Bullshit jobs are usually seen as an absence of optimization: firms don't get rid of their useless workers because that would require them to figure out who they are, and risk losing or demoralizing important people in the process. But alternatively, if bullshit jobs (and cover for bullshit jobs) are a favor to hand out, then they're more like a form of executive compensation: my useless underlings owe me, and I will get illegible favors from them in return.

What predictions does the bullshit-jobs-as-compensation model make, that differ from the bullshit-jobs-as-lack-of-optimization model?

22mr-hire1yWhen I tried to inner sim the "bullshit jobs as compensation" model, I expected to see a very different world than I do see. In particular, I'd expect the people in bullshit jobs to have been unusually competent, smart, or powerful before they were put in the bullshit job, and this is not in fact what I think actually happens. The problem being that the kind of person who wants a bullshit job is not typically the kind of person you'd necessarily want a favor from. One use for bullshit jobs could be to help the friends (or more likely the family) of someone who does "play the game." This I think happens more often, but I still think the world would be very different if this was the main use case for bullshit jobs- In particular, I'd expect most bullshit jobs to be isolated from the rest of the company, such that they don't have ripple effects. This doesn't seem to be the case as many bullshit jobs exist in management. When I inquired about the world I actually do see, I got several other potential reasons for bullshit jobs that may or may not fit the data better: * Bullshit jobs as pre-installed scapegoats: Lots of middle management might fit into this role. This could be viewed as a favor (I'll give you a cushy job now in exchange for you throwing yourself on the sword when the time comes.) However, I think the predictive model is to view it in terms of the Gervais principle: The clueless middle managers don't realize they're being manipulated by the sociopaths. * Bullshit jobs as a way to make people feel important: Lets say you have a preinstalled scapegoat. You need to keep them happy enough that they'll stay in their position and not ask too many questions. One way to do that for a certain type of person is to give them underlings. But if you gave them underlings with real jobs they could screw things up for the organization, so you give them underlings with bullshit jobs. * Another instance of this that I imagined might happ
12Benquo1yMoral Mazes claims that this is exactly what happens at the transition from object-level work to management - and then, once you're at the middle levels, the main traits relevant to advancement (and value as an ally) are the ones that make you good at coalitional politics, favor-trading, and a more feudal sort of loyalty exchange.

Do you think that the majority of direct management jobs are bullshit jobs? My direction is that especially the first level of management that is directly managing programmers is a highly important coordination position.

Jimrandomh's Shortform

by jimrandomh 1 min read4th Jul 201964 comments

This post is a container for my short-form writing. See this post for meta-level discussion about shortform as an upcoming site feature.