Does PTSD dissipate the further your separation from MTV becomes? - Production Micron Technology Employee Review

A legacy parts producer with a limited shelf life that no longer budgets for employee appreciation. The company remains nearly 85% male and this sexism is furthered by promoting men to lower management positions from strongly male dominated cultures who may not even be aware they tend to promote men before women. Micron has been working to reduce redundancy and non value tasks in Fab positions, but rarely rises to middle management jobs. Currently workers at the bottom of the production chain have picked up the off load of jobs from both the process and the tool sides. MT's are now very few with generally double the workload they started with, but very very minimal increase in pay. No one knows how much work came actually correctly completed in one 12 hour shift. It seems like a strange strategy for cost cutting. Employee headcount goes down to bare bones causing their workload to increase even more, which leads to greater risk to the product and lower tool efficiency. Does eliminating low end low paying jobs save enough money to offset scrapped wafers and loss of tool production time? Even when you consider these employees are doing double duty for essentially the same pay rate? Wouldn't retaining low cost labor instead provide an opportunity for a better distribution of work which could easily translate to less human scrap and less lost production time for tool malfunctions? Last, it doesn't matter how hard you work, how much you know, how well you document your development, if you ask for additional responsibilities or for development opportunities to benefit your performance. There is just one person, one person who can either help you get where you really want to go or make your life so miserable you can't even let it go once you've left for the day. They can count on your participation, use you to any extent they need, but toss you off the bus solely because they like someone better, and I've seen people go just because a manager has to chop heads, and he personally prefers someone else. How in 2017 can an international company hope to succeed when it doesn't even realize that from the top down, they promote managers who chooses employees not for their value to the company, but in a personality contest.