6 items on »typolis:« tagged with
»learning«
2006.12.14, 21:31
Interview #1 Vol. 4 - on education on and off the job
Not relying on expatriates the station in Poznań became a regular company with warehousemen, executives in the warehouse, people for administration, controlling, human resource management, planning, computing, accounting, purchasing, technical administration, ... Thus it is an independently functioning company - set up as a Polish company with its own board of executives.
When establishing the station, Panopa was looking for a closer contact to the technical university and logistic institute. Installing all the cross-divisional supply chain functions it would have been a unique chance to bind junior staff members to the company. Being in the early stage of development it would have been quite easy to integrate students writing their examination paper who in return could have profited from the experiences of the experts responsible to build up the company. Unfortunately, Panopa did not succeed. The only student who was interested was a guy who had Polish roots but had grown up and studied in Germany.
A lose exchange with the German headquarter is established when Polish employees attend programs on how to meet the quality standard of calculating propositions. Therefore they visit the German headquarters and are introduced how propositions are made, which devices are used, how the program works, ... Based on the same idea the Polish man in charge for controlling spends several weeks at a time in Germany to watch and learn when new software was purchased.
Besides the technical aspects this sort of exchange is to get acquainted to the practices of doing things, to the way decisions are made... ("So das nach Möglichkeit die Standards und Entscheidungswege so wie wir sie hier haben nach dorthin übertragen werden." Dr. Hucht, 16.02 min.) This ensures a smooth working flow: a decision on investment in or for Poznań is a decision that has to be backed up by the German parent company as well. This means that the decision making process is initiated and prepared in Poznań, that the plan then is accredited by the board of executives and is afterwards - like all other projects of Panopa - passed to the German board of executives. Therefore it is helpful to work by the same structures and the same forms and preprints.
In the field of qualification management all employees are trained in Germany. Workshops are certified on a pan-European level and employees in all divisions and countries of Panopa can take part in a training run in Duisburg by the German headquarter. The participants then are observed by the responsible German employees of Panopa in an auditing at their respective work setting. Participating successfully employees can acquire a pan-European certificate guaranteeing quality management.
Besides this advanced training, Panopa conducts driving classes for forklift drivers. This is simply due to the fact that the company did not find enough employees in this field. Panopa also faced problems with fake documents ("Sie können in Polen nicht unbedingt glauben, dass wenn Ihnen einer einen Schein vorlegt, dass das nicht der vom Bruder ist." Vieth, 18.07 min.) Consequently every applicant gets to take driving classes to make sure he can actually drive a forklift. This training is completely financed by Panopa even though they are confronted with a high fluctuation rate: potential employees take the benefits of the extra qualification and apply at other companies. Nevertheless, Panopa sees this to be the only way to get qualified forklift drivers. ("Anders hat man keine Chance - sie kriegen keine Staplerfahrer." Vieth, 18.32 min.)
In general the workforce is characterized by a high fluctuation rate. Panopa tries to meet that by appropriate payments and by fair working conditions, thus keeping their staff happy. However, the extreme high fluctuation rate does not come about by employees switching to other companies in the area of Poznań but by the general shift of workforce towards other European countries, especially Ireland and England. Last year 8000 young people from the area of Poznań alone moved to work abroad. Having graduated from university and knowing English well enough they plan on two, three, four years abroad to earn the big bucks and to then return to Poland when the market has grown even more. By then they know perfect English, German already anyway and have a solid education. ("Die sprechen dann Deutsch, sprechen Englisch und haben eine entsprechende Ausbildung." Vieth, 19.29 min.)
Education in general plays an important role. Mr. Vieth says that he experienced the Polish staff to be extremely eager for knowledge. Being offered a training at the weekend Germany employees would ask for extra payment and a substituting day off, while Polish employees would only ask for the training's fee to be paid. ("Die polnischen Mitarbeiter, so wie ich sie da kennengelernt habe, sind unheimlich wissbegierig. Ich bring's mal knapp auf einen Nenner: wenn Sie in Deutschland ein Mitarbeiter fragen, ob er Samstag, Sonntag Zeit hat, dann ist meistens die erste Frage: 'Wie wird das vergütet?', 'Wann krieg ich dafür frei?' [...] In Polen ist die einzige Frage: 'Wer bezahlt den Lehrgang?' [...] Der Mitarbeiter will nichts haben." Vieth, 19.45 min. "Da ist der Wille zu lernen deutlich stärker ausgeprägt als bei uns." Vieth, 20.30 min. "Das ganze Ausbildungsgeschäft läuft Samstag/Sonntag, nicht unter der Woche." Vieth, 20.38 min.)
Meeting this eagerness to learn with additional training offers, Panopa manages to bind employees to the company and profits from the advantages of home-grown staff.
Nevertheless, Panopa has problems to find enough employees. Additional to the high emigration rate there is also a tight competition among companies because they are all looking for the same kind of employee. Even though they are partners Volkswagen and Panopa ran into problems building up their subsidiaries at the same time. While Volkswagen was stocking up their staff from 2000 employees to 5000, Panopa was complementing their staff from 130 to 700 employees nowadays. Consequently it was difficult to alone fill the positions but also to find good people for the managerial levels. To keep the people in the management level proves to be just as difficult for the very same reasons: the competition for good employees is high. But competing in raising the salary is difficult. The budgets are quite reduced since everybody tries to produce as cheap as possible. ("Das heißt, da war der Bedarf für Leute da, gleichzeitig der wachsende Trend ins Ausland zu gehen, gepaart mit anderen Unternehmen, die sich in Polen ansiedeln, das heißt der Wettberwerb um gute Leute ist schon sehr groß. Damit natürlich auch die Schwierigkeit, die dann über finanzielle Möglichkeiten - denn was anderes ist es im Endeffekt erstmal nicht - so zu motivieren, dass sie bei der Stange bleiben. Weil gleichzeitig unser Kunde natürlich nach Polen geht, um günstiger zu werden. Das heißt, es ist auch nicht so ohne weiteres möglich über einen festgelegten Preis pro Fahrzeug, den wir da bekommen für unsere Dienstleistung, jetzt zu sagen, ich halt die Führungskräfte indem ich finanzielle Zugeständnisse mache. Weil der Topf aus dem das bezahlt wird, der ist einfach mal fix. Unser Kunde wird da nicht sagen: 'Na gut, dann zahl ich dir auch wieder mehr, weil du jetzt mehr Geld ausgeben musst, um deine Leute entsprechend zu motivieren." Dr. Hucht, 21.36 min).
Talking so much about education, I wondered if many people take vocational retraining like it happened in Germany after the reunification.
Mr. Vieth says that actually a lot of people understand their German studies and their accordant language skills as a basis to work in a German company. Even though they are not qualified for any specific job. ("Viele, die Germanistik dort unten studieren, nutzen ihre Deutschkenntnisse, um in deutschen Unternehmen zu arbeiten. Das hat nichts damit zu tun, dass die vom Fach sind. Sie werden dort unten niemanden finden, einen Polen, der deutsch spricht und nebenbei perfekt im Buchhaltungswesen ist. Den werden Sie überhaupt nicht treffen. Den müssen Sie ausbilden. Die Bereitschaft muss man mitbringen, wenn man sich dort langfristig etablieren will und auch einen vernünftigen Stamm ausbauen will." Vieth, 22.40 min.)
In general there is no system of apprenticeship like we know it in Germany. While we run through a dual structure of training-on-the-job and additional school, people in Poland get into their jobs by additional training. If somebody might apply for a job in accounting that person would attend a three-week program in accounting. The workshops would of course take place during the weekend while the applicant learns the actual work on the job. ("Das läuft wirklich gezielt: So, sie soll jetzt in die Buchhaltung. Jetzt macht sie drei Wochen an den Wochenenden jeweils den Lehrgang, den Lehrgang, den Lehrgang." Vieth, 23.32 min. "Das läuft also nicht wie bei uns im dualen Ausbildungssystem mit Berufsschule und nebenbei arbeiten." Vieth, 23.53 min.)
At the same time Panopa employs quite some students. Financially limited most students have to work to afford their studies. Thus they work as forklift driver during the week and study at the weekend: up to 18 hours. ("Die müssen einerseits das Geld verdienen, damit sie ihre Wohnung, ihre Familie bezahlen können und das Studium läuft am Wochenende, Samstag, Sonntag: Samstag 10 Stunden und Sonntags acht Stunden. Da machen die jedes Wochenende 18 Stunden." Vieth, 2nd: 02.01 min.)
Thus working at Panopa is not seen as a basis for entering a career in the company - it simply pays money. On the other hand studying - as was mentioned before - serves first of all the purpose to obtain a certificate of higher education. Everything else can be arranged afterwards.
Most of the staff will not stay at Panopa once they finished their studies. The company simply cannot take so many employees considering that there are only around 60 positions in administration while the rest of the 650 jobs are merely operational.
When establishing the station, Panopa was looking for a closer contact to the technical university and logistic institute. Installing all the cross-divisional supply chain functions it would have been a unique chance to bind junior staff members to the company. Being in the early stage of development it would have been quite easy to integrate students writing their examination paper who in return could have profited from the experiences of the experts responsible to build up the company. Unfortunately, Panopa did not succeed. The only student who was interested was a guy who had Polish roots but had grown up and studied in Germany.
A lose exchange with the German headquarter is established when Polish employees attend programs on how to meet the quality standard of calculating propositions. Therefore they visit the German headquarters and are introduced how propositions are made, which devices are used, how the program works, ... Based on the same idea the Polish man in charge for controlling spends several weeks at a time in Germany to watch and learn when new software was purchased.
Besides the technical aspects this sort of exchange is to get acquainted to the practices of doing things, to the way decisions are made... ("So das nach Möglichkeit die Standards und Entscheidungswege so wie wir sie hier haben nach dorthin übertragen werden." Dr. Hucht, 16.02 min.) This ensures a smooth working flow: a decision on investment in or for Poznań is a decision that has to be backed up by the German parent company as well. This means that the decision making process is initiated and prepared in Poznań, that the plan then is accredited by the board of executives and is afterwards - like all other projects of Panopa - passed to the German board of executives. Therefore it is helpful to work by the same structures and the same forms and preprints.
In the field of qualification management all employees are trained in Germany. Workshops are certified on a pan-European level and employees in all divisions and countries of Panopa can take part in a training run in Duisburg by the German headquarter. The participants then are observed by the responsible German employees of Panopa in an auditing at their respective work setting. Participating successfully employees can acquire a pan-European certificate guaranteeing quality management.
Besides this advanced training, Panopa conducts driving classes for forklift drivers. This is simply due to the fact that the company did not find enough employees in this field. Panopa also faced problems with fake documents ("Sie können in Polen nicht unbedingt glauben, dass wenn Ihnen einer einen Schein vorlegt, dass das nicht der vom Bruder ist." Vieth, 18.07 min.) Consequently every applicant gets to take driving classes to make sure he can actually drive a forklift. This training is completely financed by Panopa even though they are confronted with a high fluctuation rate: potential employees take the benefits of the extra qualification and apply at other companies. Nevertheless, Panopa sees this to be the only way to get qualified forklift drivers. ("Anders hat man keine Chance - sie kriegen keine Staplerfahrer." Vieth, 18.32 min.)
In general the workforce is characterized by a high fluctuation rate. Panopa tries to meet that by appropriate payments and by fair working conditions, thus keeping their staff happy. However, the extreme high fluctuation rate does not come about by employees switching to other companies in the area of Poznań but by the general shift of workforce towards other European countries, especially Ireland and England. Last year 8000 young people from the area of Poznań alone moved to work abroad. Having graduated from university and knowing English well enough they plan on two, three, four years abroad to earn the big bucks and to then return to Poland when the market has grown even more. By then they know perfect English, German already anyway and have a solid education. ("Die sprechen dann Deutsch, sprechen Englisch und haben eine entsprechende Ausbildung." Vieth, 19.29 min.)
Education in general plays an important role. Mr. Vieth says that he experienced the Polish staff to be extremely eager for knowledge. Being offered a training at the weekend Germany employees would ask for extra payment and a substituting day off, while Polish employees would only ask for the training's fee to be paid. ("Die polnischen Mitarbeiter, so wie ich sie da kennengelernt habe, sind unheimlich wissbegierig. Ich bring's mal knapp auf einen Nenner: wenn Sie in Deutschland ein Mitarbeiter fragen, ob er Samstag, Sonntag Zeit hat, dann ist meistens die erste Frage: 'Wie wird das vergütet?', 'Wann krieg ich dafür frei?' [...] In Polen ist die einzige Frage: 'Wer bezahlt den Lehrgang?' [...] Der Mitarbeiter will nichts haben." Vieth, 19.45 min. "Da ist der Wille zu lernen deutlich stärker ausgeprägt als bei uns." Vieth, 20.30 min. "Das ganze Ausbildungsgeschäft läuft Samstag/Sonntag, nicht unter der Woche." Vieth, 20.38 min.)
Meeting this eagerness to learn with additional training offers, Panopa manages to bind employees to the company and profits from the advantages of home-grown staff.
Nevertheless, Panopa has problems to find enough employees. Additional to the high emigration rate there is also a tight competition among companies because they are all looking for the same kind of employee. Even though they are partners Volkswagen and Panopa ran into problems building up their subsidiaries at the same time. While Volkswagen was stocking up their staff from 2000 employees to 5000, Panopa was complementing their staff from 130 to 700 employees nowadays. Consequently it was difficult to alone fill the positions but also to find good people for the managerial levels. To keep the people in the management level proves to be just as difficult for the very same reasons: the competition for good employees is high. But competing in raising the salary is difficult. The budgets are quite reduced since everybody tries to produce as cheap as possible. ("Das heißt, da war der Bedarf für Leute da, gleichzeitig der wachsende Trend ins Ausland zu gehen, gepaart mit anderen Unternehmen, die sich in Polen ansiedeln, das heißt der Wettberwerb um gute Leute ist schon sehr groß. Damit natürlich auch die Schwierigkeit, die dann über finanzielle Möglichkeiten - denn was anderes ist es im Endeffekt erstmal nicht - so zu motivieren, dass sie bei der Stange bleiben. Weil gleichzeitig unser Kunde natürlich nach Polen geht, um günstiger zu werden. Das heißt, es ist auch nicht so ohne weiteres möglich über einen festgelegten Preis pro Fahrzeug, den wir da bekommen für unsere Dienstleistung, jetzt zu sagen, ich halt die Führungskräfte indem ich finanzielle Zugeständnisse mache. Weil der Topf aus dem das bezahlt wird, der ist einfach mal fix. Unser Kunde wird da nicht sagen: 'Na gut, dann zahl ich dir auch wieder mehr, weil du jetzt mehr Geld ausgeben musst, um deine Leute entsprechend zu motivieren." Dr. Hucht, 21.36 min).
Talking so much about education, I wondered if many people take vocational retraining like it happened in Germany after the reunification.
Mr. Vieth says that actually a lot of people understand their German studies and their accordant language skills as a basis to work in a German company. Even though they are not qualified for any specific job. ("Viele, die Germanistik dort unten studieren, nutzen ihre Deutschkenntnisse, um in deutschen Unternehmen zu arbeiten. Das hat nichts damit zu tun, dass die vom Fach sind. Sie werden dort unten niemanden finden, einen Polen, der deutsch spricht und nebenbei perfekt im Buchhaltungswesen ist. Den werden Sie überhaupt nicht treffen. Den müssen Sie ausbilden. Die Bereitschaft muss man mitbringen, wenn man sich dort langfristig etablieren will und auch einen vernünftigen Stamm ausbauen will." Vieth, 22.40 min.)
In general there is no system of apprenticeship like we know it in Germany. While we run through a dual structure of training-on-the-job and additional school, people in Poland get into their jobs by additional training. If somebody might apply for a job in accounting that person would attend a three-week program in accounting. The workshops would of course take place during the weekend while the applicant learns the actual work on the job. ("Das läuft wirklich gezielt: So, sie soll jetzt in die Buchhaltung. Jetzt macht sie drei Wochen an den Wochenenden jeweils den Lehrgang, den Lehrgang, den Lehrgang." Vieth, 23.32 min. "Das läuft also nicht wie bei uns im dualen Ausbildungssystem mit Berufsschule und nebenbei arbeiten." Vieth, 23.53 min.)
At the same time Panopa employs quite some students. Financially limited most students have to work to afford their studies. Thus they work as forklift driver during the week and study at the weekend: up to 18 hours. ("Die müssen einerseits das Geld verdienen, damit sie ihre Wohnung, ihre Familie bezahlen können und das Studium läuft am Wochenende, Samstag, Sonntag: Samstag 10 Stunden und Sonntags acht Stunden. Da machen die jedes Wochenende 18 Stunden." Vieth, 2nd: 02.01 min.)
Thus working at Panopa is not seen as a basis for entering a career in the company - it simply pays money. On the other hand studying - as was mentioned before - serves first of all the purpose to obtain a certificate of higher education. Everything else can be arranged afterwards.
Most of the staff will not stay at Panopa once they finished their studies. The company simply cannot take so many employees considering that there are only around 60 positions in administration while the rest of the 650 jobs are merely operational.
2006.10.04, 17:08
Being intrinsically motivated, or not?!
Since obiviously nobody takes the story of Opac and me serious (Marie called my relationship a "running gag" ... excuse me?!) I'll cut it short. My requests got lost - just like that and the lady at the counter actually dared to imply that it might be my fault since first of all I didn't pay and then on top I put them in the right but actually wrong box. I was brought up to be a good girl so I smiled at her and filled in all these ******-*******-requests anew. Now I get the wonderful opportunity to wait ..... and wait ..... and wait until eventually I get the books.
Meanwhile I read some other books. In particular a thesis on Interface-Design for a Web-Based Learning System. It was written here in Weimar by Ulf Schubert in 2001 and might actually free me from reading all these learning and teaching theories myself.
Web-based learning systems were developed to support traditional learning environments such as in schools or universities. They are based on the ideas of self-managed learning and learning in groups. Due to their avaibility as an online-source, it is up to the learning individual to decide on when to study, where to study as well as on how and what to study. The idea of group learning is made possible by the fact that several users can be online and connected to the system at the same time and by the use of communication systems like chats or forums or blogs (yippieh!).
N. Döring is quoted (and I'm trying my best to translate into English): "In all internet-services the user can be information-recipient as well as information-producer, he/she can passively watch or become active, thus proving implicit and social learning to be regular side-effects of regular internet-use." (Döring, N.: Lernen mit dem Internet, S.319)
Since the internet offers such a wide range of information, the user has to learn to differentiate critical what could be useful to him/her. This goes in accordance with the theory of cognitivism which constructed the idea of discovering learning: being driven by curiosity and personal interests the learning individual tries to find his/her own solutions to interesting questions by looking for relevant information independantly. To learn like this can not be forced from outside but relies on an intrinsic motivation which of course is the best foundation to gain intensive and lasting knowledge.
Yes! That's what I'm doing here.
But, actually, in the moment, I really don't care: Basketball is calling..... Yippieh!
Meanwhile I read some other books. In particular a thesis on Interface-Design for a Web-Based Learning System. It was written here in Weimar by Ulf Schubert in 2001 and might actually free me from reading all these learning and teaching theories myself.
Web-based learning systems were developed to support traditional learning environments such as in schools or universities. They are based on the ideas of self-managed learning and learning in groups. Due to their avaibility as an online-source, it is up to the learning individual to decide on when to study, where to study as well as on how and what to study. The idea of group learning is made possible by the fact that several users can be online and connected to the system at the same time and by the use of communication systems like chats or forums or blogs (yippieh!).
N. Döring is quoted (and I'm trying my best to translate into English): "In all internet-services the user can be information-recipient as well as information-producer, he/she can passively watch or become active, thus proving implicit and social learning to be regular side-effects of regular internet-use." (Döring, N.: Lernen mit dem Internet, S.319)
Since the internet offers such a wide range of information, the user has to learn to differentiate critical what could be useful to him/her. This goes in accordance with the theory of cognitivism which constructed the idea of discovering learning: being driven by curiosity and personal interests the learning individual tries to find his/her own solutions to interesting questions by looking for relevant information independantly. To learn like this can not be forced from outside but relies on an intrinsic motivation which of course is the best foundation to gain intensive and lasting knowledge.
Yes! That's what I'm doing here.
But, actually, in the moment, I really don't care: Basketball is calling..... Yippieh!
2006.12.19, 20:30
Educational System
Ok, no this is not information design par excellence. But I'm stuck with this one - so I leave it for now and turn to other things. Have mercy on me and don't pick it completely apart...
(click to see in big and full...)
(click to see in big and full...)
2007.01.03, 22:40
Work in Progress
After thousand of sketches and numerous files (which were mostly white and thus were deleted).... here the state of the art.
First the image I had gotten stuck with the whole d*** day.
I didn't like the colors and it's just too crappily handmade and whatever. Didn't like it at all.
Now I tried to fix it a bit. It's far from being finished, the colors are by no means fixed (even though I see myself to go for neutral), I'm not patient enough to draw filigran lines in the moment, the typo (what's my problem with type?), don't need to have a line-block-bla-background andandand.... If you don't see much of a difference between the sketches... don't tell me. It was a huge step :-) It's a sketch to finish the day, drink a beer with Rosa and get back to it tomorrow and fill it with life.
(click to enlarge)
First the image I had gotten stuck with the whole d*** day.
I didn't like the colors and it's just too crappily handmade and whatever. Didn't like it at all.
Now I tried to fix it a bit. It's far from being finished, the colors are by no means fixed (even though I see myself to go for neutral), I'm not patient enough to draw filigran lines in the moment, the typo (what's my problem with type?), don't need to have a line-block-bla-background andandand.... If you don't see much of a difference between the sketches... don't tell me. It was a huge step :-) It's a sketch to finish the day, drink a beer with Rosa and get back to it tomorrow and fill it with life.
(click to enlarge)
2007.05.18, 15:14
Shaolin Kung Fu Training in China
Shaolin Kung Fu Training in China
Morning
At the morning training from 05:45 o'clock to 07:30 o'clock mainly condition and high-speed strength are trained. First the musculature is warmed up by running. It is already an overwhelming picture if 15,000 pupils run in military formations through Shaolin. With a lot of middle sprints the high-speed strength is trained. While the foreigners run as fast as they can (and I can ensure you that we ran (like hell) on 100 m under 12 s!), but the coach runs with a long stick at your side smiling and spurs you on running much more faster and hitting your back too, if ones moves are too slowy (according to his opinion). A popular goal are the stairs to the Bodhidharma Cave consisting of 1000 stairs!!
The Shaolin monks run this distance each morning and their condition is gigantic. But only few stages are necessary to get the pupils sweating. Short sprints over 10 m stairs, limping on the left, right and both legs absolutely hard. Downwards every pupil must make press-ups, so the arms are trained too. After 1 3/4 h the training is over. The musculature is tired, arms and legs very heavy.
Breakfast
Now it is breakfast time and a lot of restaurants invite you for eating breakfast. This consists usually of Dou Fu Noir (Soybean), Ba Bao Jou (8 precious objects soup) and Yao Tiao (deep-fry paste). Also noodles and rice are eaten at breakfast. It is likely that the Chinese sip their soup and noodles and you have to do the same.
After breakfast: training
After short recovery the next training begins at 09:00 o'clock with a loose jogging, warming up and the high-speed strength training. But now primarily the stretching is being trained.
In contrast to German training the stretch is being trained not until pain arises, but far beyond pain. A popular exercise is the doing the split. The pupil is lying on his back and 2 other students hold his arms and legs and the coaches pushes with his whole body, in order to press the student doing the split (I could hardly move the next several days). According to this, there are a lot of such exercises. Another exercise consists of a student sitting down, pressing his sole in front of him together. A lot of people have some problems therefore another person stands on his knees and presses those down to the ground by his body weight. Everyone of us had to makeo the crab. This is very painful for untrained persons but in Shaolin the coach lifts you up and shakes your body... every pupil will have to cry out louldy and some days later you will have enormous back pain (but it seems to work). Arms, legs and all other muscles (which you did not know before) are stretched. Afterwards the basic elements of the Shaolin Kung Fu are taught: Leg movements, blocking, striking, stands. This part differs not too much from our well-known training, however the repetition rate is much higher. Because the students repeat the same techniques again and again and again and so highest perfection is obtained. Training ends at 11:30 o'clock.
Lunch
In one of the numerous restaurants or in the school it is possible to eat. There are numerous dishes but no menu. Thus you go into the kitchen, show something you like and the cook prepares a tasty, warm meal. Rice and noodles are the most important (and most inexpensive) food. Meat is expensive and you can one only dream of a steak. Rather the meat is cut into small pieces and mixed to the vegetables. Preferably tomatoes, potatoes and different vegetables are used. By the way there is no chance to order coffee or chocolate.
After noon we have some time to recover the maltreated body. On one of the numerous stone banks we can watch a lot of Chinese, but there is no time for relaxing. You are mostly surrounded by a cluster of Chinese and they want to talk to you or take some pcitures. If you want to rest this is not the place. In the school, on the road, even in the mountains there are Chinese looking for contact with foreigners.
Afternoon training
At 2:00 pm in the afternoon training begins again. This training is the most interesting one because new forms and weapons will be taught now. But also this training begins with a warming up training, with stretching and with basic techniques. These basic techniques are absolute necessary. The first form (every student has to learn this) in Shaolin is the Wu Bu Quan. This form consists of five different basic stands and is relatively simple to learn. With each form new stands, techniques and also acrobatic elements are inserted. The advanced Shaolin student learns the somersault forwards and backwards, the flic flac, the jumped cartwheel and a lot of other jumped techniques. The jump strength of the Chinese is gigantic and somersault appears for the audience as very simple (but I tell you, it isn't acutally!).
Due to their bodies foreigners have bigger problems learning these techniques.
Usually weapon training starts with long stick (gun) and followed by sword (dao). The mobile weapons are more difficult to learn and therefore they are taught to the older students. Mobile weapons are the 9-section whip (jiu jie bian), the three-section-stick (san jie gun), the two-section-stick (liang jie gun) and the whip (bian). Those weapons combined with fantastic acrobatic elements constitute the fascination of the Shaolin Kung Fu. Training ends at 6:00 pm.
End of training
After a arduous day it is worth to wash oneself for the first time.
Most schools do not have their own showers and so once a week they visit an external wash and shower room. It sounds awful but after a short time it doesn't matter. The dinner is the same like lunch. At 9:30 pm most of the students fall tired into bed because next morning the siren will sound again at 05:30 am.
If you are interested in shaolin kung fu/tai chi/sanda training in china (or learning chinese language in china), please take a look at our websites http://www.shaolin-wushu.de or http://ww.trip-to-china.com .
China Kung Fu
www.shaolin-wushu.de - Shaolin Kung Fu Training in China, more than 1000 pictures and videos, traveller reports, Forum and more
www.trip-to-china.com - Learning Chinese language in china, Shaolin Kung Fu/Tai Chi/Sanda Training in China
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http://www.shaolin-wushu.de/video/qigong_speer.jpg
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http://www.shaolin-wushu.de/video/qigong_luftballon.jpg
Morning
At the morning training from 05:45 o'clock to 07:30 o'clock mainly condition and high-speed strength are trained. First the musculature is warmed up by running. It is already an overwhelming picture if 15,000 pupils run in military formations through Shaolin. With a lot of middle sprints the high-speed strength is trained. While the foreigners run as fast as they can (and I can ensure you that we ran (like hell) on 100 m under 12 s!), but the coach runs with a long stick at your side smiling and spurs you on running much more faster and hitting your back too, if ones moves are too slowy (according to his opinion). A popular goal are the stairs to the Bodhidharma Cave consisting of 1000 stairs!!
The Shaolin monks run this distance each morning and their condition is gigantic. But only few stages are necessary to get the pupils sweating. Short sprints over 10 m stairs, limping on the left, right and both legs absolutely hard. Downwards every pupil must make press-ups, so the arms are trained too. After 1 3/4 h the training is over. The musculature is tired, arms and legs very heavy.
Breakfast
Now it is breakfast time and a lot of restaurants invite you for eating breakfast. This consists usually of Dou Fu Noir (Soybean), Ba Bao Jou (8 precious objects soup) and Yao Tiao (deep-fry paste). Also noodles and rice are eaten at breakfast. It is likely that the Chinese sip their soup and noodles and you have to do the same.
After breakfast: training
After short recovery the next training begins at 09:00 o'clock with a loose jogging, warming up and the high-speed strength training. But now primarily the stretching is being trained.
In contrast to German training the stretch is being trained not until pain arises, but far beyond pain. A popular exercise is the doing the split. The pupil is lying on his back and 2 other students hold his arms and legs and the coaches pushes with his whole body, in order to press the student doing the split (I could hardly move the next several days). According to this, there are a lot of such exercises. Another exercise consists of a student sitting down, pressing his sole in front of him together. A lot of people have some problems therefore another person stands on his knees and presses those down to the ground by his body weight. Everyone of us had to makeo the crab. This is very painful for untrained persons but in Shaolin the coach lifts you up and shakes your body... every pupil will have to cry out louldy and some days later you will have enormous back pain (but it seems to work). Arms, legs and all other muscles (which you did not know before) are stretched. Afterwards the basic elements of the Shaolin Kung Fu are taught: Leg movements, blocking, striking, stands. This part differs not too much from our well-known training, however the repetition rate is much higher. Because the students repeat the same techniques again and again and again and so highest perfection is obtained. Training ends at 11:30 o'clock.
Lunch
In one of the numerous restaurants or in the school it is possible to eat. There are numerous dishes but no menu. Thus you go into the kitchen, show something you like and the cook prepares a tasty, warm meal. Rice and noodles are the most important (and most inexpensive) food. Meat is expensive and you can one only dream of a steak. Rather the meat is cut into small pieces and mixed to the vegetables. Preferably tomatoes, potatoes and different vegetables are used. By the way there is no chance to order coffee or chocolate.
After noon we have some time to recover the maltreated body. On one of the numerous stone banks we can watch a lot of Chinese, but there is no time for relaxing. You are mostly surrounded by a cluster of Chinese and they want to talk to you or take some pcitures. If you want to rest this is not the place. In the school, on the road, even in the mountains there are Chinese looking for contact with foreigners.
Afternoon training
At 2:00 pm in the afternoon training begins again. This training is the most interesting one because new forms and weapons will be taught now. But also this training begins with a warming up training, with stretching and with basic techniques. These basic techniques are absolute necessary. The first form (every student has to learn this) in Shaolin is the Wu Bu Quan. This form consists of five different basic stands and is relatively simple to learn. With each form new stands, techniques and also acrobatic elements are inserted. The advanced Shaolin student learns the somersault forwards and backwards, the flic flac, the jumped cartwheel and a lot of other jumped techniques. The jump strength of the Chinese is gigantic and somersault appears for the audience as very simple (but I tell you, it isn't acutally!).
Due to their bodies foreigners have bigger problems learning these techniques.
Usually weapon training starts with long stick (gun) and followed by sword (dao). The mobile weapons are more difficult to learn and therefore they are taught to the older students. Mobile weapons are the 9-section whip (jiu jie bian), the three-section-stick (san jie gun), the two-section-stick (liang jie gun) and the whip (bian). Those weapons combined with fantastic acrobatic elements constitute the fascination of the Shaolin Kung Fu. Training ends at 6:00 pm.
End of training
After a arduous day it is worth to wash oneself for the first time.
Most schools do not have their own showers and so once a week they visit an external wash and shower room. It sounds awful but after a short time it doesn't matter. The dinner is the same like lunch. At 9:30 pm most of the students fall tired into bed because next morning the siren will sound again at 05:30 am.
If you are interested in shaolin kung fu/tai chi/sanda training in china (or learning chinese language in china), please take a look at our websites http://www.shaolin-wushu.de or http://ww.trip-to-china.com .
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www.shaolin-wushu.de - Shaolin Kung Fu Training in China, more than 1000 pictures and videos, traveller reports, Forum and more
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7月了，C++不解缘。
在家待了40天了，简单记述下。
本来想继续图形学，但是觉得API方面准备不是很充分，于是头半个月学习了一遍OpenGL（使用OpenGL super bible 4e）。
投的简历开始有些回复，于是开始到处面试，可是感觉不是很好。直到后来，在一个猎头（张曼）的帮助下，整理出了一套很好的简历，也熟悉了下如何和这些人打交道。准备了英文的一些材料，也看了比较多的面试qa，算是进入状态了。这次开始一心想找做游戏的，小公司基本都不理我，中国最大的两家理了，一个有了offer，但是加班太变态，拒了。另一个做了几个编程题，算复试吧，我觉得应该没问题。我也由此有些思虑，如果加班还是不少，还是有些得不偿失的感觉。自己想要学东西，在自己的时候是动力，但是在别人那里被迫学则成了种阻碍的力量。感觉各公司就像利用我，让我学这学那，很多人居然觉得工作中学了什么挺好的……说实话，我觉得没有工作，完全可以想学什么学什么，他们那种感觉真的像自欺欺人。被公司逼着学习不是特有好处，所以我希望是我学好了去那里练习，自然希望练习时间不要过长，好几年让我光练习，没时间学习，受不了。不能让他们剥夺我的成长。
张曼给推了“砖头”公司，如果待遇真那么不错，给我留下的业余时间也多得话，还是很有考虑的价值的。
利用笔试零散时间（真零散，多的时候一周面四个拒一个）。看了
C++ coding standard，herb sutter和alex写的，感觉没什么东西，条目多，而相对的，每条都是一提，解释也少。
C++ common knowledge，Steve。请允许我对Steve老师发出由衷的赞美。太强了，这书我开始还在犹豫买不买，但是现在我把这本书评为目前把我提升最多的两本C++书之一。另一本是野兽andy koenig的ruminations。Andy感觉像副教主。Steve教会Stanley lippman C++的。两个人的书果然不同凡响。
Effective C++ 3e 五成新书吧，对比2e。还是值得关注下的，仅次于上边两本给我帮助最大。
Inside the C++ object model，lippman。很早的书了，差不多96年的吧？侯捷老师评价挺难的一本，讲了C++为了支持面向对象，背后有哪些机制。看过后，明白了很多以前工程经验型书里老说不能这样不能那样，为什么不能。再佩服下侯捷老师年轻时的翻译态度，书中lippman有80多处笔误，平均每四页一个……侯捷老师不厌其烦的为其改正，很多地方还有译注帮助理解。都是在理解的情况下认真翻译的，印象较深的一个地方是，有一句英文，不明白什么意思，侯捷老师每糊弄着乱翻译，而是英文放在了那里，译注写上了自己理解不出来什么意思。为这态度，赞。早期的写译都很有激情，后来炒作火起来后就不好了，modern C++ design使我挺失望的，还买了本影印看。
接下来我想看Effective STL，More effective C++/C++ template。
我想可能不会很长时间就要去工作了吧，时间不多了，估计即使是巩固C++也来不及了。加油吧。
本来想继续图形学，但是觉得API方面准备不是很充分，于是头半个月学习了一遍OpenGL（使用OpenGL super bible 4e）。
投的简历开始有些回复，于是开始到处面试，可是感觉不是很好。直到后来，在一个猎头（张曼）的帮助下，整理出了一套很好的简历，也熟悉了下如何和这些人打交道。准备了英文的一些材料，也看了比较多的面试qa，算是进入状态了。这次开始一心想找做游戏的，小公司基本都不理我，中国最大的两家理了，一个有了offer，但是加班太变态，拒了。另一个做了几个编程题，算复试吧，我觉得应该没问题。我也由此有些思虑，如果加班还是不少，还是有些得不偿失的感觉。自己想要学东西，在自己的时候是动力，但是在别人那里被迫学则成了种阻碍的力量。感觉各公司就像利用我，让我学这学那，很多人居然觉得工作中学了什么挺好的……说实话，我觉得没有工作，完全可以想学什么学什么，他们那种感觉真的像自欺欺人。被公司逼着学习不是特有好处，所以我希望是我学好了去那里练习，自然希望练习时间不要过长，好几年让我光练习，没时间学习，受不了。不能让他们剥夺我的成长。
张曼给推了“砖头”公司，如果待遇真那么不错，给我留下的业余时间也多得话，还是很有考虑的价值的。
利用笔试零散时间（真零散，多的时候一周面四个拒一个）。看了
C++ coding standard，herb sutter和alex写的，感觉没什么东西，条目多，而相对的，每条都是一提，解释也少。
C++ common knowledge，Steve。请允许我对Steve老师发出由衷的赞美。太强了，这书我开始还在犹豫买不买，但是现在我把这本书评为目前把我提升最多的两本C++书之一。另一本是野兽andy koenig的ruminations。Andy感觉像副教主。Steve教会Stanley lippman C++的。两个人的书果然不同凡响。
Effective C++ 3e 五成新书吧，对比2e。还是值得关注下的，仅次于上边两本给我帮助最大。
Inside the C++ object model，lippman。很早的书了，差不多96年的吧？侯捷老师评价挺难的一本，讲了C++为了支持面向对象，背后有哪些机制。看过后，明白了很多以前工程经验型书里老说不能这样不能那样，为什么不能。再佩服下侯捷老师年轻时的翻译态度，书中lippman有80多处笔误，平均每四页一个……侯捷老师不厌其烦的为其改正，很多地方还有译注帮助理解。都是在理解的情况下认真翻译的，印象较深的一个地方是，有一句英文，不明白什么意思，侯捷老师每糊弄着乱翻译，而是英文放在了那里，译注写上了自己理解不出来什么意思。为这态度，赞。早期的写译都很有激情，后来炒作火起来后就不好了，modern C++ design使我挺失望的，还买了本影印看。
接下来我想看Effective STL，More effective C++/C++ template。
我想可能不会很长时间就要去工作了吧，时间不多了，估计即使是巩固C++也来不及了。加油吧。