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No superstars are not the class envy. IF and that is a big IF, they have the nature and personality to be friendly and work as a team.
The people that cannot find jobs and it will get worse in the future, are the introverts who like to work alone, and not be friendly and work well with other team members.
We keep seeing posts by people that don't want to work close with other people, do not want to socialize with other employees, and just want to be left alone to do their own work. They keep complaining they are so good, people are afraid of them, and cannot get past an interview.
They say they keep getting turned down, even if they are better educated, more experience, and smarter than the other people that get the job.
They simply cannot accept the fact, they are not team players, and in the modern workplace they do not fit in, and it will get harder and harder for them to find jobs in the future.
No superstars are not the class envy. IF and that is a big IF, they have the nature and personality to be friendly and work as a team.
The people that cannot find jobs and it will get worse in the future, are the introverts who like to work alone, and not be friendly and work well with other team members.
or, like in 90% of the cases, they are falsely accused of not being team players, while in reality the accusers have ulterior motives (like seeing them as a threat to their own status).
I propose a solution: the more productive team members' responsibility is the extra productivity, and the less productive team members responsibility is to break the ice. The problem is the less productive (useless) employees believe that the productive guy is the one who has to make the effort to befriend them (suck up to them and apologize for threatening their careers with his good performance), as they already resent him for being so successful. You see, the high performer may be a slight introvert, but the lack of team cohesion is the fault of the non-superstars. They are lying parasites.
Basically the superstar does not have to suck up to you, you have to suck up to the superstar. What you are doing instead, is to drive the company into the ground and conspire against "better man than you" in serving your ego.
Remember this: If you are not a superstar, neither you are willing to support a superstar in economic value creation, then your value is zero. A team of zeroes is a big zero, useless. If the superstar in your team is not comfortable hanging out with you, then it is your fault, as that is the only useful thing you could have done, making a superstar feel more included. Feeling included is not an entitlement for everyone, it is a common good if superstars feel included. Other peoples feeling of inclusion is not a legitimate concern.
Remember sports teams. Unless they have the full support and backing of the rest of the team, they will never win a game.
Same goes for a team in the business world, A real superstar working in a team of say 10 that wants to sit in a corner cubical by them selves doing their job by themselves, will not be able to match the combined effort of the other 9 people, each almost as good, each with different talents that combined working together exceed the knowledge and ability and experience produce more working together, produce it faster, and with less problems in the final product than any lone wolf super star, who cannot match or exceed the combined people almost as good working as a team.
I have a woman relative that just retired as head of HR with one the worlds largest IT firms, working at one of their largest facilities, recently told me. She has sat in meetings with department heads, and at conferences, as they developed the team method of operation, and test after test has proven the new system, produces the finished product, better, faster, and at a lower cost than in the past.
She said, the corporate brass, says no matter how much education, experience one has, if you cannot work as a team member, you are not going to make the cut.
Don't believe me, read all the posts by IT highly educated, lots of experience, job seekers that have sent out often more than 100 applications, with numerous interviews that cannot get a job. They complain that people with less knowledge and experience are the ones hired.
They simply cannot accept the fact, if they are not a people person, with a good group personality at the interview, they just blew their chance to get the job.
As explained to me.....In today's job market, with a shortage of applicants, a well educated experienced applicant that cannot get a good job after numerous applications, and interviews simply does not have the personality and attitude to fit into the changing workplace.
As they say....If you want a job get with the program, and learn to fit the workplace of the future, and quit trying to hold onto the past.
Remember sports teams. Unless they have the full support and backing of the rest of the team, they will never win a game.
That is some kind of logical fallacy. Of course they need the team, but the team does not have equal stake in winning the game. Socialism is based on this fallacy. https://rationalwiki.org/wiki/Genuin...nificant_cause
You keep repeating the same thing, about the unicorn non-existing non-team players. It is almost always made up, by liars, instead of saying up front that they don't like the guy as he is better than they are. Egalitarian fraudsters dont like a guy who is better than them. Then if the fraudsters refuse to work with the superstar, refuse to assist him, then superstar has no choice but doing the work by himself. The decision of not working together most of the cases was made by the mediocre/incompetent fraudsters, not by the superstar. It is not an ability to work with other people, everyone can do it, it rather just popularity. You are blaming the victims of ostracism, just like school bullies.
You claim superstars don't match the combined efforts of 9 team mates. That is false, an arrogant lie. It is the other way around. PRICE'S LAW states that the square root of people produce half the economic value, at a company of 100 it is 10 people, while 90 do each 1/10 as much as a superstar.
The statistics made up by HR using junk science as charlatans, to prove their own fake usefulness. It is a fraud. HR is a fraud, their tests are toxic junk. Those findings cannot be true. I worked at 5 companies so far, and the ones with more team work was the slowest RnD, highest cost, with the most mediocre product full of bugs. It is a lot of effort wasted by productive people to handhold nonproductive employees so they can feel included. As I mentioned market distortions (QE, stock market, monopoly status...) maintain revenue with decreased performance, that is misinterpreted by incompetent people as a success of the method. They make more money DESPITE their bogus system, not because of it. Watch the move "the big short". The main characters determined that the financial companies have to go bankrupt, after correctly revealing their fatal flaws, but the companies kept going on for one more year, until the 2008 crash.
Most of the middle managers dont know what they are talking about, they are a dead weight that is counter productive, while they give each other bonuses. See the banksters after 2008, no remorse or shame at all.
If you are not a superstar and you are not working with to assist a superstar, then the economic value you create is zero. The purpose of employment is to create and maximize economic value creation, not to sit on fruitless meetings where they invent junk science to justify their own careers.
"each with different talents" - Most people have zero talent. Mediocrity and incompetence are not talent. HR overused the term talent for something unrelated.
" the other 9 people, each almost as good, each with different talents that combined working together exceed the knowledge and ability and experience produce more working together, produce it faster, and with less problems in the final product than any lone wolf super star"
- that is a lie. And the correct comparison is not with a lone wolf superstar (that people like you invented), but with a team that is built around a superstar. If a superstar is forced to be lone wolf, it is not his fault, but your fault, as you purposely undermined his career for your own personal selfish reasons. If you ostracise someone with your obvious visible contempt to them, then you have no right blaming them for not hanging out with you. When you and your group of friends gang together to create a mob, to more effectively remove superstars, then it is all your fault. If you have no skills, then at least you could make the environment more bearable to those who create the economic value at your company, help them to access resources and so on. If one or many team members refuse to be nice and cooperative (not demanding, condescending) towards the superstar, then those one or many team members need to be fired, not the superstar. Socialist thinking is to remove the smaller group in case of conflict (even a group of 1 person), but that is a complete failure of understanding business, it is egalitarian. You have to remove the less productive group, even if its numbers is several times higher. HR and many corporate managers are this failure all the time, they dont care about financial success of their employer, or dont understand it. That guy you rejected, is worth more than your whole team combined.
Another fallacy that you and HR "professionals" make is the straw man argument.
You are seemingly comparing "team work" with "lone-wolf-ism" (that you invented).
Their real names are "egalitarian team work" vs something non existent.
The real comparison should be between "Star team work" (built around superstars) and "Egalitarian team work" (where superstars forced out).
The lie you are pulling is to equate superstars with lone wolves, and apply that lie every time a superstar might enter your team turning it from egalitarian type to star type.
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