On my first full day of living in Silicon Valley after moving there from Ohio to take a job at Apple Computer, I heard on the radio that the California Supreme Court had upheld a decision that said it was fine to fire employees for no other reason than they had gotten gray around the temples. If I remember correctly, the victim in this case was a man in his early fifties (at the time) who had received nothing but commendations throughout his career—until the day his company told him he was too old, hiring a much younger man to take his place. And now that firing had the imprimatur of the American legal system.

I literally shook when I heard this. Little did I know that I would be facing it, too. When my own career in tech crashed and burned through no fault of my own, I read the handwriting on the wall and knew I had to get out before it was too late. What I did not know was that it was already too late. My search in other fields continued to turn up one age-related rebuff after another. “No one will hire you at your age,” I was repeatedly told. My age at the time was 38. I am not getting any younger, either.

I’ve talked about “Age-ism” many times on this blog. Newsweek runs a huge six-piece gatefold on “The Office of the Future” and the first thing I notice is not a single gray hair or wrinkle in any of the dozen folks depicted in that whiz-bang, gadget-filled office—not even in the VP of the group. Next week the cover story is Botox. Coincidence? Not on your life. More than one respondent in that Newsweek article said, “I looked around and they were firing all the older-looking people in the department. I got Botox injections to save my job.”

Should we be surprised that the ugly stepchild of Darwinism, eugenics, is at the heart of this conspiracy? God’s economy lauds the elderly and their wisdom. But the Huxleys, Hitlers, and Sangers have no use for anything but prime youth. Getting rid of the aged makes us all feel better about ourselves since we no longer have to look death in the eye.

I know people in HR departments in many companies. They are routinely told only to go after people under twenty-seven. Fresh college grads are the target. People that age have fewer dependents (less insurance, fewer distractions from work), are healthier (less sick days, cheaper insurance), will sleep under their desks (no families to go home to, no Little League games or ballet recitals to interfere), will mouth the company line (without pointing out disturbing or unethical practices) and will eat and sleep their jobs. Better yet, as children of postmodernism, they have fewer qualms about doing what is necessary, even if that supposed “necessary” constitutes corporate malfeasance. Wisdom, the upbringing under more sober times, and the ethic instilled from those times counts for nothing.

Case in point: When I was working in Silicon Valley, the average age of a high-level manager at Sun Microsystems was that magic twenty-seven-years old. But consider that no large company has been harder hit or dropped faster from the heavens than Sun. The question about Sun today is, “Are they still around? What do they do?”

No one has learned the lesson, not even the Church. If anything, the Church today is on a youth bender unlike any I’ve seen before. The “old is bad” meme has caught on even within God’s Body. Churches preach that your appearance does not matter and that age means nothing—while at the same time they kick out the gray-haired worship pastor in favor of the trendy postmodern guy who loves Coldplay.

You can’t go a day and not hear some radio preacher talking about bringing legal challenges to abortion, gay marriage, or some other pet Evangelical cause. But where was D. James Kennedy when a guy in his fifties got a pink slip in California for being “too old?” Why isn’t Jim Wallis camped out in Sacramento protesting? Where’s the book by John Maxwell decrying “employment euthanasia” amid all that talk about leadership?

I’ve had too many conversations with men my age (I’m 42 now) who are asking if their careers are washed up because they’re in their forties and missed the brass ring; it went to a 29-year old, instead. The only consolation to my peers is that that 29-year old will get his a dozen years from now.

This is no way to live folks. And the Church’s silence is pervasive.

The Church has no words for the fallout of Jack Welch’s winning ways at GE, either. Lauded as a corporate genius, Welch poisoned the well for employment in this country by advocating downsizing as a great way to pad the bottom line. Capital is capital, whether it be cash or humanity. As mentioned in a previous post in this series, a total non sequitur exists when a company announces both a record profits and a record employee downsizing in the aftermath of those profits.

What pink slip mania has fostered means loyalty is gone. Again, the Darwinian effect is easily seen. Like the titan Kronos devouring his children lest they turn and seize his power, titans of today’s industries jettison employees to prop up their own corporate kingdoms, fueling enlarged egos at the expense of the common man.

What we in the church tell the downsized and unemployed is a contradictory message, too. We say we’ll stand by them, but then offer no help in finding them work. Instead, we offer to pray for them and that assuages our spiritual guilt while they burn through their savings. We can say nothing to the interviewee who is repeatedly told by the world to sell, sell, sell himself when the Christian message is to esteem others better and to be humble, having died to our very selves. We give job-seekers two different sets of messages and no help reconciling them. Do we not see the problem?

Why does the Church deal so badly with this? Where is the regulating effect of the Gospel in a corporate environment that downsizes real people at will and then asks questions later? Why must John Doe lose his job so that Jack Welch can write a bestselling book on being a winner? People simply are not capital—they are creations of God. Why does the Church in America tolerate this Darwinian “survival of the fittest” worldview in American business?

All this pressure on workers today is debilitating. If we wonder why most Christians look no different from the world around them, why are we not examining the one thing that consumes more of our time than anything else, our jobs? If the average American works 48 hours a week (and that rate of hours is still increasing), only sleep could possibly compete for our number one allegiance. With sleep deprivation epidemic, our employment is certainly the number one time consumer. Yet, why do we believe that we can do something for 48 hours in a week and believe it has no effect on our belief systems? If Christians got 48 hours a week alone with God, do you think the Church in this country would look radically different than it does?

That Christians act no different than the unsaved around them must have some roots in our work worldviews. Money issues are still the number one cause of divorce, even among believers. Since cash flow and employment are intimately related, we can’t ignore how work issues impact Christians in their marriages and family life. Nor can we believe that the worldview espoused in the workplace has no effect on one’s worldview outside of work. You believe in “swimming with the sharks” at work, you’ll certainly bring that view home. (Too often our translation of work worldviews to home paints our very neighbors as the competition, and yet we cry about lack of community all the time.) Christians who work for companies with a Darwinian worldview labor under that view for more hours a day than a Christian worldview. Is it any wonder then that most Christians don’t espouse a holistically Christian worldview?

We already have seen how the family was adversely affected by the Industrial Revolution. Home economies were abandoned. Families were split and made distant. In our age, we can expect to move every seven years—and this is increasing. Many people are chasing jobs as one place goes from boom to bust. Some who have tired of this have sought a return to Mayberry. Randy Frazee is a popular author who examines Christian community and daily lifestyle. He recently came on at Willow Creek Community Church as that church tries to rethink how to do community. Much of Frazee’s model resembles a return to a Mayberry-like existence. But the stick in the eye of this model (and you will hear more of this model now that Frazee is on staff at Willow Creek) is that Mayberry doesn’t exist any longer. All the jobs left town. No jobs, no town. And you simply can’t have a community of people stay a community if everyone in that community is in various stages of moving to pursue job changes, some of those elective, but an increasing number forced. Moves strain family ties even more. We talk about extended family more than ever after 9/11, but we are doing nothing to retain it.

Job pressures grab at every second of our day and it is our families that pay the penalty. Weekly commutes are longer, adding to the 48 hours dedicated to being at work and away from our families. Marriages are strained under the weight of activities and we are hearing more about couples who no longer have sex because there simply isn’t any time for it. Children must always compete for a harried parent’s attention, and we progressively must dump our kids into the care of strangers instead of family caring for them.

With all these pressures, is it any wonder that Christian families crumble at the same rate as non-Christian families? Constant moves to find work, breaking extended family ties by moving, bringing Darwinian worldviews home from work, trying to shove more activities in a day already consumed by more work hours than the day before—no family, even a Christian one, can function under those conditions.

Back in the day of this nation’s founding, the family didn’t operate that way. Both parents worked from home, taught their kids from home, and were around the home for each other. We now have the complete opposite of this, and yet we expect our industrialized family to work as smoothly.

As much as many Evangelicals have built an altar to family values, I never hear Focus on the Family talk about what we can do to address work issues so that both parents can work from home. I never hear them advocating for Americans downsized via outsourcing, offshoring or simple corporate greed amidst record profits. I know that once when my wife and I were in the middle of nine months with neither of us working after yet another downsizing, we called a Christian ministry that was offering to help via a book they were discussing for families in tough times like us. The book was a suggested “love gift” of $30. When we noted that we were burning through our savings as we tried to find work, it was funny to us that the suggested love gift remained a firm $30. So much for charity.

The Church of Jesus Christ has got to have a better answer.

In the next installment in this series, we’ll examine how the Church’s better answer has become “let’s model our church practices after leading business practices!” That will be part four of The Redemption of Corporate America in this series, The Christian & the Business World.

Thanks for reading. Your comments are most definitely welcome!

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Everything is made in China.

Wal-Mart, that quintessentially American company, used to display huge signs talking about all the American jobs it had saved by buying American. I dare you to walk through a Wal-Mart today and find fifty machined products made outside of China. A short trip I took recently through their toys section found no toys made in any country except China. Oh, and those big “We Buy American” signs? Nowhere to be found.

When the American flag you buy from Wal-Mart is made in China…folks, the end is near.

Globalization and consolidation are two nebulous problems the Church needs to come to grips with—now.

Say you were a neighbor of Paul Revere back in the home economy days of 1776 and you wanted to buy a set of candlesticks from the well-known silversmith. You get the pair home and you discover a nick in one of them. Simple question: who do you take the candlesticks back to? Paul Revere, right? He’s your neighbor. You know he’s an honest man.

Now try to do business with a multinational corporation. Worse yet, be a poor person living in a poor country under the shadow of a globalized company. That company may be headquartered in Sri Lanka, but while Sri Lanka may have draconian anti-pollution laws, Djibouti doesn’t. As a Djiboutian (sic) to whom do you complain about the toxic green sludge pumped into your backyard? Who really is in charge? Who is a division of whom?

The ability to globalize allows companies their own form of psy ops tool. A company, claiming it could no longer compete globally, tries to move its headquarters to the Caribbean to head off corporate taxes. Scariest of all, particularly to the employees who would lose their jobs in the U.S., there was no way to prevent this from happening. Because it is now easy for a company to move its headquarters to another country, they can use that as blackmail against communities about as easily as pro sports team whine to get new stadiums. If anyone who is reading this lives in a town gutted by a company that went “global,” you know about this kind of corporate blackmail. And in the end they leave anyway.

But for Christians, the biggest problem is not that globalized companies skirt a country’s laws by locating in a different country without those laws. Nor is it that jobs leave. The biggest problem with globalization is that we Americans, particularly us Christians, are not ready for the fallout of trying to compete globally against countries with costs of living a tenth of what ours is.

Let me tell you right off that I do not begrudge the man in Bangalore, India, his new IT job at Microsoft’s new multimillion dollar facility in Bangalore. But what does bother me is that I simply cannot compete against him. My education costs more, my food costs more, my housing costs more. my taxes cost more—basically everything it takes for me to live one day costs more than it does for that man in Bangalore. The cruel fact is that not only can I not compete against him, but no one in the United States can, either. A friend of mine recently told me that legal services are now being offshored, so even lawyers are not immune.

Futurists are predicting that not only is the United States post-Industrial, it is rapidly becoming post-Technological—the one hard science edge the U.S. has had over the rest of the world. “Invented here” is not just a slogan of Hewlett-Packard; it basically was the slogan for all of United States. But that time is ending. The Wall Street Journal recently noted that engineers in America who have college-aged children can’t get them to go into engineering or any other tech-related field because the kids saw their parents go through repeated down cycles in engineering and would prefer to be a history prof if that means not going to the unemployment line every three years.

The irony was that tech companies created a self-fulfilling prophecy when they announced that they couldn’t find tech workers to fill their jobs. The hard truth is that plenty of American tech workers existed, but the tech companies simply did not want to pay them market rates. Instead, they pumped money into India, Pakistan, or Malaysia, all the while decrying the lack of skills in American high school graduates. The thirst for H-1b visaholders (tech workers allowed in the country on a special permit that can be rescinded by the company they work for, effectively rendering them indentured servants) ran so high that even during the tech bust, American politicians like Orrin Hatch were manning the megaphone for companies who wanted to have the lower-paid visaholders. Now that tech got their due, there are lobbyists working tirelessly to expand the H-1b visa past the tech requirement to allow for this visa to cover airline and medical workers, and even professors, much to the chagrin of academics who initially argued for the visas back in the Clinton era.

If American jobs are being sent overseas and H-1b visas are expanded to cover more and more fields, what do we tell our children to go into when it is their time to join the job market?

Again, the same futurists who are claiming we are post-Technological, now claim that the only recourse for the United States workforce is to become entertainers. You read that right. The only thing the United States has a corner on is global entertainment. And so the United States is poised to become tap0dancing fools so the world can get a good chuckle now and then. Not a promising future.

We have to be prepared for this truth: Our children will not have it as good as we do. I believe that the standard of living in the United States is dropping, particularly in the middle class. My wife and I know many people who have lost jobs in the last five years and are working for much less money than they once did. There is no promise of that returning. Many were hit in their peak earning years and simply will not recover.

Darwinian theory accounts for this. There can only be winners and losers. For the longest time, Americans were the winners. Some Americans will continue to be winners, but at the cost of the middle class moving downward into the lower class. This is the first year I can remember where our family refused medical treatments we’d accepted in the past because we could no longer afford them—and that’s with insurance. The oddity is that the people above us have no problems with this and neither do the people below. The people above can easily afford treatments and medication we cannot, while the people below qualify for assistance that can get them those treatments and medications for free—at least as long as the government picks up the tab. But even for them, there is no guarantee this will continue.

Churches in America are unprepared for the fast-approaching day when their congregants will be unable to keep their heads above the global economic tide. We had our day, but what do we do now that world affluence will move to places like Bangalore instead of Baltimore? The threat of losing everything looms large for those who are caught in the paradigm shift. Perhaps our children can live with less and have lower standards, but for those of us born in the 1950s-70s, this will be a bitter pill to swallow.

The irony of this is that Evangelical America, in particular, will have to start paying attention to justice issues (a long-ignored part of the Gospel), particularly economic justice issues when it is they who are finding economic injustice perpetrated against them.

Not only does globalization, offshoring, outsourcing and expanded definitions for H-1b visas portend rough times ahead, but consolidation makes this worse. Several years ago, there was a movie called The Highlander that featured immortals clashing with giant broadswords capable of lopping off another’s immortal’s head, the only way to render him less than immortal. The tagline to the movie was, “There can be only one.”

In essence, this is Darwinism at work. If the selfish gene is truly selfish, then all other genes must die at its expense. Anyone conscious who paid any attention at all to the behind-the scenes transcripts that came out of the Microsoft monopoly trial can tell you that companies don’t play nice. Any advantage, regardless of the malfeasance involved, will be played. That this has become the de facto standard in most of industries should be shocking. Instead we yawn.

But beyond the evil that some businesses do to gain the upper hand and pass on their corporate genes at all cost, there is the issue that monopolies and consolidation defy policing and lead to a blandness that is at odds with the creative spark engendered in Christianity. Francis Schaeffer repeatedly noted that Christians should be the ones driving the arts, but consolidation has taken that out of our hands. Because so few companies control many industries today, the cost to break in against them is, frankly, impossible.

This, too, extends into previously unhindered fields such as art, writing, and film. The complete and total consolidation occurring in the publishing and media fields is frightening. Where once there were a hundred large publishing companies, we now have six global firms controlling everything you read. The cost to us is that we’ve gone from a thousand editors to perhaps only a hundred powerful—and highly overworked—editors at these publishing houses and all their affiliates. This means that it is much harder for new writers to have their voice heard. It also means that every editor is pressed to have instant hits or else. Because of this, editors are less willing to take chances and would much rather stick with a few name authors and their proven series strength than try something new. Sadly, consolidation has afflicted music and art in much the same way. Someone must win and someone must lose. Win-win is out.

Consolidation is one of the reasons that Christians find it nearly impossible to get their foot in the door in Hollywood. The whole apparatus of making a film has been raised to exorbitant costs by consolidation within the big film studios by global companies with large pockets. The good Christian film either never gets made or never gets adequate distribution unless an insider does it (think Mel Gibson here.)

One last note on consolidation—if anyone thinks consolidation make no difference to Christians, ask how it is possible to have a Revelation-style one-world government without consolidated business. Something to ponder.

So much of what is happening in business and the economy is so intertwined that it is a veritable Gordian knot for Christians. I’m finding it difficult to even write about because one rabbit hole leads to another. But we must start addressing these issues. Our silence is damning for people both in and out of the Church who are looking for answers and are finding that the Church has none except, “Pray harder.”

I think there are answers for redeeming business in America, but before we get there, let’s address the last few items in my list of nine problems, age-ism, downsizing, unnatural family situations that lead to stress and family breakdowns, and corrupt business practices adopted as models for the Church. Look for those in the next installment in this series.

{Image from In These Times, “High Tech Hijack“, Jan. 27, 2005.}

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People were praying and studying the Scriptures before the Titanic rammed the iceberg.

Life was normal—and then disaster struck. Many good Christian people died that night, taken down to a watery grave in a ship designed with hubris and shortsightedness.

I say this because I want people to understand that God did not save every Christian aboard the ill-fated “unsinkable” ship. Jesus put it another way:

Or those eighteen on whom the tower in Siloam fell and killed them: do you think that they were worse offenders than all the others who lived in Jerusalem?
—Luke 13:4 ESV

What does all this have to do with business practices in the 21st century?

If we are not prepared, if we’ve no answers, we cannot count on escaping the natural outcome of the business trends of our times. Given how the Church in America is ignoring many damaging business practices, many will surely go down with the figurative ship when it finally strikes the iceberg.

We simply can’t ignore the problems anymore.

As we’ve seen in this series, the Industrial Revolution helped Social Darwinism gain traction and change the entire structure of the world economy. It also took parents out of their home to work in a remote factory/business, ultimately harming the family unit in the process by creating fracture lines that were never intended by God.

The Church’s response to these upheavals has been one of initial assent and reactions to problems after the fact instead of decisive actions ahead of the trends. This has led us to a day in which many Church and parachurch organizations simply mouth the status quo when it comes to work and employment issues that confront the average Christian employee.

Plenty of fingers point in thousands of directions by well-meaning Christians attempting to out the causes of the cultural death-throes we see around us. Yet the fact that our business practices may be a major component of the downward spiral is never questioned by Christians. Christian authors write Christian books about how to be Christian business leaders without ever questioning if the fundamental structure of business itself is hopelessly broken. Well-known pastors hold up Christian business leaders as examples, particularly to men, but never ask if the very system those leaders uphold is deviant at its core.

You can plate a 1975 AMC Pacer in 24k gold, but underneath all that gilding it’s still an ugly, undependable wreck of a car.

Folks, it’s not about the right to have a “Footprints in the Sand” poster in your cubicle. It’s not about being able to hold a lunch-break Bible study on company grounds. It’s not about adapting wisdom from Solomon to your job. All those are incidentals that ultimately will not make a shred of difference unless we get to the heart of today’s business practices and the Darwinian engine driving them.

The litany of corporate ills brought about by Darwinism is lengthy, but I’ll highlight nine for further comment:

1. Selfishness & greed

2. Expediency

3. Globalization & consolidation

4. Offshoring, outsourcing, and H-1B visas

5. Age-ism

6. Downsizing

7. The forced elimination of the Middle Class

8. Unnatural family situations that lead to stress and family breakdowns

9. Corrupt business practices adopted as models for the Church.

I noted in the second installment in this whole series (Economic Systems) that I believe that capitalism is the best economic system we’ve got—when it’s governed by a Christian worldview. That latter part is critical. But Christianity no longer informs business practices, Darwinism does. And at the heart of Darwinism is selfishness.

One of the most popular Darwinian tomes of the last fifty years is Richard Dawkins’s The Selfish Gene. The title alone says it all. Darwinism’s main goal is for an organism to pass along its genetic material at all cost. In a corporation this means that the corporate “genetic material” is more important anything. And that “anything” can include ethical behavior, loyalty to employees, and environmental responsibility.

A study several years ago tracked the outcome of a structured game played with multiple players. There were two ways to win the game: an individual player could try to gain more chips than his two closest competitors combined (win-lose), or all players could cooperate toward a common goal that allowed each person playing to meet winning conditions (win-win). In trial after trial, all the participants tried the win-lose scenario of cornering the market on chips. Because the win-lose scenario was easier to play but almost impossible to achieve, no one ever won the game. Even when individuals began noting this, they still played the win-lose scenario simply because the other players were. Now the win-win scenario required some foresight and thinking to achieve, but could be accomplished far more easily than the win-lose outcome. Yet time and again players refused to play the win-win game even though it was actually more challenging and fun to play. A clear winner and loser were necessary. Darwinism’s conceit is that it speaks to the natural, unredeemed man fluently, while Christianity speaks a language only a few understand.

Because of this, Darwinism plays well in America because our country’s story is founded on people pulling themselves up by their own bootstraps—at least that’s the common interpretation. But historians will tell you that the American story is truly one of outstanding cooperation toward common goals. Yet we hear the “self-made man” mantra over and over to the detriment of the real story.

American business has undermined capitalism informed by a Christian worldview by substituting Darwinism at the base. Companies too often play like the individual at the game table trying to corner the market. “I win, you lose.” While some people may think this is the whole point of capitalism, rather it’s the whole point of the Darwinism that we exchanged for Christ’s mandate of “win-win.” By its very nature, Darwinism’s win-lose functionality creates a class-structured society and amplifies its extremes. At its most pure, Darwinism’s selfishness only promotes two classes: winners and losers. Win-win is off the radar.

The only possible outcome of selfishness is greed; the selfish can never have enough.

I read The Wall Street Journal nearly every day. Over the last five years I’ve noticed an astonishing trend. Time and again I would read snippets of corporate quarterly announcements that went something like this:

XYZ Industries today announced record profits for the quarter ending June 30th. The $107 million windfall is a 31% increase over this quarter last year. “Mining new markets has been the key,” said J.J. Shekel, CFO. “Our Asian strategy has allowed us to leverage niches in China that previously had been shuttered by internal government squabbles.” XYZ Industries also reported that it will undergo a 3,000 person reduction in force by the end of the year. “We must compete in a global space and only a leaner XYZ is able to do so,” Mr. Shekel concluded.

The WSJ usually has about a dozen of these little business reports every day. On one day alone, I counted three companies that reported record profits, but then added they’d be downsizing the very people that got them those record profits.

For the selfish corporate gene, nothing matters—even people—as long as the gene survives till next quarter. That’s a win-lose mentality. And its Darwinian rationale is always that the downsized employees will get on better somewhere else. And if they don’t, well, the company doesn’t want to hear about it because, well, it’s bad for corporate karma.

When XYZ Industries prefers record profits over its own people, expediency is at the base of the reasoning. “We made it with 7,000 employees; we can make it with 4,000.” No one is asking if a better way exists that might take time to achieve, but would be win-win for the company and ALL its employees. (I’ll talk about this win-lose devaluation of people when I discuss Jack Welch in the coming analysis of Downsizing.) Noted in the previous entry in this series, Binding the Business Strongman, the wholesale replacement of Christian workplace practices with Darwinian thought has rendered all business practices short-term. Companies are simply interested in what happens quarter over quarter. As long as they can demonstrate to shareholders that they’ve profited in a quarter, everyone looks the other way.

A Christian worldview doesn’t operate this way. Christianity is an eternal view; it is lasting and thinks about permanence. But the mantra of business today is “Adapt or die.” (Notice the Darwinian terminology!”) The obvious problem with this concerns what exactly needs to be changed and in what timeframe. The problem facing business is that the quarterly nature of business processes means change has to be implemented rapidly. This leads to natural short-sightedness and a “Me, too” practices mentality. Plenty of damage results.

Dell Computer is a perfect example of how to do it wrong. Long the high-flyer in the computer biz, Dell stumbled badly when it moved all its support call centers to India. However, knowledgeable business customers did not want to talk to a tech in India reading a pat answer off an internal Web page; they wanted to talk with someone who actually troubleshot computers and software. Nor did they like having their telephone rep call himself “Mike” when it was obvious his name was more likely Rajneesh. Dell’s business customers had a fit and Dell was forced to move at least one call center back to the United States in the wake of corporate customer defections.

The problem here is that Dell fell into the conventional short-term Darwinian wisdom. Instead of asking the Christian worldview question, “What is best for our customers long-term?” they asked “What is everyone else doing to save money right now and how quickly can we join that crowd?” And they got burned by it by insulting their most informed (and most cash-rich) customers.

This has been a considerable amount to digest, so I’ll cut it short here. We’ll continue looking at the rest of the list of issues in the next installment of this series, The Redemption of Corporate America, Part 2.

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