Employer-employee polygyny

At the moment you show up at your job interview, you lost. Even if you pass, you will be herded into a team of interchangeable, disposable people of “teammates”.

Your employer will have many of you, while you will have only one master, and only one single source of income.

This one-to-many relationship is very similar to polygyny. By definition:

Polygyny (/pəˈlɪdʒɪniː/; from Neoclassical Greek πολυγυνία from πολύ- poly- “many”, and γυνή gyne “woman” or “wife”)[1] is the most common and accepted form of polygamy, entailing the marriage of a man with several women.

The one-to-many relationship model is obviously favors the employer. You are replaceable, disposable the moment as you start. Your employer will try to get as many of you as much it’s possible to make sure everything will remain operational at all the time, and there are always enough human resources allocated to run the business.

But most importantly, the one-to-many relationship also takes out all bargaining power from the hands of the employees.

You either accept what you have been offered to as it is, or you are out — the “team” can and will replace you at any point. They will also throw you under the truck any time, as their life depends on the same single source of income from the same master, just as yours.

Older and more experienced employees are often guarded against their teammates. Modern management knows this, that’s why they are often organizing “team building” events with a single goal: to lower the employees’ guards and to make them vulnerable in front of each other. Once they are vulnerable in front of each other, it’s a common practice to promote one of them as a “manager” above the rest of the team with one single request: as a first assignment, terminate the least obedient ones to prove their loyalty and to get that promotion. This makes it very understandable why and what kind of people are getting into management.

Once the “team” is formed, none of the employees could have any real bargaining power to ask for favorable payments, treatment, or anything, other than the bare minimums required by law.

In the other hand, most of the times you are absolutely not allowed to work for other employers in the same time — sometimes you even have to stay away even from the industry for 5 more years.

And this is one of the major reason why most companies still prefer the employees to work from 9–5, on site, as tightly supervised employees; even if you have nothing to do, you have to stay on the premise as idle. You are not paid by your projects, you are paid by your dependability. Why is that?

When you have to stay 40+ hours in the premise, even when you have nothing to do, the likelihood that you will be able to work on any other projects will be close to zero, which will make you highly dependent to your current employer.

A two or three days workweek would greatly increase the chance that an employee could say “no” to management authority, and still could get through the month easily without instantly being cut off entirely from a single income source.

A 2–3 days workweek would give power to the employees.

This is why the obsolete, outdated and inefficient 40 hours, 9–5 “full time” workweek is still in place; it further ensures that employees will be absolutely exhausted & tired to even think about doing any further activities outside of work. In their free time they will barely have time to complete their own duties, taking care about their homes, clothes and health. 9–5 “full time” is a simple tool for social control, in the hands of employers.