Jump to content
Objectivism Online Forum


  • Content Count

  • Joined

  • Last visited

  • Days Won


Everything posted by RohinGupta

  1. Hi All, I am in middle of converting the content of blog into video. Please check the first draft of part of video and share feedback. Pending : Voice over and parts explaining values, Central Purpose of Life, and Alternative model.
  2. Specialized sciences need both, Philosophy and Observations. Check DIM Hypothesis by Dr. Peikoff for details. My blog contains both, the Philosophical Premises and Observation of Human situations.
  3. Psychology studies sub-conscious, and Ethics conscious. Sub-conscious is trained by conscious using Epistemology and Psycho-Epistemology. So philosophy, ethics and epistemology in particular, provides premises for psychology. And psychology is a derivative branch of philosophy like economics. Please check the medium blog for details. Behavioral School of Management connects subject of management to the subject of psychology.
  4. This even uses the word "primary". Rand and Maslow are highly compatible on this topic. If you read full article "Ethics of Emergencies", she also says that Emergency situations should not be the core motivation of Ethics (paraphrasing). In fact, Altruism fails because most of the times it uses such situations to justify sacrifice and Win-Lose relationships.
  5. A more elaborate explanation is here https://medium.com/@rohingupta2k18/reinventing-maslows-model-of-motivation-5cdc0d173caf?fbclid=IwAR1A2QxMa6NfYpUeu_zkYQJPbPtDnWIdKzl5szrk3aTXobSQD3FQEiL97Yc P.S: The Maslow's model of motivation is widely quoted in many influential books of management. I use Objectivist Ethics, concept of Central Purpose of Life in particular, to improve the model and its application.
  6. Maslow’s theory of motivation claims that first motivators are physiological factors like food, shelter, etc., after that safety factors like rule of law and insurance(protection in general), then meaningful social relationships, then social status and reputation, and finally an individual’s need to find himself or herself. The final one being self-actualization. From OEFO perspective, not a chosen few, but all adults are or should be motivated by self-actualization (OEFO refers to my book “Organizational Ethics from Objectivism”, from which the snippet is taken). The Central Purpose of Life (CPL) in Objectivist Ethics is quite similar to the concept of self-actualization. Other needs in Maslow’s model, ranging from physiological, safety-related, social, and emotional should be inferred and adjusted based on the CPL. For example, a CEO of an organizations will need a bigger social circle than a scientist(generally speaking), since the latter focuses more on in-depth study, and the former more on collaborative actions for building products and services. Safety is a negative factor and should not be the primary motivation. E.g., retiring early without having any clear CPL is not right. Also, the emotional part of the self should be fuelled using art or sports, such that one is sufficiently motivated to move towards their CPL. The same criteria is true for personal and other relationships. The contribution of each relationship towards the CPL should be evaluated. True, there are adults who have very destructive CPLs. Communism in Soviet Russia and elsewhere, Socialism in Nazi Germany, or many Socialist intellectuals and politicians of the Indian Left are a few of the examples of those having destructive CPLs. Also, among millennials, the non-productive purpose of enjoying as an ultimate end is popular. However, this too is not right as a Central Virtue, because it’s not derived from the Virtue of Productivity: The creation of products and services as a priority. These CPLs can be contrasted from the CPLs of Steve Jobs, Bill Gates 1.0, the founding fathers of America, Walt Disney, Narendra Modi, etc. Overall, irrespective of the value or the disvalue of CPL, the fact remains that humans are, or should be motivated by purpose.
  7. Good Morning, today is Saturday, 16th March. Second part of the study-group starts now. Following is the scope for this week’s study ------ 1. CONTINUING VARIOUS CONNETIONS BETWEEN THE CENTRAL PURPOSE OF LIFE(CPL) OF THE EMPLOYER(S) AND EMPLOYEE a.) The CPL in a skewed social system. 2. Summary of apparent CPLs that do not subscribe to Objectivist Morality 3. Employer-Employee relationship in Government Jobs 4. Conclusion ------ I will publish questions that the participants can optionally answer. Participants can also summarize or outline the text. They can also select the portion of text, analyzing and synthesizing it deeply, chew the content that is. So here are the questions from this week's content (CPL = Central Purpose of Life.) Q1.) What does “skewed social system” refer to in this book? Compare it to Totalitarian system? Q2.) What does “CPL in skewed social system” mean in the context of Industrial Relations? Give example from outside. Q3.) What is common between the CPLs discussed up to the apparent CPLs? Q4.) What are two apparent CPLs discussed here? Q5.) Contrast “hobby first” approach from “Wages” part of Employer-Employee relationship? Q6.) Why are we studying apparent CPLs? Also share your experience of these apparent CPLs in your professional lives? Q7.) Explain psychological variations of apparent CPLs? Q8.) What do you think of “making as much money as possible” as a CPL? Q9.) Why should we study Employer-Employee relationship in government jobs? What is the approach that should be taken for this study? Q10.) Apart from what government ought to do, what else one needs to know, for understanding employer-employee relationship in government jobs? Q11.) What is the right role of government in the society? Q12.) What are the different activities governments have done in society? (May or may not be derived from right role of government in the society). Q13.) What are various drivers of government and government employees? Give examples. Q14.) How should constitutional driver be evaluated? Give examples from book or outside. Q15.) Which role in private organization can be compared to a role of politician in the society? Q17.) What should be done about the activities that government should not be doing in the society? Give examples from book or outside. Q18.) How should taxpayers driver of Government jobs be evaluated?
  8. Good Morning, today is Saturday, 9th March. Main study starts now. Following is the scope for this week’s study ------ WEEK 1 1. PURPOSE AND SCOPE OF AN ORGANIZATION 2. VARIOUS CONNETIONS BETWEEN THE CENTRAL PURPOSE OF LIFE (CPL) OF THE EMPLOYER(S) AND EMPLOYEE a.) Create value in same material form b.) Create complementary values c.) Learning work-specific skills d.) Discovering the CPL e.) Wages ------ I will publish questions that the participants can optionally answer. Participants can also summarize or outline the text. They can also select the portion of text, analyzing and synthesizing it deeply, chew the content that is. So here are the questions from this week's content Q1.) Which relationships are deepest in an organization? Q2.) From definition of an Organization, identify the key attributes of Organization, and list these in bullet points? Q3.) What is the difference between an individual and an organization, when they engage in transactional or contractual relationship? What is the similarity? Q4.) What can an employee do to become successful and happy? Q5.) Summarize different forms of business collaborations, sorted according to their complexity in an Organization? Q6.) What are different ways in which the business collaborations can be sorted in Organizational Ethics? Q7.) What are similarities and differences between purpose of an Organization, and Central Purpose of Life for an Employee? Q8.) Give examples of Purpose of various Organizations from the book and outside? Q9.) What is the significance of Employee’s Central Purpose of Life in an Organization? Q10.) Give an example of the connection of Employer-Employee CPLs from the book and outside? Q11.) What does create value in same material form mean in the context of Industrial relation? Give example from book or outside. Q12.) What does creation of complementary values mean in the context of Industrial relation? Give an example from book or outside? Q13.) Under what circumstances is creation of complementary values part of Contractual relationship? When is it part of Employer-Employee relationship? Q14.) What does learning work specific skill mean in the context of Industrial Relation? Give an example from book or outside. Q15.) How does management of Employee having “learning work specific skill” as main goal in an organization change, compared to an employee having previous two CPLs? Q16.) What does “Discovering CPL” mean in the context of Industrial relation? Give an example from book or outside? Q17.) What is the opportunity for an Employer, if the employee is in “Discovery of CPL” stage? Q18.) What does “wages” mean in context of Industrial relation? Give an example from book or outside? Q19.) How does management of Employee having “wages” as the main goal in a job change, compared to employee having first three, or even “discovering CPL” as the goal in an Organization?
  9. Please check following links to get a glimpse of whats in store.1. Study Group on intellectual development of Ayn Rand - http://forum.objectivismonline.com/index.php?/topic/28351-ayn-rand-chapter-from-the-power-and-the-glory/2. Study Group on how iPhone was conceptualized and developed - http://forum.objectivismonline.com/index.php?/topic/29185-becoming-steve-jobs-how-a-reckless-upstart-became-a-visionary-leader/
  10. Pre-Study started yesterday ----------------- WEEK 0 CHAPTER 3 - COLLABORATION 1. Introduction 2. Business Collaborations - Purely Transactional, Transactional and Contractual, Purely Contractual - Employer-Employee relationship - Employee-Employee relationship - Employer-Employer relationship - Cultural Relationship, Government-Businessman relationship 3. Conclusion ---------------------- I will publish questions that the participants can optionally answer. Participants can also summarize or outline the text. They can also select the portion of text, analyzing and synthesizing it deeply, chew the content that is. So here are the questions from this week's content Q1.) Which subject does business collaboration belong to? In this chapter what are we trying to resolve? Q2.) Business collaborations are inferred based on which facts? Q3.) Explain with examples, transactional form of business collaboration? Q4.) Explain with examples, "transactional and contractual" form of business collaboration? Q5.) Explain with examples, purely contractual form of business collaboration? Q6.) What are similarities and differences between contractual relationship and employer-employee relationship? Q7.) What is the problem with having a contractual relationship with house maid? Q8.) What is the scope of employer-employee relationship? Q9.) Explain with examples employee-employee relationship? Emphasis can be on key attributes of this relationship. Q10.) Explain with examples employer-employer relationship? Emphasis can be on key attributes of this relationship. Q11.) Explain with examples, cultural relationship businesses have? Q12.) If possible, share examples and attributes ( both positive and negative ) of Government-Businessman relationship?
  11. Mini version now available here - https://www.amazon.com/dp/B07NWBS1SJ?fbclid=IwAR1oBovyShIf5wtAwtPCrFiwDpLmPG3VFZNz8eXEhosyqHvJ64fm-UJQgUs So those who may not have bought the full book, considering it complex, can still buy the mini-version and participate in the study-group.
  12. Just posted following etiquettes for the upcoming study group. Etiquette is the art of facilitating trade by applying principles and rules of behavior to social situations. In this case we are trading ideas on particular topic, and etiquettes deal with how we should post and interact in the thread. Here are etiquettes designed specifically for study-group method of discussion. 1. THE NATURE OF POSTS IN THIS STUDY GROUP a. Focus on the Text. The study-group is a text-focused series. This means each participant's weekly post should be either an outline of the text, a summary of the text, a "chewing" on some point in the text, an elaborated question about a point in the text; or an answer to the weekly optional questions about the text. b. Unacceptable Substitutes. Not acceptable as core subjects of the main weekly posts are: personal comments; mere statements of agreement or disagreement; links to sources other than the particular text which is the object of study; criticisms of the author's style; or debate with the author. Any of these might be appropriate as an aside in the main weekly post. c. Duplication. Duplication of form is not a problem. Even if, by unlikely accident, all participants were to write the same kind of post (e.g., a summary of the text assigned for the week), the content will inevitably be different. d. Secondary Posts. Sometimes a secondary post (written after posting an outline, summary, etc. for the week) can increase learning about the text. Secondary posts are optional. Topics might include: showing a connection to another field; asking about the best study method to be employed for a certain text; or describing one's personal experiences with the subject of the text. Of course, these secondary topics, if very brief, can be woven into the primary post. 2. DO Do address issues, not individual SGO members. If Mike says "X and Y and therefore Z," address his argument, summarized in your own words, but without naming him. Do remember that no member has an obligation to respond to another member's questions, invitations, or comments. Do edit for typographical errors. 3. DO NOT Do not name other participants in your posts, but instead deal only with ideas. For example, you could write "The notion of 'necessity', as it is traditionally used, implies a false dichotomy of . . . ," instead of "John Smith's bizarre fantasy about 'necessity' in metaphysics . . . " or any other personalized statement. Do not link to, name, or discuss individuals, websites, or ideas not relevant to the topic discussed in a study group. Do not quote participants, but instead express their ideas in your own words. IMPLEMENTING ETIQUETTES I will be sending the message to the person in case I think the etiquette is violated. And he can edit accordingly, or reply back if there is misunderstanding. These etiquettes are adapted from etiquettes of Burgess Laughlin's study-group. Study Group Link is as follows:https://www.facebook.com/groups/146490542953558
  13. Continuing my journey to apply Objectivsm into Management, I have started a study group. OVERVIEW The study will involve chapter 6, Organization, of the book "Reinventing Management: Organization Ethics from Objectivism". The chapter builds on the Employer-Employee and Employer-Employer relationships from chapter 3, Collaboration. Delving into relationships like creating complementary material values, skill building, wages, and Central Purpose of Life in a skewed social system. Details of the study-group are here: https://www.facebook.com/groups/146490542953558/ The book can be bought here - https://www.amazon.com/dp/B07MH79D18 Once the study is completed, I will convert the group into a discussion forum for working professionals. The forum will cover topics related to work environment and work culture, career and job related discussions, business counsel etc.
  14. Share the screenshot of wrong preview along with screenshot from proper book. Objectivism is supposed to be data based, not feelings based.
  15. In which portion or portions you had this concern? What part did you get distracted from, and missed in first read? Perhaps you can take us through your study process of the portions of the book.
  16. Customer-Supplier is also transactional or contractual relation. Employer-Employer instead refers to Co-founders, Investors, Board of Directors etc. Team work is also mainly a part of Employer-Employee, because end goals are those of employer primarily. Further Employee-Employee also has an element of employer-employee, as in supervisor-subordinate or even mentor-mentored. This classification is mainly to help readers focus on overall work ecosystem, and understand the mixtures better. Purely employee-employee is more about learning skills from each other, approaching co-worker for problem solving, or knowledge sharing like career goals, even commute problems, or sharing financial knowledge like pension funds etc. Even Office friendship can come under this type.
  17. Purely Contractual, Employer-Employee, Employer-Employer, Employee-Employee, Cultural Also, if you like collaboration, you will like Chapter 6, Organization, even more. I think it's perhaps the most original chapter in the book.
  18. Politics as per Objectivism is about protecting values. Business is about gaining values. There is very little element of physical force in office environment. Government actions by contrast are heavily forceful. Whats called "Office Politics" is actually different understanding of priorities in an Organization, and is therefore better classified under Organizational Ethics rather than Politics. On a related note, application of "Reason, Purpose, Self-Esteem" to workplace is covered in Chapter 7 "Organizational Goal".
  19. True, there are elements of politics in business. The Government-Business relationship does have few layers, and also businesses are impacted by Government policies. However, these aspects are not the essence of business. There is a clear line between the two. Politics is about protecting a rational man from irrational people like criminals, frauds, trespassers etc. Or it's about protecting a rational individual from the irrational actions of otherwise rational individuals, as in breach of contract. The business, Management or Organizational Ethics that is, its about studying how a rational person can collaborate with other rational people in society, or rational aspects of any person in society. Employer-Employee is one such relationship, which the book studies in detail. So essence of business, and essence of politics, are indeed converse of each other.
  20. Good to see so much interest in Burgess. He was the primary influence along with Ayn Rand for my just released book - https://www.amazon.com/dp/B07MH79D18 Apart from books, I think his major intellectual activity is saved here - http://aristotleadventure.blogspot.com/ http://reasonversusmysticism.blogspot.com http://www.studygroupsforobjectivists.com/ going offline is a conern though. It had some major insights from Burgess.
  21. Original post was just the Statement of Purpose, written one year back. Though I disagree it is as bad as you convey. Since then this and remaining portion of the book has been refined and re-refined.
  22. Proud to announce that the book is now released - https://www.amazon.com/dp/B07MH79D18
  23. Hi All, I am happy and proud to have written the book, "RE-INVENTING MANAGEMENT: ORGANIZATIONAL ETHICS FROM OBJECTIVISM". In a sentence, the book is about applying Objectivist Ethics and Epistemology in a non-political social space. Specifically and primarily, within the business. You can get the book here - https://www.amazon.com/dp/B07MH79D18 The book also resolves the question I think is crucial not just for businesses, but every Objectivist. "Analyzing Maslow's model of motivation from Objectivist perspective"
  24. There are following connections the book makes. 1.) Organizational Ethics and Management. (Basically conveys that the two are same). 2.) Organizational Ethics and Ethics, Objectivist Ethics in particular. 3.) Organizational Ethics and Industrial Sociology 4.) Organizational Ethics and relevant facts. 5.) Objectivist Ethics and relevant facts. 6.) Industrial Sociology and relevant facts. So the reviewer needs to judge following two things a.) Are these connections actually made in the book, to sufficient degree. b.) Are these connections useful to the intended audience described in my previous comment.
  • Create New...