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Are you a jerk?

In Arts & Letters, History, Economics, Humanities, Liberalism, Philosophy, liberal arts on April 24, 2024 at 8:34 am

This piece originally appeared here in the Troy Messenger.

Are you a jerk?

You probably answered no. Yet you know jerks.

When we imagine jerks, it’s usually others we envision, not ourselves. We almost never say, “I’m a jerk.”

A jerk, according to Merriam-Webster, is “an unlikable person,” especially “one who is cruel, rude, or small-minded.”

Picture the jerks you know. Do you dislike them? Is it because they think you’re a jerk?   

Adam Smith, known as the Father of Economics, was chiefly a scholar of moral philosophy. Celebrated as the author of The Wealth of Nations, he also wrote The Theory of Moral Sentiments, an earlier book in which he described “sympathy” in terms of the “impartial spectator,” an ideal, conjectural third party whose imagined judgment of our actions influences our behavior.

Aversion to offense and desire to please are both selfish and unselfish qualities, Smith postulated. “Every man is, no doubt, by nature, first and principally recommended to his own,” he declared, “and as he is fitter to take care of himself, than of any other person, it is fit and right that it should be so.”

Paradoxically, though, self-regard activates regard for others.

Smith explained that when we assess ourselves as we’re conscious that others assess us, we realize we’re insignificant, just one person among many, and we humble ourselves accordingly. Preferring ourselves to others, we understand that others do likewise. Therefore, we treat others as we wish them to treat us. 

If Smith is correct, then why is it difficult to recognize personal errors or unkindness?  Isn’t the tendency to double-down on our presumed rightness, to insist that those who criticize us are mistaken?

Often, yes. Why?

Perhaps because Smith’s moral calculus requires two conditions: willingness and effort. One must be open to self-critique, which, in turn, involves intellectual labor. We may intuit our fallibility, but we must work to overcome priors and biases to examine ourselves as would hypothetical, neutral observers.

It’s easier to avoid guilt, shame, or reproof—which accompany correction and instruction—than to challenge assumptions, question convictions, build character, and conform to high standards of conduct.

We prefer comfort to discomfort. But we mustn’t be idle. We must emulate excellence.

Smith himself furnishes this week’s Word to the Wise.

“We must endeavor,” he mused, to view impartial spectators “with the eyes of other people, or as other people are likely to view them. When seen in this light, if they appear to us as we wish, we are happy and contented. But it greatly confirms this happiness and contentment when we find that other people, viewing them with those very eyes with which we, in imagination only, were endeavoring to view them, see them precisely in the same light in which we ourselves had seen them.”

As relational creatures, we set and measure standards by others’ deeds. Our longing for praise derives from the aspiration to be praiseworthy. We don’t want to be jerks. With will and work, we don’t have to be.

 Note: This piece is adapted from Allen Mendenhall’s regular segment “Word to the Wise” on Troy Public Radio.

Allen Mendenhall and Stanley Kurtz on “Success Stories”

In Success Stories on March 28, 2024 at 8:00 am

Of Work and Generational Conflict

In Arts & Letters, History, Humanities, Western Civilization, Writing on March 27, 2024 at 8:00 am

This post originally appeared here in The Troy Messenger.

A recent report by ResumeBuilder.com found that 31% of employers won’t hire Gen Z candidates. Another 30% claimed they fired Gen Z employees who were on the job a month or less.

Why is this happening? The proffered reasons are that youth dress inappropriately, communicate poorly, request higher pay than is warranted, and avoid necessary tasks.

The company TrueBlue warns that 90% of human resources managers believe half their workforce needs retraining within five years. Why? Talent shortages and skills gaps.

“Kids these days” is a perennial complaint, but maybe there’s more to this story.

The new generation of workers—say, ages 18-25—grew up on social media and smartphones and suffered through the coronavirus pandemic, an alienating period of distancing and isolation, lockdowns and quarantines, downturn and depression, stagnation and strife. Early career professionals have trouble assimilating into the workforce because their social habits are unlike those of Millennials and Boomers. Reared on memes, tweets, and soundbites, they prefer online to face-to-face interaction.

Is this bad? Perhaps. It’s too early to tell.

Some eras undergo dramatic changes that shock older generations. Johannes Gutenberg’s printing press revolutionized Europe, enabling the mass production of books, the dissemination of groundbreaking ideas, mass literacy, scientific progress, and resurgent arts and culture. It also caused religious wars and class conflict.

The Industrial Revolution shifted the commercial focus from agriculture to manufacturing and urban technology. Although it tolerated poor working conditions and pollution, child labor and rising inequality, it also sparked ingenuity and modernization, vastly improving living standards across the world.

Even during periods of radical disruption, life goes on. Humans adapt to their circumstances and adjust practices to meet novel challenges. Exigencies require invention and entrepreneurship. “He that will not apply new remedies must expect new evils,” declared Sir Frances Bacon, “for time is the great innovator.”

On the other hand, history isn’t a continuous sequence of inexorable progress. Sometimes it involves regress and degeneration. Civilizations once august and glorious collapsed: the Egyptian, Mayan, Khmer, Aksumite, Hittite.    

The Fall of Rome led to economic downturn, the loss of infrastructure, and political upheaval that undermined material and intellectual advancement.

Whether our age is one of improvement or decline remains to be seen.

Let’s return from the grand to the practical. If I were a “Gen Zer,” I would use the past as my guide for the future. Historical examples, good or bad, contribute to personal and professional growth. You needn’t reform society writ large; just reform yourself.

Start with small things. Dress appropriately for an interview. Suitable attire is contextual or situational. A job at a law firm is different from occupations on the farm or in factories. Anticipate your audience’s expectations for your appearance and meet them. Don’t expect employers to conform to your standards.

Remain open to continuous learning and different perspectives. Don’t presume you know better or more than others. You may have fresh ideas and unique proficiencies, but stay humble and use those to lift up your peers and organization.

Admit weaknesses and highlight strengths. Collaborate with colleagues who complement your talents. Seek answers. Don’t be ashamed to be wrong or confused.

Monitor your online presence. Do your social media accounts feature words or images you wouldn’t want your grandmother seeing? If so, edit or remove them.  

Show gratitude and deference while maintaining confidence and poise. Be diligent and tenacious and don’t presume some task is beneath you. Most importantly, work hard! Complete assignments with excellence.

The novelist Robert Lewis Stevenson furnishes our “Word to the Wise” this week. “The obscurest epoch,” he submits, “is today.” We’re as likely to be as mistaken about essentials as our ancestors were and our posterity will be. In work as in life, for young as for old, we do well to remember that abhorring other generations only invites abhorrence upon ourselves.

Gen Z will grow old and become gatekeepers. The question is, of what?

Note: This piece is adapted from Allen Mendenhall’s regular segment “Word to the Wise” on Troy Public Radio.