BASUKIHatiku

@Filsafat_Muslim Inilah kedewasaan berpikir sesungguhnya.🙏

@elonmusk Assalamualaikum 🇮🇩

This conspiracy theory that birds are actually government spy drones is … totally false

@elonmusk @EFarraro Assalamualaikum 🇮🇩

@EFarraro Exactly, problems in organizational structure always manifest as problems in the product

INEFFICIENCIES IN LARGE ORGANIZATIONS There exists a phenomenon in my many big organizations called 'shipping the org chart'. It means that in your product, users will be able to understand your org chart by how different pieces of the product work (or don't work) together. Take the fictional org chart below All 3 teams - DM, Email, and Notifications - have the job of communicating with and notifying the user about various events in the product. However, because each piece of the product is siloed in its own org, it can lead to less-than-ideal experience for actual users. It also means that in many cases, the tech stack of these teams diverge from each other, and teams end up needing to implement the same logic that one of their peer teams already did. ORGANIZATIONAL BLOAT The org chart also leads to organizational bloat and inefficiency as well. Each team is asked to deliver more than the year before, and naturally - asks for more headcount to do it. Teams make their headcount ask and then receive some fraction of that, and then begin hiring. Over time, this means that organizations inevitably grow over time, often in perpetuity, as expectations and goals increase every year. Pretty soon a small 8 person team is now a 50 person monstrosity. In this fictional org chart, there are now also new levels of management (to justify the Director-level promo!), adding additional layers between the engineers and the Executive team. What's worse is that correcting organizational bloat becomes difficult. Managers are often expected to manager larger and larger teams in order to justify a next level promotion. Engineers on teams naturally form friendships and their identity at the company becomes intertwined with the team they're a part of. Moving people between teams or shuttering projects leads to churn and conflict. It also means that once formed, teams tend to continue to operate and focus on whatever they were originally tasked with doing, even if what they were tasked with doing is no longer important to the business. This is also hard to fix without an executive team that's willing to reprioritize. Ironically, at large companies, there is simultaneously too much work to do, and also not enough. Big companies have big problems to solve which requires people, but on each individual team, it can often be the case where a team is overstaffed, and there is little interesting or challenging work for engineers to work on. There's typically no incentive to 'give up' headcount, and so by default, teams tend to hoard resources. This naturally leads to a situation where companies just continue hiring and we end up where we're at today. CONCLUSION Unfortunately, org design and solving the problem of companies becoming slow over time is not an easy one to solve, and is more of an art than a science. In the original example, we might better align the teams by creating a 'Messaging' team lead that focuses on how the product communicates through users in different channels (DM, Emails or Notification) and is expected to align resource allocations and technology to reduce inefficiency between teams. Another approach, depending on the size of the company, might be to cut out the middle level completely and have a flatter org that is more accountable to the executive team. All of these approaches have pros and cons and none of them are inherently 'better' than any other. It's common to switch between these models or reorg as the company grows or priorities shift. One of the most eye opening aspects of Twitter 2.0 has been moving to a flatter, more fluid org structure. Engineers often move fluidly between priorities without regard to reporting structure. The result is the right people work on the right project at the right time. And with a single layer of managers between the Executive team and the engineers, it means less politics and less barriers to actually getting work done.

@elonmusk Assalamualaikum 🇮🇩

Quanto sei bella Roma!

@celoteh_paimin In Shaa Allah 🙏🏻

Selamat malam Indonesia Saya bangga menjadi warga negara Indonesia, tetapi saya tidak tahu apakah Indonesia bangga punya warga negara seperti saya? entahlah... #CelahAwan

@elonmusk Assalamualaikum 🇮🇩

Bold

@hansssolo Iye 🙏🏻

Tak bisa dipungkiri bahwa Konstitusi menjamin setiap orang menyatakan pendapat atau kritik, tapi dalam menyampaikannya tentunya ada tatakrama dan sopan-santun untuk menjaga martabat dan kehormatan yang dikritik. . news.republika.co.id/berita/rw5zas3…

@elonmusk @Hebro_Steele Assalamualaikum 🇮🇩

@Hebro_Steele Many Twitter employees feel unsafe coming to work in downtown SF and have had their car windows smashed. They also got such a null response from the police that they rarely even bother reporting crimes anymore, because nothing happens.

You hear about how bad San Francisco is. I was filming a shot of my father , Shelby Steele, and in the ten minutes we were gone our SUV was broken into and nearly $15k of cameras stolen. Called 911 & they hung up twice.

@Tesla Assalamualaikum 🇮🇩

Sentry Mode enables your Tesla to monitor & record potential threats while parked

@elonmusk Assalamualaikum 🇮🇩

@catatanganjar Assalamualaikum 🙏🏻 Palu Sulawesi Tengah hadir pa Ganjar

@elonmusk Assalamualaikum 🙏🏻

@JhonPandi118646 @mediaindonesia 👍👍

@mediaindonesia Wkkwkww... Mungkin anda salah menilai.. tujuan nya karna partai PDI perjuangan Kasihan Melihat Partai Demokrat yang di gantung gantung harapan nya oleh partai NASDEM.. Saran saya sich lebih baik Partai Demokrat keluar dari koalisi yg tak jelas arahan nya itu .. Kwkwkwkw...

Langkah PDIP menawarkan posisi cawapres kepada AHY dilakukan untuk memecah soliditas koalisi pendukung Anies Baswedan mediaindonesia.com/politik-dan-hu…

@heidiklum 🤲🤲

What an inspiring story… What an incredible voice… I can see a Grammy in the future for Putri ❤️❤️❤️ #AGT twitter.com/AGT/status/166…

@islah_bahrawi Sepakat,👍

Membaca, menulis dan lalu mendiskusikan dengan siapapun adalah dialektika keilmuan yang harus terus mentradisi. Tanpa kebencian dan caci maki. "Discussing is believing."

@generasiunyu Amin 🤲

@hasyimmah Tepat sekali 🙏🏻🙏🏻

Nilai emas kan sebenarnya hanya soal kesepakatan. Memangnya kalau sudah punya banyak emas begini, mau diapain? Dimakan gak bisa, jadi energi ya nggak juga, menetralkan polusi juga gak bisa, bahkan jadi pengharum ruangan pun tak bisa. Ya cuma semua sepakat itu mahal, gitu aja.

Pa Habibie tdk terlupakan bagi kami, karena kami menganggap Presiden terbaik yg pernah di miliki Indonesia 🇮🇩 Al Fatihah buat beliau Amin 🤲

Jangan pernah Telapak ini, menyakiti sesamamu. 🙏🏻🙏🏻

@rosalinalotak Amin 🤲

Semoga Allah pertemukan aq dgn sahabat, dan teman2 yg baik...

@Biantara_0 The next kerja............💪

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