Why do we wear makeup?

Why do we wear makeup? Have you ever asked yourself that? Perhaps you have, but maybe you only came up with a superficial answer—something like, “because it makes me feel better,” “to please someone,” “to be trendy”… or maybe you’ve even given yourself a deeper response at some point, like “to be socially accepted.” And is all of that really necessary?
 
Whether it’s necessary or not, the truth is that we all put on makeup, get ready, and “make ourselves pretty” in front of the mirror, acknowledging our desire to please others (perhaps someone in particular) and also to please ourselves.
Poetry cannot remain detached from this magical, daily ritual, which is why I’m sharing this poem that goes beyond mere makeup…
 
MAKEUP 
 
I spread the foundation with care,
covering pores evenly,
then I add the color
that highlights my cheeks. 
 
Shadows grace my eyes,
my lashes grow longer,
and my blue eyes become
the center of gravity. 
 
Next, I paint my lips,
braces? Who cares!
I blow kisses to the mirror
and admire the finish.
We’ve reached the end! 
 
We’ll step out tonight,
and the body’s makeup
covers the soul just the same. 
 
P.S. – This poem was dictated to me by my muse in the silence of a hot summer afternoon. 

An enthralling story of love, friendship and honor in the Olympic Games (2,600 years ago)
“Life debt” (Vicente Fisac, Amazon): https://a.co/d/hono34C

The largest "egg" in the world

It’s called Methone (or Metone), a small, egg-shaped rocky satellite with a diameter of just 3 kilometers, orbiting within our solar system. Located 194,000 km from Saturn, its orbit experiences oscillations of about 20 km due to the gravitational influence of the nearby moon Mimas.
 
Another distinctive feature of this “space egg” is that, among all the rocky satellites in our solar system, it appears to have the smoothest surface. Also known as Saturn XXXII, Methone completes one orbit around Saturn in a single day.
 

A journey through the history of the pharmaceutical industry and one of its great laboratories that had its origins in Alfred Nobel...
“From Alfred Nobel to AstraZeneca”: https://a.co/d/9svRTuI

The “Excessive Delegator”

In the workplace, delegation is a vital skill for efficiently managing tasks and resources. However, there exists a particular type of employee who has turned delegation into a dark art of responsibility avoidance: those who systematically offload as much as possible, not to empower their team or optimize workflows, but to dodge hard work—only to later position themselves as masters of credit-taking and blame-shifting.
 
The Excessive Delegator’s Modus Operandi
 
Indiscriminate Delegation: They assign tasks, projects, and even minor decisions to others, often without regard for whether the recipient has the capacity or time to handle them effectively. 
 
Disengagement: Once a task is delegated, they wash their hands of it, providing little to no guidance or oversight, which can lead to subpar outcomes. 
 
Credit Hogging: When the delegated work yields success, they swiftly claim the credit, framing it as evidence of their leadership or management prowess. 
 
Blame Shifting: Conversely, when things go awry, they excel at deflecting responsibility, pointing fingers at the person who carried out the task for failing to understand, communicate, or meet expectations.
 
Negative Impacts on the Company
 
This excessive delegation carries several detrimental effects: 
 
Team Demotivation: Employees burdened with tasks dumped on them without proper support can feel overwhelmed, undervalued, or exploited, leading to low morale and reduced productivity. 
 
Work Quality: Lack of oversight and direction often results in lower-quality output, as delegated employees may lack the guidance needed to meet expectations. 
 
Culture of Irresponsibility: Encouraging a dynamic where accountability isn’t shared or acknowledged can erode teamwork and trust within the organization. 
 
Inefficiency: Delegation without a clear plan can lead to duplicated efforts, misunderstandings, and inefficient use of human resources.
 
Strategies to Address This Behavior
 
Organizations can take proactive steps to curb these effects and promote healthy delegation: 
 
Leadership and Management Training: Offer programs that highlight the importance of effective delegation, emphasizing ongoing supervision, support, and communication. 
 
Role and Responsibility Clarity: Ensure that delegators retain accountability for the tasks they assign, preventing total disengagement. 
 
Performance Evaluations: Introduce assessments that evaluate not just outcomes but also the delegation process itself, including how it was managed. 
 
Transparency Culture: Foster an environment that values team contributions and discourages blame-shifting. 
 
Positive Leadership Models: Leaders should exemplify delegation as a tool for team growth, not a means to avoid work.
 
Conclusion
 
Delegation is a powerful tool when used properly to drive growth, efficiency, and skill development within an organization. However, when it morphs into a tactic for evading responsibility, it can harm both morale and operational effectiveness. The solution lies in educating employees on proper delegation, fostering a culture of shared accountability, and ensuring that recognition and critique are fairly distributed. Only then can delegation be prevented from devolving into a game of avoidance and a race to claim unearned credit.
 

A journey through the history of the pharmaceutical industry and one of its great laboratories that had its origins in Alfred Nobel...
“From Alfred Nobel to AstraZeneca” (Vicente Fisac, Amazon) is available in e-Book and print editions: https://a.co/d/9svRTuI

The strange case of Mendilibar

José Luis Mendilibar (Zaldívar, Biscay, 1961) is a former Spanish footballer and current coach with a long professional career that has only now, toward its twilight, been rewarded with international titles (Europa League champion with Sevilla and Conference League champion with Olympiacos) and the well-deserved recognition of the entire football world. 
 
But today, we’re not here to talk about his footballing achievements. Instead, we’ll focus on something that leaves spectators baffled: his immunity to cold. Mendilibar, for some inexplicable reason, never seems to feel the chill. 
 
We’d grown accustomed to seeing him on the sidelines, barking instructions to his players in short sleeves or a dress shirt, while the opposing coach and the substitutes on the bench were bundled up in thick anoraks. That’s why there was such anticipation about how he’d handle a trip to face Bodo Glimt, a Norwegian team based beyond the Arctic Circle. 
 
Fortunately for many, last night in Bodo was just an ordinary evening for those latitudes: a temperature of 2°C, with a wind that dropped the perceived temperature to -3°C. As expected, we saw Kjetil Knutsen, the Norwegian Bodo coach, wrapped in a plush anorak, gloves, and a hat—much like most of the substitutes and spectators. But what about Mendilibar? How did he fare? 
 
At first, he surprised us. He was wearing a jacket similar to those of his substitute players. It wasn’t as robust as the anoraks worn by the Bodo team (a fact made clear by the shivering faces of Olympiacos’ substitutes compared to the calm, cozy demeanor of Bodo’s bench). But the real Mendilibar show hadn’t even started yet. 
 
After halftime, with his team already trailing by three goals, Mendilibar ditched the lightweight jacket. He stood there in just a white dress shirt—unbuttoned—and a thin suit jacket, also unbuttoned. The contrast between Mendilibar and everyone else (spectators, substitutes, the opposing coach, etc.) was striking: Mendilibar, nonchalantly underdressed as if it were a pleasant summer night, while everyone else was bundled up in eiderdown anoraks (the warmest kind available and a common choice in Norway for obvious climatic reasons), gloves, and many even sporting woolen hats. 
 
After witnessing this, one can only hope that explorer and TV host Jesús Calleja invites Mendilibar on a trip to the North Pole—as he’s done with other celebrities on his shows—to see if Mendilibar would sit inside an igloo in short sleeves, sipping coffee with the locals. 
 

A journey through the history of the pharmaceutical industry and one of its great laboratories that had its origins in Alfred Nobel...
“From Alfred Nobel to AstraZeneca”: https://a.co/d/9svRTuI

Enceladus has a warm heart

Until recently, active volcanism was known to exist only on two planets, Venus and Earth, and on Jupiter’s moon Io. However, it has now been confirmed that Enceladus, a moon of Saturn, also exhibits this phenomenon.
 
This satellite orbits Saturn at a distance of 238,040 km, doing so synchronously (always showing the same face) in 32.9 hours. It is nearly spherical, with a diameter of 499 km, and its icy surface displays remarkable diversity: some regions are almost smooth, devoid of geological features, while others show fracture lines from tectonic activity, and still others are dotted with impact craters. The most striking feature, however, lies at its South Pole.
 
There, scientists have identified what they’ve dubbed “tiger stripes”—grooves stretching 130 km long, 2 km wide, and 500 meters deep. From these, massive jets of water vapor, solid materials like sodium chloride crystals and ice, volatile compounds, and—surprisingly—organic material are continuously ejected into space at a rate of up to 200 kg per second. The Cassini spacecraft, which explored this moon, detected over 100 such geysers, confirming the presence of an internal heat source. The concentration of this activity at the South Pole may be due to centrifugal forces pushing denser material toward the equator and lighter material toward the poles. Some of the expelled water vapor falls back as snow, while the rest escapes, contributing to Saturn’s outermost and faintest E ring, within which Enceladus orbits.
 
This internal heat source drives volcanoes and hydrothermal vents, similar to those found on Earth’s ocean floors. Beneath its icy surface, Enceladus harbors a liquid water ocean about 30 km deep and 10 km thick, situated above its central core. Yet, there may be additional, unknown heat sources at play. For instance, Enceladus is in an orbital resonance with its neighboring moon Dione (completing two orbits around Saturn for every one of Dione’s), which helps maintain its orbital eccentricity and generates extra heat through geological activity. Between these factors, scientists are left astounded—especially upon discovering that the heat output at the South Pole reaches nearly 16 million watts, ten times higher than previously estimated, with no clear explanation yet uncovered.
 
At the surface, Enceladus is blanketed in ice, with an average temperature of -198°C. This varies by location and time, ranging from -240°C to -128°C—except, of course, in the South Pole regions where the constant geysers emerge.
 
Its atmosphere consists of water vapor (91%), nitrogen (4%), carbon dioxide (3.2%), and methane (1.7%). This composition, along with its subsurface ocean and hydrothermal activity, has sparked significant scientific interest, positioning Enceladus as one of the most promising locations in our solar system for potential life, particularly near its hydrothermal vents.
 

A journey through the history of the pharmaceutical industry and one of its great laboratories that had its origins in Alfred Nobel...
“From Alfred Nobel to AstraZeneca”: https://a.co/d/9svRTuI

The plague of “Laziness”

In any organization, regardless of size or industry, there are employees who can be described as "lazy." These workers exhibit a range of behaviors that not only hinder their personal performance but also significantly affect the company’s overall productivity, team morale, and workload distribution.
 
Workplace laziness is both an efficiency issue and a moral one, manifesting in various ways: 
 
Missed Deadlines: These employees rarely complete tasks on time, often seeking extensions or crafting excuses to justify delays. 
 
Absenteeism: They frequently miss work, citing questionable illnesses or recurring personal emergencies as reasons. 
 
Time-Wasting: They spend an excessive portion of their workday on non-work activities, such as lengthy chats with colleagues, overuse of social media, or unnecessarily long breaks. 
 
Unnecessary Movement: They constantly move around the office, creating the illusion of busyness while actually dodging their duties. 
 
Excuses and Justifications: They maintain a stockpile of excuses for every situation, from incomplete tasks to subpar work quality.
 
Impact on the Company
 
The presence of such employees can lead to serious consequences: 
 
Reduced Productivity: Unfinished or poorly executed work drags down team and project efficiency. 
 
Workload Imbalance: More diligent employees, particularly the most responsible ones, end up taking on extra tasks, risking burnout and fostering resentment. 
 
Low Morale: A sense of unfairness arises when some seem to “get away” with shirking duties, dampening the spirits of those who consistently perform. 
 
Reputation and Work Quality: Substandard output can harm the company’s reputation with clients and partners.
 
Strategies to Combat Laziness
 
Tackling this issue demands proactive and strategic measures: 
 
Performance Evaluations: Implement clear, regular assessments that measure not just results but also work-related behaviors and attitudes. 
 
Absenteeism Management: Set firm policies on absences, with defined consequences for unjustified time off. 
 
Accountability Culture: Foster an environment where every employee is held accountable for their tasks, rewarding transparency and initiative. 
 
Training and Development: Provide training that enhances technical skills while also addressing time management and work ethic. 
 
Personalized Intervention: In clear cases of laziness, meet individually with the employee to uncover potential underlying issues (e.g., lack of motivation or personal struggles) that could be addressed. 
 
Recognition and Motivation: Celebrate and reward strong performance to inspire all employees and encourage positive behavior.
 
Conclusion
 
Laziness in the workplace isn’t just an individual flaw; it’s an organizational challenge that requires a comprehensive approach to resolve. By identifying and addressing these behaviors, companies can boost efficiency and cultivate a fairer, more motivating work environment where everyone can thrive. 

The solution lies in blending firm policies, inspiring leadership, and a corporate culture that values and demands commitment from all its members.
 

A journey through the history of the pharmaceutical industry and one of its great laboratories that had its origins in Alfred Nobel...
“From Alfred Nobel to AstraZeneca” (Vicente Fisac, Amazon) is available in e-Book and print editions: https://a.co/d/9svRTuI

Journalism lies more than Advertising

At first glance, it seems that advertising lies to make us buy the products it promotes—or at least exaggerates their virtues to achieve its goal. Meanwhile, journalism, on the surface, appears to stick to the truth of the facts, earning our full trust. But is this really the case? Let’s not be fooled by appearances…
 
I never would have thought to write an article like this or a headline like the one you just read. Until just a few years ago, Journalism was a respectable profession. Journalists were relentless seekers of news and truth. Beyond a declared bias toward a political party or a gentle nod to major advertisers, Journalism strove for objectivity in its reporting. One day, it might praise certain figures—regardless of their affiliation or sector—for something genuinely praiseworthy, only to criticize them days later if they deserved it.
 
What has happened in recent years? How have the media sold out to political interests? Citizens are now the least of their concerns; the content of news stories is tailored to please editors and the political and economic powers propping up the media. Objectivity, impartiality, honesty—these words no longer exist in journalism (and from now on, I’ll write it with a lowercase “j”).
 
That’s why we see the media focusing solely on what matters to the major political parties, endorsing all their initiatives (logical or not) and repeatedly justifying politicians’ actions. Each outlet may lean toward one party or another, but ultimately, the media have accepted their role as a mouthpiece for the globalism that big political parties are trying to impose on us.
 
Media outlets, like any company aiming for professional growth, once aspired to gain social relevance, boost their audience, and become a trusted source of information. To do so, they sought concessions to launch new TV channels or radio stations and chased the ever-growing advertising revenue from political parties, who roll out campaigns every few months—municipal, regional, national, or European. But this came at a cost: bowing their heads and submitting to the dictates of power, both political and the unseen economic forces behind it. The media dropped their pants and swallowed it all. The so-called “editorial line” grew stronger—a euphemism for writing only what the editor wants. Any journalist who steps out of line knows where the exit door is (and times aren’t exactly ripe for job-hunting).
 
I stated in the headline that journalism today deceives more than Advertising (I’ll keep writing journalism with a lowercase “j” while keeping Advertising capitalized). Once, journalism had credibility; now, it’s merely a tool of manipulation in service of globalism. Advertising, on the other hand, wears no mask—it’s always been upfront. Everyone knows it’s trying to sell you something, and the public recognizes and distinguishes it as such. Modern journalism, however, pretends to be “informative” when it’s nothing but manipulation—and it’s succeeding in deceiving millions of people.
 
There was, however, a glimmer of hope. Thanks to social media, millions of people became journalists themselves, and for a while, it was easier to find the truth there than in traditional media. But those who rule the world acted swiftly. Censorship soon invaded social media, gagging dissenting citizens so that only one “truth” (the government’s) and one ideology (the shamelessly imposed globalism of Agenda 2030) could prevail.
 
They’re so brazen now that they don’t even bother hiding it. The Bilderberg Club, World Economic Forum, European Central Bank, World Health Organization, Davos Forum, Bill Gates Foundation, and others laugh in our faces, rubbing our noses in the future they’ve planned for us: “You will own nothing and be happy.” Because they’re keeping it all for themselves. Plain and simple.
 

A chance encounter will take him far away, on a thrilling adventure full of action and emotion that will change his life... but also the lives of everyone around him…
“Fleeing into silence”: https://a.co/d/7SUfVb3

The “Death Star” is near Saturn

Many people have compared Mimas to the “Death Star” from the movie Star Wars due to its striking resemblance. Although it is not a perfect sphere—being somewhat deformed by Saturn’s gravitational pull—one of its sides stands out with an enormous crater, Herschel, measuring 130 km in diameter, mirroring the proportions and position seen in the film. Considering that the average diameter of this moon is 397 km, the crater’s immense size becomes clear, as evidenced by the fracture lines on the opposite side of the satellite, a result of the tremendous impact that created it. The frigid temperature of its surface (-209°C) seems fitting for its “Death Star” likeness, as does its low reflectivity (albedo of 0.07).
 
One peculiar feature of this moon is the wobble it exhibits around its polar axis, suggesting that its interior is not uniform. Some speculate that it may have a melon-shaped rocky core, while others propose the existence of an internal ocean beneath a layer of ice, approximately 25 to 30 km thick, which could partially explain this wobbling motion.
 
Beyond the Herschel crater, Mimas’ surface has reached a point of saturation, meaning any new asteroid impact would inevitably strike one of the countless craters already covering it. While it’s uncertain whether Mimas experienced geological activity in the past, it displays very ancient grooves, about 1 km deep, which might hint at such internal processes. Across its rugged terrain, some craters have walls rising up to 4 km high, containing dusty material likely produced by landslides. 

Additionally, despite the prevailing cold, not all areas of the surface share the same temperature, with some regions detected as being slightly less frigid.

Mimas orbits Saturn at a distance of 185,520 km and is tidally locked, always presenting the same face to the planet. It completes one orbit in nearly a day (22.5 hours). Its gravity, meanwhile, is a mere 0.07.
 
Finally, it’s worth noting a curious role Mimas plays: it helps clear particles from the gap between Saturn’s A and B rings.
 

A chance encounter will take him far away, on a thrilling adventure full of action and emotion that will change his life... but also the lives of everyone around him…
“Fleeing into silence”: https://a.co/d/7SUfVb3

A "brown" humor anecdote: This food is crap

Surely, at some point, you’ve wrinkled your nose at a dish served to you and muttered, “This food is crap.” But have you ever stopped to think that crap can actually be food? No, I’m not talking about bacteria, flies, or other insects. This story is real, and I’m telling it just as it was told to me…
 
Luis García was a coworker who loved traveling to exotic countries. On one occasion, he shared some hilarious anecdotes from a trip to India. He and his group visited a small village where the humble locals welcomed them warmly. But then, Luis suddenly felt an urgent need to use the bathroom. The bathroom? What bathroom? They were in a remote spot with just a few huts in the middle of the jungle. How did people manage their urgent needs there?
 
After explaining—more with gestures than in English—what he required, the villagers directed him to climb a small tower where a shack was perched, supposedly for doing his business. Luis found it odd to have a toilet several meters above the ground, but necessity trumped curiosity, so he climbed the ladder to the tiny shack at the top. Inside, there was nothing but a hole in the floor, presumably for his waste. He peered through the hole and saw only bare ground below—no pile of excrement, which puzzled him. If people used this spot regularly, shouldn’t there be something down there? For a moment, he wondered if they were playing a prank on him, but with no time to hold it in and demand answers, he decided to proceed. At least the shack offered some privacy. So, he dropped his pants and underwear, aimed at the hole, and got to work.
 
Barely had the first “sausage” dropped when a commotion erupted below—running, shouting, grunting. He had no idea what was happening down there, but finishing his business took priority. He hurried through it, stepped out of the shack, and started down the ladder—only to freeze halfway at the sight below: several pigs were scrambling and fighting over the “sausages” he’d just released. In that hungry region, even human waste was a delicacy to the pigs. Later, they explained that the shack was placed high up precisely to keep the pigs from charging at you the moment you dropped your pants. Luis was so stunned that, for days afterward, he kept glancing around nervously every time he used the bathroom—even in a city hotel room—half-expecting a pig to pop up nearby.
 

A journey through the history of the pharmaceutical industry and one of its great laboratories that had its origins in Alfred Nobel...
“From Alfred Nobel to AstraZeneca”: https://a.co/d/9svRTuI

The “Yes, Boss” syndrome

In the intricate web of workplace relationships, a phenomenon exists that can undermine an organization’s effectiveness and morale: the tendency of some executives to surround themselves exclusively with employees who offer a constant stream of praise and unconditional approval. This behavior not only disrupts internal dynamics but can also lead to flawed strategic decisions and a distorted corporate culture.
 
The Echo of Flattery: When Executives Favor Approval Over Merit
 
Executives caught in this cycle of flattery often develop what could informally be called the “Yes, Boss Syndrome.” It is characterized by: 
 
Circle of Sycophants: These leaders surround themselves with a group of employees who consistently agree with their decisions, bolstering an inflated sense of their own infallibility. This entourage acts like a court, where loyalty is proven through flattery rather than hard work or innovation. 
 
Belief in Praise: Over time, these executives start to buy into their own hype, mistaking flattery for genuine merit. This can distort their self-perception, leading to overconfidence in their leadership and decision-making abilities. 
 
Dismissal of True Talent: Employees with real skill, constructive criticism, or innovative ideas may be sidelined or ignored because they don’t fit the pattern of adulation the executive has come to expect. 
 
Favoritism and Bias: Promotions and recognition hinge more on personal approval than on professional achievements or capabilities, fostering a workplace where meritocracy gives way to informal nepotism.
 
Consequences for the Company
 
The impact of this behavior on the organization can be profound: 
 
Ineffective Decisions: Choices made without real dissent or critique may not be optimal, leading to strategic missteps that could have been avoided. 
 
Staff Demoralization: Employees who see sycophants rewarded over the deserving can become disengaged, lowering morale, commitment, and productivity. 
 
Talent Drain: Competent, forward-thinking professionals may seek opportunities elsewhere, at companies where their contributions are genuinely valued. 
 
Stagnant Innovation: A lack of diverse perspectives and the suppression of contrary opinions can halt the flow of innovation, which is critical in a competitive market.
 
Addressing the Phenomenon
 
To counter this dynamic, the following approaches are recommended: 
 
Authentic Leadership: Cultivate a leadership culture where executives actively seek constructive criticism and value diverse viewpoints. A leader must distinguish between empty praise and meaningful feedback. 
 
Transparent Performance Reviews: Implement objective evaluation systems based on clear performance metrics. This reduces bias and ensures recognition is tied to tangible achievements. 
 
Leadership Skill Development: Offer training that highlights the importance of nurturing genuine talent and innovation, teaching leaders to see disagreement as a catalyst for growth. 
 
Feedback-Friendly Culture: Foster an environment where all employees feel safe to voice their opinions without fear of reprisal, with executives modeling openness and receptivity.
 
Conclusion
 
While flattery might offer some executives short-term gratification and a false sense of security, the long-term health of any organization depends on leaders surrounding themselves with constructive critics and visionaries, not just yes-men. Only then can decisions be made in the company’s best interest, rather than to stroke the leader’s ego. 
 

A journey through the history of the pharmaceutical industry and one of its great laboratories that had its origins in Alfred Nobel...
“From Alfred Nobel to AstraZeneca” (Vicente Fisac, Amazon) is available in e-Book and print editions: https://a.co/d/9svRTuI

The “Corporate Brown-Noser”

In the corporate world, where hierarchies and power dynamics are ever-present, a peculiar social phenomenon thrives: employees and executives who specialize in "brown-nosing" their superiors. While this behavior is hardly new, it has intensified in modern organizations where personal visibility and recognition can sometimes outweigh actual performance in value.
 
"Brown-nosing" refers to a set of actions and attitudes adopted by an employee or executive with the primary goal of pleasing and winning favor with their boss, often at the expense of productivity and workplace effectiveness. These behaviors may include: 
 
Excessive Flattery: Lavishing praise on the boss’s decisions, even when they’re far from sound. 
 
Relentless Visibility-Seeking: Ensuring the boss notices their presence and dedication, often by over-attending meetings or events where the boss will be. 
 
Playing the Messenger: Rushing to deliver news—especially good news—directly to the boss to score favor points. 
 
Unconditional Alignment: Adopting the boss’s opinions, even when common sense or professional ethics suggest otherwise. 
 
Risk Avoidance: Refusing to make decisions without explicit approval from the boss, sidestepping any chance of failure that might reflect poorly.
 
Impact on the Company
 
This behavior can have significant repercussions for both the individual and the organization: 
 
Uneven Work Distribution: Brown-nosers often spend time on activities that add little real value, leading to reduced productivity and overburdening colleagues who focus on their actual responsibilities. 
 
Popularity Over Merit: Promotions or key project assignments may hinge more on who’s the boss’s favorite than who’s truly capable, demoralizing talented employees. 
 
Toxic Workplace Culture: Perceptions of favoritism can breed distrust, unfair competition, and disengagement among staff. 
 
Stifled Innovation: Suppressing dissent or differing opinions to stay in the boss’s good graces can choke creativity and hinder progress within the company.
 
From a psychological standpoint, this phenomenon might stem from insecurity, a need for validation, or a calculated strategy for career advancement. Yet, from the perspective of effective leadership, a boss should distinguish between flattery and genuine merit: 
 
Authentic Leadership: Leaders must cultivate an environment that prizes hard work and innovation over sycophancy. This requires self-awareness of biases and openness to constructive criticism. 
 
Merit-Based Culture: Implementing objective evaluation systems that reward real performance and contributions to company goals can diminish the effectiveness of brown-nosing as a career tactic. 
 
Education and Awareness: Raising awareness among employees and executives about the downsides of these practices can foster a collaborative, respectful workplace.
 
Conclusion
 
While brown-nosing may seem like a winning short-term tactic for some, in the long run, both individuals and organizations thrive in environments where excellence, integrity, and innovation drive success. The key lies in recognizing and rewarding authentic performance, building a culture where every employee—regardless of their place in the hierarchy—can contribute value genuinely. The “art of pleasing the boss” is a fleeting skill that doesn’t stand the test of time.
 

A journey through the history of the pharmaceutical industry and one of its great laboratories that had its origins in Alfred Nobel...
“From Alfred Nobel to AstraZeneca” (Vicente Fisac, Amazon) is available in e-Book and print editions: https://a.co/d/9svRTuI

Three English books

Vicente Fisac, a journalist and communicator with over 30 books published in Spanish, has now released three of his most representative works in English.
 
“Life Debt” is a historical novel of love, friendship, honor, and sport, transporting us to the classical Greece of 2,600 years ago.
“Life Debt”: https://a.co/d/hono34C
 
“From Alfred Nobel to AstraZeneca” reveals how the industry founded by Alfred Nobel evolved to become the third-largest pharmaceutical laboratory in the world, shedding light on lesser-known aspects of the pharmaceutical industry.
“From Alfred Nobel to AstraZeneca”: https://a.co/d/9svRTuI
 
“Fleeing into Silence” is a novel in the style of a “road movie,” taking us on a journey where the protagonist escapes fame in search of inner peace, transforming the lives of those around them along the way.
“Fleeing into Silence”: https://a.co/d/7SUfVb3