American universities have problems, but the solutions they choose do not seem to be addressing those problems (screencapped, in case the tweet doesn’t load correctly):
June 3, 2019
The state of US academia in juxtaposed tweets
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May 23, 2019
Game of Theories: The Keynesians
Marginal Revolution University
Published on 7 Nov 2017When the economy is going through a recession, what should be done to ease the pain? And why do recessions happen in the first place? We’ll take a look at one of four major economic theories to find possible answers – and show why no theory provides a silver bullet.
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May 12, 2019
Mechanisms for redressing employment gender imbalances
We’ve often been told that too many men occupy positions of power and influence in the working world, but what would it take to meaningfully address those imbalances?
Equity … is based on the idea that the only certain measure of “equality” is outcome — educational, social, and occupational. The equity-pushers axiomatically assume that if all positions at every level of hierarchy in every organization are not occupied by a proportion of the population that is precisely equivalent to that proportion in the general population that systematic prejudice (racism, sexism, homophobia, etc.) must be at play. This assumption has as its corollary the idea that there are perpetrators (the “privileged,” for current or historical reasons) who are unfair beneficiaries of the system or outright perpetrators of prejudice and who must be identified, limited and punished.
[…]
Now it doesn’t seem like mere imagination on my part that all the noise about “patriarchal domination” is not directed at the fact that far more men than women occupy what are essentially trade positions. Nor does it seem unreasonable to point out that these are not particularly high-status jobs, although they may pay comparative well. It is also obvious that none of these occupations and their hierarchies, in isolation, can be thoughtfully considered the kind of oppressive patriarchy supposed to constitute the “West,” and aimed at the domination and exclusion of women. By contrast, the trade occupations are composed of cadres of working men, with difficult and admirable jobs, who keep the staggeringly complex, reliable and essentially miraculous infrastructure of our society functioning through rain and snow and heat and gloom of night and who should be credited gratefully with exactly that.
Let’s assume for a moment that we should aim at equity, nonetheless, and then actually think through what policies would inevitably have to be put in place to establish such a goal. We might begin by eliminating pay scales that differ (hypothetically) by gender. This would mean introducing legislation requiring companies to rank-order their sex representation at each level of the company hierarchy, adjust that to 50:50, and then adjust the pay differential by gender at every rank, so that the desired equity was achieved. Companies could be monitored over a five-year period for improvement. Failure to meet the appropriate targets would be necessarily met with fines for discrimination. In the extreme, it might be necessary to introduce staggered layoffs of men so that the gender equity requirements could be met.
Then there are the much broader social policy implications. We could start by addressing the hypothetical problems with college, university and trade school training. Many companies, compelled to move rapidly toward gender equilibria, will object (and validly) that there are simply not enough qualified female candidates to go around. Changing this would mean implementing radical and rapid changes in the post-secondary education system, implemented in a manner both immediate and draconian — justified by the obvious “fact” that the reason the pipeline problem exists is the absolutely pervasive sexism that characterizes all the programs that train such workers (and the catastrophic and prejudicial failure of the education system that is thereby implied).
The most likely solution — and the one most likely to be attractive to those who believe in such sexism — would be to establish strict quota systems in the relevant institutions to invite and incentivize more female participants, once again in proportion to the disequilibria in enrollment rates. If quotas are not enough, then a system of scholarship or, more radically (and perhaps more fairly) women could be simply paid to enroll in education systems where their sex is badly under-represented. Alternatively, perhaps, men could be asked to pay higher rates of tuition, in some proportion to their over-representation, and the excess used to subsidize the costs of under-represented females.
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May 3, 2019
The power of the patriarchy
As we are often told, men have distinct advantages in modern society that women are still struggling to achieve for themselves. Daphne Patai doesn’t seem to have got the memo, however:
In contemporary America, women and men still act out ancient roles. From the point of view of the men, the society is a matriarchy: Women have physically less demanding jobs — with the sole exception of childbirth, by now a rare event in the average woman’s life. Women sustain far fewer injuries on the job, are not required to go to war, take better care of their health, and for these reasons and many others enjoy a lifespan significantly longer than that of men.
In this society, men use their physical strength, when necessary, on women’s behalf. Women claim to be equal partners when that suits them and claim to be entitled to special consideration when that suits them. They insist on autonomy in maintaining or aborting pregnancies, but at the same time, they determine the fathers’ duties-and rights, if any. Women claim child support. They can either demand or impede fathers’ continuing involvement with their offspring, as the women see fit. The result is that women have advantages over men in child custody suits, just as they have learned to use charges of child sexual abuse and domestic violence.
Though dozens of studies show that women, by their own account, initiate violence against their domestic partners as often as (if not more often than) men, and cause as much injury when weapons are involved, somehow the social mythologies of this country keep that fact from gaining broad public attention, let alone credence.
But worst of all, in terms of the interactions of daily life, are women’s emotional demands on men. At home, men routinely sit through harangues that demonstrate women’s greater verbal skills and emotional agility. Men, inarticulate, try to figure out what is required of them in a given situation. Not by accident, verbal therapies in this society archetypically began with men listening and women speaking. Even as little boys, males learn to be in awe of girls’ verbal fluency. The feeling of ineptness, of being no match for females at the verbal and emotional level, is the common inheritance of all but a few exceptional males.
The matriarchy here described, structured to protect women’s interests as against men’s (and, ironically, having conned men into defending such a set up) puts a premium on women’s special social and emotional skills. Everywhere, women engage men and one another in personal conversation, offering and receiving disclosures, demanding commiseration, giving advice, spreading censure. Men, trained to keep to their workhorse style, are uncomfortably cornered by women, in the workplace, and at home, demanding that they speak from the heart. When asked “How are you?” women give a detailed and precise accounting. In offices, they spend valuable time discussing personal matters.
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April 22, 2019
Internal challenges to Microsoft’s current discriminatory hiring practices
At Quartz, Dave Gershgorn looks at how Microsoft is facing internal dissent over their current hiring practices, which actively encourage discrimination against certain racial and gender groups:
Some Microsoft employees are openly questioning whether diversity is important, in a lengthy discussion on an internal online messaging board meant for communicating with CEO Satya Nadella.
Two posts on the board criticizing Microsoft diversity initiatives as “discriminatory hiring” and suggesting that women are less suited for engineering roles have elicited more than 800 comments, both affirming and criticizing the viewpoints, multiple Microsoft employees have told Quartz. The posts were written by a female Microsoft program manager. Quartz reached out to her directly for comment, and isn’t making her name public at this point, pending her response.
“Does Microsoft have any plans to end the current policy that financially incentivizes discriminatory hiring practices? To be clear, I am referring to the fact that senior leadership is awarded more money if they discriminate against Asians and white men,” read the original post by the Microsoft program manager on Yammer, a corporate messaging platform owned by Microsoft. The employee commented consistently throughout the thread, making similar arguments. Quartz reviewed lengthy sections of the internal discussion provided by Microsoft employees.
“I have an ever-increasing file of white male Microsoft employees who have faced outright and overt discrimination because they had the misfortune of being born both white and male. This is unacceptable,” the program manager wrote in a comment later. The Microsoft employees who spoke to Quartz said they weren’t aware of any action by the company in response, despite the comments being reported to Microsoft’s human resources department.
When contacted by Quartz, Microsoft pointed to comments by three company officials in the message-board threads. A member of Microsoft’s employee investigations team responded to the initial post in January, writing that the company does not tolerate discrimination of any kind. Another Microsoft staff member, who leads the team that helps the board of directors determine executive pay, explained the diversity-based compensation initiative. “Our board and executive leadership team believe diverse and inclusive teams are good for business and consistent with our mission and inspire-to culture,” she wrote. “Linking compensation to these aspirations is an important demonstration of executive commitment to something we believe strongly in.
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April 10, 2019
QotD: UBI and the “end of work”
I’m sort of skeptically agnostic about the end of work. Yes, this has been predicted before, and never arrived. On the other hand, history is full of stuff that was predicted and didn’t arrive, until suddenly it did. So maybe this time is really different.
And what do we do if it is? I don’t know. I don’t think UBI [Universal Basic Income] is the answer. We have a fair amount of data about what places look like where large numbers of people are subsidized not to work. The answer is “like nowhere you’d want to live”. The predicted flowering of artistic and community endeavor does not arrive; people are depressed, less social, and spend a great deal of time on activities like watching television.
To this, UBI advocates rejoinder “But what about trust fund babies and old-style aristocrats! Everyone admires their lives of leisure!” To which my answer is “Heck no, I don’t”. The lives of the idle rich are better upholstered than the out-of-work poor, but suffer the same absence of meaning and community. They are not a model to which anyone should aspire.
Megan McArdle, “Ask Me Anything”, Reddit, 2017-04-10.
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February 25, 2019
“Alexandria Ocasio-Cortez [is] doing for America what Jeremy Corbyn has done for Britain”
Alex Noble sings the praises of Alexandria Ocasio-Cortez as she does the heavy lifting to bring awareness of socialism to the American people:
Alexandria Ocasio-Cortez speaking at the Reardon Convention Center in Kansas City, on 20 July 2018.
Photo by Mark Dillman via Wikimedia Commons.
Good old Alexandria Ocasio-Cortez – she’s doing for America what Jeremy Corbyn has done for Britain. Much to the dismay of the secret socialists now entrenched in the Democrat Party, she is stripping away the protective layer of bullshit that socialism normally has to rely upon to keep people from understanding its inherent failings, and is thus laying it bare before the world.
Because she is too ignorant to understand them – she actually believes in socialism, and thinks that if only it is adequately explained to the rest of us, we will love it as she does.
She doesn’t know enough history to know that everyone over the age of forty has seen socialism tried a dozen times in their lifetimes. Her sales pitch is wasted on us – we’ve seen the results before.
So when she told Amazon that their particular brand of crony capitalism was not welcome in New York, she genuinely thought people would admire her.
Instead, even the crony capitalists on the Democrat side of the aisle (i.e those who understand how the game is really played) are very upset with her – she has driven away 25,000 jobs and all the
voteseconomic benefits that would have flowed from them.All because she thinks Amazon should pay more corporation tax.
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February 16, 2019
Indian government considers hiking the national minimum wage
Tim Worstall explains why this is a bad idea that won’t do much — if anything — to improve the lot of workers already earning the current minimum wage, and might well make things worse:
It’s not surprising that this is happening, India mooting a rise in the national minimum wage. There is, after all, an election in the offing. Just when we would expect crowd pleasing but bad ideas to surface. The problem here is that the Indian minimum wage is already too high. Increasing something that’s too high is not sensible policy. […]
Sure, we can declare a floor price and that will be valid wherever the government’s writ runs. Which, in the Indian economy, isn’t all that far.
The national minimum wage could be set at Rs 9,750 per month, almost double the current level, along with an additional Rs 55 per day of average HRA for urban workers, an expert committee has submitted. The January report, which went public for suggestions on Thursday, has also suggested an alternate plan, with a range of Rs 8,892-11,622 per month of national minimum wage for five different regions as they have diverse socio-economic and labour market situations, The Indian Express reported.
The specific details don’t matter all that much because the Indian government isn’t that powerful in economic matters.
The point being that any formal minimum wage will only apply to people in the formal economy. Depending upon who you want to believe between 80 and 90% of the Indian economy is over in the informal sector. That’s the part of the economy that doesn’t have health and safety standards, proper contracts and minimum wages. And our proof that the current minimum wage is too high is exactly that, that most of the economy isn’t in the formal sector where it applies.
In one manner raising that Indian minimum wage is an irrelevance because it affects so few people. In another it’s actively bad, as it makes it more expensive to join that formal economy, thus making it less likely. Thus it’s a bad idea either way. But you know, elections, politics.
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January 28, 2019
QotD: Inequality in academia
We’ve heard a lot about the problem of inequality in America over recent years. But most of that talk has ignored one of the very worst pockets of inequality in American society. I speak, of course, of the American university system and its treatment of adjunct professors and graduate students.
Academics seem to think that the business world is a feudal environment characterized by huge status differentials and abusive treatment of underlings. They think that because, to be honest, that’s a pretty good characterization of … the modern university, where serfs in the form of adjunct professors toil in the vineyards.
Glenn Reynolds, “Trump should pity the poor PhD: New president should target worker exploitation at American universities”, USA Today, 2017-02-16.
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January 22, 2019
Ending India’s longstanding caste system privileges
In the Continental Telegraph, Tim Worstall outlines the political change that might end up undermining the caste system to a large degree:
India has long had a series of reservations and quotas for varied classes. Dalits – formerly the untouchables – have long had privileges in access to university and government jobs for example. Over time, as such political systems do, the list of those classes privileged has grown.
Obviously enough, as such political systems do work, a major cause of unrest has been further classes, castes and groupings demanding that they be added to the list of groups that receive such privileges. And given electoral cycles that list has grown. The cynic will not be surprised to find that the surest method of a group being added to the list is to be the swing vote in a hotly contested election. We’re not talking about purity of motive here.
Of course, such a system eats away at the nation – we get into that communal division of the spoils rather than the lovely capitalist and free market game of increasing the spoils to be argued over. Which leaves us with a certain problem, leaves India with a certain problem.
[…]
If everyone’s covered by a reservation, if all are so privileged, then sure, we’ve an inefficient system still but we have also effectively abolished the value of having a reservation, a privilege. Thus the solution, the end game. So devalue the privilege as to make it effectively not exist by extending it to everyone.
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January 9, 2019
Sticky Wages
Marginal Revolution University
Published on 2 May 2017Imagine you’re an employer during a recession, and you desperately need to cut labor costs to keep your firm afloat. Are you more likely to cut wages across the board for all employees, or institute layoffs for only some?
While it may seem that wage cuts are the “better” choice, they aren’t as common as you might think. Why is that?
To answer that question, this video explores a phenomenon known as “sticky wages.”
In other words, wages have a tendency to get “stuck” and not adjust downwards. This occurs even during a recession, when falling wages would help end the recession more quickly.
However, that’s not to say that wages cannot adjust downward for an individual during a recession. This can happen, but likely only after an employee has been fired from their initial job, and eventually rehired by a different firm at a lower wage rate.
Back to our original question — why are employers unlikely to cut wages? A big reason has to do with the effect on morale. Employees may become disgruntled and angry when they experience a nominal wage cut, and become less productive.
An important note here — notice that we said nominal wage cut, meaning, not adjusted for inflation. If an employee receives a 3% raise in nominal wages, they may remain happy in their current position. But what if inflation is 5%? What does this mean for their real wage? (Hint: For an in depth answer to this question check out our earlier Macroeconomics video on “money illusion.”)
Next week we’ll return to our discussion on the AD/AS model for a look at how factors such as “sticky wages” affect the economy in the short run.
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January 4, 2019
QotD: The modern C.V.
Take that ghastly soul-destroying document, the curriculum vitae. It is as inherently inflationary as clipping the coinage or fiat money. A friend of mine, whom I knew to be competent and conscientious, consistently failed to be appointed to positions for which he was eminently qualified. My wife, who knew the ways of modern appointment committees, asked to see the curriculum vitae he was supplying with his applications for the jobs.
She was horrified: He would never get a job with such a curriculum, it was far too old-fashioned. It gave merely his formal qualifications and the positions he had previously held, with references. No, no, said my wife to him, what you need is to boast. You have to make out that your piddling research might be chosen very soon for a Nobel Prize, that your occasional good deeds were as at great a personal sacrifice as those of Mother Teresa, and that you are a person whose outside interests are carried out at levels equal to the professional; in other words that you are multitalented, multivalent, and quite out of the ordinary. Moreover, your ambition must be to save the world, to be a pioneer and a path-breaker, not merely to do your best in the circumstances. You must be grandiose, not modest.
Of course, every other applicant would be similarly boastful, and so, like star architects trying to outdo each other in the outlandish nature of their buildings, my friend’s boasts had to be preposterous, quite out of keeping with his admirable character. But once he had swallowed the bitter pill of realism, he was appointed at once. We all have to be Barons Munchausen now.
Theodore Dalrymple, “The Merits of Nepotism and Boasting”, Taki’s Magazine, 2018-12-08.
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December 25, 2018
The Worst Christmas Jobs In History (Christmas History Documentary) | Timeline
Timeline – World History Documentaries
Published on 6 Dec 2018Let’s face it, there’s always been plenty of extra work to be done at Christmas time. Be it late night shelf-stacking at your local mall, cramming this year’s must-have items into valuable shop space in an effort to fuel the ‘pile ’em high, sell ’em dear’ festive shopping frenzy, or doing the night shift down the sorting office to help out the postie, it’s a tradition for students, down-at-pocket teenagers and lonely housewives.
But the seasonal labour market hasn’t always been just about earning pin money and having a lark. Back in the olden days, folks had to work their fingers to the bone in some of the worst Christmas jobs in history…
Content licensed from Spire. Any queries, please contact us at: realstories@littledotstudios.com
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December 5, 2018
The true lesson to be learned from GM Canada’s economic plight
Andrew Coyne tries to encapsulate the key economic concept that should be taken away from the GM Canada collapse:
Think of it this way. Governments have proven more than ready in the past to pay whatever the auto companies demanded to hold onto threatened jobs. If there were any chance whatsoever of buying the plant’s reprieve, no matter how foolishly or expensively, can there be any doubt they would have? That they did not — apparently GM waved them off — tells you how hopeless the plant’s prospects really are.
Many have recalled that the closure of the Oshawa plant comes less than a decade after the Canadian operations of GM and Chrysler were bailed out with $14 billion in federal and provincial money, $4 billion of which was never recovered. The lesson some have drawn from this is that GM is a devious ingrate, which may be fair comment but is not especially helpful. The real lesson is this: when you try to buy jobs with public money, the jobs last only as long as the money does. In the end, all you will have done is to lure people into taking or staying in jobs that were long since doomed.
Like most of economics, this is wholly alien to popular wisdom. There is a rich vein of commentary to the effect that the laws of economics are effectively optional, something we can resist by force of will: we can either bend to “market forces,” or we can “stand up” to them in some fashion. But in fact the latter option is entirely imaginary, at least in the long run. You can perhaps lure plants and jobs your way at the outset with subsidies and other goodies. But the only assurance they will stay is if it makes economic sense to the company to keep them there.
If not, then all you have won with your subsidy is the right to go on providing more subsidy, which is a fairly accurate description of Canadian automobile policy in recent decades. The workers whose jobs successive governments boasted of creating or saving were effectively hostages; as in all hostage-takings, the payment of ransom only stimulates further demands for ransom. Until one day when the money runs out, and the workers whose jobs were supposedly saved find themselves abandoned. This may be many things, but one thing it is not is compassionate.
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November 30, 2018
QotD: A university education is not for everyone
We went through a generation in this country where parents discouraged their children from going into trades, and they said to them, “the only way you will get ahead in life is to stay at school until year 12, go to university.” Year 12 retention rates became the goal, high year 12 retention rates became the goal. Instead of us as a nation recognising there are some people who shouldn’t go to university, and what they should do is at year 10, decide they are going to become a tradesman. They will be just as well off, and from my experience and observation, a great deal better off than many others. I think we have to change that, and it’s a very big challenge because 30 years ago, we started getting this foolish bind that everybody had to go to university. Everybody doesn’t have to go to university, and a lot of people will be a lot better off if they don’t go to university and they recognise that at age 15 or 16, and go down the technical stream.
John Howard, interviewed by Mark Riley, 2005-03-06.
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