James' World 2

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Florida A&M University · Leon County – Jane Elliot: Sound On

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Replying to @cosbytok #Janeelliot #shownomercy #😳 in her #blueeye #browneye #experiment #Part2 #critical #race #theory #america #knowledge #wisdom #history #teaching #truth to #reprogram and #heal #perspective

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It’s a scary time for workers right now. Some are saying the recession will likely hit later this year and people are being laid off left, right, and center. Beyond Big Tech firms, Europe’s startups and scaleups have suffered. Since March 2022, at least 42,000 staff have lost their jobs; shockingly, more than half of these cuts came in the first quarter of 2023.

For those who survive, making it through a round of layoffs often means being on a smaller team that’s expected to keep the same output. Suddenly, the workload has increased alongside stress levels. The European Agency for Safety and Health at Work found that nearly half (44%) of workers claim that work-induced stress is on the up, as worries about work overload and time pressure increase. That’s the backdrop leaders and entrepreneurs are up against when it comes to motivating teams.

What a cheery start to this piece – but it’s not all doom and gloom. There’s a simple fix to boosting your team’s performance: Measure employees’ value using metrics beyond productivity.

There’s no ‘I’ in team.

When measuring value, you can’t look at one employee’s output without recognizing the impact they have on the wider team. After all, a successful business is like the human body: you wouldn’t embark on a marathon with a broken arm, no matter how fit you are. In an effective team, each part needs to work together.

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Tom Werner | Getty Images

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If you’re looking to get hired, giving your LinkedIn profile some love should be on your to-do list. It’s likely that potential recruiters are going to find it and form impressions of you based on what it looks like, and what’s listed.

LinkedIn profiles with huge gaps or out-of-date information—or pages that look like they’ve been gathering virtual dust for years—aren’t going to show you in your best light. On the other hand, a profile that’s well maintained and has had some care and attention means you’re ticking some of the right boxes.

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Illustration: gonin/Getty Images

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When I was growing up, way before artificial intelligence captured the zeitgeist, applying for a job was relatively simple: Print out a fancy resume, dress smart, and be ready to interview, in person.

Those old rules no longer apply. 

Over the last two decades, digital technologies have radically transformed the employment landscape. Automated software, colossal professional databases, and one-click applications now dominate the hiring and recruitment process. 

If you’ve been job hunting recently, chances are you’ve interacted with a resume robot, a nickname for an Applicant Tracking System, or ATS. In its most basic form, an ATS acts like an online assistant, helping hiring managers write job descriptions, scan resumes, and schedule interviews. As artificial intelligence advances, employers are increasingly relying on a combination of predictive analytics, machine learning and complex algorithms to sort through candidates, evaluate their skills and estimate their performance. Today, it’s not uncommon for applicants to be rejected by a robot before they’re connected with an actual human in human resources.

The job market is ripe for the explosion of AI recruitment tools. Hiring managers are coping with deflated HR budgets while confronting growing pools of applicants, a result of both the economic downturn and the post-pandemic expansion of remote work. As automated software makes pivotal decisions about our employment, usually without any oversight, it’s posing fundamental questions about privacy, accountability, and transparency. 

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Zooey Liao/CNET

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Despite some companies’ attempts, we can’t fix today’s burnout culture with a wellness app. What it takes, instead, is a mindset and culture shift among managers and organizations everywhere.

The old management mindset

An outdated way of thinking about peak performance is “maximum effort = maximum results.” It doesn’t actually work that way in reality, but many managers still believe that it does. They might talk a good game about “practicing self-care,” but their core assumptions are often more akin to a bad 1980s motivational speaker. (Think: “No pain, no gain,” “No guts, no glory,” and “Give it 110%!”)

When managers expect 80+ hours a week from people while offering Friday yoga to combat stress, they unintentionally create a toxic contradiction. It’s a classic example of what we call in psychology a “double bind”: Employees can’t talk about the contradiction, and they can’t talk about not being able to talk about it.

As a result, many well-intended efforts to end the burnout epidemic don’t actually work. If you think individual overachievers are solely to blame for exhaustion, then you’ll only end up addressing the wrong problem. Consider McKinsey’s research on burnout, which showed that “in all 15 countries and across all dimensions assessed, toxic workplace behavior was the biggest predictor of burnout symptoms and intent to leave by a large margin.”

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Inside one of the massive brick-lined warehouses at the Brooklyn Navy Yard, more than a dozen teams laid out a rather odd display of food samples. Whether it’s a juicy meatball made from fungi, a batch of greens grown inside an ecosystem pod or a wheel of mushy crust heated inside a gravity-defying device, this eclectic menu could one day feed astronauts traveling to the Moon and beyond.

On Friday, NASA announced the winners of the second phase of its Deep Space Food Challenge. The announcement took place during an event held at the NYCxDESIGN Festival in New York, which showcased the work of the participating teams. In partnership with the Canadian Space Agency, the competition first called for novel food production technologies in January 2021 and is now entering its third and final phase.

Eight teams have been handed a check for $150,000, and also their next challenge: scale these concepts for the final frontier. The winning U.S. teams are: Air Company, Interstellar Lab, Kernel Deltech, Nolux, and SATED. Three international teams also made the cut: Enigma of the Cosmos from Australia, Mycorena from Sweden, and Solar Foods from Finland. The winning teams will now compete for $1.5 million in total prizes for the third and final phase.

“The whole system is working very well, now we need to adapt for a space environment,” Barbara Belvisi, CEO of Interstellar Lab, one of the winning companies which manufactures controlled-environment biofarms, told Gizmodo at the event. “The whole design of the system is based on gravity, and now you’re going to get rid of gravity.”

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Photo: NASA/Methuselah Foundation

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A friend in Brooklyn DMed me on Sunday: “Skies here in Brooklyn have been milky and the air a pale haze for days from Canadian smoke plumes.”

“I hope it doesn’t go to orange,’ I wrote back. “That’s when things really start feeling weird—otherworldly.”

“So far no orange,” he wrote. “I’ve only seen photos of that.”

Yesterday, he wrote again: “Orange skies today.”

Welcome to our weird new world. Out west, orange skies have become a feature of fire season from L.A. to Anchorage. Over the past few years, most west coast cities have earned the title: worst urban air quality in the world, beating out the usual suspects in Asia. Now it’s New York’s turn, and Boston’s, and New Haven’s. We feel your pain, and we dread that smell. This particulate-laden smoke is truly unhealthy; it gets in your eyes and nose, but what is most damaging is what it does to your head: your home, the world you thought you knew, is no longer quite the same. You feel a new precarity, and a creeping fear: what if it doesn’t go away?

There is a theme running through the weather-related disasters now traumatizing communities around the globe in all seasons, and it is the theme of dissonance. It’s not just our infrastructure that’s built for a different time, it’s our mindset. Whether it’s the depth of the snow, the volume of the rainfall, or the speed of the flames, when it comes to extreme weather, our heads are still in the 20th century.

There is actually a name for this phenomenon: the Lucretius Problem. Lucretius (Titus Lucretius Carus) was a Roman poet and philosopher who identified this cognitive disconnect more than 2000 years ago. Nassim Taleb, author of The Black Swan: The Impact of the Highly Improbable, paraphrases Lucretius this way: “The fool believes the tallest mountain in the world will be equal to the tallest he has observed.” In essence, the Lucretius Problem is rooted in the difficulty humans have imagining and assimilating things outside their own personal experience.

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All of the organisms we can see around us—the plants, animals, and fungi—are eukaryotes composed of complex cells. Their cells have many internal structures enclosed in membranes, which keep things like energy production separated from genetic material, and so on. Even the single-celled organisms on this branch of the tree of life often have membrane-covered structures that they move and rearrange for feeding.

Some of that membrane flexibility comes courtesy of steroids. In multicellular eukaryotes, steroids perform various functions; among other things, they’re used as signaling molecules, like estrogen and testosterone. But all eukaryotes insert various steroids into their membranes, increasing their fluidity and altering their curvature. So the evolution of an elaborate steroid metabolism may have been critical to enabling complex life.

Now, researchers have traced the origin of eukaryotic steroids almost a billion years further back in time. The results suggest that many branches of the eukaryotic family tree once made early versions of steroids. But our branch evolved the ability to produce more elaborate ones—which may have helped us outcompete our relatives.

A confused timeline

To some extent, the new work involves testing an idea proposed decades ago by the biochemist Konrad Bloch. Bloch won a Nobel Prize for figuring out the biochemical pathways that allow cells to produce steroids from simpler precursors. In 1994, Bloch suggested that the chemical intermediates on the pathways he identified were, at some point in our evolutionary paths, the end products. Cells would make these less complex steroids, which played critical roles in their survival; over time, however, our branch evolved enzymes that further modified them in ways that were advantageous.

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All steroids past and present share the complex ringed structure, but differ in terms of the atoms attached to those rings.

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Tom Hanks speaks About the Tulsa Massacre! Sound on!

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Tulsa

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