[d0gbread]

> actually do create economic value

This is just another opinion though; an opinion based on generalizing value on as broad a dataset as individuals across an economy. The author may be right in some cases, but so might be many employees. What's still missing from this conversation are methodologies for identifying and articulating individual value from leadership, down to the individual whose job it is.

One possible solution (from my own career perspective) is solving a rampant issue with "management" being a step in a career path rather than a career in its own right, promoting functional employees based on tenure rather than their ability to manage (and manage _people_, not projects and tasks). In practice, this results in micro-managing at the expense of vision, creative freedom, and general flow, replacing it with anxiety across the board and employees slipping into a "peace and pay" mindset (or worse yet, hopping jobs every couple years as is the trend, only to experience similar conditions).

At the end of the day, no one wants bullshit jobs. So whether that's remedied via better management, or molding it into a better job, some kind of action needs to address this considering how much Graeber’s original article resonated with, well, far too many people.