Business

Death by HR: How Affirmative Action is Crippling America

Locked Cogs: Death by HR

Locked Cogs: Death by HR

I’m starting a new series of posts on a new book tracing the decline of competence in organizations due to affirmative action hiring, and how it is leading to economic stagnation and declining growth for everyone.

It’s a new Age of Incompetence, with deadwood managers at the heart of our government and regulated institutions like banks and hospitals leading to costly failures and decay in performance of their functions. From the mortgage meltdown that brought down the world’s economy in 2008, to the disastrous launch of the healthcare.gov website for Obamacare, major segments of business and government in the US have grown more expensive and less competent over the past few decades. Billions of dollars of waste in government contracts for IT projects, weapons systems, and service failures at the VA are in the news every day. Public schools are widely seen as mediocre, and in the poorest urban districts they are failing to provide a decent education for the students who need good schools the most. Costs for regulated services like schools, colleges, medical insurance, drugs, courts, prisons, and infrastructure like roads and bridges rise far faster than inflation, while times to complete major projects stretch out to decades, and many fail completely and are cancelled after billions have been spent.

We will trace the factors that have hobbled growth and damaged organizational competence. From overregulation to HR departments that actively sabotage the hiring of the best candidates for jobs, bureaucratic mindsets and by-the-book mediocrities placed in positions of responsibility are crippling the organizations affected.

Silicon Valley and the tech industries are the next targets. If you’re a manager at a tech company, we’ll suggest some ways to protect your people from HR and its emphasis on credentials and affirmative action over the best fit for a position. Corporate leaders need to be sure their HR departments are managed to prevent infiltration by staff more interested in correct politics than winning products. And we’ll show why appeasement of diversity activists is a dangerous strategy that may make your organization a target for further extortionate demands.

The idea for this book came from the author’s personal experience seeking a mortgage from Chase Bank in 2012. I owned a large house free and clear which I was selling, and was trying to get a mortgage for a much smaller and cheaper house because rates were so low—2.75% on a 15-year fixed mortgage. Given that I had much more than the amount of the mortgage in stocks and cash, plus a more valuable house for sale with no mortgage, I assumed it would not be so difficult. But the amount of paperwork required was enormous, with every detail of every account documented multiple times. Unexplained, lengthy delays took months. This was true everywhere in the country, as every lender had to sell to one of the government buyers — Fannie, Freddie, or VA, which were the ultimate funding for nearly all mortgages being made, and where crackdowns on the low-documentation (“liar”) loans and sub-prime loans had led to an overreaction.

After months of drama and repetitive responses to their information requests, the loan was funded just in time to complete the purchase of the house. All seemed well, but I got a letter one week later demanding proof of insurance, which had already been provided to the bank and approved by Fannie Mae in the packaged-up loan. I had been working with a executive-level expeditor (one key sign of problems is that Chase had to set up an office of expeditors just below upper management to force its own bureaucracy to make reasonable decisions), so I got him on the phone, and he set up a conference call with a VP in their servicing division, a woman with an uneducated accent who stonewalled — “That’s just how we do it, Sir.” No amount of talking would get her to concede that Chase’s approval and sale of the loan to Fannie Mae was ipso facto evidence that insurance coverage on the house had already been proven as of a few weeks earlier. Both I and the expeditor gave up on her and I never heard from them after that. While it’s true that the VP title at a bank is handed out to thousands of managers, her complete lack of interest in common-sense solutions to prevent waste and customer anger was a sign that efficiency and customer satisfaction were of little concern to her.

I started to investigate and discovered that a generation of affirmative action policies has placed mediocrities at major decision points in most large companies, government agencies, and highly-regulated institutions like schools and hospitals. A small percentage of deadwood can be routed around, but over time feedback effects from the generalized lack of accountability and lowered standards for performance cripple the institution. We see this in the failures and extreme cost overruns of almost all large government projects and a tolerance for incompetence so long as policy manuals are followed to the letter. This effect is largest in government and education, but also visible in larger companies where HR departments are staffed by progressive sorts who believe in correcting non-progressive thoughts. In high tech, women and minorities dominate HR in part because companies wanted to balance their male-and-Asian-heavy engineering staff to make their numbers look better, but now are just realizing they’ve created an internal enemy to product quality and excellence in staffing engineering teams. (A corporate manager comments: “How do you know HR is lying? Their lips are moving…”)

The diversity activists want group identity to replace competence and merit in hiring — or they want to collect contributions and consulting fees to harass some other organization instead of yours. Whether your company satisfies them by dumbing down your teams or pays them off, you will find it harder to compete when hobbled by their demands.

From Healthcare.gov to the VA, billions of dollars of tax money are being wasted by governments more concerned with politics and the skin color and sex of the work force than competence. The last engines of growth, tech companies, are under pressure to hire based on diversity rather than performance. It’s time to say no to mediocrity.


Death by HR: How Affirmative Action Cripples OrganizationsDeath by HR: How Affirmative Action Cripples Organizations

[From Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The first review is in: by Elmer T. Jones, author of The Employment Game. Here’s the condensed version; view the entire review here.

Corporate HR Scrambles to Halt Publication of “Death by HR”

Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness, and Death by HR is an important research tool… All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.

 


More reading on other topics:

Jane Jacobs’ Monstrous Hybrids: Guardians vs Commerce
The Great Progressive Stagnation vs. Dynamism
Death by HR: How Affirmative Action is Crippling America
Death by HR: The End of Merit in Civil Service
Corrupt Feedback Loops: Public Employee Unions
Death by HR: History and Practice of Affirmative Action and the EEOC
Civil Service: Woodrow Wilson’s Progressive Dream
Bootleggers and Baptists
Corrupt Feedback Loops: Justice Dept. Extortion
Corrupt Feedback Loops, Goldman Sachs: More Justice Dept. Extortion
Death by HR: The Birth and Evolution of the HR Department
Death by HR: The Simple Model of Project Labor
Levellers and Redistributionists: The Feudal Underpinnings of Socialism
Sons of Liberty vs. National Front
Trump World: Looking Backward
Minimum Wage: The Parable of the Ladder
Selective Outrage
Culture Wars: Co-Existence Through Limited Government
Social Justice Warriors, Jihadists, and Neo-Nazis: Constructed Identities
Tuitions Inflated, Product Degraded, Student Debts Unsustainable
The Morality of Glamour

On Affirmative Action and Social Policy:

Affirmative Action: Chinese, Indian-Origin Citizens in Malaysia Oppressed
Affirmative Action: Caste Reservation in India
Diversity Hires: Pressure on High Tech<a
Title IX Totalitarianism is Gender-Neutral
Public Schools in Poor Districts: For Control Not Education
Real-Life “Hunger Games”: Soft Oppression Destroys the Poor
The Social Decay of Black Neighborhoods (And Yours!)
Child Welfare Ideas: Every Child Gets a Government Guardian!
“Income Inequality” Propaganda is Just Disguised Materialism

The greatest hits from SubstrateWars.com (Science Fiction topics):

Fear is the Mindkiller
Mirror Neurons and Irene Gallo
YA Dystopias vs Heinlein et al: Social Justice Warriors Strike Again
Selective Outrage
Sons of Liberty vs. National Front
“Tomorrowland”: Tragic Misfire
The Death of “Wired”: Hugo Awards Edition
Hugos, Sad Puppies 3, and Direct Knowledge
Selective Outrage and Angry Tribes
Men of Honor vs Victim Culture
SFF, Hugos, Curating the Best
“Why Aren’t There More Women Futurists?”
Science Fiction Fandom and SJW warfare

More reading on the military:

US Military: From No Standing Armies to Permanent Global Power
US Military: The Desegregation Experience
The VA Scandals: Death by Bureaucracy

Diversity Hires: Pressure on High Tech

Google Sign

Google Sign

GigaOm has a good overview of the recent diversity data released by major tech companies after a push by Jesse Jackson. The data shows women, and blacks underrepresented compared to total US population ratios, but no comparison to Silicon Valley-specific numbers. Asians are massively overrepresented, but this reflects the large number of Indian and Chinese engineers who have migrated to the Bay Area. There is no data on age, which would likely show a deficiency of older workers.

This is a fine example of the conflict between meritocratic equality of opportunity and equality of outcome proponents. The lack of representation of women and blacks in computer science and engineering courses, majors, and graduates means it is impossible for all or even one company to recruit enough qualified women or minority workers to show proportional representation. Great pressure to do so would mean compromising quality and hiring less capable employees, and less capable programmers are actually worse than useless to a team — they hold back progress on a task. A super-programmer is capable of producing 100x as much valuable output as a mediocre programmer, and a bad programmer produces output that actually decreases the viability of the product.

The apparent belief of our bureaucratic masters is that there is a binary function: qualified or unqualified. A company which hires the objectively best candidate for a job is not protected from claims of discrimination; the bar must be set low enough so that there is a pool of “qualified” candidates, and the hiring should prefer the candidates from underrepresented classes until the workforce is representative. This views employees as replaceable cogs that each have the same value to the work product, very much an old industrial union idea — where those who did more were pressured to stop overachieving so as to make slackers look average.

This is, of course, a recipe for failure in a competitive, international marketplace. We all await their efforts to equalize men in nursing and teaching, as well as all the other fields where there are notable group differences in interest and ability.


Death by HR: How Affirmative Action Cripples OrganizationsDeath by HR: How Affirmative Action Cripples Organizations

[From Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The first review is in: by Elmer T. Jones, author of The Employment Game. Here’s the condensed version; view the entire review here.

Corporate HR Scrambles to Halt Publication of “Death by HR”

Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness, and Death by HR is an important research tool… All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.

 


Scams: Multi-Level Marketing, Herbalife

Carl Icahn and Bill Ackman - WSJ

Carl Icahn and Bill Ackman – WSJ

Not to seem unduly negative, but sometimes they are out to get you.

Abuse of social ties to rope people into schemes to enrich a few is still common, and now we have the extended social networks of the Internet to entice us into trusting people we shouldn’t. One example: the Kickstarter boys who took $40K to develop a game and then squatted in an AirBnB apartment in Palm Springs.

But much financial fleecing still happens because we trust someone in our community or network of friends. Very commonly financial fraud artists will prey on a religious community, where being “one of us” seems to lead to blind trust; biggest example, Bernard Madoff’s pyramid scheme which took mostly Jewish investors for billions of dollars.

We’ve all experienced the “friend” who starts pressuring us to buy products from the multilevel marketing scheme they’ve signed on for; in the 70s, it was Amway distributors you avoided at parties. Some of these schemes burn out and collapse, but others go on to become more honest businesses. But most start out dishonest and stay dishonest, pushing products that are inferior or fraudulent like the “ion water” (water with a trace of salt) a friend of mine swore by. These companies mine the enthusiasm and greed of the unwary and get them to fleece their friends as well, destroying social ties and trust. One thing you know about anyone who tries to use friendship to sell products: they’re not very bright and they don’t understand friendship.

The Washington Post has a good story about the consequences for those who go all-in to do multilevel marketing:

Enrique Martinez didn’t like chocolate, but he was eating as many as 10 pieces a day, drinking chocolate protein shakes and rubbing a chocolate-based skin cream on his face. It was expensive chocolate, too. Martinez and his wife, Michelle, were going through $2,000 in chocolate a month.

The debt they accumulated this way — more than $100,000 over five years — is now with a consolidation company. Their credit is ruined. There is a crack in the driveway at their home in Albuquerque from a 14-wheeler that once delivered 12,000 cans of chocolate energy drinks to their garage.

The chocolate came from MXI Corp., which uses a controversial business model called multilevel marketing. MXI has more in common with Avon Products, Herbalife and Amway than with a conventional candymaker such as Hershey. These are companies without a sales force that recruit their customers to sell products, often in bulk to other customers, who might in turn sell to other customers, and so on.

Critics accuse multilevel marketers of using slick pitches to persuade the unwary to buy goods in bulk, promising them that they’ll make money by selling those products to others. In this way, the companies are paid upfront, and the rank and file bear a good deal of the financial risk.

Defenders of multilevel marketing say the business model makes sense. They say the customers are largely enthusiasts who initially join to buy their favorite products at wholesale prices, not to make money. They add that, in any industry, satisfied customers often make the best salespeople.

The FTC has tried for years to make multilevel marketers be honest about costs and probabilities of success for people who join them. It turns out that companies can be scrupulous about disclosing the costs and low probabilities of profit, and still find willing victims. So the best recourse is educating everyone; only losers join multilevel marketing schemes.

Meanwhile, the large and successful multilevel marketer Herbalife is under attack from short sellers. In short selling, an investor borrows the stock of a company, sells it to pocket the cash, then hopes that the price of the stock drops so it can be repurchased with only a fraction of the cash received from selling it. Ideally the company collapses completely and the shares never have to be returned. So short sellers look for companies which are scams or fraudulently misleading investors with fudged financial numbers, sell the stock short, then publicize the ugly data they have found. This is healthy for the system, since there are already buy-side investors eager to promote glowing news about companies, and the short-sellers bring balance.

The Economist has a detailed writeup on the story to date:

The “death blow” that Bill Ackman promised to land on Herbalife this week raised expectations of a dramatic ending to one of the most remarkable battles in the history of Wall Street. On July 22nd the billionaire boss of Pershing Square, a hedge fund, delivered a three-hour presentation that he said would kill off the seller of nutritional shakes and foods by showing it to be a criminal enterprise that preys on the poor. But as he spoke, Herbalife shares ticked steadily higher. The low-point for Mr Ackman—whose fund has reportedly made a $1 billion “short” bet on the company’s share price falling, was when his father asked how close he was to proving that Herbalife is a pyramid scheme. He replied, wearily, “Dad, if you don’t know it by now…”

Appearing before an audience of nearly 500, plus 10,000 or so viewers online, Mr Ackman, at times tearful, attacked targets ranging from Carl Icahn, a rival billionaire so bullish on Herbalife he has put five directors on its board, to David Beckham and Lionel Messi, two footballers whose shirts have borne the firm’s name, Madeleine Albright, a former secretary of state who also champions it, and PwC, its auditor.

It remains a possibility that Mr Ackman, who first went public with his attack on Herbalife in December 2012, has delivered a mortal blow of the Shakespearean kind, deadly in the end but only after much fighting talk and rolling around. He has spent $50m on an army of investigators to look into the firm’s activities around the world, in particular its “nutrition clubs” that focus on poorer people. Mr Ackman says that most of those attending these clubs are “fictitious customers”.

Who they are goes to the heart of the matter. If they are genuine retail customers, buying nutritional shakes and other products because they want to consume them, that supports Herbalife’s claims to be a legitimate multi-level marketing company. Neither side disputes that Herbalife’s main retail channel has a structure in which participants share in revenues generated by the salespeople they recruit, as well as revenues generated by the recruits of those recruits. But Mr. Ackman says his investigations show that the vast majority of nutrition-club “customers” are people paying through their consumption of Herbalife products for training they need to qualify to open a nutrition club of their own, in the hope (for most, false hope, he says) that this will provide a decent living and perhaps one day make them rich.

Having studied a sample of clubs in New York, Mr Ackman claims that they lose $12,000 a year on average, even before taking into account all their running costs, and that the accounting system used for the clubs greatly overstates any income earned by the self-employed people running them. Herbalife’s own figures show that barely 7,300 of the almost 409,000 people in its sales channel earned more than $5,000 in 2013. The company says that is because the great majority join up to get a discount on its products rather than to make money selling them.

Mr Ackman points out that in recent months, while Herbalife has been carrying out a share-repurchase programme, some of its executives have been selling their shares. In May its boss, Michael Johnson, sold shares worth $15m. Mr Ackman says Herbalife bought its own stock during his presentation to make its price rise.

Herbalife says all of Mr Ackman’s allegations are baseless and that it complies with all laws. On July 22nd it called his claim about the nutrition clubs’ earnings “completely false and fabricated”. It pointed to a study by an economist it hired, which concluded that 39% of Herbalife’s sales were to people outside its network and a further 41% to people who had joined it mainly so they or their families could buy the products cheaply, and that therefore the products “have significant intrinsic value and market demand.”

Mr Ackman called on Herbalife staff to blow the whistle on any illegal practices they know of, and reminded its directors and advisers of the legal risk they would run were the firm found to be fraudulent. That is now a question before the Federal Trade Commission, the Department of Justice, the FBI and at least two state attorneys general: all of them are reportedly conducting investigations into the firm.

Also of interest: Wonkblog’s take.

Hugh Howey and JAKonrath on the Indie Revolution, and Amazon’s Netflix-for-Books

Indie Reader Approved

Indie Reader Approved

Hugh Howey’s Wool Series is some of the best indie fiction so far, and it’s been optioned for a movie and published by legacy publishers — but only after he made it a success on his own, through Amazon. J A Konrath was a successful fiction writer with legacy publishers, but has done much better by going indie in recent years, and he acribes much of the support for legacy publishers to a variant of Stockholm Syndrome. His epic post on publishing and a “declaration of Independence” for authors is here:

When in the Course of publishing events, it becomes necessary for writers to sever their ties with the industry that is supposed to have “nurtured” them, a decent respect to the opinions of mankind requires that we should declare the causes which impel those writers to the separation.

We hold these truths to be self-evident, that all writers should have an equal chance to find readers. That their successes or failures should be dependent upon their own actions and their own choices. That they should be paid fairly for their work. That they should have control over the works they produce. That they should have immediate and accurate access to their sales data. That they should be paid promptly. That they should not be restricted from reaching those who may enjoy their work. That whenever a publisher or retailer becomes destructive of these ends, it is the Right of Authors to abolish all connections with the offending parties.

The history of the legacy publishing industry is a history of repeated injuries and usurpations, all having in direct object the establishment of an absolute Tyranny over writers. To prove this, let Facts be submitted to a candid world.

They have given us take-it-or-leave-it, one-sided, unconscionable contracts.
They have failed to adequately market works they have acquired.
They have artificially inflated the price of ebooks.
They have refused to negotiate better ebook royalties for authors.
They have forced unnecessary editing changes on authors.
They have forced unnecessary title changes on authors.
They have forced crappy covers on authors.
They have refused to exploit rights they own.
They have refused to return rights they aren’t properly exploiting.
They take far too long to bring acquired works to market.
They take far too long to pay writers advances and royalties.
Their royalty statements are opaque, out-of-date, and inaccurate.
They orphan authors.
They orphan books.
They refuse to treat authors as equals, let alone with a reasonable measure of fairness.
They make mistakes and take no responsibility for those mistakes.
For every hope they nurture, they unnecessarily neglect and destroy countless others.
They have made accessories of the authors’ ostensible representative organization, the quisling Authors Guild, and are served, too, by the misleadingly named Association of Authors’ Representatives.
They have failed to honor promises made.
They have failed to honor their own onerous contract terms.
They’ve failed the vast majority of authors, period.

This blog has documented nearly every stage of these Oppressions, and in many cases offered solutions to publishers, and has been answered with only silence and derision.

But that’s okay. Because now authors have a choice.

We shall never be taken advantage of again. We shall not support any publisher or retailer that continues the abuses listed above. And we demand to share in the rewards we’ve busted our asses for.

In other news, the subscription reading service a la Netflix is popping up everywhere: Scribd and Oyster have already been active, and Amazon is in test phases. For c. $10 a month you can read umlimited numbers of works from their catalog, a good deal for avid readers, and catalogs are growing more extensive. Amazon’s new service is most fully described by GigaOm:

So far, the differences appear to be that Kindle Unlimited has no Big Five titles and Kindle Unlimited includes audiobooks. One major difference is that Kindle Unlimited will likely be available through Kindle e-readers. That’s not true for Scribd or Oyster. And it would be a big reason for avid Kindle e-reader users to choose Kindle Unlimited rather than Scribd or Oyster: If they are already using their e-reader all the time anyway, and can now access more books through it via a subscription, that would be a big perk.

How do authors get paid?

It depends on who your publisher is. Publishers Lunch reported Wednesday (subscription required) that publishers participating “via direct agreement” — which appear to be Houghton Mifflin Harcourt, Bloomsbury, Open Road and Workman, among others — will be paid an ebook’s wholesale price when a reader completes a certain percentage of the book. That’s the same way that Scribd and Oyster operate. Then there are those well-known “big” books also included in the Kindle Owners’ Lending Library, like the Harry Potter series and the Hunger Games trilogy: Amazon has a separate Harry Potter deal that presumably encompasses (or was changed to expand to) Kindle Unlimited as well, while in the case of the Hunger Games, according to PL, “Scholastic will get paid their full wholesale price every time one of their ebooks is opened by a Kindle Unlimited subscriber.”

If you’re a self-published author participating in KDP Select, however, it looks as if your book can be included without your explicit permission simply under the terms and conditions you already agreed to: According to one poster on the Kindle Boards, “Books in Select will automatically be enrolled. Like the KOLL you won’t be able to opt-out if you’re in Select. You will be payed [sic] if you someone reads 10% or more of your book. The payment will come out of the same KOLL fund, just as if it was a borrow.” That “same KOLL fund” is a set pool of money from which self-published authors are paid each time their book is borrowed. Its amount changes every month but in July the total fund was $1.2 million.