In a society where actual mob rule is definitionally impossible and protected against by layers of public institutional authority, such rhetoric is emptier than empty. Your fellow citizens are only “the mob” when their collective voice and action threatens an imbalance of power you hope to retain over them. When reinforcing the power structures that benefit you, “the mob” are now peers, your sisters and brothers, countrymen and patriots, good honest folk. The rhetoric flows in one and only one direction.
So far, we’ve only talked about relative comparisons. But Saez and Zucman’s work also suggests that the bottom 99 percent may be poorer in absolute terms than they were before the housing bust. Adjusted for inflation, Americans have only just recovered the per-household wealth they lost in the economic meltdown. At the same time, wealth inequality continued increasing at least through 2012, the last year Zucman and Saez have available.
So there’s the same amount of wealth to go around, but more is being passed to the top. The rich really have gotten richer. Everyone else really has gotten poorer.
This means a CEO or founder has tremendous power regarding culture.
They are the only person who can:
Decide how/why people are rewarded
Decide how/why people are punished
And with those 4 powers, every CEO is in fact a Chief Cultural Officer. The terrifying thing is it’s the CEO’s actual behavior, not their speeches or the list of values they have put up on posters, that defines what the culture is. Without these four powers any employee at the company is along for the ride in a culture driven by someone more powerful than they are. By the time the first handful of employees are hired, the culture already exists whether anyone realizes it or not. The people with the most power to fuck up the culture are simply the ones with the most power.
And of course the most vocal challengers to most cultures are the first to be shown the door. It’s in human nature to want to eliminate the most disruptive people. And it’s also human nature to want to bring in more people that fit in well. Repeat these two behaviors over time and culture becomes homogeny, even if everyone still believes the culture values diversity. Is the culture still the same at that point? Everyone still there might believe so, but the people who left because of the culture don’t get asked their opinion.
I am going to be at Eisner-Nominated comics store THIRD COAST COMICS in Chicago, Illinois, this Thursday, 4/24, for a special late night signing from 7:00 pm to 10:00 pm! Please come say hello at this great shop!
They are on twitter at @3rdcoastcomics
I am told it’s going to be a party!
AND A PARTY. IT SHALL BE.
(That’s my local comic book shop, run by my homie.)
It’s not local to me anymore, but that’s my comic shop. Gotten so many good comic recommendations from Terry.
There’s a booming tech scene in New York City with over 70,000 open jobs, but it’s always been somewhat insulated from the city itself — a problem that’s led to only one in four of those jobs getting filled.
That situation led the non-profit Coalition for Queens to start Access Code, a unique training program that teaches people from the Queens community to code iOS apps, while receiving mentorship and guidance on career development and entrepreneurship from notable figures from the New York startup scene. Six months after the first Access Code class of 21 students completed the 18 week course, the 15 graduates who accepted job offers have seen their income rise from under $15,000 to an average of $72,190; the other six students are either still in college or have chosen to launch their own startups. And the class as a whole is commendably diverse in an industry that has been struggling to attract women and minorities: it’s 50 percent women, 50 percent underrepresented minorities, and 40 percent immigrants.
"We saw lots of people in the City University of New York system who graduated as computer science majors but weren’t going into the tech industry," says Jukay Hsu, founder of Coalition for Queens and a member of Bill De Blasio’s mayoral transition team. "Why was that not happening? It was a lot of access and network problems, and a lack of technical training." The lack of access was a particular issue, he says. "Tech startups don’t think about recruiting at CUNY."