Tyranny for the Commons Man

Tyranny for the Commons Man
by Barry Schwartz

06.23.2009 

From the July/August 2009 issue of The National Interest.

 

HOW DOES one escape a dilemma in which multiple individuals acting in their own rational self-interest can ultimately destroy a shared limited resource—even when it is clear this serves no one in the long run?

In 1968, Science published Garrett Hardin’s landmark article “The Tragedy of the Commons.” Hardin relied on the metaphor of a small English village in the eighteenth century. Each family has a house with a small plot of land for growing vegetables. In addition, there is a large, common area used by all the villagers to graze their livestock. Each villager has a cow or two that provide the family with its milk. The common area is large enough to support the entire village. Then the village begins to grow. Families get larger, and procure an extra cow. New families move in. Suddenly, the common is threatened; it is being overgrazed. Grass is consumed so fast that there is not enough time for it to replenish itself before rains erode the topsoil. Each cow no longer has quite enough to eat, and thus yields less milk than it did before. If the overuse of the common continues, there will be a slow but sure decrease in the number of animals it can support until, finally, it becomes useless for grazing.

We are now dealing with a tragedy of the global commons. There is one earth, one atmosphere and one water supply, and 6 billion people are sharing it. Badly. The wealthy are overgrazing, and the poor can’t wait to join them. Examples are plentiful: the overharvesting of trees by lumber companies; the overplanting of land by farmers; the overdevelopment of suburban communities; the extraction of petroleum from a common pool by oil companies; and the overcrowding of highways and other public facilities. These behaviors make whatever benefits users derive from those resources vanishingly small. The issues are as far ranging as contamination of water by toxic wastes, pollution of the atmosphere by carbon dioxide and various particulates, and profligate use of water and energy. Now we must tackle the global-commons problem before the line on Al Gore’s global-warming graph reaches the moon.

From the point of view of an individual villager, since he needs the milk from his two or three cows even if they produce less than before, less is better than nothing. Besides, how much difference will it make if he alone shows restraint in his use of the common? Indeed, his temptation might be to add still another cow to make up for this setback. The slow decrease in overall dairy-product yield in the village has little impact on him, especially in comparison to how he would be affected if he stopped using the common altogether. What would be best for this villager is if everyone else in the village showed restraint. Then he could continue to use the common as before, with plenty of grass to take care of his cows. He could, in this way, be a free rider on the moderation shown by others. But of course, everyone would like to be a free rider. The result is that none of the villagers modify their behavior, and the common is destroyed.

Rational individuals (and states) will always benefit by being free riders in the short term. If you do the right thing, you lose; you’re a sucker. Doing the wrong thing at least keeps you even. In the long term, when you decide to keep yourself even with others, you (and everyone else) still end up worse-off than before. As the common erodes, it becomes less able to sustain those who depend on it.

There is an important and quite general feature to the commons problem—what economist Thomas Schelling called “the tyranny of small decisions.” When deciding whether to add another cow to your herd, you are not choosing to destroy a common resource in order to get a little more milk. Faced with that choice, you might refrain. The choice you see is a little more milk in exchange for a little less grass. Good deal. So, commons problems are marked by conflicts between individual and collective interests and between short-term and long-term interests. It is from this tragic dilemma that we must escape.

ONE APPROACH to the commons problem appeals to the moral side of people and states. It suggests that we should educate the populace about the dangers and social costs of pollution, wanton use of energy and public lands, and the like, and exhort them to exercise moderation as citizens of the world. In theory, if we tell people the right thing to do—and show that if they all adhere to a set of behaviors, the world will be better-off—we can count on them to act morally. But such appeals are unlikely to have a broad-enough influence to do the job. Some people will do the right thing simply because it’s the right thing, but many others will not curb their habits, desires, and need for more and better. This is true even within a society that shares at least some values. Globally, a strictly moral appeal is close to a nonstarter (though, as I will suggest at the end of this article, finding a way to moralize the global commons effectively could be quite powerful).

A second approach appeals to our self-interested side, offering incentives for good behavior and punishments for bad. It amounts to using various economic tools to privatize the commons. So nonpolluters and energy conservers get tax breaks. And polluters pay fees for the privilege. President Obama’s cap-and-trade plan for reducing greenhouse-gas emissions is a ready example. And we already see this logic in effect domestically on a small scale. Purchasers of inefficient automobiles pay a luxury tax. Tobacco and alcohol are taxed to help defray the social (medical) costs of their use. Permits are sold to regulate the use of parks and beaches. Fees (tolls) are charged for highway use, and they can be scaled so it is almost prohibitively expensive to drive during rush hour. A tax is added to downtown parking to defray costs and improve the quality of mass transit.

Policies like these are designed to reframe the incentives in the relevant situations, making individual interest line up with collective interest. We can choose not to exercise restraint, but only at a price. And the price will be high enough either to induce compliance or to compensate society for profligacy.

This approach is promising. Yet there are better and worse ways to use incentives and restraints to save the global commons. Psychologists have developed insights in recent years about how people make decisions; efforts to change behavior can be made more effective. Some of psychology’s lessons can be applied to interactions between states, thereby helping governments better approach negotiations. Others target individuals. Inherent to the global-commons problem is the need not only for behavioral change by states but also by their citizens. Also inherent to the global-commons problem is a need for perhaps-unprecedented international cooperation. Free riders will make addressing global warming extremely difficult. And the developed world already has myriad incentives to continue its excesses. Maintaining GDP growth, securing better resources for their populations, increasing market competitiveness and even controlling national-security-dominating sea-lanes can be extremely important to states—just as important in the short run, perhaps, as conserving resources is in the long run. The developing world will be fast on the developed world’s heels, hoping to employ the same abuses to impel its societies onward. The key to success lies in overcoming the tyranny of small decisions.

THE COMMONS problem starts at its base as a more sophisticated version of the prisoner’s dilemma, an exercise that has been used to model everything from littering to nuclear proliferation. As we know from these exercises in which convicts stay mum or rat out their partners to cut a deal on their sentence, both inmates do better collectively over the long term by cooperating with each other and staying silent. But in any one-shot game, there will be no trust between the two of them and so they will both rat out one another. People often think negotiations about the global commons aren’t dominated by the nasty and brutish forces one normally associates with international power politics (or our nation’s prisons). After all, goes the argument, the commons involves “softer” security issues and sits so low on the foreign-policy-priority food chain that different tools and techniques are required. But this is not the case. Every one of the psychological strategies for approaching international talks is built on the idea of “cooperating” or “defecting.” And whether one is dealing with hard or soft stakes, iterative and cooperative negotiations with clear costs and incentives are the most successful. At all levels of the international-negotiating spectrum, there are situations in which cooperation is possible even though people are vulnerable in the short run to exploitation.

Research has taught us that for cooperation to emerge, games must have multiple moves and the future has to matter. The logic is straightforward: if you are out to win a one-move game, defection is the dominant strategy (like the tyranny of small decisions in the commons problem). But defection will lose its dominance if what you do on your turn will affect what the other player does on his next. Thus, in attempting to produce cooperation among states to conserve the global commons, we should seek to create multiple-move negotiations in which the future matters. Make a trade agreement conditional on a greenhouse-gas treaty. Make opening one’s borders to imports conditional on refraining from overfishing. This is an argument, in short, for ongoing international entanglements. It is a way to avoid the anarchy of a global environment where no one governing body enforces all laws.

Research also shows that even if there is no way to enforce agreements, people (and governments) who talk about the dilemma are more likely to work together than those who do not. So one major aim of the Obama administration’s Major Economies Forum on Energy and Climate is to avoid the failures of the Kyoto Protocol discussions. As Andrew Revkin writes in the New York Times, “While a grand if loosely outlined accord was forged in Japan in December of [1997], subsequent negotiations over details left the pact emasculated, by many accounts, and also without United States support.” The Kyoto treaty, sweeping and lacking in specifics, didn’t necessitate much follow-through or give-and-take among its signatories. As such, it was rejected by the Senate and later wholly jettisoned by the Bush administration. The Kyoto fiasco goes to show that if parties aren’t in it for the long haul and don’t succeed in setting common terms, defection is likely. So conversation in addition to the threat of retaliation seems to foster cooperation.

And chances of success are further increased if you “start out nice.” That is, cooperating. True, cooperators are vulnerable to exploitation, but they open the possibility of a virtuous cycle of mutual cooperation. Defectors are doomed to a vicious cycle of defection. Political scientist Robert Axelrod showed some years ago that the simple strategy of “tit-for-tat”—start out cooperating and from then on, do whatever your partner did on the previous turn—bested all comers in a prisoner’s dilemma “tournament.” (Actually, it bested all comers but “tit-for-two-tats,” an even nicer, more forgiving strategy.) And this was in a situation in which the aim was to win, not to cooperate. The point is that cooperation does work and can be incentivized so it becomes the preferable strategy.

This is not a blindly optimistic set of recommendations, simply relying on all states’ better natures. As key in negotiations is the need to punish defection. What Axelrod found is that overly cooperative strategies were vulnerable to exploitation by defectors. And once a defection in tit-for-tat reciprocation begins, it is hard to avoid a vicious cycle.

It is difficult enough to get cooperation from largely law-abiding citizens within a state. In the international sphere with no supranational governing body, the task is almost insurmountable. All the climate-change treaties will continue to be useless without real costs for defections and real incentives for cooperation.

AS STATES enter these negotiating processes, leaders must also beware of “naive realism” and “reactive devaluation.” Parties to a conflict tend to think that while they see the issue “objectively,” the other side is biased. Stanford psychology professor Lee Ross dubs this psychological characteristic naive realism, and it’s not hard to see how it can lead to a negotiating impasse (“We’re being so reasonable; why are they so intransigent?”). It is hard to get into a virtuous cycle of cooperation if the parties cannot see the negotiations from the other side’s perspective. Because not only do states suffer from naive realism but they tend also to devalue what the other party offers. Suppose, for example, limits on fishing rights in international waters and standards for smokestack emissions are on the table. “We’ll pollute less if we can fish more,” you offer. “No deal,” says your negotiating partner, “you’re getting more than you’re giving.” “OK, then,” you say, “we’ll fish less if we can pollute more.” “No deal,” says your negotiating partner, “you’re getting more than you’re giving.” And you, of course, would say the same thing if your partner made either of those offers. We seem to assume that if someone is willing to give something up, it must be worth less than we think it is.

Both naive realism and reactive devaluation are real obstacles to reaching negotiated agreements, and I don’t see how we can effectively save the global commons without brokering international accords. Nor do I see a way to eliminate naive realism and reactive devaluation. My hope is that if negotiating partners know about these processes, they will stifle their first impulse to reject offers, understanding that these offers are probably more reasonable than they appear. It would likely help to assume the best rather than the worst at the start of a negotiation, again affirming the need to “start out nice.” That way, the other party’s offers won’t automatically arouse suspicion. And it would help to have colleagues role-play the other side’s arguments in advance. If you live with those arguments for a while, you may come to see that the other side of the story is just as reasonable as is yours. Just as perspective-taking is essential in a good friend, a good parent, a good lover, a good teacher or a good doctor, so it is in a good negotiator.

AND AGAIN, as we’re creating these iterative processes not only multi-play but also multi-option games are necessary. It is a truism of negotiation that the more things on the table, the better the parties can do. With more of what you want at stake and what you don’t want on offer, the effects of reactive devaluation can be minimized. The way to make a negotiation into a non-zero-sum game is to include items that the parties don’t care about equally. If I give in on A–D, he’ll give in on E–H. Since I don’t care so much about A–D, I’ll end up in a better position than that in which I started. Since he doesn’t care so much about E–H, so will he. The way to reach a mutually beneficial agreement is for each party to give in on the things that matter more to the other party than they do to him. The more things on the table, the more likely it is that some of them will be valued differently by the various parties. And what is true logically is also true empirically. In MBA-program negotiating exercises, students get higher scores when there are, say, eight items in play than when there are only four. The negotiators—both sides—do better.

But, alas, this recommendation comes with a caveat: what is true logically and empirically is not true psychologically. The participants may do better, but they feel worse, because they leave the negotiation thinking about all the things they gave up. As psychologists Daniel Kahneman and Amos Tversky have captured with “prospect theory” (for which Kahneman was awarded a Nobel Prize in economics), losses hurt more than wins help. “Sure, I gained on items A–D, but I lost on items E–H. Four losses. Disaster!” If each thing you give up hurts more than each thing you acquire, the feeling of loss multiplies more than the feeling of gain does. So you conduct a successful, complex deal and you feel like a failure. All you can think about is what you left on the table.

Why should this matter if, objectively, you actually did better in the complex negotiation than you would have in a simpler one? It matters because whether you participate in further talks depends on how good you feel about the one you just completed. As we know, iterative processes make for better outcomes. If you feel that you failed or were out-negotiated or were exploited, you won’t come back for more. So, paradoxically perhaps, the research suggests that you will be more likely to have sustained negotiations if you keep the agendas simple than if you make them complex and multidimensional, so that everyone can “win” something.

Thus we’re left at something of an impasse. Complexity means everyone can win, which is good. But it also means that everyone can lose, which, for psychological reasons, is bad. Perhaps the thing to do is not worry so much about the future attitude of negotiators who are stung by what they gave up in the last round. You can always bring in fresh negotiators, who are not carrying that psychological baggage, to the next one.

A final point to bear in mind is that states care not only about their overall sacrifice in a negotiation but also about what other states sacrifice. They care about their gains and losses relative to those of their competitors. This concern is both about real comparative or strategic advantage and about fairness. In the end, we need highly iterative negotiations, where all sides relinquish something, parties talk to one another and start out cooperating, and manageable tasks are settled over a long period of time.

The same findings from psychology that speak to relations among states also address the obstacles faced when dealing with individual behavioral change. Without change on the domestic level, international agreements will mean little. And for change to occur at home, people within states must be willing to make sacrifices.

 

BUT ON the international level we see time and again that change can be difficult to effect. The same is true for individuals. As economist Robert Frank has observed, people, like states, care more about their relative position in a social or economic hierarchy than they do about their absolute position. Better to keep your thermostat at seventy-eight degrees in summer when others are doing the same than to keep it at seventy-four when others have theirs at seventy-two. Knowing that “we’re all in the same boat” matters to people just as it does to states.

And sacrifice must be shared in a way that is publicly verifiable because people, like states, care about fairness. They care enough to punish those who exploit power, even at a cost to themselves, as the much-studied “ultimatum game” has shown. In the ultimatum game, one player is given a resource—say $10—to share with another player. The second player can either accept the offer, with each player getting the designated share, or reject it, with each player getting nothing. Of course, a “rational” player in control of the $10 will make a small offer, knowing that the other “rational” player will accept it, since something is better than nothing. But, as we’ve come to learn, recipients routinely reject small offers even though it makes them worse-off. And the proposers, who know that recipients will reject small offers, in fact make large ones. The most common offer is a fifty-fifty split. So evidence of shared sacrifice is important to satisfy people’s sense of justice.

This sacrifice is not impossible to imagine. People are adaptable. They get used to things. If you make them pay more for gas, or make them keep their houses colder in winter and warmer in summer, they’ll be angry, but they’ll get over it. So the time to demand sacrifice is early in an official’s term in office. By the time the official is up for reelection, people will have taken seventy-eight-degree thermostat settings in the summer as the new normal.

TO EASE such behavioral change, much as in international negotiations, tasks should be scaled down to manageable pieces. Nobody is going to save the global commons alone. But each of us can forgo meat a few times a week, fly one less time a year, carry cloth tote bags and so on. These bite-size chunks will make it easier for people to feel like they are doing their part. Though these sorts of small efforts probably cannot be legislated, they make wonderful topics for bully pulpits and examples for opinion leaders to set. The Obama vegetable garden by itself isn’t going to change how Americans eat. But many social phenomena are susceptible to what Duke economics and political science professor Timur Kuran describes as “informational cascades.” Someone out there who won’t take the lead in using cloth bags is almost ready to do so. Just one example will tip that person’s behavior. And once there are two adherents, other people, whose “tipping threshold” is a bit higher, will come on board. This will make it easier for others, and so on. Before you know it, plastic grocery bags will have gone the way of the rotary phone.

And in yet another bit of psychological tweaking, we can focus on what will be lost, not what will be gained. Remember prospect theory. Losing $100 makes people feel more than twice as bad as winning $100 makes people feel good. Kahneman and Tversky also showed that it is relatively easy to induce people to think of the same decision as involving gains or losses by manipulating the way in which the decision is framed: we aren’t gaining clean drinking water by conserving, we’re losing it by polluting; we aren’t saving lives by ridding the air we breathe of contaminants, we’re killing people by not doing so.

THE IDEA of people dying is a “vivid particular”—a concrete example of what behavioral stasis will cause. Paul Slovic, a professor of psychology at the University of Oregon, has pointed out how powerless people feel when confronted with millions of sick and malnourished children living in the third world. “What can I do to make a difference?” people ask. Slovic calls it “psychic numbing.” But these same people will contribute $20 a month to World Vision to take care of a particular child, with a name, a photo and a life story. We can capitalize on the power of the vivid example by encouraging people to think about the fact that their children (or grandchildren) won’t be able to use the beach that they so loved when they were young, because it won’t be there any more. Without such vivid-particular images, problems may seem intractable and individuals may become immobilized.

A focus on vivid particulars has another advantage as well. Though there is less disagreement among experts about our ecological future than some would claim, the problem is that the dire forecasts are still probabilistic rather than certain. People do not think well about uncertainty, especially in the midrange between “can’t happen” and “must happen.” However, if the events in question are vivid, probabilities recede in importance. As long as it “can happen,” and it involves a vivid particular, people respond to potential calamities as if they are certain. We can then leave the fight about probabilities to experts while citizens do what they can to save the beaches for their children.

It helps, too, to make the dialogue about welfare, not wealth. Kathleen Vohs, a professor at the University of Minnesota, and her colleagues have shown in a series of experiments that when money is introduced into the picture, even in subtle ways (e.g., a computer screen saver with currency floating around), it makes people more individualistic, less social and less amenable. If cooperation is what saving the global commons needs, focus the arguments on welfare rather than wealth. Get money out of the picture. This might mean downplaying the economic consequences of threats to the global commons, and highlighting the human consequences. Doing this will not only suppress the tendency of people to go it alone but it will also moralize conserving the commons.

WE CAN see that in all of these cases, it is in some part about reframing these dilemmas to play to people’s sense of right and wrong. There is good evidence that moral motives have a stronger hold on people than purely instrumental, economic ones. University of Pennsylvania psychologist Paul Rozin has shown that people who are vegetarians for moral reasons (treatment of animals, profligate use of natural resources) are disgusted, not tempted, by the thought of eating meat. In contrast, those we might call “health vegetarians” remain tempted by those juicy burgers, whether or not they succumb. Similarly, the public attitude toward cigarettes turned on a dime once the effects of secondhand smoke on innocent victims cast smoking in moral terms. No longer were we hesitant to ask someone in a restaurant if he minded blowing his smoke in another direction. We piped right up, full of righteous indignation. Now, we don’t even have to venture forth; more and more, smoking in indoor public places is against the law.

I know that moralizing the preservation of the global commons is easier said than done. There is plenty of preaching about the environment already, and it doesn’t seem to be doing a good-enough job. Whether it will eventually create a new, widely shared moral norm remains to be seen. My experience with college students leaves me hopeful; for many of them, “steward the earth” has become the eleventh commandment, or replaced one of the original ten. The guiding idea of many students I talk to is roughly that the earth is a treasure, to be protected and nurtured and sustained, and not a “resource” to be used and discarded. If you have an attitude like that, conservation entails no sacrifice; it becomes part of the pleasure of being alive.

ABOVE ALL, if we’re going to save the global commons, as individuals and as a nation, we have to give up the doctrine of American exceptionalism. Ninety percent of people think they are above-average drivers. Ninety-nine percent of newlyweds think they will not be in the fifty percent of married couples who divorce. Eighty-five percent of college professors think they’re better than the average teacher. And in international negotiations, the United States always thinks it is better than everyone else—more reasonable, more generous, more concerned with justice. We have to acknowledge that there really is no justification for having an ecological footprint that is three or four times the per capita footprint of other developed countries, and more than ten times the footprint of developing countries. We have to get over ourselves, at least a little bit.

I know, I know. America really is exceptional. We are entitled to drive Hummers. We need those tanks because the safety of our kids is more important than the safety of anyone else’s. This feels right and true, so I understand how it might govern the attitudes and behaviors of most people (in America). But then I remind myself of the phenomenon of naive realism. Everybody, everywhere, has exactly the same feelings as we do. Like us, they can’t understand how people in other places don’t see things the way they do—don’t see things as they “really are.” This reminder of the above-average effect, sometimes called the “Lake Wobegon effect,” is enough to get me into the market for a Prius.

Barry Schwartz is the Dorwin P. Cartwright Professor of Social Theory and Social Action in the psychology department at Swarthmore College. He is the author of The Paradox of Choice: Why More Is Less (Harper Perennial, 2005).

your first assignment

I had hoped to have your papers ready by Friday, but was rushing to catch a plane. Now I'm stuck interstate with a poor internet connection. I can't realistically upload your papers, as each would take 15 minutes. I'm back tomorrow but won't have access to the internet until the afternoon. Sorry for the delay.

Bogus Theories, Bad for Business

Three years ago, Matthew Stewart published a ­provocative article in The Atlantic magazine blasting modern management theory and ­education. His advice to anyone considering an MBA was “don’t go to business school, study philosophy.”The ­secrets of business, he said, were to be found in ­history, literature and the classic ruminations on life and existence, not in the half-baked ramblings of ­business academics, consultants and “gurus.” In “The ­Management Myth,” he expands the Atlantic article into a devastating bombardment of managerial ­thinking and the profession of management consulting. As a former management consultant, Mr. Stewart lived long enough in the belly of the beast to know its ­nature.

Mr. Stewart quotes Bruce Henderson, the founder of the ­Boston Consulting Group, who describes consulting as “the most improbable business on earth” and who goes on to ask: “Can you think of anything less ­improbable [sic] than taking the world’s most ­successful firms, leaders in their businesses, and ­hiring people just fresh out of school and telling them how to run their ­businesses, and they are willing to pay ­millions of dollars for their ­advice?”

Yet jobs at ­consulting firms are still the brass ring for many graduates from elite schools. Chief ­executives continue to blow shareholder money on teams of ­outside consultants, and business schools and ­corporate ­managers routinely ­promote management as a ­science—which might all be fine, Mr. Stewart says, if the effects of management consulting were trivial.

But they are not. Consulting “contributes to a ­misunderstanding about the sources of our prosperity, leading us to neglect the social, moral, and political ­infrastructure on which our well-being depends.” Mr. Stewart argues that the profession is built on a science of management that is both narrow-minded and ­intellectually bogus. In its pursuit of single goals, such as efficiency, it ignores the broader purpose of ­business.

The business world, according to Mr. Stewart, has become so obsessed with its own perverse value ­system and view of human nature that it is ­undermining the “commons” of society. Workers, for instance, are regarded as dehumanized labor, tools for businesses to use and dispose of at will. Management “science” also fails to take into account the broader ­context in which businesses function, choosing to focus on the ­interests of individual businesses at the expense of the rest of society. Mr. Stewart blames the enablers and peddlers of management science, including the consultants who seem to be everywhere.

Mr. Stewart interweaves the story of his own ­inglorious consulting career with his reflections on management’s history as a science. Upon graduating from Oxford with a master’s degree in philosophy, he drifted into a job with a small consulting firm. For the next decade, he bounced around the profession, taking a couple of years off to write an unpublished history of philosophy, rising to be a partner at a new firm and then getting fired before it collapsed.

The Management Myth

By Matthew Stewart
Norton, 343 pages, $27.95

His account of his consulting work leavens what is a serious and valuable polemic. For an entire year early in his consulting career, Mr. Stewart stashed his ­belongings with his family and moved from hotel to ­hotel on assignment. “Almost all of my interactions with people,” he writes, “were connected to work in some way. . . . With my overpriced advisory services and profligate spending on luxury travel, I was a grossly inefficient efficiency expert, a parody of ­economic virtue.”

The consultant co-workers he describes are a ­collection of intelligent nut-jobs devoted to corporate in-fighting, client-gouging, psychological humiliation and sexual harassment. Mr. Stewart does not name his employers, but he implies that their conduct is ­symptomatic of the profession.

Mr. Stewart traces the problems with management theory back to Frederick Taylor, the early 20th-century evangelist of efficiency. Taylor’s study of the way pig-iron was handled by laborers at Bethlehem Steel was adored by industrial leaders of the time. It led to the notion of scientific management, even though it was soon discovered that Taylor had fudged both his ­research and his results. One of his lead associates called parts of Taylor’s work “nothing but fiction.” It was the original sin behind a century of increasingly influential management science.

Mr. Stewart also takes a scalpel to contemporary business thinkers, including “On Competition” author Michael E. Porter, whose primary aim seems to be ­“figuring out how to secure profits without having to make a better product, work harder, or be smarter.” This is clever but unfair. Mr. Porter’s work on business strategy is in fact considerably richer than Mr. Stewart suggests, pointing to the ways in which businesses can benefit from a proper awareness of the structure and context of their business environment.

The greater cause of “The Management Myth” is to introduce more humanity and apply less bad science in the way we think about business. To judge by the slew of unorthodox business books in recent years inspired by the research of sociologists and behavioral ­psychologists (“The Tipping Point,” ­“Freakonomics,” “Nudge ”) thing may already be going Mr. Stewart’s way. Timothy Ferriss, the young author of “The 4-Hour Work Week” and as influential a figure to his ­generation as Mr. Porter has been to his own, believes that most of what we need to know about work and life was written down centuries ago by Seneca, the Roman philosopher. In the hip, technology crowd, Seneca’s ­essay “On the Shortness of Life”—about living well and behaving honorably—is now required reading. Mr. Stewart should be pleased.

Mr. Broughton is the author of “Ahead of the Curve: Two Years at Harvard Business School.”

via http://online.wsj.com/article/SB10001424052970204313604574329183846704634.html

Tim Ferris - an interesting and even provocative read

The author of the '4 hour work week' has put together the following resources which support his argument that we have created a culture of overwork that is actually unproductive in the long run, and detrimental to our health and happiness. This is an interesting issue from the perspective of leadership. How do we develop corporate cultures and systems that foster motivation and committment without burning people out? >

Statistics

Research Reports

Sloan Work and Family Research Network, Boston College

  • Overwork FAQ and Factsheet  Read Report
  • Flexible Work Schedules FAQ and Factsheet  Read report
  • Telework FAQ and Factsheet  Read report
  • Gen-X and Gen-Y FAQ and Factsheet  Read Report
  • Workplace Flexibility and Health FAQ and Factsheet  Read Report
  • Phased Retirement FAQ and Factsheet  Read Report
  • Making Work “Work” – New Ideas from the Winners of the Alfred P. Sloan Awards  Read Report

Families and Work Institute

  • Feeling Overworked—When Work Becomes Too Much  Read Report
  • Overwork in America Annual Report  Read Report
  • Dual-Centric – A New Concept of Work-Life  Read Report
  • Workplace Flexibility for Entry-Level Employees  Read Report

The Top 10 Stats To Know: You Are Not Alone

63% of all employees want to work less, up from 46% in 1992 [1].

26% of adult Americans report being on the verge of a serious nervous breakdown [2].

40% of workers describe their office environment as “most like a real-life survivor program [3].”

Only 14% of Americans take two weeks or more at a time for vacation [4]. The average American therefore spends more time in the bathroom than on vacation.

61% of Americans check email while on vacation [5].

53% of employees would opt for a personal assistant rather than personal trainer [6].

62% of workers routinely end the day with work-related neck pain, 44% report strained eyes, 38% complain of hand pain, and 34% report difficulty in sleeping due to work-related stress [7].

88% of employees say they have a hard time juggling work and life [8].

70% of working fathers and working mothers report they don’t have enough time for their children [9].

In 2005, a psychiatrist at King’s College in London administered IQ tests to three groups: the first did nothing but perform the IQ test, the second was distracted by e-mail and ringing phones, and the third was stoned on marijuana. Not surprisingly, the first group did better than the other two by an average of 10 points. The e-mailers, on the other hands, did worse than the stoners by an average of 6 points [10].

Unending Workweek Growth and Burnout

Compared to 1970, American managers are working an additional month per year [11].

Americans are working more hours than any time since the 1920s. 63% of Americans log more than 40 hours per week at the office, and 40% log more than 50 hours per week [12].

Turnover rates among mid-level associates in New York City law firms is 36%. The entire system is predicated on burnout [13].

62% of workers routinely end the day with work-related neck pain, 44% report strained eyes, 38% complain of hand pain, and 34% report difficulty in sleeping due to work-related stress [14].

In total hours, the average middle-income family works four months more than in 1979 [15].

People work approximately 8 weeks longer per year than in 1969—in the space of a single generation—but for roughly the same income (after adjusting for inflation) [16]

40% of employees work overtime or bring work home with them at least once a week [17].

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E-mail Addiction and Information Overload

66% of people read email seven days a week and expect to receive a response the same day [18].

61% continue to check email while on vacation [19].

56% have anxiety if they can't access email [20].

“Crackberry” was the official winner of the 2006 Word-of-the-Year as selected by the editorial staff of Webster's New World College Dictionary. Blackberry addiction has been labeled “similar to drugs” in a study performed by Rutgers University; millions of users are now able unable to go more than five minutes without checking e-mail.

According to online surveys of more than 4,000 people, conducted jointly by AOL and the Opinion Research Corporation and reported in 2005:

41% of Americans check e-mail first thing in the morning

  • 18% check e-mail right after dinner
  • 14% check e-mail right when they get home from work
  • 14% check e-mail right before they go to bed
  • 40% have checked their e-mail in the middle of the night

More than one in four (26%) say they can't go more than two to three days without checking email, and they check it everywhere:

  • In bed - 23%
  • In class - 12%
  • In business meetings - 8%
  • At the beach or pool - 6%
  • In the bathroom - 4%
  • While driving - 4%
  • In church - 1%

Being “e-mailed” (like blackmailed) worse than being stoned?

In 2005, a psychiatrist at King’s College in London administered IQ tests to three groups: the first did nothing but perform the IQ test, the second was distracted by e-mail and ringing phones, and the third was stoned on marijuana. Not surprisingly, the first group did better than the other two by an average of 10 points. The e-mailers, on the other hands, did worse than the stoners by an average of 6 points [21].

found this on the ABC website, worth a download and listen if you're interested in the broader area of management education

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Sunday 29 March 2009

MBA: Mostly bloody awful

Something happened to management culture decades ago and now being a Master of Business Administration, especially from Harvard, is rather on the nose. MBA, it's being said, can also stand for 'Mediocre but Arrogant', or 'Management by Accident'. Reporter, Stephen Crittenden.  Read Transcript

Why setting goals can backfire - The Boston Globe

Ready, aim ... fail

Why setting goals can backfire

By Drake Bennett

March 15, 2009

IN THE EARLY years of this decade, General Motors had a goal, and it was 29. Determined to boost its flagging profits and reverse a long, steady fall from postwar dominance, the automotive giant did the natural thing: it set a goal. The company pledged to recapture 29 percent of the American market, the share it had ebbed past in 1999. The number 29 became a corporate mantra, and some GM executives took to wearing lapel pins with the number emblazoned on them.

(Stuart Bradford for The Boston Globe)

It didn't work. GM never did regain 29 percent of the market, and today, facing the possibility of bankruptcy, it looks even less likely to do so. The lapel pins are gone, and that number isn't much heard from the company.

And while the causes of GM's woes are many - from poor design to high labor costs to a prostrate economy - industry analysts argue that one of the most damaging things the company did was to set that goal.

In clawing toward its number, GM offered deep discounts and no-interest car loans. The energy and time that might have been applied to the longer-term problem of designing better cars went instead toward selling more of its generally unloved vehicles. As a result, GM was less prepared for the future, and made less money on the cars it did sell. In other words, the world's largest car company - a title it lost to Toyota last year - fell victim to a goal.

It is a given in American life that goals are inseparable from accomplishment. President Kennedy's 1961 promise to put an American on the moon by the end of the decade is held up as an example of a world-changing goal, the kind of inspirational beacon needed to surmount immense societal challenges. Among psychologists, the link between setting goals and achievement is one of the clearest there is, with studies on everyone from woodworkers to CEOs showing that we concentrate better, work longer, and do more if we set specific, measurable goals for ourselves. Goal-setting is one of the seven habits of highly effective people, says self-help guru Stephen Covey, and even Henry David Thoreau, the philosopher of dropping out, celebrates the work of goal setting. "If you have built castles in the air, your work need not be lost; that is where they should be. Now put the foundations under them," he writes in Walden.

But a few management scholars are now looking deeper into the effects of goals, and finding that goals have a dangerous side. Individuals, governments, and companies like GM show ample ability to hurt themselves by setting and blindly following goals, even those that seem to make sense at the time. These skeptics draw on a broad array of large-scale failures - the design of the Ford Pinto, the Enron collapse, the rash lending practices of Fannie Mae and Freddie Mac - as evidence of the pernicious effects of goals. Outside the workplace, these thinkers point to the unintended consequences of high-stakes testing in grade schools, and psychological literature showing that goals and other incentives can constrict our thinking. Even the scarcity of cabs on rainy days, some argue, illustrates the ways that goals can blind people to their own best interests.

The argument is not that goal setting doesn't work - it does, just not always in the way we intend. "It can focus attention too much, or on the wrong things; it can lead to crazy behaviors to get people to achieve them," says Adam Galinsky, a professor at Northwestern University's Kellogg School of Management, and coauthor of "Goals Gone Wild," a paper in the current issue of a leading management journal.

"Goal setting has been treated like an over-the-counter medication when it should really be treated with more care, as a prescription-strength medication," he says.

Taking on goals in this way has proven controversial, and Galinsky and his coauthors have earned a withering response from the prominent psychologists responsible for much of the literature on goal setting. But at a time when we're left to wonder how smart, seemingly responsible leaders in business and government could make decisions that helped destroy trillions of dollars in wealth, there's a new appetite for reexamining the things that motivate us - and how they can go awry.

Our faith in goals long predates the psychological research. "First, have a definite, clear, practical ideal - a goal, an objective," advised Aristotle. Generations of managers and motivators have repeated Abraham Lincoln's line that "A goal properly set is halfway reached."

It wasn't until the 1960s, though, that scholars of human behavior began to try to figure out how goals really worked. Two organizational psychologists, Gary Latham and Edwin Locke, created a theory of human motivation with goals at its center, drawing on their own extensive research and that of others. They found that goal setting had dramatic positive effects on success in just about any arena: work, school, the playing field, even the doctor's office (people took better care of their own health if they had a goal).

"When people are asked do their best, they don't," says Locke, now an emeritus professor at the University of Maryland's R.H. Smith School of Business. "It's too vague." Giving people ambitious and specific goals directs their attention, energizes them, and keeps them engaged longer.

Latham and Locke's theory quickly permeated executive suites and business school classrooms. The success of General Electric, for example, was described both by the company and its many admirers as a matter of having set the right goals and made sure people reached them. Southwest Airlines earned a place in the annals of management for its use of the so-called "stretch goal," a theatrically improbable aim announced to jolt employees to new heights of productivity and creativity. In Southwest's case it was a promise to reduce turnaround times at the gate for its planes to an unheard-of 10 minutes. Defying the doubts of the rest of the industry - and many of its own employees - the company pulled it off.

Despite these successes, a few management experts began to wonder what sort of price we pay for our goals. Goals, they feared, might actually be taking the place of independent thinking and personal initiative. Goals gave us GE and Southwest, but they also gave us GM and Enron.

Two of these skeptics, business professors Maurice Schweitzer of the University of Pennsylvania and Lisa Ordonez of the University of Arizona, co-wrote a 2004 paper on what people do when they fall just short of their goals. According to Ordonez and Schweitzer's experiment, in which subjects played a word game and then reported how well they did at it, what people do is lie to make up the difference.

Schweitzer and Ordonez are also two of the coauthors of the "Goals Gone Wild" paper, in Academy of Management Perspectives, which takes the concern about cheating and broadens it. The new paper isn't based on original research but instead juxtaposes findings from the psychology and economics literature with a sort of greatest hits of disasters in goal setting. It recounts the hostile, dysfunctional, and ultimately criminal atmosphere created at Enron by its practice of rewarding executives based on meeting specific revenue targets. It describes how Sears, Roebuck and Co. started setting sales goals for its auto repair staff in the early 1990s, only to find out that its mechanics were overcharging customers and making unnecessary repairs to hit their numbers.

Narrow corporate goals can keep employees from asking important questions that they otherwise might. Take the notoriously combustible Ford Pinto. In the late 1960s, Ford CEO Lee Iacocca, determined to take back the market share the company was losing to smaller imports, announced a crash program to create a new car that would be under 2,000 pounds, under $2,000, and would go on sale in 1970. Desperate to meet the conditions and the deadline, company executives ignored and then played down questions about the safety of the car's design. As a result, the Pinto, with a fuel tank just behind the rear axle, was uniquely prone to igniting upon impact, and 53 people died in such fires.

The vaunted "stretch goals," meanwhile, come with their own red flags. Sim Sitkin, a business school professor at Duke University, has found in reviewing the management literature that stretch goals are most likely to be pursued by desperate, embattled companies - the sort least equipped to deal with the costs of ambitious failures.

These findings will come as happy reassurance to workers who have chafed, Dilbert-like, at the imposition of companywide goals that they found a nuisance and a distraction from the real job at hand. But we often embrace goals voluntarily, too, and even outside the business world there's evidence that goals can have strong and often negative effects on how well we perform basic tasks. In a famous 1999 study by the psychologists Daniel Simons and Christopher Chabris, subjects watching a video clip were told to count the number of times people in a group pass a basketball among themselves. Most concentrate so hard on the goal that they become blind to other information, utterly failing to notice when a woman in a gorilla suit walks through the middle of the group.

Other work suggests that goals with rewards, if not carefully calibrated, can short-circuit our intrinsic enthusiasm for a task - or even interrupt our learning process. Barry Schwartz, a social psychologist at Swarthmore College who has studied decision making, found that subjects paid money to complete a slightly confusing task were significantly worse at figuring out the rules, even after completing it, than those who had received no reward.

One seminal economics study even argued that the difficulty of finding a cab on a rainy day can be blamed on the personal goals of cabbies. The 1997 paper found that cab drivers tend to have a set amount of money they aim to make every day. When it's raining they hit that target faster, since more people want cabs, so the cabbies quit earlier in the day. This narrow focus on a goal hurts everybody in the system - it shrinks the taxi supply just when demand is highest, leaving more people standing on the curb getting wet, and it hurts the cabbies themselves, who miss a chance to maximize their income on their most lucrative days.

The new criticism of goals has elicited a spirited defense from several scholars of human motivation. Latham and Locke, among others, see the newfound skepticism about goals as an overreaction. Though their own work acknowledges that goals come with risks, they dismiss the Ordonez paper as an inflammatory hodgepodge of cherry-picked anecdotes. The other work, as they see it, doesn't indict all goals, just bad ones. The problem, Latham and Locke argue, is that ultimately goals can't protect us from ourselves.

"You know how Shakespeare wrote that the fault is not in our stars but in ourselves?" asks Latham, a professor at the University of Toronto. "Well, the fault is not in our goals but in our values."

Even the most vehement critics admit that sometimes nothing works like a goal. But ensuring that it doesn't backfire requires care.

Although simple numerical goals can lead to bursts of intense effort in the short term, they can also subvert the longer-term interests of a person or a company - whether it's a pharmaceutical firm that overlooks safety in the rush to get a drug approved, or a dieter who resumes smoking to help lose 20 pounds. In work requiring a certain amount of creativity and judgment, the greatest risk appears to lie in overly simplified goals. Reducing complex activities to a bundle of numbers can end up rewarding the wrong behavior - with engineers concentrating on less promising but more straightforward research, for example, to rack up more patents.

If you are GM, argues Schweitzer, "You clearly don't want 29 percent market share, you want something much more complicated than that."

To combat this, Latham, among others, argues that what's often required is a "learning goal" - one where someone pledges to come up with, for example, five approaches to a thorny problem - rather than a performance goal that assumes that the problem will automatically be solved.

And whatever they are, goals need to be flexible when circumstances change. Francis Flynn, an organizational psychologist at Stanford, says he always tells his students that "the best goal you can have is to reevaluate your goals, semi-annually or annually, to make sure they remain rational."

Rather than reflexively relying on goals, argues Max Bazerman, a Harvard Business School professor and the fourth coauthor of "Goals Gone Wild," we might also be better off creating workplaces and schools that foster our own inherent interest in the work. "There are lots of organizations where people want to do well, and they don't need those goals," he says. Bazerman and others hold up Google as an example of a company that manages to do this, in part by explicitly setting aside time for employees to pursue their own projects and interests.

Today, as the economic situation upends millions of lives, it is also forcing the reexamination of millions of goals - not only the revenue targets of battered firms, but the career aims of workers and students, and even the ambitions of the newly installed administration. And while it never feels good to give up on a goal, it may be a good time to ask which of the goals we had set for ourselves were things we really needed to achieve, and which were things we only thought we should - and what the difference has been costing us.

Drake Bennett is the staff writer for Ideas. E-mail drbennett@globe.com.

speaking of motivation theories with unintended consequences…