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Austin Lesea schrieb: > Antti, > > Just turn it off, you don't need it. > > Also in another tech answer, they say the macro requires greater than > 200 ms reset pulse! > > From an tech answer (#21435): > > - If none of the DCMs in your design require the clock stop circuitry > (i.e., the DCM source clocks will never stop), you can globally disable > the logic insertion by setting the XIL_DCM_AUTOCALIBRATION_OFF > environment variable. > > - You can also disable insertion on an individual basis by applying the > DCM_AUTOCALIBRATION attribute to specific DCMs. Acceptable values are > TRUE and FALSE, where TRUE (the default value) allows MAP to insert the > clock stop circuitry, and FALSE disables the logic insertion. You can > add this attribute to the HDL design source using the VHDL generic or > Verilog defparam, or it can be entered as a synthesis attribute (check > with your synthesis tool for the appropriate syntax). > > When applying this attribute in the UCF file, the syntax is as follows: > INST DCM_INST DCM_AUTOCALIBRATION="FALSE"; > > Austin > Thanks Austin, I guess that is proper fix so will try. The issue was that the DCM are in EDK and the EDK DCM doesnt have the AUTOCALIBRATE setting, those I should figure out the not so easy to guess instance names and add them the UCF, its no big deal now as the bottom of the problem is known. AnttiArticle: 107651
Eric Jacobsen wrote: > Minister of Algorithms, Intel Corp. > My opinions may not be Intel's opinions. > http://www.ericjacobsen.org ROTF ... keep the Faith Baby :) Great title!Article: 107652
On 2006-08-30, Austin Lesea <austin@xilinx.com> wrote: > We (Xilinx) do not know how useful comp.arch.fpga really is. As a user of comp.arch.fpga I (of course) find it very useful. But one thing which is not immediately obvious is that comp.arch.fpga is probably quite useful even to users who have never heard of Usenet. This is because a user who searches for an FPGA related question on google often find an archived message from comp.arch.fpga. (Even if they don't specifically search on google groups.) Regarding academic users: Academic users tend to become commercial users when they graduate and start working. /AndreasArticle: 107653
vt2001cpe wrote: > ... > Here are my assumptions, please correct me if I am wrong: > > 1. If my data throughput is less than the max throughput of the link, > the Link Layer will add filler data during the idle periods that will > be stripped out on the receiver side. Yes. > 2. The elastic buffers on the TX and RX sides are filled and emptied, > respectively, by me. Yes. > 3. If data were continuously fed into the TX buffer, sent, and > correctly received by the receiver, the RX buffer would not reach an > empty state. Well, of course, if you cannot empty the RX buffer faster than it is being filled, it will eventually overrun. One other thing on the TX side; it will normally pause very briefly once every <mumble> number of clocks to insert an alignment sequence (the number is in the Aurora docs somewhere). > 4. I do not have to send alignment characters after the channel has > been successfully initialized. You don't send alignment characters, unless you mean something specific to your data. The Aurora core handles the link alignment transparently for you.Article: 107654
martin griffith wrote: > On Wed, 30 Aug 2006 20:40:26 GMT, in sci.electronics.design Vladimir > Vassilevsky <antispam_bogus@hotmail.com> wrote: > > > > > > >Luhan wrote: > > > > > >> > >> Glowing perfomance reviews and stock options are what companies give > >> valued employees instead of raises. > > > >Good point, Luhan. In the big company, there is a salary schedule: how > >much is getting paid to a person in this position. There is actually no > >way for them to give any raise. > > > >Also this is how the loafers from HR are making themselves look very useful. > Then what is the alternative to HR, ( dont ask me, I havent had a > "job" in almost 10 years), and I've never worked for a company that > had a "modern" HR dept. In those days they where called " personnel" > departments, much more human I've worked for a couple of places that were deliberately kept too small - below 250 employees - to support a personnel department. The managers and their secretaries had to do the necessary scut-work. It seemd to work out. My experience of personnel departments, both as a job interviewer and as a job interviewee, was that they ranged from the useless to the obstructive. Most of them thought that they had the right and duty to filter candidates for engineering jobs, and they reliably let through totally unsuitable candidates, and tried to block people whom we eventually hired. None of them had the vaguest idea what a "good" engineering CV looked like, but the "good" ones were at least aware of their inadequacy. -- Bill Sloman, NijmegenArticle: 107655
On Wed, 30 Aug 2006 20:41:25 GMT, Joerg
<notthisjoergsch@removethispacbell.net> wrote:
>Hello Luhan,
>
>>
>> Glowing perfomance reviews and stock options are what companies give
>> valued employees instead of raises.
>>
>
>And stock options can be a darn good thing. It's the American way :-)
Stock options are what you get when a company is destined to fail ;-)
Now-a-days, when someone walks in the door and offers me a percentage,
I SHOW them the door ;-)
...Jim Thompson
--
| James E.Thompson, P.E. | mens |
| Analog Innovations, Inc. | et |
| Analog/Mixed-Signal ASIC's and Discrete Systems | manus |
| Phoenix, Arizona Voice:(480)460-2350 | |
| E-mail Address at Website Fax:(480)460-2142 | Brass Rat |
| http://www.analog-innovations.com | 1962 |
I love to cook with wine. Sometimes I even put it in the food.
Article: 107656
On Wed, 30 Aug 2006 13:59:17 -0700, Eric Jacobsen
<eric.jacobsen@ieee.org> wrote:
>On Wed, 30 Aug 2006 20:41:25 GMT, Joerg
><notthisjoergsch@removethispacbell.net> wrote:
>
>>Hello Luhan,
>>
>>>
>>> Glowing perfomance reviews and stock options are what companies give
>>> valued employees instead of raises.
>>>
>>
>>And stock options can be a darn good thing. It's the American way :-)
>
>Can be, but often aren't. I've seen the existence of stock options
>used as an excuse for keeping salaries low ("You'll get rich on the
>options!"). All of my Intel options (seven years worth) are
>underwater, most by a large enough margin that's there's little hope
>that they'll be worth anything before they expire.
>
>The story was similar at my previous company, and it was always
>amusing that every time options were granted the stock price went down
>a notch. So the options were never worth anything and had an effect
>sort of the opposite of incentive (i.e., demoralizing). Once every
>few years they'd restructure all the worthless options in order to get
>some incentive back, and the stock would just drop further to negate
>the new structure. It was comical once you got past the sadness. ;)
>
>So I've got about sixteen years of "stock option incentives" that have
>essentially cost me money. :(
>
>
>Eric Jacobsen
>Minister of Algorithms, Intel Corp.
>My opinions may not be Intel's opinions.
>http://www.ericjacobsen.org
Yep. Once upon a time I had a bundle of options should I join Mattel
Toy Co.
Went up like a rocket until they were exercisable, then fell to
worthless :-(
...Jim Thompson
--
| James E.Thompson, P.E. | mens |
| Analog Innovations, Inc. | et |
| Analog/Mixed-Signal ASIC's and Discrete Systems | manus |
| Phoenix, Arizona Voice:(480)460-2350 | |
| E-mail Address at Website Fax:(480)460-2142 | Brass Rat |
| http://www.analog-innovations.com | 1962 |
I love to cook with wine. Sometimes I even put it in the food.
Article: 107657
Hello Eric,
>>
>>>Glowing perfomance reviews and stock options are what companies give
>>>valued employees instead of raises.
>>
>>And stock options can be a darn good thing. It's the American way :-)
>
> Can be, but often aren't. I've seen the existence of stock options
> used as an excuse for keeping salaries low ("You'll get rich on the
> options!"). All of my Intel options (seven years worth) are
> underwater, most by a large enough margin that's there's little hope
> that they'll be worth anything before they expire.
>
I meant small companies where you as an employee can see what's going on
and can actually have an impact. That has paid off well for me. Then I
invested a little in Intel. Big mistake, because they began making lots
of mistakes after that IMHO. A mono-culture isn't going to work, wether
that's in ag or in electronics yet they seem to be going there. Oh well,
so we are in the same boat. My stocks are under water as much as your
options :-(
Sometimes I dream I could be at the helm at a company like Intel or
Infineon, just for a year, and turn a few things around. Intel had some
dynamite products like programmable logic etc. Most of the time just
when it began to work they ditched it.
> The story was similar at my previous company, and it was always
> amusing that every time options were granted the stock price went down
> a notch. ...
Probably via dilution. Maybe they overdid it a wee bit.
> ... So the options were never worth anything and had an effect
> sort of the opposite of incentive (i.e., demoralizing). Once every
> few years they'd restructure all the worthless options in order to get
> some incentive back, and the stock would just drop further to negate
> the new structure. It was comical once you got past the sadness. ;)
>
That would be the time to start looking for "other ventures". Either the
products are dull or management is.
--
Regards, Joerg
http://www.analogconsultants.com
Article: 107658Hello Jim, >> >>>Glowing perfomance reviews and stock options are what companies give >>>valued employees instead of raises. >> >>And stock options can be a darn good thing. It's the American way :-) > > Stock options are what you get when a company is destined to fail ;-) > That wasn't the case with the companies where I had options. Not at all. Not one. > Now-a-days, when someone walks in the door and offers me a percentage, > I SHOW them the door ;-) > I would look at it very carefully. If it's "the" idea they are trying to bring to the marketplace and the IP is securely locked in I might be game. I do not strive to be floating in money like uncle Scrooge because that's not all life's about. And if I ever did become Warren Buffet I'd probably do the same with it as he did. But, a few examples of what can happen with stock options live down at our airpark. Nowadays their main concerns center around which new jet to buy ;-) -- Regards, Joerg http://www.analogconsultants.comArticle: 107659
Hi, for my Spartan3, being the internal pull-ups only good for non connected pins, which external pull-ups should I place on my output pins (that go into output buffer, opto and bjt before reaching the output pin of the board), 10kOhm, 4.7kOhm? Thanks, MarcoArticle: 107660
Is it possible to revert to a Webpack license once the full 60 day evaluation license has expired on ISE? If so how is it best done? There's nothing obvious in ISE so is it a question of re-installing to get the licensing screen back to allow the Webpack code to be inserted? Thanks Rog.Article: 107661
Andreas, Understood. Good points. That is also why Xilinx has a very active and committed University Program, Austin Andreas Ehliar wrote: > On 2006-08-30, Austin Lesea <austin@xilinx.com> wrote: >> We (Xilinx) do not know how useful comp.arch.fpga really is. > > As a user of comp.arch.fpga I (of course) find it very useful. But > one thing which is not immediately obvious is that comp.arch.fpga is > probably quite useful even to users who have never heard of Usenet. > This is because a user who searches for an FPGA related question on > google often find an archived message from comp.arch.fpga. (Even if > they don't specifically search on google groups.) > > Regarding academic users: Academic users tend to become commercial > users when they graduate and start working. > > /AndreasArticle: 107662
Hello Bill, >>> >>>>Glowing perfomance reviews and stock options are what companies give >>>>valued employees instead of raises. >>> >>>Good point, Luhan. In the big company, there is a salary schedule: how >>>much is getting paid to a person in this position. There is actually no >>>way for them to give any raise. >>> >>>Also this is how the loafers from HR are making themselves look very useful. > >>Then what is the alternative to HR, ( dont ask me, I havent had a >>"job" in almost 10 years), and I've never worked for a company that >>had a "modern" HR dept. In those days they where called " personnel" >>departments, much more human > > I've worked for a couple of places that were deliberately kept too > small - below 250 employees - to support a personnel department. The > managers and their secretaries had to do the necessary scut-work. It > seemd to work out. > > My experience of personnel departments, both as a job interviewer and > as a job interviewee, was that they ranged from the useless to the > obstructive. > That sounds a bit unfair. The HR folks I have worked with let me take over whatever I wanted in the hiring process. Resume scanning, phone calls, whatever. They did the jobs I didn't want or could not do such as background checks etc. And yeah, they even let me hire numerous outsiders in an industry where that is frowned upon. Because I really wanted to. Where HR is a huge help is in most crisis situations. I mean, what are you going to do when someone has a miscarriage right there at the company? Or what do you do when someone has a hardcore alcohol problem? Or when there is an alleged harrassment case? Luckily I had a smooth sail most of the time but it sure felt good they were there when the need arose. > Most of them thought that they had the right and duty to filter > candidates for engineering jobs, and they reliably let through totally > unsuitable candidates, and tried to block people whom we eventually > hired. ... Not in my life. > None of them had the vaguest idea what a "good" engineering CV > looked like, but the "good" ones were at least aware of their > inadequacy. > Sure they didn't understand. How could they? That's why HR brought the whole stack to my office, less the ones with gross typos in there which they knew I wouldn't consider anyway. -- Regards, Joerg http://www.analogconsultants.comArticle: 107663
Peter Ryser wrote: > Suzie, > > you might want to try replacing R70 and R71 on the board with 1K > resistors (currently 10K). While we are still looking into this issue it > looks like the pull-up resistors are too weak resulting in a long rise > time of SCL (and SDA). > > - Peter > > > Suzie wrote: > > I'm developing on an ML403 evaluation board with a Virtex-4 device. > > I'm calling Xilinx's Level 0 I2C driver routines (XIic_Send, _Recv) > > from a PPC405 program running under the QNX OS. I'm connecting to an > > external I2C device, a temp sensor/ADC, via the J3 header on the ML403. > > > > When scoping the I2C SDA and SCL lines, I often notice a missing bit > > within the 8-bit address word. Obviously, when this happens, the > > addressed device does not ACK the transfer. > > > > I believe that my physical I2C connection is correct because I can > > successfully and consistently use the GPIO-I2C bit-banging approach (as > > implemented in Xilinx's iic_eeprom test program) to communicate with my > > external device. > > > > I'm not sure how my operating environment or the driver could cause > > this problem. The address is supplied by a single byte-write to the > > OPB_IIC core's Tx FIFO register; that seems atomic to me. My gut > > feeling is that there is a problem with the core. > > > > Anyone seen this problem, or know what I might be doing wrong?? > > In limited testing following replacement of the R70 and R71 resistors, per Peter's recommendation, I have not seen the "missing bit" problem - nor other previously-seen problems with SDA or SCL being held low.Article: 107664
hi to all the ng for practicing vhdl at home 3 months ago i builded a modified cable 3 and i tried to make my pc communicating with various xilinx ic's; with cpld no problems,the cable reads and programs correctly; but there is no way to communicate with xcv200 ,today i had the same with an xcv150,TDO looks always low. meanwhile last time i wrote in this ng for help and today ,i bought a demo board and a cheap cable by Digilent, with the Digilent cable(said able to work down to 1.8 V) my pc works fine with the spartan 3 on the demo board but i am still having no result when i try to comunicate with the virtex fpgas in this last attempt with xcv150 (PQ240,not easy to play and solder on it's pin)the fpga is mounted on a scraped board,there is a linear voltage regulator stage..i enter in it with 3.3 V and it gives to the fpga core the 1.8 v needed i set M0 M1 M2 at 101 to disable other modes than boundary scan(but boundary scan should be always active,in every MODE(correct?)),i cutted the tracks of the jtag so to have no conflicts i verified that the supplies are correctly applied PROGRAMS appears always high anyway during boundary scan check i only see TMS and TDI high and a signal on TCK,TDO is always low :-( any hint will be appreciated thanks to you all Diego ItalyArticle: 107665
> So what do you do with the routing resources at the perimeter of the array? You could either leave them hanging/floating or direct them back into the array. A routing U-turn, so to speak. > There seems to be a V shape connection between pairs that can be seen by > double clicking inside the skinny box That connection is the "U-turn". EricArticle: 107666
Hi, Switching power supplies introduce ripple voltage on the voltage rails they are regulating, requiring multiple LC stages for filtering which further slows down the regulator's response time. Linear regulators reject this ripple (act like an active filter) but they have finite tracking bandwidth which limits their usefulness beyond 100kHz. Linears are a good choice when the front-end switcher operates at lowish frequencies (<25kHz) where the linear regulator still offers at least 40dB supply ripple rejection - some LC filtering on the LDO's input is still necessary to remove high-frequency harmonics the LDO cannot handle. Passive low-pass filters become increasingly impractical as frequencies go down while active filters (like linears) become increasingly effective. Because of this, precision voltage regulation is nearly impossible to achieve with switching regulators but it is nearly trivial and fairly inexpensive with linears. This is unlikely to change any time soon, if ever. Switchers are good for noise-tolerant high-power circuits but linears will remain necessary for low-noise low-power stuff like reference voltages. As for the actual topic of linear being necessary for MGTs, on top of inherent switcher supply noise, there will be multi-tone noise from switching inputs on input rails and heaps of other potentially nasty stuff across the whole spectrum. Given the price of V2P and V4FX parts, I would opt for not taking any chances and go with power -> LC -> LDO -> C -> MGT... and read Xilinx's MGT power decoupling appnote a few times. Symon wrote: > Hi Heiner, > I'd be interested in the response you get for this question. As linear > regulators have a bandwidth of a 100kHz or so, I fail to see how they > provide an advantage over a filtered switcher. -- Daniel Sauvageau moc.xortam@egavuasd Matrox Graphics Inc. 1155 St-Regis, Dorval, Qc, Canada 514-822-6000Article: 107667
Ray Andraka wrote: > > I tried to allude to that fact, but reading over my post I see I missed > the point. Our floating point FFT takes advantage of this fact. It > uses fixed a small fixed (4/8/16 point) point kernel and normalizes the > input set to a common exponent before passing it through the kernel,and > then denormalizes the intermediate result before storing it. In essence > it has a coarser granularity of floating point operators. Accuracy > matches a full floating point implementation but the implementation uses > a fraction of the hardware of a full floating point implementation. I'll be presenting a poster session paper on this at HPEC 2006 next month. I'll post the foils on my website after the conference.Article: 107668
bill.sloman@ieee.org wrote: > > >Luhan wrote: > > >Also this is how the loafers from HR are making themselves look very useful. > My experience of personnel departments, both as a job interviewer and > as a job interviewee, was that they ranged from the useless to the > obstructive. Like anything else, when you have idiots, lay them off. That said, I've found HR when done right to be the most useful dept in the org as a hiring manager. The second startup I did, we went from 5 people tap dancing a business plan, to 900 shipping workstations 35,000+ per year in 18 months. Most of us early management interviewed dozens of people per month to grow the company that fast, from the top down. The HR people I've worked with we specifically hired to be technology aware, and could screen applicants just as good as the hiring managers. I when we made a mistake hiring a black single mom with a 4.0 from Stanford that had zero work ethic, guided us right thru the layoff process without a law suit.Article: 107669
Roger wrote: > Is it possible to revert to a Webpack license once the full 60 day > evaluation license has expired on ISE? If so how is it best done? There's > nothing obvious in ISE so is it a question of re-installing to get the > licensing screen back to allow the Webpack code to be inserted? Yes (AFAIK, this will require a reinstallation). Be sure to note that WebPACK supports only a subset of the features of the full ISE. If you need fx. to program Virtex 5 devices, then WebPACK won't do you any good. TommyArticle: 107670
Joerg wrote: > Hello Bill, > > >>> > >>>>Glowing perfomance reviews and stock options are what companies give > >>>>valued employees instead of raises. > >>> > >>>Good point, Luhan. In the big company, there is a salary schedule: how > >>>much is getting paid to a person in this position. There is actually no > >>>way for them to give any raise. > >>> > >>>Also this is how the loafers from HR are making themselves look very useful. > > > >>Then what is the alternative to HR, ( dont ask me, I havent had a > >>"job" in almost 10 years), and I've never worked for a company that > >>had a "modern" HR dept. In those days they where called " personnel" > >>departments, much more human > > > > I've worked for a couple of places that were deliberately kept too > > small - below 250 employees - to support a personnel department. The > > managers and their secretaries had to do the necessary scut-work. It > > seemd to work out. > > > > My experience of personnel departments, both as a job interviewer and > > as a job interviewee, was that they ranged from the useless to the > > obstructive. > > > > That sounds a bit unfair. It was certainly true for the sections of British and Australian industry where I've worked. It isn't true of Haffmans BV, which the only company I've worked for in the Netherlands, but that was a very interesting company in a lot of ways, and didn't have anything that looked remotely like a personnel department. I've certainly had some very strange interactions with the Philips and ASML personnel/sub-human relations departments. > The HR folks I have worked with let me take > over whatever I wanted in the hiring process. Sounds like paradise. > Resume scanning, phone > calls, whatever. They did the jobs I didn't want or could not do such as > background checks etc. And yeah, they even let me hire numerous > outsiders in an industry where that is frowned upon. Because I really > wanted to. Once you've got onto somebody good they usually can't stop you - though some idiot in personnel in Philips decided that I was too old to learn a slightly new trick (TV bandwidth optical receiver development) when all the engineers understood that I''d done closely related stuff for other applications, and managed to block me from being hired, back in 2000. In the U.K. they just threw away CV's that they didn't like - at Cambridge Instruments this included the CV of brilliant Chineses engineer, whom we only found out about because his wife played badminton with the wife of one of our engineers, which got his CV into the hands of the engineering manager, who hired him immediately. The Chinese guy did great things for Cambridge Instruments for some three years before he got head-hunted away to California. > Where HR is a huge help is in most crisis situations. I mean, what are > you going to do when someone has a miscarriage right there at the > company? Or what do you do when someone has a hardcore alcohol problem? > Or when there is an alleged harrassment case? Luckily I had a smooth > sail most of the time but it sure felt good they were there when the > need arose. In the U.K. their reaction to crisis situations was to minimise their employer's exposure to any possible claim. The thought that an experieince employee had value for the company didn't seem to enter their heads. > > Most of them thought that they had the right and duty to filter > > candidates for engineering jobs, and they reliably let through totally > > unsuitable candidates, and tried to block people whom we eventually > > hired. ... > > > Not in my life. You've been lucky. > > > > None of them had the vaguest idea what a "good" engineering CV > > looked like, but the "good" ones were at least aware of their > > inadequacy. > > > > Sure they didn't understand. How could they? That's why HR brought the > whole stack to my office, less the ones with gross typos in there which > they knew I wouldn't consider anyway. And how do you know that? -- Bill Sloman, NijmegenArticle: 107671
I want to be invited to the class session where the group demonstrates the electronic flush toilet to the professor! "Tim Wescott" <tim@seemywebsite.com> wrote in message news:DsadnUb587on6WnZnZ2dnUVZ_q2dnZ2d@web-ster.com... > neha.karanjkar@gmail.com wrote: > >> Hi all. >> I'm an undergrad student doing a year long project on designing an 8051 >> variant for FPGA. >> We're required to decide upon the specifications, by targeting any >> particular application. >> I'd be really thankful for any suggestions for the applications.... >> Could someone guide me to sites that offer a comparison, & >> applications of available 8051 cores? >> >> thanx in advance >> > Just about anything that you can think of that might have a small > microprocessor in it has been built with an 8051. > > * Clocks > * Electronic flush toilets > * Room thermostats > * Temperature controllers for processing illegal drugs > * Temperature controllers for processing legal drugs > * Temperature controllers for labs determining whether mysterious > white powders are illegal drugs > * Microwave controllers > * Photosynthesis activity meters (I maintained one of those) > * Leaf area meters (ditto) > * Motion controllers > * Burglar alarm systems > * Video games > * etc. > * etc. > * etc. > > -- > > Tim Wescott > Wescott Design Services > http://www.wescottdesign.com > > Posting from Google? See http://cfaj.freeshell.org/google/ > > "Applied Control Theory for Embedded Systems" came out in April. > See details at http://www.wescottdesign.com/actfes/actfes.htmlArticle: 107672
Hi has anyone have tried to implement a PCI-X 133Mhz core in a Xilinx Spartan 3 FPGA?Article: 107673
"tullio" <tullio.grassi@gmail.com> wrote in message news:1156946690.228935.57540@b28g2000cwb.googlegroups.com... >I found the problem, it was actually in the signed logic. <snip> > PS: Xilinx should give a bonus to users for finding their bugs... > Plus I could not find good guidlines on how XST interpret signed logic. Opening a service request to Xilinx would be a good first step. Even now that you 'know' the solution, Xilinx doesn't know about it until you let them know through some mechanism. KJArticle: 107674
yy wrote: > Hi has anyone have tried to implement a PCI-X 133Mhz core in a Xilinx > Spartan 3 FPGA? When I *was* ready to go there (we ended up using PCI, not PCI-X) I was getting 100 MHz numbers easy in the S3 part and getting to 133 MHz would require more tweaking than Xilinx was prepared to jump in for. There were attempts within Xilinx to get one of the right people tasked with it but the reduced requirements for our project let them not resurrect all the old files for the "right" tweaks. The design can get there, I was pretty convinced. It's just a tough journey. Try 100 Mhz in Spartan-3!
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