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also i think kabru's picked the wrong adventure to go on, he's in a megadungeon when he should have picked a campaign with political intrigue or something, remembering details about people and their possible motivations like that aren't suited for a bunch of monster slaying
100% correct read of Kabru
I also checked out episode one of Loser Ranger/Ranger Reject, which is way, way prettier than I expected. The humans look somewhat ugly, which I think is on purpose, but the animation and effects are really, really slick. Even the text looks great! I'd definitely recommend people take a look at it just to see what I'm talking about, although there's a chance the sentai/tokusatsu storyline might not hold your attention if you're not already a fan of that genre.
https://steamcommunity.com/profiles/76561197970666737/
It's yet another shitty management policy from The Man Who Murdered GE, Jack Welsh.
Kabru is just an incredibly well realized character, and his character development, motivations and everything are wonderful.
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The Ranger Reject manga is great, so I'd echo this. People should check this out.
As an annual practice? Bad idea. Basically punishes you for developing coworkers.
There are soooooooo many statistical fallacies even in using it in layoffs. Like, it might be sound if you use it in a situation where you have 10,000 identical jobs with identical goals. But when you have different jobs with different goals and means rank-and-yank is pure bullshit. It is mathematical malfeasance. A purposeful misunderstanding of what statistical methods are even for. The equivalent of a rhetorical bad faith argument.
It has no place in businesses.
Welsh was using vibes and only vibes to make his decisions and using numbers to cover up his racism, his hatred of unions, and his avarice.
You can apply rank-and-yank both to people and positions. So if the number is "reduce headcount by 10%", one method is to rank your employees and lay off the bottom 10%. Another method is, rank your positions and get rid of the bottom 10%.
As you say, ranking the people really only makes sense if they are doing fungible jobs: because the jobs are the same, or the people doing them are cross-trained, or because retraining is relatively cheap.
I think there is probably some legitimacy in enforcing those kinds of systems on the mangers from above because putting employees on PiP and such are both extra work on their plate and also are the type of confrontational things people like to avoid. You just can't be a fucking idiot and "I saw a tweet about this "your implementation of it.
It is less about the line employee and more that, if a company with 20,000 employees has only 20 ranked with unsatisfactory performance in reviews. It's either the greatest company on earth or the managers aren't really doing their job.
At a certain point you do get into some sort of theory of employment stuff. Like if a team of 5 ships their goal 100 widgets a day, but Bob on that team only ships 10 do you try to replace Bob? Is it fair to Alice, Charlie, Dave and Eve if you don't and they have to pick up his slack? etc.
What is the likelihood these less than competent non-confrontational managers are able to recognize the impact on their team and push back against their superiors when the policy will make their team less productive?
This has been a constant in my corporate career, talking extremely huge multinationals. It is the dumbest fucking thing.
I mean, sure. Also sometimes Bob just isn't as good. Or he's lazier. Or doesn't care as much. Or whatever. You see any talk about job shit on this forum even and it's full of "goddamn my idiot coworker/etc did this today". It's not some weird scenario.
And there is always some question of whether we actually care enough about it to want someone to do something serious about it.
But unless we arguing that layoffs should be decided by speccing a dice kit, managers will have to develop a preference order somehow.
"Hi Bob, come on in and roll that D20. Natural 1? I got some tough news, Bob."
It's the second one that's stupid. All it does is create perverse incentives for the frontline managers, leaving headcount open, hiring people intentionally to fire them, etc.
fuck up once and you break your thumb / if you're happy at all then you're god damn dumb
that's right we're on a fucked up cruise / God is dead but at least we have booze
bad things happen, no one knows why / the sun burns out and everyone dies
This is wrong on both fronts.
First, if your managers aren't doing their job properly (and being able to do the hard part of managing people with these hard discussions is exactly that), then that's a problem with either management training or with properly selecting management candidates (or both!) The solution to those issues isn't pressuring management with corrosive policies that erodes team camaraderie - it's to make sure you pick good management candidates and then train them to have the tools they need to do their jobs appropriately - and if applicable, removing individuals who cannot do the job.
Second, the idea of there being some "natural" level of "unsatisfactory" employees is predicated on a false premise - that being that your workforce is a random selection. Which, if you're doing your hiring right, it is most certainly not. It is perfectly in line to have few - or even no - "unsatisfactory" employees, as that shows that your hiring policies are doing their job of finding qualified candidates. Conversely, a high number of "unsatisfactory" employees is often a sign of defective systems in a company's hiring and training.
Frankly, this "theory of employment" you're thinking of is coming from there school that produced Welsh and Stonecipher - men whose policies poisoned and destroyed the companies they helmed.
Especially Yuri, who's just brutal to some girl that she's never even talked to before.
Yes, it's true, you're NOT as good looking as those other girls, and also the guy you kinda like seems like he hates you. Also, what's your name again?
It does seem to be the classic,
I've been in a lot of manufacturing environments where everyone on the lines are doing their job right, and both production and QC goals are being exceeded. So cutting the bottom 10% is just pure 'never rest easy, peons.'
The managers who I've had who supervised worker for long periods of time had pretty much reached their level ane were fairly terrible.
Corporate assholes don't want managers who are in to coaching because it takes longer to develop good people that way. Like every other line go up bullshit in business, they want immediate results.
https://steamcommunity.com/profiles/76561197970666737/
Spy x Family
Bocchi
Delicious in Dungeon
Watamote
Belatedly: I watched all of these, and damn can Griffith's VA sing.
this is an amazing bit bravo
Apparently there's no mainstream English release of this show or Blue Archive, they're both subtitled by an Asian YouTube channel. While BA has fans of the game that seem to be planning to fansub it, I don't think anyone's going to step up to fix the subs for this show. I might give it one more episode, but it needs to become way better or way worse to keep my interest.
Especially since YowaMushi Pedal proved that you can make road bike racing look remarkably solid in animation, too
It's apparently by the same studio that did that exact bike anime, which makes it extra strange that this one is so bad.
Holy shit, why did I let myself wait so long to watch this?
Hope Season 2 can maintain this level.
Steam ID XBL: JohnnyChopsocky PSN:Stud_Beefpile WiiU:JohnnyChopsocky
As someone who has read all of the manga currently available in English
It only gets better
Rock Band DLC | GW:OttW - arrcd | WLD - Thortar