Core Viewpoint - The article discusses the unconventional choice of a programmer, referred to as "Xiao Ma Ge," who works at a state-owned enterprise in Zhengzhou, China, earning an annual salary of approximately 150,000 yuan. He engages in food delivery as a form of relaxation and also pursues self-media as a potential career path [1][3]. Group 1 - Xiao Ma Ge's primary motivation for delivering food is to relieve stress from his job, which involves significant logical thinking. He finds the activity enjoyable and likens it to a treasure hunt [1]. - The article highlights the mixed reactions from the public regarding Xiao Ma Ge's decision to deliver food, with some questioning why a salaried employee would take on such work [3][4]. - There is speculation that Xiao Ma Ge's food delivery is more about promoting his self-media endeavors rather than just relaxation, suggesting a deeper ambition behind his actions [4][5]. Group 2 - The article notes that Xiao Ma Ge's annual salary of 150,000 yuan could potentially increase to 300,000 yuan as he gains more experience in his field, indicating a positive career trajectory [5]. - The contrasting mindsets between those with a safety net (like Xiao Ma Ge) and those without (who may rely solely on food delivery for income) are discussed, emphasizing how this affects their approach to work and stress [5].

Core Viewpoint - Understanding the distinction between being "useful" and being "valued" in the workplace is crucial for career development and personal growth [3][4]. Group 1: Definitions and Implications - "Useful" refers to being proficient in specific tasks, allowing superiors to delegate work confidently, but often leads to being seen as merely filling gaps rather than being integral to strategic discussions [6]. - "Valued" means being included in core conversations and decision-making processes, which provides opportunities for meaningful growth and contribution to the company [6]. Group 2: Personal Experiences - During a company crisis, an individual was recognized as essential not just for past performance but for future contributions, receiving a retention bonus equivalent to 50% of total compensation [10]. - In a later role, despite achieving targets and receiving bonuses, the individual felt stagnant as they were not invited to strategic discussions, highlighting the difference between being "useful" and "valued" [12]. Group 3: Recommendations - Individuals are encouraged to reflect on their roles and assess whether they are merely "useful" or genuinely "valued" within their organizations [13].