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Say Hello to the World's Largest Hard Drive, a Massive 36TB Seagate

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  • Samsung to buy US healthcare services company Xealth

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  • When tech hardware becomes paperweights

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    I
    Stopkilling?
  • This Is Why Tesla’s Robotaxi Launch Needed Human Babysitters

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    H
    Karel es hone
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    isveryloud@lemmy.caI
    It's a loaded term that should be replaced with a more nimble definition. A dog whistle is the name for a loaded term that is used to tag a specific target with a large baggage of information, but in a way where only people who are part of the "in group" can understand the baggage of the word, hence "dog whistle", only heard by dogs. In the case of the word "degeneracy", it's a vague word that has been often used to attack, among other things, LGBTQ and their allies as well as non-religious people. The term is vague enough that the user can easily weasel their way out of criticism for its usage, but the target audience gets the message loud and clear: "[target] should be attacked for being [thing]." Another example of such a word would be "woke".
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    G
    A carrot perhaps... Or a very big stick.
  • CrowdStrike Announces Layoffs Affecting 500 Employees

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    S
    This is where the magic of near meaningless corpo-babble comes in. The layoffs are part of a plan to aspirationally acheive the goal of $10b revenue by EoY 2025. What they are actually doing is a significant restructuring of the company, refocusing by outside hiring some amount of new people to lead or be a part of departments or positions that haven't existed before, or are being refocused to other priorities... ... But this process also involves laying off 500 of the 'least productive' or 'least mission critical' employees. So, technically, they can, and are, arguing that their new organizational paradigm will be so succesful that it actually will result in increased revenue, not just lower expenses. Generally corpos call this something like 'right-sizing' or 'refocusing' or something like that. ... But of course... anyone with any actual experience with working at a place that does this... will tell you roughly this is what happens: Turns out all those 'grunts' you let go of, well they actually do a lot more work in a bunch of weird, esoteric, bandaid solutions to keep everything going, than upper management was aware of... because middle management doesn't acknowledge or often even understand that that work was being done, because they are generally self-aggrandizing narcissist petty tyrants who spend more time in meetings fluffing themselves up than actually doing any useful management. Then, also, you are now bringing on new, outside people who look great on paper, to lead new or modified apartments... but they of course also do not have any institutional knowledge, as they are new. So now, you have a whole bunch of undocumented work that was being done, processes which were being followed... which is no longer being done, which is not documented.... and the new guys, even if they have the best intentions, now have to spend a quarter or two or three figuring out just exactly how much pre-existing middle management has been bullshitting about, figuring out just how much things do not actually function as they ssid it did... So now your efficiency improving restructuring is actually a chaotic mess. ... Now, this 'right sizing' is not always apocalyptically extremely bad, but it is also essentially never totally free from hiccups... and it increases stress, workload, and tensions between basically everyone at the company, to some extent. Here's Forbes explanation of this phenomenon, if you prefer an explanation of right sizing in corpospeak: https://www.forbes.com/advisor/business/rightsizing/