The term “third world” is no longer in use. The correct term now is a “developing nation.”
Yes, the US has been considered a developing nation since 2022.
In its global rankings, the United Nations Office of Sustainable Development dropped the U.S. to 41st worldwide, down from its previous ranking of 32nd. Under this methodology – an expansive model of 17 categories, or “goals,” many of them focused on the environment and equity – the U.S. ranks between Cuba and Bulgaria. Both are widely regarded as developing countries.
The U.S. is also now considered a “flawed democracy,” according to The Economist’s democracy index.
You do realize that their money doesn’t go back into the economy when they die, right? They have living wills. It just makes someone else a billionaire. It’s not like you can kill a billionaire and all their money spews out like Sonic the Hedgehog’s rings.
You’re right in this case. He has to wait for Trump’s tax plan to end before his can go into effect. Trump’s tax breaks for the working class ended in 2022, but the breaks for the wealthy don’t expire until 2025. Tax proposals have to meet budget requirements, and someone had to pay for those breaks for the wealthy and corporations.
Exactly right. Server paychecks are barely worth the paper they’re printed on. I served ~25 years ago, when minimum wage was $5.15 per hour in NY. I’ll never forget the weekly paychecks for less than $10 kicking around my place from tip allowance and card advances.
That’s fine if that’s how you like to work. All I’m saying is if an employee is silently quitting by doing the same work but shows less engagement/low morale, the solution isn’t for the manager isn’t to shrug their shoulders because you can’t fire them. That implies the manager’s goal is to terminate due to low performance, which is really shitty leadership.
I said this in another thread, but I’m not criticizing quiet quitting. I’m criticizing the managers’ response to it. If your employees are meeting expectations but unhappy, you should try to improve their work life, not shrug your shoulders because you don’t have a reason to fire them.
It doesn’t matter if they’re meeting or exceeding expectations. Performance is measured independently of morale and engagement. If you meet expectations, but you’re unhappy at work, a decent leader will ask why and try to make your work life better.
I’m on your side, but you keep missing the point. If you’re in charge of people that need to do a job, and while they are getting the work done, they seem miserable. Wouldn’t you give enough fucks to find out why? Standing there and saying, “well I can’t fire them because they’re doing the work” is the real problem. Not the definition of engagement.