The Persistence of “Bullsh*t Jobs” in Modern Companies

Bullsh*t jobs, by David Graeber

In his provocative book, “Bullshit Jobs” David Graeber explores the proliferation of meaningless work and the societal and psychological consequences that follow. Despite advancements in technology and productivity, many modern companies continue to employ individuals in roles that seem to contribute little to the bottom line. This article aims to shed light on the persistence of such “bullshit jobs” in today’s corporate world and discuss situations where these jobs might actually serve a useful purpose.

Introduction

The concept of “bullshit jobs” was brought to broader attention through David Graeber’s insightful analysis, and I was introduced to his idea by Rutger Bregman, the author of “Utopia for Realists.” Realizing that we are not utilizing productivity as we can and that as we develop as a technological society we have more and more “waste” (in productivity). Understanding the existence of bullshit jobs allows us to better challenge the status quo and identify opportunities for work optimization. By recognizing and addressing these roles, we can strive for more meaningful and productive employment across various industries.

Understanding “Bullshit Jobs”

Graeber defines a “bullshit job” as a form of employment that is so completely pointless, unnecessary, or pernicious that even the employee cannot justify its existence. These roles often involve tasks that are redundant, unproductive, or purely bureaucratic. Common examples include:

1. Middle Management Positions: Layers of management that exist solely to oversee other managers, adding no direct value to the company’s core activities.
2. Administrative Coordination Roles: Jobs that involve endless meetings, email chains, and reporting that do not lead to tangible outcomes.
3. Corporate Compliance Roles: While some compliance is essential, excessive regulatory roles can become overblown, creating paperwork without significant impact.
4. Public Relations and Branding Jobs: Though branding and image are important for companies, some do have positions focused more on image management and less on substantive contributions to the company’s mission or products (e.g. marketing for public utility company?) Adding value?

The Impact on Companies

The existence of bullshit jobs has several detrimental effects on companies:

1. Wasted Resources: Paying salaries, benefits, and overhead for roles that do not contribute to productivity drains financial resources that could be better allocated elsewhere.
2. Employee Morale: Individuals in meaningless roles often experience low job satisfaction and disengagement, leading to higher turnover rates and reduced overall morale within the company. Even those in productive roles are demotivated by the existence of such unnecessary roles.
3. Stifled Innovation: A bloated bureaucracy can stifle creativity and innovation, making it harder for the company to adapt to changing market conditions and technological advancements.

The Hidden Utility of “Bullshit Jobs”

Interestingly, there are situations where what might be considered a “bullshit job” serves a useful purpose, either for the organization or for society at large. One notable example comes from the military. Soldiers are sometimes assigned seemingly pointless tasks, such as collecting leaves by hand or cleaning tanks with handkerchiefs. These tasks serve to keep soldiers occupied, maintaining discipline and preventing the potential issues that can arise from having too many idle men in one place.

This principle can also apply to society and the corporate world. Here are a few ways in which “bullshit jobs” might be beneficial:

1. Social Stability: Keeping individuals employed, even in roles that are not highly productive, can contribute to social stability by reducing unemployment rates and providing a sense of purpose.
2. Skill Development: Some seemingly pointless tasks can actually help individuals develop discipline, attention to detail, or other soft skills that might be beneficial in more substantive roles later.
3. Organizational Cohesion: Busywork can sometimes serve to integrate new employees into the company culture, providing them with time to acclimate and understand the organization before taking on more critical responsibilities.
4. Mental Health: Having a job, even if it’s not the most fulfilling, can provide individuals with structure, social interaction, and a sense of identity, all of which are important for mental health.

Why Do Bullshit Jobs Persist?

Several factors contribute to the persistence of bullshit jobs in modern companies:

1. Institutional Inertia: Large organizations often struggle to eliminate redundant roles due to deeply entrenched bureaucratic structures and resistance to change.
2. Managerialism: The belief that management itself is a key driver of success leads to an overemphasis on creating and maintaining management positions, regardless of their actual necessity.
3. Social Expectations: Societal norms and expectations about work and employment contribute to the continuation of roles that provide a sense of status or security, even if they lack substantive value.
4. Job Creation Policies: Governments and institutions may promote job creation as an economic goal, sometimes leading to the proliferation of low-value roles.
5. Revenue Assurance: Corporations where revenue is guaranteed, such as telecoms, big pharma, or companies working for various governments, are more susceptible to bullshit jobs. These organizations often have less pressure to optimize efficiency and can afford to maintain redundant or low-value positions.
6. Milking the Brand: Companies that are “milking brand” on “old glory” also tend to harbor more bullshit jobs. These firms rely on their established reputation and historical success, which allows them to be less aggressive in trimming non-essential roles.

Addressing the Issue

To tackle the issue of bullshit jobs, companies can take several steps:

1. Organizational Audit: Conduct regular audits to identify and eliminate roles that do not add value to the company’s core objectives.
2. Streamlined Processes: Simplify processes and reduce bureaucratic overhead to ensure that every role has a clear purpose and contribution.
3. Focus on Outcomes: Shift the focus from activity to outcomes, ensuring that each position is aligned with tangible goals and results.
4. Employee Empowerment: Encourage employees to contribute ideas and feedback on how to improve efficiency and eliminate unnecessary tasks.

Furthermore, big corporations of today are more like states of the yesterday, hence, becoming more and more inefficient.

Conclusion

The persistence of bullshit jobs in modern companies is a complex issue rooted in historical, social, and organizational factors. While these roles often seem pointless, they can sometimes serve hidden purposes that contribute to organizational or societal stability. By recognizing and addressing these roles, companies can improve efficiency, boost employee morale, and better allocate resources towards meaningful and productive activities. David Graeber’s work serves as a critical reminder that not all work is created equal, and that striving for purposeful employment is essential for the health of both individuals and organizations.