> But when there's a conflict, the employer's goals should take priority. Employees don't need to blindly follow the pre-existing structures, rules, dynamics,

> But when there's a conflict, the employer's goals should take priority. Employees don't need to blindly follow the pre-existing structures, rules, dynamics, and culture of their workplace 100% of the time, never attempting to modify them. It is possible to change these things, both in small and in large ways. Sure, efforts to make large changes are probably not successful the majority of the time. But change does occur. An employer is an abstract entity composed of humans. Who else can change the nature of this entity but the humans who make it up? And small changes, while seemingly insignificant, can add up over time in a very meaningful way. One can also vote with their feet and leave if the clash of values is large enough. This requires having other options or resources, but for those with the option, it is a powerful way of making a statement.