It’s simple really, a universal rule: “You get out of it, what you put in to it”.
This applies to stuff like LLM’s (shiity prompts give shitty output), but also to relationships and especially company-worker relationships. There’s this time old saying “The boss makes a dollar, I make a dime. That’s why I poop on company time”. So this is not something new.
What has changed is that companies have calculated the “pooping on campany time” into their calculations now. They expect their workers to deliver the least acceptable amount of effort. It is a calculated risk, a business model. So if you do that, you are just playing by their rules. Fuck their rules! Burn that motherfucker down! Organize! Show them that this is not how you treat people and that employees are people and that there are more employees that boss’s.
I do agree with the message overall, but the “You get out of it, what you put in to it” part is just another “you are responsible if you don’t get enough tips anyway” situation and is just not true.
I see how it can be interpreted that way, but that’s not how I meant it. It is clearly not flawless.
I meant it from the perspective of an employer. If you want a good workforce that puts in effort, a worforce of probkem solvers that want to help the company be th best it can be. Than you gotta put effort into those employees, offer them the oppertunities to be th best they can be, that includes things like a good base salary, security, support.
Sort of the difference between the Rhineland model and the Algosaxon model of organisation.
It’s simple really, a universal rule: “You get out of it, what you put in to it”.
This applies to stuff like LLM’s (shiity prompts give shitty output), but also to relationships and especially company-worker relationships. There’s this time old saying “The boss makes a dollar, I make a dime. That’s why I poop on company time”. So this is not something new.
What has changed is that companies have calculated the “pooping on campany time” into their calculations now. They expect their workers to deliver the least acceptable amount of effort. It is a calculated risk, a business model. So if you do that, you are just playing by their rules. Fuck their rules! Burn that motherfucker down! Organize! Show them that this is not how you treat people and that employees are people and that there are more employees that boss’s.
I do agree with the message overall, but the “You get out of it, what you put in to it” part is just another “you are responsible if you don’t get enough tips anyway” situation and is just not true.
I see how it can be interpreted that way, but that’s not how I meant it. It is clearly not flawless.
I meant it from the perspective of an employer. If you want a good workforce that puts in effort, a worforce of probkem solvers that want to help the company be th best it can be. Than you gotta put effort into those employees, offer them the oppertunities to be th best they can be, that includes things like a good base salary, security, support.
Sort of the difference between the Rhineland model and the Algosaxon model of organisation.
I feel like you should append your prior comment with this good clarification!
Ah yeah that makes more sense