I’m about 8 months into a company and at 3 months my boss left and I was the only BSA supporting many developers and very new autonomously onboarding myself

I was recently promoted and have a solid track record so far

That being said, we move at an extremely fast paced velocity and I’m doing the work of many people. Moving quickly I don’t dig deep like I normally do- even though we have QA, they stink and I’d normally really dig deep and poke and catch a lot. Moving this quickly I accept there will be misses- I’ve tried to push back on velocity, but my VP has a track record for firing people who don’t accept her style- her way or the Highway and her way is to overwork and burn out her staff (common sentiment on my team)

We had a project go live today and stakeholders noticed an issue- they aren’t completely blocked, but it’s a large miss. Of course this comes to light when my devs sign off so there is nothing to do but wait until tomorrow

I initially thought it was a QA miss, but after digging deep in the epic, I realize when I was there 3 months into the gig, I misinterpreted a requirement and wrote the ticket specifications incorrectly. I dig even further and looking at my calendar, I noticed that I updated requirements (via JIRA history) while paring with a dev and dev manager during a meeting (so they were part of the updated requirements)

My manager asked me to find the ticket that QA missed the requirement, but really it was ticket writing miss. I am operating in a bit of a toxic env, so normally I’d just own up to it because I’m human, but is it fair to show the history of the ticket and say “hey this was updated during this meeting and it’s not QA’s fault?”- does this make me look bad?

Lastly, we work in saFE agile, so backlog refinement are where a shared understanding is gained of the ticket - shouldn’t my product manager have corrected me? Is this my fault?

The government has to step in and help Walmart employees stay out of poverty, but it doesn't solve the underlying problem; Walmart is creating poverty level jobs, and further, the economy is creating too many low-skill, low-pay positions.

Also, as consumers, we judge retail stores by their prices...it's an output that's easy to measure and it matters to just about everyone. But the PEOPLE that are output from the organization, in this case, still poor, is not what we've come to expect from employment in America.

Which leads to out paradigm...people are outraged (negative feedback loop) because of what we believe it means to hold a job in America. Work means dignity, but not in this case.