To state the obvious, a management hierarchy isn’t a democracy. One person, one vote doesn’t apply in an organization. Yet an organization needs to compete from within a democracy, where one person, one vote does apply. It’s the S in SPRi where Blue Solutions staffs a missing Midlevel with a group in superposition. In effect, that group occupies all the management positions at the same time and mediates between the oligarchy in the organization and the democratic ideals in the society. Organizations failing to mediate the differences not only compromise their ability to compete, they jeopardize the democracy as well. Voters question a democracy that mainly serves the moneyed elite. Then a majority of them conclude that the government should “be run like a business” an oligarchy. The following article shows how this call for an oligarchy by a majority of voters is on the rise in the United States, given the lack of a Midlevel group in organizations to mediate the democratic ideals in society.
Once the organization grows larger than the founding group, staid authority figures rise up in the ranks. As they do, they uproot the youthful enterprise that built the organization, since that youthful approach now poses a threat to a reified status quo (Hillman, 2005, Senex & Puer, pages 54-62). G.W.F. Hegel’s “historical necessity” then takes hold, originally ingrained as part of the organizational mindset during the intense competition for survival with other now extinct hominids (such as Neanderthals).
Today, the historical necessity forces a basic EITHER/OR choice:
● EITHER as if to illustrate holocaust survivor and psychiatrist Dr. Viktor Frankl’s The Unheard Cry for Meaning (1979) organizations direct their aggression (historically directed against other hominids) inward to the point of collapse, where no one in their right mind would want to work. The fact that millions of people must work there, anyway, makes it a crying shame.
Behind it all, as The Power of the Fed (2021) explains, it has taken trillions of dollars from the Federal Reserve to backstop financial markets. So, bubbles in the three great asset classes—the housing, stock, and bond markets—ballooned. Given this financial mania, the wealth gap widened as fewer people at the top got richer and everyone else at the bottom got poorer—the middle class squeezed out along with the Midlevel in organizations being squeezed out.
Voter frustration in 2024 over this gaping wealth gap and its economic hardships had 49.8% (over 77 million, the second most in history) voting in Donald Trump, despite his disqualifying convictions for sexual abuse and felony; his insurrection on January 5th, his litany of lies, threats, false promises, mismanagement, and past bankruptcies. But the voters’ rage didn’t stop there. In voting in strongman Trump, they put our hard-fought, 250-year-old democratic experiment on the chopping block—the huge gap in wealth having landed Trump back in the White House (or to quote Michael Rosen of Harvard on Karl Marx, “political life and the ideas associated with it are themselves determined by the character of economic life”).
● OR democracy-minded CEOs call in Blue Solutions so their organizations can reach their full potential, ameliorate the internal pay gaps between management levels, and stabilize the management culture. Should insiders make the slightest attempt to intervene on their own, as in inviting in a union, they fall victim to the shear force of historical necessity, themselves, become scapegoats, and most likely lose their jobs (Menzies Lyth, 1960).