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Monthly Archives: February 2015
Five Steps to Defining an Employee’s Authority
When we delegate authority to an employee, we are actually delegating the power to make decisions. We all want employees who think for themselves, at least when their decisions work out in a way we like. When they don’t, we … Continue reading
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Do Titles Make Leaders?
You’ve promoted a great employee beyond his capabilities. He is putting in long hours, but appears unable to keep up with the new responsibilities. In fact, he doesn’t even seem to understand what those responsibilities are, or what they should … Continue reading
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Do Leaders Need Titles?
When should an employee be promoted? Over the years, I’ve often had this conversation both within my own companies and with owner-clients. An employee is handling responsibilities above his or her official job description. We naturally want to acknowledge the effort, … Continue reading
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Iron Rice Bowls and the Impact of Government Funding
There was an interesting editorial item in The Economist that unintentionally says a lot about the impact of government intervention on industry. In the last generation, the average number of working hours needed to purchase an automobile, clothing or other … Continue reading
8 Responses to Iron Rice Bowls and the Impact of Government Funding
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We must never let our guard down.
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While I completely concur with the article with respect to education and housing, healthcare is a different beast entirely. The United States has by far the least efficient healthcare system of any developed country because of a deficiency of government involvement, not an over-abundance of it.
By depending on a vastly greater level of market-based forces, instead of control, the U.S. has created a monster. This is because healthcare by definition does not work on market principles. When any individual’s health is at stake they do not care what it costs, they just want to be treated. That means the suppliers have total coercive control over the “market”.
Can anything realistically be called a market when it a) is difficult or impossible to even determine what a product costs before it is purchased; and b) there is not really choice about whether it should be purchased? Do you operate that way in any other aspect of your life?
U.S. healthcare has evolved to a level of insanity beyond what even a pure market system might produce. The stakeholders: people, providers, insurers, employers, state government and the federal government all have competing interests. The result is that if you are lucky in terms of employment, insurance, income and location, you might get absolutely world class healthcare. If not, you might get none at all. Meanwhile the entire system thrashes against itself creating unbelievable inefficiency and overhead, resulting in costs 3 to 4 times higher than necessary. Small example: our local hospital system has 12 executives making over a million a year.
ANY other business operating this way would have been bankrupt a very long time ago. Some things should not be market driven. I submit access to roads, clean water and healthcare for starters.
I would say, “Don’t get me started. . . .” but too late for that.
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To take the average working hours concept a step further: (1) the average working hours to purchase an automobile has decreased, yet vehicles haven’t remained static — they’re loaded with many more safety, comfort, and entertainment features today than ever before; (2) a student leaves school with about the same amount of basic knowledge today compared to say the ’70s or ’80s and pays considerably more.
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Sadly, your response is entirely correct.
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Thanks for introducing me to the Iron Rice Bowl concept. You guys in the beltway and Washington DC area, it is time to listen up!
When will we bring back an objective money standard, i.e., gold or silver?

Great post John:
I fully agree, Promotions are much better received when they are “earned” in the hearts and minds of the peers. Although, this can’t always be the case; it is ideal whenever possible.
Far too many times in the corporate world I have seen promotions given that were not deserved; ultimately demoralizing key members of the organization.
From my experience a title and $5.95 will get you a cup of coffee at Starbucks. A leader creates an emotional link with his workplace team and excels without a change in business cards.
i agree mostly, John, but where I disagree is where an inappropriate title and/or job spec leads others in the organization to resist and even undermine the efforts of a leader to the point of doing damage. Good Leadership qualities will generally motivate the team and help them see the virtues of the results being sought, but in most organizations, there are those who refuse to see the light and are only interested in protecting their turf and “superior” level in the organization. An appropriate title and job spec makes the role of the leader clear to all.
Great post and great discussion.
Shows it not such an easy decision. Different things motivate different people – some the title, some the money and some probably all the recognition