Employers and Employees – The Battle is Waged: The Fight is Important

LookEmployers throughout the world, including Disney, American Express, Wells Fargo, and thousands more, have begun to battle their employees.  Unionized shops, the battle has been waged for 50 years and shows no sign of relenting.  Only recently have other employers joined the fray, not to help employees but to rid themselves of employees.  These businesses are fighting employees against their employees for the company’s culture and soul.  Couched in many a buzzword, political stance, and archaic practices, the employers want to rid their workforces of those they despise, and the battle is legal!

Make no mistake, what the employers are doing is immoral, unethical, and disastrous to those employees unfavored, but the actions remain perfectly legal, and this is the point we must understand.  Laws have been changed against the majority for the selectivization and advancement of the minority.  The fight is important because you might be next and never know your termination has been affected, but not enforced until it is too late.  This article intends to raise awareness, not cover every particle in the fight or catalog every avenue an employer might take to attack an employee.  Imperative to know and remember, as long as the actions are against individuals, no laws are being broken, and the employer wins when they can make the situation untenable, and the employee on the out quits or is forced out under a miasma of quasi-legal terms, so it appears that employee was treated fairly.Plato 2

Never forget, a lawyer’s job is to make the illegal appear legal, and the legal appear illegal, so a judge must decide.  Add in judicial activism and legislation from the judicial bench, and the trouble becomes apparent quickly.  Unfortunately, the lawyers’ training has shifted, and the legal mind’s quality has slipped under the weight of many of the topics discussed herein.  The vicious cycle can only be broken when the collective beliefs of the majority are re-established, not to the demise of the minority but the growth of the entire society.

Culture and Politics

As long as people have banded together into organizations, societies, governments, etc., there has been the push and pull of politics.  All of recorded history bears truth to this fact.  People have beliefs.  They express these beliefs through representatives who rise and fall in different leadership positions, and societies change according to the expressed beliefs through which a society is governed (law).  Pick a governing style (Communism, Socialism, Representative, Direct or Indirect Representation, Monarchy, Theocracy, etc.), and you will find the collective beliefs of the people expressed in how long a leader remains in power or the stability of the society so governed.  Politics happens and is best described as the push/pull of collective beliefs expressed by populations.  Economies rise and fall based upon the collective beliefs, expressed in the stability of the society and the government leader’s length of time as leader.Lemmings 1

History has shown when a governing leader is short-lived, it is generally because they refused to follow the collective beliefs of the population, giving rise to the credit ratings of stable governments and societies being higher than for those who are changing leadership every couple of weeks or months.  Those leaders who can tread the waters of public opinion maintain their jobs and, many times in history, their heads by following the collective beliefs in the morals of the people.  The US Dollar’s stability is one of the strongest reasons this currency is one of the world’s benchmark currencies.  Politics did that, and politics are the push/pull collective beliefs expressed by the citizens to their government leaders.  The process is messy and needs to be messy for a reason; only in the expression of two divergent points can a healthy middle ground be established, and society can grow.

Culture is not politics, but politics and politically minded people can influence it.  If politics is a society’s expressed beliefs, then culture is the expressed moral convictions as lived by a community.  For example, many institutions have been built on the law that coveting (envy) is wrong, but the practices of the people living build a culture that accepts graft, bribes, and other incentives that, while violating the law, are accepted.  Make sense?  The closer the culture is to following both the letter of the law and the living of the law provides for a stable and influential culture to invest resources into.?u=http2.bp.blogspot.com-BKwWSo412lIUngTRkmSYwIAAAAAAAARd8GqxDhvovmRgs1600salestaxcartoon.jpg&f=1&nofb=1

How does one change the collective beliefs of a society and the living practices of that society; first, you capture the children.  Bad ideas do not go away, they are either replaced with good ideas, or the bad ideas go into hiding, awaiting the time they can make a new appearance.  Everything modern society is facing has been faced previously, and the difference is that the seeds for the current dilemmas were planted more than 100-years ago, but the bad ideas first captured the children.  Why have these bad ideas advanced so rapidly?  The education of children in social customs, collectively shared beliefs, and individual duty, has been eroded and attacked mercilessly since “progressive education” (the refusal to teach children to read, write, and perform math) began in the late 1800s with Dewey, who called functional illiteracy “Progress!”

One of the first words plasticized, twisted, ripped apart, and then put together to fuel tyranny through modular language was the term progress.  Unfortunately, language has continued to suffer relentless attacks since the late 1800s, and more words have suffered the same fate in the modularization of language.  Consider with me the history of Tea.  Tea plantations in India were ruled by the iron fist of laws drafted in America and marketed with women in distress to the consuming nations geographically distant to where the crops were grown.  The tyranny of slavery is the same tyranny we face with modular language.  Nobody realizes this because to mention this connection is frowned upon by those making money off the tyranny of language.  The tyranny of modular language fueled the oppression of entire populations to fuel an empire.  The language led to actions (afternoon tea) and a host of other practices, words, and social customs to fuel the demand for Tea.  Unfortunately, the tyranny of modular language also fueled hot wars in China, more geographically distant suffering from the population consuming Tea.History of Tea | Dilmah School of Tea

Language – Plastic Terms

Diversity, what is it; what does it mean in practice versus meaning from a dictionary; what value does it have for a business?  Equity, same problem, fewer answers, more confusion.  Inclusion, same problem, confusion, chaos, and eventual destruction.  These are, but a small sample of current buzzwords strung together and causing problems in businesses.  There are entire word classes set apart for plasticization, which sound good to the ear, and that people love to rally behind, but these terms cover a hidden agenda.   They have been weaponized to destroy, not lift and build—tyranny through modular language, plastic words.Plastic Words: The Tyranny of a Modular Language By Uwe Poerksen

American Express is a perfect example of how DE&I efforts (Diversity, Equity, and Inclusion) have been weaponized to pick away, through politics, the non-politically affiliated, those who show up to their employment and merely want to work their job.  The University of Phoenix is another company long captured by, and suffering from, DE&I tyrants.  Both American Express and the University of Phoenix began their DE&I journeys with the best of intentions.  Still, the result remains the same, the minority classes bring politics anathema to good order and discipline into the company, initiating change cloaked in DE&I.  The result has been the discouragement and disenfranchisement of employees.  The DE&I champions crow and cheer for these people leaving as it injects more DE&I hiring, and the new employees realize that unless they are politically affiliated, read that as aligned to a militant tyrant in DE&I, they too will be out of work very shortly.

Language matters, and when terms are plasticized, the only result is destruction and tyranny.  Consider the teachers in the Albuquerque Public Schools System or the employees of the State of New Mexico; both populations stress DE&I initiatives under various names but with the same purpose.  Who are the enemies of DE&I; those who do not wear their politics on their sleeves, acting as emotionally charged smart bombs of the media.  Even if a person holds some of the DE&I beliefs, if they are not militant in their beliefs, they are ostracized by their language, judged, and removed from employment.Political Correctness = Language and Thought Control | Wake Up World

When the patients rule the asylum, the problems for all patients in the asylum double and triple, not improve.  The same result occurs when the vocal minorities of a population gain power that is not theirs, and they make no concerted efforts to rule fairly and justly.  One of the truths about any revolution is that those who initiated the revolution rarely (if ever) get to enjoy the fruits of their rebellion as they are so focused on fixing what they perceive as injustices, they miss that they have become worse in action than those they deposed.

80-20 Rule

The 80/20 Rule is known by many monikers, but always it is the same rule, in different wrapping – 80% of a population will be controlled by 20%.  In standard terms, the minority is setting the culture for the 80% to follow, and they hope you will never realize you are stronger without the vocal minority than with them.  Take the recent changes at Disney.  There is a vocal minority demanding change, couching the changes in diversity, equity, and inclusion, and the Disney business model is about to self-destruct.  The same is true of American Express, where if you are male and white, you are not welcome.  But, if you are one of the members of any number of protected classes, you are welcome.  When politics interferes in professional pursuits, 80% will always suffer under the tyranny of the 20%.  What happens when the vocal minority becomes the majority, they fang themselves to death, and nobody is left to care because that 80% majority has left them to their own devices.Pareto Principle: understanding the 80/20 Rule

It should go without saying, but I will make plain, I am not against diversity.  I do believe that diversity for diversity’s sake is wrong, immoral, unethical, and anathema to good order in a society.  Diversity of thought should be preeminent as the diversity of thought transcends skin color and lifestyle choices.  Diversity of thinking includes the desire to see all succeed on merit, character, and individual action.  I abhor in the strongest terms picking a person solely based on their gender, skin color, religious preferences, disability status, culture, or any variable that supersedes accomplishment, education, and learned skill set.  The same is valid for inclusion and equity; when people cannot compete solely upon achievement, education, and intellectual skill sets, this creates an imbalance in the population.

Hence roadblocks to education must be removed, character-defining and building experiences should be shared and taught, and achievement recognized.  What is missing from schools from K-12 and up; is accomplishment, education, and learned skill sets.  What has replaced these; is DE&I, where the vocal minority is destroying with no thought for what replaces the institutions, societies, corporations, and more.  Iconoclasm in its most destructive form has taken over employers, and these companies are committing suicide to pacify, tranquilize, and placate a small population at the expense of all.Make the 80/20 Rule Work for Your Online Marketing Efforts | WillTan.com

Inherently, change is not bad but growing, productive, and useful change requires inputs from a diverse population.  Inclusion is not inherently a bad thing, but the current demands for inclusion, only for the sake of inclusion, make the activities of the vocal minority lethal to the entire social body.  Equity is a prerequisite for society to grow, develop, and be stable long-term.  This is why societies built on slavery, or those muzzling 50% of the population, are inherently ripe for hostile takeovers.

The actions of the vocal minority in employment right now are precarious at best, suicidal at worst, and permanently immoral and unethical.  The models they promote have no substance and enable unfair, unjust, and unequal systems.  Worse, companies that flout their customer base, which is the largest stakeholder in any business, will find smaller profit margins and higher expenses as employee churn increases.

Knowledge Check!One truth that should give hope to the employees affected is that when the minority becomes the majority in a body and does not have any substance, they destroy themselves.  C-Leaders, are you sure you want to take the company you have been placed in control over down this dangerous path?  On my first day at American Express, new hires were introduced to the rich, proud, and stable company history and core values.  How sad it is to witness how fast this company has fallen!  Who will replace these companies?  Will their replacements learn from the failures of the past?

© Copyright 2022 – M. Dave Salisbury
The author holds no claims for the art used herein, the pictures were obtained in the public domain, and the intellectual property belongs to those who created the images.  Quoted materials remain the property of the original author.

Biology in Action – Or, Can an organization be successful inside another organization?

Program Note, much of this blog was formed and used as responses to discussion assignments at the University of Phoenix.  The assignments were completed first and this is mentioned to avoid plagiarizing myself.  This topic is vital to understanding hierarchy in organizations, understanding labor unions, and creating an organizational culture of respect.

The question was raised, “Can an organization exist within another organization?”  The short answer is absolutely.  The human body is a perfect example of this principle as it forms symbiotic relationships with all its systemic organizations to maintain the health of the whole body.  Applying the principle of symbiosis to a business organization is very possible and advocated. 

The principle of symbiosis is simple:  mutual dependence or reasoning that the overall health of the two organizations is improved by working together.  The opposite of symbiosis is virus.  The principle work of a virus is to take from the host in an adversarial capacity, regardless of the host’s physical/mental/ spiritual health or future well being.

The body has been reported to form viral and symbiotic relationships to improve the life and well being of the host.  Biological research explains the benefits of viral and symbiotic relationships to the host or body, long and short term, and why and how they work.  I mention this solely because I do not want a perception to be fostered of virus equals bad and symbiosis equals good.  Shen (2009) writes about the need for study into beneficial viruses as a method for fighting disease and improving the biological organization.

Biology has a direct bearing upon organizational design, organizational change, and organizational hierarchies, to name but a few practical applications for benchmarking biology into organizational leadership.  As an example, vendors and customers form vital links with a host organization; the most important of each party becomes a stakeholder in that organizational host.  Both parties could form a viral or symbiotic positive or negative relationship, and both positive and negative relationships can be beneficial to the host organization.

A recent event in the airline industry demonstrates the principles of symbiosis and virus in action.  Many unions in the airline industry cross between hosts.  For example, the pilot’s union crosses between US Airways and American Airlines.  American Airlines pilots go on strike for more money, but the US Airways pilots do not go on strike.  Current events declare what happened next, the unions banded together against the American Airlines host and forced a merger between American Airlines and US Airways.

Had the unions been in a symbiotic relationship the pilots and the managers at American Airlines would honestly communicate intentions, desires, and come up with a plan that benefits all sides in a win-win solution.  Always remembering, the host “American Airlines” provides parties, the managers and pilots, in the labor dispute with paychecks, employment, and other benefits, so the life of the host should be of paramount concern.  Other interested parties in this discussion are the airplane mechanics unions, the ticket counter unions, the steward/stewardess unions, and other parties such as airport organizations, flight controllers, and the American Airlines customers.  Many people depend upon the life of the host organization for their livelihoods, just as the entire body depends upon the life-processing resources of the heart.

The question remains, is the distinction clear enough?  When unions choose to be viral, they force concessions from the host, initiate mergers for personal power, and run to friendly judges and governments to empower themselves, regardless of the host.  Hostess was forced into receivership because of the labor unions closing a well known brand and destroying the lives of millions of customers and thousands of union and non-union employees.

Those in the labor dispute have a choice to make based upon their perceptions and intentions:  whether to become a virus, consuming or confiscating resources until the host is exhausted of physical and/or intellectual assets, damaged, and destroyed or to be symbiotic in nature and find mutually beneficial ground, compromising and negotiating desires to facilitate the survival of the host as well as its own survival.  Each customer, vendor, stakeholder, etc., faces this decision in dealing with the host:  Is it better to negotiate or not to negotiate? If the answer is affirmative, symbiosis is beginning.  If the answer is negative, a viral position has been decided.

Long have I maintained that the study of biology improves organizations; knowing how to differentiate between viral and symbiotic organizations provides the distinction to guide organizational change and even conduct day-to-day operations.  For example, being able to identify contractors based upon the principles of virus and symbiosis can safeguard the entire host organization.  A contractor representing a virus will confiscate or consume resources and return waste.  A contractor representing symbiosis will use resources to magnify or increase the value and health of the host organization.  The differentiation is not so much a discussion of dollars and cents as it is the distinction of service, quality, and attentiveness to the host brand.  Thorough understanding of the principles of virus and symbiosis from a study and knowledge of biology provides the basis upon which new paradigms are designed, new organizational cultures and hierarchies established, and the power of relationships are harnessed for the betterment of all, not just a few.

Reference

Shen, H. H. (2009). The challenge of discovering beneficial viruses. Journal of Medical Microbiology, 58(4), doi: 10.1099/jmm.0.002246-0