work

Work up to 80 years have seemed little

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Bernard Arnault is, According to Forbesthe fifth largest fortune in the world with an estimated heritage at 170.5 billion dollars, achieved thanks to the Empire of Fashion and LVMH luxury products that have been presiding over for more than 25 years. It seems that the millionaire is very comfortable in position And he is not willing to release the commission’s helm. In fact, it will propose a regulatory change in LVMH statutes to continue at least nine more years. I am made a kid! According to published ReutersBernard Arnault, 76, wants to continue at the head of LVMH to 85 years. Therefore, it has proposed to expand the maximum age established in the company’s statutes. The company’s request has been transferred to the agenda of the next Board of Shareholders of LVMH that will be held on April 17 where it will vote. This is not the first time that Arnault expands the maximum age of its executive director. In 2022 the shareholders They already approved an extension Until the age of 80, with the aim of ordering his succession at the head of the luxury empire. With this decision, the French millionaire seems to want to join the club of senior octogenarian managers who decide that retirement does not go with them. In fact, when Arnault first postponed the date of his withdrawal, Warren Buffett, 94, He sent him a letter warning that 80 years was a limit too low to retire. Again, The voice of experience of buffett right. Such and as he published Fortunethe LVMH CEO is in full form And he claims not to have lowered the pace despite his age, keeping a days of 12 hours a day. The “Succession” of the Arnault The news of the possible extension of Arnault’s mandate coincides with commercial tensions between the United States and the European Union. Donald Trump, a personal friend of the French millionaire, has threatened to impose strong Tariffs to European products like wine and champagne, which would directly affect the division of LVMH wines and liquorsMoët Hennessy. Therefore, Arnault’s permanence could be related to his desire to manage these economic challenges and geopolitics effectively, taking advantage of its proximity to Trump. Although Arnault has not yet announced publicly Who will your successorthe control of the Arnault family about the Empire of LVMH is more than insured. Arnault has five children, and all of them occupy strategic management positions in the main brands of the group, as well as in the Board of Directors of the Business conglomerate. Delphine Arnault is the CEO of Christian Dior Couture, the most important brand of LVMH. Antoine Arnault is LVMH image director and has held the position of communication director of Louis Vuitton and CEO of the Male Berluti firm. Alexandre Arnault was recently appointed delegate councilor of Moët Hennessy, after having directed the Jewelry firm Tiffany & Co. and, before that, he directed the Rimowa suitcase brand. This same week, Frédéric Arnault, has been appointed director of the Italian fashion brand Loro Piana after passing through the group’s watchmaking division. The youngest brother is Jean Arnault, who is currently director of Watchmaking at Louis Vuitton. Although it is not yet clear which brother will take the reins as the company’s CEO, the Arnault family is clearly prepared to take over from the patriarch of the clan. In Xataka | There is a man who had been working for the same company for 86 years. He has just retired at 102 Image | Flickr (Forgemind Archimedia), Unspash (Willian Justen de Vasconcellos)

They fired 5% of their workforce and some will never work again for them

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Goal has been plunged into an intense personnel restructuring in what Mark Zuckerberg called “the year of efficiency.” According to published Techspotit is estimated that, since 2020, Meta has fired about 35,600 employees. The last ponytail of that restructuring of its template was given only a few days ago when Mark Zuckerberg announced that he was going to dismiss 5% of your workforce current, while It opened new vacancies For profiles of development for your AI. Many of the meta -employed could return to work for the company in these new positions, but A filtration of Business Insider He has revealed the existence of a “blacklist” of employees who will never step on a goal again. Keep back. One of the goal engineers fired in the 2022 round, observed a pattern when he tried to run for more than 20 vacancies in the finish line during all 2023. The hiring managers showed interest in hire him for his skillsbut when the first stage of the selection process began, the recruiters ruled out. When asking a hiring manager, he told him that from the hiring team they had forbidden him to do so as he considered it “not eligible for rectation.” “That was the first time I had a real indication that I was in some type of list,” said the engineer to Business Insider. Up to five former employees confirmed the investigations of the American environment. Reasons not to hire you. There are various reasons more than founded by which a company would include a laid out on a blacklist so as not to hire him again: to have a Inappropriate behavior, Filter confidential data of the company or have Low performance Continuously, they could be some of the reasons why these workers receive the “not eligible for rectation” label. A target spokesman pointed out that “there are clear criteria to determine when someone is considered not eligible for rectation, which apply to all employees that go, and there are controls and counterweights in the process so that a single manager cannot unilaterally consider someone not eligible without support.” “By saying goodbye, we determine the reason for the employee’s departure (breach of policies, dismissal for performance, voluntary resignation, etc.) and that, together with the last performance rating, determines whether an employee is eligible for recontraction,” explained the target spokesman to the US environment. Business Insider He has not been able to confirm the physical existence of that black list of hiring, but in the review of the internal communications of Meta they were found with the systematic refusal of different hiring responsible for trying to re -have recontract certain former employees. Limit to hire the best. While it is true that these lists are not illegal, the experts consulted by the news portal assured that it is not usual among the great technological ones that are permanently fighting for hire the best talent. In statements to TechspotLazlo Bock, Google personnel operations director for more than a decade, said it was “incredibly unusual. It is very, very rare. In fact, I have never heard of a company that has a designation of ‘not to recontract’ for former employees, because if an employee had a good performance, it is preferable to hire someone who already knows the company and its culture than another person.” Back to goal. After the latest goal layoffs, that the company attributed to low performance Having hardened his criteria, some former employees of the Mark Zuckerberg company wondered why they show up for a job offer in the company that fired you. The engineer who discovered the blackloca of the finish line assured to Inc.com I had a weight of weight: “It is the worst company I have worked on. But it is also the one that best pays. If I could stay there for a couple of years and earn a lot of money, I would do it.” In Xataka | Mark Zuckerberg has put on brown and gold chains to grind more. Surveys say it still falls badly Image | Wikimedia Commons (Nokia621), Unspash (Sigmund)

We already know what people are really using at work: to translate texts

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One of the main debates of the future of AI is Know the real impact of this new technology in the workplace. The forecasts of the World Economic Forum collected In your report ‘Future of Jobs Report 2025’, estimates that the deployment of AI at work will displace 92 million jobs and generate 170 million new positions. Many of these profiles still do not exist or They are starting to form. A recent one study of Infojobs points out that one in three employees in Spain is already using the work, although the main use made of it Google already offered it A decade ago: translate. Increasingly and better. In a survey conducted to 1,040 people only 32% acknowledged using AI in some way In your job. Of this 32%, only 6% did it regularly, and 26% used it occasionally. This percentage of use has increased with respect to the data of 2023, where only 23% I acknowledged using it. The forecast is that, in the face of 2025, the percentage of employees who use AI ascend up to 34%, increasing mainly in those who usually use it. On the opposite side, there are still 46% who know no artificial intelligence tool or model, nor use it in your workwhile 22% say they know them, but use them in their work environment. At the moment, it only replaces Google. Those employees who have recognized the AI ​​usually use in their work, has acknowledged using it in 58% to perform automatic document translations. It is followed by the use of chatbots such as Chatgpt used in text and consultation analysis in 37% of cases. The Image generation with AI (9%), software development and programming assistance (6%) or design (5%) still occupies a reduced use percentage. Facing 2025, little variation is expected in the use given to AI tools, where an increase in the use of chatbots is expected, given the increase in the capacity of the last versions of Chatgpt, Claudeeither Deepseekthat have been presented recently. Without training, there is no ia. The report ‘From potential to Profit: CLOSING THE AI IMPACT GAP‘Prepared by the consulting firm Boston Consulting Group, indicates that 75% of executives and management positions consider AI as a strategic priority In 2025. However, the Infojobs report reveals that only 20% of employees declared to use the work usually has received specific training for its use. Of the total number of employees that the AI ​​uses in their job, 40% ensure that they have received information (not training) or plans to receive it in the next six months. Of these, 14% have already carried out it, while 26% will do so in the future. 60% of the participants in this study declare that they have neither received information nor plans to receive it in the future. Young man with studies. The Infojobs report reveals an important gap, both gender, education and age range in the use of AI for work. Men, with 59%, use artificial intelligence more, while only 41% of women use it. By age segment, it is those under 35 who have best incorporated it to their day to day, with 62% compared to 38% of those over 35. It also highlights 76% of employees with university studies that usually use it, of which 62% do so from the office itself, while only 38% of those who telework use it usually. In Xataka | The AI ​​race has promoted a new professional profile that is raffling companies: AI engineer Image | Pexels (Anna Shvets)

Some time ago I bought this MSI laptop to work away from home. For this price it would do it again

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The Black Friday is one of the best campaigns to buy a laptop, but occasionally – you are the store campaigns – we can also find even better discounts. In the Black Friday of 2023 I took the opportunity to buy the MSI Cyborg 15 for 949 euros, and now with the same configuration, but with twice as RAM, we have it in PCComponents for 999 euros. At this price I didn’t think about it: I would buy it again without a doubt. * Some price may have changed from the last review A thin laptop, with a good fan and great performance The MSI Cyborg 15 is a fairly powerful gaming computer that mounts a generous screen IPS of 15.6 inches and which offers a full HD resolution and a 144 Hz soda rate. Its design is quite striking, but we will find it in the rear, since it has a Good ventilation rack To prevent the computer from hot. The processor that we are in this specific version is the Raptor Lake i7-13620hand comes with no less than 32 GB of RAM and 1 TB of SSD; Two quite good figures taking into account the price of the computer. In addition, one of the key points of the MSI laptop is that all this is accompanied by a graphics card RTX 4060so you can play video games (even plaintiffs) without any problem. Also integrates some speakers that offer good power and that are heard quite wellincludes a port HDMI 2.1 and two ports USB-A and a port USB-C. It also comes with a webcam that offers an HD resolution and its keyboard is quite pleasant when writing or playing. To put some “paste”, it does not come with operating system, although this is common in this type of computers. In short, it is a computer that I have had a very good experience personally. I have used it more to work than to play video games, but it has certainly behaved phenomenal in both scenarios. I bought it just over a year ago and still functioning like the first day. You may also be interested in these accessories LOGITECCH G502 LIGHTSPEED Wireless gaming mouse, captor hero 25k, 25,600 dpi, RGB, reduced weight, 11 programmable buttons, long duration battery, powerplay-compatibile, PC, black * Some price may have changed from the last review Soundcore By Anker Space Q45 Wireless helmets Adaptive Active Noise, up to 98% Reduction Noise, 50 h Reproduction, LDAC HI-RES Wireless Audio, Control App, Bluetooth 5.3 5.3 * Some price may have changed from the last review Some of the links of this article are affiliated and can report a benefit to Xataka. In case of non -availability, offers may vary. Images | Andrej Lišakov in UnspashMSI In Xataka | Best laptops in quality price. Which to buy depending on the use and eight recommended models In Xataka | Best cheap laptops with windows and models recommended for less than 500 euros

Deep Research is not just a new AI function. It is the beginning of the end of intellectual work as we know it

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Elon Musk’s new AI, Grok 3it is already official. Among its promoted capabilities is a function called ‘Deep Search’, suspiciously similar to the Deep Research that Google coined and copied Openai. It is normal: in recent weeks we have seen almost all IA giants announcing similar capabilities. It is a new trend in AI that goes beyond incremental improvements. These systems can navigate the web, analyze multiple sources, synthesize information and produce detailed reports on an issue. And with a level of sophistication that is dangerously approaching the work of many human analysts. In any field. The difference with traditional applications is great. Instead of returning some Tokens In seconds, they return information pages in minutes. And neither does it have anything to do with searches: it does not return a list of semantically related links, but can understand complex questions, decompose them in parts, investigate each aspect by consulting dozens of sources and assemble a coherent analysis citing their references. In less than ten minutes. The results are impressive. OpenAI said – and we are verifying that it is basically true – that Your Deep Research can do in half an hour what would take days to professional analysts. And although it makes occasional mistakes (such as a factual skate, or the appointment of a source that does not exist), the general quality of the result is good enough for many practical purposes. This supposes A shot to the flotation line of much of the current intellectual work. The analysts junior of consultants, the researchers who review literature, the lawyers who prepare preliminary reports or the financial advisors doing business analysis. A great portion of your work is to collect, synthesize and present information that you drink from many sources. Like any Deep Research. It is not that these systems will completely replace intellectual workers. They still have important limitations: They cannot access private or not published information. From time to time they confuse sources or draw erroneous conclusions. They lack the expert criteria for certain analysis. Nevertheless, They can already automate much of the repetitive work and “low level” that occupies many professionals today. This also leads us to A paradox: Deep Research systems will surely increase the productivity of the most qualified workers, who can take advantage of them to enhance their ability; But the jobs that used to serve as entry, training field to end up being one of those experts are put at risk. The Deep Research have potential to alter the professional trajectories of any knowledge -based industry. It is another example of how AI not only automates manual work, but also It goes into territories that we believed reserved for the human intellect. The question is no longer whether IA can do that intellectual work, but how much of that work will continue to make economic meaning if it is made pro human. There will be companies that due to ignorance, for cynicism or pride will prefer to ignore these capacities. They are the most exposed will be at the risk of being left behind. For the rest of us, We have as a pending task to think about how to manage this transition: The one that can make obsolete many functions that we believed automation. In Xataka | With Grok 3, Elon Musk presume Outstanding image | OpenAI

65% of workers believe they charge little for their work

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With the debate about the Up of the minimum interprofessional salary Still hot, a recent study reveals that most employees in Spain feel inframing with respect to Your professional responsibilities. According to The data collected In the ‘Labor Market Guide 2025’ published by Hays, that discontent has grown with respect to 2023, despite the fact that SMI increases have improved the salary conditions of many employees. The problem is that average salaries. A ADECCO report It ensures that real average salaries in Spain, adjusted by inflation, have remained stagnant during the last thirty years. Dissatisfied employees. The study of the Human Resources consultant, prepared on a base of 5,600 companies and professionals in Spain, reveals that the Salary dissatisfaction It is still an important problem in the Spanish labor market. 65% of professionals feel that their salary does not correspond to the work they do. It is the same figure that was recorded in 2023, but represents a worsening of 5% compared to 2024, and 9% compared to 2021. Only 46% say they are satisfied with their salary (although I can consider it insufficient for their responsibilities). One of the factors that contribute the most to employees in their current salary is the complement of time flexibility associated with their position. Flexibility and teleworking as accessories. 54% of respondents prioritize time flexibility above other benefits, such as additional holidays or medical insurance with more coverage. In addition to flexibility, 63% of respondents highlight the good work environment as complementary factors to salary. 42% place teleworking as one of the important accessories to the salary. So much so that they would even renounce the 25% of your salary By teleworking. Christopher Dottie, regional general director of Hays in southern Europe, stood out in his report The importance of teleworking For talent retention “with the reduction of the maximum working day of 40 to 37.5 hours, whose application is still delayed, and the impulse of teleworking is put in the hands of professionals the opportunity to demonstrate their value in terms of production , being free to choose where and how to work. With one foot on the street. Salary dissatisfaction is one of the main arguments To change jobs. In 2025, the intention of changing jobs is stated for the dissatisfaction of not obtaining adequate salary or working conditions. 69% of respondents claim to find themselves in an active search situation of a job. This data significantly improves with respect to 2024 that registered 70% of employees willing to leave your job For one with better conditions. However, it remains above 63% that was recorded in 2023. SALARIAL ASCOME EXPECTATION. Despite the situation of salary dissatisfaction that portray Hays’s data, the salary perspectives By 2025 that draws this report are optimistic. 48% of the professionals interviewed believe that their annual salary will increase above 5%, while 17% think it will do it between 2.5 and 4.9%. Less optimistic are the companies that have participated, 27% bet on rank increases of 2.5% and 4.9%, followed by which, with 26%, they think they will remain or, at most, they will increase below 2.4% (24%). Source: “Labor Market Guide 2025”. Hays Dottie says that 2024 has been a decisive year in the fight against job precariousness, but has also meant an additional economic effort for companies. “With the recent increase in the minimum interprofessional salary (SMI) and the resolutions of the Labor Reform of 2021, there is talk of a certain improvement of labor precariousness. Although these measures positively impact the well -being of many professionals, they at the same time important important Challenges for Spanish business fabric, which must be adjusted in its cost structures. “ In Xataka | Ask for a salary increase is a negotiation art: as in any battle, you have to be prepared with a strategy Image | Unspash (Jakub żerdzicki, Cemrecan Yurtman)

Steve Jobs’s secretary was late for work because of her old car. So Jobs gave him a jaguar

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Steve Jobs He was not a boss to use And he won the reputation of being an unpredictable and passionate leader. Capable of Inspire and challenge your employees with gestures that moved Between despotism and genius when motivating their workers. One of the anecdotes that best reflect that particular motivation style It happened when his secretary was late for work because his car did not start. There he met a Steve Jobs unpredictablethat it could well have fired her at the act no one would have missed her. However, instead of reproving the delay, Jobs had a most productive idea But, above all, more profitable for the employee. “Take, you never get late” As the Exeuse of Apple Ron Givens said In an interview for WRAL news“People were afraid of him. But that same afternoon, Jobs entered his office, threw him a game of keys of a new jaguar and said: ‘Take, you never arrived late.’ He always did things like that, surprising the people”. He Jobs leadership style was famous for its intensity. He demanded absolute excellence and did not tolerate excuses. “He was able to do surprising things to keep his team focused on Apple’s mission.” For that reason, seeing Jobs waiting for her in her office, she feared the worst outcome. What I didn’t expect was to finish the day with A new jaguar In his garage. Apple’s former director assured that the secretary “was a single mother and a good secretary”, pointing out the good performance of the Jobs employee. Perhaps that good performance was what made Steve Jobs, very in favor of surrounding himself with brilliant professionals, did not get carried away by his impulses and chose to eliminate the problem he had prevented (and would probably come back in the future) to his secretary Reach timely to your workplace. Jobs’ unpredictable motivation Andy Hertzfeld, one of the original Macintosh engineers, assured That working with Steve Jobs was unpredictable: scary and exciting at the same time. Givens corroborated him in his interview, in which he acknowledged that Jobs was an “excellent motivator” and “a good leader”, that as soon as he could say goodbye to a wrong response, like rewarding you with a luxury car. Actually, Jobs’s approach by giving his secretary a jaguar was not a mere gesture of generosity. Apple’s CEO demanded maximum motivation And dedication to their employees, so eliminating those concerns that prevented them from giving 100% of their potential was just a way to get both with a single gesture. Today, the figure of Steve Jobs remains a reference both in technology and in the Business management. His methods could be questionable, but Its impact on industry It is unquestionable. And that secretary who received a new jaguar is just one of the many evidence that, with Jobs, he never knew what to expect. In Xataka | Steve Jobs wanted to hire “professional managers” for Apple: it was a disaster because they only knew how to manage, not lead Image | Wikimedia Commons (Joi), Unspash (Logan Weaver)

The online game service does not work around the world

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If you had thought about Friday night and Saturday morning to take some online games with your favorite PlayStation game, you may have to change plans. PlayStation Network (PSN)the service that allows you to play in line with other users, is fallen and does not work. The information comes to us From Downdectorwhich accounts for the generalized failures that are occurring at this time. Due to the problem, all online multiplayer experiences are being affected. That is, it is not an inconvenience of your Internet provider. Curiously, The PSN network service status page It shows no problem. Says that “All services are active“And that properly works the managing, the games and social networks, PlayStation Video and PlayStation Store. Although many users fail to play online. In addition to what Downdetector reflects, Several users have reflected the problem in Reddit and x. They explain that PSN is not working and that when trying to connect, the platform informs them that it is “in maintenance”. It is not clear what is the origin of the problem that affects Sony at this time. In development. Images | PlayStation In Xataka | Patents linked to Switch 2 show the operation of the Joy-Con as if they were computer mice

In these countries you already work less than 40 hours

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The reduction of day to 37.5 hours a week has given One more step in its processing In Spain. However, although it may seemA substantial change On the workday, it will actually only involve a mere administrative procedure for many companies whose collective agreement already contemplates a day of less than 40 hours per week. Despite this, Spain still has a longer working day than the European average. But how is the Spanish working day with respect to other countries of the world? 40 hours are the limit. According to Eurostat data Of 2023, the average of the day in real and common work hours in Spain is 36.4 hours. The Last data available The National Statistics Institute in this area are also 2023 and offers a slightly above figure with an average of 37.7 hours per week. That figure places Spain in a place slightly above the average of real hours worked in Europe by people between 20 and 64 years, which registers 36.1 hours per week. It should be noted that this data refers to the number of real hours that these employees work, including overtime, whether or not they are paid. Not to the Maximum workdaywhich in Spain is 40 hours per week. Work a lot, produce little. The European country with the longest working day is Greece that, with 39.8 hours, is followed by Romania (39.5 hours), Poland (39.3 hours) and Bulgaria (39 hours). It is striking that even those countries that supposedly have Larger real daysnone exceeds the average of 40 hours of real work. However, these long days that are recorded in these countries are associated with a low time productivity worked. For example, according to Eurostat data of 2022 collected by the BBVA FoundationBulgaria is at a tail at performance per hour worked, followed by Greece, Latvia and Poland. The most productive days. At the opposite end, countries with shorter working days are the Netherlands, with 32.2 hours per week, Austria (33.6 hours) and Germany (34 hours). If we do the same exercise of crossing the data of the real hours worked with the productivity of those hours, we see that these countries, with shorter days, obtain a higher performance of their working hours, being above the average. Spain with the 36.4 hours we have commented before, is located in the middle zone of the table. Portugal registered a day slightly longer than the Spanish with 37.7 hours, while below the day of Spain are that of France (36 hours), Italy (36.1 hours), Belgium (34.9 hours), Ireland (35.5 hours), Sweden (35.7 hours) and Denmark (34.3 hours). The working day in the world. According to ILO data collected by World Population Reviewthe average working hours in the rest of the world are very different. Among the most working are Bután with 54.3 hours a week, United Arab Emirates (52 hours), Lesoto (49.5 hours), Qatar (48.2 hours), Lebanon and Liberia (48 hours), Republic of Congo (47.9 hours), Jordan (47 hours) or Pakistan and Brunei with 46.6 hours per week. Among countries with smaller working hoursin addition to those already mentioned in Europe, they are Syria with 25.3 hours, Yemen (25.3 hours) and Mozambique (29.4 hours). However, most of the world works in the strip between 40 and 35 hours, with countries like Brazil with 37.9 hours, Japan (36.7 hours), Estatos United (36.4 hours), Israel (Israel ( 35.6 hours) or Argentina (35.4 hours). In Xataka | How are salaries in Europe, explained in a graphic developer Image | Eurostat

They are bad for mint performance and health, but prohibit them in school does not work

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In recent years, the great educational issue of half the world has been exactly the same: what to do with mobile phones at school. To such an extent the controversy that As Laura Cano says“The digitalization of minors is polarizing families inside and outside the classroom.” And worst of all, we have no data that allows us to know if either of the two options make more sense than the other. Until now we thought it was because the studies were biased, now we just discovered that it is for something else. The greatest global study to date. 1227 students from 30 schools in England that They have been monitoring For a year from the University of Birmingham. Not only have they obtained their records for the use of social networks, but a battery of mental health results, well -being, sleep quality and physical activity. Among those students were some that were in centers that had prohibited the use of smartphones during the school day and others that did not. What have you found out? The interesting thing is that Researchers have discovered that there are no differences between the two groups of students. Neither in mental well -being, nor in emotional disorders, nor in sedentary lifestyle, nor rest levels. There were neither substantial differences in academic achievements or in negative behavior. It is true that telephone prohibitions led to a slight decrease in the use of telephones (about 40 minutes) and social networks (about 30 minutes), but the impact is too epqueño to be significant. So no matter how time adolescents spend with the mobile? Not quite. The study He has found that there is “a link between spending more time for use and worse results in all things studied.” What happens is that the prohibition in schools does not have enough impact on the lives of young people to be decisive. That is to say, As Professor Miranda Pallan explainsfrom the University of Birmingham, research shows that “addressing the general use of the phone should be a priority to improve health and well -being among adolescents”, but “school policies are not the miraculous solution to prevent harmful effects” . In fact, we can be quite sure that “the restrictive policies on the recreational use of phones in schools do not lead to better results among students.” And what do we do? This seems to reinforce the ideas that some experts have been defending for years. Jose César Perales, Professor of Psychology of the UGR, denounced last year that “a cosmetic measure (prohibitions) is taken, while those that could contribute to improve the mental health of our teenagers continue in a drawer.” We run the risk, these experts come to tell us, to divert the meager resources of the system towards measures with little return. “What the evidence really says is that raising”, Perales said “It admits enormous variability and that, once the material and affective needs are covered, almost all the impacts of the concrete form of parenting are quite small.” The same is time to rethink how we are distributing resources. Image | Tim Reckmann In Xataka | Alone and connected, the paradox of loneliness at the time of the thousand “friends” in networks

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