Treatment Of Employees Quotes

Mental illness" is among the most stigmatized of categories.' People are ashamed of being mentally ill. They fear disclosing their condition to their friends and confidants-and certainly to their employers.

Page 142: "When a spouse says to the alcoholic, "you need to go to AA," that is obviously not true. The addict feels no need to do that at all, and isn't. But when she says, "I am moving out and will be open to getting back together when you are getting treatment for your addiction," then all of a sudden the addict feels "I need to get some help or I am going to lose my marriage." The need has been transferred. It is the same with any kind of problematic behavior of a person who is not taking feedback and ownership. The need and drive to do something about it must be transferred to that person, and that is done through having consequences that finally make him feel the pain instead of others. When he feels the pain, he will feel the need to change...A plan that has hope is one that limits your exposure to the foolish person's issues and forces him to feel the consequences of his performance so that he might have hope of waking up and changing.

In some cases, you can tell how somebody is being treated by their own boss from the way they are treating someone to whom they are a boss.

No,” said a third student. “Novartis is a public company. It’s not the boss or the board who decides. It’s the shareholders. If the board changes its priorities the shareholders will just elect a new board.” “That’s right,” I said. “It’s the shareholders who want this company to spend their money on researching rich people’s illnesses. That’s how they get a good return on their shares.” So there’s nothing wrong with the employees, the boss, or the board, then. “Now, the question is”—I looked at the student who had first suggested the face punching—“who owns the shares in these big pharmaceutical companies?” “Well, it’s the rich.” He shrugged. “No. It’s actually interesting because pharmaceutical shares are very stable. When the stock market goes up and down, or oil prices go up and down, pharma shares keep giving a pretty steady return. Many other kinds of companies’ shares follow the economy—they do better or worse as people go on spending sprees or cut back—but the cancer patients always need treatment. So who owns the shares in these stable companies?” My young audience looked back at me, their faces like one big question mark. “It’s retirement funds.” Silence. “So maybe I don’t have to do any punching, because I will not meet the shareholders. But you will. This weekend, go visit your grandma and punch her in the face. If you feel you need someone to blame and punish, it’s the seniors and their greedy need for stable stocks.

A home where a woman is abused is a small-scale model of much larger oppressive systems that work in remarkably similar ways. Many of the excuses an abusive man uses for verbally tearing his partner to shreds are the same ones that a power-mad boss uses for humiliating his or her employees. The abusive man’s ability to convince himself that his domination of you is for your own good is paralleled by the dictator who says, “People in this country are too primitive for democracy.” The divide-and-conquer strategies used by abusers are reminiscent of a corporate head who tries to break the labor union by giving certain groups of workers favored treatment. The making of an abuser is thus not necessarily restricted to the specific values his society teaches him about men’s relationships with women; without realizing it he may also apply attitudes and tactics from other forms of oppression that he has been exposed to as a boy or as a young adult and that he has learned to justify or even admire.

Companies that prioritise their employees' well-being, growth, and development are the ones that will attract and retain the best talent. The logo may catch the eye, but it's the treatment of employees that captures the heart.

The next time you drive into a Walmart parking lot, pause for a second to note that this Walmart—like the more than five thousand other Walmarts across the country—costs taxpayers about $1 million in direct subsidies to the employees who don’t earn enough money to pay for an apartment, buy food, or get even the most basic health care for their children. In total, Walmart benefits from more than $7 billion in subsidies each year from taxpayers like you. Those “low, low prices” are made possible by low, low wages—and by the taxes you pay to keep those workers alive on their low, low pay. As I said earlier, I don’t think that anyone who works full-time should live in poverty. I also don’t think that bazillion-dollar companies like Walmart ought to funnel profits to shareholders while paying such low wages that taxpayers must pick up the ticket for their employees’ food, shelter, and medical care. I listen to right-wing loudmouths sound off about what an outrage welfare is and I think, “Yeah, it stinks that Walmart has been sucking up so much government assistance for so long.” But somehow I suspect that these guys aren’t talking about Walmart the Welfare Queen. Walmart isn’t alone. Every year, employers like retailers and fast-food outlets pay wages that are so low that the rest of America ponies up a collective $153 billion to subsidize their workers. That’s $153 billion every year. Anyone want to guess what we could do with that mountain of money? We could make every public college tuition-free and pay for preschool for every child—and still have tens of billions left over. We could almost double the amount we spend on services for veterans, such as disability, long-term care, and ending homelessness. We could double all federal research and development—everything: medical, scientific, engineering, climate science, behavioral health, chemistry, brain mapping, drug addiction, even defense research. Or we could more than double federal spending on transportation and water infrastructure—roads, bridges, airports, mass transit, dams and levees, water treatment plants, safe new water pipes. Yeah, the point I’m making is blindingly obvious. America could do a lot with the money taxpayers spend to keep afloat people who are working full-time but whose employers don’t pay a living wage. Of course, giant corporations know they have a sweet deal—and they plan to keep it, thank you very much. They have deployed armies of lobbyists and lawyers to fight off any efforts to give workers a chance to organize or fight for a higher wage. Giant corporations have used their mouthpiece, the national Chamber of Commerce, to oppose any increase in the minimum wage, calling it a “distraction” and a “cynical effort” to increase union membership. Lobbyists grow rich making sure that people like Gina don’t get paid more. The

Meanwhile, Amazon’s treatment of warehouse workers had been making headlines since 2011. That’s when an investigation by the Allentown Morning Call newspaper revealed what were—quite literally—sweatshop conditions. When summer temperatures exceeded 100 degrees inside the company’s Breinigsville, Pennsylvania, warehouse, managers wouldn’t open the loading bay doors for fear of theft. Instead, they hired paramedics to wait outside in ambulances, ready to extract heat-stricken employees on stretchers and in wheelchairs, the investigation found. Workers also said they were pressured to meet ever

In the present state of the world, not only are many people destitute but the majority of those who are not being haunted by a perfectly reasonable fear that they may become so at any moment. Wage-earners have the constant danger of unemployment; salaried employees know that their firm may go bankrupt or find it necessary to cut down its staff; businessmen, even those who are reputed to be very rich, know that the loss of all their money is by no means improbable. Professional men have a very hard struggle. After making great sacrifices for the education of their sons and daughters, they find that there are not the openings that there used to be for those who have the kinds of skills that their children have acquired. If they are lawyers, they find that people can no longer afford to go to law, although serious injustices remain unremedied; if they are doctors, they find that their formerly lucrative hypochondriac patients can no longer afford to be ill, while many genuine sufferers have to forgo much-needed medical treatment. One finds men and women of university education serving behind the counters in shops, which may save them from destitution, but only at the expense of those who would formerly have been so employed. In all classes, from the lowest to almost the highest, economic fear governs men’s thoughts by day and their dreams at night, making their work nerve-wracking and their leisure unrefreshing. This ever-present terror is, I think, the main cause of the mood of madness which has swept over great parts of the civilized world.

In 1923, d’Herelle helped Soviet scientists set up an institute in Tbilisi, present-day Georgia, dedicated to bacteriophage research; at its peak, the institute had over a thousand employees producing tons of phages a year for clinical use. Phage therapy has continued up to modern times in certain parts of the world—about 20 percent of bacterial infections are treated with phages in Georgia today—but after antibiotics were discovered and developed in the 1930s and 1940s, this treatment quickly lost momentum, especially in the West.

CHAPTER THREE SIN USHERS MAN TO DEATH   But now that you have been set free from sin and have become slaves of God, the benefit you reap leads to holiness, and the result is eternal life. For the wages of sin is death, but the gift of God is eternal life in Christ Jesus our Lord. -Romans 6:22-23   As Lust got older, Grandpa Earth would yield his treasures to her; everything precious that he stored, he would render to his firstborn grandchild.  Lust became very wealthy incomparable to every other living being including her dad.  She employed many of her siblings, and advised them of how to make great success as her employees.  Despite her favour with her granddad, she did not receive the same preferential treatment from Grandma Sun.

Cohen continued to struggle with his own well-being. Even though he had achieved his life’s dream of running his own firm, he was still unhappy, and he had become dependent on a psychiatrist named Ari Kiev to help him manage his moods. In addition to treating depression, Kiev’s other area of expertise was success and how to achieve it. He had worked as a psychiatrist and coach with Olympic basketball players and rowers trying to improve their performance and overcome their fear of failure. His background building athletic champions appealed to Cohen’s unrelenting need to dominate in every transaction he entered into, and he started asking Kiev to spend entire days at SAC’s offices, tending to his staff. Kiev was tall, with a bushy mustache and a portly midsection, and he would often appear silently at a trader’s side and ask him how he was feeling. Sometimes the trader would be so startled to see Kiev there he’d practically jump out of his seat. Cohen asked Kiev to give motivational speeches to his employees, to help them get over their anxieties about losing money. Basically, Kiev was there to teach them to be ruthless. Once a week, after the market closed, Cohen’s traders would gather in a conference room and Kiev would lead them through group therapy sessions focused on how to make them more comfortable with risk. Kiev had them talk about their trades and try to understand why some had gone well and others hadn’t. “Are you really motivated to make as much money as you can? This guy’s going to help you become a real killer at it,” was how one skeptical staff member remembered Kiev being pitched to them. Kiev’s work with Olympians had led him to believe that the thing that blocked most people was fear. You might have two investors with the same amount of money: One was prepared to buy 250,000 shares of a stock they liked, while the other wasn’t. Why? Kiev believed that the reluctance was a form of anxiety—and that it could be overcome with proper treatment. Kiev would ask the traders to close their eyes and visualize themselves making trades and generating profits. “Surrendering to the moment” and “speaking the truth” were some of his favorite phrases. “Why weren’t you bigger in the trades that worked? What did you do right?” he’d ask. “Being preoccupied with not losing interferes with winning,” he would say. “Trading not to lose is not a good strategy. You need to trade to win.” Many of the traders hated the group therapy sessions. Some considered Kiev a fraud. “Ari was very aggressive,” said one. “He liked money.” Patricia, Cohen’s first wife, was suspicious of Kiev’s motives and believed that he was using his sessions with Cohen to find stock tips. From Kiev’s perspective, he found the perfect client in Cohen, a patient with unlimited resources who could pay enormous fees and whose reputation as one of the best traders on Wall Street could help Kiev realize his own goal of becoming a bestselling author. Being able to say that you were the

Fascism feeds on social and economic grievances, including the belief that the people over there are receiving better treatment than they deserve while I’m not getting what I’m owed. It seems today that almost everyone has a grievance: the unemployed steelworker, the low-wage fast-food employee, the student up to her ears in debt, the businessperson who feels harassed by government regulations, the veteran waiting too long for a doctor’s appointment, the fundamentalist who thinks war is being waged against Christmas, the professional with her head brushing against a glass ceiling, the Wall Street broker who feels unfairly maligned, the tycoon who still thinks he is being overtaxed. Obviously, personal gripes—legitimate or not—have been part of the human condition ever since Cain decided to work out his jealousy on his brother. What is an added concern now is the lack of effective mechanisms for assuaging anger. As described above, we all tend to live in media and information bubbles that reinforce our grievances instead of causing us to look at difficult questions from many sides. Rather than think critically, we seek out people who share our opinions and who encourage us to ridicule the ideas of those whose convictions and perspectives clash with our own. At many levels, contempt has become a defining characteristic of American politics. It makes us unwilling to listen to what others say—unwilling, in some cases, even to allow them to speak. This stops the learning process cold and creates a ready-made audience for demagogues who know how to bring diverse groups of the aggrieved together in righteous opposition to everyone else.

People will continue to be critically important in the improved health care delivery systems of the future, but not always in the same roles as today. Emotionally and socially astute care coordinators, rather than brilliant diagnosticians and other HiPPOs, might move to center stage. Earlier, we told the old joke about the two employees—person and dog—in the factory of the future. We suggest a slight tweak for health care: the medical office of the future might employ an artificial intelligence, a person, and a dog. The AI’s job will be to diagnose the patient, the person’s job will be to understand and communicate the diagnosis, and to coach the patient through treatment, and the dog’s job will be to bite the person if the person tries to second-guess the artificial intelligence.

The point is not to treat all employees equally but to give all employees fair and equitable treatment. People have different needs and even different work styles.

Farm employees, their families, and consumers are protected from dangerous and persistent Organic Products found on the farm and in food, as well as in the land they work and play on, the air they breathe, and the water they drink, by using organic products. Children are particularly vulnerable to pollutants. As a result of the formation of organic food and feed items into the marketplace, parents may simply select products that are free of these chemicals. Hair Care Product Natural grown foods are higher in minerals like Vitamin C, iron, magnesium, and phosphorus, but have lower amounts of nitrates and pesticide residues when compared to conventionally grown foods, according to mounting data. Taking care of it properly is one of the simplest promoting short - to - medium healing processes and brightness. Organic Skin Care products, in particular, combine essential vitamins, herbs, and minerals to cure and regenerate our skin while causing the least amount of environmental damage. How do reduce hair fall so I stop my hair from falling out? These natural skincare companies are dedicated to altering the beauty industry's standards for products that are beneficial both to us and the environment for hair growth which oil is best. We admire their commitment to maximum potency, freshness, and complete purity! In Ayurveda, bhringraj oil is a natural treatment for restoring the look of fine wrinkles (Ayurvedic medicine medicine). Bhringraj oil is often used to increase hair growth, gloss, softness, and strength and is thought to prevent undesired greying and hair growth. Ayurvedic practitioners also advise consuming bhringraj oil orally to treat everything from heart disease and respiratory issues to neurological and liver issues. You're not sure which soap is best for dry skin. Sensitive skin is difficult to deal with. Which is the best soap for dry skin patients may notice tightness and pallor even in the summer, so forget about winter dryness! Warm showers, as well as unsuitable soap, such as aloe vera, Aloe vera face mist, for example, could aggravate the issue. You can apply an after-shower lotion and emollients to keep your skin hydrated. Contact us: Arendelle Organics NRK BizPark, Behind C21 Mall, Scheme 54 PU4, Indore, Madhya Pradesh, India 8109099301 care@arendelleorganics.com

Now Post Office employees were engaging in public virtue-signalling about their organisation’s supposed commitment to mental health, whilst simultaneously trying to prevent justice for hundreds of people who had suffered the most appalling treatment at their hands.

In the course of his IL-2 investigation, Dr. Fishbein stumbled on another awkward fact: Anthony Fauci personally owned patents to IL-2 and stood to make millions in royalties if the treatment won FDA approval. Dr. Fishbein was shocked: “Dr. Fauci had a personal financial interest in the drug being tested! He was listed as a co-owner on the patent for Proleukin, and stood to earn royalties from it!” According to little-known HHS rules at that time, NIH employees could collect unlimited royalty payments from drugs they worked on during their agency tenures.51 Dr. Fishbein found it stunning that Dr. Fauci stood to personally gain significant revenues, providing HHS green-lighted Proleukin.

The PC principle is to always treat your employees exactly as you want them to treat your best customers.

In Seattle, Washington, in 1971, Howard Schultz, the owner of a local coffee roasting and distribution company, noted the increasing affluence of the American public and their desire to receive gracious treatment in their daily activities. Schultz recognized that there was a market for small businesses featuring top quality coffee and an opportunity to relax in an attractive environment. To take advantage of these emerging Minitrends, Mr. Schultz initiated the very successful Starbucks chain which offers top quality coffee drinks in a friendly and relaxed atmosphere Starbucks has a long record of appreciating Minitrends, but failed to recognize the trend that more economically-stressed customers were beginning to opt for similar, lower-cost drinks offered by fast food restaurants such as McDonald’s. While still popular, in summer 2008, the Starbucks company announced the termination of 1,000 employees, and in November 2008, the company reported a 98 percent decline in profit for the third quarter of the year. To be more economically competitive, Starbucks has recently introduced a line of instant coffee.

The relationship between nurturance and moral self-interest can be seen most clearly in nurturant forms of business practice. It involves the humane treatment of employees, the creation of a safe and humane workplace, social and ecological responsibility, fairness in hiring and promotion, the building of a work community, the development of excellent communication between employees and management and between the company and its customers, opportunities for employee self-development, a positive role in the larger community, scrupulous honesty, a regard for one’s customers and for the public, and excellent customer service. Policies such as these have increased the productivity and success of many businesses. They are models of how Nurturant Parent morality can function to help businesses be successful and to allow owners, investors, and employees to seek their self-interest within this moral system. Moral

Color-coded maps were widely distributed to employees at headquarters in Seattle. Travel to green states like Michigan was okay, but orange states like California required special clearance so that the legal department could track the cumulative number of days Amazon employees spent there. Travel to red states, like Texas, New Jersey, and Massachusetts, required employees to complete an intensive seventeen-item questionnaire about the trip that was designed to determine whether they would make the company vulnerable to sales-tax collection efforts (number 16: “Will you be holding a raffle?”). Amazon lawyers then either nixed the trip altogether or obtained a private letter ruling from that state spelling out its specific treatment of that particular situation.

The key concepts of this discourse are no longer social inequality and exploitation, but rather equal rights and identity. Equal opportunity, for example, now aims at the formally equal access of women to positions that were previously reserved for men. The vertical differences between occupational positions—between the female manager of a large corporation and a low-paid female employee of a cleaning company, scarcely play any role in this discourse. The problem with this shift is clearly not the impetus to improve women’s position on the labour market. The problem is that equality policy is limited to this question, as radically equal opportunity reduces justice to the horizontal logic of inclusion and equal treatment. The vertical logic of redistribution is increasingly blanked out.

When deciding what sort of business you want to put your money in, you have many factors to look at or to consider because you don't want your hard-earned money - where you spent blood, sweat, and tears, to go to waste. We believe that Corporate Culture is one massive screen to look at when you're deciding where to put your money. The way it can affect the investment performance of a company share price, which means your profitability, is of great importance.Corporate Culture refers to the beliefs and behaviors of the people in the company that organically developed over time. It show's how the management and it's employees handle or interact with outside business transactions. It is reflected in a company's environment - office set-up, business hours, dress code, employee benefits, client treatment and satisfaction, and all the other aspects of operation.

Gottfredson, Linda S. (1994). "The science and politics of race-norming". American Psychologist. 49 (11): 955–963 Disparate impact (racial imbalance) in employee selection constitutes prima facie evidence of unlawful discrimination. Research in personnel psychology has shown, however, that valid and unbiased selection procedures often guarantee disparate impact and that they will continue to do so as long as there remain large racial disparities in job-related skills and abilities. Employers are in a legal bind because often they can avoid disparate impact only by engaging in unlawful disparate treatment (racial preferences).

Here are some examples of behaviors that show integrity: -Follow all rules that are set for you and the ones you are expecting your team to follow -Follow through on promises -If you can't follow through on a commitment, let the person know why -Own and admit mistakes -Address sub-par performance in a timely manner (in yourself and others) -Recognize outstanding behavior in a timely manner -Hold all employees to the same standards -Treat everyone fairly, with a high level of respect -Communicate in a clear and respectful manner -Do not gossip or spread rumors--stop them if you hear them -Never place blame on others for something you did -Keep confidential information confidential--do not betray someone's trust -Deal with problems head-on--avoid trying to circumvent or using back channels -Be an advocate for respectful communication and treatment and address unacceptable behavior immediately -Provide facts--do not speculate without all of the information -Be a team player -Avoid getting dragged into company politics -Speak well about your co-workers and company and if you have concrete concerns, address through proper channels

The easiest way to manage stress is to reduce or eliminate stressors when possible. For some, this is a realistic goal. A highly demanding work or school environment that is overwhelmingly stressful can be managed. The employee can find a new job, or the student and parents can reduce course load, seek academic accommodations for a disability, or change schools to find a better fit. Creating a life that is manageable, pleasurable, and rewarding is something we should all strive to do.

Give first-class treatment to your employees, and you get first-class cooperation, first-class output. Think first class about everyone around you, and you’ll receive first-class results in return.

Hospitals cannot continue to hemorrhage. For the country as a whole, medical insurance premiums include a surcharge that pays for treating the uninsured. However, if the proportion of uninsured indigent patients exceeds a certain figure, a hospital has no choice but to close. In California alone, the heavy cost of free medicine for foreigners forced no fewer than 60 hospitals to shut down between 1993 and 2003; many others were on the verge of collapse. From 1994 to 2004, the number of hospital emergency rooms in the country as a whole dropped by more than 12 percent. In May 2010, Miami’s health care system was so strapped, it was considering closing two of its five public hospitals. This would mean laying off 4,487 employees and the loss of 581 acute-care beds. Experts explained that treating uninsured patients had stretched the system to the breaking point. Houston is a good example of a city whose hospitals are barely making ends meet. In the nation as a whole, about 15 percent of the population has no medical insurance, but Texas, with its large population of Hispanics, has the highest percentage at 24 percent. In Houston, the figure is 30 percent. The safety net cannot accommodate so many people who cannot pay. “Does this mean rationing?” asks Kenenth Mattox, chief of staff at Ben Taub General Hospital. “You bet it does.” There is such a crush at Houston’s emergency rooms that ambulances often wait for one or two hours before they can even unload patients. The record wait is six hours. Twenty percent of the time, hospitals end up sending patients to other hospitals, and some have died after being diverted. Politicians and businessmen pull strings so friends can cut in line. Americans who fall sick in Mexico do not get free treatment. The State Department warns that Mexican doctors routinely refuse to treat foreign patients unless paid in advance, and that they often charge Americans for services not rendered.

The thing that erodes trust in an organization faster than anything else is when employees feel that they're being treated unfairly.

Other research continues to prove how our immune systems benefit from mindfulness. In another study of how mindfulness can improve health, UCLA researchers worked with HIV-positive adults in the Los Angeles area. Over the course of an eight-week MBSR training, just like the one given to the Promega employees and the one I took in New York, the Los Angeles group did not change their HIV treatment in any way except for meditation. And yet something dramatic happened. The CD4+ T cells, which are the so-called brains of the immune system, and the ones targeted by HIV, stopped deteriorating in the group that practiced mindfulness.

accommodate, within reason, the religious practices of workers and applicants unless they impose an “undue hardship” on the business. It is the latest in a line of Supreme Court cases that have elevated religious rights over secular interests, whether exercised by powerful corporations, government agencies or prison inmates. The majority opinion by Justice Antonin Scalia stressed two points that outline the role religion can have in the workplace. Employers must do more than handle religious practices in the same way they do secular ones, he wrote, because federal law gives faith-related expression “favored treatment, affirmatively obligating employers” to accommodate things they could otherwise refuse. Moreover, he wrote, an applicant or employee alleging religious discrimination doesn’t have to prove the employer was motivated by bias.

A choice architect has the responsibility for organizing the context in which people make decisions. Although Carolyn is a figment of our imagination, many real people turn out to be choice architects, most without realising it. If you design the ballot voters use to choose candidates, you are a choice architect. If you are a doctor and must describe the alternate treatments available to a patient, you are a choice architect. If you design the form that new employees fill out to enrol in the company healthcare plan, you are a choice architect. If you are a parent describing possible educational options to your son or daughter, you are a choice architect. If you are a salesperson, you are a choice architect, but you already knew that. There are many parallels between choice architecture and more traditional forms of architecture. A crucial parallel is that there is no such thing as a neutral design.

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deinstitutionalization didn’t happen for everyone—at least, not with equal opportunity. And as a population that had effectively been twice damned and dishonored, many Black patients couldn’t benefit from the open arms of deinstitutionalization’s community-centric mental health mantra because they were allegedly responsible for the nation’s apparent moral decline and utter lawlessness. Historical records and employee testimony suggest Crownsville became emblematic of a broader, shape-shifting carceral ecosystem in the late twentieth century. The lines between incarceration and treatment, jail and hospital, became even muddier than they were before. As the patient became the inmate, the hospital’s story raised the question: what was the difference between deeming Black populations irredeemable or incurable?

So let's be really, really clear about what persistent stigma means for people with severe mental illness. You're faking it. You're delusional. You're weak. You're untrustworthy. You're selfish. You're self-pitying. You're unstable. You're dangerous. You can't make your own decisions. You're dumb. Your contributions are less worthy, more easily discounted. You're a liability — personally and professionally and socially. You aren't friend or lover or colleague or employee material. You make other people uncomfortable to the point they actively avoid you. You're less lovable. You're less deserving of effective, accessible treatment than people with other illnesses. You aren't worth the time or resources it would take to find out more about what's wrong with you. People would rather not deal with you or your problem. That's stigma. It's gross and profoundly damaging.

Most employees had no idea where Dorsey was and some executives tried to keep his whereabouts secret. It would be horrible for morale if workers—many of whom were cooped up working from their beds or couches—knew their leader was on an island with thirty-three private villas, kayak tours, and a vast spa with personalized massage treatments

Whether they liked it or not, she and many other Black employees hired throughout the late 1940s and 1950s became symbols of change and discomfort. While their jobs provided opportunities for upward mobility, they were also on the receiving end of intense resentment and hostility from white colleagues. At times, they experienced the same degrading treatment and isolation that had long been endured by the patients.

I couldn’t help but think what this company had really innovated was not some brilliant new solution to the traveling salesman problem, but the establishment of a new, lower norm of employee treatment. Success, growth, profit came from taking what might at one time have been decent, stable jobs and rebranding them as side hustles. The brilliant business idea was persuading people to expect less.

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