> Yet we have an inherited notion that it is deeply sinful to survive without working hard for it, and equally sinful for many to prosper while few labor. As a

> Yet we have an inherited notion that it is deeply sinful to survive without working hard for it, and equally sinful for many to prosper while few labor. As a result we must endlessly invent placeholder positions for people to fill (all of those second assistant deputy administrative oversight whatever jobs that let people show up and pretend to be useful), lest they have no "work" to do anymore and thus no claim to a share of the production capacity. I agree that the US has a widespread cultural belief in the virtue of work and the sinfulness of laziness. That said, I don't think it's quite as simple, or as centrally planned, as you're making it out to be. When a company hires a lot of people into vague roles that don't really add much value it more often than not seems to be driven by ego and power struggles among existing employees. For example, a VP who is anxious about seeming important and also eager for a promotion might hire a big team of lower level managers whose work adds dubious value because overseeing a team of 100, including several layers of management, is often seen as more impressive (and a better qualification for senior leadership) than overseeing a team of 10 - even if that small team is super efficient and gets just as much work done. And while the efficient 10-person team leader is probably a better manager and better-suited for executive leadership overall, there is some logic behind promoting the person who built out an unnecessarily large team. Leading a larger group of people with lots of layers is a distinct skill, and one that is pretty hard to practice. The person with the big team at least has done it before. Hiring a lot of useless roles is kind of like dressing for the job you want, on the company's dime. In any case, I think these kinds of personal and organizational dynamics are a much bigger driver of fluffy, low-value-add jobs than any kind of feeling of cultural obligation to provide employment to middle managers.