It's a shame your message got cut.

I remember having the same experience during my third job, in a french consultancy in Spain. For the sake of vindication (so many years after the fact xDD) I will just name it: Sopra [0].

So, for each business task (like adding some feature to the application we were developing), "Analysts" would write the "specification" in uml-like models in Eclipse (some kind of modelling plugin for Eclipse, I think it was a framework developed by the company over the EMF plugin suite), and a very short description of what this was supposed to accomplish, business-wise.

Our[1] task would be, then, to generate a scaffolding from these models (via Eclipse) and then to fill in the blank of the methods generated this way.

The problem lay at how the incentives were laid in that company (and many others like it, the whole IT "consultancy"[2] business, in fact) : Programming was a job that was poorly paid (but still, much higher than the median salary in Madrid, which is why I was there). So, every person had every incentive to get to either management or higher "design" roles (Technical Analyst, Business Analyst, Architect) as soon as possible. This meant that the people who remained in the company[3] were either the people that had 1 year, 2 year tops, of programming experience that got to now design whole systems and applications, or the sociopaths that floated to management by stabbing everyone on the way up.

You can imagine the quality of the systems produced this way...

Models were hilariously under specified, and clearly the person doing them did not have experience on how programas behave in real life. But because they were so insecure in their positions (remember the backstabbing and the lack of experience), any back and forth between the programmers and the analysts was handled with hostility and contempt from the analyst side.

Obviously we also looked at analysts with contempt. Still, they were paid better than us, so of course they were right and they had management support, and were told by our team leads to make it work anyway, so it was common to implement something completely different under the scaffolding, to avoid having discussions with the analysts, that checked that the scaffolding itself did not deviate from their designs.

So, my take in this kind of 5th generation (as they were called back then) code generation frameworks is that it encourages the kind of behaviour I saw. And when the same people that do the design also do the programming (the mason architects coders of our time [4]), this way of working is just redundant. Diagrams and models have their place in documenting a project, but certainly not in trying (and failing) to specify everything that can happen in a system.

Wow...I've almost written a blog post xD

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[0]: What a shitty place to work in, at every level. No joy was possible in that environment. Sociopaths thrived and naturally floated to the management positions. As we say in Spain: shit always float to the top.

I have so many stories to tell of that place...and I was only 6 months there!

[1]: lowly paid and lowly valued programmer-monkeys, literally the term they used when they thought we couldn't hear it (and for a more colourful spanish variation of it: "picatas" which was a derogative term meaning Typist)...how the tables have turned since then...

[2]: As we all know, it's just a sham. We were never consultancies, just the equivalent of cheap sweatshops for our french overlords, who came to Spain because programmer's salaries and labor rights were lower than in France. Still...they offered better salaries than the native "consultancies", so there's that. A common theme in Spain, actually. At least foreign exploiters treat labor better than our own national exploiters.

The situation has greatly improved since those times, and you can find genuinely good (foreign) companies to work at, in Madrid or Barcelona. The consultancies still exist, but they're no longer 100% of the job market now.

[3]: Because, naturally, the churn was stupidly high at the "picatas" level, who could find better offers and situations just by changing jobs every 6 months, which I did. I remember at that time how they tried to FUD us into "loyalty" by saying that they did not recruit people that had this kind of job-hopping CVs. It was false, of course, they were desperate to find people, so they took what they could. My father said the same to me. I don't doubt that was how it was at his time. That era of employee and employer loyalty had long passed by that time, if it ever really existed from the employer side in the first place (I doubt it, IMO it's just that employees had even less choice and were educated by society into loyalty for your task masters)

[4]: I'm very glad of how the industry has evolved, job-wise. These times are much more interesting from a technical point of view, than what existed in the past. I get enjoyment out of my job now, and that is priceless. Also the high salaries help. Not as high as outside Spain, of course, but high enough for a good life.