As I sat there in English class, I stared at the girl next to me. She was my so called
“best friend”. I stared at her long, silky hair, and wished she was mine. But she didn’t notice me like that, and I knew it.

After class, she walked up to me and asked me for the notes she had missed the day before and handed them to her. She said “thanks” and gave me a kiss on the cheek. I wanted to tell her, I want her to know that I don’t want to be just friends, I love her but I’m just too shy, and I don’t know why.

11th grade

The phone rang. On the other end, it was her. She was in tears, mumbling on and on about how her love had broke her heart. She asked me to come over because she didn’t want to be alone, so I did. As I sat next to her on the sofa, I stared at her soft eyes, wishing she was mine. After 2 hours, one Drew Barrymore movie, and three bags of chips, she decided to go to sleep.

She looked at me, said “thanks” and gave me a kiss on the cheek. I want to tell her, I want her to know that I don’t want to be just friends, I love her but I’m just too shy, and I don’t know why.

Senior year

The day before prom she walked to my locker. “My date is sick” she said; he’s not going to go well, I didn’t have a date, and in 7th grade, we made a promise that if neither of us had dates, we would go together just as “best friends”. So we did. Prom night, after everything was over, I was standing at her front door step! I stared at her as she smiled at me and stared at me with her crystal eyes. I want her to be mine, but she isn’t think of me like that, and I know it. Then she said “I had the best time, thanks!” and gave me a kiss on the cheek. I want to tell her, I want her to know that I don’t want to be just friends, I love her but I’m just too shy, and I don’t know why.

Graduation Day

A day passed, then a week, then a month. Before I could blink, it was graduation day. I watched as her perfect body floated like an angel up on stage to get her diploma. I wanted her to be mine, but she didn’t notice me like that, and I knew it. Before everyone went home, she came to me in her smock and hat, and cried as I hugged her. Then she lifted her head from my shoulder and said, “you’re my best friend, thanks” and gave me a kiss on the cheek. I want to tell her, I want her to know that I don’t want to be just friends, I love her but I’m just too shy, and I don’t know why.

A Few Years Later

Now I sit in the pews of the church. That girl is getting married now. I watched her say “I do” and drive off to her new life, married to another man. I wanted her to be mine, but she didn`t see me like that, and I knew it. But before she drove away, she came to me and said “you came!”. She said “thanks” and kissed me on the cheek. I want to tell her, I want her to know that I don’t want to be just friends, I love her but I’m just too shy, and I don’t know why.

Funeral

Years passed, I looked down at the coffin of a girl who used to be my “best friend”. At the service, they read a diary entry she had wrote in her high school years. This is what it read:

I stare at him wishing he was mine, but he doesn’t notice me like that, and I know it. I want to tell him, I want him to know that I don’t want to be just friends, I love him but I’m just too shy, and I don’t know why. I wish he would tell me he loved me!

I wish I did too… I thought to my self, and I cried

Her husband drives her to the airport and wishes her to have a good trip.

The wife answers, “Thank you honey, what would you like me to bring for you?”

The husband laughs and says, “An Italian girl!!!”

The woman kept quiet and left.

Two weeks later he picks her up in the airport and asks, “So, honey, how the trip was?”

“Very good, thank you.”

“And, what happened to my present?”

“Which present?” She asked.

“The one I asked for – an Italian girl!!” “Oh, that” she said “Well, I did what I could; now we have to wait for few months to see if it is a girl!!!”

How much was this one going to cost?!!!

Wait a minute.What was this? Huh Some kind of joke? Certainly not a
ticket.

Sanjay began to read:

“Dear Sanjay,
Once upon a time I had a lovely daughter. She was six when killed by a
car. You guessed it – a speeding driver’s car. A fine and three months
in jail, and the man was free. Free to hug his three daughters. I only
had one, and I’m going to have to wait until Heaven, before I can ever
hug her again. A thousand times I’ve tried to forgive that man. A
thousand times I thought I had. Maybe I did, but I need to do it again.
Even now. Pray for me.. And be careful, Sanjay, my son is all I have
left.”

Sanjay turned around in time to see the cop’s car pull away and head
down the road. He watched until it disappeared. A full 15 minutes later,
he too, pulled away and drove slowly home, praying for forgiveness and
hugging a surprised wife and kids when he arrived.

Life is precious. Handle it with care.

The priest replied, “That was a wonderful thing you did, my son! And you have no need to confess that.”

“It’s worse than that, father. She started to repay me with sexual favors.”

The priest said, “By doing that, you were both in great danger. However, two people under those circumstances can be very tempted to act that way. But if you are truly sorry for your actions, you are indeed forgiven.”

“Thank you, Father. That’s a great load off my mind. But I do have one more question .”

“And what is that?” asked the priest.

“Should I tell her the war is over?”

DOCTOR: “Don’t worry; I’ll put some cream on it.”

MAN: “You will never find that bee. It must be miles away by now.”

DOCTOR: “No, you don’t understand! I’ll put some
cream on the place you were stung.”

MAN: “Oh! It happened in the garden where I was
sitting under a tree.”‘

DOCTOR (in anger): “No, no, you IDIOT! I mean on which part of your body did that bee sting.”
MAN (still screaming in pain): “On my finger! The bee stung me on my finger and it really hurts.”

DOCTOR (banging his fist, abusing and shouting):
“Which one?”
MAN (innocently): “How am I to know? All bees look the same to me.”

No matter what you call your team-based improvement effort: continuous improvement, total quality, lean manufacturing or self-directed work teams, you are striving to improve results for customers. Few organizations, however, are totally pleased with the results their team improvement efforts produce. If your team improvement efforts are not living up to your expectations, this self-diagnosing checklist may tell you why. Successful team building, that creates effective, focused work teams, requires attention to each of the following.

* Clear Expectations: Has executive leadership clearly communicated its expectations for the team’s performance and expected outcomes? Do team members understand why the team was created? Is the organization demonstrating constancy of purpose in supporting the team with resources of people, time and money? Does the work of the team receive sufficient emphasis as a priority in terms of the time, discussion, attention and interest directed its way by executive leaders?

* Context: Do team members understand why they are participating on the team? Do they understand how the strategy of using teams will help the organization attain its communicated business goals? Can team members define their team’s importance to the accomplishment of corporate goals? Does the team understand where its work fits in the total context of the organization’s goals, principles, vision and values?

* Commitment: Do team members want to participate on the team? Do team members feel the team mission is important? Are members committed to accomplishing the team mission and expected outcomes? Do team members perceive their service as valuable to the organization and to their own careers? Do team members anticipate recognition for their contributions? Do team members expect their skills to grow and develop on the team? Are team members excited and challenged by the team opportunity?

* Competence: Does the team feel that it has the appropriate people participating? (As an example, in a process improvement, is each step of the process represented on the team?) Does the team feel that its members have the knowledge, skill and capability to address the issues for which the team was formed? If not, does the team have access to the help it needs? Does the team feel it has the resources, strategies and support needed to accomplish its mission?

* Charter: Has the team taken its assigned area of responsibility and designed its own mission, vision and strategies to accomplish the mission. Has the team defined and communicated its goals; its anticipated outcomes and contributions; its timelines; and how it will measure both the outcomes of its work and the process the team followed to accomplish their task? Does the leadership team or other coordinating group support what the team has designed?

* Control: Does the team have enough freedom and empowerment to feel the ownership necessary to accomplish its charter? At the same time, do team members clearly understand their boundaries? How far may members go in pursuit of solutions? Are limitations (i.e. monetary and time resources) defined at the beginning of the project before the team experiences barriers and rework?

Is the team’s reporting relationship and accountability understood by all members of the organization? Has the organization defined the team’s authority? To make recommendations? To implement its plan? Is there a defined review process so both the team and the organization are consistently aligned in direction and purpose? Do team members hold each other accountable for project timelines, commitments and results? Does the organization have a plan to increase opportunities for self-management among organization members?

* Collaboration: Does the team understand team and group process? Do members understand the stages of group development? Are team members working together effectively interpersonally? Do all team members understand the roles and responsibilities of team members? team leaders? team recorders? Can the team approach problem solving, process improvement, goal setting and measurement jointly? Do team members cooperate to accomplish the team charter? Has the team established group norms or rules of conduct in areas such as conflict resolution, consensus decision making and meeting management? Is the team using an appropriate strategy to accomplish its action plan?

* Communication: Are team members clear about the priority of their tasks? Is there an established method for the teams to give feedback and receive honest performance feedback? Does the organization provide important business information regularly? Do the teams understand the complete context for their existence? Do team members communicate clearly and honestly with each other? Do team members bring diverse opinions to the table? Are necessary conflicts raised and addressed?

* Creative Innovation: Is the organization really interested in change? Does it value creative thinking, unique solutions, and new ideas? Does it reward people who take reasonable risks to make improvements? Or does it reward the people who fit in and maintain the status quo? Does it provide the training, education, access to books and films, and field trips necessary to stimulate new thinking?

* Consequences: Do team members feel responsible and accountable for team achievements? Are rewards and recognition supplied when teams are successful? Is reasonable risk respected and encouraged in the organization? Do team members fear reprisal? Do team members spend their time finger pointing rather than resolving problems? Is the organization designing reward systems that recognize both team and individual performance? Is the organization planning to share gains and increased profitability with team and individual contributors? Can contributors see their impact on increased organization success?

* Coordination: Are teams coordinated by a central leadership team that assists the groups to obtain what they need for success? Have priorities and resource allocation been planned across departments? Do teams understand the concept of the internal customer—the next process, anyone to whom they provide a product or a service? Are cross-functional and multi-department teams common and working together effectively? Is the organization developing a customer-focused process-focused orientation and moving away from traditional departmental thinking?

* Cultural Change: Does the organization recognize that the team-based, collaborative, empowering, enabling organizational culture of the future is different than the traditional, hierarchical organization it may currently be? Is the organization planning to or in the process of changing how it rewards, recognizes, appraises, hires, develops, plans with, motivates and manages the people it employs?

Does the organization plan to use failures for learning and support reasonable risk? Does the organization recognize that the more it can change its climate to support teams, the more it will receive in pay back from the work of the teams?

Spend time and attention on each of these twelve tips to ensure your work teams contribute most effectively to your business success. Your team members will love you, your business will soar, and empowered people will “own” and be responsible for their work processes. Can your work life get any better than this?

Calculates the first day of current month

Calculates the first day of next month

Calculates the last day of the previous month

Calculates the last day of the current month

Calculates the last day of the next month

Calculates the first day of the year

Calculates the first day of the quater

Calculates the first monday of the month

Calculates the last day of the prior month

Calculates the last day of the prior year

Calculates the last day of the current year

Calculates the monday of the current week

Calculates the yesterdays date

Calculates the todays date

Calculates the tommorows date

Calculates the 15th day of previous month

Calculates the 15th day of current month

Calculates the 15th day of next month

Gets the name of the current month

Gets the weekday name of the current date

Gets the weekday name of the current date next year

Gets the weekday name of the current date last year

1. ASP.NET Web Forms. Until recently, this was the only pillar of ASP.NET. Everything was done using the familiar rich server-side controls that many have grown to love (and some have learned to despise which is the seed for the other three pillars).

So what’s wrong with Web Forms? Well, many developers believe that ASP.NET Web Forms are too much of a black box with a healthy-dose of black magic. There’s a price you pay for the Web Form event model and lifecycle and that price is control over the exchange of data between server and browser. Some say the Web Form model with its incessant ViewState is a pig. The Web Form model also makes it difficult to create testable applications and practice test-driven development (TDD). On the other hand, ASP.NET AJAX and ASP.NET MVC (pillars 2 and 3, respectively) come with a steep learning curve, and for many developers will take longer to develop the equivalent application. Pillar 4 (Dynamic Data), on the other hand, has limited applicability, IMO.

My opinion is that with the possible exception of Dynamic Data for the creation of simpler intranet applications, nothing in my mind beats ASP.NET Web Forms (especially when paired with the ASP.NET AJAX UpdatePanel control) for creating good, solid, and responsive applications that, while not the leanest and meanest of applications nor very testable, are easy to grok and master for the novice through advanced developer. Web forms are also the best match for the developer looking to make the move to ASP.NET from Microsoft desktop (Win Forms or WPF) development. And with each new version, Microsoft is making it easier to tame the pig (ViewState) and reduce its size: ASP.NET 2.0 introduced ControlState and ASP.NET 4.0 changes the inheritance model of ViewState so it will be easier to turn off ViewState by default and only turn it on when needed.

2. ASP.NET AJAX. This pillar came to life with the ASP.NET AJAX Extensions for ASP.NET 2.0 / Visual Studio 2005. ASP.NET AJAX is now integrated into ASP.NET and Visual Studio 2008 and consists of both a set of server-side controls as well as the AJAX client-side libraries. In regards to its existence as a “pillar,” I would argue that Microsoft is really only talking about the client-side of ASP.NET AJAX. The reason I say this is that the Upgrade Panel and other server-side AJAX controls merely extend the Web Form pillar, giving Web Form controls the ability to do asynchronous postbacks.

There are many in the hard-core ASP.NET AJAX community that believe that a true AJAX application needs to be built from the ground up without the use of Web Forms and the server-side controls. Using this approach, ASP.NET merely becomes a way to emit HTML with embedded JavaScript (and references to the Microsoft ASP.NET AJAX and JQuery libraries) that calls back to ASP.NET (or WCF) web services. When the HTML and JavaScript hit the browser, that’s when the action begins.

The promise of this approach is a much snappier user interface and a much more scalable web site. On the downside, this requires programming in a loosely-typed language with a weird inheritance model, spotty support for IntelliSense, and, while improved, lousy debugger support. Another downside, the lack of smart client-side controls is likely to be remedied in the ASP.NET 4.0 timeframe. Microsoft is busy improving the client-side story, complete with client-side controls, for ASP.NET 4.0 (if you are curious, check out http://asp.net/ajax and click on the “ASP.NET AJAX Preview on CodePlex” link for a peek at what’s coming). Regardless, I believe this pillar will always be for a subset of ASP.NET developers who don’t shun the client-side.

3. ASP.NET MVC. This pillar is the newest to emerge from Microsoft. In fact, as of this writing, it’s only a couple of weeks old, having been released at Mix09. Some ASP.NET curmudgeons would call this a throwback to the days of ASP “classic” spaghetti code, but for many others–especially the alt.net crowd and transplants from Ruby and Java–this represents the cat’s pajamas on the Microsoft web stack. (Of course, it’s amazing how quickly developers find problems in the latest programmer’s paradise–usually before its release–and I’m sure the MVC aficionados are already looking to the next release.)

The basic idea behind ASP.NET MVC is to separate out the three concerns of the MVC pattern: the model, view, and controller. The model represents the data model, the view is the user interface that presents the data and interacts with the user, and the controller is the command center that takes inputs from the view, pushes and pulls data into/from the model, and decides what to do next. By separating out these concerns (as purely as possible), you improve the ability to create unit tests for your applications and, at least on some level, improve application maintainability. If you are into test driven development, then this is the pillar to hook your horse to.

4. Dynamic Data. IMO, Dynamic Data is a misnomer. From its name, one would tend to think this is yet another data access technology from Microsoft. It is not. I would have preferred Microsoft to use the name Dynamic Application or Dynamic Application Builder. MSDN Help says, “ASP.NET Dynamic Data is a framework that lets you create data-driven ASP.NET Web applications easily.”

You start with Dynamic Data by creating a database and then using either LINQ to SQL or the Entity Framework to create a model over your data. Next, create a new project or web site in Visual Studio 2008 (with SP1) using one of the Dynamic Data Web Application templates, make a fairly simple change to the web site’s Global.asax, and Visual Studio builds a dynamic ASP.NET application over your data model. The resulting site support the creation, retrieval, updating, and deletion (commonly referred to as the CRUD operations) of rows in the underlying database.

Dynamic Data uses what is termed dynamic scaffolding to construct your application. This means if you change your data model, the application will be instantly updated: there’s no code that needs to be re-generated.

Dynamic Data is customizable. Thus, if you don’t like how Dynamic Data presents a datatype or a particular field, or want to change how it performs validation of a field, you can change the templates behind these. You can also change the master page used as well as a number of other details.

Kudos to Microsoft for Dynamic Data–even though I hate the name. Just realize that this pillar, unlike the other three, is only applicable to a subset of ASP.NET applications that fit in well with the Dynamic Data approach to applications: applications, which are primarily data-centric, intranet-based applications. That said I could see many places where I might use Dynamic Data, though I am still trying to work through the security implications of opening up the database for pretty much unrestricted reading and writing of database tables.