to roll out a separate application and service that allows corporate admins to make these sweeping changes to iOS. Changes that will inform the user, that the user can track through this new app and that the user can opt out of if they wish. Right now, the only way to remove the applied global settings is to remove the Exchange connector from iOS. Even then, some of the applied settings may remain set and may require a wipe and restore to clear.
Unfortunately today, Exchange can silently push policies to your device up to and including wiping your device. When I say, “wipe the device”, I mean wipe it entirely. Yes, that means data and settings lost in an unrecoverable way. The data lost does include your photos, notes and any other personal information. This means that by connecting Exchange to the built-in Mail app, you’ve given your corporate admins control over your device simply for the convenience of reading email.
How can I protect my iPhone?
Don’t use any Exchange servers with the built-in Mail app on iOS. Instead, if you need access to Exchange email, install the Outlook app which is available on the app store. The Outlook app does not have access to modify any system settings and cannot wipe your entire phone, just as it should be. However, the Exchange server can wipe email data from inside Outlook. I’m perfectly fine with that. As long as Exchange’s modifications remain contained inside the Outlook app alone, that’s perfectly acceptable.
No mail server connection should ever be able to modify an iPhone’s global system settings in such a blatant and sweeping way. Apple, you need to fix this issue pronto. If you want to allow policy changes over the entire phone, then design and build a policy application with an API. Then, like Facebook apps, request the user to approve access to this API for any application that needs to use it and require connection to the iCloud login and password to activate it. Also, allow the user to revoke access to the API and undo all policy changes at any time. Once connected, offer an app with a UI to allow the iPhone user to see what settings are being altered on the phone. Also through this app, allow the iPhone owner to make changes (when possible) to these policy grants on the device. If those changes are incompatible with a specific service’s policies, then notify the user that that service will be removed from the device if changes are made.
Few companies pay for phones today and instead leech off of employees who pay for their own phones and services. If the company is paying for the phone and service, then they can do whatever they want with it. If I’m paying for the phone and monthly service, then it’s my decision over what happens on the device. Granting access to email should never let any mail service take control over my device in such a vulnerable way, especially when I never consented to that give that level of access.
Rant Time: Don’t ever wipe your network settings in iOS
I’ve been recently trying to solve a problem with T-Mobile which ended up a bust because of the absolute sheer uselessness of T-Mobile staff about the iPhone and Apple Watch features. I will write a separate rant about that entire disaster, but let me lead with this rant that’s a little more critical. Let’s explore.
Apple’s iCloud
What is this thing? It’s a way to store settings and various data in Apple’s network cloud storage. This seems like a great idea until you realize what Apple keeps ganging up into this storage area. Then, you might actually think twice about using this feature.
While you might realize that Apple iCloud service will backup your photos and other data stored on your iPhone, it also stores other things you might not realize, like your WiFi network passwords, your Safari logins and passwords and various other sensitive data. What that means is that if Apple’s iCloud is ever compromised, your passwords could be completely captured by a hacker. Depending on whether Apple has stored this data encrypted strongly or not (probably not), you may end up having to change every password you have ever typed and stored on your iPhone.
Now, while that is a security problem, that’s not the problem that this article is intended to address. Let’s continue.
Apple Geniuses Are Anything But
I was recently talking to an AppleCare staffer who, when trying to solve my T-Mobile problem, requested that I wipe my network settings on my iPhone. I explicitly asked this staffer if it would also wipe my iCloud passwords. She, of anyone on this planet, should have known the answer to this question working for Apple. Unfortunately, I have very quickly learned that Apple is now hiring the lowest grunts of the grunts who simply don’t give a shit nor do they even understand the technology they are hawking. Apple, train your staff. Which leads to …
Never, Ever EVER wipe your network settings on any iOS iCloud device
No matter how much anyone begs or pleads you to do this, tell them, “NO”. And, if anyone ever tries to do this to one of your devices sharing a single iCloud login, you need to grab the device back from them PRONTO and stop them.
The answer to my question I asked Apple is that wiping network settings on your phone does, in fact, indeed wipe all of your network settings in iCloud! Why is this important? If you have multiple devices sharing your iCloud ID and settings, after wiping a single device, all of your WiFi passwords are also wiped for ALL other iCloud devices. This means that every single iCloud device suddenly and explicitly drops its WiFi connection.
This also means you will need to go back to each device and manually re-type your WiFi password into each and every device. This is the only way for the device to log back into iCloud and relearn all of its knowledge of all newly recreated settings.
This is an absolute PAIN IN THE ASS, Apple! So, if anyone ever asks you to wipe your network settings on your iPhone or iPad participating in iCloud, don’t do it! Note that even signing out of iCloud and wiping may cause the same problem once you log it back in. So, I wouldn’t even try this knowing Apple’s crappy network designs. Simply tell the person asking, “Not only no, but hell no” and have them figure out another way to resolve whatever the problem is.
So, there you have it.
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