The Guardian’s story on this has more of the important details

The human testicles had been preserved and so their sperm count could not be measured. However, the sperm count in the dogs’ testes could be assessed and was lower in samples with higher contamination with PVC. The study demonstrates a correlation but further research is needed to prove microplastics cause sperm counts to fall.

The testes analysed were obtained from postmortems in 2016, with the men ranging in age from 16 to 88 when they died. “The impact on the younger generation might be more concerning” now that there is more plastic than ever in the environment, Yu said.

The study, published in the journal Toxicological Sciences, involved dissolving the tissue samples and then analysing the plastic that remained. The dogs’ testes were obtained from veterinary practices that conducted neutering operations.

The human testicles had a plastic concentration almost three times higher than that found in the dog testes: 330 micrograms per gram of tissue compared with 123 micrograms. Polyethylene, used in plastic bags and bottles, was the most common microplastic found, followed by PVC.

I sort of agree with you, but not in the way I think you meant it.

Vista’s problem was that it’s hardware requirements were too high for it’s time. Operating systems have very long project development lifecycle and at a point early on they did a forward looking estimate of where the PC market would be by the time Vista released, and they overshot. When it was almost ready to release it to the world Microsoft put out the initial minimum and recommended specs and PC sellers (Dell, HP, Gateway) lobbied them to lower the numbers; the cost of a PC that met the recommended specs was just too high for the existing PC market and it would kill their sales numbers if they started selling PCs that met those figures. Microsoft complied and lowered the specs, but didn’t actually change the operating system in any meaningful way - they just changed a few numbers on a piece of paper and added some configurations that let you disable some of the more hardware intensive bits. The result was that most Vista users were running it on hardware that wasn’t actually able to run it properly, which lead to horrible user experiences. Anyone that bought a high end PC or built one themselves and ran Vista on that, however, seemed quite happy with the operating system.

That is the specific app the person I replied to was asking about, so yea. Would have been a little weird if I was talking about some other app.

Mostly. The 6 digit standard ones that you see almost everywhere are standard TOTP codes and most apps work for them. There are some proprietary things out there too but you typically see those with a matching app from the same company. Those are far less common though so for practical reasons you can assume they are all interchangeable.

Those values are computed separately what the app is really storing is just the input values which are then combines with the current time to create the 6 digit code. That means that keeping that input value (seed) safe is a big deal, and how and where that is done is one of the major differentiators between the various options.

Google Auth works just fine. The standard for app generated 2FA is, well, standard. They’re only listing a non-complete list of options for people that don’t know what an authenticator app is and need to get one for the first time.

Too many people were making poor choices. When there’s an incident of an account that should have been secured but wasn’t getting compromised, that’s bad for the platform, ecosystem, and community. This is just another level beyond not allowing you to set a password of “password”

The problem is less to do with personal goals and more to do with how your company or manager implements them.

My team has their org goals, which is what our bonuses are based on, and each person’s individual goals that they set with me. Those goals have the boilerplate reviews, and we keep it metrics based. Did we miss, meet, or exceed our goals? There’s a formula, which everyone knows before the year starts (because we wrote them as a group and them got board executive sign off on them) that tells us what our bonus metric will be. We sink or swim as a group, myself included. Each person has individual goals related to their unique role, but those are largely “Did you perform at the level expected of your title and salary?” No fluff. No BS. Some of my people write sentences, some give concise bullets, some write 3 word answers. This isn’t the SATs, so it doesn’t matter how the info is provided.

Then we have the personal goals, which are 100% rooted in the question “what do you want next?” For some people, it’s to move into a more Sr role, for others to break into a new discipline (expertise in a particular area, management, or something completely different), and sometimes it’s as simple as “make $30k more per year” or “have more time with my kids in the evenings.” (For the last one, it’s usually easy - we are remote with few mandatory hours so it’s easy to modify a schedule to have free hours when needed) We set personal goals and I coach them to achieve them, but the only person they answer to if they don’t achieve them is themselves. It has zero impact on their performance metrics, bonuses, or raises.

I want to see everyone have the life and career they want, and we use these goals as way to work towards that. Our 1-on-1 meetings are NOT about their tasks. We have the task board and team syncs for that and I can schedule a 1-off chat if we need to address something. Instead we spend the 1-on-1 more or less on whatever topic they want to address. If something is stressing them, annoying them, etc, they have that time to bring it up and we can try to find a solution. One of my people has a goal to move to a city 9 time zones away. They also highly values their work/life balance, so flexing their schedule is likely not going to solve this so instead I’m helping them leave the team for a new job. Ideally I’ll keep them in the company, but if that doesn’t work out and they have to leave, so be it. It’s what’s best for them and everyone else here sees it - that shit goes a long way.

If you’re doing bullshit personal goals and nonsense 1-on-1 meetings, that’s the manager and culture at fault, not the concept as a whole.