New Technology World

“How can love so right turn out so wrong?”

Adopted from the philosophers of our time, R&B luminaries such as Ray, Goodman, Brown and, later, the almost iconic Bee Gees. Good intentions are tainted by intellectual dishonesty, corporate arrogance, intimidation, situational ethics, and vanity of leadership infallibility. Become addicted to? In modern parlance, be real!

To completely deny multiculturalism, fairness, social conscience, etc., one must lose good will and intelligence.

and have social and financial death wishes.

There is a chasm between all that and stupidity, pandering to false gods, agreeing to intellectually bankrupt social madness. Then set fire to your own tail.

I am an advocate for inclusivity, the elimination of racial, gender and cultural bias wherever possible, and merit-based opportunity. If you’ve experienced discrimination, it’s easy. There is nothing like shedding blood because of who you are.

Yet it is completely dogma agnostic. Financially realistic in business and socially very sensitive. However, it’s a completely specific problem.

of The raison d’être of a for-profit enterprise is to generate profit and equity for its stakeholders.

“Profit” is not defined here. I don’t think “profit” is an absolute definition.this It varies for accountants, economists, managers, and certainly politicians. No career politician has ever been accused of defining it for our benefit.

Flexible use of corporate resources to dictate social change and conscience, both internally and externally, often borders on sanctuary.

Influencing good things for consumers — driving sales by delivering lifestyle, economic and social benefits — is as old as Aaron Montgomery. How cool you are driving that car, drinking that beer, using that cosmetics, wearing that clothes, eating that hamburger. Run to success with that online degree. All in the name of making a profit.

A business must do it for its stakeholders and perpetuate itself. Without the flexibility and profits to reinvest in positive growth, the gig is over quickly.

Prying into corporate social engagement and conscience, morality, inclusivity and fairness is right. Giving in to the ultra-aggressive and vocal purveyors of a “New World Order” by self-appointed and often intellectually bankrupt moralists is a “NO”.

Focus on what many would consider a “HARD NO”.

Is it the CEO’s job to impose change on society by forcing employees with no choice to yield? An unearned privilege?

It troubles me that many business leaders often downplay meritocracy, the bedrock of success in business and life, in favor of the grossly thoughtless inclusion of social, economic, and human equity. increase. I suggest we need to understand the difference between therapy and band-aids.The latter is essential, but the former is an elegant and sustainable solution.

I read a few well-publicized good practices from 20 companies. All Fortune 200. 5 of the top 20. Unfortunately, none of these companies are currently paying me for my work and limited wisdom, so I thought I’d rip two of them out. I chose them because I really respect them when it comes to core business fundamentals.

Ken Chenault’s American Express is now historic for its products and systems. Plus for all the wonderful people it had and still employs! We begin with its former leader and guiding light, the wonderful Mr. Chenault.

I love AMEX despite decades of refusal to waive the card’s annual fee as a top 2% user. My ego doesn’t have to flip through really cool-looking high-end credit cards at retail stores and restaurants. My his CITI card has the same perks and no cost.

Everything Ken Shuno left behind is a legacy. Perhaps also a parting shot with unintended consequences?

I think the following snippet (difficult choice of words, as it relates to train wrecks) should suffice.

A few months ago I saw the American Express Employee Worksheet on TV. Employees were asked to disclose their race, sexual orientation, body type, religion, gender identity, citizenship, and privileges. Do you understand the meaning of all these categories and their relevance in context? A couple is very complicated and requires 500 words from me. i simply don’t understand.

I think some of this smacks in the “not your business” box.

You can also ask people to list all the personal characteristics they find offensive or socially unacceptable. increase). How do most of those people feel about being naked?

“Body type?” Really? Is your employer going to contribute dating or health type mobile apps. For you? Already having problems with airport backscatter X-ray screening equipment, how do you feel about getting naked on paper? My response: No business of yours (expletive removed)!

Who are you to invade my wife and daughters? But obviously, fists could be flying when it comes to the risk of being handcuffed at LAX or JFK. Next? Heck: Major retailers can already read your iris…

This means that employment privacy laws are now flexible, depending on the circumstances.

Talk of nasty meritocracy came up again.

Want to keep working? Do you want promotion opportunities determined by who you are rather than what you do and how well you do it? Genoflect!

Verizon’s comprehensive and comprehensive “diversity training” juggernaut is interesting. Verizon Camp has 130,000 employees, and certainly some tough alternatives to “camp” come to mind.

Citing Christopher Ruffo, he attributes it to a whistleblower document (important racial capitalism of city ​​journal): “The Verizon Diversity Trainer instructs employees to dismantle their racial and sexual identities and embark on a lifelong ‘anti-racism journey’ according to their position in the ‘privileged’ hierarchy. Employees are asked to list their “race, ethnicity, gender, gender identity, religion, education, occupation and sexual orientation” on an official company worksheet. Next, consider your status according to the theory of “intersectionality”, which is an important factor. A theory of race that reduces an individual to a network of identities-her categories that determine whether they are ‘oppressors’ or ‘oppressors’.

If everything is nearly correct and it’s still there, Blow! Sorry for the blunt reference to Wayne’s World.

In other words, cut out that eye contact crap!

I read some more in “Media”. Managers are taught to interact with minority colleagues with great care so as not to commit “microaggressions” or “microinequalities.”

I asked a friend to define and contextualize what is “micro”. He instead suggested that I write about the mating habits of wallabies. Yet he defined everything in micro-paraphrases: racism, sexism, ageism, otherisms of all sorts, or harmless and subtle, but specific racial and sexual classes. other forms of prejudice that make members feel excluded and disrespected. or vulnerable. Wow. That’s what macroeconomists, authors, academics, and mockers of Google say.

That is, rolling eyes is prohibited.

O oppressors, you know what you are from birth.

If you’re among those who disagree, you can read Derrick Bell’s inflammatory papers at the front desk.

Confess your complicity in white privilege and systemic racism.

A few years ago, I had a relationship with AT&T. After all, AT&T’s service cost nothing for several years. Our profits in retail were substantial.

Externally, I’ve read that the corporate perspective is focused on responsibility for being involved in resolving racial injustice and systemic reform in many American institutions. It’s all down to the CEO.

AT&T managers have discussion groups, book clubs, mentorship programs, and Racial Reeducation Exercise. How aggressive Russian and Chinese are.

Then there are corporate confessions. Acknowledge the existence of white privilege and pervasive systemic racism to avoid getting hit in annual performance reviews. and “Pledge of Allegiance”. Wow. There’s that concentration camp again. Comprehensive and inclusive “change” pursued by BUSINESS.

stupid me It reminded me of a time when many of us agreed nothing was going to happen until we sold something.

A show of hands from shareholders?

I am all for business doing business as morally and ethically as possible, free from social, ethnic and gender bias. If all this is not immediately possible, why not use all this as a guiding light, a goal, a clear and unwavering vision.

I urge my mother’s good advice: in all things with calculated moderation. When it comes to businesses that seek positive change, Wise Mother and I are in complete agreement. Not much style. For her, in “all calculated moderation.” For me, I dive in with both feet, calculating all the resources to right my wrongs. They include all kinds of social, economic, racial and gender-related ailments. Since many of the solutions are generational, Today is the perfect day to start.

It leaves me with a disturbing measure of applause and concern.

Many things need to be fixed. It’s a very short time. Out of resources. evil alliance.But… Business still needs to focus business of business. Lack of profit, corporate altruism, philanthropy cannot existYes, both can and should coexist. Indeed, thrive together in the complex sausage of business, assuming everyone is focused and well-intentioned.

Meritocracy cannot be killed blindly.maybe it’s of Wake up in the morning and bravely carve out a paradigm. But a return to exclusive meritocracy, utterly devoid of social and economic conscience, is wryly unacceptable. And now the ubiquitous “but”: do thoughtful, thorough homework.

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Written by Stephen J. Manning.
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