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Education

To the Left, Even Math is Racist!

The false bill of goods that Leftists peddle will haunt their advocates and apologists for decades

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Picture a young Isaac Newton, Madame Curie, Henri Poincare, Srinivasa Ramanujan, Albert Einstein, Alan Turing, or, for that matter, Pythagoras, Euclid, or Archimedes as newly enrolled in a Portland, Oregon grade school. Exposed to this state’s edict regarding how math is to be taught, would any of them have achieved prominence? Would the world be the same?

Consider the ladies profiled in the movie Hidden Figures, including Mary Jackson, Katherine Johnson, and Dorothy Vaughan. Without them, we probably still would have made it to the Moon, but maybe with more difficulty and more delay.

Racism! It’s Everywhere!

The Left relentlessly seeks ways to dumb down education so that anybody, at any time, can get a passing grade regardless of what they know. If black lives truly matter, as well as white lives, shouldn’t students be competitive in the workplace? Otherwise, how are they going to land decent jobs?

‘Social justice’ warriors detect racism, real or imagined, all day long, everywhere they look, particularly in education. Achievement tests, end-of-grade testing, report cards, and the mere act of assigning letter grades to a student’s performance are all absolute signs of racism according to the Left.

Nevertheless, if a student — any student — has been attentive and diligent and has applied himself or herself, not one single quiz, achievement test, final exam, or end-of-grade test precipitates undue concern. Such tests do not represent a stumbling block for students who have been appropriately taught, been attentive in class, done their homework regularly, and appropriately studied for tests.

Even in ‘poor’ schools, a decent teacher and a motivated student can yield academic success.

Measuring Tools Matter

Those on the Left prefer to cast aspersions on American education, stop all testing, apparently for all students, for all time. So, no more SATs for high school juniors and seniors. No more ACTs. After all, the tests are hopelessly biased against anything but the Caucasian majority. Although Asians seem to do well…

To the Left, testing, academics, and the English language, in and of itself, are merely tools of oppression and must be abandoned – now.

Isn’t it odd that the Left never pushes for more rigorous standards? “Why are tests needed at all?” they demand to know. “Learning takes place on many different levels. Why conform to the white man’s version of what represents academic achievement?”

Let’s assess the ramifications of such assertions.

The Very Long Way Home

How confident would you be driving across a high bridge, over a wide river, knowing that the bridge was designed by engineers who ‘learned’ math in Oregon, or didn’t take any final exams in college? Knowing the academic credentials of the bridge designers, or lack thereof, could change your driving habits.

What if you need brain surgery? Among a handful of brain surgeons in your area, you learn that some never took final exams in medical school, or any exams at all! These same surgeons turned in no college papers, took no quizzes, and perhaps spent little time in class.

Suppose they’re all good surgeons and have successfully operated on others? You’ve got this nagging suspicion, nonetheless, that your best choice would be among the brain surgeons who attended class, did well on quizzes and tests, passed final exams, and proved to be academically superior.

Would anyone find you to be discriminatory? Can we find fault with your decision to seek a formally trained and tested brain surgeon?

Who Ya Gonna Call?

Mechanical and structural engineers, and brain surgeons, do not represent the brunt of society; everyday people do. Whether it’s receiving change at the grocery store, having your car fixed, hiring a masseuse, or any of dozens of other product and service options, as Ghostbusters fans would say, “Who ya gonna call?”

The lifetime economic curse that Leftists advocates bestow upon those who follow their edicts is crippling. Suppose you attend a university, such as Rutgers, where proper English is not required, exams are not given, and graduation is all but guaranteed? Knowing the background of students who matriculated from such an institution, what future employer would choose such students over others who have bonafide academic credentials?

Haunted for Generations

The false bill of goods that far Left groups peddle will come back to haunt their advocates and apologists, not merely for years, but for decades to come.

A mind is a terrible thing to waste. Based on what the Left deems to be sufficient, anyone who thinks he or she will be able to compete for jobs is in for a lifetime of rude awakenings.

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Jeff Davidson is the world's only holder of the title "The Work-Life Balance Expert®" as awarded by the U.S. Patent and Trademark Office. He is the premier thought leader on work-life balance, integration, and harmony. Jeff speaks to organizations that seek to enhance their overall productivity by improving the effectiveness of their people. He is the author of Breathing Space, Simpler Living, Dial it Down, and Everyday Project Management. Visit www.BreathingSpace.com for more information on Jeff's keynote speeches and seminars, including: Managing the Pace with Grace® * Achieving Work-Life Balance™ * Managing Information and Communication Overload®



 
 
 

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Business

Work-life Balance: The Enduring Quest

Organizations today recognize the importance of supporting employees’ well-being while maintaining productivity

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Thank goodness that organizations today increasingly recognize the importance of supporting employees’ well-being while maintaining productivity. As such, the corporate quest for work-life balance, harmony, and integration has gained great prominence.

Key Aspects

Here are 12 key aspects of this pursuit gleaned from a variety of programs:

1. Offer Flexible Work Arrangements: Offering flexible work schedules, remote work options, and part-time opportunities allows employees to better balance their professional and personal lives.

2. Have Clear Policies: Establishing clear policies and guidelines regarding work hours, overtime, and expectations helps employees manage their time effectively.

3. Support Mental Health: Providing access to mental health resources, counseling, and stress management programs can address employees’ emotional well-being.

4. Give Leave: Offering generous paid time off, including vacation, sick leave, and parental leave, allows employees to address personal and family needs without fear of repercussions.

5. Prevent Burnout: Encouraging employees to disconnect from work-related technology after hours helps prevent burnout and supports work-life separation.

6. Support Workload Management: Ensuring that employees have manageable workloads and realistic deadlines prevents excessive stress and long working hours.

7. Provide Wellness Programs: Implementing wellness initiatives, such as fitness facilities, nutrition programs, and health screenings, promotes a healthier work-life balance.

8. Enable Employee Assistance Programs: Such programs provide confidential counseling and support services for employees facing personal challenges.

9. Promote a Culture of Balance: Company culture plays a significant role in work-life balance. Leaders should model a balanced lifestyle, and the organization should celebrate accomplishments beyond work.

10. Maintain Continuous Communication: Engaging in open dialogues with employees about their needs and concerns regarding work-life balance fosters a supportive and responsive corporate culture.

11. Empower Workers with Training and Education: Providing training on time management, stress reduction, and resilience equips employees with the skills to better balance their lives.

12. Leverage Remote Work Policies: Crafting clear remote work policies and expectations ensures that remote employees have a structured work-life balance.

Bringing in the Hired Gun

As the world’s only holder of the title, “The Work-Life Balance Expert®,” as issued by the USPTO,  I am often summoned by organizations to enhance work-life balance for their troops. In all, I’ve delivered programs and spoken to 960 groups. Below depicts an encounter with a company who shall remain nameless for reasons of confidentiality. See if this squares up with your experience in your organization.

The following responses were derived as a result of my sending a questionnaire to the conference meeting planner where I was to be their keynote speaker. I requested the names of 10 people who would be in the audience. I called each of them to discuss their current challenges. Here are their actual replies to three of my questions:

1) If you could magically resolve a work-life balance issue, what would it be?

* Have more breathing room between high-level projects.
* Accomplish more during the workday and leave mentally free.
* Hire more staff!
* Take vacations and time off with no big pile ups when returning.

* Be allowed to take some Fridays off and catch up on much needed appointments.
* Reduce the number of pop-up requests and questions flying at me all day long so that I could ACTUALLY do what I need to do each day.
* Be approved to work from home or adjust my hours. My personal time isn’t respected.

2) What do you seek to derive from attending a session such as mine?

* Manage my time more effectively.
* Gain tools to embrace life while living it
* Develop stronger skills.
* Make work-life balance a reality in our company’s work-first culture.

* Acquire strategies, tips, or ideas to re-think my approach.
* Learn to change my focus, to be more productive, balanced, and focused.
* Be able to balance the few things that I do control during my day.
* Discover tips for keeping my staff in balance.

* Gain a realistic expectation of what we can achieve or experience.
* Develop a more positive outlook for the group.

3) Are there any observations you could offer?

* Work-life balance is a huge topic organization-wide. We are high performers who want to do a good job. We compromise our personal lives to meet work demands. We have to keep pace with the leaders and teams we support. If we don’t, we’ll be deemed unresponsive.

* A frenetic pace seems to be inherent in this company. Our team does a good job of emphasizing work-life balance; the problem lies with the surrounding divisions that thrive on working all the time, for no good reason. Yes, we are in a global space, working in different time zones, but some of these people are beyond the pale.

* What I love about this organization are the people. They are dedicated to the cause and truly want to deliver reliable, affordable, dynamic, and versatile solutions to our customers. However, our frenetic pace isn’t necessary. Not every project is the most vital. Not every problem is an emergency. Not every request has to be filled now.

* If in charge, I’d implement a more efficient, logical pace organization-wide. If we all took a breath and reevaluated how we work, in a more focused environment, we might find that we could produce better results with less stress.

Resonates Strongly

As you can see, the topic of work-life balance resonates strongly among today’s career professionals. Going forward, may more organization recognize and acknowledge the critical role that employee wellness and work-life balance has on the organization’s overall effectiveness.

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Education

HPU, Harvard Plagiarist University

To be fair, Harvard ought to be inclusive and welcome all plagiarists with open arms

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Peter, from Milton, MA, just outside of Boston and Cambridge, posed the following dilemma:

In keeping Claudine Gay on the faculty at nearly $1m per year, and lauding her, Harvard appears to be announcing to future students and faculty, as well as the world, that every category of plagiarism which she committed is acceptable.

I will defer to others who have so comprehensively catalogued her forms of plagiarism that Harvard deems acceptable.  I am more interested in the application of the Harvard’s plagiarism ideal.

Inquiring Minds Want To Know

To be helpful, I would ask these questions in order to better assure that the guidelines are clear: Is plagiarism good for everybody or only good for blacks, or is it female blacks?

What about the other near endless permutations of sex, sexual preference, race, and ethnicity?  Or is it good for everybody but whites? What is white, however? Are Israelis whiter than Arabs or Persians?  Israelis come from all sorts of races while Arabs do not. Elizabeth Warren self-identified as a native American; could she self-identify as a black and attain plagiarism protection?

Non Malevolent Plagiarism

Are certain whites exempt? President Joe Biden says that his plagiarism in college was okay because it wasn’t malevolent. My bad. I did not know there was a “not malevolent exception.” Is that for all whites, or only progressive whites, or only for progressive whites who become president decades later?

How would we know he would become a progressive white president decades later, particularly when he was a notable southern bigot much of his time in the senate?

The High Achieving Minority

What about Asians?  They are a minority in the U.S. As a group, they consistently achieve on merit, undermining the notion of oppressed minorities. Are they allowed to plagiarize but only in lesser forms, or not nearly as much? Or do they get no pass at all because they have the temerity to achieve?

What about the quality of plagiarism? Should some plagiarism be more appreciated than others? To employ the Boston vernacular, my brain is starting to hurt wicked bad.

Oh hell, Harvard simply ought to be inclusive and welcome all plagiarists with open arms regardless of their background or plagiarist skill set, and maybe make a name change. I suggest Harvard Plagiarist University.

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