Individual initiative, corporate inertia and good bad advice

Good luck finding books that somberly advise corporations on how to encourage a dangerous reliance on unsupervised individual inspiration.

A company needs to be able to treat its employees as interchangeable and expendable, both individually and collectively. It needs to be able to periodically layoff 17% of its workforce to cut its margin overhead by 1% and temporarily boost its stock price by 5%, without having to endure existential upheaval to its ongoing business processes. It needs to be able to double and redouble recklessly in size for the same dubious market reasons, without those people all piling up in the lobby where their chaos is visible from the street.

The key to these flexibilities, as we have understood at least since Henry Ford, is to formalize the operational roles so that their function in the overall system is symbolic and anonymous. As long as people are just units inserted into well-defined slots, the machinery doesn’t need to care who they are.

The secret truth of business advice is that it’s mostly about how to grimly extract residual value from the luck you already had, and the unearned love you were already unguardedly given, because there’s really no method for making more of it.