Viskas bus dirbtinis intelektas

„Kai „Nvidia“ generalinis direktorius Jensenas Huangas pasirodo Taivane, jis yra sutinkamas, kaip popžvaigždė. Jis be vargo užpildo didelę Taipėjaus koncertų salę verslo partneriais, žurnalistais ir jaunimu, norinčiais patirti, kaip ijs, saloje gimusi dirbtinio intelekto (DI) žvaigždė, įgyvendina savo naujus pažadus. Jis jų nenuvilia: pirmiausia jis į sceną iškelia visą procesorių stovą, kurio „Nvidia“ šiuo metu montuoja nesuskaičiuojamą daugybę vienetų DI duomenų centruose visame pasaulyje. Tada jis demonstruoja visą asmeninių kompiuterių, nešiojamųjų kompiuterių ir kitų įrenginių asortimentą, kuriuose bendrovės lustai ateityje leis naudoti DI programas. „Superkompiuteris namams“, kuris netrukus turėtų perimti įvairias užduotis iš savo naudotojų.

 

Jei Huangas ir kiti lustų pramonės atstovai, šią savaitę susirinkę Taibėjuje į pramonės susitikimą, pasieks savo, dirbtinis intelektas pagaliau užkariaus vis daugiau kasdienio gyvenimo sričių ir tikimasi, kad jis taps vis labiau autonomiškas. Nuo mažų ausinių ir išmaniųjų akinių iki automobilių. Nuo humanoidinių robotų iki viso spektro produktų, kurie, jo nuomone, netrukus praturtins mūsų gyvenimą dirbtinio intelekto (DI) pagalba, – savo pagrindinėje kalboje pristatė Cristiano Amonas iš „Qualcomm“. Automobilis vairuotojui primena apie savaitgalio vakarėlį, ieško tobulo drabužio, jį nuperka ir netgi paveža vairuotoją į parduotuvę, kad šis bent pats galėtų jį pasiimti. Tai, kas iki šiol skambėjo, kaip mokslinė fantastika, dabar neva yra ranka pasiekiama.

 

Žinoma, lustų vadovai visų šių vizijų milžiniškas energijos sąnaudas mini, tik kaip savo, ypač energiją taupančių, produktų pardavimo argumentą. Tai, kad daugelis žmonių – ne tik Vokietijoje – greičiausiai, baiminsis dėl savo duomenų apsaugos ir privatumo, kai „mes visi tapsime vaikščiojančiomis kameromis“, kaip teigia Amonas, net neverta minėti. Technologinės galimybės, kaip metai iš metų akivaizdu „Computex“ parodoje, beveik neturi ribų. Tačiau kiek žmonės iš tikrųjų leis joms įsiskverbti į savo gyvenimą, dar reikia pamatyti. [1]

 

1. Alles werde KI. Frankfurter Allgemeine Zeitung; Frankfurt. 02 June 2026: 22. Von Tim Kanning

Everything Will Become AI

“When Nvidia CEO Jensen Huang makes an appearance in Taiwan, he is received like a pop star. He effortlessly fills Taipei’s large concert hall with business partners, journalists, and young people eager to see the star of artificial intelligence (AI)—who was born on the island—and his new promises in person. He does not disappoint them: At one point, he has an entire server rack wheeled onto the stage—one of the countless units Nvidia is currently installing in AI data centers around the globe. He then showcases the full range of PCs, laptops, and other devices in which the company’s chips are set to enable AI applications in the future—the ‘supercomputer for the home,’ poised to soon take over all manner of tasks for its users.

 

If Huang and the other representatives of the chip industry—who have gathered in Taipei this week for their annual trade summit—have their way, artificial intelligence is now finally poised to sweep triumphantly through ever-more areas of daily life, becoming increasingly autonomous in the process. From small earbuds and smart glasses to automobiles and even humanoid robots, Cristiano Amon of Qualcomm uses his keynote speech to demonstrate the full spectrum of products that, in his view, will soon enrich our lives through the power of AI agents. The car reminds you of a weekend party, selects a suitable outfit, purchases it, and finally drives its owner to the store so they can at least pick it up in person. What sounded like science fiction until very recently is now said to be within arm's reach.

 

Naturally, the chip bosses mention the fact that all these visions consume enormous amounts of energy only as a selling point for their own particularly energy-efficient products. Yet the fact that many people—and not just in Germany—are likely to be anxious about their data protection and privacy if ‘we all become walking cameras,’ as Amon once put it, is deemed unworthy of even a passing mention. The technical possibilities—this is made clear at the Computex trade show evident year after year, they know almost no bounds. To what extent, however, people will truly allow them to encroach upon their lives remains to be seen.” [1]

 

1. Alles werde KI. Frankfurter Allgemeine Zeitung; Frankfurt. 02 June 2026: 22. Von Tim Kanning

Kas su kuo poravosi ledynmečiu: žmonių moterys pirmenybę teikė neandertaliečių vyrams

 

Apgailestaujame pranešdami, kad jos vis dar pirmenybę teiktų neandertaliečių vyrams ir šiandien. Galbūt, todėl ir mes pradedame išmirti, nes žmonių moterys ne tiek jau labai mėgsta žmonių vyrus, kad išvis turėti su jais reikalų. O jei nebendraujame, tai ir vaikų mažai gimdome.

 

„FRANKFURTAS.

 

Vidutiniškai Vidurio Europos gyventojų genetinėje sudėtyje yra apie du procentus neandertaliečių genų.

 

Nors *Homo sapiens* ir *Homo neanderthalensis*, ankstyvoji žmonių forma, išnykusi maždaug prieš 40 000 metų, anatomiškai laikomi skirtingomis rūšimis, jie galėjo kartu susilaukti vaisingų palikuonių. Ir iš tiesų, jie būtent tai ir padarė. Tai įvyko kartą, maždaug prieš 250 000 metų Artimuosiuose Rytuose, kur *H. sapiens* pirmą kartą išplito iš Afrikos, ir dar kartą prieš 50 000–40 000 metų, kai neandertaliečių kilmės mūsų protėvių šaka pasiekė ledynmečio Vidurio Europą.

 

Kadangi *Homo sapiens*, regis, atliko aktyvesnį vaidmenį šiuose migracijos judėjimuose, galima manyti, kad įvykiai klostėsi panašiai, kaip dažnai nutikdavo ir vėliau istorijoje: užkariaujantys *sapiens* vyrai savo užkariavimų metu elgėsi nuspėjamai toksiškai, patys maitindamiesi sutiktomis patelėmis. Dabar tyrėjai, vadovaujami Pensilvanijos universiteto genetiko Aleksandro Platto žurnale „Science“ paskelbė tyrimą, kuriame teigiama, kad daugeliu atvejų šių dviejų rūšių susidūrimai iš tikrųjų turėjo būti akivaizdžiai vienpusiai. Tačiau dinamika buvo visiškai priešinga: porose daugiausia dalyvavo neandertaliečiai vyrai ir anatomiškai šiuolaikinių žmonių moterys.

 

Savo analize Plattas ir jo kolegos iš pradžių siekė išsiaiškinti, kodėl mūsų X chromosomose – vienoje iš dviejų chromosomų, lemiančių žmogaus lytį, – yra daug mažiau neandertaliečių genų nei kitose mūsų chromosomose. Jie iškėlė hipotezę, kad ten esantys *sapiens* genai galėjo turėti neigiamos įtakos hibridinių palikuonių išlikimui. Jei taip, neandertaliečių DNR, datuojamų pradiniu kryžminimosi įvykiu prieš 250 000 metų, jau turėjo turėti ypač mažą tokių genų dalį. Vis dėlto senovės genetinių liekanų, rastų neandertaliečių kauluose iš Rusijos ir Kroatijos, analizė atskleidė priešingai: neandertaliečių X chromosomose buvo ypač didelis *sapiens* DNR kiekis – santykinis 62 procentų perteklius.

 

Tyrėjai negali atmesti natūralios atrankos poveikį, aiškindami šio modelio priežastis. Teoriškai šiuos rezultatus būtų galima paaiškinti, teigiant atitinkamai apie moterų arba vyrų perteklių abiejose populiacijose. Tačiau paprastesnis – ir, Alexanderio Platto bei jo kolegų nuomone, todėl daug labiau tikėtinas – paaiškinimas yra stiprus neandertaliečių vyrų polinkis į *sapiens* linijos moteris.

 

Tačiau tai nereiškia, kad būtent neandertaliečiai pagrobė *sapiens* gražuoles. Iš tiesų, nėra jokių kitų archeologinių įrodymų apie tarpasmeninį smurtą tarp dviejų grupių narių. Be to, lygiai taip pat įmanoma, kad neandertaliečių kilmės vyrai mūsų ledynmečio protėvėms buvo tiesiog patrauklesni, nei „grynaveisliai“ *Homo sapiens* vyrai. Pastarasis scenarijus būtų dar labiau tikėtinas, jei tuo metu *Homo* gentyje poravimosi dinamika vis dar atitiktų gyvūnų karalystėje tipišką modelį, kai, galiausiai, pasirinkimą priima patelės.” [1]

 

1. Wer mit wem in der Eiszeit: Neandertaler-Männer bevorzugten Menschenfrauen. Frankfurter Allgemeine Zeitung; Frankfurt. 28 Feb 2026: 9.    ULF VON RAUCHHAUPT

Who Coupled with Whom in the Ice Age: Human Women Preferred Neanderthal Men

 

They still would prefer Neanderthal men today, we regret to report. May be, this is why we are starting to die out too. They just don't like Homo sapiens men so much in order to deal with them. And if we don't interact enough, we don't have many children.

 

“FRANKFURT.

 

On average, Central Europeans carry around two percent Neanderthal genes in their genetic makeup.

 

For although *Homo sapiens*—and *Homo neanderthalensis*, the early human form that went extinct around 40,000 years ago—are anatomically regarded as distinct species, they were capable of producing fertile offspring together. And indeed, they did just that. This occurred once, around 250,000 years ago in the Near East—where *H. sapiens* had made its first foray out of Africa—and again between 50,000 and 40,000 years ago, when the non-Neanderthal branch of our ancestors advanced into Ice Age Central Europe.

 

Since *Homo sapiens* appears to have played the more active role in these migratory movements, one might assume that events unfolded much as they often did later in history: conquering *sapiens* males behaved in a predictably toxic manner during their conquests, helping themselves to the female population they encountered. Now, researchers led by geneticist Alexander Platt of the University of Pennsylvania have published a study in the journal *Science* suggesting that, in the vast majority of cases, encounters between the two species must actually have been clearly one-sided. However, the dynamic was precisely the opposite: the pairings predominantly involved male Neanderthals and females of anatomically modern humans.

 

With their analysis, Platt and his colleagues originally set out to determine why our X chromosomes—one of the two chromosomes that determine a person's sex—contain far fewer Neanderthal genes than our other chromosomes. They hypothesized that *sapiens* genes located there might have had a negative impact on the survival of the hybrid offspring. If so, the Neanderthal DNA of individuals dating back to the initial interbreeding event 250,000 years ago should already have exhibited a particularly low proportion of such genes. Yet, analyses of ancient genetic remains in Neanderthal bones from Russia and Croatia revealed the opposite: Neanderthal X chromosomes contained a particularly high amount of *sapiens* DNA—a relative excess of 62 percent.

 

The researchers can rule out the effects of natural selection as the cause of this pattern. Theoretically, it would be possible to explain these results by positing a surplus of women or men, respectively, within the two populations. However, the simpler—and, in the view of Alexander Platt and his colleagues, therefore far more probable—explanation is a strong preference among Neanderthal men for women of *sapiens* lineage.

 

This does not imply, however, that it was the Neanderthals who abducted *sapiens* beauties. Indeed, there is no other archaeological evidence whatsoever of interpersonal violence between members of the two groups. Moreover, it is equally possible that men of Neanderthal descent were simply more attractive to our Ice Age female ancestors than were "purebred" *Homo sapiens* males. The latter scenario would be even more likely if, within the genus *Homo* at that time, mating dynamics still followed the pattern typically observed in the animal kingdom—where it is the females who ultimately make the choice.” [1]

 

1. Wer mit wem in der Eiszeit: Neandertaler-Männer bevorzugten Menschenfrauen. Frankfurter Allgemeine Zeitung; Frankfurt. 28 Feb 2026: 9.    ULF VON RAUCHHAUPT

Trade Secrets: Why a Standard Employment Contract No Longer Protects?

 

"In business, the most valuable assets often do not have a physical form – these are customer lists, materials from negotiations with customers and agreed terms of cooperation, pricing models, strategic plans, software code or unique business solutions.

 

This is information that is valued because it is not available to competitors. However, many managers still live with the belief that employees understand what is confidential. In reality, such an approach based on trust does not work: in the event of a dispute, it is the employer who has the responsibility to prove that trade secrets have been clearly defined, disclosed in a way that is understandable to the employee and protected.

 

The protection of confidential information is not a matter of trust, but of systematic legal, organizational and technological work. Both legal regulations and case law clearly state that the employer must define what constitutes his trade secrets and familiarize the employee with it.

 

The boundary between confidentiality and public information

 

How to clearly draw the line between what is confidential and what is not in a company? First of all, the employer must prepare a list of trade secrets and familiarize the employee with it. The list of trade secrets should be as complete and detailed as possible, because a common mistake of employers is to impose extremely abstract obligations on employees.

 

For example, such confidentiality provisions as: “The employer’s trade secret consists of all information that the employee has acquired during the performance of his/her job functions” are often found. However, the employer’s interests would be much more strongly protected by a detailed list of trade secrets – clearly itemized information that the employer considers to be a trade secret. For example, commercial offers provided to customers, product pricing, contact details of customers’ employees who make responsible decisions obtained during work.

 

It is not uncommon for the work rules, which the employee agrees to when signing the employment contract, to contain an abstract provision that the employee undertakes to protect the information constituting the employer's commercial secret, which is listed in the list of commercial secrets. In such cases, employees sign only the employment contract, but do not sign either the work rules or the list of commercial secrets. Then, during a dispute, it would be more difficult for the employer to prove that the employee was clearly informed of what constitutes commercial secrets.

 

It is recommended to clearly stipulate the employee's obligation to protect commercial secrets in the employment contract or additional agreement, and to provide the list of commercial secrets as an annex to the contract, each page of which the employee would sign.

 

It is important to note that the measures to protect information constituting a commercial secret must be not only legal, but also technical and organizational. For example, if information constituting a trade secret is stored in internal document management or data storage systems (e.g. SharePoint, Google Drive), password-protected access to it should be granted only to those employees who have committed in writing to protect trade secrets. In addition, the employer should organize the dissemination of trade secrets responsibly - trade secrets should be provided only to those of its employees who need such information to perform their job functions.

Remote work and digital tools only strengthen the need for protection

 

Today, working from home is completely common, but in such cases it becomes more difficult to control the protection of confidential data.

 

Therefore, in addition to the measures already mentioned, additional restrictions on the use of information related to the specifics of the employer's activities are necessary. For example, a ban on placing confidential data on external Internet platforms - artificial intelligence tools, translators or document format conversion programs.

 

It is also necessary to establish the procedure for using work tools provided by the employer: an obligation to work only with equipment provided by the employer, from a designated location, and a ban on connecting to public Wi-Fi networks.

 

It is also important to provide for a ban on transferring employer activity data to personal accounts (for example, personal e-mail) and a ban on working using equipment other than that provided by the employer.

 

These bans are particularly significant because disputes often occur in legal practice when an employee transfers confidential information to a personal e-mail during work and later moves to work for a competitor. In such a case, the employer proves the leakage of information, and the employee claims that such a practice was allowed and necessary in the company when working remotely.

 

If the contract clearly establishes a ban on storing such data in personal accounts or using personal equipment, it would be much easier for the employer to prove the leakage of confidential information in the event of a dispute.

What to do today to have peace of mind tomorrow

 

What can any company, even the smallest, do today to ensure that its business information is secure tomorrow?

 

First, prepare a detailed list of trade secrets and familiarize employees with it in writing. It should indicate all confidential and commercially valuable information. It is also possible to provide for an obligation to protect trade secrets even after the termination of the employment relationship (for example, 1-2 years).

 

Secondly, provide for a sanction for the disclosure of trade secrets. It must be realistic and correspond to the nature of the possible violation. For example, if a company generates an annual turnover of 500 thousand euros and provides a fine of 100 thousand euros for the disclosure of any confidential information, it is likely that such a sanction would be considered disproportionate and would not be enforceable.

 

Third, ensure practical protection of confidential information - set passwords in data storage systems, and provide access to confidential information only to those employees who need it and who are committed to protecting it.

 

Confidential information in the company will always be protected by timely training and clear information provided to employees working with trade secrets, which provides employees with knowledge of what to do and what not to do when working with data held by the employer.”