Lobotomy Corporation but with Simulation System?

[Lobotomy Corporation Simulator —— The Best Workplace Romance Simulator]

[Function in use: Favorability query]

It was the same sickeningly pink interface, with its jarringly bright gold border; it's hard to imagine if this was intentional or just bad design.

Why design it so nauseatingly? It's overly flashy; it feels like deliberate mockery.

But if it were a beautiful romance, it should radiate pink and sweet bubbles, even though in essence, it has nothing to do with romance. Perhaps there is only a little overlap in 'heartbeats'.

When in love, one's heart beats faster. When a Manager manages work, unexpected events can similarly excite the heart, truly making it 'moving', perfectly matching the standards of sweet 'heartbeat literature'.

X, as usual, ignored this cloying pink bubble style, and selected the [Favorability query] function as if nothing had happened.

This function's interface is clear and simple, even though the frame is still pink… but this doesn't affect its function. At the top are the AI Secretary's and each Department Dean's portraits, and below them are Favorability and trustworthiness:

[Position] [Manager Secretary] [Control Department Dean] [Safety Department Dean] [Information Department Dean] [Training Department Dean]

[Name] [Angela] [Malkuth] [Netzach] [Yesod] [Hod]

[Favorability] [???] [???] [???] [???] [???]

[Trustworthiness] [???] [Trustworthy] [Severely Dependent] [Extremely Attentive] [Severely Dependent]

The situation hadn't changed significantly. The enigmatic AI still displayed no information, only a series of question marks. The Favorability section remained the same for all Deans, showing only question marks.

However, the Trustworthiness column showed some change. The 'Severe Dependence' status was uncertain; X wasn't sure if it was what she thought.

Originally, the Training Department Dean Hod's Trustworthiness was [Fearful], but it had changed to [Severely Dependent]. Whether this was good or bad was unclear; could this be considered a closer relationship with the Dean?

X thought it was good. Wasn't it a good thing that the Dean depended on her? It showed she was trustworthy and reliable, far better than someone who scowled upon meeting and was as timid as a frail little rabbit, unable to speak properly.

It seemed that despite some minor setbacks, the overall situation was developing positively. The Corporation's achievements were continuously rising, and its development was unstoppable.

After the work meeting, she could praise each Dean and encourage them… Ah, Netzach needed special attention. First praise, then criticism, and then confiscate all the Enkephalin!

She mustn't think of that green-headed Dean. Thinking of that green-headed Dean, X easily got angry. Injecting Enkephalin in front of her, showing such disregard, and saying things like "You look so cute today," was clearly provocative, showing a blatant disrespect for the Manager.

If it happened again, she would make Netzach kneel and apologize; X silently vowed to maintain her authority as Manager, starting with the green-headed Dean, to show her power!

This time, she would let it slide. X planned to check on Netzach during lunch break. It was pathetic if someone was left alone, drunk and unconscious in a corner. The other Deans more or less disliked Netzach's behavior. If X didn't check on her…

Netzach would truly be alone and uncared for.

She wondered what Angela was planning, whether she intended to let Netzach collapse completely before replacing her with a new AI. Who could guarantee that a new AI wouldn't be like Netzach, diligently working hard?

Although Netzach had messed with her quite a bit, X didn't actually hate her or hold grudges. Holding onto petty grievances made life tiring and unpleasant.

In fact, X ignored the Deans' harsh words; she either ignored them, pretended not to see, or automatically blocked them. She treated their unpleasant teasing remarks as if she hadn't heard them.

Well… how to put it? If one got upset too easily, they wouldn't be suited to be a Manager. If relations were poor, then one just had to boldly reach out and mend them.

Being a Manager required a good temperament and strong resilience.

A Manager who easily crumbled probably wouldn't last long. One could sense a certain nuance from Angela's words; Lobotomy Corporation had cycled through many, many Managers—

Before X, there had been many Managers. They either resigned, were dismissed, or left for other reasons, unable to continue serving as Manager.

Simply put, "Don't rush, really don't rush, there will be plenty of time to rush later." Getting worked up over such small matters—being a Manager?

One couldn't rush; they had to remain calm and maintain a level head. Regardless, the Safety Department Dean's mentality was worth learning from.

"Hod, deploy employees to perform [Repression] on [T-06-27]."

This was the first time X managed an Abnormality without using the simulation machine and with limited information. It was an experiment, a brave first step.

If she didn't even dare to try, what would she do after excessively relying on this unclear simulation machine? A Manager's training and command ability shouldn't rely solely on a simulated trial-and-error method.

How would she respond if a real loss-of-control situation occurred? Would she only dare to act within a predictable, controlled range?

Highly skilled employees performing tasks on such a low-threat Abnormality would be wasteful. More importantly, encountering a coercive Abnormality with a near-instant kill mechanism would result in significant losses…

Therefore, X decided to use an experienced employee who had recently passed their probationary period to work on [T-06-27]—

These seasoned employees, compared to newly-trained ones, possess far superior mental fortitude and work skills. They have experience and adaptability in handling Abnormalities, and even if they make mistakes, the damage will be less severe.

Besides employee selection, one must consider the type of damage an Abnormality might inflict and then equip the responsible employee with corresponding EGO gear that offers resistance.

This reduces employee harm during Abnormality handling. During this process, Abnormalities inevitably cause physical or mental harm, or directly interfere with the soul.

Red damage causes physical harm; white damage causes mental harm; black damage causes both; blue damage is death itself—even a robust body or extraordinary intellect cannot escape this terrifying death—

This can be understood as a kind of curse, a hex on the soul, causing the physical body to decay and decompose.

Allocating EGO equipment appropriately to employees, matching it with the Abnormalities they handle, achieves a synergistic effect.

This is also part of a Manager's training… It's not just about understanding the Abnormalities themselves, but also about skillfully commanding employees and taking charge when the Deans are unable to handle certain situations.

Because X judged [T-06-27] to belong to both [Trauma] and [Abstract] categories, she directly ruled out the possibility of [Instinct] work. After all, it was improbable to expect an employee to feed something intangible and nebulous.

[Instinct] work satisfies an Abnormality's needs, mostly physiological desires, commonly found in Abnormalities with [Beast] characteristics—

These Abnormalities possess certain biological characteristics. Although they essentially consume human emotions, they won't be killed, but they'll repeatedly perform the act of eating.

This requires employees to provide specific food, clean the Abnormality's body, brush its fur, water it, etc…

[Insight] work involves observing and analyzing an Abnormality's appearance and checking the containment unit's environment and equipment operation, satisfying the Abnormality's need for attention and maintaining the normal operation of the containment facility.

[T-06-27] has no specific form for employees to observe and describe; X predicted the [Insight] work's effectiveness would be very poor, like [Instinct] work—unnecessary to try.

During the trial-and-error phase, the key is to eliminate the two most obviously incorrect options.

[Instinct] and [Insight] work are clearly wrong. After eliminating these two inappropriate options, only [Attachment] work and [Repression] work remain.

[Attachment] work requires employees to satisfy an Abnormality's social needs, engaging in activities like chatting or singing. Social interaction with Abnormalities must be appropriate, avoiding excessive dependence or attachment, or even attempting to befriend them.

Therefore, this work requires careful consideration of the employee's Temperance attribute. Performing [Attachment] work on [T-06-27] would essentially be like talking to air, muttering to oneself, and then suddenly receiving an unexpected response that startles the employee.

After careful consideration, [Repression] work seems slightly more suitable. First, let the employee try; let's see the outcome…

[T-06-27] has a danger level of TETH; its management difficulty isn't high, and it generally won't cause significant damage, only killing employees under specific circumstances.

It wouldn't be that unlucky, would it? X thought, from a probability standpoint, it's unlikely that on her first attempt without the simulation machine, a major problem would arise when she gave commands.

Zooming into the security camera feed, X heard static sounds, similar to the snow on a malfunctioning TV screen… an unpleasant noise.

This high-volume, high-frequency sound, usually defined as 'white noise', is just noise; nothing special. This is the sound constantly emanating from [T-06-27]'s containment unit—

X suspected that [T-06-27] might be the white noise itself, an extremely abstract entity, a mere manifestation of intense, extreme emotion.

This sound wave could be received by a recording device…

When X observed the employee's work process, she was undoubtedly certain. Adjusting a radio to a specific frequency, the original static became clearer, possessing specific 'content' instead of meaningless noise.

Like a radio, [T-06-27] repeatedly broadcast a short segment; intermittent, but intensely expressing a feeling of terror and panic.

The noise was filled with chaos: gunshots, screams, and desperate pleas for help amidst the gunfire.

Then, the desperate cries vanished, replaced by explosions and roaring sounds in an eerie silence, an overwhelming cacophony. It seemed to depict a chaotic situation, not just gunfire, but also other, more powerful weapons…

The roar of guns and cannons, mixed with the sound of collapsing buildings, and the screams of people, was a silent tragedy conveyed entirely through sound—violence and terror.

The only appropriate word to describe the situation was "war".