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  • Category: Business Topics

    • Why Maternity Leave isn’t Offered. Several Points You May Not Have Considered.

      Posted at 3:03 am by Colbytallen, on September 23, 2016

      BEFORE READING ON: I am a full supporter and proponent of family life. Currently I’m researching and building a study on St. John Paul the II’s personalism, family life, and economic theory. That being said . . . continue.

      You will probably have conclusions that would deem me to be sexist, misogynist, against women’s equality, etc. etc.   Form your opinion, but I will propose that these following points are from the prospective of economics, history,  and observational study. (it’s a little long, so hope you have a few minutes).

       

      This one will probably get me some ill feelings from a lot of people, but there doesn’t seem to be many voices that are challenging the push for more liberal policies in the U.S. on paid maternity/paternity leave.

       

      It was sparked by the now viral video “Dads and moms deserve more time off with their kids.” Which only gives the reasons that other countries do it and are happy, and it’s better for the kids because they end up smarter.

      These videos push my buttons because there is WAY more to the conversation than 2 minutes of points with an agenda. (my immediate critique of this is 1. Other countries utilize very different economic systems. 2. Since the advent of women in the job market and leaving the home after WW1 & WW2, school systems have been on negative trajectory.)

       

      Sooo here are a few challenges:

      1. Employment is a contract – the general steps are:
        1. You apply for the job.
        2. You are interviewed for the position.
        3. Should you fit the bill, you are offered the position.
        4. You have the decision to accept or decline the position . . . and the terms that are tied to that offering.

       

      Several notable motivating career consultants/speakers/coaches all point out that if you are unhappy with you job, there is a chance that you haven’t negotiated with your employer more favorable terms. A lot of people say “you can’t reason with greedy capitalist owners, it’s all about profit in their pocket.” Well I would propose many times this is not the case, and you won’t receive something if you don’t ask for it.

      4.jpg

      Example – I’ve negotiated several raises at my current job that would not have been offered. Because I had the evidence to support my requests, my managers have listened and even granted my requests for more favorable employment terms.

       

      The opposite side of the coin – if a job does not offer the employment terms that you do not find favorable . . . you don’t have to work there. That is the beauty of a right to work environment. Many people say “well we don’t have leverage when it comes to jobs, so you have to take what you can get. Especially in today’s economy.” Which leads to the next point.

       

      1. The job market is a market . . . just like any other market.

      When you go shopping, what are the criteria you consider?

      The proximity of the store to your home. The quality of the produce. What items they keep in stock. Their reputation for prices. The friendliness of the staff. . . . etc.

       

      There are multiple factors that influence how you shop. Then you step into the aisle to choose the product you’re looking to buy . . . but what is the main influencer of what items are on the shelf? The items that you are looking to buy . . . because plain and simple, if they aren’t offering what you want . . . you ain’t buyin.

      economics5.gif

      This is simple supply and demand. Businesses offer what will attract consumers to consume. So if there is a demand for it, entrepreneurs will seek to offer and meet the demand with supply. The reason the problem perpetuates is because people (the consumers) continually buy the product that employers are offering because the risk of not having a job seems greater . . . so people are willing to sacrifice certain freedoms in order to mitigate risks in other ways. I.E. it’s better to have an unfavorable job than no job.

      We want less risks but more benefit, and as someone who studies risks. . . that’s usually not how it works.

      Applying simple supply and demand theory . . . it would be more effective for a majority of the market to refuse their labor services to employers in order to leverage the terms they desire. If the employer can’t hire anyone, his business can’t be productive. This is why in history workers go on strike . . . the employees leverage “you need us, give us what we want or we won’t give you what you need.”

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      Regardless of what you say, the theory works . . . and yes, it is that simple.

       

       

      1. Disregard for agrarian model and traditional gender roles is the root of the problem. Our labor market is antiquated.

       

      Before reading . . .  proceed with objective glasses and participate in the conversation.

       

      One reason the U.S. job market is in it’s current state is we are an evolved agrarian society that really hasn’t evolved.

      The two income household is a relatively young concept. Different conversation topic, but young people today bring the single lifestyle expense habits into marriage. Both with student debt, have to have a nice car, the nice house, a nice vacation every year. It’s a high expense for two young people to live together today. This is a lifestyle and personal budgeting issue, but relates to what we are discussing.

      Go back 40+ years. Visualize the old television shows that displayed the husband coming home from work, the children arriving from school, and the wife has dinner ready on the table.

      TVDINING9.png

      Other than a few industries, prior to the world wars the family model was the husband worked, the wife/mother stayed at home. It wasn’t until a significant number of men left the labor market either by being over seas, or returning disabled, or not returning at all. (Peace and solemn respect for all who have sacrificed in this way). This is when women really entered the job market, hence the image “Rosie the Riveter.”

      We_Can_Do_It!.jpg

      The nature of the labor market back in the day was industrial, which to be very frank, required the strength of men. Even today the push for “women’s equality” in the workplace is mainly targeted in white collar industries. How many equality lawsuits do you hear of a woman suing because she was discriminated against being employed for a waste management company? Or in a mine? Few and far between compared to white collar jobs.

      (you can pull out your sexist/misogynist labelers now)

      The paradox/idiom that has reared it’s ugly head is the push for women’s equality in the work place. Women want the respect and benefits of masculine preference when it comes to labor . . . yet are now up in arms when they are not given feminine favor in a masculine job market.

      For a modern U.S. society that prides itself on autonomy and shouting “YOU CAN’T TELL ME WHAT TO DO.” Those same people are pretty quick to tell others what they should be doing . . . hmmmm

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      The phenomenal advances in technology have changed our economics miraculously. During industrial times it was common for a man to manually labor for 50-60 hours per week. What has technology done? Essentially made amounting wealth so easy . . . you can do it by being lazy.

       

      I explained to a friend the other day that one time at work I had a revelation moment. Part of my job is after an agency acquisition, I contact the partner companies to update their information to ours. Without going into detail . . . my objective is to change the direction of cash flow from one company to another in a span of 6 months.

       

      Visualize this: My company gains millions of dollars simply from the actions of me making phone calls and sending emails . . . sitting in a cozy tempur pedic office chair.

       

      Go back before 1975 and tell someone that . . . they would probably think you have magic powers.

       

      Our economics is based on the principle of production. This is (economically) an industrial term. You produce something because someone is willing to consume it. Factories produce cars because people are willing to buy them, farms produce food (or produce 😉 ) because people desire to consume it. So this would deduce to show that an employee’s worth to the company is their productivity.

       

      This goes back to the first point of employment being contractual – In exchange for your productivity, your employer compensates you with what you agree to be compensated based on the employment terms. Most commonly wages, but can also include other forms of compensation – paid vacation time, health insurance, pension/retirement, paid family leave, etc. . By accepting that job, you agree to labor by the terms – or your employer will terminate you because you violated the terms. Simple enough. You aren’t working to the productivity standard set forth in your employment agreement . . . you will quickly find yourself no longer employed there. Which brings us to the next point.

       

      1. It is inequitable to the business to compensate an employee at a rate higher than their productivity. Ipso facto . . . if you did, you wouldn’t be in business very long.

       

      People are going to say “well big businesses can afford it, so they can sacrifice their big profits to be more family friendly.” While they can, it does not mean that they must.

       

      Look at it this way. You are a business owner going through the interview process outlined in point #1. You really like the person, they are a great candidate, everything fits the bill. You get to the compensation part of the conversation and they tell you that “I want 100% of the salary, but I only want to offer you 75% of the productivity you are looking for. If you can pay me for working all 5 days of the week, but I’ll only be here for 3.5, that would be great. How does that sound?”

       

      You start crunching the numbers. (regardless of what anti-capitalism hounds think, some public opinions think businesses make on average 36% profit margins) Depending upon in the industry margins can range anywhere, on average I would say between 6% and 22% based on a 2012 study. click here for the source of these stats. So from that, at best with this candidate you would break even. Which would reduce the amount you could pay other employees’ obligations, or reinvest in the company to grow a division and create more jobs. Or as most popular liberal opinion . . . pay yourself a nice fat dividend check at the end of the year to buy your 5th home on the beach front.

       

      Your next interview goes equally as well, yet the person is enthusiastic about showing up and giving their all 5 days a week. Complete unbiased and objective decision for the health of the company . . . which one do you hire?

      profit-loss.jpg

      This is equivalent to the modern push for 12 weeks of maternity/paternity leave. You receive a wage and benefits for 52 weeks worth of labor, yet are only present and productive to the company for 40. 23% of the time, you aren’t contributing.

      Productivity-A.jpg

      Point being – inequitable productivity is a real factor that most people don’t include in the conversation. You don’t produce, you don’t get paid.

      “Well the employer doesn’t have to directly pay for it, It’s covered by a government program or an insurance company!” Which is also paid from taxes or insurance premiums paid by the business . . . soooo either way, they are still subsidizing someone else’s non-productivity.

       

      Don’t agree with these observations? Or want a way to address the problem? We live in an entrepreneurial economy. Instead of demanding someone else to give what you want, capitalize on the demand of people who want a job that offers these benefits. Start your own business and offer these benefits to those in the job market looking to receive them.

      . . . it is that simple.

       

      IN CONCLUSION:

       

      Though I hold in very high regard some antiquated views, I will not simply be the critic who only points at what is wrong. Critics aren’t heroes, they are only critics. Tearing down someone else doesn’t make you higher than them, it just makes them see they are lower than they think they were. (hopefully, but most likely you’ll be a bigot who needs to just shut up and let them have their safe space.)

       

      I am full proponent of the family and subsidiarity principles. My current research project is developing a practicum/curriculum for a modern interpretation of how economics can respect the dignity of the person and family. Look for this project to be public by the end of the year or early 2017.

       

      Simply put, everyone will agree in some way that our modern system is not friendly to the family (also neither is the mindset of the society itself friendly to the family . . . but those are in no way related . . . cough cough).

       

      However I will propose that aggressively demanding certain rights or privileges from someone else will not change the situation. We need to study history and examine the causal factors that have consequently lead us to this point.   Oh but wait . . . we don’t believe in accepting consequences either . . . so that approach is pointless also.

       

      Sardonicism aside . . . we need to consider the principles and laws of the many disciplines that affect our life (family, economics, politics, etc.) and develop a system that is harmonious. With the constant noise of a society that screams for androgyny and lack of defining anything, why are we surprised when there is lack of privilege? Oh wait . . . privilege requires something to be distinct . . . which we are also suppose to no longer desire . . . and need to “check.”

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      This is meant to be a conversation . . . feel free to reach out and let’s discuss.

       

      Peace.

      Posted in Business Topics, General Discussion | 0 Comments
    • Personal Risk Management

      Posted at 5:40 am by Colbytallen, on April 27, 2016

      Don’t-pay-for-what-you-don’t-need-Become-a-better-risk-manager.jpg

      It was almost a constant. When people would ask me what field I was studying in college they were always perplexed at the answer. “Risk Management” I would answer, then the next words from their mouth were “what is that??” In jest I would usually respond that some universities offered a bachelor degree to be an expert at the board game “Risk” and I was studying to be a competitive board gamer. After some giggles the conversation would then continue with me sharing my passion about a philosophy that affects all; the study of risks.

      Risk-Management.png

      You see, every decision you make involves some type of risk. It is a constant reality that we stand to lose or gain something based on the probability of outcomes, and Risk Management seeks to approach uncertainty in a way to best utilize our time and resources.

       

      Especially as men, we are called to be the primary risk takers within our homes. As priest, prophet, and king – you are the one who will be charged with most of the risky decisions for your family. A little bit of personal risk management can go a long way to build safety and security for your domain; and in keeping theme with Judas Maccabee, preparation for the future can ensure you have the means to achieve your desired goals. Sooo let’s get started.

       

      Risk is defined as the potential for loss, but what stands to be lost? Your assets. In the risk management industry, assets are commonly referred to as “exposures” because they are exposed to the potential to be lost or damaged. What are common exposures? Your home, health, family, vehicles, reputation, career, etc.   Everything you have of value that could be damaged or lost is considered at risk. So what can we do to mitigate or manage these risks?

       

      The five step Risk Management process:

      • Identify – your exposures.
      • Analyze – the value of those exposures.
      • Plan – techniques to mitigate or control the risks.
      • Implement – execute your plan.
      • Monitor – monitor the plan’s effectiveness and make appropriate adjustments.

      risk_management_process.jpg

      Simple enough. But what are the techniques to manage risks? There are four basic approaches:

      • Avoid – if you do not need to participate in the risk simply avoid it. Example: If you are not a strong swimmer, probably not the best idea to go swimming in a river. Avoiding that risk is a prudent decision in order to avoid the risk of drowning.
      • Retain – If you have good savings and are confident in your family’s health habits, you can take a higher deductible on your health insurance to save some premiums. You retain the risk of smaller claims because it makes more financial sense and could potentially save money if managed properly.
      • Transfer – Not many people can afford to replace their home if it burns down, so for a premium that is fractional of the home’s value, you can transfer the financial risks of rebuilding your home to an insurance company.
      • Control – Some risks cannot be transferred away, but you can take steps to mitigate the frequency or severity. Locking your car at night can be a control measure to deter thieves, or if you are working on a tall ladder it may be a good idea to have it tied off to reduce the chance of the ladder falling from under you. Proactive steps to reduce the likelihood or severity of an uncertain event.

       

      Now most people will consider insurance as the primary way to mitigate your personal risks; and professionally speaking – there are many other ways you as a man can exercise personal risk management to help you family plan for uncertainty. Here are a few key risks that you can implement some personal risk management techniques and plan to mitigate. As the old adage goes “those who fail to plan, plan to fail.”

       

      Three key risks you should focus on as the priest, prophet, and king of your domain:

      • Corporal Risk Management – Do you exercise and have healthy eating habits to fight off health risks? Are you prepared for self and/or family defense against an intruder? Does your family have and practice a fire escape plan in the home? Are the locks on the doors and windows of your home adequate? All of these items can be easily prepared for with a plan. What can be a catastrophic disaster could be seamlessly handled with proper risk management planning.

       

      • Financial Risk Management – Insurance is a mechanism to transfer the risk of loss from one party to another. With our lawsuit happy culture and highly valued economic articles, it is extremely easy for one unplanned event to cripple or destroy your finances. With proper and affordable insurance policies you can transfer the risks of severe car wrecks, house fire, physical disability, untimely death, etc. so that your family will not be crippled by catastrophic unplanned events. Find a reputable personal insurance agent to develop your family’s financial risk management plan.

       

      • Reputational Risk Management – the guys have touched on this in one of the podcasts, but one of the most important attributes you can posses is your reputation. If you don’t have your reputation you have nothing. The etymology of reputation means “to be thought of or considered” and you are either thought of in a positive or negative manner among your peers. This being said your reputation and how others see you is dependent upon your actions. Do you keep up your lawn? Do you always offer a kind greeting to people when you see them at the store? Do you ever spend inappropriate time with women so others are scandalized? How other people see you can usually be shaped with how you present yourself for them to perceive. Actions speak louder than words; so when it comes to your reputational risks, do you want to be seen as the man of vice? Or be seen as the man of virtue?

       

      Now the board game isn’t completely a joke. The name comes from a very simple lesson we can take away as men. That we have to charge forward into uncertainty with confidence. As you move your pieces toward the enemy you have no idea what’s on the other side until you attack. We will experience loss, pain, damages, casualties along the way because you can never eliminate all risks. But with a solid strategic plan, and risk management techniques, some of these risks can be mitigated. As men we are called to take calculated risks, why not take the time to actively participate in those calculations?

      Posted in Business Topics, Life Updates | 0 Comments
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