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These days, one popular cultural comfort option is a period drama depicting New York's high society in the Gilded Age. One storyline casually mentions factory laborers going on strike for what they call “888”: equal parts dedicated to work, sleep, and leisure.

This idea was far from new in the 1880s. The slogan, coined by visionary thinker Robert Owen, originates from 1817. Even earlier, a centuries-old Spanish ordinance restricted laborers in the New World to reasonable hours.

How would Owen or a ruler from the past make of “996”? This term refers to being on the job from 9 a.m. to 9 p.m., six days out of a week – totaling 72 hours of relentless effort. Starting in the Chinese tech industry, 996 was once described as a “blessing” by a well-known business leader. However, laborers disagreed, mobilizing online and successfully pursuing labor disputes versus their bosses.

Today, 996 has returned – although it remained in practice. Evidence suggests that employees across industries are required to put in long shifts. Among startups, adhering to the 996 model is viewed as key to advancement. Recruitment posts explicitly mention grueling time commitments and indicate that applicants need to be thrilled with the opportunity. Hiring managers are told that an openness to commit fully is mandatory.

A news source announced that hustle mentality has returned 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 wrote online about routinely working during days off and achieving greatness after dark.

Numerous observers find it confusing about this shift. Hadn't we collectively moved away with the grind mentality? Positive outcomes from reduced-hour experiments demonstrate that the vast majority of trial members chose to continue the revised hours. Looking abroad, more enlightened labor practices that reconcile family, community, life and work don't always reduce efficiency and can create more content and well-rounded people.

Take the case of the Netherlands, with an average workweek is approximately 32 hours. Even with shorter hours, this state remains doing better than other economies and stands high in the most recent global well-being index.

Additionally, discussions abound of growing work-agnosticism, notably in the new workforce. Surveys conducted by well-known organizations revealed that work-life balance was listed as the key consideration when picking a job. Unexpectedly, this factor surpassed compensation in importance.

How then are we seeing fresh, extreme push for excessive labor? Some hypotheses could account for this trend. First, it could be the dying breath of a declining mindset – an “extinction burst” before it disappears. Alternatively points to recent research indicating that overwork leads to brain changes. Evidence conclude that people who work too much display significant changes in brain regions associated with decision-making and feelings control. Considering a few famous tech leaders, that idea appears credible. Only individuals with cognitive differences could think that such a schedule are healthy or productive.

Given that industry insiders typically embrace new ideas, maybe their overworked selves could be convinced that extreme schedules are outdated through audacious alternatives. Which ideas could work? People imagine reduced schedules, which is close to an economist's idealized 15-hour workweek. Others propose a specific ratio of tasks to downtime, or dedicating one day in the office and longer periods on personal pursuits. It could be with a catchy name and talk that it boosts longevity, such concepts could be the new phenomenon in intense industries.