31–40 of 228 posts
I've seen these arguments repeatedly, yet I only see this mattering to those companies where employees have a relative level of power and choice (e.g. non-game industry programmers, etc). Elsewhere, the attitude appears to have remained: "use them as much as possible". Consider assistant managers at your local chain store. Pick a chain! Outside of a handful of companies that are well noted for their bucking of the tr…
Earlier quoted context omitted.
Warehouse work sucks. Amazon's warehouse work is above average for warehouse work.
By what metric? I have friends that have been working warehouses in Ohio since the early 2000s and they have vented frustrations to me about how Amazon is causing a race to the bottom for warehouse labor. I've heard a lot of horror stories about Amazon warehouses. I'm sure a lot of it is FUD or whatever, but it seems that even Walmart has better conditions.
They did look at causation: "the authors cite studies of changes within individual firms and organisations which seem to show that improvements in employee morale precede gains in productivity, rather than the other way round." Many of us understand the other causation arrow (corporate unsuccess leads to unhappiness!)
Earlier quoted context omitted.
Does it go something like: when the company tanks due to mismanagement > shareholder value suffers > employees feel vindicated?
I've seen it in the form of an employee desiring a negative outcome for the business because that outcome is tied to vengeance for another employee's perceived professional mistake. E.g., "I'm not going to help that team because they need to feel the pain of the decision I didn't like."
People are joking in this thread but I think the REALLY BIG problem is that a lot of American workers are increasingly internalizing their compensation needs above other needs like health, happiness, or social well being. When we should be concentrating on a lot of our personal issues, we kick the ball down the road saying "oh when I have more money" or "oh when my career progresses" when we would be much better serv…
People are joking in this thread but I think the REALLY BIG problem is that a lot of American workers are increasingly internalizing their compensation needs above other needs like health, happiness, or social well being. When we should be concentrating on a lot of our personal issues, we kick the ball down the road saying "oh when I have more money" or "oh when my career progresses" when we would be much better serv…
I've seen these arguments repeatedly, yet I only see this mattering to those companies where employees have a relative level of power and choice (e.g. non-game industry programmers, etc). Elsewhere, the attitude appears to have remained: "use them as much as possible". Consider assistant managers at your local chain store. Pick a chain! Outside of a handful of companies that are well noted for their bucking of the tr…
In every industry, there are employees whose influence on the company success is outsized, and who are hard to hire or train. In software industry, they are experienced engineers and product managers. In a fashionable restaurant, they are experienced cooks. In an airforce, they are experienced pilots and repairmen. Etc.
When these people are happy with their work, they achieve great results. When they are unhappy, they look for ways to conveniently jump ship, because they have a number of opportunities elsewhere waiting for them to become available. They are in short supply. Every boss has an incentive to keep these people content and loyal.
OTOH every industry has positions for which supply is plentiful, compared to demand. Aspiring game developers without experience, dish washers, burger flippers, etc, can be readily hired, paid little, and easily fired, too. There is no incentive for their bosses to walk an extra mile to keep them happ, especially when pressing them a bit more yields an extra bit of performance, so they mostly aren't happy about their jobs.