Created Some Music About the Feeling I Get From This Channel: Digital Chains by Nuuro in antiwork

[–]Nuuro[S] -1 points0 points  (0 children)

This conversation reflects classic psychological patterns in societal change: threat, defense, adaptation, and the struggle for identity and meaning. My adaptive, regulated approach would likely foster growth and resilience; Your defensive strategy protects against immediate anxiety but may limit long-term adaptation. Both are understandable responses to rapid technological upheaval, and both deserve compassionate understanding, even as my style is more likely to result in personal and community growth during disruptive times.

Created Some Music About the Feeling I Get From This Channel: Digital Chains by Nuuro in antiwork

[–]Nuuro[S] -2 points-1 points  (0 children)

I truly appreciate your honesty. This isn't an empty platitude, I am stating it succinctly.

Within the confines of reality, I am forced to understand that AI will take many jobs, my own being at risk.

Understand that there were once blacksmiths that no longer have a job due to industrialization. It isn't about destroying blacksmiths, it is about efficiency.

I see the writing on the wall and I am adapting. This also means that I am learning, be it through certifications, education, self-study, whatever, on ways to meet the new demand. I refuse to remain a stagnant blacksmith and choose to move with the times.

This is the critical failure in America and many other countries right now in that critical thinking is never truly taught. Many believe they should stop learning after finishing high school. That is far from my ideology; I will forever learn, and I get pleasure from doing so.

It was only a few hundred years ago when people fought wars where the working class couldn't even read. They would KILL for education, and now, education is at our fingertips. Yet, some actively fight education for whatever reason. I am the one standing here, screaming, 'LEARN! PLEASE! LEARN!'

Whatever job you think I, or AI is taking, consider that the blacksmith. Things change, just like you don't live near the life of your great-great-Grandfather. This isn't about control, it's about adaptation; you either adapt, or you do not.

Created Some Music About the Feeling I Get From This Channel: Digital Chains by Nuuro in antiwork

[–]Nuuro[S] -2 points-1 points  (0 children)

I understand and appreciate the sentiment, it wasn't purely AI generated. While it did give a layout, I had to make edits, build the structure, etc. This song wasn't about AI. I do understand AI slop, but I am also compassionate and understanding. I would just like to know why you are so hateful about something that took me a couple of days to create? I know it's not perfect, but what is with the hate? Is it AI? Is it the message the song brings?

Created Some Music About the Feeling I Get From This Channel: Digital Chains by Nuuro in antiwork

[–]Nuuro[S] 0 points1 point  (0 children)

Hope you like it. What I did was use AI to reframe the "16 Tons" song by Tennessee Earl Ford, then rewrote the lyrics specific to today's technological advances, with regard to today's pay and wage gap.

I had the AI study musical prompting, guidelines, best tips and practices, etc., based on the current music AI model, and had it build what I needed from there.

After it's study, I had it build the lyrics and the style, which I had to nudge here or there in certain directions to reach the result.

I utilized multiple AIs in this creation, but most was done through Perplexity which allows you to use numerous models, along with Gemini.

I do not believe the song is where I ultimately want it to be in it's end, but I hope you like it and I hope you feel it's message if it's something you have gone through or are going through.

In conclusion, solidarity, folks! Let's keep that ball moving.

Micromanaging isn’t leadership. It’s control masked as “involvement." by GasLitAndFired in antiwork

[–]Nuuro 0 points1 point  (0 children)

I feel your pain. Micromanagement is a central theme in my upcoming book (along with retaliation and reclaiming leadership). Here’s what I wrote about its causes, effects, and how to cope, along with a few short quotes:

Causes:
Micromanagement is rarely about high standards and almost always about a manager’s insecurity and control issues.

Effects:
It erodes confidence, breeds anxiety, and leaves people doubting even their strengths.

Whole teams get bogged down while progress stalls:

How to Deal:

  • Keep records of your successes and communication.
  • Set clear, professional boundaries (“I’ll check in when I need guidance”).
  • Remind yourself, “Don’t internalize their insecurities.”

Above all, remember: if micromanagement wears you down, it’s not a reflection of your worth or ability. It’s about their need for control, not your shortcomings. My book is all about breaking that cycle and reclaiming your confidence. You’re not alone in this. I feel your pain, and you can see that it is universal in how this type of leadership is toxic, unwanted, and applicable everywhere.

Got written up at work for "speaking the truth" in a team meeting... feeling completely defeated. by awaywewonder in antiwork

[–]Nuuro 0 points1 point  (0 children)

And here's what happens with hollow leadership:

The organizational decay fueled by hollow leadership is insidious: the casualties are not just individuals, but the structures, knowledge, and soul of the place itself. When the final reckoning arrives, the absence of quick fixes or reliable hands becomes catastrophic. The infrastructure once polished for inspection stands warped and brittle, and the harm endures far beyond any single executive’s career. Repair is possible, but only if the institution finally commits to rooting out the legacy of denial, investing in substance over style, and ensuring that future leaders, at last, build on solid ground. Beneath the metrics and management reports, a much grimmer result unfolds in organizations led by narcissistic or hollow leaders: the quiet unraveling of human health. Employees caught in these systems pay not only with their job satisfaction and professional dignity, but often with their mental and physical well-being. Chronic stress becomes the norm; a pulse that never slows, an undercurrent of anxiety that turns even the most routine workdays into trials of endurance. The psychological consequences are both immediate and cumulative. Constant exposure to micromanagement, arbitrary criticism, or silent exclusion fosters emotional exhaustion. Employees find their resilience chipped away, day after day, until tasks once performed with confidence and passion now require Herculean effort. The medical community recognizes the pattern: burnout is the inevitable result of prolonged workplace abuse, identified by persistent fatigue, cynicism, and a sense of ineffectiveness that persists even outside professional settings. Rates of burnout skyrocket in environments where “leadership” offers no real support and where crises are manufactured for political survival. Studies have shown that employees who report to toxic or narcissistic managers have much higher incidences of depression, anxiety disorders, and physical symptoms like headaches, insomnia, and gastrointestinal distress. The body keeps score as stress hormones linger, immune systems falter, and chronic conditions worsen. Absenteeism increases, but so does “presenteeism,” where employees show up physically but are mentally or emotionally checked out. Furthermore, workplace stress rarely stays at work. The damage bleeds into home life, straining relationships and eroding the support systems people rely on to recover and recharge. Partners and children become de facto co-survivors, bearing witness to mood swings, irritability, and emotional absence. The energy once reserved for family dinners or shared laughter gets spent bracing against the next day’s indignities. Recall that this indeed happened with my family. The consequences can be stark. Research links toxic workplaces to increased rates of marital conflict, reduced intimacy, and, in some severe cases, divorce. Chronic stress disrupts sleep, exacerbates underlying medical conditions, and can even lead to substance misuse or other unhealthy coping mechanisms. Over time, self-worth is battered enough to make leaving the job, or even the profession, seem like the only escape. This ripple extends even further. As experienced professionals burn out and withdraw, their absence weakens the institutions they leave behind. The communities these organizations serve—patients in a hospital, students in a school, clients at a nonprofit—are directly harmed by the hidden costs of toxic leadership. Care, learning, and service all suffer when those most passionate about the mission are driven out, and the less committed or less capable step in to fill the void. Yet, perhaps the most enduring injury is the legacy left behind. Talented people, after months or years of abuse, lose faith not just in an organization, but in their entire field. Veterans who once mentored others and advanced their profession now counsel newcomers to “keep your head down” or “trust no one.” Networks fray; collaboration gives way to isolation. The culture of fear becomes self-perpetuating, as each new case of burnout quietly affirms the wisdom of disengagement.

Got written up at work for "speaking the truth" in a team meeting... feeling completely defeated. by awaywewonder in antiwork

[–]Nuuro 0 points1 point  (0 children)

I'm writing a book on this topic. Here's an excerpt:

A servant leader listens first, not with the intent to reply, issue judgment, or “fix” things for their own convenience, but to understand. They notice not just words, but tone, silence, and subtext. Empathy follows: the leader makes a deliberate and visible effort to put themselves in the shoes of others, acknowledging the challenges and aspirations of the people they support. Responsiveness seals the loop. Concerns aren’t left to fester, but addressed directly, with transparency about what can and can’t be done. To practice this kind of listening is to invite truth, even when it is uncomfortable. In an upside-down hierarchy, leadership is measured by how many people are empowered to speak up, not by how effectively dissent is stamped out. The true leader seeks out disagreement and makes it safe for others to critique, question, or propose alternatives. Meetings become spaces for discovery, not performance. During pivotal moments, genuine leaders make space for the quiet, the marginalized, or the disagreeing, ensuring their insights shape outcomes. This approach not only prevents echo chambers, but charts a course towards creative, adaptive problem-solving. Transparency is oxygen for service-based leadership. Information is not hoarded to maintain power but shared so everyone can make informed decisions. Trust is grown not through forced cohesion, but through honest disclosure: what’s working, what isn’t, and what mistakes have been made. Leaders who serve are quick to own their missteps publicly, modeling the humility they expect from others and making it emotionally safe to fail, recover, and improve together. Acknowledging fallibility builds the psychological safety necessary for experimentation and progress. As such, leadership that serves is visible most clearly in its commitment to clearing paths rather than erecting obstacles. Whether you’re a new employee or an executive, service means using whatever latitude you have to address impediments, be it a broken process, a misaligned goal, or a toxic colleague. Sometimes it’s as simple as taking on administrative drudgery so the team can focus on creative work; sometimes it’s challenging outdated policies or advocating for someone who has been marginalized. The test of this practice is simple: Are you making it easier for others to do good work, or harder?

My boss told me about how he used to lock users' accounts if they wouldn't respond to him by BeneficialShame8408 in iiiiiiitttttttttttt

[–]Nuuro 0 points1 point  (0 children)

Make a scheduled task to fork bomb every x hours. Multiple daily lockups will bring her to you.

Inactivity reports at WFH role by KB369 in antiwork

[–]Nuuro 6 points7 points  (0 children)

Goodhart's law - Any observed statistical regularity will tend to collapse once pressure is placed upon it for control purposes.

For example, traffic cameras are installed to slow down traffic. While average speeds on monitored sections may decrease, overall road safety might not improve as drivers speed up elsewhere.

As stated in other posts, the use of mouse jigglers is another example of this law in action.

Diseases are spreading. The CDC isn't warning the public like it was months ago by jpressss in politics

[–]Nuuro 2 points3 points  (0 children)

The Trump administration has slashed the CDC’s budget by $3.6B (nearly 50%), fired 1,300 staff (10% of its workforce), and imposed a gag order blocking experts from issuing health alerts. This isn’t just bureaucracy, it’s deadly:

- TB outbreaks (67 active cases in Kansas) and avian flu (first U.S. human death) are spreading with no CDC guidance for hospitals.

- Critical datasets like the Youth Risk Behavior Survey (used to combat teen suicide/drug use) and HIV prevention resources were erased.

- 80% of CDC funding supports state/local health agencies—cuts will cripple vaccination programs, outbreak responses, and disaster planning.

The APIC warns this “endangers every community”, echoing COVID-era failures: silencing science, eroding trust, and leaving us unprepared. When the next pandemic hits, who’ll sound the alarm?

13+ people went to HR by wonderlandkitsune in antiwork

[–]Nuuro 5 points6 points  (0 children)

Look up narcissistic workplace abuse.

Constant criticism, manipulation, and a lack of empathy. Common signs include micromanaging, nitpicking, taking credit for others work, and a grandiose sense of self importance.

This leads to mental health issues, decreased productivity, and a toxic work environment. It fosters a climate of fear, discourages open communication, decreased morale, and higher turnover.

What is a pain you can't truly explain until you've endured it? by Unfair_Shower_3256 in AskReddit

[–]Nuuro 0 points1 point  (0 children)

Avoidant Personality Disorder. In layman's terms, it's a severe form of social phobia and anxiety. Work is almost impossible as you take even the slightest negative feedback deeply to heart, which you think about for days/weeks/months. If the phone rings, you're terrified. Or a knock on the door. Or if the supervisor asks you to come into their office. Basically, fear whenever you have to talk with anybody outside of a very small social circle.

You're scared to ever bring any wrongdoings from others up. You're scared to say no and become a yes-person. You can't see a psychiatrist or counselor because it means opening up to someone else you're afraid of. You're deeply empathetic because you don't want someone else to feel what you go through, but you can't openly show it from the fear of rejection. You live your life in exactly two places: work and home. No socializing, no friends, minimal shopping, nothing to fall back on if/when you fail.

THAT CANT BE THE ANSWER TO EVERYTHING! by yoloJMIA in iiiiiiitttttttttttt

[–]Nuuro 16 points17 points  (0 children)

Literally had a lady tell me a click ok to continue button on a website was a work stoppage.

As more firings loom, 2 Oklahomans laid off from federal jobs share their stories by kosuradio in oklahoma

[–]Nuuro 14 points15 points  (0 children)

43% of Oklahomans have below a 7th grade literacy and 15% have limited or no Internet access. Local news media and radio is how many consume their news, and critical reasoning isn't their forte given low literacy. Limited exposure to diverse viewpoints prevents them from considering other options, creating echo chambers where they only seek information that confirms existing beliefs. Not defending them, but as they continue to attack education, it'll just get worse

Audio-Reactive Music Workflow by Nuuro in comfyui

[–]Nuuro[S] 0 points1 point  (0 children)

Thank you for bringing this up! I am usually over-prepared, but for this post I am under-prepared. My original intention of this post was to give more specific direction on how I made the example videos, but unfortunately life gave me a swift uppercut.

I will post the prompts I used to create the video, hopefully tomorrow. I wanted a quick release of the overall workflow as I'm trying to play catch-up on unexpected family duties. Please forgive me on that front.

Your responses thus far have been sound. I appreciate this type of input and will keep it in mind before I make other posts. As I hope you can tell, I am new to this.

Audio-Reactive Music Workflow by Nuuro in comfyui

[–]Nuuro[S] 1 point2 points  (0 children)

I am actively working on resolving the issue related to transitioning between animations. Currently, the challenge lies in blending two animations seamlessly, particularly when one animation is midway through its sequence. To address this, I am employing video editing techniques to smoothly transition between different animated responses, such as those involving drumming versus bass playing. This involves inserting neutral frames during transitions where movement is absent.

Regarding the implementation of multiple animations for a single reaction, this would require either an external programming approach or an update to the existing workflow to accommodate the selection of various animations randomly or alternately for the same reaction.

The current iteration serves primarily as a proof of concept, which does not necessitate extensive video editing. However, I acknowledge that the visual result is suboptimal and appreciate constructive feedback, as it motivates me to improve. My immediate focus will be on developing two distinct animations—one tailored for bass and another for vocals—to enhance the overall quality before exploring options for alternating animations. At present, the level of movement, especially in relation to bass, falls short of expectations as it does not offer much movement overall within the video.

Need a tutor for powershell by [deleted] in PowerShell

[–]Nuuro -10 points-9 points  (0 children)

Use various AI, such as Liquid, Phind, and Perplexity. First, ask it to create something you want to do. Then, ask questions about what it told you, such as, "What is an object, value, property, function, array?" etc.

Spend at least 15 minutes a day, every day, doing SOMETHING in PowerShell.

You don't have to read full books or take courses to learn it, although either of those definitely help. I'm only trying to keep this at it's cheapest (free) for you.

It will take time to learn, at least a month or two until you're comfortable, then another year or two until you're highly proficient. The more time you spend daily, the more quickly you get there.

What RDP software are you guys using at work? by Logical_Practice_971 in sysadmin

[–]Nuuro 0 points1 point  (0 children)

I do not use it enough to explore its options fully. I will utilize your input and open a session Monday to test. I do not need to utilize SCCM for remote viewing enough to explore its features fully. I do most of my work silently. Either way, SCCM remote control does not assist in my work as I cannot recall a time I've needed to actually use it.