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This module handles the levels of management and how the position of each one of them. Common knowledge, these positions include top level managers like the CEO, middle managers like general managers, first line managers which work directly with employees and have the most direct control over team leads.

Knowing how each level of the hierarchy functions will definitely play a role in how and where I want to work. Climbing the ladder at a business means a raise in salary but also responsibility, not just for yourself but the entire team that's being managed. And the more responsibility there is the more risk is, if anything goes wrong with the employees and managers that somehow

These kind of positions/ hierarchy has been around for centuries with things such as feudalism, popular in medieval Europe puts the king at the top then continues lower with nobles, knights, farmers, and peasants. And the pope would be HR. If this is applied to the literature from that time, Beowulf would be a middle level manager.

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The knowledge of a company's Corporate Social Responsibility has definitely affected the way I view some organizations. The way companies promote themselves as wanting to help the community and save the planet helps push themselves into a positive light. And while some actually do, others hide their unethical and other wrongdoings beneath their CSR. Nike promotes responsibilities such as supporting upcoming athletes, especially women, but have had lawsuits against them for having unsafe workplaces for women.

It may also be affected by the owner's personal beliefs. However, the messages they put out/ convey are completely different from their actions and possibly promote harmful ideals.

Lululemon, for example, had a CEO that was openly racist and contributed to fatphobia, only selling certain sizes.

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10604044/

This has definitely made me more conscious about the businesses I spend my money on.

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Athletic apparel company, Lululemon, is facing backlash after founder and former CEO, Chip Wilson's recent comments that "certain customers" should be discouraged from shopping at its stores.

In a new interview with Forbes, the 68-year-old disparaged the retailer's advertising, calling the models in Lululemon's ads "unhealthy," "sickly" and "not inspirational," saying that it's important to be clear that "you don't want certain customers coming in."

It isn't the first time that Wilson (who hasn't been affiliated with the company since 2015) has faced criticism for his remarks about who's best-suited to wear Lululemon's high-end athleisure - and who isn't.

In 2013, the founder came under fire after saying that "some women's bodies just actually don't work" in Lululemon's yoga pants during an interview on the Bloomberg show "Street Smart," drawing ire and outrage from many of Lululemon's customers.

Wilson's latest comments, in which he suggests that Lululemon is "trying to become like the Gap" and expresses his distaste over what he calls Lululemon's "whole diversity and inclusion thing," have once again stirred up controversy and are leading some to call for a boycott of the brand.

Here's what to know about the controversy surrounding Wilson, as well as what Lululemon had to say to TODAY.com in response to the backlash.

Who is Chip Wilson?

Born in California, Wilson spent his childhood in Calgary, Alberta before relocating to Alaska where, according to his website, the entrepreneur worked on the Alaskan Pipeline. Wilson then received his BA in economics and worked as an economist while establishing his first company, Westbeach, a skate, snowboard and surf shop.

After selling the business in 1997, Wilson founded Lululemon. According to his memoir "The Story of lululemon," Wilson was inspired to start the company by his love of yoga and the belief he could "create a perfect athletic garment for women."

Starting with yoga pants, Wilson developed a line of apparel that would become coined as "athleisure," although the founder writes in his book that it's a term he doesn't like.

"To me, athleisure denotes a non-athletic, smoking, Diet Coke-drinking people in a New Jersey shopping mall wearing velour tracksuits - too much leisure, too little athletics."

Wilson took his upscale athletic clothing line to the marketplace, opening his first store in March of 1999. Eight years and multiple franchises later, the company went public in July of 2007 raising more than $300 million, according to Reuters.

The founder served as CEO until Lululemon went public, then became chairman until 2013 when, according to Wilson's website, he "lost control of the culture and product development." He continues by saying that "at odds with a board of directors who did not want to invest in the future," he left the company.

Today Lululemon operates more than 600 stores globally and is valued at more than $60 billion.

What did Chip Wilson say about 'certain customers?'

Though Wilson left Lululemon more than a decade ago, according to Forbes, the founder still has feelings about the direction the brand has taken since his departure.

In the new interview, Forbes reports that Wilson isn't a fan of Lululemon's "whole diversity and inclusion thing." The article also cited the former CEO's apparent distaste for the models in the company's current ads, quoting him as saying that they appear "unhealthy," "sickly" and "not inspirational."

Wilson further compared Lululemon to clothing retailer, Gap, in the article, commenting that the brand is attempting to become "everything to everybody."

"And I think the definition of a brand is that you're not everything to everybody...You've got to be clear that you don't want certain customers coming in," Wilson is quoted as saying in Forbes.

Wilson's controversial 2013 comments

Wilson's recent remarks to Forbes are not the first to inspire backlash. In 2013, Lululemon's founder appeared on the Bloomberg show "Street Smart," in which the entrepreneur addressed problems with the brand's yoga pants after claims that the fabric suffered from excessive pilling along with being sheer enough to see through.

When asked about the defect, Wilson replied, "The thing is is that women will wear seat belts that don't work or they'll wear a purse that doesn't work and, quite frankly, some women's bodies just actually don't work for it."

In the interview the former CEO also said that the problem was attributable to "the rubbing through the thighs, how much pressure is there," leading many to conclude he was fat-shaming wearers of the pants whose thighs were wide enough to rub together.

The comments made headlines and sparked outrage among women and Lululemon customers alike, leading to calls to boycott the company and its apparel.

According to a 2013 NBC article on the incident, Wilson issued an apology shortly after the controversial interview in a video that has since been removed, with the embattled CEO reportedly apologizing for the comments, but only to his employees and not offended customers.

"I'm sad. I'm really sad," the NBC article quotes Wilson as saying. "I'm sad for the repercussions of my actions. I'm sad for the people at Lululemon who I care so much about, that have really had to face the brunt of my actions. I take responsibility for all that has occurred and the impact it has had on you."

Shortly after the controversy, Wilson and Lululemon parted ways.

Lululemon responds to Wilson's comments

Wilson's latest remarks in Forbes have once again ignited a firestorm and returned Lululemon to the headlines. TODAY.com reached out to Lululemon for comment and a spokesperson for the retailer responded:

"Chip Wilson does not speak for lululemon, and his comments do not reflect our company views or beliefs. Chip has not been involved with the company since his resignation from the board in 2015 and we are a very different company today.

lululemon is committed to creating and fostering an inclusive, diverse, and welcoming environment throughout our organization and across our communities. We have made considerable progress since launching our Inclusion, Diversity, Equity and Action (IDEA) function, and we are proud of the goals we have achieved.

We also recognize that becoming a more diverse and inclusive organization takes time and is only possible through the sustained efforts of our leaders and our people. We remain steadfast in our commitment to become a more inclusive and diverse company."

Chip Wilson was unable to be reached for comment.

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The Lululemon controversy over 'certain customers' comment, explained

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Founder and former CEO, Chip Wilson, once again faces backlash over comments suggesting that not everyone is cut out for the retail brand.

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It has already been very obvious that companies have populated multiple stores around the world. This module has shown how it actually works, from the legal aspect to the management. Organizations such as the WTO and the World Bank are one of many things set up to provide rules for trading between countries and how they're meant to affect one another. One part of globalization. An example would be Vogue magazine, having a influence in various countries such as France, China, Mexico, and 18 other countries, creating a bridge to different cultures through fashion. It is also interesting to see how each country works with management- Vogue seems to have a multi domestic strategy which is nice to understand now when looking at brands and franchises. Watching in real time how the same company caters to its audience in different countries, globalization of a business's identity varies is absolutely crazy to see. Going back to Vogue, there's a lack of creativity in US Vogue compared to its counterparts and has been criticized relentlessly for it. Understanding the reason for it has given me a more detailed explanation to the vast visible differences of standards in multiple cultures.

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Planning is a valuable feature in every aspect of life. Probably my favorite module goes in depth on how to create a plan that (should) perfect a product and push it out to their potential customers. Making a product can either be meant to be productive, expressive, or both. Planning may include coming up with multiple concepts for the same product until it lands on an effective one.

Bape, an expressive product, is a streetwear clothing brand that was popular in the late 90s and early 00s. A staple of this brand is the ape mascot, that they were able to put into a camo style print. It was inspired by the Planet of the Apes and a Japanese idiom, “ a bathing ape in lukewarm water” meaning to allude to luxury and consumerism. The logo, the identifier of the brand, was to print onto shirts with such a simple yet iconic design. With the planning of their product, they were able to create an “unnoticed” signature in the streetwear industry. Planning with inspiration is another way to make a product and procedure for a company to follow.

This part of making a successful business is crucial and without it a business would fall before it can even get up.

However, this is mostly from the business view of planning but it can also be used in every aspect of one's life. From budgeting for groceries to making calls for your kid's birthday party. It could also be applied to school when you are working on a final project.

https://www.goat.com/editorial/bape-history

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There is a plethora of organizational structure that models how a business's workforce is meant to function. The different structures are meant to suit the business that a CEO has in mind based on their own skills and ideals. If an owner has a more authoritative style of management/leading then a classic authoritarian structure, a top down style would keep everyone at ease. Whereas another CEO may encourage individuality and creativity for their workers, a more flat organizational structure would best suit them.

Identifying the type of structure a company employs could be a factor in whether one wants to work there or not. Personally, if the choice was ever there I would definitely feel more relaxed working in a flat style organization than anything else. But with my experience I would not be able to tell if it is the management structure or the work itself. Hopefully down the road I could tell the difference and use both that experience and the information from this module to apply to my career path and personal life.

https://www.functionly.com/orginometry/healthcare/organizational-chart

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Since its beginning, has revolutionized the game with its groundbreaking approach to technology. It also has an unconventional organizational structure. Sergey Brin and Larry Page launched the company in 1998 at Stanford University. Initially, it was referred to as "BackRub."

Today, Google produces many globally utilized products. These include Gmail, Google Maps , Pixel, and many more. With a universal approach, Google caters to developers, businesses, and all users.

It aims to organize and make information universally accessible. Google has built its core values by prioritizing rapid innovation. It puts the user first and emphasizes ethical practices. Google has a flexible and informal culture, fostering innovation.

What Is The Organizational Structure Of Google?

Google organizational structure-a topic of great interest and importance. Let's examine the intricacies and explore what makes it unique and compelling.

Google Organizational Structure

What organizational structure does Google use? Google is known for its cross-functional or matrix corporate structure. The approach entails assembling employees with diverse skills and functions. They collaborate on targeted projects or product development.

In the Google organizational structure chart, a senior manager leads each cross-functional group. They oversee the group's operations. The structure enables effective teamwork and streamlined operations within the company.

Google's structure has three key characteristics:

Function-based. The company operates based on functions. It has distinct departments like finance, sales, marketing, research, and development. An executive heads every department. They're responsible for making strategic decisions within their respective function.

Product-based. Google's product groups are the driving force behind the development of their innovative products. These groups consist of employees from diverse functions. They collaborate to bring cutting-edge solutions to life. From cloud operations to artificial intelligence, an executive leads each product group. They spearhead product development efforts.

Flatness. The Google organizational structure is intentionally flat. It fosters direct communication between employees and managers at different levels. This bypasses middle management. This smooth flow of information fosters innovation within teams and departments.

Google's Organizational Culture

In part, Google's success can be attributed to the harmonious relationship between its structure and culture. The work culture at Google is innovative, open, and social. It has a steadfast belief in the value of its people as the organization's most valuable assets.

Let's take a closer look at the main characteristics that define Google's culture:

Openness. Google cultivates a culture that fosters the free exchange of knowledge and ideas among employees. The open environment facilitates cross-department interaction. It enables collaboration and the acquisition of insights between marketing and product design teams. Effective communication across these teams enhances product design. It also amplifies its value to consumers.

Innovation. Google places a significant emphasis on nurturing innovation within its workforce. The culture at Google encourages taking risks. It also acknowledges and rewards successful innovations with financial incentives.

Excellence. Google fosters a culture that revolves around believing every employee has the capacity for excellence. To uphold this belief, the company provides comprehensive education and training programs. These programs empower employees to enhance their skills. They also help employees consistently deliver exceptional results in their work.

Hands-on approach. Google firmly believes in fostering employee development through on-the-job training. The culture at Google encourages experimental learning. It embraces risk-taking as a catalyst for innovation.

Social. Google promotes a culture that emphasizes communication. It encourages employees to cultivate social connections across different departments. The informal relationships formed between employees facilitate the exchange of ideas. They also contribute to the well-being of the workforce.

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Google Organizational Structure: Everything You Need To Know

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Explore the interplay of innovation in the Google organizational structure. Discover the keys to success in the digital age.

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Human Resources has already been known for years and is supposed to help the workers and company better themselves. It meant to provide the company employees based on off skills and qualifications while also protecting them. This includes training, fair compensation and benefits, safety and health, more. While I have yet to see this anywhere, HR is also meant to be helpful at aligning itself with the company's goals and ensuring that the employees have the qualifications to further the company's plan. I do believe that, if done effectively, using HR to understand the workers and help the company is a smart idea.

Communication in the business world has consequences that can lead to a company's downfall, affecting the CEO and stakeholders, both internal and external. There are a few kinds of communication such as electronic which have instant and internal connections. As I have constantly been to cashapp twenty dollars, this part of business communication has become very familiar in my life.

The five objectives of persuasive communication includes stimulation, convincing, call to action, increased consideration, and tolerance. I can use this for any argument ever, whether it's an essay or I'm going back and forth with someone.

https://youtu.be/yTPgcMIAl0U?si=kT607GTPIx9e_y2M

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7 Books About the Dangers of (Mis)Communication - Electric Literature

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I n 1831, a bloody battle erupted in the small French village of Labrousse. The issue at stake was whether or not village leaders should ring the town’s bell tower during thunderstorms. Half the town argued that they should, believing the noise would frighten off the storms. The other half thought it would entice the […]

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There are two kinds of motivation: extrinsic and intrinsic. Extrinsic motivation involves things that come from outside the person such as raises and promotions and intrinsic motivation includes personal interests, beliefs, and power. These two can go hand and hand, extrinsic affecting the intrinsic motivation. A familiar area of this module was the hierarchy of needs, by Abraham Maslow, from a psychology class I took and seeing it applied to another subject.

Leaders have a different reputation from managers, similar to the classic leaders vs boss example where the boss only tells the worker what to do while the leader will actively try to help. Some characteristics of a leader consist of influencing, innovating, and vision and for managers it includes maintaining, controlling, and implementing. Both positions play a critical part in running a business but they do differently and depending on the types of motivation it affects how the employees work and feel. Once again I do not have the personal experience of following a leader but from consuming various forms of media, there are familiar examples of the comparisons and contrasts.

A well known leader in literature is Odysseus, by Homer, who led his team on an adventure to fight in the Trojan war when they get lost and encounter various creatures who try to harm them. In this case, Odysseus encourages his team with the hope of getting back home and fights these monsters alongside them, facing the same risk as his men.

https://www.peakframeworks.com/post/maslows-hierarchy#:~:text=By%20addressing%20the%20needs%20at,framework%20for%20doing%20just%20that

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Character Analysis Odysseus

Odysseus is a combination of the self-made, self-assured man and the embodiment of the standards and mores of his culture. He is favored by the gods and respected and admired by the mortals. Even the wrath of Poseidon does not keep him from his homecoming. He is confident that he represents virtue even when a modern audience might not be so sure. He is also a living series of contradictions, a much more complicated character than we would expect to find in the stereotypical epic hero. We can contrast Odysseus, for example, with the great warrior Achilles in The Iliad.

Achilles himself is not a two-dimensional stereotype. He has a tragic flaw, which can best be identified as hubris (an overbearing arrogance or misguided pride) as one of several distinguishing traits. But Achilles is a simpler character. According to the myth the Homeric Greeks would have known, Achilles was given a choice by the gods to live a short, glorious life full of excitement and heroism or a long, tranquil life with little recognition or fame. Achilles, of course, chose the glorious life; therefore, he achieves a kind of immortality through valor and intense, honest devotion to a cause.

Odysseus, in The Odyssey, is much more complicated. He lives by his wiles as well as his courage. He is an intellectual. Often he openly evaluates a situation, demonstrating the logic he employs in making his choices. When it proves effective, Odysseus lies (even to his own family), cheats, or steals in ways that we would not expect in an epic hero. Although he is self-disciplined (refusing to eat the lotus), his curiosity is sometimes the root of his trouble (as with the Cyclops).

He is willing to pay a price for knowledge; for example, he insists on hearing the Sirens' call, even though to do so, he must have himself excruciatingly strapped to the mast of his ship so that he cannot give in to the temptation. Odysseus can be merciful, as when he spares the bard Phemius, or brutal, as he seems when dealing with the dozen disloyal maidservants. He creates his own code of conduct through his adventures. He is deeper than Achilles, more contemplative, but still capable of explosive violence; he is almost certainly more interesting. It is easy to see why some critics like to call him the first "modern man."

Victory motivates Odysseus. He wants to return home and live well in Ithaca; as a result, every step along the way is another test, sometimes, another battle. His concern with victory is also cultural, as well as practical. In Homer's world, where there are no police or justice systems, might usually makes right. The strong prevail. Odysseus often has only two choices: death or victory. Even when Athena intervenes on his behalf, she often leaves ultimate success or failure up to Odysseus. During the battle with the suitors, for example, she could easily and quickly prevail; but she makes Odysseus earn the victory.

Appropriately, Odysseus' development as a character is complicated. He is, in every way, "the man of twists and turns" (1.1). While he does seem to grow throughout his wanderings, the reader should not look at each event as a one more learning experience for the hero. The Odyssey is not a lesson plan for growth; the episodes are not didactic examples of the importance of prudence or anything else.

When Odysseus left for Troy, he had already established his reputation as a hero. His participation in the war was crucial to the Greeks' victory. It was he who disguised himself as an old beggar and infiltrated the enemy. As Menelaus tells Telemachus in Book 4, it was Odysseus' legendary ruse of the Trojan horse that led to the defeat of Troy.

Certainly Odysseus does grow in wisdom and judgment throughout his ventures. His self-control while dealing with the suitors' insults is exemplary and contrasts, for example, with his earlier irresistible urge to announce his name to the Cyclops in Book 9. In other ways, however, he seems slow to learn. The most notable example being his difficulty in controlling his men. After the victory over the Cicones, Odysseus wisely wants to take the plunder and depart quickly (9.50). His men prefer to stay, leading to a defeat at the hands of reinforcements. When Aeolus grants the Greeks fair winds to Ithaca, Odysseus falls asleep within sight of home, enabling his suspicious, undisciplined crew to open the bag of ill winds and let loose a tempest that blows them off course. Again, on the island of the Sungod Helios, Odysseus' men disobey strict orders and feast on the sacred cattle when he goes inland to pray and falls asleep. The struggles Odysseus faces make his growth as a character more realistic and more credible because it is not simple or absolute.

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Odysseus is a combination of the self-made, self-assured man and the embodiment of the standards and mores of his culture. He is favored by the gods and respect

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In the final module, it teaches the reader about stabilizing the success of their business by committing to the standards and goals set beforehand. It can be done by measuring the cost and effectiveness of the plan by employee evaluations and checking on data. Also providing multiple techniques such as total quality management (TQM), studying of improving product and service quality. This whole lesson in short how using planning and different techniques can lead to longevity of an organization. If done correctly, using the methods from this module and the previous ones together will help somebody run and work in a company that benefits them in both their career and personal life. Certain methods like the Five Whys that finds out the root of the problem and allows someone to find a solution.

This can be easily applied to any situation like a while ago, I was making brownies and they turned out to be a mess. Looking back on the recipe I added way too much oil

It could also work with game development/ coding when the program tells you something's wrong on a line that's blank and you have to go line by line and section by section to find out what's actually wrong.

https://www.gamedeveloper.com/design/the-five-basics-of-being-a-game-design-problem-solver#close-modal

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Technology is a complicated field, and you never know what difficulties might arise. Developers face many inevitable issues in their line of work, and it's likely that, at some point, they'll run into code that isn't performing as intended.

When this happens, it can feel like you're trapped in a box with no way out. However, there are tested strategies for troubleshooting and getting to the root of the issue. Below, 14 members of Forbes Technology Council share tips for debugging malfunctioning code.
1. Keep Your Tests Focused
Tests that focus on just one specific piece of application functionality (known as "atomic" tests) are significantly easier for developers to troubleshoot and debug. Because atomic tests are so focused, if and when issues do arise, there's no confusion about what's gone wrong. Instead of wasting precious time searching for the problematic code, developers can immediately get to work debugging it. - Lubos Parobek, Sauce Labs
2. Break It Down Piece By Piece
The best way to debug is to break down the code piece by piece and examine the value of the variables involved at certain times and operations by putting in breakpoints. Be aware of all expected values and confirm if that is what you're seeing at any given point in time. Sooner or later you will see something unexpected, and then it's a simple matter of understanding why it happened. - Mihir Shinde, B&H Photo Video Pro Audio
3. Keep Consistent, Centralized Documentation
I cannot stress how important documentation is at any tech company. Documentation is usually spread out in various places. Whether it is in Quip, Google Docs, Github or inline comments, having one place to store all code decisions is very important both for a developer to share knowledge with other developers wanting to fix the code and for you to revisit the same code when it starts malfunctioning. - Spandana Govindgari, Hype AR Inc.
4. Insert Visualization Statements
We always run into a problem with malfunctioning code. The two best ways to debug the nonfunctioning code is to insert debug and visualization statements. By inserting a visualization statement, one can see at what point code starts malfunctioning. It gives an insight into what specifically is malfunctioning. - Naresh Soni, Tsunami XR
5. Isolate The Problem And Reproduce It
Don't jump to implement a fix before you truly understand the problem. First, isolate the problem and make sure you can reproduce it at will-then implement the fix. By doing this, you won't waste time performing blind "fixes" that don't resolve the problem, and your testing is improved because you know how to reproduce the problem. - Carlos Melendez, Wovenware
6. Look For The Root Cause Before Rewriting The Code
There is a natural reaction by developers when presented with code that doesn't work-especially if it was written by someone else-to rally for a rewrite. While this is sometimes justified, it's important to first understand why the code doesn't work so as not to repeat the same mistake. Only once the exact root cause has been identified can an informed decision be made about the next steps. - William Francis, ENO8
7. Leverage The Right Tools
Whether it's debugging front-end code in Chrome Debugger or back-end code in your favorite IDE, there is a plethora of tools out there that should let you step through the code line by line until you can narrow down the problem. The keyword here is "narrow." Problems always look hairy at first; the trick is to reduce the size and scope until it's manageable. - Joe Conley, Buyside
8. Ask For An Unbiased View
Too often, coders feel so much ownership, pride and responsibility for their work that they're afraid to ask for help. That's a mistake-there's nothing wrong with asking another engineer to take a look. Sometimes we can't see the forest for the trees. Another eye might be what you need to see the problem in the code. - Abhinav Somani, LEVERTON
9. Look For A Comparable Piece Of Public Code
Many online coding forums (e.g., Stack Overflow) and hosting platforms (e.g., GitHub) offer public code snippets and repositories that provide developers with an unparalleled source of coding information and use cases. To be able to effectively troubleshoot or improve their code, developers need to be good "data miners" and find a comparable or recent piece of code! - Ahmad (Al) Fares, Celitech Inc.
10. Consider The Business Context Of The Problem
To troubleshoot code that precedes you, first get on the level of the business. What does the application do, what is it supposed to do and how is it supposed to do it? This context is incredibly important in troubleshooting. Secondly, read the code line by line. With an understanding of the purpose of the code, you'll be able to read it like a story, which empowers you to rewrite it. - Kyle Pretsch, Lucky Brand Jeans
11. Try Explaining The Problem To Someone Else
There's a concept called "rubber ducking" that can work wonders. By explaining the problem and code to someone else (or even just to a rubber duck), often the problem will become obvious. And if it doesn't become clear from explaining it, you'll get someone else's perspective, which might give you the insight you need to solve the problem. - Luke Wallace, Bottle Rocket
12. Read The Error Code
When troubleshooting malfunctioning code, many developers will see there is an error, yet fail to read the error code. The error code can help provide insight into what the issue is-just be sure to run the code each time you make small changes to ensure you can address errors as they occur, rather than an hour into a coding sprint. This helps target where the mistake is for faster resolution. - Marcus Turner, Enola Labs
13. Troubleshoot Beyond The Immediate Problem
Every developer deals with this at some point or another. Your best bet is to change as little code as possible when addressing the immediate issue (assuming there is urgency). From there, add tests around the expected behavior and refractor as needed to clean up the code so the next developer (or perhaps even yourself) is pleasantly surprised the next time they have to look at this code. - Andres Angelani, Cognizant Softvision
14. Take A Break
Try to first investigate and understand what the system is doing versus what it is expected to do. Then go play a round of ping pong or nap on it. Your brain will still be subconsciously working out solutions and trying to connect the dots. - Winnie Cheng, Io-Tahoe LLC

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Council Post: 14 Tech Pros Share Their Best Tips For Troubleshooting Code Malfunctions

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Members of Forbes Technology Council share tips to help developers debug malfunctioning code.