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Fewer Employees + Same Work = Higher Productivity
LiamRandall writes "Time magazine has an article discussing the effects that recent layoffs in corporate America has had on remaining workers. While I'm glad that I haven't been laid off (like 1/2 my group) I'm overloaded with all of my new responsibilities.
On one hand I feel very fortunate to still have a job- I feel some what guilty complaining given that the computer industry is second in layoffs. While some former coworkers of mine got the axe because upper management didn't understand what their contributions to the company were, others were dead wood anyway. The Chinese symbol for crisis is danger + opportunity; in these turbulent times do you find yourself rising to the challenge or being overloaded with responsibility? Is your to-do list growing exponentially? What new work are you faced with and how are you dealing with it?"
they dumped some wheat, and they dumped some chaffe.
but they dumped the wheat here that made this job fun. im the lone developer now, and upper managements lack of desire to understand and know the folks in development drove my friend away.
my productivity has gone down, tho my load has increased, only because i care less about my job now that the people that made it fun are gone.
thats my 2 cents
"Old man yells at systemd"
Lisa Simpson: "Dad, do you know that the Chinese use the same word for crisis and opportunity?"
Homer: "Yup - crisi-tunity!"
So does this Time article also mention that workers will be more productive if you switch to chains instead of leather whips? Does it give any indication of the minimum amound of gruel and / or pizza necessary to kee an IT worker productive?
___
Cogito cogito, ergo cogito sum.
I don't do work - I'm a manager.
Fewer Employees + Same Work = Higher Productivity
Who came up with this ridiculous title, Michael or the submitter? The title has nothing to do with the body of the article.
In my case, my to-do list has gone down. As we lost more clients we had to lay off more people.
Whips + Threat of Impending Pain = Greater Productivity.
Right. No, your other right. No, the other other right.
my work list hasn't grown too bad. we're a government contractor and we're on site, which cuts down on requests to work overtime much (because the building isn't open late much. We can't stay without a federal employee here). Not that I work overtime anyway.
But, what I have noticed is a reluctance to spend much on training/extras. I've read attendance at industry shows/dev conventions is down. I've talked to other people from my former company and all agree that it's tough to get the authorizations approved for travel and classes and stuff.
It just goes along with the "less pampering" attittude. There's a bunch of guys they could hire to do your job (at least until you get detailed business knowledge that is tough to replace).
DO NOT DISTURB THE SE
and we're still underworked. There's only 6 of us left, and in general six people got axed during each layoff round.
I'd love to be overworked right now, instead of posting to slashdot...
(No offense intended)
Right now, I am jobless myself. My company went chapter 7 when their software product did not sell.
I hear this a whole lot -- that the people who still have jobs have a lot of new work and that it is hard to keep up. They are being asked to work more hours on that salary pay, do more things than they ever did before. There is a big potential plus here in the recognition of doing that work -- you can add it to your resume and you gain experience from it.
The second thing that I am hearing from a lot of people is that as soon as things get better, or they get a break into another job that pays better, they are gone, zero notice, no regrets. They are being milked by the management, they know it, and they are going to split as soon as things get better.
Employee retention is going to be a big problem in the not so distant future in the technical fields. There is going to be a lot of people moving once the job market gets warmer. Unfortunately, I do not see that happening until sometime around 4th quarter 2003 or mid year 2004.
I have to go an interview in ten minutes, so I have to go. The Orlando Florida job market is TERRIBLE for technical people. This may be my only break. Bye bye!
Having just managed and just laid off an entire office of 35 engineers and then myself this hits a little close to home. I think the largest problem faced by managers are those how acutally do the day to day but arent visable. Usually those individuals are targeted along with the drift wood and those responsibilities land on the remaining staff adding to the work load and ususally undermining thier capabilites. I've seen it time and time again, where the corporate structure simply doesnt understand the dynamics of its own work force or its functionality and suffers for it in the long run.
In order for the company to survive, you have to survive. I look at my responsibilities at a job and decide whether they make sense. If they don't, I go to my boss. If I think they are requiring a level of responsibility that my pay does not compensate me for, I bring that up to the boss as well. If that doesn't sink in, I start sending out the resumes. If nothing else, the new responsibilities have given me experience the next boss is going to pay for.
"I went on a diet, swore off drinking and heavy eating. And in fourteen days, I had lost exactly two weeks. Joe E. Lewis
I don't think this has much to do with group dynamics. I think it is a classic case of our natural fight or flight response to stress. If you think your head is on the chopping block, you have two options.. power through, work hard and try to stay alive.. or you are going to go the other route and give up and start looking for the next opportunity because you figure this one is over.
Seems to be a vicious circle:
Shareholders no longer want long term growth and stability, they want profits and dividends and they want them now! When they see dips, they panic and demand action.
Companies see only one way to make short term gains - they "sell off" their easiest asset to drop - the employees.
Employees levae, taking knowledge, expertise and experience with them. Remaining employees have greater stresses and workloads, so productivity drops, some leave, some gets sick.
So profits drop, shareholders demand something be done NOW and so....
----------------------------------- My Other Sig Is Hilarious -----------------------------------
Everyone is busy. What I don't like is when employees complain how busy they are and yet sit around playing games and looking at their fantasy football stats. Obviously there is a problem if an employee needs to work 10-12 hour days with no lunch and things aren't getting done. However, most of the companies I've been with have employees who get about 3-5 hours of work done in an 8 hour day. Ball parking it, most of these unmotivated employees could get a few extra weeks of work done a year. I know a guy who's company cut their department from 3 to 2. So the 2 guys were each working 20 hours of overtime a week at time and 1/2. It took them two years to realize they could save a fistfull of dollars and improve their worker morale by getting them back up to 3.
Not too long after I got into a position with an employer, part of my teammates were let go, some of them with more experience than me. The biggest problem was that the people on my specific project that were let go were more knowledgable than the rest of us.
The effects on the rest of us were dramatic, and not all of the effects were bad. We all had to rise to the challenge and figure out what the hell we had to do to make this thing go, without the benefit of the in house expertise (BTW, we were enhancing a product we authored in house). There were many, many nights where we were here late into the night, more than once past 2:00am just to figure out what was going on.
In the end, we pulled it off and emerged successful on the project, and we were regarded almost as heroes in house. We are regarded as can-do people that can rise to a challenge, but the cost to get there was enormous. We all were worse for the wear.
I have seen a trend when it comes to layoffs that is echoed in the experience I had -- for some oddball reason, it seems the management likes to trim the knowledge base at the wrong points. It stands to reason that, when letting go a very knowledgeable person, someone else must be trained up to fill the shoes of that person. This, in turn costs more money. Which is better, spending the money on a more expensive employee, and make the deadlines on time, or spend about as much to miss the deadline and train up someone new?
Yes, yes, some deadwooding goes on too, but I have seen all to often the productive ones with a higher salary cut loose solely on the basis of immediate salary concerns. I would be interested to know if others have observed the same, or if it's just been a matter of where I have been at the time...
Be excellent to each other. And... PARTY ON, DUDES!
I work in an intelligent company that didn't hire 15 people to do 3 peoples job. I'm part of the IS group, even though I'm an application and server developer (New to this whole application development thing, releasing my first windows product soon.. thank you, QT) I have a pretty decent workload most of the time. There are 3 programmers here, and we're all kept pretty busy. The entire IS team is probably about 15 people, for thousands of computers, custom applications and servers.
I remember the last company I worked at had redundancy even in it's employees. It seemed every position was filled at least twice. Strangest thing. Each person did slightly different things, but if someone actually works the majority of an 8 hour day they can accomplish a lot of stuff.
Don't over-hire. Hire smart people. Hire people that work. 3 people can do what would otherwise take 15. The 3 of us do more than a development group of around 20 people at my old company.. but they aren't a good comparison, and that's why they are out of business now.
Dacels Jewelers can't be trusted.
in these turbulent times do you find yourself rising to the challenge or being overloaded with responsibility? Is your to-do list growing exponentially? What new work are you faced with and how are you dealing with it?"
Talk about asking the wrong crowd. Many of the people here (myself included) waste the day here simply because there is nothing else to do. See why we might not be the best ones to ask about overloaded responsibility??
The company I work for is one of the few companies that has not been hit by the recession, as a matter of fact we are growing--we have had to almost double the size of our IS/IT and software development, and software testing departments. I think part of the reason our company has been able to grow is because salaries are a little less than market value, but we get semi-annual bonuses based on the company's profitability. (Well, once it was a small pay cut, but given the choice between asking everyone to take a small pay cut for three months, which we got back plus some three months later, or laying off three employees to cover the deficit, I think our company made the right choice). This gives us a huge incentive to make sure the company makes money - in everything from turning out a quality product to keeping our office supply orders reasonable.
I am amazed at the poor attitudes I see in some of the new hires, though--the two people that were hired to help in my department are always grousing about how they make so much less money than they were making at their previous jobs and they can't wait for the recession to be over so they can go find 'real jobs'. Don't they understand that there is a reason the dot-bombs they worked for went out of business? These two new people are currently trying to convince upper management that we are sorely suffering because we are not using a $2000/seat configuration management tool. Let's just gut our company here and then they can move on to gut the next one...
</rant>
Denver Isuzu Suzuki
I was brought in to architect and deploy an ecommerce system. Did I have a staff? No. Could I contract out any of the development? No. It was like this - here's ONE server (running NT I might add), now go build us a system.
So I did. I wiped the machine clean, installed Linux, installed Perl and various libraries, Open SSL, mod_perl, Apache, and then compiled Apache with mod_perl and mod_ssl. I installed MySQL. I installed Tripwire and set up various accounts for people who needed to FTP graphics onto the machine.
Based on the user specs (not written, but vervbally communicated), I designed the entire database schema, wrote all the code for a web-based administration tool, and wrote all the code to launch the ecommerce system for external customers.
The system has been up and running for several months and bringing in over US $20K per day.
Do you think the company's cutting costs? One server and one person who acts as business analyst, system architect, system adminstrator, DBA, and lead developer. Ya think?
A more positive note: After close to a year, I've been granted additional resources (I was able to hire a junior developer) and additional servers. So maybe things are getting better???
Yes in the short term you can run lean and have better productivity... But this is bad business in my opinion...
If you have no training for your employees, not because of income, but because none of them can be spared, you are going to have to hire all of your talent new.
If you people are streched so thin, then your going to have burnout and have to replace those workers.
If your facing a 20-30% turnover rate... Your employees will have no loyalty to the company, because the company has no loyalty to them.
Personally, I think that companied that have been in business for a while, say 10-20 years minimum and have built up a staff of experienced employees. Don't really realize how much this will cost them... Traing new employees is expensive for anything except menial jobs...
If your company is dropping a lot of deadweight, that suggests managers that are not doing their jobs... But upper-management doing job cuts across the board are not doing their jobs properly either.
When the big name business schools changed over from teaching business from looking 5, 10, and 20 years into the future and started concentrating on quarterly income it was a sad day.
Trai
/* TODO: Spawn child process, interest child in technology, have child write a new sig */
What happens is that all of the forward-looking projects get canned, and the remaining employees are focussed on finishing the half-done projects which were so awesome a year ago. Since you're maximizing return on sunk costs, that great in the short term. After awhile, though, you start to find that you're running out of gas, because nobody has been laying the foundations for future development.
I've seen four layoffs in a year and a half, and I know that my productivity has plummetted each time. I have maybe half as many "good days" cranking out code, for a couple months afterwards. But, what code I do write is generally better targetted at immediate revenue opportunities.
I'm interested in sustainable productivity gains, and those mostly come from growing at the right rate in the first place - hire-hire, rather than hire-hire-hire-hire-fire-fire.
In the University I work at we had a new management regime imposed on us. After some months we brought out a grievance against the worst of them, who was a horrible bully. Astonishingly, he was not sacked in disgrace. The entire systems team left one by one until there was no-one left (for an entire week, until replacements started arriving).
Then, the network started going tits up. Things got so bad the management were relieved of their responsibilities. One of them has now left under a cloud, and the other won't last past Xmas. Some of the original systems team have returned. The network is steadily improving to pre-management change levels. We have been vindicated!
Environmentalism is the new Victorianism. Everyone ties on a green corset and pretends we're virtuous.
My IT department was outsourced to IBM about 6 months ago. While my direct team was not affected by layoffs, our call center and its staff were completely replaced and moved to a new location. Since then my workload has quadrupled (no exaggeration) due to their lack of proper support and knowledge, and our user base has grown significantly without adding new staff to my department (field support).
I don't mind the extra work so much, but what really bothers me is the attitude of the customer and its affect on me. Users are pissed off that it takes more than a day for them to be seen as opposed to an hour or so, and they have a very negative attitude towards us now. This is a major problem in my eyes because I find it harder to wake up in the morning and feel motivated to work. I really dread what possible long term affects this may have if it continues like this.
Sound waves should be free!
The #2 in CPU's is slashing 2,000 jobs worldwide, from the Americas to Asia, in all roles and levels. The article is here at News Factor.
And I wrote all about it in my journal... [gratuitous plug]
Sorry, I can't really give a lot more details than this... =(
The right to offend is far more important than the right not to be offended. (Rowan Atkinson)
The formula that more correctly explains this phenomenon follows.
Fewer Employees + Same Work + Greater Threat of Layoff + Derth of Other Jobs = Higher Productivity
You see, there are additional contributing factors to the equation that offer significant motivation to the Fewer Remaining Employees. If you aren't more productive, there are numerous others that are presently unemployed who will happily be more productive. Basically, if you don't watch your ass, you're out of there!
The US seems to like boasting to the rest of the world about how it keeps improving productivity. How is productivity measured? Are unpaid overtime hours taken in to consideration - I bet they're not. People seem to work more overtime, but companies don't pay for any extra hours (salaried) employees. Doesn't this make productivity gains just an illusion? Heh: I'm in danger of sounding like a unionist or something!
I mean this ideology has been in the military for years...well since the 80's and the draw-downs. They claim that the military is more stream lined, yet they have put our military in the Middle east, Kosovo, Korea, and in Africa. They are doing more now then during the Cold War with a hell of a lot less people.
Some might complain that the military has been getting some phat bonuses, but do you know the President Bush also cut about 75,000 people from the military to do this? I just ask that you don't forget the military when is comes to these issues.
This SIG pulled due to lack of funding. (This damn war is costing too much!)
Lifted from a Dilbert book the chapter was on downsizing - Your workforce goes from "Lean and Mean" to "Skinny and Pissed" ..
Gotta watch out when you overload an already stressed workforce....
It seems pretty obvious that that would be the case. Imagine 5 computer programmers, worked together through the dotcom bubble, with high-paying secured jobs. Life was good - not terribly swamped in work, maybe surfed the web a little too much on the job, but still managed to get work done. The programmers, being the introvert sort, never really speak up about how their jobs were important, that what they were doing really mattered to the company. No need to - they did their work and the company was doing well. They just assumed that other people understood that they were contributing.
Then the bubble bursts, economy's hurting everyone, layoffs start at the big companies. Our 5 programmers aren't worried - their small company is still running strong.
Suddenly two bad quarters in a row, sales are down, cashflow gets weak, and suddenly the company is worried about being able to write everyone's paychecks. 2 of our 5 programmers, who might have had 2 or 3 bad marks (previously thought of as "minor") on their performance reviews, get canned. Our 3 remaining programmers start thinking, "Oh crap! I could be next!" Suddenly there's a real push for productivity and visibility from our programmers. Not only were they doing %40 more work, but they now make sure everyone knows about it.
Wouldn't you?
Scary thing is, if a company can scare employees into working harder with laying off a few, seemingly overpaid pieces of "deadwood", it certainly make business sense.
Hits a little too close to home for some readers out there, doesn't it?
-AAAWalrus
I've been fortunate enough to still have a job after a year of rough layoffs. I've found that, not only am I the only one left of an IT staff of four, but I have become much more efficient in what I do, to the point that I have been able to work for the R&D department in addition to my duties (oh yeah, and more time to read /. too). I've found that in times like this, you're job-attitude changes. At first, it may seem that you will be swamped with extra work, but we humans are great at adapting, and it all sorts iself out in the end, often for the better.
As layoffs rise, so does productivity. The Department of Labor reported last week that nonfarm business productivity clocked an annualized gain in the third quarter of 4% over the preceding quarter.
This makes me wonder what measurement they used to quantify 'productivity'. My guess is that it is somehow related to the number of businesses, more like a per capita amount rather than an absolute value.
If so, I can understand the value increasing as companies who were riding the dot.com wave crashed -- like thinning the herd raises the average strength of the remaining beasts.
However, I also think that it's simplistic to assume that the staff who remain were slacking prior to the layoffs. More likely, they remain because they *weren't* the ones who were slacking. At least, I hope that's the way it is.
Perhaps if corporations used the "employed for life" strategy that the federal government practices, they would alleviate potential stressors to their employees and avoid the possibility of someone busting into the office and shooting everything but the water cooler.
The ultimate problem is, when corporations treat people as if they're disposable, they feel disposable. No one ever gets laid off in Japan. And there haven't been ANY fatal shootings in offices there since right after World War II.
(-1, Raw and Uncut is the only way to read)
For 5 years, programmers, web "designers" and system administrators surfed porn sites claiming it was research, posted self-congratulatory remarks on chat sites and general did little if any work at all. Now they are being required to justify their enormous salaries and all they can do is whine about their "exponentially" grow TODO list. Cry me a river.
From a different perspective I can generally agree with you.
As a functional analyst, there are many data application related initiatives that I *could* do myself. However, the technicals have a fit if any functional proposes to even make their own analysis tools.
Solution: I just do it myself and have stopped bothering to bring it up to the techies. When a result is needed, I have the answer in seconds instead of weeks, i.e., I do not have to print out report after report and "hand jam" them into a spreadsheet when a few simple select queries in Access on my desktop will do.
BTW, the last time I had a request for a new report, I submitted the PCR and provided, for my poor "over worked" coworkers, an "example" of the output I was looking for along with an Access query that would provide the correct result.
The technical lead came back with "if the functional has already developed it, he should be the developer for the PCR". My reply that it was just an example, not in Oracle but in Access, as stated plainly on the request, I am not a developer I am a functional, I don't know *your* system, seemed to just bounde off the tech lead.
Essentially, she wanted the tech group to get the charge number, hours, money and the solution. The techies finally completed the report generator in a few months, with me testing.
No thanks, I will just do my own data mining. If I had my way our entire "tech staff" would be replaced by 3 UNIX admins to keep track of some file servers while the rest of us do the real work.
Eve Fairbanks says I drive a hybrid!LOL
is top executive pay. What else is new...
Granted, times are lean, but during layoffs at my last company, I saw more top people still doing well. All us employees lost all our stock while the top execs got new stock and pay raises with the new company that bought us. My co-worker called it 'gift wrapping a turd'. How true.
I'm sure this is a very unpopular view, but I personally feel that if the belt needs to be tightened, we all need to do it. Not just a few.
My new company pays less and has me working more - like those in the article. I'm not sure how wise this is since this makes all of us here more stressed and burnt out. Sure, we're more productive, but people can only handle so much rhetoric, 50/60 hr weeks for 2/3 of the price before they just say 'screw this'.
One thing this has done for me is to galvanize my resolve to do something on my own. I personally still feel money is out there to be made. Epecially if you have good talents that Joe-first-year-college-dropout-100k-webmaster can't match. There will always be a need for people that know their stuff. Question is, will one be able to find it?
(pardon the Katzian reference)
Shortly after Sep11,2001, I wondered how soon it would be before people got over the genuine shock and horror of what happened, stop being friendly to each other in solidarity, and start in with the Bin Laden jokes. I knew it wouldn't be long. Sure enough, about 2 months after it happened, I saw my first Tshirt with Bin Laden's face in the crosshairs. Sure, there is natural bad sentiment towards someone who did something that tragic, but the REAL gravity of what happened dissipated quickly. It was back to NASCAR and lawsuits.
Granted, this isn't true of everyone, but overall we as a country are back to business as usual. (unfortunately) I think the same can be said of the tech industry, at least from my experience. Sure, we have trimmed budgets, and cut the work force, but I really don't see any difference in how people look at their jobs as a result of that. There are still lazy people who do just enough to get by. After a layoff, people scurry around, and try to prove that they are valuable, but that subsides quickly. No sooner has the sigh of relief that you still have a job been breathed than you just settle down in your chair and get back to same old routine.
Maybe I am a bit jaded, because I was able to get a job a month after the company I worked for went under. But that was 2 years ago, on the front side of the massive meltdown. I was lucky to get with a large company that has had only one layoff since then, and it was relatively small. But I see things going the same as they were when I got here. In general, people aren't worried about losing their jobs. Not that you need to be worried about losing your job in order to do a good job, but it doesn't seem like there is an urgency anymore. I am not sure if that is a good thing or a bad thing.
Jeez, where am I going with this? Well, I kind of follow a Zen style of work. I do my job, I do it as good as I can. If I get laid off, I get laid off. I have confidence that I can do my job as good or better than my coworkers, and if not, then at least I did my best. I don't do just what it takes to get by, I try not to settle in for the long haul and cruise. I have been here 2 years, and I am still trying to improve myself and my skills. This skill is lost on a lot of people, and I think it is a valuable one. I think if you are working in a manner just to keep your job, then you aren't being genuine. Be genuine, and just be. There is no prize to keep your eye on. Develop yourself, improve yourself, because you are the asset, and others will see that.
My beliefs do not require that you agree with them.
I am Chinese, and I have the following things to say about the "Crisis = Danger + Opportunity" link.
:). It took me quite some time to parse the writing. You can see a better version of the word here:i s
First of all, the guy's handwriting is Not Very Good, or at least he was writing in a calligraphic style which I've never seen before
http://www.mandarintools.com/faq.html#cris
That same page says that the story about "crisis equals danger + opportunity" is not true. "Danger" and "Opportunity" were not the original meanings of those characters. The web page does not say, and I do not know, what the original meanings are. I speculate that "Danger" originally meant "guarded" or "careful" and "Opportunity" originally meant "craft, intelligence", but don't quote me on that.
I am inclined to agree with the web page and place this under the "interesting coincidences of the language which are taken way out of proportion" category.
Obviously things are pretty tough in this industry right now, so there is definitely no hiring going on here. That means that if somebody quits, the rest of us have to pick up the slack. I'm not complaining, mind you, because, as LiamRandall said, I'm also happy to have a job.
I think that the interesting thing about this company is that when times are flush, they don't hire willy-nilly. Every proposed position is scrutinized to make sure that a new hire is really needed. Generally, that means that even in good times the rate of hiring is not all that high, yet this is an 18,000 employee company. The executives here make no bones about the fact that they are managing the company looking ahead 5 to 10 years, not one or two quarters. That also means that they recognize that the high tech industry runs in cycles and to lay off employees means playing catch-up in terms of training and hiring when the low cycle ends.
So, for the near term, as the tech economy slumps, we work harder to deal with attrition, but when the economy recovers (as it will), we'll be a step ahead of other companies that have to scramble to hire and train new employees. The obvious consequence is that the stock price takes a beating because it appears that we aren't being as "proactive" as other short-term managed companies in reducing costs.
-h-
in these turbulent times do you find yourself rising to the challenge or being overloaded with responsibility?
I suppose that if by the phrasing of the question you mean to imply in comparison to the pre dot-com bust period the answer is no. I've always given 100%, so nobody can ask more of me. Good times or bad, if you are the go-to guy (not the goto guy) you can have all the responsibility you can handle. What's different now is that if I left my job, I can count on being unemployed for a long period.
Post may contain irony: discontinue use if experiencing mood swings, nausea or elevated blood pressure.
I don't think that it is such a bad idea. I was laid off from a job (I don't blame the employer, i know I was dead wood and not the best.) I decided to move away from tech altogether. A better question is "How many people realized that there are unlimited opportunities to use you skills besides coding/admining/project managing/hardware devel. Serious. I had a very good friend, who had the brain the size of a small satelite who was laid off from hp. He designed high end micropocessors for hp/s multi processor iron boxes. He's going back to school now to get his masters in EE ( he was recruited in his sophomore year) While I decided to go the way of the anti-geek. Go figure. Anyway, how many decided to get out of tech altogether (be honest) because you didn't cut it, or you found something more fulfilling?
http://cincyboys.blogspot.com/ Everything Cincinnati. Including the word 'Finnih'
Do you love your job? A lot of slashdotters are bound to say they do, if they work with computers, so let me rephrase that - do you love your employer? Do you go to work each day because you love what your company does and you want to devote your life to forwarding their mission? If so, fine, then buckle in and do the extra work because you're working towards a goal you believe in.
If, however, you don't care too much what your company does, and you just need a salary, a paycheck - then why do you do it? You just need the salary, the paycheck, to pay bills and buy necessities, right? And to purchase some entertainment from time to time?
Then why do you need to pay those bills? OK, so you want some electricity. You need to eat. You want to enjoy some entertainment now and then. How much of this can you provide yourself? And how much entertainment (movies, DVDs, vegging out to TV, buying new CDs) do you *need*? I mean, do you buy any of this stuff to counteract stress from work? Then wouldn't structuring your life differently result in less need for entertainment?
So learn to become more self-reliant for those things. Grow some of your own food if you can. Install some solar panels, use an energy co-op instead of an energy company, learn some trade skills, the sorts of things that people need to build the necessities of life.
I'm not saying go back to the trees. I'm not even saying do everything I say. I'm just tossing out food for thought...
I think many people have a job they don't like just because they think "that's the way things are, that's the nature of work - work is dull and hard, a necessary responsibility." But I think work should enrich the spirit - work should not be that thing you have to do so that you can live when you get off work. Work should be your life! You should enjoy it! If you don't enjoy your work, the answer is not "well, I gotta earn a paycheck somehow". It should be "ok, so I don't enjoy my current employment - what might I enjoy instead?"
It's fairly obtuse how an economist defines productivity -- versus the purely technical definition. If 1/2 the chicken can produce double their output, each chicken is more productive. However, the downside, of course, is that the chicken dies in six months. Run your car at 85 all the time, you cut it's life span in half. From a technical perspective -- and I argue this with my boss all the time -- we are actually LESS productive. Mostly, due in part, to the fact each person is no longer working vertically -- but horizontally. A knower of all things -- master of none.
But you all may disagree...
"This isn't a study in computer science, its a study in human behavior"
My company promoted some to VP status and then laid off several folks my level to compensate for their increase in pay. Our work level has tripled and our SLAs are really starting to show the strain. No one wants to bat for us when it comes to raises or discuss the killer schedules. I'm working every weekend until the end of January. My family doesn't understand but are coping. They state that I'm too valuable to lose but I cannot take much more of the load. There are some individuals here I would classify as friends but my loyalty in staying is really running thin lately. You wanted my 2 cents worth and experiences.
A blurb from the book quoted in the review:
Read the review for more info.
Not me. I recognize that my 401K is a long-term thing, and I don't mess with it. Sometimes it's up, sometimes it's down. But in the long run, I seem to make out about the same as or slightly better than coworkers who constantly tweak theirs.
So you may not be talking about 401K owners themselves, but rather the folks who run the 401K for the companies - essentially more of the short-term thinkers we disparage.
The living have better things to do than to continue hating the dead.
I was an "Automation Analyst" for a mainframe-based system a few years back, when upper management decided that they could "fix" all our IT problems by outsourcing the datacenter (our management was always 5-10 years behind on the business trend curve). When this was announced, almost a third of the datacenter staff bailed right away (the severence packages they offered were pretty insubstantial unless you were a lifer). Those that remained were interviewed by the outsourcing company and offered jobs or the option of waiting it out until the cut-off.
My ex-boss (one of the first to bail) offered me a position at his new gig, and I negotiated what I thought was the best of both worlds; I would continue to work my old job until the cut-off, collect severance, then go and work for my ex-boss at a substantial increase in pay.
It seemed like a good idea at the time.
What followed was six months of hell. Because my background included a little bit of everything, instead of just doing my job for those six months, I did my job, I helped out in operations, I helped out tech support (including network, security, and some really nasty legacy systems), and when I wasn't otherwise occupied, I worked with the outsourcers explaining where the bodies were buried. I developed insomnia, a nervous twitch and grey hair (in my 30's!) by the time I and the rest of the hold-outs were finally laid off and the outsourcing company officially took over.
On the plus side, it was a good kick in the metaphorical seat; because of that little trauma I finally got up off my duff and finished my BS and now I'm working on my masters.
Though I do still take a little guilty pleasure when I hear from former coworkers about the stunningly bad job the outsourcing company has been doing...
"I'm a scientist! I don't think, I observe!" - Dr. Clayton Forrester
People keep talking about how grateful they are about still having a job, etc., but what it really comes down to is holding on to jobs by snitching on coworkers, and doing crappy work at the behest of their pimps --err-- managers. It feels terrible. Sure you keep your job, but the effects linger beyond the period of scarce job opportunities. Once the famine is over you find yourself continuing to do crappy work. The whole experience is poisonous to the pursuit of excellence, which is crucial to personal job satisfaction.
I am a virus, put me in your
This is an old trick. Happened to my dad several times in the 80s (luckily, he was one of the ones that was left in the shop to do the work of two employees the company just laid off)
I'm not a reflex "Proud To Be Union"-bumper-sticker-posting moron, but Corporate Greed is the greatest of those two evils.
Corporate Greed knowns no shame. And since Enron, it knows no fear. Sure - this happened in the past, but they (being greedy corporate officers) had to at least hide it - which made it less noticable or insulting. Airlines in the 80s did similar things on a smaller scale. Today we have CEOs that lay-off thousands of employees just to "make the company more 'nimble'" (Jack Welsh, of General Electric) who then -on the way to his retirement mansion- starts stuffing his pockets with money while asking "You don't mind, do you?"
So - here's a bit of help for the greedy corporate butt-pirates out there:
Don't hire anyone to a permanent position. Get all your employees as contractors or, better yet, as "temps".
If possible, hire half to 2/3rds the employees you need, and then guilt/guile/corral/cajole them into doing the work of two people. Make it well known that they need the paycheck more than you need the job done.
Don't forget to line your pockets.
Make sure your HR person knows how to write the job description you post so that you can easily tell the few experienced applicants that they are overqualified (read that as "cost too much") and make the other applicants feel inferior, so they feel lucky to have the job, don't complain, and work harder for less money.
Quality? Fuck it. Honesty? Laugh at that, then fuck it. Quantity? Fuck it too. Employee moral? Fuck that hard. Money? Money is god. And you, being the High Priest, cannot suffer to allow anyone other than you to have god. So make sure you take god away from them and put god back in the temple (your pocket) where it belongs.
Oh shit, there goes the Karma.....
I'll be the first to admit that the market is tougher than it was a couple of years ago but is it really because there are fewer jobs? My experience has been that the number of jobs is the same but the ones out there are less desirable. Suddenly every entry in the classifieds is asking for a CCNE, MSCE, and a master's degree regardless of the skill level. Additionally everything is being contracted out and often requires enormous amounts of travel. I just turned down a 20K raise because I didn't want to be away from my fiancée for three weeks out of the month. In any case, I can only hope that companies will suffer because of the outsourcing trend and realize the value of retaining highly-intelligent, well-trained individuals that are actually familiar with their specific business and goals.
LOL! At least you got +1, Insightful. I wish I would get that stuff some moderators are smoking, it must be good! :)
J.
One thing that really bothers me is that layoffs are done by upper management. Some guy with his tie constricting him in an office miles away decides that employee A isn't "company material" and axes him. Upper manager doesn't even know who employee A is. All the people working with employee A talk about what a mistake it was to lay him off. Those who should go stay, and those who should stay go. I propose bringing layoffs down to the employee level.
Rather than making shots in the dark, why not use a survivor-style method of getting rid of people? Why not have tribal council once a week to vote someone off? That would give a person motivation to find themselves useful, otherwise those around the person would give the axe. Justice in its finest form, sounds good to me.
There is no reasonable defense against an idiot with an agenda
:wq
What happens is that they make a bunch of layoffs and in the short run their productivity goes up because the same amount of work is being done by less people. While that is true, this is a temporary phenomenon. What ends up happening is that people, who are now overworked, begin looking for other opportunities. In a tight market these may be hard to find, but they'll begin to trickle in.
Companies who don't overwork their employees in this manner will find that it's easier for them to find top notch talent as people seek to jump ship from companies that do overwork them. The companies who do overwork their employees discover in the meantime that they have a number of key defections and that these people end up being replaced by less qualified people, becuase the best people won't put up with them. So they go out and hire more people because the less qualified people can't do the job as effectively as one qualified person.
So, they eventually end up with a large work force, some of whom have, in the mean time, become quite good at their jobs. Then they realize that they've now got all this dead weight again. Layoffs happen.
Wash. Rinse. Repeat.
Smart companies show their employees some loyalty in the bad times because it will be reciprocated in the good times. This leads to an overall more qualified and stable staff. That leads to increased productivity in the long run.
or so my theory goes...
This sig has been temporarily disconnected or is no longer in service
Well, one of my employees and /. regular, Mr. eDrugtrader, could probably comment at a developer level, and we'll see if he gets up early enough to see this post and comment. But I know that from a management perspective, while we're fairly productive with what we do, we have also had to say "no" to a massive number of projects, including projects that came from the CEO or were marked "necessary." Everyone is frustrated -- our CEO has huge plans, but he doesn't have the staff to do it. Or at least, things are getting done at a snail's pace. One of my employees has a backlog of about 2 years of projects -- great for job security, but it can be frustrating and overwhelming. Here are some bits of the fallout:
My Greasemonkey scripts for Digg &
Yes, I have become very poli-functional in the last couple of years. In the company I used to work at, until about 6 months ago, I was a project manager, but also assumed the role of router/firewall admin, Solaris/Linux admin, programmer, some sort of IT helpdesk, etc. I usually worked way more that 8 hours a day with all those responsabilities.
However, I didn't complain (well, probably a couple of times...). I really loved what I did, and loved the feeling of being highly productive and helpful.
I do have a better paying job right now, and, even though I'm supposed to be more focused with a single responsability as project leader, I am already doing other things - do tests to evaluate potential employees, support sales, coordinate the internal soccer championship and weekend trips with the rest of the staff ("integration activities"), work on an internal magazine, etc.
I just love the feeling of knowing I did a great job during the day and helped a lot of people. Also you become essential, so you feel you'll always have a job during these difficult times.
-.
Well, I've got a team of 2 people. One writes 52 lines of code per day, the other 48. I fired the second guy. The average productivity of my team went up (and a whooping 4% - do the math - ... ). Hurray! I never saw it coming.
And another thing: Did YOU know 1+1=2?
The Word Spy this week had a term for this phenomenon:
Ghost work
"After a round of layoffs or firings, the work that used to be done by the former employees and that must now be handled by the remaining staff."
If it isn't true, don't say it. If it isn't helpful, don't say it. If it's true and helpful, wait for the right time.
What it equals is more disgruntled employees and a drop in moral. Which leads to lower productivity and abandonment of the company.
Plus if its more work then can be done, then the amount of work completed decreases, thus overall productivity goes down.
---- Booth was a patriot ----
Brilliant fucking observation. They only do it because they have no choice.
I'm doing my best to avoid being a corporate slave. I'm fortunate enough to have a champagne income (at 23 years old) but I live a beer lifestyle. That way I can ride out shit like this.
I'm lucky to be at a company that is smart enough to ride this shit (ie/ recession) out w/o a round of massive layoffs. Maybe that's why they keep lots of talent but pay about 10% less than what I have seen elsewhere. Probably the last bastion of corporate loyalty I have ever seen in the non-government sector...
Robots are everywhere, and they eat old people's medicine for fuel.
(With apologies to Scott Adams) dilbert.com
...
...
"Theoretically, if I reduce the number of employees and simultaneously increase the productivity, we'll have the smallest payroll around and still be a market-leader!
I wonder how they get the floppy bits inside the floppy disk?"
Over here on the hardware side of things its a royal pain and then some. Shareholders want profits. CEO institues hiring freeze. Thats cool--at least no one is getting the axe.
Except Problem 1) New Wafer plant is opening to produce all those shiny new Pentium 4s. Problem 2) They fellas over at AMD are puttin the heat on you and you company wants "increase market segment share" so they ask your division to hit overdrive in producing new processors and megahertz.
So we are increasing workload and performance and have also have no people to put in our shiny new Fab. To say we are understaffed at the moment is an understatement. and the current staff is nearing burnout. Then the stock options become worthless and your incentive for busting ye olde hiney is gone. Its a vicous cycle of more work, less people. Then some people burnout and there is even more work and even less people. The same people who covered 1 plant must now staff 2 factories. Add in the switch to 300 mm wafers and our energy is sapped. Something is going to give sooner or later. Look for it sooner (and employers, do us a favor--hire an Intel process engineer and release us from bondage!).......
I don't think this is a unique situation--lets be honest-chip sales is where Intel makes its money and we support the rest of the goons around here. One would think we could get an exemption to the hiring freeze, but nooooooo. Aparently that half billion dollars per week we bring in isn't enough (7 billion per quarter or 13 weeks)--
CEOs always fund there little pet projects by squeezing the profitable divisions.
And since I'm posting about work--views do nessecarily reflect those of the Intel corporate yes-men.
"Fewer Employees + Same Work = Higher Productivity"
The real title of the article should be:
"Fear Of Losing Job + Same Work = Higher Productivity"
Fear is the greatest motivator.
Education is the silver bullet.
Management asks for cuts in the budget. Honest teams comply truthfully, accurately. Deceptive Teams cut 1/4 of what they could. Management is happy all around. Time passes. Management asks for more cuts. Honest teams already cut as far as they could. Deceptive teams have fat to spare. They cut 1/4 of their potential cuts again (1/2 of what the did before still leaving a huge margin for later cuts). Management is unpleased with honest teams. Management makes arbitrary cuts or layoffs to honest teams to cut costs. Deceptive Teams are rewarded. They still have spare cash AND full employment.
lesson learned:: do not be truthful about how much you can cut.
Management lays off people. Honest groups Survivors pick up the pieces and work harder to keep the company going. Deceptive groups people do not pick up the pieces and intentionally let projects slip and service quality drop. Management transfers people from Honest Teams into Deceptive Teams to cover their "losses" OR lays off people in honest teams so they can hire people back into the deceptive teams.
lesson learned:: do not pick up the pieces. Let management feel the pain of reductions.
This was also true in the good times.
A person who does exemplary work all the time is expected to always do exemplary work. The one day they come in with a cold and do average work they are criticized for laziness.
However, A person who always does the bare minimum on a day that they are unusually focused and produces average work (drank Jolt not water) gets praised for being a real go-getter! and gets a bonus for such wonderful work.
Every time we are asked to do our best and do so, we are punished. Every time other groups perform below average they are rewarded.
comment directly in my journal
While the added work load can be overwhelming at times, I find it rewarding to have a broader responsibility for other areas of the company that I would not otherwise have had the opportunity to be involved with.
If you are in a similiar situation, I have some recommendations for coping with the challenges of handling your increased work load.
Good luck!
trolling & insulting for England
There are places where the networks are not touching,and there are places where they are-Boeing's Lori Gunter
The company I work at went from 15 people a year ago to just five now. From 12 developers to 2. I used to be an Intermediate Developer. Now, I am Senior Software Developer and I'm also the only one who does system administration, network administration, backups, etc. etc. I am also responsible for maintaining ten software projects even though I've only worked on two of them here (and nobody who worked on five of the remaining is still employed...)
All the while, of course, I'm doing new development.
Heh. This can't go on much longer.
Oceania has always been at war with Eastasia.
6 hour work days. (I think there was an article here before on it...) Facinating stuff though, and great for the economy, the government, unemployment rates, social involvement (local politics to community involvement), all kinds of other things. So far the only downside is that increases the cost of some business'. Although... oddly enough not the business' that pay hourly wages. In many cases they get a break (less chance of overtime).
0 1m utari.htmlp ?DocumentID= 1775h tm
Here's some good readings:
http://www.dollarsandsense.org/archives/2001/09
http://www.youroffice.ca/full_arts.as
http://lamar.colostate.edu/~terrel/details.
[sorry, I can't find the one I was looking for... and I'm not in the mood to edit with tags...] It's been said that employees who work a 6 hour day get more done because there's a sense of urgency to their day - less time to get something done usually means you work harder to get it done.
My cube. My friend. My solace. My prison.
I signed up with a temp agency at the end of '99 and have worked through them for the majority of time since then. Honestly, the state of the economy hasn't really effected me that much. Yeah, companies are scrammbling to reduce headcount, but the work still needs to get done, and temps are expensed (meaning it's a cost hidden in with all the other costs, not something that's easily definable like payroll), so there's much less of a shareholder issue.
It's pretty dumb, really, since it's often more expensive to bring in a temp than it is to hire a regular employee, but it looks better on paper, and that's worked out well for me. I'd much rather have a regular job, to be perfectly honest, but I can appreciate the varied experience I'm getting, and I've yet to be out of work for more than a couple weeks a year.
Currently, I've got the next best thing to a regular job, and the cool thing is that my department manager actually planned it this way, since he really needed to hire another regular employee and his managers wouldn't let him; I'm a temp who is the sole holder (for the most part) of mission-critical knowledge. When they say "We can't extend his contract, we're laying off!" my manager can respond with "Do you want the work done or not?" It's a really strange position to be in, but nice at the same time.
Anyway, my advice to those of you who are having trouble finding work is: go sign up with a temp agency. There's nothing like having a dedicated team of professionals looking for work for you, especially in times like these. Another tip for those who decide to go that way: They work harder for people who want to work. If you call your temp agency every morning by 9am and ask them if they have anything for you, they will call you first if they get anything that's even vaguely near your field of expertise. Sometimes that presents some really interesting opportunities.
Under capitalism man exploits man. Under communism it's the other way around.
I might also add that I think people with colleagues that have been axed work harder and take on more responsibility with no additional pay just to try and keep their own jobs. In the end what suffers is their health and the quality of their work.
Productivity will suffer if you have either too few people on a project or too many. During the boom, there were a lot of projects which ended up with too many people, in hopes of getting projects done sooner.
With too many people, you spend a lot of time waiting for somebody else to do things so you can do your job, and you spend a lot of time in meetings relative to the amount of progress you make on the project. With layoffs, you could get the jobs of the people you'd need to talk to, and you could get the jobs of the people you'd be waiting for. Of course, you also have more work. But it might be less of a hassle to actually do your work.
Of course, at some point you get to having too few people for the project, at which point you start getting overworked and your productivity drops off (in addition to not getting done what you're assigned).
It seems to me that a high quality of life is incompatible with high productivity, that all this productivity crap is making us lose our humanity. We are expected to be pleased that productivity is constantly increasing, but I'm not. Anthropologists claim that hunter-gatherers spent four hours a day "working" and the rest of the time they were goofing off, telling stories, having sex, etc. Oh, how far we have fallen from those days!
I've been running into a lot of people that work very hard to make sure they remain one of the fewer workers. Two years ago this extra work would have gotten them an 11% bonus; now it helps keep them visible to upper management so they stay their course.
On the other hand; I've encountered a couple [desktop support types] that say if they are laid off again; or can't find a consulting job as close to home as the current one, they are headed for the car dealer lot.
I say hurray; let them go. If you chose this field just for the money; then I hope you are one of those sniveling post-dot-com brats serving drinks at your old college pub for lack of better employment. If you are here because this is what you chose to do for a living, and enjoy it, then more power to you. I know a lot of folks like us (and apparently Carmela Soprano) are suffering from what Wired calls "post-bubble syndrome", but I have a strong feeling that this is like any market - it may just have hit us far harder since it may cost more to maintain a minimum lifestyle.
If you had a good work ethic prior to this; then you will remain employed or make it back to work at some point very soon. This is little consolation to those who [like me] were or are unemployed for eight months or more; but you just need to keep looking. Granted, you may make half of what you made before but aren't you innovative enough to survive for a time? Like one of these posters said if the employers get into the "you are nothing but cattle" mode you'll be in a position to leave without notice when things level off or improve. I have a feeling that some of the turnover, salary and demand issues that prompted part of the 'good times' were a result of this kind of treatment in the first place.
I think with the interesting people, their lives can't possibly be wrapped up into a nice little package.
Reducing head count can have positive effects. The less people poking their nose into a project, the less time meetings, and code reviews take.
:)
One of the many problems in IT is you tend to get a couple dominate players in a project. These players will want to have input in everything that goes on. Things take longer, and code ends up getting re-written because it's not being done "their" way. Or you get all these business analysts wanting to give their input...over and over again.
So you have some lay offs, which, are usually popularity contests. The Bobs in office space are funny. But few companies actually have "experts" come in and talk to each employee. Usually a manager gets told how many people to can, and at that point it becomes based on a whim or how popular someone is.
In some cases a group becomes a well oiled machine. Other times the uber geek gets who wants to have input into everything now gets to do everything. Problem solved!
In the end though stree becomes higher and it becomes more and more likely that people will quit. The problem, I think, comes from the fact that the number of people to get fired is pre-determined. From that point, you work towards a goal. Which changes the goal from making the company more efficient, to making Wall Street happy in the short term.
Yes, in the short term, productivity increases. This is partly due to an inertia effect where existing business is handled by the remaining staff. But while productivity looks good, nothing is growing. There is little new development, and sales are typically flat.
One industry analyst, Jim Pinto, has observed three stages of cuts in business:
Stage 1: Liposuction
Stage 2: Amputation
Stage 3: Dismemberment
I think most places are past stage 1 and well in to stage 2. Many Slashdot threads have also observed how poorly the MBA crowd has served the new technology market. This is what happens when growth moves faster than training and experience for the MBA set.
The people who run the companies we work for don't understand their businesses any more. Technology has changed so many inherent assumptions that almost nobody in management knows where their bread is buttered. They have to fail and then we have to hope that new managers with better understanding take over. Many businesses won't be so lucky and we should failures right and left before we turn this proverbial corner.
And of course, TIME magazine is only one of many such victims. I'll bet their reporters are writing from first hand experience. The up-side to all this is that when things finally do come back together, they'll be more efficient and better organized than before. It sucks that we have to have so much stress and discontent for this to happen, but that's life.
Nearly fifty percent of all graduates come from the bottom half of the class!
If anything, the remaining staff is less productive than before downsizing -- we have the same list of projects and tasks, but now half of the stuff on the list just doesn't get done at all.
It's not like the company planned to cut staff by a third -- but after the official layoffs and salary freeze, the best and brightest employees took off for greener pastures, leaving the lazy and the lifers. The only remainining IT folk either lack the skills or initiative to go find a better job elsewhere, or are just hanging around waiting to 'vest' their 401k.
Combine that with a hiring freeze, and when the really good employees quit (or the really really bad employees are fired), it takes an act of god to hire a replacement.
IT's better than unemployment, barely...
I do not deploy Linux. Ever.
And management has to realize that sometimes (and very often with sysadminning), the guy spending 90% of his day dicking around is the most productive guy they have!
A "lazy" sysadmin who spends 90% of his day with his feet up on the desk while alternating between Bugtraq, Slashdot, and a certain USENET newsgroup for monks, is probably doing a vastly better job than a "busy" one who's running around the office with six pagers all beeping at once.
Turns out there are alot of self important/proclaimed "artists" for web design firms around my area and their customers are sick of the poor turnaround time and lacking professionalism, long story short I'm eating their lunch. Yeah it's mind numbing work, effortless, and boring though it's helped me come to a realization. Work to live, not live to work.
So in my free time I work on my Alphas and write firmware. That comes -after- I spend time with my friends and 'live'. Guys, You're life outside of work must be more engaging than work itself otherwise you'll always have this split loyalty. Fuck what you do for a living. Make money any way you can and live your life.
If the economy swings the other way and I can get a job doing what I used to do. I'll have to seriously reconsider leaving what I'm doing now for that instead. After all, It's just work.
Peter
www.alphalinux.org
The biggest flaw in the "fewer workers, same output, higher productivity" is that it's eating the seed corn.
To be sure, there are many jobs there this doesn't matter. Perhaps most jobs.
But development is different. We need downtime to make the next big leap. When we're in the active development phase, we can productively spend 40 hours/week doing real work. Hell, those of us who got into this field because we like it, not because it seemed like the easiest way to make some big bucks, will probably want to work far more than 40 hours/week because of the sheer joy of producing something.
But when that's over, the fields need to lay fallow for a while. If you try to keep the same pace up, just like a crop field you'll see your the true productivity fall off.
At this point some fool suggests bringing in new people - equivalent to changing the fields - but that doesn't work either since it limits your product development to what can be comprehended and enhanced in the period between hiring and burnout. Assuming you can even reliably identify suitable candidates.
It's no secret that many of us have been attracted to OSS, in part, because of the fact that this change in environment allows us to remain productive far longer than we would be if we just kept doing the same thing. Ironically, this outlet isn't available to us when we succeed in finally finding a job that lets us use Linux in the workplace.
For every complex problem there is an answer that is clear, simple, and wrong. -- H L Mencken
Two years ago, I knew that hard work and initiative would be rewarded with bonuses, raises, promotion. Today I know that no matter how productive you are, there is no chance of any such recognition, and the best most productive model employee has more immunity from "downsizing" than the least productive clock-watcher.
krinsh writes:
Sounds good, but what if I am here because this was what I had chosen to do for a living, and I used to enjoy it, but now cutbacks, overwork, and micromanagement (as managers try to protect their own jobs) are making it more and more difficult to drag myself out of bed each morning.
I could quit, but unless I want to move out of state, there are no job openings in my field here. Even my quitting would not create a job opening in my field -- few companies are hiring to fill open positions, including positions created by employees who quit or are fired for cause.
It used to be that if your job turned into a nightmare you could always quit and find a new one. These days, few employees can afford to quit, and the employers know this and take full advantage of it.Sure, I may in a position to leave when things level off or improve, but what is there to keep the abused employee sane and productive until then?
I do not deploy Linux. Ever.
I'll be first to admit I'm sure the downsizing did trim deadwood. In fact, having been in IT some seven years, I can definitely say I've worked with a few too many people who shouldn't be in the profession. A third of my job has been cleaning up after them.
However, I don't think the trimming went too well. I lost my job, became a contractor, and then did two contracts where extremely expereinced developers were needed. The companies in question didn't have people to fill these positions - so they spent more on me (on one contract the company probably paid 250% to 225% of what it'd have cost to have me as a regular employee).
Yet I've run into complete incompetents with stable jobs. Some of them the very people whose bad code and designs I had to fix.
The downsizings weren't that rational, from what I've seen. I dearly wish more of the deadwood had been cut, but I keep running into it.
IT seems to have a pretty high turnover rate - and I'd hate to think how recent grads are doing. When the economy improves, when companies add to their IT staff, what will they be left with?
My guess? A mix of the high-powered people who managed to survive the downturn, the lucky, and the improperly retained incompetents. The glow will be off of IT, so I don't expect people to rush back.
Then what will hiring be like?
"The Sage treasures Unity and measures all things by it" - Lao Tzu
Isn't the graphic in the story rather meaning "Danger of Opportunity" for "Crisis"?
42. Easy. What is 32 + 8 + 2?
Companies chipping away at any sense of dignity in this field right now + any future turnaround = massive quitting in the future. Job jumping, etc. will be even more than it was in the late 90's.
And you HR/recruiters trying to get "revenge" on developers....shame on you. You'll pay for this in the future, so I wouldn't be so petty right now.
How is it that we have come to be seen as a liability?
Accounting. Your costs show up on the books attached to you. The benefits you produce, OTOH, show up on the books attached to the people you help. This makes you appear to be completely a cost center to the accountants.
When my team was hit (a couple months after I started), the only people to be let go were ones who'd been working in the system for a very long time. Our software is fairly complex (pictures lots of clients speaking a proprietary bidirectional protocol on top of TLS doing all kinds of stuff all of the time). After the initial shock and all went away (a week or so), we got a *lot* more done. After my team was cut in half, we have cut our average processing times in half about three times now while adding consistently adding features and we're enjoying ourselves greatly.
At my last job, we went from over 100 engineers down to about 10 and got an absolutely incredible amount more work done. It was all good team dynamics and not spending so much time teaching the other 90 guys how to write code, or worse, rewriting everything they did attempt...
I don't think I've stayed until 1900 a single time yet, however. I don't really see what it would gain me. I'm not going to be productive feeling trapped in the office trying to make an unreasonable deadline. Instead, we keep our deadlines reasonable, and we make them, and people don't complain about us leaving on time.
That said, I was supposed to have today off, but I might have to go in because I never set up VPN access and my team broke something today. Ugh.
-- The world is watching America, and America is watching TV.
Your company puts big heaping hunks of your money into 401k investment firms. In turn, these institutions talk to your boss's boss's boss and tel l them about "market expectations". When your company does not make it's earnings goals, they treaten to unload stocks, which would sink the price and your company. Your boss, and you too, have their savings wiped out.
This is why I did not buy into my company's 401k plan. It's good when it's good, but I got in at a market peak. Did the US economy really grow five fold in the 90s? No, it did not, in fact manufacturing and other important segments contracted as we sold our souls to Chinese imports. John Kenedy senior got out of the market when a shoeboy gave him stock advice. The year was 1929. Today, shoeboy is a troll and his alterego, streetlawer, will be happy to give you stock advice. I wish those two would do something interesting, their advice is evidence that they are underutilized and that we are all have less than we think we do.
The 401k "managers" second guessing my company and creating incentives for my bosses to get rich quick with bonuses, unrealistic expectations, and other silly games has undone many great companies. Look forward to more accounting fraud, bankruptsies and other badness. The last place I worked had it's "grateful" people working 12 hour days to keep their jobs but they got fired anyway. Something really stinks about that.
Friends don't help friends install M$ junk.
How about, everyone stated working becuase they didn't want to get the axe. Most peoples credit card bills, car payments, morgages, rent, hbo subscriptions, etc are enough incentive to make them work harder so they don't loose their job. Unlike a failing marrage, you can't get more money becuase you "were use to a higher quality of life". I'll do just about anything I'm asked with a minimum amount of fuss these days. Infact I'll do stuff I wouldn't have even considered taking on before, and I'll do it with a smile, just to keep the checks rollin in. Especially after you've watched friends and coworkers brave the current job pool. Talk about motivation. There you have it. Simply put, we have the same (maybe a bit more) work to do, but everyone's afraid NOT to do it. Almost as much as they are afraid to miss a ship date. I predict burnout will be a lot more frequent, and turnover may start to go up. Or maybe it'll just be career change.
Fewer Employees + Same Work = Higher Productivity
Fewer Employees + Same Work = Lower Morale
Lower Morale = Lower Productivity
Lower Morale + More Employees = Same Productiviy
Wash, rinse, repeat.
Kind thoughts do not change the world
here in 2001, Shoeboy told us that Open Source was dying and that Mozilla would never work and usability would never come from free software. Funy, I'm posting this from Mozilla on the most usable software I've ever owned, all free. So the advice was bad, but that's not the point. The point is that stocks are overvalued because there has been an incentive for them to look that way.
Friends don't help friends install M$ junk.
I think of crisis as:
Crisis = Review the past + Look for the Future + Make Decisions
A crisis means you cannot hope things to resolve themselves, nor that you can act like you are going to solve everything in a second. You have to understand what happened and make real but prudent decisions even though some people may not want the status quo to be altered.
unfinished: (adj.)
I just left a company not too long ago because, in my opinion, it was unorganized, poorly managed, and refused to give raises while the owners bought new BMWs.
I found that the job search-engines and staffing agencies are USELESS. Often you don't even get automated replies until several months after application.. if you get any reply at all.
I found my latest job by simply asking a co-worker if he knew anyone looking to hire. Within 15 minutes I had myself a new job. USE YOUR CONNECTIONS. The company I am now working with rejected me based on my CV, yet hired me with recommendation. (Regardless of having a strong CV).
Hypothetical example: It is easier to get a job with a recommendation from John Carmack than it is with 15 years of experience in game programming with Nintendo; who cares if you worked on Mario Bros if we never heard of you?
For those who may say that search engines worked for you, they worked for me too.. over a year ago, but not in today.
If you're wondering, I'm currently working in what I affectionately call the 'ghetto-hosting' industry.. budget webhosting, leased/dedicated servers and co-location. I do "Software Engineering/Programming and Unix Systems Administration".
...but I don't have time.
Shouldn't that be Same work / Fewer Employees = More Productivity?
Mmmm.. Donuts
They have two choices, fire everyone
Perhaps listen and realize that their job is to be the lubricant between the people who do the work and the customers.
The management strength is that you are all too cowardly to take a stand and maybe risk losing your job.
So people will work 12-16 hour days.
Yeah, sometimes this has to happen - deadlines, and the crunch, but when it's regular, you are doing more than one job and are getting underpaid for it. You can say no. After 8-10 hours, get up and leave. Your relationship to them is that you give them time, they give you money.
More, by you working longer hours, you are rewarding management for short sighted decisions, for laying off your coworkers, for suckering you into sacrificing your life for free.
There's a line between a slacker and someone going off and having their life. MGMT will mistake that line sometimes.
But, as Dear Abby might offer, while they have the whip, you are the one standing still for it.
The only true "revenge" you might have is when the economy turns a little and their talent bails. I enjoyed seeing a company I worked at "outsource" a lot of the network management stuff, the outsourcers took on all the (now ex-) employees, and cut their pay by 1/3rd.
2 months later, the top 60% of the talent was gone leaving a bunch of guys who didn't know how to plan, didn't know what technologies were on the rise, they mostly knew how to follow implementation instructions.
It's been 5 years, and the network doesn't work; the outsourcing contract is over and the company, once a leader is trying to fend off takover attempts and has lost lots of their customers.
Who told you that? The same idiot trying to prove productivity is up by micromanaging your hours? Did they also tell you how last year was "the best year ever"? Work you do that no one noticed until it was not done will now be noticed.
I'm sorry, but this big dog lead downsizing at big companies is clueless and likely to get rid of talent first. The "deadwood" has been there forever, and likely to sue for age discrimination. The fact is that most of the fire decisions will be made based on things previously considered "minor" problems that were easy to document. It's especially stupid when it happens in stable sectors of the economy, but somehow it's a national obsession. It realy agrivates me to see companies spend arms and legs on "security" and more silly Windoze software, trumpet their "best year ever" then turn around and fire people so that there will be enough money for your and your boss's bonus.
Friends don't help friends install M$ junk.
You obviously value your sanity too much to succeed as an artist.
Any sufficiently well-organized community is indistinguishable from Government.
Anyone who is reading slashdot and posting to slashdot from Monday to Friday during the hours of 8AM to 5PM doesn't have a lot piling up on their to-do list.
That's not neccesarily true. They might just be not acting responsibly.
I know sometimes I get this perverse need to do anything but what I'm supposed to be doing when things get tight schedule-wise. Goes all the way back to my college days.
SO YOU'RE GOING TO DIE: The Comic for Dealing with Death
The bottom line is the bottom line.
A stratification class I am in, demonstrated some rather alarming figures regarding the corporate elite, as compared to the corporate prole. In 2001, Lawrence Ellison made $706 million dollars for the year. Thats almost $2 million a -day-, 160 times that of the highest paid CEO in 1950 (Charles Wilson of General Motors). "The average CEO of a major corporation made $11 million in 2001, including salary, bonus and other compensation such as exercised stock options"
If workers pay increased with inflation, and productivity gains, average hourly earnings would be $21.71, not $14.33 that they are today. In fact, workers make on average, 9% -less- than they did in 1973, if you adjust for inflation. Minimum wage earners, earn 38% less than 1968 workers. "It takes more than 3 jobs at the minimum wage of $5.15 an hour -- $10,712 a year -- to support a family." Since the last minimum wage increase, Congress has raised their salaries by more than $16,400, and have another $5000 raise pending.
But I got off topic. The GATT, NAFTA, IMF and the World Bank are all attempts to allow the shipping of jobs to other, cheaper countries. It makes business sense to move that factory in El Paso, across the river to Juarez, and go from paying $8/hr, to $8/day for employees. Throw in corrupt officials, less stringent environmental controls, the dropping of benefits and retirement, and you have a vastly cheaper production cost.
Furthermore, if executives can shuffle more workload onto a smaller workforce, in an economy that has a large available workforce (too many of you damn CS ppl out there :), those who want to protest, can be replaced. So people bear the brunt, because they know they will be replaced. But People have no collective long-term memory. They remember when their skills were in demand, and they could set the bars that they wanted. Desks made from legos, workstations that pivot slightly over the course of the day, nerf guns strapped to their chairs, Aqua Joe in the water cooler.. People also got lazy. They knew that if they slacked off, the job'd still be there, because they were indispensible. Unfortunately, things changed.. and it seems that nobody remembers the 1980s. When there was struggle for the good paying jobs, and good paying jobs meant you worked your ass off.
Hell, computer professionals now get to realize the crush teachers have always felt. More and more work, without any added compensation.
Quotes are from a commentary by Holly Sklar, co-author of Raise The Floor: Wages and Policies That Work for All Of Us and can be reached via email: hsklarATaolDOTcom (she had it at the end of the commentary, so i figured i'd share)
creativity is the art of concealing your sources
After being laid-off and still owed a months back pay, my former boss tried to get some free productivity out of me.
Some people have a hard time understanding that when the paycheck stops I don't give a damn that the company's mail server crashed.
The two most common things in the Universe are hydrogen and stupidity. -- Harlan Ellison
My Oxford Concise English/Chinese dictionary, that is. The first character, wei, literally does mean danger. It also means imperil or dying. The second character ji has a number of different meanings: 1) machine 2) airplane 3) crucial point 4) opportunity 5) organic 6) quick witted.
So, yes, the equation is literally correct. It's just that to see the correct meaning of the two together, you have to allow for the multiple possible meanings. If you use meaning 3 of ji above, for example, you can see how the "crisis" meaning forms.
It's not unusual. Trying looking up a word in an English dictionary and you will often come up with a multitude of meanings too.
Yeah, I'm in the delivery business. I decided to boost productivity by selling off half our fleet. The trucks used to drive 55 MPH, and now I just have them drive 110 MPH. It's amazing how much more productive they are.
Donate background CPU time to fight cancer.
Pay based on seniority, not on merit
Merit shmerit. The commercial PHB's want young workers because they don't yet have families (overtime and distractions) and because PHB's pay attention to superficial things like icon-drags-per-minute rather than the things that experience helps with: long-term maintainability of complex software and the ability to spot bad vendor hype.
I don't know if unions are really the answer, but one thing I have noticed is that if you have no political power, you get stepped on by those who do. The big companies are lobbying like crazy to make it easier to hire or rent cheaper foreign workers. Congress is easy for them to buy.
If geeks don't find a political voice of some sort, we WILL get stepped on. It is simple as that. Be it jobs, digital/IP rights, etc. They are already stepping all over our digital/IP rights, what makes you think they won't somehow do the same to our careers? The writing is on the wall.
Table-ized A.I.
I've worked through 3 recessions. Each has been worse than the last. The last one was '90-'92. Every 2 weeks came an announcement of a couple thousand people laid off here or there. This go-round, the frequency of these announcements is about the same but the size is an order of magnitude bigger.
The personal computer pulled us out of the stagflated 70's and early 80's. The internet pulled us out of the early 90's recession. What's going to pull us out of this? Companies have hollowed out and sent manufacturing overseas during the late 80's, so it won't be that. They were unsuccessful in exporting tech work to the cheap labor so they imported cheap labor and brought it to the tech work. So, it won't be that kind of work that turns us around. I might add these last 2 changes are nearly irreversible. What is going to turn this economy around? Whatever it is, it ain't in sight yet. At the rate we're going, we'll be a 2nd world country before long.
Wansu, th' chinese sailor
Actually, even by the measure of dollars paid per dollars of product (the manager's idea of productivity), according to this Bureau of Labor Statistics report - productivity goes DOWN with layoffs.
Quote:"Information technology professionals have been working longer hours but achieving less throughout 2000 as the turnover rate has grown dramatically, according to a study conducted by the Stamford, Conn.-based IT consulting firm Meta Group. It found that information technology professionals in the United States are working an average of 2,157 hours per year, up 36 percent from 1999 levels."
That study is a bit out of date - 2000. But if we are working harder now - 2157 hours per year in 2000 is already an average of over 41 hours per week - without vacations. Didn't people die for the 8 hour day?
Productivity for whom? Working faster doesn't mean I like the code I'm writing, or that I'm able to do the best job I can on the servers I'm maintaining (just two right now as a consultant). The folks that are still doing tech support where I used to work are swamped and aren't able to do their job. Their customers are complaining but it isn't the lone customer service person's fault: management blew the business plan and the workers have to handle the heat.
. This sig unintentionally left blank. I meant to put something here, but I'm busy.
Excellent...
"Mind, as manifested by the capacity to make choices, is to some extent present in every electron." -Freeman Dyson
An HR Person and a Marketeer are doing lunch.
HRP: I don't know what to do about the incessant demands from Software Development.
M: Oh? What's wrong?
HRP: They keep asking for more people. A year ago, they needed a few developers, six months ago they needed a few developers, now they need several developers and a manager. They're driving me crazy!
M: Wow! What do they do with all those developers?
HRP: I don't know. shrug I never hire any.
(Dedicated to those companies that have listed the same jobs on their web site for over a year.)
One line blog. I hear that they're called Twitters now.
Well...
When it-department i was working at last year got cut down, we who remained had to work between 10 - 15 hours a day to keep up.
After a few weeks of that, you actually get *less* done in 15 hours than you used to do in 8.
So the idiot who cuts down to much actually ends up shoting him/herself in the foot.
You'll also alienate the emplyees and end up being hated by them.
Not that every person in such positions actually care what their personell thinks about them, but if you're a company in a small town, you'll eventually end up being unable to employ new staff, since rumors about bad companies spread quickly.
Anyway...
I got burned out in a couple of months and quit.
That was over a year ago now and I'm still not recovered.
But at least I didn't have one of those idiotic "can't work for competition" contracts.
Not that it would have mattered, since I got so tired of working with computers that I've decide to make a career change.
My tip is to quit *before* you get burned out.
It's a hell to get your act together again after it has happened...
/.Mattsson - My native language is not English, so please don't whine over linguistic errors. (That's lame anyway...)
they "sell off" their easiest asset to drop - the employees.
You can't 'sell' employees. Employees are a figurative asset, not a literal one. You can put them on your Schedule C. They don't appreciate or depreciate.
'Employees as assets' is a figure of speech. Do you understand that?
Most firms have a huge amount of slack between what they're paying for and what's getting done. And usually, there's a two to three employee cushion.
Just look at yourself. Are you posting during work hours? Or when you could be working?
And the end of your 'cycle' doesn't hold. When profits drop, shareholders want MORE costs cut. They sure as hell don't want to invest in more new employees. At least not here on Earth. Don't know about your planet.
Get some business books before you start talking about business cycles.
The opposite of progress is congress
Sorry, you have to quote Homer in order to get the Simpsons Karma Score Bonus.
Ah, okay, got it.
D'oh!
Having been in the IT field for 13 years, there is one thing that is clear. Most of us in IT work to live which is diametrically opposed to what the high ups prefer, live to work. Unfortunately, the high up eecutives are never or very rarely promoted from the ranks of IT. They are almost always from marketing. Usually, the marketing people also try to push the BS on us like dress codes.
Since I live here in Colorado Springs, one of the big employers is MCI-Worldcom. I worked there back in 1995/1996 for 8 months. The managerial structure always pushed for long hours including weekends. Colorado offers great recreational opportunities and went against what the executive wanted, you living to work.
There is a Wall Street Journal Article about the executives and marketing people in Wash. DC griping about moving software development to Colorado Springs.
"In Washington, I judged the productivity of my workers by how many pizza truck s showed up in front of our buildings at 6 p.m.," Mr. Ditchfield recalls.
But in Colorado Springs "the parking lot was emptying out by 4:30 p.m., and by 6 p.m. the building was a ghost town," says John W. Harding, a senior manager. "I was stunned." He says he and his fellow managers' came to expect transferring workers to show a 50% productivity decline in the months immediately surrounding their move, and a 20% drop after.
The slower pace was introduced, in part, by new local hires who required start-up time and who had strong family commitments and interests in the outdoors. "This whole notion of having a balanced life is something the Colorado people didn't just give lip service to," Mr. Pingho says. For MCI veterans, the mood was contagious. "I began to buy into that culture myself," says Mr. Harding, who estimates his average work week fell by about 15 hours. "If no one's there to work with, there's no point in being there."
Still-frenzied MCI marketers in Washington and Atlanta grew impatient and resentfu l, and began to go elsewhere to get projects finished quickly. That culminated in MCI's 1995 purchase of SHL Systemhouse Inc., a Canadian software-engineering concern that mirrored Systems Engineering's talents.
This article came out in April 1996, about a month after I got fired from there. In my last two months there, our management instituted very late afternoon meetings that went from 4 pm to 6 pm especially on Friday. That pissed me off. I usually took off for the weekend and wanted to get out at 1pm to beat the traffic and I am disciplined enough to put the hours in early to do that. When I was fired, one of the things they mentioned is I didn't make work #1. They mentioned that I had no ambition since I didn't work Saturdays. It was very similar to the movie Office Space. The article put it into perspective on why things happened the way they did. Management got pressure from the executives in Wash. DC to force people to make work #1 like the useless afternoon meetings.
They were definitely a live to work organization and they are in shambles today. I myself believe and live as a work to live creature.
When all you people bitching about your jobs finally burn out.....someone like me will be there to take the job and excel at it. So...go ahead and quit...get out of the field and sell ice cream or something (hey open a coffee chain...I hear they are going places) so I can go back to earning a decent wage and doing a decent day's worth of work.
You keep going until you die..."Me".
Productivitity is what means we can get more gadgets every year. The printing press made books affordable to the masses. Interchangable parts and the assembly line is what led to our modern world of cheap plentiful non-handcrafted goods.
Productivity is how much output we can produce per hour, as an aggregate. Now, the more we produce per hour, the more we can consume per hour of work. So, 10% more productivity accross the board means that my paycheck can buy 10% more goodies.
If GDP is a measure of the material wealth of a civilization, then it can only increase in one of two ways: More people working, or higher productivity.
With increasing productivity, EVERYONE wins.
The English word for cupbaoard is CUP+BOARD, but that does not mean I will always find a cup in there.
Karoshi: Death from Overwork
Lars T.
To the guy who modded me down from perfect to terrible Karma - Apple haters still suck
I got a few bones to pick with westerner's portraits of chinese characters:
1. The characters are BADLY written. It looks like written by a four year old who got hold of a pen brush. I know it doesn't matter to you dumb Americans, but do you like to see mispelled english quotations in foreign publications?
2. "danger opportunity" in Chinese is not "symbols", it is called "words". Would it be okay if I say the American "symbol" for ground beef + bread is called "hamburger" ? sounds wierd huh? It's your language, use it correctly.
Okay, get that off my chest.
--- You make things foolproof, and they'll find you a damn fool.
In nature, sometimes a forest fire actually makes for a better forest once it grows back.
At work, layoffs give the company the opportunity to rid themselves of people who are slow, in pissy moods all the time, uncooperative, and incompetent.
The people who eventually replace those let go are told what the new rules are and they don't have any preconceived notions of "the good times" before the new boss arrived, etc..
I hate the thought of layoffs, but sometimes I think that companies don't trim the fat often enough so it drags the company down because of lost productivity.
No, it does not - or I'd be Microsoft-bashing just like the rest of you .
I am of the personal opinion that if you go into something just for the money; then when the money is gone you will be gone and onto the next money-maker -- like pyramid schemes or something. Like I said; some of my contemporaries are ready to sell cars - more power to them to.
I think with the interesting people, their lives can't possibly be wrapped up into a nice little package.
The point here is, if there is enough work they will hire more people to do it. They just had no idea how much work needed to be done, nor how to apportion it, and got rid of enough people to force a proper reorganization. When you come up with too much and tell them, they should get someone to help. If they don't, tell us, and we'll short the shit out of their stock, because they're too dumb to run a business.
I find it curious that you aren't allowed to criticize something unless you have a substitute readily available. Saying "this sucks (and here's why), but I don't really know how to improve/replace it" is somehow wrong.
Well, actually, it isn't. It's perfectly okay to point out the flaws in someone's argument or theory. It is not up to the critic to make a better theory, it is up to those who claim they have all the answers to defend their supposed Omniscience. And let's face it: traditional Western economics is supposed to be the best possible solution to all the world's problems.
I guess pointing out how that is false makes one pretty unpopular with the masses that have invested in it. Those of us with less to lose should keep on hammering the point home. Screw the orthodoxy.
I've got a bad attitude and karma to burn. Go ahead. Mod me down.
In the article, this process is called a speed-up by the AFL-CIO, because it is more physically grueling for blue collar workers. For white collar workers, it is more mentally straining, as the people from this article say.
As the article said, for the companies things are good right now and getting better. But basically they are shafting workers who if things were in equilibrium would have those people back doing the workloads they had to pickup, or would be getting paid more. Neither is happening.
A lot of the posts here show a lot of economic ignorance. This works against all IT workers. IT wages dropped for the first time in a decade a few months ago, yet many people talk about how they're happy this is happening. This would only make sense if they're not doing IT but are an owner, or perhaps in upper management.
Microsoft, Intel, IBM, and so forth give millions a year to the ITAA to spin IT economic news in their manner as well as lobbying Congress. In terms of associations for IT people who figure out what's in our interest, most of the organizations are nascent - the Programmers Guild, CESO, Washtech etc. (not IEEE-USA which is a disaster). Our wages are being hurt due to not enough people discussing how financial matters affect our profession with each other, and so forth. This can be done in the aforementioned organizations, on mailing lists and on usenet. I have a web site that discusses some of this.
There is power in the word "no" -- and we, particularly we here in America where 'organized labor' has become a dirty word, have lost sight of it.
...who would be more wealthy if she said 'no' less often, but much less happy...
"No" as in "No, this schedule is unreasonable and I will not give up my vacation to meet these arbitrary, marketing department-driven deadlings."
"No" as in "No, I'm not available to work all weekend, just because the Quality Assurance group found all these bugs and they now need to be documented. I promised my daughter I'd see her in her first soccer game and that's a promise I mean to keep."
"No" as in "No, I've given you late evenings four nights already this week, the world is not going to fall apart if I go home ON TIME this Friday, because my spouse has prepared a lovely anniversary dinner and he'll be mighty pissed if I miss it... again!"
I'm serious. This 'higher productivity' bullshit has come at the cost of our lives and what's worse, we continue to pretend to think that sacrificing our lives for the almighty spreadsheet somehow will entitle us to the life of the wannabe dot-com neuveau riche.
It's rubbish. The whole game was rigged from the start, except perhaps for a few lucky 'lottery ticket' winners -- most of whom are either now broke (again) or have sold their souls to Beelzebub (aka the Almighty Dollar).
Technowitch
It doesn't matter - I *never* said that it meant Rat anything. I said: "People like to refer to it as Mouth of the Rat". Which is true. Listen to talk radio or pick up a copy of the Palm Beach Post and flip over to the Opinion or Accent section and see how many times you hear or read somebody sarcastically say "mouth of the rat" to refer to Boca.
Y'all can correct me all you want, but I lived somewhere around 23-25 years in Palm Beach county, and I know how people pronounce the term and how they refer to it. Out here in California, spanish names are still spanish. In Florida, the native population has spoken english for so long that the place names have migrated into different pronunciations. Rio on the St. Lucie River is "Riah-oh". I'm sure there are plenty of other examples.
And as another point of information, native Spanish speakers pronounce Boca Raton the modern way. I know at least three first generation immigrants from Cuba that use the "proper", anglicized pronunciation, even when speaking spanish. It's the name of the city.
--
Evan
"$30 for the One True Ring. $10 each additional ring!" -- JRR "Bob" Tolkien
I do not deploy Linux. Ever.
Post this on Mojolin.com! Also, put out flyers at tech colleges within driving distance. Don't get lazy with your hiring. You can find someone bright who fits the bill if you try. Most companies give it minimal effort and end up with an employee who barely pulls their own weight -- forget about profits.
Be descriptive. Go ahead and talk about quirks. Eliminate people in person, not on your advertisement. Also, be courteous to those who you do not hire. Tell them that they don't have the job in the same medium that they have used to contact you, and be frank and respectful with them.