template

The “Tiktok template” marks the way to follow for the rest. It is the formula for Chinese technology to enter the United States

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The agreement of Tiktok For the application to remain in force in the United States It is making begg. It is not for less, because it is in the core of a great Commercial War between the US and China. In addition, it also represents something that goes far beyond the application itself or its operation: it establishes a model that could open the doors to other Chinese technologies to operate in US territory. How Tiktok would survive in the United States. According to the leaks of the Wall Street JournalTiktok will operate in the United States through a new company controlled at 80% by US investors such as Oracle, Silver Lake and Andreessen Horowitz. The remaining 20% ​​will remain in the hands of Bytedance and other previous shareholders. The key is that the US government will have a direct seat in the Board of Directors of the new company. Why is it important. Until now, Chinese technology companies in the United States only had two options: being prohibited or selling completely American competitors. This “Tiktok template”, as Kevin Xu, founder of the Newsletter Interconnected, mentions it, introduce A third way: technological licensing under American majority control. As the expert explains, “this model opens the door for more critical, strategic and advanced technologies to flow from China to the United States.” The real award. Beyond Tiktok, this model could be applied to sectors where China dominates the global supply chain. Let’s think about byd wanting Sell ​​electric cars in the United States, Catl supplying batteries To American manufacturers, or Hesai distributing Lidar systems to robotics. These are technologies where Chinese companies have a considerable technological advantage and are ready to deploy today, while US alternatives could take years to be available on a large scale. The rules of the game. To work, xu Explain That Chinese companies will have to accept staying with a minority and passive participation, renouncing part of the commercial benefits in exchange for the “privilege” of selling in the US market. They must also find the perfect mix of politically related investors and companies with the White House to assemble the company that is responsible for managing the product in the United States. Between the lines. “This was a purely political problem from the beginning, so it could only be resolved with a political solution,” Recognize XU himself after years chasing the case of Tiktok. The analyst explains that neither technology, nor national security, even the laws matter. According to Xu, what works is to identify the most powerful figures and tie them in a network of conflicting but attractive interests that is difficult to reject. And now what. The Tiktok agreement, which Trump He says he will confirm this Friday With Xi Jinping, he could mark the beginning of a new era in technological relations between the two countries. That Tiktok continues in the United States is a decision that will not leave anyone indifferent, both for supporters and detractors. The template is ready, now we need to see who uses it first. In Xataka | The United States and China seem to compete in ia. The reality is that they play completely different sports

Ryanair has a professional “trapamaletas” template. And it will improve their rewards so that they yield (even more)

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Ryanair’s hand luggage policy is crystalline: they want you to pay for him. The company is making all possible efforts so that either trips without a suitcase or, on the contrary, you pay for it before entering the plane. And he has had an idea: bonus his best employees. “We will catch you” This is how Michael O’Leary, CEO of the company, its intentions regarding hand luggage has summarized. Words have collected them BBC and in them he directly points to the client whom he accuses of “not complying with the rules.” Therefore, it launches a message if you are thinking that you can climb to one of its planes without paying the extra for the hand suitcase: “We will catch you and hope to reward and bonate our staff to choose those large bags.” More money. A few weeks ago We knew that Ryanair rewards employees that discover the largest number of travelers who try to climb their aircraft with too large hand suitcases. The company has been rewarding 1.5 euros for each “captured” suitcase. The maximum bonus that a worker could receive was 80 euros. Now, that will change. The company will continue to press. According to the British media and as confirmed to us to Xataka The company itself, Ryanair will raise the prize to 2.5 euros per suitcase. But, in addition, it removes the top of the 80 euros that the wage earning could receive. “Large”. What O’Leary refers to “those large bags” is a suitcase with which you can travel in cabin with many other companies. However, Ryanair prevents the plane from traveling to those who travel with a bag that exceeds 40 x 30 x 20 cm, since the company has slightly expanded the allowed measures. This size barely leaves space for a small backpack. In fact, they are so meager that they have ended create your own market niche. In the event that you want to travel with a “cabin” suitcase, you have to go through the box. The ideal is to do it hiring the supplement When taking out the ticket because, of not doing so, The surcharge at the counter is 55 euros. “Without a suitcase”. Ryanair CEO has defended on several occasions that its great goal is that passengers move “without a suitcase”. It ensures that all weight added to the plane implies greater fuel consumption and, therefore, that the expense in it does not compensate for the transfer of suitcases. In fact, he said that “I don’t want the money” of those billing. We explained in Xataka That, despite O’Leary’s word, the truth is that the suitcase is still fundamental in the company’s income. Ryanair is not explained without all expenses associated with the ticket price. The company catches you with a very small price that you will only pay in very specific situations. It travels cheaper than with other companies but, when you add expenses, it is not much cheaper than in other similar flights. A constant fight. The luggage soap opera is being especially relevant in Spain. Last year, the Ministry of Consumer It imposed a historical fine to Ryanair of more than 100 million euros. Along the way, Other companies also received sanctions Low Cost like Vueling or Easyjet, among others. That decision was a bomb in the Spain-Ryanair relationship. Since then, and with Aena’s rates as another reason to define its strategy, The company has taken up to 800,000 squares of regional airports, leaving seriously injured to aerodromes Like Valladolid’s. Now, Keep threatening with taking out another million places from similar size cities. Is it legal? There are two scenarios that we must contemplate. Spain. If we talk about our country, the truth is that justice has proved both Ryanair and employees who have denounced these practices. In the first case, some magistrates defend that the company does not have defined the minimum measures it has to offer and that, as the client accepts conditions with the purchase of the ticket, are obliged to comply or accept surcharges. The magistrates who defend the position of consumers point out that the regulations speak of “essential luggage.” That same position is what the government wields to fine the company. In this case, it is assured that in the measures proposed by Europe There is no place for that “essential” In hand luggage and, therefore, the company is breaking. Europe. At the moment, the position of European justice is about to be resolved. The company’s CEO said just a few days ago in which they were optimistic about the possible fine that could fall from Spain. It is based, perhaps, on the Last movements that have been registered from Europe. The institutions seek a new passenger regulation and it begins to be intuit that finally We will have minimal measures For hand luggage for all companies. But, yes, These measures are very aligned with those offered by Ryanair. It is no accident That the company has chosen this summer, when the European process is underway, the change in its hand luggage policy. The movement reads as a wink to regulators. Photo | Giorgios Savidis and Benjamin Elliott In Xataka | In the war between Spain and Ryanair for hand luggage, the airline has found an unexpected ally: the European Union

You will start adjusting your template, according to Business Insider

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Although the figures registered in 2022, 2023 or 2024, years in which each round of layoffs are not being reached segated thousands of jobs. According to The portal Layoff.fyi,The great technology have fired 23,505 employees in what we have been. The most recurring reason: the Restructuring of the departments To gain agility. According to Published information by Business InsiderMicrosoft would be considering a New round of layoffs They aim to reduce the number of intermediate and management positions, as well as Posts “No coding“. That is, positions not directly involved with software development. Programmers are not the objective Anonymous sources close to Microsoft assured the American media that the technology prepares Another round of layoffs that could be executed next May, but do not provide a specific figure of the number of employees that will be affected by the measure. The spokesmen of the company consulted by the medium have declined to comment. According to what is published, the adjustments that are coming will be focused on the intermediate controls and team managers, as well as in DEVELOPED DEVELOPMENT DEPARTMENTS Software direct. This includes commercial, human resources and managers departments. Microsoft already carried out layoffs at the beginning of the year. But unlike that, the new round would not have the objective Like Google and Amazon. Less bureaucracy and more agile teams Charlie Bell, co -founder of Amazon Web Service and current Chief of Security of Microsoft, could have brought from Amazon this ratios system. Its objective is to redirect the maximum of Personnel resources to the development area To step on the accelerator in matters such as AI or the creation of new software solutions to put back to Microsoft in the AI ​​race. Applying this strategy, Microsoft would be looking for an infrastructure with development equipment with less bureaucratic obstacles in the command chain and more dynamic reducing the number of department managers. Hence, the main objective is not to reduce the template in general, but in specific positions. According to sources of Business Insiderthe department managed by Charlie Bell has a ratio of 5.5 programmers for each manager, when the objective is to achieve a proportion of 10 to 1. This strategy is slightly different from that adopted by technological ones as a goal, which in its last round of layoffs hardened the performance scales, which served as an excuse for dismiss 5% of your workforceincluding in that list many software engineers that had to date had good grades. However, although programmers are not the objective priority in this personnel cut, Microsoft could take the opportunity to say goodbye to some employees (including programmers) that have a “impact 80” or lower performance rating for two consecutive years. The company establishes a 200 scale, in which 100 would be an average yield. Therefore, a programmer with a qualification of 80 would be yielding below the measure and could be one of the names that go in The next list of layoffs, Although your profile is development. In Xataka | “In a year or two code editors will not exist”: four programmers explain the Vibe Coding revolution Image | Microsoft

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

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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)

President of Pumas is committed to reinforcing the template

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The president of the Pumas of the UNAM in the MX League, Dr. Luis Raúl González, was willing to continue making the necessary movements to be able to strengthen the team And thus have the best possible performance in the 2025 Clausura Tournament to achieve the pass to the Liguilla and also fight for the title of Aztec football champion. These statements were made to various media in which he assured that “everything can happen” with respect to the closing of the present passes market; This due to the growing rumors about several changes in some records belonging to the Feline Institution. The last days rumors have emerged about the possible departure of Mexican striker Rogelio Funes Mori, who has not had the expected result since his arrival at the club; Before this, the president of Pumas explained that there is no concrete information in this regard and so far it remains as a key figure of the workforce. “This does not end until it ends. That is, the closure of records is latent. And as long as the record is still alive, everything can happen ”González said in his statements. “As I have told you, there are so many things that are said by different sources of information so as not to label only one, which I would tell you about the table there is nothing concrete. Funes Mori is on the squad. So, that is the situation of Funes Mori and any member of the team“He added. Anselmi opinion Finally, the Puams manager was questioned about the abrupt departure of Martín Anselmi from the Cruz Azul Machine; Given this fact, he said that they are facts that occur within football and team work is to move forward and find a replacement quickly. “They are circumstances that happen. Treat with any team. I am not going to refer concretely to the team that you mention. In general, what is sought is precisely in contracts to try to shield for both parties and the guarantees that allow legal certainty. Something that deprives and must deprive in every negotiation is the certainty of what is signed. And in that sense there are shields. The best instruments are contractual agreements, ”he said. “Referring to any circumstance that any team can face, that has happened to us on different occasions. Pumas happened and I recognized the frankness of (Antonio) Mohamed when he retired. Then I think they are situations that are given and that each team fixes it according to their contexts and according to what was agreed, ”he concluded. Continue reading: –Soccer games today, live: time and TV of what you can see this Tuesday, January 28–President of Rayo Vallecano commands James Rodríguez–UANL tigers confirms its first reinforcement for the Clausura 2025 (Tagstotranslate) Liga MX (T) Pumas of the UNAM

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