Factory Safety Quotes

As people, other people, living in a house who . . . borrow things?" Mrs. May laid down her work. "What do you think?" she asked. "I don't know," Kate said, pulling hard at her shoe button. "There can't be. And yet"-she raised her head-"and yet sometimes I think there must be." "Why do you think there must be?" asked Mrs. May. "Because of all the things that disappear. Safety pins, for instance. Factories go on making safety pins, and every day people go on buying safety pins and yet, somehow, there never is a safety pin just when you want one. Where are they all? Now, at this minute? Where do they go to? Take needles," she went on. "All the needles my mother ever bought-there must be hundreds-can't just be lying about this house." "Not lying about the house, no," agreed Mrs. May. "And all the other things we keep on buying. Again and again and again. Like pencils and match boxes and sealing-wax and hairpins and drawing pins and thimbles-

1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out.

Every once in a while, however, the subordinates of this world contest their fates. They protest their conditions, write letters and petitions, join movements, and make demands. Their goals may be minimal and discrete — better safety guards on factory machines, an end to marital rape—but in voicing them, they raise the specter of a more fundamental change in power. They cease to be servants or supplicants and become agents, speaking and acting on their own behalf. More than the reforms themselves, it is this assertion of agency by the subject class—the appearance of an insistent and independent voice of demand — that vexes their superiors. Guatemala’s Agrarian Reform of 1952 redistributed a million and a half acres of land to 100,000 peasant families. That was nothing, in the minds of the country’s ruling classes, compared to the riot of political talk the bill seemed to unleash. Progressive reformers, Guatemala’s arch-bishop complained, sent local peasants “gifted with facility with words” to the capital, where they were given opportunities “to speak in public.” That was the great evil of the Agrarian Reform.

For the first time, a whole generation had the economic & educational opportunity to turn their backs on the dead end factory jobs of their parents, who, traumatized by two world wars, had responded by creating a safety blanket of conformity.

Nikolai Ivanovich Ladyzhensky, chief engineer of defense plants in Izhevsk, was first arrested for “limitation theories” and “blind faith in safety factors” (which explained why he considered inadequate the funds allocated by Ordzhonikidze for factory expansion).

1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation

As far as Mab was concerned, love stories were for novels. Love wasn’t the point—even marriage wasn’t the point, not really. A good husband might have been the fastest way up the ladder toward safety and prosperity, but it wasn’t the only way. Better to live an old maid with a shiny desk and a salary in the bank, proudly achieved through the sweat of her own efforts, than end up disappointed and old before her time thanks to long factory hours and too much childbirth.

Forgetting herself entirely, Pandora let her head loll back against Gabriel's shoulder. "What kind of glue does Ivo use?" she asked languidly. "Glue?" he echoed after a moment, his mouth close to her temple, grazing softly. "For his kites." "Ah." He paused while a wave retreated. "Joiner's glue, I believe." "That's not strong enough," Pandora said, relaxed and pensive. "He should use chrome glue." "Where would he find that?" One of his hands caressed her side gently. "A druggist can make it. One part acid chromate of lime to five parts gelatin." Amusement filtered through his voice. "Does your mind ever slow down, sweetheart?" "Not even for sleeping," she said. Gabriel steadied her against another wave. "How do you know so much about glue?" The agreeable trance began to fade as Pandora considered how to answer him. After her long hesitation, Gabriel tilted his head and gave her a questioning sideways glance. "The subject of glue is complicated, I gather." I'm going to have to tell him at some point, Pandora thought. It might as well be now. After taking a deep breath, she blurted out, "I design and construct board games. I've researched every possible kind of glue required for manufacturing them. Not just for the construction of the boxes, but the best kind to adhere lithographs to the boards and lids. I've registered a patent for the first game, and soon I intend to apply for two more." Gabriel absorbed the information in remarkably short order. "Have you considered selling the patents to a publisher?" "No, I want to make the games at my own factory. I have a production schedule. The first one will be out by Christmas. My brother-in-law, Mr. Winterborne, helped me to write a business plan. The market in board games is quite new, and he thinks my company will be successful." "I'm sure it will be. But a young woman in your position has no need of a livelihood." "I do if I want to be self-supporting." "Surely the safety of marriage is preferable to the burdens of being a business proprietor." Pandora turned to face him fully. "Not if 'safety' means being owned. As things stand now, I have the freedom to work and keep my earnings. But if I marry you, everything I have, including my company, would immediately become yours. You would have complete authority over me. Every shilling I made would go directly to you- it wouldn't even pass through my hands. I'd never be able to sign a contract, or hire employees, or buy property. In the eyes of the law, a husband and wife are one person, and that person is the husband. I can't bear the thought of it. It's why I never want to marry.

While making the prototype for the event, Hollman experienced the full spectrum of highs and lows that came with working for Musk. The engineer had lost his regular glasses weeks earlier when they slipped off his face and fell down a flame duct at the Texas test site. Hollman had since made do by wearing an old pair of prescription safety glasses,fn5 but they too were ruined when he scratched the lenses while trying to duck under an engine at the SpaceX factory. Without a spare moment to visit an optometrist, Hollman started to feel his sanity fray. The long hours, the scratch, the publicity stunt—they were all too much. He vented about this in the factory one night, unaware that Musk stood nearby and could hear everything. Two hours later, Mary Beth Brown appeared with an appointment card to see a Lasik eye surgery specialist. When Hollman visited the doctor, he discovered that Musk had already agreed to pay for the surgery. “Elon can be very demanding, but he’ll make sure the obstacles in your way are removed,

Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics.

five commandments: 1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out.

Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience.

five commandments: 1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle.

Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation.

Within our own species we have great variation between these two reactions. One man may beat his life away in furious assault on the barrier, where another simply waits for the tide to pick him up. Such variation is also observable among the higher vertebrates, particularly among domestic animals. It would be strange if it were not also true of the lower vertebrates, among the individualistic ones anyway. A fish, like the tuna or the sardine, which lives in a school, would be less likely to vary than this lonely horned shark, for the school would impose a discipline of speed and uniformity, and those individuals which would not or could not meet the school’s requirements would be killed or lost or left behind. The overfast would be eliminated by the school as readily as the over-slow, until a standard somewhere between the fast and slow had been attained. Not intending a pun, we might note that our schools have to some extent the same tendency. A Harvard man, a Yale man, a Stanford man—that is, the ideal—is as easily recognized as a tuna, and he has, by a process of elimination, survived the tests against idiocy and brilliance. Even in physical matters the standard is maintained until it is impossible, from speech, clothing, haircuts, posture, or state of mind, to tell one of these units of his school from another. In this connection it would be interesting to know whether the general collectivization of human society might not have the same effect. Factory mass production, for example, requires that every man conform to the tempo of the whole. The slow must be speeded up or eliminated, the fast slowed down. In a thoroughly collectivized state, mediocre efficiency might be very great, but only through the complete elimination of the swift, the clever, and the intelligent, as well as the incompetent. Truly collective man might in fact abandon his versatility. Among school animals there is little defense technique except headlong flight. Such species depend for survival chiefly on tremendous reproduction. The great loss of eggs and young to predators is the safety of the school, for it depends for its existence on the law of probability that out of a great many which start some will finish. It is interesting and probably not at all important to note that when a human state is attempting collectivization, one of the first steps is a frantic call by the leaders for an increased birth rate—replacement parts in a shoddy and mediocre machine.

I became a broken record on the algorithm,” Musk says. “But I think it’s helpful to say it to an annoying degree.” It had five commandments: 1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation.

Eleven years after Wall Street’s near meltdown, not a single major financial executive had been convicted or even indicted for crimes that wiped out the savings of countless Americans. Contrast this with a teenager who is imprisoned for years for selling an ounce of marijuana. Socialism for the rich means the oligarchy is not held accountable. Harsh capitalism for the many means most Americans are at risk for events over which they have no control—such as the closing of factories across the Midwest or a Wall Street financial crisis—and have no safety nets to catch them if they fall.

Through capitalism we gain, but we also lose. The loss, Smith felt, was felt most among the lowest classes—his particular example was employees in a pin factory—whose cramped place in the chain of production leaves no room for the enlargement of the mind and spirit, which the freedom of commercial society should open up. Smith in fact defined the problem of the “assembly line” mentality of factory workers almost two decades before the Industrial Revolution got fully under way—the problem that Karl Marx and his followers would call alienation. It was especially worrisome to Smith, because “in free countries, where the safety of government depends very much upon the favourable judgement which the people may form of its conduct,” a mass of ignorant, culturally degraded citizens easily becomes an immense drag on the system. They become easy prey to demagogues and applaud every attempt to undermine the foundations of that “natural liberty” which they have enjoyed in the first place.

It's amazing what people can convince themselves constitutes stress. Most Americans seem to believe that safety assurances are awarded at birth like factory-issued warrantees. So far as I can tell, the only American growth industry is entitlement. For the sheep, moral outrage is the coin of the realm. They smother themselves in it.

The victims in all this are regular people: the workers who lose their factory jobs in Juárez and Windsor; the workers who get the factory jobs in Shenzhen and Dhaka, jobs that are by this point so degraded that some employers install nets along the perimeters of roofs to catch employees when they jump, or where safety codes are so lax that workers are killed in the hundreds when buildings collapse. The victims are also the toddlers mouthing lead-laden toys; the Walmart employee expected to work over the Thanksgiving holiday only to be trampled by a stampede of frenzied customers, while still not earning a living wage. And the Chinese villagers whose water is contaminated by one of those coal plants we use as our excuse for inaction, as well as the middle class of Beijing and Shanghai whose kids are forced to play inside because the air is so foul.

and Medicaid, which would help expand coverage and bring down costs. The other thing we should be honest about is how hard it’s going to be, no matter what we do, to create significant economic opportunity in every remote area of our vast nation. In some places, the old jobs aren’t coming back, and the infrastructure and workforce needed to support big new industries aren’t there. As hard as it is, people may have to leave their hometowns and look for work elsewhere in America. We know this can have a transformative effect. In the 1990s, the Clinton administration experimented with a program called Moving to Opportunity for Fair Housing, which gave poor families in public housing vouchers to move to safer, middle-income neighborhoods where their children were surrounded every day by evidence that life can be better. Twenty years later, the children of those families have grown up to earn higher incomes and attend college at higher rates than their peers who stayed behind. And the younger the kids were when they moved, the bigger boost they received. Previous generations of Americans actually moved around the country much more than we do today. Millions of black families migrated from the rural South to the urban North. Large numbers of poor whites left Appalachia to take jobs in Midwestern factories. My own father hopped a freight train from Scranton, Pennsylvania, to Chicago in 1935, looking for work. Yet today, despite all our advances, fewer Americans are moving than ever before. One of the laid-off steelworkers I met in Kentucky told me he found a good job in Columbus, Ohio, but he was doing the 120-mile commute every week because he didn’t want to move. “People from Kentucky, they want to be in Kentucky,” another said to me. “That’s something that’s just in our DNA.” I understand that feeling. People’s identities and their support systems—extended family, friends, church congregations, and so on—are rooted in where they come from. This is painful, gut-wrenching stuff. And no politician wants to be the one to say it. I believe that after we do everything we can to help create new jobs in distressed small towns and rural areas, we also have to give people the skills and tools they need to seek opportunities beyond their hometowns—and provide a strong safety net both for those who leave and those who stay. Whether it’s updating policies to meet the changing conditions of America’s workers, or encouraging greater mobility, the bottom line is the same: we can’t spend all our time staving off decline. We need to create new opportunities, not just slow down the loss of old ones. Rather than keep trying to re-create the economy of the past, we should focus on making the jobs people actually have better and figure out how to create the good jobs of the future in fields such as clean energy, health care, construction, computer coding, and advanced manufacturing. Republicans will always be better at defending yesterday. Democrats have to be in the future business. The good news is we have

Whenever somebody turned his head, he shouted, "Stop looking behind you!: There was a strict rule against head turns. When reversing, you were supposed to rely on mirrors only; the blind spot didn't exist, at least not in Coach Tang's eyes. Nobody ever wore a seat belt. I never saw a turn signal flash on the parking range at the Public Safety Driving School.

Reframing failure starts with understanding a basic typology of failure types. As I have written in more detail elsewhere, failure archetypes include preventable failures (never good news), complex failures (still not good news), and intelligent failures (not fun, but must be considered good news because of the value they bring).15 Preventable failures are deviations from recommended procedures that produce bad outcomes. If someone fails to don safety glasses in a factory and suffers an eye injury, this is a preventable failure. Complex failures occur in familiar contexts when a confluence of factors come together in a way that may never have occurred before; consider the severe flooding of the Wall Street subway station in New York City during Superstorm Sandy in 2012. With vigilance, complex failures can sometimes, but not always, be avoided. Neither preventable nor complex failures are worthy of celebration.

Why can’t I have an ordinary footman like the other ladies have?” “Because you won’t always be going to the places other ladies go.” Gabriel sat on a chair to remove his shoes and stockings. “You’ll be looking for factory space, and meeting with suppliers, retailers, and wholesale traders, and so forth. If you take Drago with you, it will ease my mind about your safety.” As he saw the mulish set of Pandora’s jaw, Gabriel decided to take another tack. “Of course, we’ll replace him if you wish,” he said with a casual shrug. He began to unfasten the buttons of his braces. “But it would be a pity. Drago grew up in an orphanage and has no family. He’s always lived in a small room at the club. He was looking forward to living in a real household for the first time in his life, and seeing what family life was like.” That last sentence was pure conjecture, but it did the trick. Pandora sent him a long-suffering glance and heaved a sigh. “Oh, all right. I suppose I’ll have to keep him. And train him not to scare people.” Dramatically she fell backward on the bed, arms and legs akimbo. Her small, glum voice floated up to the ceiling. “My very own footmonster.” Gabriel regarded the small, splayed figure on the bed, feeling a rush of mingled amusement and lust that made his breath catch. Before another second had passed, he’d climbed over her, crushing her mouth with his. “What are you doing?” Pandora asked with a spluttering laugh, twisting beneath him. “Accepting your invitation.” “What invitation?” “The one you gave me by reclining on the bed in that seductive pose.” “I flopped backward like a dying trout,” she protested, squirming as he began to hike up her skirts. “You knew I wouldn’t be able to resist.” “Take a bath first,” she implored. “You’re not fit for the house. I should take you out to the stables and scrub you like one of the horses, with carbolic soap and a birch brush.” “Oh, you naughty girl . . . yes, let’s do that.” His hand wandered lecherously under her skirts. Pandora yelped with laughter and wrestled him. “Stop, you’re contaminated! Come to the bathroom and I’ll wash you.” He pinned her down. “You’ll be my bath handmaiden?” he asked provocatively. “You’d like that, wouldn’t you?” “I would,” he whispered, touching his tongue to the center of her lower lip. Her dark blue eyes were bright with mischief. “I’ll bathe you, my lord,” she offered, “but only if you agree to keep your hands to yourself, and remain as still and stiff as a statue.” “I’m already as stiff as a statue.” He nudged her to demonstrate. Pandora rolled out from under him with a grin and headed toward the bathroom, while he followed readily.

Disarming the Populace Over the course of the twentieth century, communist governments always used “public safety” as an excuse to disarm their citizens. In some nations, the people were told gun control was needed to neutralize counterrevolutionaries. In others, it was said to be a tool for fighting crime. But while the reasons for gun control may have varied from country to country, the outcome was always the same. To better understand the consequences of allowing communists to disarm the public, we should look back at a few examples. As is so often the case, the Soviet Union provides the perfect illustration, and the standard by which future communist countries would operate. Before the Bolsheviks seized power, Russia had a strong tradition of individual gun ownership. Firearms were imported for civilian use from all over the world. Hunting was popular among all the classes, including peasants, factory workers, and Russian nobility. Firearms dealers circulated mail-order catalogs that offered shotguns and shooting supplies. While some restrictions were introduced in the early 1900s requiring Russians looking to purchase rifles or pistols to obtain a purchase permit from a local police chief, these permits were not difficult to procure so long as the applicant didn’t have a lengthy criminal record and was not a known political radical. That tradition would ultimately come to an end with the rise of the communists, but in March 1917, shortly before the Bolshevik Revolution, Vladimir Lenin could have been mistaken for one of America’s founding fathers. “What kind of militia do we need, the proletariat, all the toiling people?” Lenin asked in a 1917 letter. “A genuine people’s militia…

We’re not a special-interest group! What’s so special about our interest? We’re your mothers, your sisters, your daughters, your wives. We care for your children and ours; we tend your aging parents and our own. We work in the factories and the hospitals, in the farmyards and in the shops and in the schools. We pay taxes. We don’t pay as much as you do because we don’t earn as much, even at the same job; but in what ways do our interests differ from yours? Don’t all human beings want the same things? Don’t you want peace and freedom—clean air to breathe and unpolluted water to drink? Do you care less about your children’s safety and happiness than we do? Don’t call us a special-interest group; and don’t tell us that if it weren’t for us you’d still be wearing skins and wielding clubs.

While making the prototype for the event, Hollman experienced the full spectrum of highs and lows that came with working for Musk. The engineer had lost his regular glasses weeks earlier when they slipped off his face and fell down a flame duct at the Texas test site. Hollman had since made do by wearing an old pair of prescription safety glasses,* but they too were ruined when he scratched the lenses while trying to duck under an engine at the SpaceX factory. Without a spare moment to visit an optometrist, Hollman started to feel his sanity fray. The long hours, the scratch, the publicity stunt—they were all too much. He vented about this in the factory one night, unaware that Musk stood nearby and could hear everything. Two hours later, Mary Beth Brown appeared with an appointment card to see a Lasik eye surgery specialist. When Hollman visited the doctor, he discovered that Musk had already agreed to pay for the surgery.

Part of the problem is that our politicians, media, and criminal justice institutions too often equate justice with revenge. Popular culture is suffused with revenge fantasies in which the aggrieved bring horrible retribution down on those who have hurt them. Often this involves a fantasy of those who have been placed on the margins taking aim at the powerful; it’s a fantasy of empowerment through violence. Police and prisons have come to be our preferred tools for inflicting punishment. Our entire criminal justice system has become a gigantic revenge factory. Three-strikes laws, sex-offender registries, the death penalty, and abolishing parole are about retribution, not safety. Whole segments of our society have been deemed always-already guilty. This is not justice; it is oppression. Real justice would look to restore people and communities, to rebuild trust and social cohesion, to offer people a way forward, to reduce the social forces that drive crime, and to treat both victims and perpetrators as full human beings. Our police and larger criminal justice system not only fail at this but rarely see it as even related to their mission.

Corporations control workers. Major and Asian corporations rely upon cheap labour to maximise profits. Workers in poor nations receive a pathetically low monthly income, barely enough to support their families, and often work in conditions that violate health and safety concerns. Around 3.5 million factory workers in China earn around $7 or $8 per day often working around 15 hours per day for around 50 cents per hour. They live in minimalist conditions and crowded sleeping quarters. Industrial accidents, sickness and sheer

The bottom line is that poverty needs to be abolished,” Tuomo says. “There needs to be more rural development, something for people to invest their money in.” “We are lucky,” I say. “We don’t have to support so many. Our governments have safety nets for us if we fall on hard times.” “Lucky? That could be a philosophical debate,” says Tuomo. “We may have these things, but our families aren’t as close. Which is better—family or financial freedom?

Her legacy lies not just in the New Deal achievements she brought about, but in the regularly updated codes that protect workers in offices and factories everywhere. Today few people appreciate how different life was before Frances Perkins. We take for granted that children can go to school, not mills or coal mines every day; that people work for eight hours, not fifteen; that they get paid "time and a half" for overtime; that they can receive checks when unemployed or disabled; that they needn't dread the day when they can no longer work. Over seventy million Americans receive benefits under Social Security every month. The figure includes retirees, survivors, dependents, and the disabled. There was only one priority item on her famous wish list she presented to FDR before becoming Secretary of Labor that she and the New Deal were not able to fulfill. It was universal health care. She left us a single major unfilled goal, one we as a nation are still striving to realize.

U.S. DEPARTMENT OF LABOR. Cabinet Secretary. 1933–1945. First female Cabinet Secretary and longest-serving Labor Secretary in U.S. history. Key architect of New Deal legislation, including social security and the minimum wage. Spearheaded efforts to aid refugees from Nazi Germany between 1933 and 1940. STATE OF NEW YORK. Industrial Commissioner. 1929–1933. First female member of the governor’s cabinet in New York. Advised the governor on industrial and labor policies and managed the largest State Labor Department in the U.S. STATE OF NEW YORK. Member of the Industrial Commission. 1919–1921; 1923–1929. Mediated disputes among employers, labor organizers, and union members across the state. NEW YORK STATE FACTORY INVESTIGATING COMMISSION. Chief Investigator. 1912–1915. Executive Secretary of Committee on Safety of the City of New York and New York State Factory Investigating Commission. Investigated factories, lobbied for labor reform legislation, and served as expert

It had five commandments: 1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation.

I’d be hard-pressed to find a better start to a brand story than the one that chronicles the birth of “the people’s car,” the Tata Nano. The story goes that Ratan Tata, chairman of the well-respected Tata Group, was travelling along in the pouring rain behind a family who was precariously perched on a scooter weaving in and out of traffic on the slick wet roads of Bangalore. Tata thought that surely this was a problem he and his company could solve. He wanted to bring safe, affordable transport to the poor—to design, build, and sell a family car that could replace the scooter for a price that was less than $2,500. It was a business idea born from a high ideal and coming from a man with a track record in the industry, someone with the capability to innovate, design, and produce a high-quality product. People were captivated by the idea of what would be the world’s cheapest car. The media and the world watched to see how delivering on this seemingly impossible promise might pan out. Ratan Tata did deliver on his promise when he unveiled the Nano at the New Delhi Auto Expo in 2009, six years after having the idea. The hype around the new “people’s car” and the media attention it received meant that any mistakes were very public (several production challenges and safety problems were reported along the way). And while the general public seemed to be behind the idea of a new and fun Indian-led innovation, the number of Facebook likes (almost 4 million to date) didn’t convert to actual sales. It seemed that while Tata Motors was telling a story about affordability and innovating with frugal engineering (perhaps “lean engineering” might have worked better for them), the story prospective customers were hearing was one about a car that was cheap. The positioning of the car was at odds with the buying public’s perception of it. In a country where a car is an aspirational purchase, the Nano became symbolic of the car to buy if you couldn’t afford anything else. Since its launch in 2009, just over 200,000 Nanos have sold. The factory has the capacity to produce 21,000 cars a month. It turns out that the modest numbers of people buying the Nano are not the scooter drivers but middle-class Indians who are looking for a second car, or a car for their parents or children. The car that was billed as a “game changer” hasn’t lived up to the hype in the hearts of the people who were expected to line up and buy it in the tens of thousands. Despite winning design and innovation awards, the Nano’s reputation amongst consumers—and the story they have come to believe—has been the thing that’s held it back.

An age that needs security guards is, of course, without security. What do we have in the dull old days? Old man janitors in the schools; watchmen in the factories, and the watchman was usually the turbanned bearded Bombay armed only with a stick, drowsing on a stool by a gate. How his strong odor remembered now seems the very smell of safety! In his place now lurks the man in uniform, armed with pistol and club and submachine gun: the "security" that stands for the insecurity of our times, being the human equivalent of the iron bars at the window, the barbed wire on the wall.

THE BIGGER PICTURE   During World War II, thousands in factories across the United States constructed parachutes. From the worker’s point of view, the job was tedious. It required stitching endless lengths of colorless fabric, crouched over a sewing machine eight to ten hours a day. A day’s work produced a formless, massive heap of cloth with no visible resemblance to a parachute. In order to motivate workers and keep them concerned with quality, the management in one factory held a meeting. Management informed workers each day of the approximate number of parachutes that had been strapped to the back of pilots, copilots, and other “flying” personnel the previous day. They learned just how many men had jumped to safety from disabled planes as a result of their high-quality work. The managers encouraged their workers to see the big picture on their job. As a second means of motivation, the workers were asked to form a mental picture of a husband, brother, or son who might be the one saved by the parachute they sewed. That factory held one of the highest levels of quality on record!3 Don’t let the tedium of each day’s chores and responsibilities wear you down so you only see the “stitching” in front of you. Keep your eyes on the big picture. Focus on why you do what you do and who will benefit from your work, including those you don’t know and may never meet. You may not have all the answers to the question, “Why am I here?” but you can rest assured, the Lord does! Ultimately, the Bible tells us we will be in heaven for eternity—and that is the biggest picture of all! God is preparing us for heaven, just as He is preparing heaven for us. He is creating us to be the people He wants to live with forever. Whatever mundane tasks or trivial pursuits you undertake today, see them in the light of eternity. They will take on a whole new meaning!   “I GO TO PREPARE A PLACE FOR YOU. AND IF I GO AND PREPARE A PLACE FOR YOU, I WILL COME AGAIN AND RECEIVE YOU TO MYSELF; THAT WHERE I AM, THERE YOU MAY BE ALSO.” JOHN 14:2-3 NKJV

adopted the bandana style of headscarves as soon as I saw that the female factory workers throughout the country tied up their hair in this style for safety and to keep out dirt and dust.

The destruction of craft baking, the replacement of skilled labor with machines, and the concentration of baking into ever larger and more distant factories were not solely the product of insatiable greed or capitalist competition. They arose out of often well-meaning and earnest concern for food safety.

Socialism for the rich means the oligarchy is not held accountable. Harsh capitalism for the many means most Americans are at risk for events over which they have no control—such as the closing of factories across the Midwest or a Wall Street financial crisis—and have no safety nets to catch them if they fall.

Everything we make will have predictive maintenance, improved efficiency, better safety, better usability. And everything will be made to order. We won’t be cranking out millions of identical widgets and stacking them up in pallets in overseas factories in order to be shipped around the world anymore. We’ll be customizing objects much closer to home. As Olivier Scalabre points out, we’ll be replacing the classic “East to West” trade flows with regional trade flows—East for East, West for West. “When you think about it, the old model was pretty much insane,” Scalabre says. “Piling up stock. Making products travel around the world. The new model—producing right next to the consumer market—will be much better for our environment. In mature economies, productivity will be back home, creating more employment, more productivity, and more growth.

Most of Amazon’s sales don’t come from its own brands—they’re from products sold by third parties—but those products are problematic, too. The staff of The Wall Street Journal was named a finalist for the 2020 Pulitzer Prize for investigative reporting after finding that third-party sellers on Amazon had employed people at factories known to be dangerous and had sold unsafe products. Then there are the warehouses where people pack and ship orders. In the United States, among warehouse and storage facilities with at least 1,000 workers, Amazon accounts for 79 percent of employment and 86 percent of injuries, according to the National Employment Law Project—with a rate of injuries almost triple that of Walmart. In India, the country’s commission on human rights asked the government to look into possible labor law violations at an Amazon warehouse near New Delhi, after workers complained about harsh conditions during a severe heat wave, including a lack of water and toilet breaks. Amazon spokespeople have told reporters, meanwhile, that safety for customers and workers is a top priority. They emphasize that Amazon takes action when it learns about the use of forced labor or the sale of unsafe products, and they note that Amazon’s data shows an improving safety record for workers.

MOLA HQ was one of a string of old warehouse/factory units built in the functional brick shithouse style made popular in the Victorian era, when the main safety criterion for an industrial building was that it didn’t fall down when the steam boiler exploded.

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