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These days, an engaging leisure choice is a show set in the past depicting Manhattan's elite in the Gilded Age. One storyline casually mentions industrial employees going on strike for the concept of “888”: eight-hour periods each of work, sleep, and recreation.

This demand was far from revolutionary in the 1880s. The motto, linked to social reformer Robert Owen, dates back to 1817. Even earlier, a 16th-century law restricted construction workers in the Americas to reasonable hours.

What might Owen or Philip II of Spain think of “996”? This phrase describes being on the job from 9 a.m. to 9 p.m., six days a week – totaling 72 hours of grind. Originating in the tech sector in China, 996 was once described as a “blessing” by an influential business leader. Yet, employees in China objected, voicing opposition digitally and successfully pursuing court cases versus their bosses.

Today, 996 is resurfacing – although it never went away. Sources show that workers in different fields are expected to work 12-hour days. Within tech hubs, embracing the 996 model is considered key to advancement. Employment ads explicitly mention absurdly long hours and stress that job seekers need to be thrilled by the idea. Some recruiters are instructed that an openness to endure such hours is non-negotiable.

A news source proclaimed that overwork ethos is making a comeback and grindier than ever. A founder captured the philosophy as: “No drinking, no drugs, 996, lift heavy, run far, marry early, track sleep, eat steak and eggs.” Another shared about often being through the weekend and doing their best work during odd hours.

Numerous observers don't understand by this trend. Didn't we collectively moved away with overwork? Positive outcomes from four-day week initiatives prove that almost every participating companies opted to keep the new schedule. Observing global examples, balanced approaches to work that reconcile personal and professional duties may not reduce efficiency and frequently result in more content and well-rounded people.

For instance of the Netherlands, where the average working week is about 32 hours. Although they work less, this state remains economically outperforming other economies and stands high in the most recent global well-being index.

Furthermore, there is talk of growing work-agnosticism, particularly with youth. Studies from major firms showed that personal time was listed as the key consideration in choosing an employer. Unexpectedly, this aspect surpassed salary in worker preferences.

So what does there exist renewed, harsh embrace of grueling schedules? A couple of ideas could account for this trend. Initially, it could be the dying breath of a fading philosophy – an “extinction burst” as it winds down. Alternatively proposes new studies indicating that excessive work can cause cognitive shifts. Research conclude that overworked individuals display notable differences in brain regions related to decision-making and mood management. Observing a few famous figures in tech, such a conclusion seems plausible. Maybe people with such brain changes could think that this work culture are healthy or productive.

Since innovators typically embrace novelty, perhaps their influenced minds could be convinced that extreme schedules are old hat through audacious alternatives. But what would be accepted? People imagine reduced schedules, not far from a scholar's once-predicted 15-hour workweek. Others propose a balanced mix of work to rest, or spending a short time onsite and additional days on personal pursuits. Perhaps with a catchy name and claims that it enhances life, such concepts might emerge as the next big trend in high-pressure sectors.