This is a story about events 20 years ago that have changed my opinion about the PLC automation field that I was entering, whereafter I decided to enter the (then rapidly developing) IT networking field.
I have an electrical engineering degree and I'm a network administrator for more than a decade. I originally intended to enter the automation industry, but events in the late 1990's changed my mind about the profession. The information provided here is to account the events that happened, and might benefit you if you consider entering the PLC programming field. Take in consideration that economics change and things change during the years and the issues I've experienced may not apply to you in this field.
I started off in the software programming industry first as a C + SCADA programmer for about 1.5 years. When I finished my studies the recession of the early 1990's were finally starting to wear off and most of my former fellow students have already found a job, so did I. The conditions provided by my first employer were not the best, but the experience gained was considered very good for future employment, so most left for better grounds within a year. I thought I would be better off in the PLC automation industry, because PLC programming was what I had done in my thesis and I thought this would be easier. It proved to be a mistake.
I found a new job as a PLC programmer. Two smaller projects were first presented to me, first additions to an newly implemented existing Siemens S7 installation, and then a fully new Siemens S5 installation. After a month I was joined with a senior automation engineer and had to implement an S5 program in a big project. The specifications of the PLC were provided by another project engineering company who was implementing the physical infrastructure (piping, fitting, vessels) via subcontracting. I was not told the specifics of the contract of this project of any other project with this external engineering firm. They've send us the specifications of the PLC program every 3, 4 days in big envelops with bundles of papers filled with lines of conditions and actuators that had to be steered, all written down in listings of finite-state-machine states.
The way the PLC program was structured was very simple: the PLC program contains a dozen sequential programs that has to be executed in step wise fashion. Only one of these sequential programs was allowed to be executed at once, and each step in these sequential programs had its own step number. There are programming blocks in Siemens S5, called SB's (*Step Block, or originally called Schritt Baustein), but this way of programming was not used. Instead a custom programming scheme where a whole FB (*Function Block) designated for every step was used. Every step or FB, contained 3 networks: one network for the next step conditional to jump the sequential program to the next step, one network where a Set-bit is responsible for setting actuators high and one network where a Reset-bit is responsible for resetting actuators. A small central step-control FB is used to jump to the right step, and basically all what it does is jump with an indirect “B MW 200, SPA FB 0” instruction using a step number loaded in ACCU1 to the correct step FB. When a jump to the following step was requested via the next step conditional, the actuators in the current step FB were reset using the Reset bit, the step counter is increased, then in the same PLC scan cycle, the next step FB was called with the Set-bit so that unchanged values in outputs don't toggle their actuators. A sequential program could exist out of between 10 steps = 10 FB's to 20 steps = 20 FB's, there were about 15 sequential programs and in each step / FB there were around 70 actuators to be set or reset. A quick calculation of these shows there were 15x15x70 = around 16000 actuators to be programmed in around 220 FB's. The full listing of all the conditionals for step changing and the conditionals for setting and/or resetting of the actuators were provided in bundles of listings provided on sheets of papers, knitted together with a stapler, and I had to copy all the listings of these actuators into FB's.
After 2 months programming we discovered lots of redundancies were present in the specifications as provided, redundancies we couldn't have foreseen because only a single sequential program was delivered every 3 to 4 days, and it took about 1.5 months before we could extrapolate that these redundancies were there all over the whole PLC program, so rewriting would render all previous work void. We had all those actuators that weren't updated that were replicated over all the steps. Above that we actually found that individual steps on one sequential program closely mimics other steps in another sequential program. The programs were just variations of each other. All these steps were virtual identical, and the whole PLC program could be implemented a lot smaller if we had known this in advance. Some shortcuts were implemented, but more as an afterthought.
I had to enter all the programming in actual S5 AWL code. All decisions of laying out the steps and allocating inputs, outputs and conditions was already done by the external project engineering firm. I had no input: just tedious copying listings of countless conditions and actuators provided on +1000 pages of text. This extremely boring job took between 3.5 to 4 months to finish, including SCADA screen development.
Now, as some of you might think, “Who works in this way? Why doesn't employ the external project engineering form employ their own PLC engineer?” This question occurred me as well: the only rational I can give is that the external project engineering company has no resources to provide full 24×7 support needed by companies, and is outsourcing support to us, and we have to implement these programs in a way we could troubleshoot in a very instrumental way without consideration of the specifics of the actual program. This was not as what is told to me, it was told to me the reason they work like this is when a support call for an support engineer is issued by a company, the support engineer doesn't have to spend time understanding the PLC program. All this way of working was not told to me in advance when I applied for the job.
When entering of all this programming code was finished, the department head and the senior PLC engineer were to implement the PLC program on-site at the factory. I was designated to implement a similar program for a smaller similar installation, not only in entering a similar but shorter finite-state-machine states Iisting, this time only around 70 steps and a smaller amount of actuators where involved. I was asked to implement it in a similar way, with the same FB's as in the project that was done in the previous job. Because of the smaller scale of the program I could enter the provided sheets in a few weeks and start implementing it on-site with an (female) engineer of the external project engineering company.
On-site, first a small issue emerged with overlapping MB with a communication FB used for a control panel and the MB used inside the central step-control FB: the steps didn't worked as intended when the control panel was enabled. This was simple to solve, just move the MB of the step-control FB to another region. From the MB 250-253 to the MB 240-243 region or similar, still functional identical, but I had to update the corresponding conditional jump in each step FB, took some time.
Then a more serious problem emerged. The central step control FB showed a problem: when a new sequential program was started after the previous program was finished, the PLC jumped to the last step of the previous program instead of the first step of the newly started program. Was this standard central step control FB not supposed to be bug-free? This was puzzling. Generated a cross-reference of the whole PLC program, I started to verifying the individual merkers of the central step control FB to verify there was no conflict. Debugged the code, the step control FB AWL code showed to be non-intuitive as it combined both word operations, word shift operation, a bolean word using a mask operation, and individual bit operations, to make it very compact. As an ultimate test I disabled all the rest of the program except this FB, and it proved that the problem was due to the step control FB itself and not caused by some of my code. Then I made a call explaining the issue to the senior engineer on-site at Leuven. He was very surprised hearing of the issue, and replied this central control was used everywhere and never had any issues with it..
During debugging the block I discovered the merkers of the central step FW were not reset after ending the last step of a program, causing next program to start in the last step. Why? I compared my implementation with the previous project that I used as reference, and no mistakes were made, everything was identical. To continuing the testing the implementation I have to resort to a conditional reset after the central step control FB of each sequential program. This would allow testing, and in the empty periods where the project manager of the external project company was doing their own business allowing me to troubleshoot the code of the central step control FB.
A week before the deadline when most troubleshooting was done the project manager of the external engineering company made the request to implement a manual mode into the PLC program: it must be possible to enter a code on the display, select motors, pumps, valves on the display, set these in manual mode and toggle the output on those actuators. This was a big change, to implement this I had to move all the output actuators outside the individual steps and combine it with a conditional automatic/manual mode bit before output of the bit to the actual actuator. Changing this would be extremely time consuming. Of course I was objecting but the project manager kept insisting this manual mode had to be entered. I was thinking to make another call to the senior engineer.
Why I didn't? I was thinking… this whole programming method didn't made any sense. The central step control FB was super compact written, and while you might use extreme smart coding in PLC to save space and allow smaller models of PLC's to be used, it didn't made send to save space having unreadable piece of code and then waste a lot more space to redundant code. I had to enter all these lists of conditionals and actuators for months which was frustrating, time consuming and after all proved to be inflexible for changes, right in the first project I had to do. The central step control FB didn't work as intended which was very odd because if it was used everywhere it should have worked. The request for the manual mode just a week before deadline was totally off the hook. How didn't the project manager could haven't known this request would imply changing the programming if this way of programming was used everywhere? Today I know I have to ask to write these requested changes down in paper, so there can be no dispute at all, but remember I was fresh from college, I had no clue how to handle this. But back to the question: why didn't I made the call to the senior project manager? Think again… all this 5 months of entering listings of boring conditions and actuators… do I want to do this do this for a career?
I remember the PLC courses I took during my college years. We had all these PLC programming exercises. Because I already did some PLC programming in my high school I was aware there is a easy way to avoid difficult ladder logic programming: just define states using merkers, set the next merker when the condition for the following step was met, and reset the previous step merker using the inverted merker, easy done. Our group was the fastest to implement all these exercices. When the teacher discovered I was using this method she wrote special assignment for me I couldn't use this state programming method, to get me out of this habit of programming! Now, 2 years later, I was here on-site with this enormous volume of copied stack of code where there is no room far change, because if I have to change something in one step FB, I have to change it in all step FB's to maintain consistency… ironic isn't it? This shows how enormous inefficient and inflexible state based programming really is. I had to make a decision.
I evaluated the possibilities to change it to allow integrating a manual mode without rewriting everything. There was a solution: you can rewrite an output in the current scan cycle again, because the buffered outputs are only after the end of the scan cycle written to the actual outputs. It's bad design, because now you have to keep track of which output in the PLC program is actual written. This could prevent rewriting all the step FB's, but there was a catch: I had to avoid the program to jump to the next step while running in manual mode. Not running the central step control FB was no option because there were outputs dependent on inputs inside the step FB's: this was a Mealy type state machine, not a Moore. Two other options remained: adding the manual condition on the next step in every step FB, but to do this I had to change every step FB. Thus remained rewriting the code of the central step control FB just to avoid stepping during in manual mode was the last option that was left. This took a day, and after implementing I hadn't any problem with it.
Then came the testing the latest code, because I had to add this manual mode code, and we had only a week left, we had to sit through testing and troubleshooting sessions until 3 a 4 o' clock each night. It involved code writing sessions at night in probably the coldest hotel room in the Ardennes near Orval in Belgium in the winter. Note that if the manual mode was not requested by project manager of the external engineering company, the project would have been finished last week. Sunday afternoon, the day before the deadline, it was ready, it was fully programmed, implemented and tested in little over 5 weeks.
Monday morning the department head of the company I was working for called me, to ask me about the state of the project. I answered that we had a lot of issues, but the project was fully implemented and working. He requested me to be on site tomorrow. The next day he wasn't on site, which wondered me. During that day I had another call with the project manager of the external firm, nothing alarming was said during that call.
That evening, I was requested at the HR department. The HR has said they have heard bad things about me, and said that I was very opinionated. Afterwards I was asking myself these questions: Didn't I complained to the project manager of the external company the requested manual mode was not requested in advance and because of this I had to rewrite the step control FB? Didn't I explained to her I had to change the step control FB for allowing the manual mode to function? Why didn't the department head asked my take on what has happened? Why was the deadline placed just a day before the end of my 6 month trail period? Why didn't the department head assigned a project manager on this project in the first place?
Some observations: I'm pretty sure the department head didn't read my code because: I've made my decision to rewrote this step control FB under high time pressure and the changes could be reversed in a heartbeat. I'm literally talking about 1 page of AWL code! I didn't inform him and all changes were on my laptop only until the last day he wasn't in the office. In addition of that I remember an instance the department head reviewed my code very shallowly where he spend max 10 seconds on and another instance he handled this 5 week job, he told he could do this in a weekend. This was definite the worst employer I have ever worked in my career. He provided with no mentor ship and just used me to enter thousands of lines of boring code.
This events made me to reconsider my career. Most likely I was only hired just to do the boring entry stuff to offload work. Clearly the real intention of this way of programming was to made it very easy to replace someone on a dime and this was very easy in PLC programming. The automation field is a field that is very conservative: that main concern companies have with PLC technology is their reliability and availability. Companies will rather stick to an expensive PLC technology (hint: Siemens) that has shown to be reliable, and to be available not only in replacement parts, but also I number of programmers. A lot of PLC programmers are just technicians, and are just needed for maintenance of existing infrastructure. This would imply that I have to compete with a lot of people willing to work at a lower wage. This was obvious not the best environment to work in, so I decided to change to another field.
I decided to change to change to the networking field. The Internet was just starting to take off and become popular, and this was an exciting new field with new technologies which were becoming dominant: TCP/IP, Cisco, Web browsers, firewalls, Linux, Windows NT, proxy servers, Exchange, email.
I applied for a starter job at a translation company, where I have managed it's network and servers top-to-bottom. Within 2 weeks I had a new job and with better pay. The day I solicited for the job, I still remember the moment I entered the entrance hall of the building: I saw the building was shared by the company with another company. At the left was the logo of the translation companies name on it, but to the right…
I kid you not… (think about it, there are more than 100000 companies in our country!)
…to the right was the logo of the external engineering company I was working for last 5 months!
So imagine one year later, I met the project manager I was working with last year. I asked her what happened with the project, was all my code scrapped? She said: “no no, there were really great ideas in the code!”
Now years later when I reexamine the automation industry, I see there are these industrial PC's where a real-time kernel is running on a Windows machine, much faster than the PLC's. But when I examine the programming environment the same programming technology still applies. Some improvements were implemented (like IEC 61131-3, object oriented programming, etc…) But when I tried the screen programming I remembered the same dread when I was working on SCADA: how inflexible it was to handle the GUI elements.
Today, when I examine the professional IT world, there are all these technologies out there changing the field in a very structured way: massive leaf-spine data centers, virtualization, convergence, deduplication, docker, software defined networking, micro-segmentation, software appliances, Puppet, cloud networking and the list goes on and on. In programming Python is moving forward and is pushing programming concepts as functional programming like lambda, list comprehensions, generators, decorators, etc. New database concepts like NoSQL have emerged. Very fast development and delivery processes are used. Next generation networking technologies IoT will change the landscape even more: now you will get all these appliances that will have wireless networking build-in. And then there is there also data science and machine learning…
Compared with the IT industry, the PLC industry is lacking new programming concepts, which could change the industry tremendously. The reason is obvious, the need to maintain and service the existing installations has a higher priority than trying some new (flangled) technology and risking having no support when this technology fails. It is still a very vertical industry. So no, I am not planning to go back to PLC programming again, but for those who are willing to enter this industry, think again: “software is eating the world”. How long this continues, I don't know.
Reason 1: It's more personally tailored
The world of digital is moving us away from pesky ads that have nothing to do with our own lives; boring ads, dumb ads, ads that you don't want to see.The power of digital brings with it the ability to target ads in a way that can actually be beneficial to you. I know, right? Ads you want to see? It seems bizarre, but it's not. It's digital, and it's the future. It doesn't just work in one direction, either. That is, you can tell Google, Facebook and other platforms what you want to see, and what you don't. The more you use this feature, the better it works.
Reason 2: It makes Marketer's Jobs Much Better
Okay, so you might not be a marketer, (or maybe you are) but you still benefit from this! Here's why: Digital takes a huge amount of the guess work out of targeting and running campaigns because we already have so much data to work with. This means that we can show ads that are relevant to you and your life. More specifically to marketers themselves, the amount of detail available to them also contributes not only to the efficiency of targeting campaigns, but also to the overall experience.
Reason 3: Better Integration of Data and Campaigns
Digital allows for the seamless integration of data between avenues of collection, and campaigns. This means more time can be spent doing the real thing. For example, Google Analytics allows for all of your means of measurement and collection to be integrated in one place. Sweet.
Reason 4: Less Financial Risk
As digital marketers, we have access to large amounts of great data. This means when we spend money on campaigns, we have a better idea going in of how it will perform. Further, cost-per-click campaigns don't require massive amounts of money to be spent, so digital marketers can afford to be a bit testy. Marketers can tell relatively quickly the performance of any given campaign, and can be constantly optimizing it. This is something that's just not possible when running a billboard ad campaign.
Reason 5: Versatility and adaptability
With more advanced and sophisticated technology comes the ability to market in different ways. This is how digital is versatile. No longer are marketers confined to a few different avenues of campaigning; social media, email, ppc, inbound marketing and more all come together to create a versatile and adaptable platform that can be leveraged to the max.
Guest written by Braeden Matson-Jones
For new competitive grads, negotiating a better salary with little to no experience is a bit hardcore.
It’s a move only the strong-willed can pull off. Sure.
But most fresh grads are discouraged to negotiate for one reason: No Experience.
This mindset is downright insulting. In fact, the art of negotiating is a skill only a few are entitled with and a move for professionals to make a way beyond positions. It does have its perks.
These are some of what negotiation can do:
• Uncover real interests
• Build up relationships
• Prove commitments
• Encourage communication
• Open up alternatives
This statistics below may encourage you perhaps.
Here’s what you should do:
How can you name the price if you do not know your worth?
If you are confident enough of your skill set and you know your price, you can hope at the very least, but not expect that you can be hired for a salary that you think you are worth.
You got to remind yourself that every employer is different. Their needs vary over time. But you yourself can be consistent.
There’s this saying that goes:
“Believe you deserve it and the universe will serve it.”
Don’t hold back.
“Why are you an asset to the company? What makes you the best candidate among all others? What is your edge over the others?”
These are a few lines that most employers are fond of during interviews. Cliché.
But, believe me, as simple as it sounds, these are the hardest questions to answer – The Making or Breaking Point of Your Pay!
Why? Because this is the only part where you walk the talk. The actual time employers are truly paying attention to you. The time where all eyes are set on you. Your time for intense scrutiny and actual consideration by the company.
Up for a challenge? Eyes here!
If you name what you can do far from what you can actually do to the employer, then you’re in for a nightmare. Be honest but do not play dumb by being too honest. Do not act and talk as if you are inexperienced. Show them the best version of yourself.
On a more important note, for people who have less experience or none at all, employers are most likely to ask: “How do you plan to do this? How are you planning to work this problem out? How are you going to handle those who are under your team?”
Most people get flustered by questions like these especially those with no background. Don’t be.
The secret is always to have a specific plan in mind to outperform the others – or to at least not look pathetic in front of the employers. And to shine like you are on this situation before.
One thing: Make a point for the salary you are asking for!
With no experience, you have to bring the spotlight to where you shine the brightest – Your Academic Performance! Your training in the academe is the only thing you can give credits to with the knowledge and skill set you have as of the moment.
But if you don’t have an attractive school record, don’t fret. Focus on your soft skills.
Enough of trying to impress your employers with your hard skills – the specific knowledge and abilities required for the job you applied for. You are more than that, remember?
Yes. You heard me right.
Soft skills matter and employers pay a pretty good amount of attention to that. As a matter of fact, soft skills can be as important as the hard skills when it comes to performing the job.
Studies have given account to this rare phenomenon. A research conducted by Harvard University, the Carnegie Foundation and Stanford Research Center, has all concluded that 85% of job success comes from having well-developed soft skills and people skills, and only 15% of job success comes from technical skills and knowledge (hard skills).
Here are some soft skills you may probably want to emphasize during the negotiation:
• Good Work Ethic
• Team Player
• Communication Skills
• Ability to Handle Constructive Criticisms
• Ability to Work Under Pressure
• High Emotional Intelligence
• Positive Attitude
This is a definite deal breaker! These are the skills you actually need to continue what you are capable of doing! Employers should realize that!
Now it’s time to prove that soft skills aren’t so soft after all!
There is no denying the fact that salary is one very important part of the equation. If all else fails, let me remind you that having your salary negotiation off the table is not the end.
It’s a perfect time for you to prove the person you are confident about during the interview.
If none of these tips work out for you, don’t lose your chance to become better. By being better, you can become great. By being great, a huge salary awaits you.
Instead of being too hard on yourself for not getting what you think you deserve, optimize your potential at work and with what the company has to offer you!
If you put in the work, you deserve a reward.
Ultimately, it all comes down to personal preferences.
No one is putting too much pressure on anyone to get a very competitive salary right the very first time. If you think you can live with the pay, accept it. If you don’t, leave it. Go for an alternative which has a better offer. Doesn’t sound very hard, right?
It’s an open field right there. You have all the right to collect and select. You have the power to choose which offer is best for you.
But by pitting job offers against one another, you have to remember three things:
• Think beyond the cash.
• Respect the offer.
• Be confident, but not bragging.
Remember, getting a job with a non-negotiable salary is better than not getting a job at all!
A property boom has begun. The trend of investing in real estate and the hype of owning a condominium is becoming the rule rather than the exception in today’s day and age. Every person is a prospective buyer, they say. This phenomenon is taken advantage of by real estate developers and is a perfect shot for the competitive few to make their own mark in leveling up the playing field—Taft Properties, Avida Land Corporation, Ayala Land, Alveo Land—name it all.
Megaworld Corporation has but spread its roots long before any developer could plant a seed. By the onset of its ‘township' projects and being the brain that operationalized the live-work-play-learn community concept, Megaworld has set the standard by bringing everything closer. The perfect theory of living was made possible and was finally given truth by this property giant. To add, Megaworld has received major and ‘highly commended’ awards for its various developments all over the country that made it on top of the game. For two consecutive years now, Megaworld owns the prestigious title of the Best Developer in the Philippines, along with that are eight other major awards and 17 highly commended citations—reportedly the most for any real estate company this year. All throughout the years, the company has kept its signature in developing state-of-the-art projects starting from its very first township, Eastwood City, followed by Newport City, Forbes Town Center, Uptown Bonifacio, and McKinley Hill, down to its very first integrated township development outside of Manila—The Mactan Newtown—in Cebu City.
Looking at that excellent track record, it is an established truth that Megaworld has definitely hit the mark in bringing a condominium living into the right setting.
Have you now decided to look up Megaworld Corporation? No?
That is exactly why you need to.
Aside from the prime city of the country, Metro Manila, Cebu City is the second most important metropolis which serves as a major contributor to the Philippine economy. It has a large concentration of potential investors, a skilled workforce, and young educated millennials. For the productive Queen City of the South, not an eyebrow should be raised as to why Megaworld has set its eyes on this place for yet another world-class development which will go above and beyond every Cebuano’s expectations. There is no denying the fact that Megaworld has seen the vast developmental potential of Cebu and it being a smart investment choice. You should too.
A complete 30-hectare project from a 30-billion investment of Megaworld Corporation is the newest talk of the town, The Mactan Newtown. With the inclusion of a luxury resort, the township offers an added spice of ‘by the beach’ component to the “live-work-play-learn” development concept of Megaworld. One of the features that separates it from all other township developments of Megaworld, except for Boracay Newcoast. From the three stellar residential condominiums spanning 9 towers, to the establishment of more than three office buildings, down to the existence of a prestigious academic institution and a shopping center, Mactan Newtown offers an exceptional convenience and a world-class experience all squeezed into one setting. This particular township is well into its development phase, with first phase par excellence exemplified.
By bringing this winning project to town, Megaworld has proven to be a force not to be reckoned with in terms of delivering a lifestyle on a grander scale.
Showcasing premiere residential developments, as mentioned above, Mactan Newtown bring forth first-class recreational amenities which are in accordance of a theme-based living. These are the kind of facilities that rank first in the Philippines and the second in Asia.
A four-towered residential condominium composed of 18 that pays high regard to Japanese traditionalism and zen architecture. Imaginative amenity concepts and designs are formulated to create a Japanese aura such as horizon-edge swimming pool, some indoor and outdoor spas, an origami room, an ikebana room, a bonsai and Niwa-Japanese garden, a koi pond, a gym and fitness center, and also an outdoor dining area.
This particular project has received the renowned awards of Best Condo Development, Best in Architectural Design, and Best in Residential Interior Design from the 2016 Philippine Property Awards.
It offers a wide variety of recreational amenities which are created for the sole purpose of catering to your fitness needs. This development is particularly aiming to bring an active lifestyle to a grand design. As such, the project is built with a complex swimming pool with an in-pool lounge, the aqua gym pool, a five-storey high wall rock climbing, an outdoor fitness station, a jogging path, a tennis court, a culinary station, and many more.
This project offers you a chance for an immersion to an actual European lifestyle with your family directly at the forefront of each amenity. It includes a 25-meter swimming pool complex with an in-pool lounge and paved wooden sundeck, gym and fitness area, Tai Chi area, reflexology path, children's day care center, business center, state-of-the-art game room, and a function room.
All of this deliberation boils down to one very specific question which needs you to be as decisive as you can be: Why invest? Why The Mactan Newtown?
Considering the boom of the BPO industry in Cebu City and the fast-paced regional growth of the three principal islands with Visayas on the lead, it is of no issue that Megaworld has taken a stand to develop and bring Cebu to its greatest potential. As a direct consequence of this phenomenon, The Mactan Newtown is now considered as the next vibrant business hub in Cebu City as it is envisioned to generate more than a thousand jobs.
The township is located 8 kilometers away from the Mactan-Cebu International Airport which only makes a ten-minute drive at the very least and a fifteen-minute drive or more on a busy day of the week. This strategic location in Cebu has already captured the heart of local, most especially, international tourists and investors.
Mactan Newtown is placed very near the historical figures of Cebu's beloved past—the oldest Sto. Niño Parish Church, one of the oldest relics in the Philippines; Mactan Shrine, a famous site in commemoration of Lapu-Lapu, Ferdinand Magellan, and the Battle of Mactan; and lastly, the replica of Magellan's Galleon Victoria, the ship used by Magellan to circumnavigate the globe. These facts alone make Mactan Newtown a perfect spot for tourism.
The Mactan Newtown is already considered by the Philippine Economic Zone Authority as a special economic zone, which entitles it some tax benefits.
At the Mactan Newtown, people will enjoy both the laid-back resort-style surroundings as well as the allure of being in the fastest growing and most business-friendly economic center of the Philippines as the township keeps the former Portofino Beach, or now as the Mactan Newtown Beach, to a direct access.
If you're interested in investing in Mactan Newtown, feel free to contact my agent Fhel at NewtownMactan@gmail.com or through Viber/Whatsapp: +639074503744. She can answer any of your questions better than I can.
For the past few months, the growth on EngineeredTruth has been the same. I've been getting about 3,500 subscribers per month and 350,000 views per month for about 4 months in a row now. This has discouraged me a lot.
Right now, I'm working on Bro Science Life's social media accounts. I create the posts for their Instagram and Facebook accounts. Bro Science Life started at about the same time I did in 2011, and now they have 1.4 million subscribers on YouTube while I struggle with 53k. When I do meet people, they're decently impressed by the fact that I have 53k, but I can't help compare myself to people that grew much quicker.
During 2014, I took my YouTube channel fulltime and it didn't grow enough to where I could make a good living. I got a job making YouTube videos for BikeBerry.com and GrowAce.com (owned by the same person). The people there were great (I still keep in touch with my boss and coworkers), and it allowed me to get paid to learn more video editing skills. After 9 months there, I got a contract to work on Uproxx.com's social media accounts. I quit my job at BikeBerry/Growace, and continue to still work at Uproxx
It would be awesome to have a gigantic YouTube channel, but unfortunately I haven't reached that dream yet. But when I actually look at my career. It's really good. Bro Science Life is my favorite YouTube channel so being able to work with them is amazing #FanGirling! I also enjoy the work I do for Uproxx. To be honest, I enjoy the social media work more than I enjoy creating my own YouTube videos.
I know people repeatedly say, “Be your own boss!” “If you're an employee, you're making someone else rich!” but being your own boss doesn't match most people's personality. Let's go over the 3 types of ways to make a living:
Right now option 3, I'm my own boss and an employee. I actually like this option because it gives me the greatest opportunity to learn. When I work for a company, I get to see how big organizations work. I learn about fields that I wouldn't get to experience if I was self-employed (e.g. ad sales, operations, IT, accounting).
Generally, if you're a person who enjoys team-centered games (e.g. soccer, football, league of legends, World of Warcraft), you'll likely enjoy working for a company because companies are teams. Most people enjoy being in a buzzing social environment and that's what companies are. If you're a person who enjoys solo-centered games (e.g. mixed martial arts, Starcraft, chess) then you'll likely enjoy being self-employed.
Over the years, I've learned that I'm ~70% a team person and ~30% a solo person. I mostly enjoy working for a team, but I also enjoy having my own little section to work in so that I don't have to constantly debate about details.
It's beautiful to me when a team pulls together to accomplish a goal. My business partner James trusts me to finish all the posts for Bro Science Life, and I trust him to handle all the stuff on the business side. Something about trusting another human being with your survivability is really appealing to me.
I learned that I shouldn't strive to be my own boss just because every businessinsider article tells me that's what I should want. Right now, I learn the most from doing both, and that's more effective than trying to jam myself into one category.
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The first video I did with RCKTSHP was
They really liked how the video came out.
They want to work on 2 more videos together, and see where things go from there. RCKTCHP is the most successful partnership that I've had. I'm also hoping that the Canadian geared content will win me more fans from Canada. The next video I'll be doing for them is, “Is Prestige Really Worth the Cost?” where I get working adults from all over USA and Canada to talk about if they believe a prestigious university is worth the increase in cost. That video is planned to be released in 3 days.
The baby boomers usually married young and stayed married. They also found jobs and stayed at that job for their whole career.
Our culture is now 180 of that. We like to date around and job jump a lot. It's what we got to do now, and it's almost expect. Finding a good partner these days require us to get a lot of experiences so we can learn what we want and recognize quality. The same goes for a job, we need to try as many different types of jobs as possible so that when we have a good one, we recognize it and treat it good. Just like how we would treat a good partner. Link below is a sample session 1-on-1 career session where I talked about this: