More than 6,000 employees will stop working at different levels and regions

The shadow of the layoffs plans on the Redmond offices. Microsoft has announced that it will cut 3 % of its global workforce, a decision thatas explained by a spokesman to CNBCwill affect teams of all levels, divisions and regions. With a template of approximately 228,000 employees worldwide, the cut will affect more than 6,800 people. The company has stressed that it is not about layoffs for performance. The biggest adjustment since 2023. Although Microsoft has carried out several cuts in recent months, such as 1,900 layoffs at Activision Blizzard and Xbox last Septemberand others 1,500 in divisions like Azure and Hololensthis new adjustment is emerging as the broadest since the mass dismissal of 2023, When the company eliminated 10,000 positions. On that occasion, the cuts were linked to a general restructuring and the braking in the growth of certain areas not linked to artificial intelligence. The company itself recognizes that, since the integration of Blizzard Activision, it has had to readjust equipment and priorities to avoid overlaps. Reduce management layers to gain agility. “We continue to implement the necessary organizational changes to better position the company for success in a dynamic market,” said the spokesman. One of the specific objectives is to reduce management levels and simplify the organizational structure. It is not an isolated approach: Amazon has also recently eliminated layers considered unnecessary in its hierarchy. A contrast to good financial results. The announcement comes just a few weeks after Microsoft presented better results than expected. The company announced a net profit of 25.8 billion dollars in the last fiscal quarter, with solid growth in its cloud computing division. Azure was one of the trimester engines, driven in part by the demand for AI -linked services. The results exceeded expectations and helped reinforce market confidence. Images | Sam Torres In Xataka | People are completely obsessed with the ‘GTA VI’ trailer. And you are looking for clues and theories in every detail

Some employees would renounce 21% of their salary

One of the main Gene generation priorities When facing its entry into the labor market is the mental health and the balance between its Working life and staff. However, more and more people from different generations consider that their mental health and their quality of life at work They are worth much more than a simple figure in the payroll. The work environment has changed and, with it, the priorities of the employees: a good salary is no longer enough if the price to pay is a level of stress that affects daily life. A study of the Iseak Research Center in collaboration with the Basque Government, has revealed that the constant stress at work It is a reality for more than half of the employees in Spain. That has led many to consider what percentage of their salary would be willing to sacrifice in exchange for a healthier and less demanding work environment. Intrinsic attributes: the new value of work The Iseak report, based on more than 5,000 surveys, differentiates labor incentives in two segments: Instrumental attributesthat improve the life of employees outside their working hours (salary, stability, occupational risks, conciliation, growth opportunities, etc.). Intrinsic attributesthat enrich the work experience during the work day (voice in decisions, enjoy work, self -organization capacity, sense of purpose, etc.) Therefore, intrinsic attributes refer to non -material conditions, such as having a healthy work environment, the absence of stress or fair treatment and has become a decisive factor for the satisfaction and labor commitment of employees. Intrinsic and instrumental attributes. Source: Iseak 56% of Spanish workers claim to be constant In his position, 47% do not believe that their work will be rewarded if they carry it out excellently and only 38% see real promotion possibilities. Despite these difficulties, the report specifies that “60% of employees believe that their work is interesting, 75% enjoy what they do, and 82% feel that their job gives them a sense of job well done.” By age range, the report highlights that employees aged 18 to 30 have jobs with lower remuneration and stability (instrumental attributes), but in return “enjoy greater personal growth opportunities and stand out in sense of purposeenjoy, and quality of labor relations “. That is, they enjoy better intrinsic attributes, which contribute to improve their experience in the development of their workday. The price of stress The figures provided by the Iseak report are overwhelming: workers would be willing to give up 31% of your salary in exchange for receiving fair treatment from his employer and would sacrifice 21% of his salary to avoid stress, and 17% not to perform painful tasks. In addition, they would reduce 13% of their salary for reducing the journey to work from 40 minutes to 20 and 10% by teleworking. Gender and educational level differences are also notable. Women are more willing than men to sacrifice salary for intrinsic attributes. People with higher studies Teleworking morethe least physical effort and collaborative environments, although they are less prone to give up a percentage of your salary in exchange for these improvements. The study reaches these conclusions after showing two employment offers to the respondents in which salary parameters and intrinsic attributes were modified, revealing that participants preferred offers with lower salaries, but better working conditions for their day to day. He work stress and mental health problems work related to work have doubled in the last three years in Spain. According to the last Mental Health Report of infojobs based on data from the Ministry of Health, 28% of mental health problems In the employed population it is directly related to the work, compared to 13% registered in 2021. In addition, 42% of workers have experienced symptoms related to mental health in the last year compared to 27% registered in 2021. 64% of these cases are considered medium or high gravity. Report data reveal that the impact of Stress and mental health In the active population it is not homogeneous and especially affects women already employed between 25 and 44 years. Younger generations, such as millennials and generation Z, declare having suffered episodes of work stress in greater proportion, with 72% and 62% respectively, compared to 39% of Baby Boomers. Practically half of those affected have resorted to professional help to Manage these problems. The direct relationship between stress and absenteeism Iseak establishes in its report a clear relationship between the quality of the work environment, the absence of stress and absenteeism. According to their authors, healthy environments and with an adequate work rate record a significant reduction in the days of labor absence, while factors such as salary or job stability are not so decisive in this aspect. Labor absenteeism, in fact, It has increased significantly In recent years, in part due to the increase in casualties due to anxiety and depression, which in Spain have grown more than 80% from the pandemic. The study highlights that the improvement of intrinsic attributes not only increases satisfaction and employee commitment, but also reduces job resistance and the phenomenon of “Silent resignation“, where workers only meet the minimum required. In Xataka | Lack of motivation is a problem for productivity. The trick to avoid it is simple according to science: start In Xataka | If you have wondered how much free time you need to be happy, science has an answer Image | Unspash (SEO Galaxy, JESHOTS.com)

34% of the employees are overcaified while companies do not find “talent”

In Spain, labor overcurrent has become a persistent phenomenon that affects a good part of the active population. According to Eurostat data35% of Spanish workers with university degree He is working In a position that does not require such high qualification, so it is considered underemployed because the labor market is not taking advantage of their knowledge. On the other hand, most companies Does not find qualified talent what are you looking for. Some and others so little. Undume employee record. Every year, thousands of workers with university degrees or higher training are forced to accept jobs that do not require your level of studies. At least that’s what emerges from The latest published data By Eurostat. According to this data, 34% of workers in Spain occupy a position lower than their educational level, which represents the highest overcover rate of the European Union. This figure is 13.7 percentage points above the EU average, which is at 20.7%. Behind Spain are Greece (32.3%) and Austria (26.8%), while countries such as Luxembourg (4.3%), Czech Republic (10.6%) and Croatia (12.3%) register the lowest levels of overcover in the EU. The Spanish employees They have been supporting this phenomenon for more than a decade that, despite having reduced slightly in recent years, continues without finding a solution to reduce the gap in the talent imbus that exists between the formation of the candidates and what companies demand. Women are the most affected. As explained from the EU, the phenomenon of overcover affects both men and women, but in 21 of the 27 countries of the EU, the percentage of overcree women is greater than that of men. Although the gender difference is minimal in Spain: 35.8% of women and 34% of men are overwhelmed. This trend has been stable for more than a decade and does not respond to causes of gender discrimination, but to a generalized inefficiency of the Spanish labor market and Difficulty for family reconciliationwhich forces women to accept jobs for those who are overwhelified, but that allow them to adjust schedules for take care of your children. Difficulty finding qualified talent. At the same time, the last study ‘2025 talent imbus‘ Prepared by the ManpowerGroup employment platform, it reveals that three out of four companies have trouble finding the profiles it needs. On average, 75% of companies do not find qualified personnel for certain profiles, and in some sectors the figure rises to 84%. This situation generates a paradox in the labor market: there is an excess of professionals trained for positions that do not exist and, at the same time, there is a huge scarcity of workers for the competences that companies really demand. The result is an unbalanced labor market, where the supply of employees and the demand for talent do not coincide. The mismatch between training and business demand. The root of this problem is in the mismatch between the training chosen by the students of university careers and the needs of the productive fabric. According to him Sixth Report of the Labor Market Observatory of 2023, prepared by BBVA Research and Fedea, more than 54% of graduates in university careers related to Humanities, Arts and Social Sciences They end up being overcree employees in jobs that have nothing to do with their training. Touch the image to access the original message A very visual example was provided by analyst Jon González (@jongonzlz), from Your X profilein which it showed a graph of the university careers that less underemployment (jobs that require less qualification) record. Placing health care races, engineering, computer science and sciences among which the least labor mismatch. On the other hand, the data corroborates that the branches of humanities register the largest number of overcreeing graduates for the employment it develops. In Xataka | The public sector as a refuge for employees undervalued by private companies: 45% of opponents already have a job In Xataka | The Z generation sharpens the talent retention problem in companies: they do not marry anyone Image | Unspash (Brooke Cagle)

Google Deepmind has made possible the dream of some employees: charging without working

Large technology companies are immersed in a Armament career for AI. As in any war, The soldiers They are a strategic element for each of the parties. That is why Google Deepmindhe has chosen to pay some employees the full year’s salary without having to go to work. His only purpose: no The competition fiche. Google pays for not working. Although large technological have adopted policies in which the performance of your employeesGoogle has made the decision to pay some of them for doing nothing. Something that remembers the Tactics used by goal During the pandemic, in which some employees denounced that they had no assigned functions and that they were only hired to avoid the competition. According to The published by Business InsiderDeepmind, Google’s artificial intelligence division, has signed non -competence agreements in the United Kingdom that prevent certain strategic employees from working for rival companies or starting own projects for a year. During this time, professionals receive their full salary, but they are not obliged to work or can search for employment in other companies. A lost year. This type of non -competition clauses seeks to prevent the knowledge and acquired skills By employees of a certain company, they benefit their competitors once their employment relationship is over. However, far from being an advantage for workers, this period can become an obstacle to their professional development that does not occur in any other business sector. Although receiving a salary without working might seem ideal, many affected employees consider that these agreements are harmful to their careers. The damage to employees is evident in a constant development sector such as artificial intelligence, where technologies evolve at a frantic pace and, being out of the market for a year, implies losing key opportunities for Learn and grow professionally. Talent here and now. A former employee of Google has declared Business Insider than startups that are developing models They are not willing to wait between six months and one year to hire talent, so employees with non -competition clauses are trapped in labor limbo that, in reality, remains relevance in the sector. Nando de Freitas, Vice President of Microsoft AI, confirmed in a publication In your X account which receives weekly consultations of desperate employees for escaping these non -competence agreements. “Do not sign these contracts. No American corporation should have so much power, especially in Europe. It is an abuse of power that does not justify any end,” wrote the Microsoft manager. Freitas has urged workers not to sign this type of contract and has pointed out senior Deepmind executives as responsible for this situation. Made the law, made the trap. In the United States, the Federal Commerce Commission (FTC) prohibited most agreements of non -competence due to its harmful effects on workers. However, this regulation does not apply in the United Kingdom, where Deepmind has its main headquarters. California labor regulations He relaxed his position in 2024 With respect to the non -competence clauses and accepted those agreements signed by foreign companies. This administrative subterfuge allows Google Deepmind, based in London, implementing these clauses without legal restrictions. So you can include these clauses in the contracts of your Silicon Valley employees. In Xataka | If you are angry with your company, congratulations. Anger makes you more productive In Xataka | The Z generation sharpens the talent retention problem in companies: they do not marry anyone Image | Unspash (Tommao Wang)

In Germany, more than 3,000 employees have responded

The only gigafactoría that Tesla has in Europe is going through a deep labor conflict that has unions and directive of the unions and directive of the Tesla Factory in Berlin. The company doubts the Veracity of the casualties due to employee disease and the wick of a conflict has been ignited in which payrolls are being blocked and demanding from salaries already subscribed. 3,000 employees asking for labor improvements. Reuters He informed that 3,086 workers of the Tesla plant in Grünheide had signed A claim of the IG Metall union in which better working conditions were required. The signatories suppose more than a quarter of the entire workforce of the German plant, asking More restbetter staffing and the end of harassment that employees are suffering from the management of the factory. The union indicates in its statement the urgency of applying these claims: “The vote of the workers is clear and unequivocal: the address must introduce without delay the brief pauses paid, such as the norm in various ways in all other automotive plants. Often, there is not even time in the assembly line to take something or go to the bathroom,” IG Mall said next to their claims. Tesla denies the discomfort of the template. According to Financial Timesa union survey among Tesla employees in Germany assured that more than 91% of employees had suffered some kind of physical injury or problems As a direct result of his work, the most frequent back pain being. In contrast, Reuters said that Tesla had conducted her own survey between 7,500 of the 11,000 factory employees in which 80% claimed to be satisfied with her work. Dirk Schulze, regional director of IG Malll, said through A statement Extended by the union, that the petition was a sign that the employees were “defending their demands of better working conditions” and challenged the “disinformation of management”, in clear allusion to some satisfaction results under suspicion of being rigged. Labor absenteeism: the elephant in the room. In the background of claims and the satisfaction of the working conditions are the high loss of the disease that has been registering German gigafactoría for months. Tesla employees have been denouncing the Directive harassment of the factory. According to published the German newspaper Handelsblattthis pressure now has been done Extensive doctors They have signed their casualties. The company would have urged its employees to reveal the diagnosis of “any certified disability to work” and to free doctors who deal with their confidentiality duty. You do not work, there is no salary. The union He has denounced that Tesla is holding the salary of some workers who are discharged, generating a great concern between the template. “With this unacceptable attitude, the company is leading colleagues again and again,” said Dirk Schulze. From the union they ensure that some employees have received letters in which they are required to return part of the wages already perceived by referring to alleged “debts” or “overpagos” that do not correspond to them. “I demand the direction of the Grünheide plant that ends this practice immediately. The intimidation, totally unacceptable, to the companions must cease,” Schulze wrote in his statement. Musk’s anti -unionism. It is no secret that Elon Musk, CEO of Tesla, has a marked RESTICENCE TO UNIONS. Its anti -union posture is a key factor in the work problem that is lived in German gigafactoría. In fact, the Financial Times stands out A peculiarity in the functioning of the Tesla factory in Germany: its company committee is led by a personnel member not affiliated with a union, an anomaly in the German automotive industry. Elon Musk has been contrary to the presence of unions in their companies in the US. The employees of their factories denounced that they had been dismissed as retaliation for his attempt to union at the plant that the manufacturer has in Buffalo (New York). In Xataka | Byd’s new ultra -grape load system has made millionaires to many investors: those who bet in short of Tesla In Xataka | A judge blocked Elon Musk’s Millmillonario salary bonus complying with a law: Musk’s lawyers want to change that law Image | Tesla

Elon Musk fired 6,000 employees two weeks ago. Now the US faces the massive entry of invasive species

Elon Musk had several weeks ago that his efficiency department (Doge) has an advantage over the rest: they work 120 hours a week. Incredible that their words are, the facts seem to be proved, because the strenuous working days have led more than an alarming calculation error between mass dismissals and dismantling key programs. Latest: release To so many people that the country’s health controls have weakened. Administrative errors. It Wired counted in a report where he took stock since the creation of the Doge office. In just a few weeks, their actions had included the publication of classified information by accidentthe desperate dismissal and recontraction of Nuclear Safety Expertsor the erroneous inflation of governmental “savings” In 7,992 million dollars. For the medium, the failures They reflect a combination of technological arrogance and absolute ignorance of the government’s functioning, with potentially catastrophic consequences. Risks in food safety. Doge has implemented an unprecedented purge within several government agencies, but few dismissals reflect the climate of chaos such as the United States Department of Agriculture (USDA) such an excessive scissors that has triggered a Crisis in Food Safety and trade, leaving the country vulnerable to invasive species and the increase in food. The reason? With the elimination of 6,000 jobs in Februarythe USDA lost a significant part of its highly trained personnel, including inspectors, biologists and coaches of detector dogs that protected American agriculture of pest and zoonotic diseases. In fact, Derek Copeland, former National Dog Detection Training Center coach, warned that the reduction Personnel affects the ability to detect threats such as the giant African snail or the Asian beetle of long horns, which could have devastating consequences for local crops and ecosystems. Blow to inspection and biosafety. There are more. The protection and quarantine units have been of the most affectedwith the loss of hundreds of inspectors, which has significantly reduced controls on agricultural imports. According to experts, this lack of personnel has converted inspections into A chaotic and disorganized processespecially in key ports such as Los Angeles and Miami, who have seen 35% reductions in their quarantine staff and up to 60% in their smuggling detection team. This, in turn, has generated delays in merchandise processing, which could translate into a price increase in supermarkets and a massive waste of foods that are spoiled while waiting to be inspected. Impact on economy and commerce. The damage is not limited to agricultural security. Mike Lahar, regulatory affairs manager at the Deringer customs broken National Security. It’s not A trivial theme. A single error in the detection of a plague I could tithe whole cropswhich would affect not only farmers but the entire food supply chain. In addition, the accumulation of containers without inspection is affecting other industrial sectors, as shipments are being stranded, reducing the availability of essential goods and raising costs for consumers and companies. Legal uncertainty. Trump’s government has defended cuts as An efficiency measurebut the repercussions have generated alarm. Republican senators, like Joni Ernst, previously They supported the program Of pest detection with dogs, but they have avoided ruling on the dismissals. Two federal judges have ordered reinstallation Of dismissed employees, but the White House has described these decisions as “absurd and unconstitutional,” leaving thousands of workers in uncertainty. Meanwhile, the USDA has announced a 45 -day break in the dismissals, but without guarantees of rectation for those affected. Collapse in agri -food security. If the crisis persists, experts warn about a possible scenario similar to that of pandemic, with a shortage of certain products and a Food inflation driven by lack of control in the ports. In this regard, Joe Hudicka, veteran of the supply chain industry, anticipates that large cities and supermarkets can better absorb the impact, but rural communities and small businesses will be the most affected. For his part, Kit Johnson, director of Commercial Compliance at John S. James, warns that the reduction of inspections could lead to An agricultural catastrophe If invasive species manage to establish themselves without being detected. Undecatization? Wired counted that experts slide two hypotheses to try to explain the disaster caused by Doge. The first is that the initiative never intended to make the government more efficient, but simply dismantle agencies to pave the path to privatization and obtain access to sensitive government data. Under this logic, the elimination of regulations and administrative chaos would favor the intervention of private companies in key sectors such as defense, agriculture and security. The second hypothesis is that Musk and his team really believe in their mission, but they completely lack the skills to execute it, replicating that arrogance that is presupposed to Silicon Valley by assuming that the ability to build software translates into competition to handle the government apparatus. In other words: Musk can be a genius in certain areas, but his performance as a “de facto CEO” of the government is increasingly close to a failure. Consequences. Thus, the destruction caused by Doge not only affects government efficiency, but can have economic and geopolitical implications In the long term. The purge of thousands of employees has triggered unemployment and generated instability in key sectors, which could have recessive effects on the economy. The decision to dismantle critical areas such as those of the USDA have weakened key plots such as Food security and agricultural protection of the nation at a time when the supply chain already faces challenges such as The aviar flu and the Commercial disputes with China. Meanwhile, as ports begin to feel the effects of the lack of inspections, concern grows between farmers, merchants and consumers. If the situation is not reversed, the country could face an unprecedented agricultural crisis. Image | Gage Skidmore, US Department In Xataka | In his eagerness to attack the public sector, Elon Musk has crossed a line: distorting the story of Hitler and Stalin In Xataka | Elon Musk has revealed the formula of his team’s success. The problem is that they barely have time to sleep and … Read more

China became famous for its eternal working days. The solution has been to throw employees at their time

The Reduction of the working day It seems to be a path of no return that many countries have proposed to move. Some, Like GreeceThey do not do it with a determined step. Instead, others whose self -denial It seemed immovable, they are surprising the world with day reduction measures. China is one of those countries that, unexpectedly, has proposed to cut its workday. Labor culture 996. While in a large part of the West the eight -hour workday begins to be seen as a vestige of the last century and fights for the reduction of working hours, in China the culture 996 still continues: work from nine in the morning to nine o’clock at night and six days per week. Such and as they tell In ethic, that pace of work is taking Chinese society to the extreme, pulling on the soils The birth rate in a country that for years has sinned just the opposite. Chinese authorities have been trying for years Eliminate the culture of 996 of the workplace, but Without too much success. Dji has seriously proposed. According to The published by SCMP, Since the end of February something very curious is happening in DJI, the Chinese drone manufacturer. When the clock marks nine o’clock at night, a squad of human resources managers travels through the brand’s central offices in Shenzhen. Their mission is to make sure that all employees without exception leave their jobs and go home as if it were a fire drill. Instead of evacuating the building for security, employees are “guests” to leave their cubicles to meet a new rule: no one can work beyond their day. The fault is “Neijuan”. No, Neijuan It is not the name of the company’s Human Resources Manager. The term could translate to something as “involution” and, as they explain in SCMP, It refers to the need to reduce excess competition in certain areas of the economy. The measure is imposed as a New economic policy of China in which it is intended to reduce the excess of competence that makes companies in certain sectors such as The technological either Renewable energiesinvest an unnecessary amount of resources without obtaining an improvement in their profitability or in their R&D in return. Therefore, it implies outbound templates without registering a significant advance generating inefficient competition. It is something unpublished in China. Until recently, it was common to see the offices of DJI illuminated until the early hours of the morning with employees who lengthened their days until infinity. Now, the image is very different and has impacted many who have commented on social networks. The Asian media highlighted the publication of a worker surprised by the measure that commented “it was the first time they threw me from the office.” Other technological giants are adding. Although the work culture 996 has the support of prominent names of the Chinese technology industry Like Jack Mamore and more international companies such as Haier or Measure They are adding to the call of the Chinese government of limit the days of its employees. According to sources of SCMPHaier would have ordered all the staff of his headquarters to respect the breaks of two days of the weekend, while Midea has begun to demand that the workers file their departure at 6:20 p.m., instead of 9 pm. In Xataka | Working more than 60 hours a week is not healthy: Japan is starting to learn by force In Xataka | To motivate its Chinese workers, it has opted for a prize. His name is Caracol, and it is a public humiliation Image | Unspash (Duc Dao)

say goodbye to employees if they do not marry and have children

October 2024. The New York Times Uncapa One of the latest initiatives sponsored by the China Government to lift its battered birth and that takes off once and for all: literally go door by door In search of women to intervene in crucial decisions about motherhood. Several months have passed since then and, far from lowering the tension, the proposals have climbed several levels. Unprecedented business policy. It also counted the Times this week. In an extreme attempt to reverse the fall in marriage and birth rates, the chemical company Shandong Shuntian Chemical Group issued a notice aimed at its single employees. The proposal: demand marrying and forming a family before September 30 or face the termination of your employment contract. That mandate, that quickly It went viral on social networkswas presented as a call to loyalty and social responsibility, aligning with government efforts to promote a more “friendly with fertility” in China. It is not the first time. The truth is that the chemical company was not the first to intervene in the personal life of its employees. Recently, the Pangdonglai supermarket chain prohibited its workers demand “wedding prices” (skills that men pay to the family of the future wife), arguing that They make marriage more expensive and discouraged the formation of families. In addition, he limited the number of guests at the weddings of his employees to five tables. Despite criticism in networks, The People’s Dailyofficial newspaper of the Communist Party, defended the measure as a step towards a Most accessible and civilized marriage. Be that as it may, before the negative reaction, Shandong Shuntian He withdrew the order that went viral and was forced to undergo a “rectification” by the local government, although the controversy highlighted the degree of interference that some private companies seem to be assuming in the demographic crisis. The background of the marriage crisis (and demographic). It We counted this week. The nation is so desperate to solve the birth rate that they are even considering reduce legal age To marry. In the background, a drastic decrease in their marriage and birth rates. In 2023, Only 6.1 million couples They married, 20% less than the previous year and the lowest figure since the Government began registering data in 1986. In addition, the population has decreased for three consecutive yearswhich has generated a growing concern about the impact on the economy and future work of the country. Other extreme strategies. As We count in October last year, the government had implemented various strategies to encourage birth, from subsidies to Elimination of the Single Son Policy. Some of the most striking actions included those Home visits to women to ask them about their pregnancy plans, but also all kinds of Official propaganda ensuring that pregnancy “makes the most intelligent women”, or even called to create a social environment conducive to fertility, including incentives in the workplace. However, these measures have been received with skepticismespecially Among the young Chinesewho cite economic reasons, lack of job stability and a desire for personal autonomy as the main reasons to avoid marriage and fatherhood. Companies as pressure tools. Had the New York Times Although the Chinese government has not issued direct orders as it did in the past with the policy of the only child, it has encouraged an indirect social pressure model. According to feminist activist Lu Pin, instead of imposing drastic measures, the Communist Party would be delegating the Pressure in private companiesusing social norms to influence citizens’ behavior. The intervention of companies such as Shandong Shuntian and Pangdonglai suggests that many companies consider acceptable to implement Rules aligned with the government agenda. Although officially the government does not force them to marry or have children, it allows and in some cases publicly supports business actions that foster these practices. Social control. In fact, an example of this approach was A filtered draft of the Quanzhou Health Commission, which proposed that government employees “take the initiative in the implementation of the policy of the three children.” Although the document did not specify how they should do it, the similarities with the Single Son Policy They have generated concern about possible more direct state pressure in the future. In short, the measures seem to reflect a change in the Government’s demographic control strategy, which has gone from imposing birth restrictions to the opposite: actively foster marriage and reproduction. In question, of course, the erosion of individual rights and the autonomy of the workers themselves. Image | Josh Vaughn In Xataka | China only allows you to get married from the age of 20. Now he wants to lower it to solve his demographic crisis In Xataka | China spends its last bullet for birth to take off in the country: to go a door in search of women

Zuckerberg dismissed 5% of the goal template “for low performance”. His former employees say there is another reason

In the same way as It is not the same to resign That they fire you (although the result is that you are left without employment), it is not the same as they fire you For a staff cut that for “low performance”. Goal, ha 5% of its workforcearguing that they were low performance employees. However, this public justification has enraged the 3,600 meta -employed since they stigmatizes them as bad workers when they apply for new jobs. The former employees say that their work performance has only been an excuse, but not the real reason for their dismissal. A “cruel” trick to cut staff. “I have decided to raise the level of performance management and fire low performance employees more quickly,” wrote Mark Zuckerberg in the internal memorandum sent to its employees in January. Such and as he published Business InsiderThis was raising the scale of what the company considered “low performance” to put employees in the pillory who, until that moment, considered that they had a good performance. Sally Maitlis, a professor of organizational behavior and leadership at Saïd Business School, assured to Fortune That the “low performance” label could be a ballast for the professional career of the former employees dismissed, doubly penalizing them with the loss of their employment and closing the door to find a new one. “It is a terrible way of being labeled and is clearly not useful for anyone in the labor market,” Maitlis said. They have shouted the four winds. Before such injustice for them, employees have not hesitated to raise their voice from social networks to claim their professionalism and denounce the bad faith that, according to them, has used a goal in their dismissal. “Today they have fired me, but not for being a low performance employee. Let’s be clear: that label is misleading and, for many of us, it is totally wrong,” ” published on his LinkedIn account Steven S, former product of Instagram product. Kaila Curry, who worked as a content manager, said in her LinkedIn profile that: “I often asked for comments and they always told me that I was doing a good job. They never assigned a PIP (performance improvement plan), they never gave me correction indications and never guided me or gave me clear expectations. I just struggled … I am not a person of low performance.” A mortgaged future. The main complaint of the employees focuses on the argument that has publicly wielded a goal to justify the dismissal of the 3,600 employees since, as they argue, it harms their options for free to get a new job. “The most difficult thing is that goal says publicly that they are cutting low yields, so it feels as if we had the scarlet letter on our backs. People need to know that we do not have low performance,” declared one of the employees dismissed to Business Insider. “It is possible that these people are superstar in other places. Therefore, it seems to me that it is an additional punishment because they are people who probably have a very high market value,” He pointed out to Fortune Dan Cable, Professor of Organizational Behavior at the London Business School. Employers are answering. One of the most recurring advice when running for a new job is not criticizing the company that has just fired you. However, against any forecast, the strategy of the finishing targets has had a positive impact. Many recruiters and companies have shown interest in the profiles of the target employees. “Good employers look for people who are good communicators, capable of defending themselves, just as they would in their position within the organization,” He stood out to Business Insider Ashley Herd, Recruitment Expert from LinkedIn and founder of a manager recruitment company. “Those who speak of course can be found, being realistic, with a smaller group of possible employers, but it will be a group that really aligns with their values ​​and supports professional success and long -term happiness,” said the expert. Now stigma is target. Mark Zuckerberg said the layoffs were not due to economic difficulties, but to a restructuring to focus on the IA development And, in fact, vacancies had opened to incorporate into this new profile. Since the hiring process is a relationship of two, the complaints expressed in social networks by their ex -employed can complicate that process. User forums as Reddit or Teamblind have filled the new candidates about the new goal policy with warnings. “It seems that it was more money than performance. Be careful to join this company. Zuck does not care about its employees. Only the company,” wrote A meta -employed. “Meta is now the most cruel technological company that exists,” added another former partner. Other great technological companies Like Microsoft or Amazon have already announced that they will take more into account the performance of their employees when signing their layoffs. In Xataka | A 1.3 million rolex and a brilliant suit: the new Mark Zuckerberg has celebrated his wife’s birthday Image | Goal, Unspash (Annie Spratt)

OpenAi already prepares agents of AI capable of replacing the most valuable employees. And plans to charge $ 20,000 per month for them

Many feared that AI stole their work. However, new leaked data In The Information They raise a quite different situation, because the prices that OpenAi shuffles for their future advanced agents is absolutely extraordinary. $ 20,000 per month for an AI agent. According to this medium, Openai plans to launch several AI agents oriented to various tasks and scenarios. And the more advanced and specialized, the more expensive they will be. In fact, the most expensive they are talking about would be an investigating agent with the level of a human doctorate, and that would cost $ 20,000 per month. Hiring AI employees will not be cheap. There are other agents such as the qualified as a “knowledge worker with high income” that will have an estimated price of 2,000 dollars per month. If what we want is subtitUOpenai’s proposal will cost $ 10,000 per month. Agents who will work at all hours. The theoretical advantage of these agents is that they will be able to do a theoretically impeccable job, but they will also do it at all hours, without breaks or breaks, without weekends or vacations and without getting bad. If they are really able to do the job as well (or better) as a human being in that position, the investment may come out very profitable. There is no estimated date. It is not clear when these agricultural IAS will be launched or when they will be available for companies, but in The Information they point out how SoftBank – a versor in Openai – has committed to invest 3,000 million dollars in OpenAi agents this year. And OpenAi needs a lot of money. Those expensive subscriptions would leave the current Chatgpt Pro plan of 200 dollars a month, but are of course the road that OpenAi has to become profitable. Today, like most AI companies, OpenAi is burning money and spends much more than he enters. The Plan: Be profitable in 2029. Internal data were leaked months ago according to which OpenAI I hoped to be profitable in 2029. To achieve this they have a fairly simple plan: offer increasingly faces that will make users who want to access their most advanced AI models pay small fortunes monthly. The AI ​​revolution will face. If we listen to these new rumors, it will be better for companies to prepare for the future. One in which they may have the option of “hiring AI employees”, but They are better to be profitablebecause everything indicates that their salaries will be high. Image | Techcrunch In Xataka | “I have three years of work”: more and more IA managers believe that AI will end up removing the position

Log In

Forgot password?

Forgot password?

Enter your account data and we will send you a link to reset your password.

Your password reset link appears to be invalid or expired.

Log in

Privacy Policy

Add to Collection

No Collections

Here you'll find all collections you've created before.