Wednesday, October 15, 2008

Daily effects of indoctrination IV, Part 5 

In this continuing series we have seen that the belief that affirmative action is wrong is ignorant speech to be controlled, because it's a goal, an ideal, so you should shut up rather than express dissent and, besides, affirmative action even helps white people, as long as they enlist in the army. �Today's edition continues to ponder what do students think about how they get jobs.

It might have been fun to have actually gotten an answer to that from the classroom or club that this was drawn in. I suspect you would have heard a great deal of anxiety over a number of things, from the interview process to the decision and how it is made. That anxiety is common to all people.But what do students think represents "the best person for the job"? Who gets to decide? �How many dimensions of the job can be used to decide who is best? The Civil Rights Act is an exception to the concept of at-will employment, which recognizes the right to private contract between employee and employer. �I hope that shows up at some point in this student's education. � Who's to say you're not qualified? How about the person who will pay you to work for her? Does she have a say in this?

We all get our income by persuading someone else to give it to us. �(Except for government; it gets its income at the end of a gun.) �We can persuade employers to hire people of color�qua�people of color because it increases the firm's sales or production of goods and services someone else sells. �When it does, the person of color would be favored regardless of whether there is a law in place. �If it does not increase sales of production, the law's compulsion of to hire the person of color acts as a tax on the firm's profits, and causes the employee who would have been hired instead to take the next-best job. �If you want to argue that's an OK price to pay, do so. �But you should not pretend that cost does not exist.

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