There is more to it than than just oil. OKC didn't go nuts like much of the country did during the real estate boom and likewise we didn't get our asses handed to us when the market dropped. We saw moderate gains followed by moderate loss. That's a big reason why OKC has maintained one of the lowest unemployment rates in the country throughout this financial crisis.
IMO this is a reflection of a culture that's a little more traditional and a lot more conservative than the rest of the country (and I don't mean crazy-right-wing-extreme-conservatism, though we have that here, too). People live, work and start businesses in OKC because they want to be here — not because they want access to VC/talent/incentives/loopholes.
I've lived in OKC for 20 years and we've stayed because it's a great place to live. My kids aren't passing through metal detectors at school, I can drive anywhere in the city in 20 minutes, the other guy always lets you go first at a 4-way stop, and when I say "hi" to a total stranger on the street they smile and reply in kind.
It's totally a thing, the latest in an incredibly long line of the latest thing.
Zeldman wrote this in 1999 and it's still true today:
"The web used to look like a phone book. Now much of it looks like a design portfolio. In fact, it looks like the design portfolio of 20 well-known designers, whose style gets copied again and again by young designers who consider themselves disciples. Distinctions between graphic design and communication design are lost on these designers. As is the distinction between true style, which evolves from the nature of the project, and derivative pastiche, which is grafted onto many projects like a third arm."
All of the content screens in the app are still HTML5. Because of that direction, we now have a native experience on iOS AND a solid mobile experience in the browser. HTML5 still offers the greatest reach, a superior layout model and the fastest development. It's a myth that web views are inherently a poor experience.
I just made the same upgrade from a 2011 i7 MacBook Air to the 13" Retina MacBook Pro and I disagree with nearly every part of this review. Battery life seems on par with my Air. Performance is improved on the MacBook Pro. A good example is something like installing imagemagick from Homebrew. On the Air that resulted in max-fans, the MBP handled it without breaking a sweat. I haven't noticed any UI sluggishness. I loved my Air (like many have said, it's my favorite computer I've ever owned) but this machine is every bit as nice, feels more capable (CPU-wise) and has a gorgeous display. The only drawback is the extra weight and thickness.
It's difficult to explain without lengthy examples but we aren't seeing a lot of collisions (really none) because we're very careful to only nest when necessary and only as deeply as necessary. We aren't taking a stand here and completely obliterating cascading, we're just being mindful about when things really should flow to child element instead of just letting it happen all the time.
> How do you handle adding the same styles to page elements that aren't siblings/exist in vastly different areas of the dom structure?
That's usually a case for refactoring. Either by pulling styles common to both elements out and up the tree so they apply more widely or creating a class that can modify both. In the latter case we'll usually use a technique like the last example in the article (more of an OOCSS approach) that works independent of the dom structure.
> I'm not sure how much I agree with this approach. When you do what this article is describing, you are creating a very tight coupling of your css structure to your dom hierarchy. This can create a lot of issues when you are trying to refactor your code or getting new people on-boarded to the project.
We've found it to be just the opposite. Because nested selectors don't repeat the names of parent elements it's a piece of cake to grab a block and move it up or down in the tree or just plain move it somewhere else. We find that we refactor more because it's so much easier to hold the style model in your head and so clear where to move a block of styles in order to increase or decrease their scope. That just makes for better CSS.
The examples in the article are simplifications for the purpose of illustrating the points. We'd almost never use nesting to any element all the way back to the HTML or BODY laments. But when you have elements like SECTION, ARTICLE, LI, DIV, etc which can be nested infinitely in HTML judicious use of the child selector is a godsend.
The examples in your gist would not benefit from additional use of child selectors, but I'll bet they'd appreciate it if the parent elements did :)
" I, for one, don't want to code my whole life. Something 37signals can't offer me."
I'd say it's just the opposite. The lack of organizational hierarchy and title means that people can work outside their normal expertise more easily. Nobody is stuck in a box.
Designers pick up programming skills as their interests allow. Programmers with UI ideas can try them out. Both contribute with writing, with workflow ideas, and on customer support. We've even had people completely shift roles from programming to design.
What's the risk? That I don't take a job sometime in the future from a short-sighted HR drone who can only judge me based on my resumé? If the lack of an archetypal career path on my resumé is a barrier, it's probably not a job worth having.
He may be right. But he's not adding any value for anyone the way he points it out. I think the biggest problem I have with it is that he's insulting and attacking the people who made these apps. There is no reason for that.
This wouldn't be such an issue if the postal service operated like a business instead of an institution. Why not commercialize it more? Where are the Coke stamps and IBM Express Mail envelopes? Why isn't the mail truck wrapped with an American Idol promo? Seems like the USPS could be a huge advertising vehicle. Why is this sacred?
I've heard this argument before that it requires a certain type or caliber of employee to offer a flexible, results-based work environment. When trying to implement these policies in another company I was always told that "we don't have those kinds of people."
I think if you treat people like they're "those kind of people" they may just start acting and producing like "those kind of people".
Excessive accountability and other policies designed to maximize productivity often have the undesired effect of making people feel mistrusted. It is employees that feel like a part of something, whose efforts matter that do the best work.
I love this quote from Cristóbal Conde, president and C.E.O. of SunGard:
"If you start micromanaging people, then the very best ones leave.
If the very best people leave, then the people you’ve got left actually require more micromanagement. Eventually, they get chased away, and then you’ve got to invest in a whole apparatus of micromanagement. Pretty soon, you’re running a police state. So micromanagement doesn’t scale because it spirals down, and you end up with below-average employees in terms of motivation and ability."
But they do mean well :)