Summary of the Key Points
The central argument of this article is that the invisible contributions made by men—such as driving, lifting heavy objects, repairing household appliances, and handling various workplace tasks—are significantly underestimated. In particular, the "underlying role" that honest individuals play in maintaining organizational relationships is almost entirely overlooked. The article uses concepts like "market pricing" and "organizational redundancy theory" to illustrate that these masculine activities, which have clear market value, are not discussed as extensively as women's invisible domestic chores. It also points out that honest men, who are willing to make sacrifices in the workplace, act as a "buffer" that contributes to the smooth operation of organizations, and companies' preference for them is closely related to this fact.
Detailed Analysis
1. Invisible Contributions by Men: Valued by the Market but Not Recognized
You might often hear discussions about the extent of women's "invisible domestic chores"—for example, delivering parcels being broken down into separate steps like "picking up," "carrying," "opening," and "disposing of trash" to emphasize their contribution. However, many of men's tasks have clear market values that are not recognized:
- Driving for an hour: Fast rides cost 80-120 yuan, with additional fees during peak hours;
- Lifting heavy objects: Regular moves cost 50 yuan per trip, while larger items (like pianos or refrigerators) cost an extra 200 yuan;
- Repairing computers: On-site services cost 30 yuan, and reinstallation of systems around 100 yuan. These prices are readily available on platforms like Meituan and ride-hailing apps, indicating that these tasks are valuable. Yet, why aren't men's contributions discussed in the same way as women's household chores? The article suggests that progressive ideologies focus solely on women as "vulnerable groups," while traditional narratives about men (such as "what big men should worry about lifting a few objects") still prevail.
2. Honest Men in the Workplace: The "Invisible Glue" That Holds Things Together
Workplaces always have individuals who are of average ability but are willing to do tasks like carrying water, sweeping floors, working night shifts, setting up events, and adjusting schedules at any time. You might think they are not very capable, but experienced people understand their importance as the "backbone" of a team:
The article explains this with the concept of "organizational redundancy": These men may not directly contribute to production, but their willingness to make sacrifices creates a "tolerance for errors" within the organization. For example:
- When the elevator is overloaded, an honest person will step down voluntarily, avoiding a ten-minute standoff;
- At exams, they will set up power outlets without complaining about the distance of their seats, ensuring a stable internet connection.
Without such individuals, organizations would face internal conflicts—everyone would be reluctant to make sacrifices, and even small issues could cause significant delays.
3. The Rise of Conflict When There Are Fewer Honest Men
In the past, many honest men would help women with luggage without being asked for thanks or in exchange for anything. However, with fewer such men available, women now have to ask for help or rely on teachers to mediate. This leads to conflicts:
- When teachers request help from men, it acknowledges their contribution, which they may feel morally gratifying (e.g., "You're so helpful");
- Women, on the other hand, are reluctant to admit they owe a favor and may argue by saying things like "It's a privilege to enter the girls' dormitory" or "The cameras invade our privacy."
Essentially, women have become accustomed to receiving these services for free and find it difficult to acknowledge the value that men provide.
4. The Pitfalls of All-Female Organizations
The article argues that all-female organizations are prone to failure not because of low productivity but because no one is willing to make sacrifices or take responsibility:
- No one volunteers to move new drinking water for the company;
- Everyone competes for the best prizes at annual meetings;
- No one wants to work on experimental projects for fear of being blamed.
In reality, companies cannot detail every aspect of their operations in the rules; someone must be willing to compromise. If everyone is overly concerned with personal gains, organizational relationships become fragile, and minor issues can lead to significant disruptions.
5. Why Companies Prefer Men
Companies don't just need men for their physical strength but also for their ability to act as a "buffer":
Hospitals can hire female nurses and dedicated movers, but why do they also hire male nurses? Because male nurses not only have more strength (which is useful for moving patients) but are also willing to take on additional responsibilities, such as working night shifts and running errands.
Companies value honest men because they:
- Are willing to participate in experimental projects even when there are no immediate benefits;
- Can endure unfair system arrangements (like working unreasonable night shifts);
- Will make concessions to reduce internal conflicts.
These "underlying roles" are crucial for organizational efficiency, especially in large companies that fear internal strife. Honest men (who are often male) play a key role in preventing such issues.
Conclusion
The article ultimately wants to convey that men's invisible contributions are not something taken for granted but have real value. Honest men who are willing to make sacrifices are the foundation of organizational stability. The market has already provided answers through pricing and recruitment preferences, although we may not have noticed them before.