systemic corruption

No More Elections or Campaigns: Liquid Democracy
Liquid Democracy - Pirate Party wiki

Liquid Democracy – Pirate Party wiki

I’m watching friends develop ulcers and crack under the strain of anxiety related to the election today. The huge amount of time and money spent to manipulate voters to cast their vote for candidates and ballot measures, with most of the propaganda oversimplifying or outright lying to gin up outrage or hatred of others, is one of the least productive activities in our lives. Two sides at war in a not-quite-literal sense, not devasting cities and killing people, but dividing and coarsening the people’s understanding of what it is realistically possible for a good government to do and denigrating the good faith of the opposition.

There are better ways, enabled by the new zero-cost, high-bandwidth communications of the Internet.

Athenian-style direct democracy lives on in the New England town meeting. Ideally, direct democracy means a community comes together in one hall and decides important issues by discussing and voting on them directly, as in ancient Athens. But even small communities had trouble handling all of the complex issues that might come up and eventually had to elect representatives, allowing citizens to delegate their votes to one person they trusted to act in their stead. Direct democracy was not scalable, and democracy itself could be dangerous since majority rule needed to be restrained by individual rights. A majority could otherwise vote itself benefits and loot the treasury or persecute individuals.

The last chapter of P. J. O’Rourke’s Parliament of Whores colorfully describes the problem of today’s New England town meeting form of government. A developer has proposed a golf course and condo complex, and town residents are voting on a sewer issue that can prevent it. The future residents, of course, have no say in the vote:

It was at this moment, in the middle of the Blatherboro sewer debate, that I achieved enlightenment about government, I had a dominion epiphany, I reached regime satori. The whole town meeting was suddenly illuminated by the pure, strong radiance of truth (a considerable improvement over the fluorescent tubes).

It wasn’t mere disillusionment that I experienced. Government isn’t a good way to solve problems; I already knew that. And I’d been to Washington and seen for myself that government is concerned mostly with self-perpetuation and is subject to fantastic ideas about its own capabilities, I understood that government is wasteful of the nation’s resources, immune to common sense and subject to pressure from every half-organized bouquet of assholes, I had observed, in person, government solemnity in debate of ridiculous issues and frivolity in execution of serious duties. I was fully aware that government is distrustful of and disrespectful toward average Americans while being easily gulled by Americans with money, influence or fame. What I hadn’t realized was government is morally wrong.

The whole idea of our government is this: If enough people get together and act in concert, they can take something and not pay for it. And here, in small-town New Hampshire, in this veritable world’s capital of probity, we were about to commit just such a theft. If we could collect sufficient votes in favor of special town meetings about sewers, we could make a golf course and condominium complex disappear for free. We were going to use our suffrage to steal a fellow citizen’s property rights. We weren’t even going to take the manly risk of holding him up at gunpoint.

Not that there’s anything wrong with our limiting growth. If we Blatherboro residents don’t want a golf course and condominium complex, we can go buy that land and not build them. Of course, to buy the land, we’d have to borrow money from the bank, and to pay the bank loan, we’d have to do something profitable with the land, something like — build a golf course and condominium complex. Well, at least that would be constructive.

We would be adding something — if only golf — to the sum of civilization’s accomplishments. Better to build a golf course right through the middle of Redwood National Park and condominiums on top of the Lincoln Memorial than to sit in council gorging on the liberties of others, gobbling their material substance, eating freedom.

What we were trying to do with our legislation in the Blatherboro Town Meeting was wanton, cheap and greedy — a sluttish thing. This should come as no surprise. Authority has always attracted the lowest elements in the human race. All through history mankind has been bullied by scum. Those who lord it over their fellows and toss commands in every direction and would boss the grass in the meadow about which way to bend in the wind are the most depraved kind of prostitutes. They will submit to any indignity, perform any vile act, do anything to achieve power. The worst offsloughings of the planet are the ingredients of sovereignty. Every government is a parliament of whores.

The trouble is, in a democracy the whores are us.

Now we have C-SPAN, and in theory we could all be watching the legislative debates and voting on the laws directly. We’re kidding ourselves if we think most of our legislators understand in detail the bills they vote on — see Nancy Pelosi’s “We have to pass the bill so that you can find out what’s in it….” comment about the ACA. But even if we had the time to make ourselves expert and the bills weren’t abominations of complexity and special-interest obfuscation, literally no citizen could follow all issues and vote on all bills in an informed way. This cannot work unless the law is shrunk to a reasonable size, and it would do little to rein in the Administrative State (the agencies that now legislate by issuing ever-increasing volumes of regulations and enforce them nearly free of Congressional and court oversight), which is now beyond the control even of well-meaning executive appointees.

One problem is our House Representatives and how we elect them. Their districts now have an average of over 700,000 residents, and no one can campaign personally enough to give each citizen a direct sense of them. So TV and advertising became critical, which required big money, which requires a coalition of party and big donors to have a chance of unseating an incumbent — which is why so few are unseated. The Senate is even worse, with a big state like California having 30 million people to sway. Since the 17th Amendment (which changed election to the Senate from a state legislative vote to a popular vote), senators have ceased to represent their state’s government and now have a nearly independent power base, which makes a sitting senator even harder to dislodge.

In parliamentary-style systems, the legislature selects the executive from among the members — so parties form to support a large enough majority to select the executive and pass the legislation the government desires. The government often chooses when an election will be held, and the timetable is usually short. Since it’s the members of parliament that choose the executive, the question of who that will be is not directly on the ballot, so the party takes responsibility for choosing the member that will lead them most effectively. Until recently this did not make a large difference, but it has become more noticeable lately that the US government, with its more complex structure and greater division of powers, is less able to actively do anything — including reforming the administrative state, which has taken on a life of its own that threatens to strangle freedom and economic growth. In the US, a party that controls the presidency, the House, and the Senate still finds senators and House committee leaders that have veto power over changes, and the senate filibuster makes a law written to resist change, like the ACA, almost impossible to roll back when it proves problematic — a minority of senators or the president can block repeal. If the election of 2010 had taken place in a parliamentary system, the Republicans would have taken control of the executive branch and been able to repeal the ACA before major damage had been done.

There have been proposals to return to a modified form of direct democracy which would have elements of representative government, notably “liquid democracy.” In my future-history Substrate Wars series, the student rebels who had invented quantum superweapons and forced the world’s governments to cede control of security to them discussed how they might implement liquid democracy:

“So to get back to the central discussion. Who makes the law for our judges and AIs? How do the people control their universal government, which might start with the people in this room, but grow to include ten billion people over a thousand planets?”

“What we have now seems to work well,” Prof. Wilson observed drily.

“Because,” Ben said, “we all agree on most things, and we want the same outcomes, and we’re too busy to worry about someone else’s job. But that won’t last, and we’ll have major disagreements, where one faction wants one thing while another thinks the opposite is better. And we need a way to efficiently decide such disputes. Back on Earth, democracies elected representatives who traveled to large halls to discuss and vote on laws. We will have the universal Net, which can guarantee who you are and what your authority is, and a way of including anyone interested in the debates on any law. You can participate and vote on the Net.”

“So we were talking about ‘liquid democracy’…” Justin said, raising his eyebrows.

“Liquid democracy, also called delegative democracy. This is the new type of democratic-republican system we are looking at. The basic idea is that every citizen has a vote on every law or issue, but for practical reasons they delegate their vote to a representative, who bundles together all the votes delegated to him or her and casts them as they think best. The key difference between this and republican systems we are used to is that there is no fixed term for a representative, and citizens can take their proxy back at any time to give to another representative, or to vote themselves directly. Thus ‘liquid’ — citizens can react to what their representative is doing, even down to revoking their proxy during a speech on the issue that sways them. Citizens who want to participate in every issue can; most people will give their proxy to a representative they trust and only occasionally consider switching. Participation in debate and the writing of legislation would have to be limited to a practical number of representatives who hold the most proxies, but a citizen would be free to watch the process and communicate ideas to their representative.

“Proxies can be limited or full. For example, I might delegate my vote on defense matters to Samantha, who is hard-headed enough to impress me as a wise choice for that, while giving my proxy for research funding to Steve, because he’ll always be better at that. There’s no pre-election period where a government can suck up to voters and spend money unwisely to get elected, then act as they wish for years after. The people can intervene quickly if they don’t like the way things are going.”

“Who chooses the executive, and what about those bureaucracies?” Prof. Wilson asked.

“The executive would be elected by the representatives, and have to work to keep their confidence, as in a Parliamentary system. We are intending the powers of the executive be limited this time — in the unlikely event of a war with an outside power, there would of course be emergency needs. But the huge bureaucracies for defense, agriculture, education, tax collection, and all that would all be unnecessary. A dispersed, connected, and footloose people with replicators won’t need assistance surviving, and no external enemies exist that we know of. The executive government may never need to be more than a few dozen people.”

No one has yet implemented a true liquid democracy for a real government. The Wikipedia entry on delegative democracy further describes the idea:

Crucial to the understanding of delegate democracy is the theory’s view of the meaning of “representative democracy.” Representative democracy is seen as a form of governance whereby a single winner is determined for a predefined jurisdiction, with a change of delegation only occurring after the preset term length (or in some instances by a forced recall election if popular support warrants it). The possibility usually exists within representation that the “recalled” candidate can win the subsequent electoral challenge.

This is contrasted with most forms of governance referred to as “delegative.” Delegates may not, but usually do, have specific limits on their ‘term’ as delegates, nor do they represent specific jurisdictions. Some key differences include:

• Optionality of term lengths.
• Possibility for direct participation.
• The delegate’s power is decided in some measure by the voluntary association of members rather than an electoral victory in a predefined jurisdiction. (See also: Single Transferable Vote.)
• Delegates remain re-callable at any time and in any proportion.
• Often, the voters have the authority to refuse observance of a policy by way of popular referendum overriding delegate decisions or through nonobservance from the concerned members. This is not usually the case in representative democracy.
• Possibility exists for differentiation between delegates in terms of what form of voting the member has delegated to them. For example: “you are my delegate on matters of national security and farm subsidies.”

Google has ongoing research into the topic, since their Hangouts have much of the technology needed to make this work — secure identity with encrypted communication and group meeting capabilities. Google did an experiment using as an example the critically important decision of what should be on the lunch menu. They have also issued a good video lecture on the concepts:

More interesting discussion of liquid democracy can be found in this Marginal Revolution post.

Here’s an open-source software project for implenting similar systems: LiquidFeedback. The German Pirate Party has been experimenting with the system to bring together its large membership to discuss and decide its policies, a form of direct feedback that has helped ithe party to grow rapidly to become an electoral force.

Here’s another discussion of the technologies needed to make this work safely in an environment of state-supported hackers: Liquid Democracy and Emerging Governance Models. At the very least, the identity and secure communications issues have to be solved, and a citizen’s view of their proxy status always available, yet secure from others. These are soluble problems, but not by the government programming mentality that brought us current voting machines.

One day we may be able to both vote on and help write legislation in areas we are expert in, while ceding most decisions to trusted representatives whose proxy to vote on our behalf is revocable at any time. No more gigantic omnibus spending bills that ensure spending never gets cut. No more election campaigns, lowest-common-denominator party hacks, or trickery designed to sway your vote past that one golden moment when you could have said no….

And that still does not solve the issue of who selects the judges who might determine when a new law infringes basic constitutional rights. The Supreme Courts which have deferred to Congress and agency regulation, rarely turning back the overreaches that have become increasingly common (see again the ACA!) are a big part of today’s problem with expanding government.

Death by HR: How Affirmative Action Cripples Organizations

[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. 

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.

 

For more reading goodness:

Death by HR: Biased HR Degree Programs Create Biased HR Bureaucracies
Death by HR: Pink Collar Ghettos, Publishing and HR
Death by HR: Who Staffs HR Departments? Mostly Women…
Death by HR: The Great Enrichment to the Great Slackening
Death by HR: Good-Enough Cogs vs Best Employees
Death by HR: EEOC Incompetence and the Coming Idiocracy
The Justice is Too Damn High! – Gawker, the High Cost of Litigation, and the Weapon Shops of Isher
Regulation Strangling Innovation: Planes, Trains, and Hyperloop
Captain America and Progressive Infantilization
The Great Progressive Stagnation vs. Dynamism
FDA Wants More Lung Cancer
Corrupt Feedback Loops: Public Employee Unions
Unrealistic Expectations: Liberal Arts Woman and Amazon Men
Stable is Boring? “Psychology Today” Article on Bad Boyfriends
Gaming and Science Fiction: Social Justice Warriors Strike Again

Death by HR: Affirmative Action and Hiring
Death by HR

Death by HR

Affirmative Action and Hiring

We reviewed Affirmative Action (AA) in the US and elsewhere and its negative effects, both on those who were intended to benefit from it and on the organizations that have implemented it. As time has passed, the original AA programs — meant to give a temporary boost to the prospects of black people damaged by slavery and a century of Jim Crow and racial discrimination — have broadened to include other protected classes like Latinos and women, and narrowed to exclude most Asians and other minorities that have succeeded without assistance despite past discrimination. AA programs in college admissions have been legally attacked and reformed in some places, but AA continues to influence hiring in many workplaces, especially in those subject to intensive government regulation like banks, schools, and hospitals. By continuing to put diversity goals above competence and efficiency, organizations have damaged their effectiveness and decreased accountability — protected classes are less likely to be disciplined or fired, and as a result every employee senses that merit is less important and the best are rewarded less while the worst performers are retained and promoted if required to meet diversity goals.

As a result, the least-efficient sectors of the economy are either government-funded or regulated. But corporations have copied the Civil Service-style job categories and hiring mechanisms, especially those larger corporations which have adopted the Federal government’s General Schedule (GS)-style level system specifying job responsibilities and pay levels. Workers below top management are hired under the organization’s general contract provisions as written in both labor law and specific policies documented in company handbooks, while higher executives may have specially-tailored contracts with provisions like golden parachutes (contract-cancellation bonuses), noncompete agreements, and custom deferred-compensation and stock option plans. We won’t look at executive hiring, which is rarely influenced by HR screening and qualifications.

Until recently, private employers were relatively safe in choosing objective criteria for judging job applicants so long as no protected class members were being discriminated against — judged improperly based on skin color, national origin, sex, religion, or other irrelevant factors. That changed in the government sector when courts began to outlaw examinations and other requirements that they said had a disparate impact on protected classes — in other words, if the supposedly objective criteria did not pass the same percentage of protected classes as other applicants, it was deemed improper even if evidence pointed to its validity as a measure of future job performance. Most private industries ignored this and continued to hire on a combination of merit and personal recommendations, knowing that evaluations of job candidates from previous managers and industry contacts were likely to be more trustworthy and end up adding value to the company. Lawsuits made giving a negative recommendation hazardous, though, so many companies changed their policy to prohibit managers and HR from giving out any opinion on performance records of past employees — which led to today’s kabuki dance where a troublesome employee is either damned with faint praise or blackballed in informal tone of voice phone calls, but never in writing.

As companies have grown and HR departments gained influence over hiring processes, most companies have tried to find ways to screen outside candidates that reduced the time-consuming and distracting work of resume evaluation and interviewing by hiring managers and team members. Recessions and slowing growth made hiring less frequent and many hiring staff and outside recruiters were eliminated as cost-saving measures. Personal recruiting was replaced by Internet sites and recruiting boiler rooms where low-paid recruiters cold-called prospects to almost accidentally match them with openings. That was a waste of everyone’s time, so now companies are trying out services that purport to automate resume screening and interviewing, presenting hiring managers with supposedly qualified candidates and prepackaged video interviews for quick evaluation.

But any centralized scheme for pre-screening new hires is subject to political influence — HR can bias the screening to boost AA candidates and blackball competent candidates of undesired classes, like whites, Asians, and older people. When a non-technical 30-year-old female HR screener sees a resume from a 58-year-old white male engineer, she can dismiss it based on her bias against a man she would probably have trouble controlling — and this bias in hiring is every bit as bad for the organization as a previous era’s bias against competent women and homosexuals. And no one is keeping statistics which might demonstrate how she is preventing some highly-competent candidates from being reviewed by the hiring manager and team.

There are several negative consequences. First, hiring managers may be unhappy with all of the candidates presented, unaware that some likely good fits were never allowed into the process. As a result, positions may stay open for long periods and much time is wasted rejecting inappropriate candidates who pass AA and HR screenings but can’t convince the team they’d be right for the role. Another negative is a tendency to stick with internal candidates, who are known quantities from internal word-of-mouth and detailed records available to the hiring manager. But fewer outside hires means less new and diverse process knowledge being added to the company, and the Silicon Valley-style cross-fertilization of innovation between companies in a hot new field can’t happen.

Hiring managers are aware of this, and the smart ones do their own search and bring in new people by effectively bypassing HR. The larger and more bureaucratized companies make this more difficult, which tends to slowly degrade their competitiveness; think of a regulated utility’s staff versus a growing software company’s. An older company in a regulated business will always be less dynamic, but can do well staffing an internal center for process and technology innovation by giving its manager complete staffing freedom and ignoring the usual rules.

In the reverse situation, many an innovative, fast-growing company has been gutted after an acquiring company begins to impose its own HR and personnel policies. Not only do innovators sense a loss of freedom to act without a committee’s permission to get things done, but the new hires vetted by the acquirer’s HR department are more likely to be clock-watching rule-followers who don’t want to be responsible for success or failure of their teams. Gradual decline ensues, and after the frustrated innovators leave, the slow-to-catch-on will dutifully work at their jobs until the parent company gives up, then move on to the next slot.

HR can resist this tendency, but only with leadership from the top — both CEO and a carefully-chosen head of HR can choose and groom HR staff to avoid this mistake.

Thought leaders in today’s HR specialize in jargon and “aspirational” BS — they want HR heads to be seen as visionaries leading their companies to a Nirvana of fulfilled, productive, and most of all diverse staff. Plenty of lip service is paid to productivity and beating the competition with quality and service, but the focus is more often on community feeling and fulfilling interpersonal relationships. That there might be some value in interpersonal conflict and disagreement over technological and market development doesn’t enter their discussions.

But as we will see later, surveys show the most productive and best teams are those whose members feel they have been able to demonstrate their talents. A team that is always harmonious may not last long if their products are the result of groupthink unchallenged by the idiosyncratic few — it’s hard to be happy when your company is losing its market share and your team is laid off. Diversity of opinion and good management judgement are key to being right and besting your competitors, who may have been forced to spend too much time watching diversity training videos and became cynically detached.

Here are some HR thought leaders, excerpted from the book The Rise of HR: Wisdom From 73 Thought Leaders,[1] published by the HR Certification Institute and obviously meant to be a sales tool for their services:

…We have always provided employees with talent development opportunities in compliance with affirmation action and equal employment opportunities. However, a clear and unabashed focus on diversity and inclusion to advance organizational excellence and success may be unfamiliar to some. HR must help instill a new mindset—one that goes beyond merely complying with non-exclusionary laws, but truly commits to core values and believes that, with guidance, every employee has the capacity to perform at high levels.[2]

This is “No Child Left Behind” view of staffing. Leaving behind the old view where the best candidate should be hired or promoted regardless of race or class, in favor of the social work view of HR: that candidates can be chosen for inclusion and groomed, trained, and managed to be great performers regardless of native talent and background. Businesses that can afford to view staffing as a kind of social uplift effort are few—mostly government agencies where there’s guaranteed funding and no competition is allowed.

Anyone who wants to see the trends in HR should skim this book. It’s full of uplifting visions and short on accounting and business nuts and bolts. Those visions are lovely aspirations — but demonstrate how easy it is to make pretty speeches or TED Talks disregarding the realities of human nature and competition in teams.

Not everyone is an airhead, however. China Gorman writes:

The best way to protect your culture’s integrity is to be meticulous in only hiring people who fit within it. Yes, it will be tempting to hire people who have amazing skills but may not fit your culture. Don’t do it. Don’t even think about it! Just as one bad apple can spoil the bunch, so can one bad hire throw a wrench in all the hard work you and your company have invested in creating a unique and wonderful culture. Always remember that skills can be taught, but culture fit is like style—people either have it or they don’t. Great culture is about never settling. It’s about doing the right thing, even when it’s hard. So wait for the right person. You’ll be glad you did, and so will everyone in your great workplace culture.[3]

This is true. If your workplace culture is focused on winning and growing in a free market, hiring those whose values are centered on whining about grievances and collecting rent on the value of the work of others through political power is going to poison your workplace culture and reduce morale. Now when HR managers in Silicon Valley talk culture fit, this is code for under 30, no family responsibilities, can work over 60 hours a week, and will put up with the preferred sports, progressive causes, and after-hours socializing of the other low-level staff. And not-so-subtle discrimination against even the most productive who don’t fit this mold is common in startup culture. But a culture which encourages employees to have rich family and personal lives away from the workplace doesn’t have to be less competitive — just smarter. Your best workers don’t work the longest or stay at the office until 10 PM; they’re experienced and knowledgeable enough to get their work done in less time, and your company won’t sink when your junior employees grow up enough to realize they’ve been cheated out of a life and leave for more sustainable workplaces.

Fortunately, hiring managers aren’t stupid, and (except in highly-regulated industries) they have resisted the HR pressure to hire too much diversity deadwood. And companies are still free to discriminate against people whose culture won’t be helpful — which is why management needs to be careful not to hire those gender and ethnic studies graduates who seem to want to be social justice activists on someone else’s dime.


[1] The Rise of HR: Wisdom From 73 Thought Leaders, edited by Dave Ulrich, William A. Schiemann, GPHR and Libby Sartain, SPHR, published by the HR Certification Institute, 2015. http://www.octanner.com/content/dam/oc-tanner/documents/ebooks/HRCI_TheRiseofHR-dual.pdf
[2] “HR as Organizational Leader and Champion of Diversity and Inclusion,” by Andy Brantley, from The Rise of HR, p. 217-225
[3] “CEOs Want Better Performance. Great Culture Can Make It Happen,” by China Gorman of Great Place to Work, from The Rise of HR, p. 179-188

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:

Death by HR: Biased HR Degree Programs Create Biased HR Bureaucracies
Death by HR: Pink Collar Ghettos, Publishing and HR
Death by HR: Who Staffs HR Departments? Mostly Women…
Death by HR: The Great Enrichment to the Great Slackening
Death by HR: Good-Enough Cogs vs Best Employees
Death by HR: EEOC Incompetence and the Coming Idiocracy
Death by HR: The End of Merit in Civil Service
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

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
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

Death by HR Introduction: HR Pushes Damaging Regulations Into the Enterprise
Death by HR: How Affirmative Action Cripples Organizations

Death by HR: How Affirmative Action Cripples Organizations

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

Introduction

This book is about the new Age of Incompetence, with brain-dead, unaccountable employees holding sinecures at the heart of our government agencies and regulated institutions like banks and hospitals, protected by affirmative action and union policies. The rot is spreading as pressure from state and federal regulation of companies has increased, empowering an internal compliance bureaucracy — Human Resources (HR) — that has devalued the best job candidates and employees and promoted affirmative action and diversity over team productivity.

The result has been ever-more-costly failures and a steep decline in organizational performance. 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, boondoggle weapons systems, and deadly 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 to make up for bad family backgrounds. Costs for regulated services like schools, colleges, medical insurance, drugs, courts, prisons, and infrastructure like roads and bridges rise far faster than inflation, while time to complete major projects stretches out to decades, and many fail completely and are cancelled after billions have been spent. And the rot is spreading as government pushes businesses to adopt similar employment policies, with HR enforcing government mandates that compromise competitiveness and give overseas companies the advantage.

This book will trace the factors that have hobbled growth and damaged organizational competence. Government regulation has led to HR departments that actively sabotage the hiring of the best candidates for jobs, with by-the-book mediocrities placed in positions of responsibility.

Silicon Valley and the tech industries are the next targets. If you’re a manager at a tech company, I’ll suggest some ways to protect your people from HR and its emphasis on credentials and affirmative action (AA) 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 I’ll show why appeasement of diversity activists is a dangerous strategy that may make your organization a target for further extortionate demands….

Affirmative action policies have 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. This is the cause of the failure 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 public education, but also visible in larger companies where HR departments are coming to be staffed by progressives who believe in removing non-progressive thoughts and people from the workplace. 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…”)

This book will focus on the situation in the US, which was until recently more resistant to the bureaucratic disease and thus had a healthier economy and a more dynamic labor market than Europe. The onset of top-down sclerosis by Federal regulation and micromanagement has reduced US growth to the same stagnant levels seen in Europe, for much the same reason: educated by public schools to believe they need permission to do anything, young people stop trying to do anything, and wait for someone to help them. The increasing numbers of untouchable diversity hires in positions of responsibility has inhibited accountability, and the inability to fire employees after even the most egregious malfeasance has spread from civil service and union shops into major corporations —s ince some cannot be held accountable for incompetence, no one is; and the continuing presence of employees who coworkers know are shirkers, incompetents, or even criminals reduces the morale of those who are good at their jobs and work hard. The dysfunction varies by industry and company, with the worst-hit in heavily-regulated sectors like banking, education, and healthcare, where government either controls every element of the business or pays for most of the product. Sectors which until recently were relatively free of deadwood, like high tech, are now under attack by the diversity activists, who want more hiring of less qualified people to make high tech workforces more representative — which would mean discriminating against better candidates who are white, Asian, Indian, male, etc.

This book will also look at a few other countries that have tried various forms of affirmative action policies to demonstrate that while these places are culturally very different, the divisive and socially damaging long-term effects of AA preferences are visible in every country where it has been in place for longer than one generation.

Affirmative action — which substitutes the lower standard of “good enough” for “best” in hiring new employees, setting the bar low enough so that affirmative action hires can meet it instead of seeking out the most qualified candidate — is not the only labor regulation crippling organizational productivity. State and federal regulation and micromanagement of economic activity continues to increase, complicating and delaying every public and many private projects. Whole sectors of the economy are weighed down by regulation; new medical devices and drugs cost $billions to get through corrupt and scientifically-antiquated FDA studies and approvals processes, which results in high prices for new medical technology. Routine services like dental cleanings and hair braiding are illegal in many states unless done under supervision of a cartel of state-certified practitioners; four states even outlaw residential decorating services unless licensed. Hazards of toppling armoires aside, the state is easily captured by motivated business groups to outlaw new competition for their business, and under the pretense of protecting consumers, allowing professional cartels to charge much more for services.

Labor laws are similarly gamed by politically-influential unions and power-seeking bureaucrats. Minimum wage laws outlaw lower wages for unproven or new workers, and restrictions on firing as in Europe make it less likely companies will take a chance on hiring a full-time worker rather than a temp or contractor. The long-term result of Euro-style labor protection is Euro-style high unemployment, especially in young, inexperienced workers, who are thereby kept from ever gaining the experience that would make them valuable enough to hire despite the additional rules and costs imposed by the laws. People accept that education costs money and that students may be paid less for internships or even pay outright for classes, but forget that most occupational skills are acquired in the workplace, in the first years of employment. By outlawing lower wages and at-will employment, labor laws are keeping young people from important learning experiences and ruining their chance to start on a career ladder.

Until the Roosevelt administration and the New Deal, the Supreme Court had held back many attempts to regulate private business, ruling them unconstitutional overreaches. But after Roosevelt threatened to pack the court with new justices who would approve his regulatory agenda, the Supreme Court bowed to his wishes. In a series of cases, the newly Progressive-leaning Court expanded the Commerce Clause to allow federal regulation of almost all economic activity. In Wickard v. Filburn, 317 U.S. 111 (1942), the court ruled that a farmer could be fined for growing wheat on his own land for his own animals’ consumption because he would otherwise have had to purchase wheat in the market, which a 1938 agricultural control law regulated. After this, the court rarely found any Federal regulation of contracts or commerce to be unconstitutional, despite the clear intent of the framers that such Federal power over commerce was intended to prevent states from creating trade barriers and discriminating against the products of other US states.

As a result, laws and regulations on commerce of all kinds — and labor specifically — have expanded, and the staffing levels of Human Resources departments and administrations at colleges and hospitals have ballooned to meet bureaucratic requirements. Federal fingers are now in every pie, wasting resources and deadening initiative, since a lawsuit or negative attention from the NLRB, EEOC, Dept. of Education, HHS, EPA, and other enforcement agencies can destroy or damage a company or institution. HR and administrative staff approve of the progressive control agenda—which gives them power and status—and when free to drift leftward serve as an internal fifth column dedicated to enforcing progressive standards on their own organization and its workforce.

Companies serving an international market find themselves battling foreign companies who don’t have as many burdens, especially in Asia. The US advantage of a productive workforce and innovative technology is gradually worn down by the time and money spent fighting bureaucrats. Mediocre managements take current rewards for themselves but ignore the future, eventually failing. Foreign companies take over markets, one by one, as US companies dragged down by unions and mediocre key employees lose revenues and eventually abandon markets.

Governments have expanded the areas they control while the Civil Service, union, and affirmative action rules imposed on their workforces have reduced their effectiveness in their most critical functions. From deaths caused by bureaucratic malfeasance at the VA to killer cops rarely punished and kept on the payroll by the efforts of police unions, this lack of accountability makes it difficult to remove incompetent or criminal public employees and makes it impossible for even motivated elected officials to reform public services. The rising debt and costs for every public project mean failing services, rampant injustice, and decaying infrastructure are not being addressed. As a result, US competitiveness is declining vs. countries with better-managed public services. And public anger and cynicism as the years pass and each new group of elected officials fails to fix any of the problems they promised to fix is leading to a dangerous disregard for the law and a desire for a dictator who will sweep aside the checks and balances of a Republic.

Because there are so many examples of malfeasance and incompetence in government’s control of commerce and labor regulations, I was forced to leave most of that material for the next book, which will focus on government. Entire books have been written about the costly failures of the Drug War, public schools, affirmative action, and police militarization. This book will focus on the creeping spread of this atmosphere of consequence-free failure. The hubris of central planners and their capture by special interests, acting in concert with well-meaning but naive do-gooders who think they can vote their way to a better world, has brought us the diseases of socialism by taking away authority and accountability that let businesses succeed or fail. The pleasant-sounding ideal of equality of outcome — which killed hundreds of millions of people as the activating principle of Marxism-Communism — is actually the enemy of individual freedom, accountability, and achievement. The decline of excellence as a primary goal leading to profit and growth has not come because people like failure and mediocrity, but because they were sold a fairy tale about how government could make everything fairer and make everyone happy through the workings of laws and regulations. The result has been a lot more unhappiness and civil strife as the unintended consequences have swamped whatever good was intended. And the level of hypocrisy has risen as politicians promote the message that everyone is a victim and that someone else — “the 1%,” corporations, Republicans, foreigners, Muslims, blacks, the Koch Brothers, the Jews, whoever works as a scapegoat—is responsible for keeping them down.

High tech, one sector where the US led the world and generated immense new wealth, has now been targeted as the next area to be regulated. Activists and demagogues are attracted by money, and with more than half of the US private economy now controlled by government regulators, it was inevitable the parasites would look toward the remaining healthy sectors for their next fix. Calls for diversity quotas in tech company workforces, video game characters, and open-source software projects are early warning signs. HR departments in most tech companies serve as the political commissars of regulation, and HR departments in tech are staffed by lower-paid employees who have little understanding of the technology but a lot of interest in screening out even the best prospective employees who don’t fit the narrow diversity mold. Managers who want the best teams and the fastest, coolest products are resisting these HR apparatchiks, and I’ll show what you can do about it if you work in tech.

The next battlefield after high tech is discretion in hiring — which the activists believe must be limited to force employers to hire any candidate “qualified” for a job as soon as they apply. Only a few radicals are proposing this kind of blind hiring now, but continuing successes in getting firms to bow to their diversity demands will result in a list of new demands. Seattle has already passed an ordinance requiring landlords to rent apartments to the first applicant who qualifies — next what counts as qualified will come under their control, and government-sponsored Section 8 and protected class tenants will be deemed qualified no matter what their credit reports and criminal records show. And similar movements in hiring — supposedly to prevent discrimination by eliminating management choice of who to employ — are coming soon.

There are many people working hard in HR to promote the interests of their organization, but their efforts are often blunted by the prevailing HR culture that substitutes buzzwords and feel-good social goals for promotion of productivity and excellence:

…Most HR organizations have ghettoized themselves literally to the brink of obsolescence. They are competent at the administrivia of pay, benefits, and retirement, but companies increasingly are farming those functions out to contractors who can handle such routine tasks at lower expense. What’s left is the more important strategic role of raising the reputational and intellectual capital of the company — but HR is, it turns out, uniquely unsuited for that. Here’s why:

HR people aren’t the sharpest tacks in the box. We’ll be blunt: If you are an ambitious young thing newly graduated from a top college or B-school with your eye on a rewarding career in business, your first instinct is not to join the human-resources dance. (At the University of Michigan’s Ross School of Business, which arguably boasts the nation’s top faculty for organizational issues, just 1.2% of 2004 grads did so.) Says a management professor at one leading school: “The best and the brightest don’t go into HR.”

Who does? Intelligent people, sometimes—but not businesspeople. “HR doesn’t tend to hire a lot of independent thinkers or people who stand up as moral compasses,” says Garold L. Markle, a longtime human-resources executive at Exxon and Shell Offshore who now runs his own consultancy. Some are exiles from the corporate mainstream: They’ve fared poorly in meatier roles—but not poorly enough to be fired. For them, and for their employers, HR represents a relatively low-risk parking spot.

Others enter the field by choice and with the best of intentions, but for the wrong reasons. They like working with people, and they want to be helpful—noble motives that thoroughly tick off some HR thinkers. “When people have come to me and said, ‘I want to work with people,’ I say, ‘Good, go be a social worker,'” says Arnold Kanarick, who has headed human resources at the Limited and, until recently, at Bear Stearns. “HR isn’t about being a do-gooder. It’s about how do you get the best and brightest people and raise the value of the firm.”[1]

[1] “Why We Hate HR: In a knowledge economy, companies with the best talent win. And finding, nurturing, and developing that talent should be one of the most important tasks in a corporation. So why does human resources do such a bad job—and how can we fix it?” Fast Company, August 1, 2005. http://www.fastcompany.com/53319/why-we-hate-hr

Death by HR: How Affirmative Action Cripples Organizations

Death by HR: How Affirmative Action Cripples Organizations

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

The first review is in: by Elmer T. Jones, author of The Employment Game. 

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:

A Clinton Christmas Carol
“High Tech Under Diversity Pressure
Ban the Box, Credit Scores, Current Salaries: The Road to Hiring Blind
HireVue, Video Interviews, and AI Job Searches
“Death by HR” – Diversity Programs Don’t Work

Election 2016: Clinton vs Trump vs ?

I discussed the corrupt and incestuous media-government revolving door problem in Journalism or Government Propaganda? The Revolving Door.

With less than a week to go before the election, I’m watching lots of thoughtful friends struggling with the choices, and they are unhappy about having these candidates to choose from. It helps to remember that one person’s vote makes almost no difference, especially if you live in one of the populous states that is likely to vote overwhelmingly for one major party candidate. So do your best and don’t feel responsible if your chosen candidate wins and turns out to be a disaster — you’re not at fault.

I will make this meta-point: we’re heading for financial meltdown no matter who wins, since the demographic bomb of pensions and Medicare is about to go off and the central bankers are unable to safely end their ZIRP policies which must eventually end. It’s going to get ugly.

Similarly, the administrative state has become a parasite which can increase its share of national wealth indefinitely only when a robust economy supports it. Stagnation from ever-increasing regulation means that tax rates or deficits must rise to continue the bureaucracy’s expansion, further impairing growth and leading to a death spiral. Hard work and deferred consumption to invest in the future are already punished, and that negative feedback will only increase.

Clinton would be a continuation of the special-interest looting of the middle class, with cable TV and media combines supporting her through propaganda-news. Trump disrupts that cozy machinery, and while he has no policy solutions for the collapse to come when ZIRP finally ends catastrophically, a President Trump won’t be defending the administrative state when the freed-up Congress and states rise up to reform and shrink it. Clinton would continue the flogging until morale improves…

Smashing the Democratic Party’s corrupt feedback loop supported by public employee unions and government-funded academics will give other interests a chance to be heard. That is one of the better arguments for what would otherwise be an irresponsible decision to vote for Trump.

Peter Thiel had this to say:

THANK YOU VERY MUCH FOR HAVING ME HERE.

EVERYONE KNOWS WE HAVE BEEN LIVING THROUGH A CRAZY ELECTION YEAR. REAL EVENTS SEEM LIKE THE REHEARSALS FOR SATURDAY NIGHT LIVE.

ONLY AN OUTBREAK OF INSANITY WOULD SEEM TO ACCOUNT FOR THE UNPRECEDENTED FACT THAT THIS YEAR, A POLITICAL OUTSIDER MANAGED TO WIN A MAJOR PARTY NOMINATION.

TO THE PEOPLE WHO ARE USED TO INFLUENCING OUR CHOICES, THE WEALTHY PEOPLE WHO GIVE MONEY AND THE COMMENTATORS WHO GIVE REASONS WHY, IT ALL SEEMS LIKE A BAD DREAM.

DONORS DON’T WANT TO FIND OUT WHY WE GOT HERE, THEY JUST WANT TO MOVE ON. COME NOVEMBER 9, THEY HOPE EVERYONE ELSE WILL GO BACK TO BUSINESS AS USUAL. BUT IT IS THIS HEEDLESSNESS: THE TEMPTATION TO IGNORE DIFFICULT REALITIES INDULGED IN BY OUR CITIZENS THAT GOT US WHERE WE ARE TODAY.

A LOT OF SUCCESSFUL PEOPLE ARE TOO PROUD TO ADMIT IT SINCE IT SEEMS TO PUT THEIR SUCCESS IN QUESTION. BUT THE TRUTH IS, NO MATTER HOW CRAZY THIS ELECTION SEEMS, IT IS LESS CRAZY THAN THE CONDITION OF OUR COUNTRY. JUST LOOK AT THE GENERATION THAT SUPPLIES MOST OF OUR LEADERS. THE BABY BOOMERS. THEY ARE ENTERING RETIREMENT IN A STATE OF ACTUARIAL BANKRUPTCY. 54% OF THOSE OVER THE AGE OF 55 HAVE LESS THAN ONE YEARS WORTH OF SAVINGS TO THEIR NAME.

THAT IS A PROBLEM, ESPECIALLY WHEN THIS IS THE ONLY COUNTRY WHERE YOU HAVE TO PAY UP TO 10 TIMES AS MUCH FOR SIMPLE MEDICINES AS YOU WOULD PAY ANYWHERE ELSE. AMERICA’S OVERPRICED HEALTH CARE SYSTEM MIGHT HELP SUBSIDIZE THE REST OF THE WORLD, BUT THAT DOES NOT HELP AMERICANS WHO CANNOT AFFORD IT AND THEY HAVE STARTED TO NOTICE.

OUR YOUNGEST CITIZENS MAY NOT HAVE MEDICAL BILLS, BUT THEIR COLLEGE TUITION KEEPS ON INCREASING FASTER THAN THE RATE OF INFLATION, ADDING MORE EVERY YEAR TO OUR $1.3 TRILLION MOUNTAIN OF STUDENT DEBT. AMERICA HAS BECOME THE ONLY COUNTRY WHERE STUDENTS TAKE ON LOANS THEY CAN NEVER ESCAPE, NOT EVEN BY DECLARING BANKRUPTCY.

STUCK IN THIS BROKEN SYSTEM, MILLENNIALS ARE THE FIRST GENERATION THAT EXPECT THEIR OWN LIVES TO BE WORSE THAN THE LIVES OF THEIR PARENTS. WHILE AMERICAN FAMILY EXPENSES HAVE BEEN INCREASING RELENTLESSLY, THEIR INCOMES HAVE BEEN STAGNANT. IN REAL DOLLARS, IMMEDIATE HOUSEHOLD MAKES LESS MONEY TODAY THAT MADE 17 YEARS AGO. NEARLY HALF OF AMERICANS WOULD NOT BE ABLE TO COME UP WITH $400 IF THEY NEEDED IT FOR AN EMERGENCY.

YET, WHILE HOUSEHOLDS STRUGGLED TO KEEP UP WITH THE CHALLENGES OF EVERYDAY LIFE, THE GOVERNMENT IS WASTING TRILLIONS OF DOLLARS ON TAXPAYER MONEY ON FARAWAY WARS. RIGHT NOW, WE’RE FIGHTING FIVE OF THEM. IN IRAQ, SYRIA, LIBYA, AND SOMALIA.

IN THE WEALTHY SUBURBS OF WASHINGTON DC, PEOPLE ARE DOING JUST FINE. WHERE I WORK IN SILICON VALLEY, PEOPLE ARE DOING JUST GREAT. BUT MOST AMERICANS DON’T LIVE BY THE BELTWAY OR THE SAN FRANCISCO BAY. MOST AMERICANS HAVE NOT BEEN PART OF THAT PERSPECTIVE. IT SHOULDN’T BE SURPRISING TO SEE PEOPLE VOTING FOR BERNIE SANDERS OR DONALD TRUMP, WHO IS THE ONLY OUTSIDER (VERY FEW PEOPLE WHO VOTE FOR PRESIDENT HAVE EVER THOUGHT OF DOING SOMETHING SO EXTREME AS RUNNING FOR PRESIDENT. THE PEOPLE WHO RUN ARE OFTEN POLARIZING).

THIS ELECTION YEAR, BOTH MAJOR CANDIDATES ARE IMPERFECT PEOPLE TO SAY THE LEAST. I DON’T AGREE WITH EVERYTHING DONALD TRUMP HAS SAID AND DONE, AND I DON’T THINK THE MILLIONS OF OTHER PEOPLE VOTING FOR HIM DO EITHER. NOBODY THINKS HIS COMMENTS ABOUT WOMEN WERE ACCEPTABLE. I AGREE, THEY WERE CLEARLY OFFENSIVE AND INAPPROPRIATE. BUT I DON’T THINK THE VOTERS PULL THE LEVER TO ENDORSE A CANDIDATE’S FLAWS.

IT IS NOT A LACK OF JUDGMENT THAT LEADS AMERICANS TO VOTE FOR TRUMP, WE ARE VOTING FOR TRUMP BECAUSE WE JUDGE THE LEADERSHIP OF OUR COUNTRY TO HAVE FAILED.

THIS JUDGMENT HAS BEEN HARD TO ACCEPT FOR SOME OF THE COUNTRIES MOST FORTUNATE, SOCIALLY PROMINENT PEOPLE. IT CERTAINLY HAS BEEN HARD TO ACCEPT FOR SILICON VALLEY, WHERE MANY PEOPLE HAVE LEARNED TO KEEP QUIET IF THEY DISSENT FROM THE COASTAL BUBBLE. LOUDER VOICES HAVE SENT A MESSAGE THAT THEY DO NOT INTEND TO TOLERATE THE VIEWS OF ONE HALF OF THE COUNTRY.

THIS INTOLERANCE HAS TAKEN ON SOME BIZARRE FORMS. THE ADVOCATE, A MAGAZINE WHICH ONCE PRAISED ME AS A GAY INNOVATOR, EVEN PUBLISHED AN ARTICLE SAYING THAT AS OF NOW I AM, AND I QUOTE “NOT A GAY MAN” BECAUSE I DON’T AGREE WITH THEIR POLITICS. THE LIE IN THE BUZZWORD OF DIVERSITY COULD NOT BE MADE MORE CLEAR. IF YOU DON’T CONFORM, THEN YOU DON’T COUNT AS DIVERSE, NO MATTER WHAT YOUR PERSONAL BACKGROUND.

FACED WITH SUCH CONTEMPT, WHY DO VOTERS STILL SUPPORT DONALD TRUMP? EVEN IF THEY THINK THE AMERICAN SITUATION IS SERIOUS, WHY DO THEY THINK TRUMP OF ALL PEOPLE CAN MAKE IT BETTER?

I THINK IT IS BECAUSE OF THE BIG THINGS THAT TRUMP GETS RIGHT. FOR EXAMPLE, FREE TRADE HAS NOT WORKED OUT WELL FOR ALL OF AMERICA. IT HELPS TRUMP THAT THE OTHER SIDE JUST DOES NOT GET IT. ALL OF OUR ELITES TREAT FREE TRADE AND EXPLAIN THAT CHEAP IMPORTS MAKE EVERYONE A WINNER ACCORDING TO ECONOMIC THEORY. BUT IN ACTUAL PRACTICE, WE’VE LOST TENS OF THOUSANDS OF FACTORIES AND MILLIONS OF DOLLARS TO FOREIGN TRADE. HEARTLAND HAS BEEN DEVASTATED. MAYBE ELITES REALLY BELIEVE NO ONE LOSES OR MAYBE THEY DON’T WORRY ABOUT IT TOO MUCH BECAUSE THEY THINK THEY ARE AMONG THE WINNERS….

TRUMP VOTERS ARE ALSO TIRED OF WAR. WE HAVE BEEN AT WAR FOR 15 YEARS AND WE HAVE SPENT MORE THAN $4.6 TRILLION. MORE THAN 2 MILLION PEOPLE HAVE LOST THEIR LIVES AND MORE THAN 5000 AMERICAN SOLDIERS HAVE BEEN KILLED. BUT WE HAVE NOT ONE. THE BUSH ADMINISTRATION PROMISED $50 BILLION COULD BRING DEMOCRACY TO IRAQ. INSTEAD, WE SQUANDERED 40 TIMES AS MUCH TO BRING ABOUT CHAOS. EVEN AFTER THESE BIPARTISAN FAILURES, THE DEMOCRATIC PARTY IS MORE HAWKISH TODAY THAN AT ANY TIME SINCE IT BEGAN THE WAR IN VIETNAM. HARKING BACK TO THE NO-FLY ZONE BILL CLINTON ENFORCED OVER IRAQ BEFORE BUSH COSTS FAILED WAR, NOW HILLARY CLINTON HAS CALLED FOR A NO-FLY ZONE OVER SYRIA. INCREDIBLY, THAT WOULD BE A MISTAKE EVEN MORE RECKLESS THAN INVADING IRAQ. SINCE MOST OF THE PLANES FLYING OVER SYRIA ARE RUSSIAN PLANES, CLINTON’S PROPOSED COURSE OF ACTION WOULD INVOLVE US IN A MESSY CIVIL WAR — IT WOULD RISK A DIRECT NUCLEAR CONFLICT.

WHAT EXPLAINS THIS EAGERNESS TO ESCALATE A DANGEROUS SITUATION? HOW COULD HILLARY CLINTON BE SO WILDLY OVEROPTIMISTIC ABOUT THE OUTCOME OF WAR?

I WOULD SUGGEST IT COMES FROM A LOT OF PRACTICE. FOR A LONG TIME, OUR ELITES HAVE BEEN IN THE POWER A LONG TIME, OUR ELITES HAVE BEEN IN THE HABIT OF DENYING DIFFICULT REALITIES. THAT IS HOW BUBBLES FORM. WHEREVER THERE’S A HARD PROBLEM BUT PEOPLE WANT TO BELIEVE IN AN EASY SOLUTION, THEY WILL BE TEMPTED TO DENY REALITY AND INFLATE A BUBBLE. SOMETHING ABOUT THE EXPERIENCE OF THE BABY BOOMERS, WHOSE LIVES HAVE BEEN SO MUCH EASIER THAN THEIR PARENTS OR THEIR CHILDREN HAS LED THEM TO BUY INTO BUBBLES AGAIN AND AGAIN. THE TRADE BUBBLE SAYS EVERYONE IS A WINNER. THE WAR BUBBLE SAYS VICTORY IS JUST AROUND THE CORNER, BUT THESE OVEROPTIMISTIC STORIES SIMPLY HAVE NOT BEEN TRUE AND VOTERS ARE TIRED OF BEING LIED TO.

IT WAS BOTH INSANE AND SOMEHOW INEVITABLE THAT D.C. INSIDERS EXPECTED THIS ELECTION TO BE A RERUN BETWEEN THE TWO POLITICAL DYNASTIES WHO LET US THROUGH THE TWO MOST GIGANTIC FINANCIAL BUBBLES OF OUR TIME. PRESIDENT GEORGE W. BUSH PRESIDED OVER THE INFLATION OF THE HOUSING BUBBLE SO BIG THAT IT’S COLLAPSE IS STILL CAUSING ECONOMIC STAGNATION TODAY. BUT WHAT IS STRANGELY FORGOTTEN IS THAT THE LAST DECADE HOUSING BUBBLE WAS JUST AN ATTEMPT TO MAKE UP FOR THE GAINS THAT HAVE BEEN LOST THE DECADE BEFORE THAT. IN THE 1990’S, PRESIDENT BILL CLINTON PRESIDED OVER AN ENORMOUS STOCK MARKET BUBBLE AND DEVASTATING CRASH IN 2000 JUST AS HIS SECOND TERM WAS COMING TO AN END. THAT IS HOW LONG THE SAME PEOPLE HAVE BEEN PURSUING THE SAME DISASTROUS POLICIES.

NOW THAT SOMEONE DIFFERENT IS IN THE RUNNING, SOMEONE WHO REJECTS THE STORIES THAT TELL US EVERYTHING IS FINE, HIS LARGER-THAN-LIFE PERSONA ATTRACTS A LOT OF ATTENTION. NOBODY WOULD SUGGEST DONALD TRUMP IS A HUMBLE MAN. BUT THE BIG THINGS HE IS RIGHT ABOUT AMOUNT TO A MUCH-NEEDED DOSE OF HUMILITY. HE HAS QUESTIONED THE CORE CONCEPT OF AMERICAN EXCEPTIONALISM.

HE DOESN’T THINK THE FORCE OF OPTIMISM ALONE CAN CHANGE REALITY WITHOUT HARD WORK. JUST AS MUCH AS IS IS ABOUT MAKING AMERICA GREAT, TRUMP’S AGENDA IS ABOUT MAKING AMERICA A NORMAL COUNTRY, A NORMAL COUNTRY DOES NOT HAVE A HALF TRILLION DOLLAR TRADE DEFICIT. A NORMAL COUNTRY DOES NOT FIGHT FIVE SIMULTANEOUS UNDECLARED WARS.

IN A NORMAL COUNTRY, THE GOVERNMENT ACTUALLY DOES ITS JOB. TODAY, IT IS IMPORTANT TO RECOGNIZE THE GOVERNMENT HAS A JOB TO DO. VOTERS ARE TIRED OF HEARING CONSERVATIVE POLITICIANS SAYING GOVERNMENT NEVER WORKS. THEY KNOW GOVERNMENT WAS NOT ALWAYS THIS BROKEN. THE MANHATTAN PROJECT, THE INTERSTATE HIGHWAY SYSTEM, THE APOLLO PROGRAM, WHATEVER YOU THINK OF THESE VENTURES, YOU CANNOT DOUBT THE COMPETENCE OF THE GOVERNMENT THAT GOT THEM DONE, BUT WE HAVE FALLEN VERY FAR FROM THAT STANDARD. WE CANNOT LET FREE-MARKET IDEOLOGY SERVE AS AN EXCUSE FOR DECLINE.

NO MATTER WHAT HAPPENS IN THIS ELECTION, WHAT TRUMP REPRESENTS IS NOT CRAZY AND IT’S NOT GOING AWAY. HE POINTS TOWARD A NEW REPUBLICAN PARTY BEYOND THE DOGMAS OF REAGANISM. HE POINTS BEYOND THE REMAKING OF ONE PARTY TO A NEW AMERICAN POLITICS THAT OVERCOMES DENIAL, REJECTS BUBBLE THINKING AND RECKONS WITH REALITY. WHEN THE DISTRACTING SPECTACLES OF THIS ELECTION SEASON ARE OVER AND THE HISTORY OF OUR TIME IS WRITTEN, THE ONLY IMPORTANT QUESTION WILL BE WHETHER OR NOT THAT NEW POLITICS CAME TOO LATE. THANK YOU.

(Transcript courtesy Zerohedge.) As one commenter said, it’s a shame it’s not Peter Thiel running for the office.

So there are reasonable people supporting Trump, not because of his repellent behaviors and supporters, but in spite of them — because it may be the only chance to limit the power of the Democratic-bureaucratic alliance for another long four years.

Good luck, everyone!

—

 

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. 

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.

 

For more reading goodness:

Death by HR: Biased HR Degree Programs Create Biased HR Bureaucracies
Death by HR: Pink Collar Ghettos, Publishing and HR
Death by HR: Who Staffs HR Departments? Mostly Women…
Death by HR: The Great Enrichment to the Great Slackening
Death by HR: Good-Enough Cogs vs Best Employees
Death by HR: EEOC Incompetence and the Coming Idiocracy
The Justice is Too Damn High! – Gawker, the High Cost of Litigation, and the Weapon Shops of Isher
Regulation Strangling Innovation: Planes, Trains, and Hyperloop
Captain America and Progressive Infantilization
The Great Progressive Stagnation vs. Dynamism
FDA Wants More Lung Cancer
Corrupt Feedback Loops: Public Employee Unions
Unrealistic Expectations: Liberal Arts Woman and Amazon Men
Stable is Boring? “Psychology Today” Article on Bad Boyfriends
Gaming and Science Fiction: Social Justice Warriors Strike Again