Chapter 11 was mostly for people that are the interviewer at their company. It basically went over what an interviewer should and shouldn’t do to a potential candidate. For example, brainteasers don’t work to attract good developers, and doing anything that makes a potential partner look like a fool will make it so they don’t trust working for you. Again this is a chapter that isn’t helpful to me right now, but the information in this book may be more helpful further down the line in my career.

Chapter 12 talked about how to low morale can kill productivity and passion in developers, and also talked about how to bring passion back into a company. Mancuso talks about how, after awhile, some developers just give up on projects and become lazy because they just see their job (as he put) as “just a job.”¬†This type of thinking definitely becomes an issue because then people are not meeting deadlines and can lead to wasting tons of company money. However, I don’t see an issue with wanting to make sure that you have hobbies and time that are separate from your work life. As long as you maintain a balance between the two it should be fine because I believe that if you fill everyday with the same thing, that will burn you out faster than anything else might. He then goes onto say how to bring back motivation to a low morale team. I like his idea of talking with people at the end of the stand-up meetings about new things they found. This not only gives people the opportunity to discover new posts or websites they have never heard of, but it also brings the team closer together.

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