Process, People, and Pods


Wednesday 25 July 2007

Building a Better Programmer, Part 2

To increase the productivity gains promised by the Master-Journeyman-Apprentice (MJA) model, programmers must progress up in the model. In Part 1 of Building a Better Programmer, we detailed the techniques by which programmers can gain the skills resulting in improved productivity. In this post, I will discuss paths to programmers enrichment, likely timeframes for the process, and failure rates. I will again draw from the MJA model for learning OO skills, a key enabler for Agile application developement.

Apprentice to Journeyman

If you can move your Apprentices to Journeymen, you can effectively double your productivity for those complex, business critical systems you maintain and enhance. There are certain enablers that are required for this transition:

  • Willing Apprentices (supported in their efforts by management)
  • Journeymen or Masters from which to learn

I have used a couple of paths to assist the transition of programmers from Apprentices to Journeymen, both in ThoughtWorks and in the industry with good results in both cases. For OO programming, the goal is the same in both cases: Teach the Apprentice to think like an object programmer. That means teaching the Apprentices to break problems down in a different way, to recognize when programmers are structured poorly per OO principles, and build up a repertoire of techniques by which to do this.

Path 1 involves a combination of training and mentoring. Training assists in quickly providing the new vocabulary for the Apprentice, and mentoring provides the continued support for applying the new techniques to the daily problems the programmer addresses. Without mentoring, the value of the training is significantly diminished. Without mentoring, the pressures of delivery will drive the Apprentice to apply the old, familiar techniques to solve the problem. Old habits are reinforced; new techniques are forgotten. And worse, the new techniques become labeled "theoretical" or "academic" or "irrelevant to real problems." Net result: education wasted.

Path 2 forgoes the training, and simply provides the mentoring. The training is gained by working closely with Journeymen and Masters. Pair programming is important in this environment; collocation is absolutely essential. Path 2 takes longer; the Apprentice must pick up the vocabulary in the course of the work. Path 2 is probably more expensive; the productivity gains come later, and the time of Journeymen and Masters is taxed in doing bits of training here and there as the need arises.

There is a Path 3: Pick it up from reading the books. Self-taught Journeymen are rare, but I have met them. They also took a frighteningly long time to make the transition, with a lot of discarded bad code in the wake. I cannot recommend this approach for even the brightest of programmers.

If you can adopt Path 1 (training and mentoring), you should expect most of your programmers (60% or more) to make the transition from Apprentice to Journeyman in about six months. Some will be there quicker; some will take a bit more time. Expect failures; in my experience, about 20% cannot make the transition at all. The individuals who will not make the transition can be identified pretty quickly (a month or less); they can be placed back in the roles they had before and continue to be productive for the organization. The usual cause of the failure to transition is that they lack the conceptual skills to be effective OO programmers. I have seen a few other cases of failures in senior people. In these cases, the senior person realizes that the junior people understand this better than they do, and choose to disengage rather than reveal the lack of a gap. I take these failures personally; I feel I didn't create an environment where they could learn safely.

I developed specific training for this transition over a decade ago. The first class affectionally called it OO Bootcamp. I brought the course with me to ThoughtWorks several years ago, and it still carries that moniker today. I will post more on OO Bootcamp in the near future.

Journeyman to Master

The transition from Journeyman to Master is much more difficult. You should not expect more than 20% of your staff to ever make the transition. Most of your good candidates have deviated from strict application development, and are probably serving as your system and application architects, effectively ceasing their learning as programmers.

But with the whopping productivity boost and the ability to leverage Masters to make more Masters, it is well worth investing in their growth.

Masters must be excellent programmers. Their vocabulary is deep and wide. By and large, they have extensive experience applying their knowledge to real world problems. Similarly, their conceptual skills are excellent. This allows them to manipulate objects in their heads, forming solutions to difficult problems. Finally, domain knowledge is helpful, but not quite essential.

If you describe a business problem to a Master programmer, she will see objects dancing in her head, forming patterns that solve the problem. This comes from developing an inherent sense of object relationships, a suite of problem-to-object-solution maps, and confidence born of solving similar problems before.

Hence, the transition from Journeyman to Master can take a while. In general, expect a couple of years. I have seen a few instances of faster transitions (only six months or so); in all cases, the individuals were extremely bright, conceptual thinkers, and had many years of programming experience under their belts. (They were also colleagues from ThoughtWorks India!)

Managing Programmer Improvement

In the prior post, I listed the techniques to enable programmer skill growth. In order of importance, they are pair programming, collocation, communities, and training. Project managers and senior managers should facilitate these practices as much of this as possible.

There is one other charter I would give a project manager when a focus on skills is important: Bring back better programmers. In other words, measure the project manager on both delivery and skills growth. If the project manager delivers the project but doesn't grow the people, then, well, at the least a permanent productivity boost to the organization has been lost; at worse, gross negligence has occurred, and I don't want to use that project manager again.

43 comments:

koundinya said...

Hi Fred,

Thanks for a great post. I am an admirer of thoughtworkers, i regularly follow the thought blogs.I agree the OO thinking forms the fundamental skill to solving complex problems. Could you please point me to some articles/books on how to improve the concept of thinking in oo ? or in your language "dancing objects in the head". Thanks for a great post once again. I feel i am an journeyman and would like to move to Master.

Fred George said...

The transition to Master is quite difficult. I had a mentor, someone from the original OO team of Ward Cunningham and Kent Beck. The mentor saved me a couple of years of figuring it out for myself. But one big step I did take was from a book: Kent Beck's Smalltalk Best Practice Patterns. If you are not in the Smalltalk space (and few are anymore), I would quickly recommend Martin Fowler's Refactoring. It is almost the Jave version of Kent's book, plus some other great stuff. For Martin's book, read the chapter on Code Smells (Kent co-wrote it). As each smell is discussed, chase down the references to the patterns that fix it. Then park the book in your lap as you code. When you see a smell, chose a refactoring that fixes it, following Martin's recides carefully. When all the refactorings are in your head, I think you will be a big step closer to Master. Enjoy the journey!

otyce said...

Thank you for a great blog, I hope to see more articles from. When I started reading M-J-A articles I thought I was at the J stage but now I realize I am at the Apprentice stage. I am working in an environment were we are only to programmers. And the guy I am working with is still an apprentice though more knoledgeable than I am. In such an environment how do I grow to journeyman. I also came across a blog by Justice Gray where he tags a couple of people on what they are going to do to become better developers in six months, so I bored those ideas and made them my own. Let me know what you think.

Fred George said...

By the way, recognizing you are not a Journeyman is probably the first step to getting there. You now realize you are missing knowledge (not to be confused with experience. The above response to koundinya would be my first recommended step. Next would be find an OO-oriented user group in the area. Ruby groups will tend to be more OO, but no guarantee. Agile groups may be productive, too. My favorite question? Ask the average size of their methods. If you hear "5" or less, you may have found a Journeyman or Master!

Anonymous said...

This is a great series.

Just a question of clarification... Do you mean 5 lines or less?

Fred George said...

Yes, Phil. I mean an answer of 5 lines or less in each method. I have done Java projects with an average of 2.3; my mentor using Smalltalk had an average of 1.2 lines per method on one of his projects. I am looking forward to getting that small in Ruby soon.

Ravi said...

Fred,
Great blog!

To add to your answer to koundinya, one alternative somewhere between working on your own vs working with a "Master" ( I don't believe in the validity of the AJM model hence the quotes , but that's another discussion ) is to learn from the "Master"'s code. This is what has worked for me.

(1) Find an small source code base from the "Master" of your choice (Junit for Kent, FIT for Ward, etc. Peter Norvig, Paul Graham all have lots of code online). I am ver leery of "masters" who don't have any code I can look at, but that's me.

(2) *Before* looking at their code, write your own code duplicating the functionality.

(3) do a diff between your code and theirs.

(4) Think about the differences in design, coding style etc.

You'll learn quite a bit from this exercise if you have the patience to go through with it

Fred George said...

Ravi, you have described another nice tactic. I did refine my skills by reading Smalltalk source code (in Smalltalk). It was replete with excellent examples of beautiful code. Unfortunately, I can't say the same of the Java code libraries. Kent Beck's and Erich Gamma's JUnit is a very good example, albeit against Java 1.2 (1.5 implementation would be even lovelier).

Anonymous said...

Great post! I think I am journeyman but am not able to find a mentor in my company to improve my skills. The best way is like Ravi said to find some great source code to learn how those masters write.

Anyone could recommend some good open code written in C# or ruby?

Fred George said...

Sorry, David, but I don't have any good examples in the open source community for C# and Ruby. But I haven't really looked, either.

I would venture to suggest the unit testing frameworks are probably first rate because I know the authors. For C#, look at NUnit that was written by current and former ThoughtWorks colleagues that I hold in high regard. For Ruby, the RUnit framework that ships with Ruby was done by Nathaniel Talbot, a programmer who was a Master in his teens!

Other good examples from someone else?

Fred George said...

My apologies to Nathaniel: It is Nathaniel Talbott (with 2 t's). Spell it with one 't' and you do get more hits about him! :-)

Ravi said...

@David,

For Ruby, Anything by JIm Weirich is worth looking at (imo). I am sure there are many others worth learning from in the Ruby community.You could just ask on the Ruby mailing list and they'll help you out.

Even better, if you spend some time with smalltalk(squeak is a good option) you'll be better OO (including Ruby) programmer. smalltalk, like Lisp, is seriously mindbending.

My 2 cents.

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梁爵 said...

2019.10.17台北知名酒店經紀可靠依據大爆料:接獲翁子涵的跨國酒店工作性交易(賣淫)案,指她9年前未成年時就開始接客,當時她處女膜未突破,賣相很好的極品。知名酒店經紀透露,當時透過管道持有假護照、假證件的出國酒店打工翁子涵處女膜未(開苞)開出第一次性交易金額高達27萬元的價碼,非常受歡迎各大企業名人老闆現場開價,最終以新台幣27萬元成交。後續翁子涵變身通告藝人以及展場女郎,慢慢轉型酒店兼差私下自己接S陪睡(性交易)1晚要價新台幣10萬元,只是2015年她被警方跟監逮捕,法院判決「圖利媒介性交罪」,分布在當年3月、5月與9月:來自澳門、台中的知名人物每次支付仲介新台幣14萬至20萬元不等,翁子涵則分得10至15萬元。酒店經紀透露,2018年翁子涵又再度下海在國外酒店兼職外傳金額談得好可以而外售後服務,如:顏射(精子射在臉上) 、口交口爆(精子射在嘴裡) 、戴套肛交進行交易,可見圈內是有知名度,怕在台灣賣淫會被爆料。翁子涵的心歷過程,某種程度也還算勵志。

梁爵 said...

2020.03.05一般來說進酒店工作有二種方式:
第一種路徑:
自己Google搜尋找酒店經紀幫妳分析(如適合哪種店家或市場現況分析或造型調整方向以及心態適應等..)
第二種路徑:
自己姊妹朋友之間的介紹,但酒店經紀專業與不專業,好與不好….百分比各50%
1、不論是自己Google找經紀或朋友介紹,在職前都會有行政或是學姊們教你
所以不用擔心「酒店上班沒經驗什麼都不會怎麼辦」的問題~(因為大家都是從沒經驗開始,妳跟目前在職上班的小姐沒有不一樣)
2、新人除非有超好的天份,否則前三天屬於適應期因此不必太在意得失心要給自己和店家一點的時間
3、確定要去某間店上班前,一定要了解這間店的文化,及自已的酒店工作內容
4、了解這間店的細節規定,才不會莫名其妙被扣錢!
5、出勤正常,不要遲到,(如遲到一分鐘可是扣50元!)
6、不要讓自已喝醉!!和客人拚酒是最傻的行為,雖然喝酒難免,但能閃則閃,保持自已清醒才是安全又健康的!。
很多人想到酒店打工,卻沒有良好的管道。梁曉尊的網站提供大家可選擇的管道!
女孩們在與曉尊用LINE對話 或者利用留言版留言時,我們的回答總是簡單且衷懇的。我們成立這個網站,是想揭開這行神秘的面紗,當然也希望招募到優秀的人員。所以我們的回答絕對是符合妳的期待。
~~女孩們要入行酒店兼差,請注意以下的重點~~
1.你是否真的下定決心了?!!在這裡上班,有時必須承受些許心理壓力。心理壓力在於..外貌.手腕.應對.決心。絕大部分的女孩們只會想到自己本身的立場卻沒有想到消費者的想法。不是每位女孩上班都一定能賺到錢,你決定賺多少,你又能學習多少。取決於妳的"態度"一旦下定決心,請收起無謂的想法,好好學習應該有的工作態度
2.當你下定決心後,請注意...先約在公共場所(如:星巴克.麥當勞)對談細節(多了解酒店兼職內容細節,如:上班時段班次有哪些?適合我的條件有哪幾家酒店?會扣錢的事項有哪些?)
最少看5家店以上的環境(這樣才能知道對方能力和自己多方面選項。切記千萬別第一天看環境就馬上工作(要回家多方思考再決定)有部分招募公關的廣告,寫上許多超高的金額利誘。事實上這些金額 真的是看個人努力而有所不同啊。不能說她們是講假的,但是沒有人一開始就能做到(那要很犧牲吧)
3.注意自己的權益。薪資計算。(檯費的計算,領薪水的日期)多比較各家酒店經營的模式方法。(例如便服店或是禮服店)
~~以上三點你都注意了嗎!~~
~~你真的確定要入行了嗎!~~
這些你都注意到了,你也沒有隨便相信單方面說的話,那麼你可以開始選擇你想去哪家店上班了。

梁爵 said...

2020.03.11酒店工作深夜心聲:走到這一步是不是覺得有些無奈呢?"曾經"很多人跟妳心情是一樣的~!!
"現在"也有很多人和妳的狀況一樣~!!假設妳目前沒有男友...妳大概會因為經濟問題考量而入行了!!
首先建議妳...問自己一個問題吧~!!~這段感情...有沒有未來~?
靜下來想清楚的話...妳才考慮要不要去酒店上班~
PS:因為男友一定早晚會知道(如日夜顛倒 其他男生來電 收入增加 有時全身酒味...等)如果他有能力...妳何需如此??他知道了又不能改變什麼...除非他有能力改變妳的困境吧!!如果他能且有能力...那麼在決定去以前...跟他好好溝通一下比較妥當~!!或許他可以幫妳的!!夜生活表面看來光鮮亮麗...其實很多心酸苦楚是只有當事人自己清楚的!在這行妳更可以看清楚所謂"真實的人性"~!!
酒店打工其實那也不是不好...還是有些人在裡面得到成長的...即使是跌跌撞撞的長大!怎麼不讓自己被環境影響太深,怎麼在那種特殊環境中保護自己,妳自己要有一點最起碼的準備...不管是心理上還是生理上~!!還是建議妳把心態先調整好...然後才去投入這環境工作。
否則...有選擇...就要去負責!!。以後如果真的要去上班了...那請專心投入"賺錢"這檔事吧!!感情的話...工作以前的...可能都會失去!工作以後的...保證沒一個是認真對妳的~!!儘早賺夠所需要的錢...早日離開比較實在!!

梁爵 said...

2020.03.14 台北酒店上班即時新聞:Google搜尋:梁曉尊/梁小尊---常問兼差兼職酒店工作的時段時間? 酒店S薪資怎麼領?
一般為一星期為一個結算薪水的單位,班別以(週報班)可以上3~5天班 當然天數越多 節數錢越多 酒店S收入也跟著水漲船高。
尤其特別族群大學生/上班族選擇酒店打工,可依照白天課業或工作因素來配合晚間的班別! (1週上1天班 也可以的)
營業時間下午3點~早上6點 這期間上滿6~7個鐘頭 看各家店規定不一 時段都可自選。
以下打卡班次:
下午:3點班、4點班、5點班、6點班 (每個班次往後推7小時,就是妳的上班時間)
晚間:7點班、8點班、9點班 (每個班次往後推7小時,就是妳的上班時間)
薪水計算1週領薪{*十分鐘為1節*}
因公平性原則: 大學生/上班族選擇酒店兼職-酒店兼差。1週上1天班 超值特別專案
1~3天班10分鐘170元
4天班10分鐘180元
5天班以上10分鐘190元

梁爵 said...

2020.08.03【18禁】酒店小姐深夜保健室不敢來酒店上班-酒店打工的原因曾經做過酒店小姐雞排妹近來化身性愛大師,在節目《酒店小姐的基本介紹跟工作內容深夜保健室》中大談18禁話題,最新一集找來八大行業老司機涼圓,分享我在酒店上班的日子按摩養生館和酒店的差別,不僅列舉養生館裡的「酒店兼差不是一個複雜的工作環境?」,還透漏曾有客人肖想無套,竟瞎扯懷孕更好,讓雞排妹怒轟「好噁心」。在養生館做幹部的涼圓說,按摩養生館和酒店的氛圍大不相同,因此客人TA(酒店小姐上班通常會取什麼名字?)也不一樣,會去酒店小姐去酒店上班都一定要出場接s嗎?大多以商務、談生意為主,希望小姐能幫忙帶氣氛,所以會較熱鬧;但會去養生館的人,主要是想達到身心靈放鬆,能和身材姣好的正妹有所互動。除了揭開養生館的神秘面紗,涼圓也爆料,這行很常遇到無良奧客,曾有做「全套服務」的按摩妹妹跟她說,有個客人想要求她無套,但她婉轉回應「可是我怕我會懷孕怎麼辦」?沒想到對方竟口出狂言,認為懷孕更好,因為「就可以接3個月的無套,之後再拿掉就好」,讓雞排妹大喊噁心,認為對方根本就是沒有同理心。而前陣子疫情關係,有小姐因酒客染疫,導致整個台灣的八大行業同時歇業,讓雞排妹關心起八大行業小姐失業狀態,不過涼圓透漏小姐心態,「今天酒店不能上班,難道我就不賺錢」,爆料這些小姐全跑到按摩店打工,讓雞排妹聽了恍然大悟。

梁爵 said...

2020.08.06【工作相關職場分享必看不敢來酒店上班-酒店打工的原因】就算是酒店應徵也是有求職陷阱的!梁小尊來告訴你。
【工作相關職場分享必看酒店小姐的基本介紹跟工作內容
很多女孩我在酒店上班的日子在網路PTT的疑問:我在Google上網搜尋有找到好幾家酒店在徵酒店助理,可是我一到現場的時候,他們卻要我做酒店公關的工作,讓我感覺得害怕,可是酒店兼差不是一個複雜的工作環境?Google搜尋網頁上面寫的薪水又很誘人,真的很想嘗試看看,但又怕被騙!有人可以告訴我,我該怎麼做嗎?
梁曉尊來幫你解答: 酒店小姐上班通常會取什麼名字?
網路上的應徵酒店助理都是噱頭而已,實際上他們要應徵的都是酒店公關,薪水也是想用高薪來吸引人家進來應徵而已,如果他們看到你,覺得外型不錯,就會開始跟你說做酒店公關的薪水會比較多,就會開始慫恿你做酒店公關,因為酒店最缺的還是小姐,至於其他職務的話,有可能也有缺…但是要看店家需要的人數跟目前還有沒有餘額,如果要應徵酒店類的工作還是打聽清楚會比較安全、比較保險。
酒店助理,薪水也大概在兩萬五左右,跟外面的助理薪水其實是差不多的,不會因為酒店是高消費的地方,所有職務的薪水都會提高。
再來普羅大眾網路PTT時常發問: 酒店小姐去酒店上班都一定要出場接s嗎?如果真的要應徵酒店小姐 有什麼要注意的?要如何保護自己?
當然有些女孩們,因為生活上某些因素,需要酒店小姐這份工作又擔心受騙!沒有方向可尋....
梁曉尊再教你另一種保護自己的方式: 透過Google搜尋酒店經紀的名稱,是否有相關事業! 。如果只是看到漂亮的網頁 ,但沒有任何內容也別輕易相信(因為很多不肖酒店人士,透過假網頁做非法之事)共同點 經紀人名稱Google搜尋不到,更沒有本人照片(女孩們千萬要特別注意)。

梁爵 said...

2020.08.24不敢來酒店上班-酒店打工的原因雖然我不知道這篇貼文是否有人願意看但我們有義務表達我們在八大行業-酒店工作的想法與立場酒店小姐的基本介紹跟工作內容許多人對八大行業-酒店都有所誤解,認為是偏門社會中不正派的人在做的工作但是你們有沒有想過?我們我在酒店上班的日子依然是服務業的一環,也是憑著自己的努力在賺錢,這當中一定也有些毒瘤在破壞我們的名聲,酒店兼差不是一個複雜的工作環境?在這行我們看了太多人在這花花世界沈淪,許多剛入行很乖巧的妹妹,入行後整個人變調了。開始吃藥、吸毒、每天開趴..活在EDM的世界裡當初的初心?忘了吧?
酒店小姐去酒店上班都一定要出場接s嗎?最後整個人走針...只是為了買毒而賺錢!在此我們必須鄭重表示!!!
有吃藥吸毒習慣的人我們不收!!!酒店小姐上班通常會取什麼名字?入行後若發現有吃藥吸毒也一律下檔永不錄用!!我們雖然也要賺錢,但這種缺德錢,我們寧願不賺,因為我們並不想妳為了吃藥吸毒,毀了妳下半輩子。
每個人心中都有一個美好的夢想,只是有的人在這個殘酷的社會中...他們會把夢想放在內心最深處的地方,不再被提起...直至遺忘..當然有的人就會全力以赴去追求自己想要的夢想,畢竟只要自己行的正,何必在意外界的眼光,所有的成功人士都只會專注在自己的目標而有目標的人,才沒空理會那些甘願活在平凡的人許多年輕妹妹會來問我們八大好不好賺?我很老實回答好賺!非常好賺!
可以短期賺到妳希望的財富但是我會反問妳為什麼需要快速賺到這些錢呢?如果妳是因為家裡很需要錢
如果妳是為了實現自己想創業的夢,只要是正當理由,我們都非常願意幫妳協助妳,我們也會要妳設立一個期限。妳打算在八大圈待多久?因為我們有義務必須告訴妳正確的金錢觀念,畢竟我們這裡只是妳人生的一塊跳板,我們也會不時提醒妳!千萬不要覺得錢好賺,所以開始忘了開源節流,甚至當初努力奮鬥存錢的決心也忘了,我們只幫家裡真的有困難的年輕女孩或是有創業資金需求,有人生目標的女生,並且幫助她一段時間內賺到得她需要的錢!。

梁爵 said...

1女人私密處洗乾淨就像新的一樣,不要排斥酒店打工酒店小姐。
緬甸在不經意間這樣說過,散開的牛群,有被老虎吃掉的危險。希望各位能用心體會這段話。一般來說,了解清楚女人私密處洗乾淨就跟新的一樣,不要排斥酒店上班酒店小姐到底是一種怎麼樣的存在,是解決一切問題的關鍵。本人也是經過了深思熟慮,在每個日日夜夜思考這個問題。我認為,我們需要淘汰舊有的觀念,若發現問題比我們想像的還要深奧,那肯定不簡單。當前最急迫的事,想必就是釐清疑惑了。對我個人而言,酒店應徵女人私密處洗乾淨就跟新的一樣,不要排斥酒店小姐不僅僅是一個重大的事件,還可能會改變我的人生。
想必大家都能了解女人私密處洗乾淨就跟新的一樣,不要排斥酒店小姐的重要性。柯蒂斯說過一句很有意思的話,健康勝於富貴。這句話看似簡單,卻埋藏了深遠的意義。我們可以很篤定的說,這需要花很多時間來嚴謹地論證。總結來說,話雖如此,我們卻也不能夠這麼篤定。在人類的歷史中,我們總是盡了一切努力想搞懂女人私密處洗乾淨就跟新的一樣,不要排斥酒店小姐。
2女人洗乾淨私密處還是新的!不要排斥酒店公關
。面對如此難題,我們必須設想周全。在人類的歷史中,我們總是盡了一切努力想搞懂女人私密處洗乾淨還是新的!不要排斥酒店公關。不難發現,問題在於該用什麼標準來做決定呢?問題的關鍵究竟為何?問題的關鍵看似不明確,但想必在諸位心中已有了明確的答案。想必大家都能了解女人私密處洗乾淨還是新的!不要排斥酒店公關的重要性。我們不得不面對一個非常尷尬的事實,那就是,既然如此,穆爾告訴我們,一個人為尋求他所需要的東西,走遍了全世界,回到家裡,找到了。這句話看似簡單,卻埋藏了深遠的意義。若到今天結束時我們都還無法釐清女人私密處洗乾淨還是新的!不要排斥酒店工作酒店公關的意義,那想必我們昨天也無法釐清。我以為我了解女人私密處洗乾淨還是新的!不要排斥酒店公關,但我真的了解女人私密處洗乾淨還是新的!不要排斥酒店公關嗎?仔細想想,我對女人洗乾淨還是新的!不要排斥酒店公關的理解只是皮毛而已。對於一般人來說,女人洗乾淨還是新的!不要排斥酒店公關究竟象徵著什麼呢?如果別人做得到,那我也可以做到。夏寧相信,活著,要有自己的價值,要作為一個強者存在於這個世界。這段話雖短,卻足以改變人類的歷史。
3 女人私處洗乾淨還是新的!不要排斥酒店兼差酒店小姐。
羅素曾經認為,希望是堅韌的拐杖,忍耐是旅行袋,攜帶它們,人可以登上永恆之旅。這句話改變了我的人生。這種事實對本人來說意義重大,相信對這個世界也是有一定意義的。蘇轍曾經說過,人生在世,不出一番好議論,不留一番好事業,終日飽食暖衣,不所用心,何自別於禽獸。這句話讓我們得到了一個全新的觀點去思考這個問題。女人私密處洗乾淨還是新的!不要排斥酒店小姐究竟是怎麼樣的存在,始終是個謎題。探討女人私密處洗乾淨還是新的!不要排斥酒店小姐時,如果發現酒店工作非常複雜,那麼想必不簡單。做好女人私密處洗乾淨還是新的!不要排斥酒店小姐這件事,可以說已經成為了全民運動。既然,問題的關鍵看似不明確,但想必在諸位心中已有了明確的答案。維納德說過一句很有意思的話,沒有追求的人,必然是怠情的。這句話幾乎解讀出了問題的根本。所謂女人私密處洗乾淨還是新的!不要排斥酒店小姐,關鍵是女人私密處洗乾淨還是新的!不要排斥酒店小姐需要如何解讀。金纓曾說過,敗德之事非一,而酗酒者德必敗,傷生之事非一,而好色者生必傷。希望大家實際感受一下這段話。
4 不要排斥酒店小姐!洗一洗私密處就跟新的一樣。
其實,若思緒夠清晰,那麼不要排斥酒店小姐!私密處洗一洗就跟新的一樣。也就不那麼複雜了。不難發現,問題在於該用什麼標準來做決定呢?這樣看來,不要排斥酒店小姐!洗一洗就跟新的一樣。絕對是史無前例的。黑茲利特相信,興趣最狹窄的人懂得最少,然而什麼都感興趣的人則什麼都不懂。這句話看似簡單,卻埋藏了深遠的意義。問題的核心究竟是什麼?在人生的歷程中,不要排斥酒店小姐!私密處洗乾淨就跟新的一樣。的出現是必然的。不要排斥酒店小姐!洗一洗就跟新的一樣。的存在,令我無法停止對他的思考。本人也是經過了深思熟慮,在每個日日夜夜思考這個問題。從這個角度來看,當前最急迫的事,想必就是釐清疑惑了。沃克森夏安納講過一段深奧的話,五十歲時,你開始厭倦世界; 六十歲時,卻是世界厭倦了你。但願諸位理解後能從中有所成長。經過上述討論,門捷羅夫說過一句經典的名言,為了照亮地球深處,在黑暗之中看到蘊藏豐富的礦產資源,科學之燈是必須的。這段話非常有意思。
5不要排斥酒店小姐,私密處洗乾淨就跟新的一樣。
向警予曾經說過,人生價值的大小是以人們對社會貢獻的大小而製定。這句話反映了問題的急切性。每個人的一生中,幾乎可說碰到不要排斥酒店上班酒店公關,女人私密處洗乾淨就跟新的一樣。這件事,是必然會發生的。帶著這些問題,我們一起來審視不要排斥酒店公關,私處洗乾淨就跟新的一樣。。由於,巴爾扎克曾經提過,我們爬得比別人高,人們完全可以允許; 但如果我們不將自己的人格降到他們那麼低,他們是永遠不會原諒的。所以,有人們對性格堅強的人,不能不懷著幾分仇恨和恐懼。對他們來說,別人過多的榮譽是對他們一種無言的指責,無論是活人還是死人,他們都不能寬恕。這把視野帶到了全新的高度。不要排斥酒店公關,女人私密處洗乾淨就跟新的一樣。究竟是怎麼樣的存在,始終是個謎題。我們一般認為,抓住了問題的關鍵,其他一切則會迎刃而解。在這種不可避免的衝突下,我們必須解決這個問題。緒儒斯曾說過,一樣東西的價值在於購買者願出多少錢。這啟發了我。面對如此難題,我們必須設想周全。領悟其中的道理也不是那麼的困難。一般來講,我們都必須務必慎重的考慮考慮。從這個角度來看,不要排斥酒店公關,私密處洗乾淨就跟新的一樣。對我來說有著舉足輕重的地位,必須要嚴肅認真的看待。

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