Heh... no... I'm not missing that point at all.  THAT, good Sir, is actually my whole bloody point! 😀  I'm glad that someone finally recognized what I'm trying to get at!

First, too many managers, experienced or other wise, don't know what the people they hired don't know and can't do a bloody thing about it because they are the ones that hired people that also don't know what they don't know but absolutely NEED to know in order to be able to do the job correctly (right the first time quickly, accurately, and with scalability/performance in mind).

Then you have the 9-to5 flavor of coders that have the attitude that know enough to get the job done because they don't actually know what they don't know.  These people aren't necessarily "in-experienced" either.  Some of them also have the piss-poor attitude that if they need to learn to do something or do something better, they 1) think the employer should tell them (but can't because they don't know what they don't know either) or 2) that the employer should pay them to learn how to do the job that their resume said they could do or 3) just flat out have a "I just need to get it off my plate" piece-work DILLIGAF attitude.

Managers need to learn that they must empower people to quickly do it right the first time (but don't because they're DILLIGAFs that also won't take the time to learn what they don't know) and to take great pride in it.  In the absence of such motivational and helpful leadership, individuals should empower themselves to do so but won't because of the reasons I previously stated.

If you don't think this is true, then look at most of the questions on this and other forums and realize that most of these people where hired into known positions with known requirements and still don't know even some of the most basic of tasks and have such a DILLIGAF attitude that they won't even try a "Yabingooglehoo" before they ask.