Performance Pay Paradox

Written By: - Date published: 8:57 am, October 25th, 2010 - 26 comments
Categories: wages - Tags: ,

I’ve just finished a very good book: The Age of Absurdity by Michael Foley.  It goes through various philosophical and other counter-measures to modern unhappiness.  It’s very witty and thought-provoking – I can heartily recommend it.

One of those thought-provoking ideas, whilst looking at the ‘absurdity of work’, is how increasing pay doesn’t increase motivation (decreasing it does permanently damage motivation and happiness with the job though).  Greater autonomy and more challenging tasks are the only ways to increase satisfaction.

Coupled with that is the perverse way Performance Related Pay (PRP) de-motivates employees.

In theory PRP should cause better work as people want the money, so produce better results.  In reality loss of goodwill means that work quality drops.

The psychologist Frederick Herzberg spent the second half of the twentieth century studying work motivation.  He discovered 2 main flaws in PRP beyond the basic level “increasing money doesn’t increase motivation” effect.

The first is that it is often impossible to evaluate performance objectively and accurately.

The second is the assumption that if you change one aspect of work, everything else remains the same.  In fact everything changes.  Employees who fail to receive extra pay immediately stop doing anything beyond the base level of their job, so ‘voluntary’ work actually decreases, when it was precisely the opposite effect that was intended.

Introducing a financial incentive in fact decreases the satisfaction with the work.  Psychologist Edward Deci had an experiment where 2 groups of people were given a series of puzzles to do, and upon completion of the task were allowed to continue with other similar puzzles if they wanted.  He paid one group – they stopped soon after they finished the allotted tasks; he didn’t pay the other group – they continued doing the puzzles for over twice as long.  Over 100 other studies have backed the same financial demotivation result.

In his book Foley relates the personal and uplifting experience of when performance pay was introduced – initially voluntarily – to his university.  Managers were confident teachers would sign up for the extra cash, but were entirely disappointed as teachers knew the evaluations couldn’t be accurate and the rankings would be divisive.  So management went personally to certain staff to convince them – and were turned down.  Eventually, they just started paying certain teachers a performance bonus – only for those teachers to pool the cash and share it out equally amongst staff.  Performance pay was rescinded, and never tried again.

(I’m now onto Nudge)

26 comments on “Performance Pay Paradox”

  1. lprent 1

    Good post. Personally I have always ignored performance based pay, share options, and the like when I’ve been doing my work. They inevitably are unrelated to what I actually do and rely far too much on what other people do.

    When I’ve been managing people, I invariably get far better responses from getting people to take responsibility for areas while making sure that they move around enough to be aware of what other people are doing. My policy on giving pay increases beyond inflation is always been my responsibility and is related to how much I and the main staff perceive the recipients value to the enterprise. Invariably the larger pay increases tended towards the less senior staff who improved the most in taking control of getting modules completed without fuss.

  2. Carol 2

    PRP is especially useless for teaching. I’ve spent most of my adult life teaching, in a range of institutions, at various academic & age levels and in 3 countries. Successful teaching depends on too many factors beyond the control of the individual teacher. This includes the policies of the institution (eg it’s hard to maintain discipline in a classroom if there are several competing approaches used within the same school); curriculum; skills the students have at the beginning of the year; physical environment; local geographic context/culture; resources; relationships between staff; approach of the managers; etc.

    And teaching really is one of those jobs that relies a lot on interactions between staff: eg for a lot of those issues I’ve touched on above. It is quite a socially co-operative kind of work. Introducing the individualistically competitive element of PRP would just undermine that.

  3. KJT 3

    There is a lot of management research and studies into performance pay. In general it does not lift performance.

    Measuring real performance is difficult. Identifying individual contributions, finding performance indicators that do not impact in negative ways, neglecting things that are crucial to performance while chasing the set indicators (Like teaching to the test) and singling out individuals in, what is, a group endeavor, all create problems.

    We’ve all heard the story of the company whose sales reps. increased sales beyound the companies capability. The sales reps. got a bonus. The firm went bust as it’s reputation as a reliable supplier was destroyed. The many companies who gave managers bonuses for increasing short term share value or cutting staff costs who are now no longer in business.

    Telecom is a good example. Customers left in droves annoyed with indifferent service and high prices. Telecom went from a monopoly to a rapidly dropping share of the market in a short time.
    If I was a Telecom shareholder I would have been very annoyed at the bonuses Telecom management have had.

    The successful performance improvement schemes have been addressed to distinct work groups rather than individuals. Deemings work groups. Schemes such as Japanese industry’s Kai-zen. In areas such as manufacturing where there are clearly identifiable valid single indicators. Like reduced warranty returns.

    The Peter principle makes very good reading. It has been proven valid for large organisations. http://en.wikipedia.org/wiki/Peter_Principle

    Further proof about high performance pay comes from UK research, that shows, companies with the most rewarded management are the worst average long term performers.

  4. RedLogix 4

    This video from Dan Pink is a fun and accessible introduction to all the wrong ideas about PRP.

    Several things hold back NZ labour productivity; failure to invest in R&D, failure to invest in hi-tech advanced plant, and failure to invest in the people.

    All of these failures stem from a business ownership class who are working with out-dated models and narrow ideas. Indeed most management I’ve encountered are well-meaning amateurs at best…

    • Bob Stanforth 4.1

      Agree – in my consulting experience, both here and internationally, I dont rate NZ management. They tend to be poorly trained as they rise through the ranks, with the expectation that someone who is technically competent will also (a) be a good manager of people and (b) be a good leader – and also understand the difference.

      • Colonial Viper 4.1.1

        I’ve seen middle NZ managers unnecessarily destroy work team performance and work team morale for petty and personal reasons, or just sheer ignorance/incompetence.

        And guess what, the most compentent skilled workers with career options bail first – sometimes out of the country entirely, to leave everyone else with even more of the burden.

        • Bob Stanforth 4.1.1.1

          Labour is now almost as mobile as capital. For example, I live in provincial NZ. When Im consulting (I advise large corporates on IT strategy and structure) as I do for a few months a year (hey, lucky me, Im mid 40’s and semi retired 🙂 ) I hop on a plane on a Monday morning, work in AKL or WNG, fly home Thursday afternoon. Away 3 nights, and there are many others who are now doing the same. The interweb changed my life, significantly for the better.

          Well educated labour can move freely anywhere, and there are some seriously good opportunities to educate yourself quickly and easily, if you are motivated enough to work hard and do so. It is one of the greatest truths – education will set you free.

          • Vicky32 4.1.1.1.1

            “education will set you free.”
            But, as I discovered last year, after saddling myself with a huge new student loan, it won’t get you a job (if you’re over 40.) Like Carol, I am a teacher, and I already had qualifications. In order to increase my employment prospects, I got *more* quals. Now my CV looks like that of a beginner, I have been told…
            Ironically, I did well on every practicum. If performance pay was calculated on that basis, and on the basis of popularity with the students I’d be quids in – right now I’d settle for pay at all!
            Deb

  5. Shane 5

    Here is a related video by the same speaker but with an added animation by the RSA – really great way of presenting this information:

    – have you all noticed that science (The Spirit Level etc.) is now backing up practically everything leftwingers have intuitively known forever? If we bad more science based and evidence based political actions we would all be living in a better place…

  6. tsmithfield 6

    This is a topic that I am reasonably well qualified to comment on (having done a masters in Industrial psychology.)

    There is lots of research in this area. Besides Herzberg, it would be good to consider the work by Hackman and Oldham. Their “job characteristics model” included a survey based on their theoretical formula for determining how motivating a job is.

    The issue of performance related pay is quite complex, and contingent on the type of job. For instance, my wife works in real estate where the job is entirely performance pay. She is quite motivated in her role because she doesn’t get paid if she doesn’t perform.

    Also there can be various mixes of retainer and commission etc that include elements of performance and standard pay.

    Group incentives can be quite effective. However, the size of the group is a major determinant as to whether this type of pay will be effective or not. Haven’t got several hours to dig through my stack of studies, however the general idea is that group incentives will be more effective in small groups rather than large groups. In large groups individuals can succeed off the efforts of others. Thus they can get away with shirking. In small groups shirking is more likely to be noticed by other group members so normative pressures tend to increase the overall performance of the group.

    The basic philosophy behind all this is the effectiveness of reward schedules. Consider they behaviour of people who put money into a coke machine compared to a one-armed bandit. Where the rewards are regular and predictable (a coke machine) the desired behaviour (inserting money) quickly stops if the rewards do not come. Whereas where rewards are unpredictable (the one-armed bandit) the desired behaviour is likely to be maintained for much longer.

    Applying this principle to performance related pay, performance is likely to be strengthened if the boss occasionally hands out a bonus, gives a gift of appreciation, gives recognition etc because they appreciate the effort put in by employees, rather than having a specified schedule of performance.

    • lprent 6.1

      The general problem with performance pay is when it is unrelated to the factors that can be controlled by the person it is meant to incentivize. I always notice it in my jobs because the things I need to do make a project successful are pretty unmeasurable within the timeframe of the incentive. I’m typically putting systems in place not only for the current iteration of the products but also for a couple of subsequent generations as well.

      There are quite a lot of jobs like that. For instance virtually every management job. If you want to get a short term focus at the expense of long-term viability – then put in a performance based package based on measuring something simple like quarterly or yearly profit. If you’re after the intangibles like long-term viability, then frequently the only person capable of measuring it is the person receiving it.

      It is easy to setup operant conditioning for simple animals and simple jobs. However those are pretty much the exception rather than the rule these days. Most of those types of simple jobs were exported by the late 20th.

      • just 6.1.1

        Well put.

        As well as sacrificing long-term for short term gains, performance pay has the potential for creating moral hazards. As a hypothetical example, a health worker incentivised for minimising the amount of resources spent per patient.

  7. Bob Stanforth 7

    Agree, to a large extent – money is a poor long term incentive for most people. Some, and they tend towards the Myers Briggs sales types, thrive on commission only, love the chase and the catch, but those are very specific personalities.

    I tend to get the best from people by understanding their personal motivation, goals, needs etc, and helping them to support creating an environment for everyone to further those – and the organisations – goals.

    Creating a cohesive and supportive team that understands its own goals and how they fit with and support the wider organisational goals works far better as motivation for most than throwing money. But Im still a believer in offering people monetary incentive if they achieve stated and agreed goals – the human of the species is by nature a goal seeker and achiever, and supporting that behaviour isn’t a bad thing.

    • tsmithfield 7.1

      I agree with the comments from both Bob and Iprent above.

      Where I do use pay incentives it is generally a small component of the overall salary package. I use it to target specific aspects of behaviour that the employee has a fairly high probability of being able to control. However, I would put a lot more emphasis on ensuring that the job itself, the work culture etc is satisfying and enjoyable for employees.

      • Colonial Viper 7.1.1

        Interesting how pay incentives are the only incentives which matter when you have an elite decision making minority which believes in that to the bone.

        An elite which measures their own personal success and character by what they own and how much of it, and who then naturally judges everyone else in society by those same yardsticks.

      • RedLogix 7.1.2

        Feels good to be on the same page for once ts.

        Pink identifies three components of motivation: Autonomy, Mastery and Meaningfulness.

        Each one is an interesting thread in it’s own right, even more interesting is how different people respond to each of these differently. I’m very tempted to make the following wholly unsubstantiated mapping with Terrence Watts Warrior, Settler, Nomad model …but one that intuitively appeals to me:

        Watts puts forward the idea that there are three basic personality types that derive from our inherited DNA. (These may or may not relate to our parents’ personality typing).

        Warriors are the go- getters. Action driven , focussed and determined to achieve goals. Want respect more than love. Analytical rather than feeling, controlled and controlling choosing somber colours (blacks/brown) for clothes. Warriors may well be best motivated by the opportunity to demonstrate Mastery of their skillset and environment.

        Nomads are the drifters, they love change, colour, feelings and need to be the centre of attention. They hate being controlled by people, situations, schedules or events. They are “people people” often with a passion for the arts or performance. Nomads seek autonomy more than anything else.

        Settlers are those who occupy the middle ground. Solid dependable folk who get on with life. They like to please others and value home life, friends, stable work patterns and family. Meaningful work that connects them positively with the community around them is likely to be most rewarding for Settlers.

        How many managers have even the smallest clue about any of this, much less what might best motivate each individual person in their team?

        • Bob Stanforth 7.1.2.1

          My take on your question – fewer than probably 1 in 20 in senior management. Appalling. Ive advised large banks to restrain themselves from cutting budgets by a magical figure (normally 10%) because it is the most stupid thing you can do.

          But then I shouldn’t complain – stupid management is part of why I do what I do 🙂

  8. tsmithfield 8

    I wouldn’t use performance-based pay with teaching. However, I would change some things.

    1. I would increase teachers salaries to be competitive with other professional areas. This would hopefully attract people with good teaching ability to a career in teaching.

    2. I would make the standard for becoming a teacher a lot higher.

    3. I would focus selection into college on teaching ability rather than academic ability. In the same way that the best sports person doesn’t make the best coach, the best teacher isn’t necessarily the brightest person.

    4. I would take a contingency approach to placing teachers. Thus, for instance, some teachers may be better suited to teaching low academically oriented students, while some teachers may be better suited to teaching the high performing students.

    • RedLogix 8.1

      All very good points ts. And of course in the ‘old days’ we relied on appointing high caliber people to head teacher, whose primary role was to know his/her staff, lead, mentor and guide them to get the kind of results you are thinking of.

      We all must remember that one special teacher who made the difference in our lives. I know I do. How much did it have to do with ‘perfomance pay’? None whatsoever.

      Yet we have tried to substitute their special empathy and skill these great teachers had with children, with tests, evaluations, paperwork and performance measurements.

    • KJT 8.2

      True. I’ve noted in schools I have been in that the skilled dedicated Teachers tend to stay in low decile schools where they can make a difference, (though burnout is often noticeable) while the time servers predominate in the “easier” schools.
      Often the best teacher is someone who has struggled themselves to learn.

  9. tsmithfield 9

    We seem to be agreeing with each other a lot at the moment Red. 🙂

    In some ways we have things completely around the wrong way with teaching. It seems that the most academic self-motivated learners get the best teachers. However, these students don’t really need to be taught. They need something more akin to coaching to help direct their motivation.

    It is the under-performing students who should be getting the best teaching. These are the students who need to be motivated by teachers who are able to connect with them and inspire them towards learning. There is plenty of evidence that students from very dysfunctional backgrounds are able to excel when they get this sort of teaching.

  10. T 10

    Tangentially, from the BBC:

    [IgNoble] Management Prize: Alessandro Pluchino (Italy) and colleagues for demonstrating mathematically that organisations would become more efficient if they promoted people at random.

  11. Fabregas4 11

    I’ve always found that high performance leads to high pay – or I leave and go to an employer who is better. And yes, when I’ve been useless I din’t get more pay – which is fair enough though mostly in hindsight.

  12. Maggie 12

    I was involved with the BNZ when it negotiated a performance pay system with Finsec. The staff loved the idea, we always believe we are better than the other people we we work alongside. But they quickly became disillusioned. The only way the bank could get the system accepted was to keep throwing money at it.

    Major problem was the concentration on individualism, team work went out the door. Staff with sales skills were rewarded if they good sales figures, which often meant the skill to sell products to people who didn’t want or need them. Branch staff at a university campus were expected to sell superannuation to students, FFS.

    The bank also wanted to treat all sales staff alike whether they worked in Karori or Naenae…..

    And how do you measure performance of staff whose role is service, such as tellers? Give them a point for every time they smile?

    • Colonial Viper 12.1

      All led by management theorists who have no frakin idea how to make a real operation hum along with team work.

  13. ianmac 13

    I’ve been away and what a pleasant surprise to read all of the above post and comments. I thought that I was alone in my strong belief that performance pay would divide and weaken groups of people. Teaching is a cooperative profession, but if one was going for performance pay they would be wise to keep the skills and talents hidden from the competition. It is quite possible that NAct are lining Education up for P.Pay. Watch out!
    Amazing to see above usual opponents in agreement. 🙂

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    Current and former NZDF top brass are being publicly grilled this week by the hit and run inquiry over their public responses to allegations of civilian casualties. Previously, they've claimed there were no casualties, a position which led them to lie to Ministers and to the public. Now, they're saying ...
    No Right TurnBy Idiot/Savant
    5 days ago
  • “Homosexuality is same-sex attraction and relationships, not heterosexuals with delusions of gende...
    by Rafael D. Quiles (gender-critical gay man from Puerto Rico) The writing on the wall is right in people’s faces and people just don’t see it or don’t want to. What could actually possess a heterosexual male to want to feminize himself and claim that he is a lesbian? Because ...
    RedlineBy Admin
    6 days ago
  • Trump: “Where’s my favourite dictator?”
    From the Wall Street Journal:Inside a room of the ornately decorated Hotel du Palais during last month’s Group of Seven summit in Biarritz, France, President Trump awaited a meeting with Egyptian President Abdel Fattah Al Sisi. Mr. Trump looked over a gathering of American and Egyptian officials and called out in ...
    6 days ago
  • Magdalen Burns, 1983-2019, fighter for women’s liberation
    by the Redline blog collective At Redline we are very saddened to hear of the death of Magdalen Burns who passed away on the morning of Friday, September 13 (British time). Magdalen was a great fighter for the rights of women in general and lesbian women in particular, a defender ...
    RedlineBy Admin
    1 week ago
  • Parliament and the Executive
    The Brexit issue has certainly brought with it a series of apparently difficult constitutional issues, many of them concerning the respective roles of the executive and parliament. Most of them arise because of the unwillingness of MPs, despite their professions to the contrary, to be bound by a constitutional rarity ...
    Bryan GouldBy Bryan Gould
    1 week ago
  • The Abigail Article; Martyn Bradbury’s Article, and My Response
    . . This blogpost is different to my usual format of reporting on issues… Since July 1011, I have blogged on a variety of political issues; near always political and/or environmental; mostly highly critical of the previous National Government. Other issues included Israeli occupation of Palestinian lands and repression of ...
    Frankly SpeakingBy Frank Macskasy
    1 week ago
  • Police will have to wear silly Buckingham Palace hats from now on, says Police Minister
    Those close to the Police Minister believe the initiative may be the result of Nash “seeing a great deal” on AliExpress. In a move that comes seemingly out of nowhere, Police Minister Stuart Nash announced this afternoon that he expects all frontline staff to don bearskin hats, famously worn by ...
    The CivilianBy admin
    1 week ago
  • A sensible crackdown
    The government has released its Arms Legislation Bill, containing the second tranche of changes to gun laws following the March 15 massacre. And it all looks quite sensible: a national gun register, higher penalties for illegal possession and dealing, tighter restrictions on arms dealers and shooting clubs, and a shorter ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • California bans private prisons
    Private prisons are a stain on humanity. Prison operators explicitly profit from human misery, then lobby for longer prisons terms so they can keep on profiting. And in the US, prison companies run not only local and state prisons, but also Donald Trump's immigration concentration camps. Faced with this moral ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • Why PPPs are a bad idea
    When National was in power, they were very keen on Public-Private Partnerships (PPPs) - basicly, using private companies to finance public infrastructure as a way of hiding debt from the public. They were keen on using them for everything - roads, schools, hospitals. But as the UK shows, that "service" ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • A Movement That No Longer Moves.
    Moving And Shaking: There was a time when people spoke matter-of-factly about the “labour movement” – a political phenomenon understood to embrace much more than the Labour Party. Included within the term’s definition was the whole trade union movement – many of whose members looked upon the Labour Party as ...
    1 week ago
  • NZ ‘left’ politically embracing extreme postmodernism
    by Philip Ferguson Much of the left, even people who formally identify as marxists, have collapsed politically in the face of postmodern gender theory of the sort pioneered by American philosopher Judith Butler. For Butler even biological sex is socially constructed. “If the immutable character of sex is contested, perhaps ...
    RedlineBy Daphna
    1 week ago
  • The obvious question
    The media is reporting that the (alleged) Labour party sexual assaulter has resigned from their job at Parliament, which means hopefully he won't be turning up there making people feel unsafe in future. Good. But as with everything about this scandal, it just raises other questions. Most significantly: why the ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • The moment I found out that you found out, I acted swiftly
    By Prime Minister Jacinda Ardern I am every bit as angry as you are. I am every bit as disappointed as you must be. The people with power, oversight and the ability to do something about these processes within the Labour Party should be ashamed. Whoever those people are, I ...
    The CivilianBy admin
    1 week ago
  • This is why people hate property developers
    Property developers think there is an "oversupply" of houses in Auckland:High turnover rates and falling prices may be a sign that there are too many new houses going in to some parts of Auckland, commentators say. [...] Property developer David Whitburn said there was a "bit of an oversupply" in ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • Australia to Pacific: “Fuck you, you can all drown”
    World leaders are meeting in New York in two weeks for the 2019 Climate Action Summit, where they are expected to announce new and more ambitious targets to stop the world from burning. But the Australian Prime Minister won't be there, despite being in the USA at the time:Scott Morrison ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • Implausible ignorance
    Labour Party president Nigel Haworth resigned yesterday over the party's sexual assault scandal. But while that's good news, its unlikely to take away the stench of a coverup. Because according to Paula Bennett in Parliament yesterday, pretty much everyone in the Prime Minister's office was involved as well:I have been ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • Labour’s Fatal Flaw.
     Two-Faced? Labour insiders' commitment to the neoliberal status quo puts them at odds with their party’s membership; its trade union affiliates; and a majority of Labour voters, but this only serves to strengthen the perception they have of themselves as a special elite. Among the lesser breeds, they’ll talk up a ...
    1 week ago
  • Ten reasons the Tories do NOT want an election
    There has been a lot of talk about Boris Johnson wanting an election, and he has blustered with great gusto about 'chicken' Jeremy Corbyn refusing one, but I think there are many reasons why he is secretly glad he has been refused the opportunity:The Tories are an utter rabble,tearing themselves ...
    1 week ago
  • Prorogation Illegal, rule Scottish judges
    Scottish appeal court judges have declared that Boris Johnson’s decision to suspend parliament in the run-up to the October Brexit deadline is unlawful. The three judges, chaired by Lord Carloway, Scotland’s most senior judge, overturned an earlier ruling that the courts did not have the powers to interfere in the prime ...
    1 week ago
  • Let me explain what I meant by Everyday New Zealanders
    By Simon Bridges. The following is a press release from the office of Simon Bridges, leader of The National Party. Key ora, New Zealand. Happy Maori Language Week. Look, I’m writing to you today because I want to clear something up. There’s been a lot of kerfuffle around some things ...
    The CivilianBy admin
    1 week ago
  • Yes, the SIS is subject to the Public Records Act
    I understand there's some stuff going round about how the SIS "was removed from the list of public offices covered by the Public Records Act in 2017". The context of course being their records derived from US torture, which will be disposed of or sealed. The good news is that ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • An evidence-based discussion of the Canadian fluoride/IQ study
    Dr. Christopher Labos and Jonathan Jarry discuss the recent Canadian fluoride/IQ research. They provide an expert analysis of the paper and its problems. Click on image to go to podcast. The critical debate about the recent ...
    1 week ago
  • Climate Change: Australia in denial
    Australia is burning down again, and meanwhile its natural disaster minister is denying climate change:Australia’s minister responsible for drought and natural disasters, David Littleproud, has said that he doesn’t “know if climate change is manmade”. Clarifying earlier comments that the question is “irrelevant” when considering the Coalition government’s response to ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • Philippines activist speaking on the Duterte tyranny
    Auckland Philippines Solidarity is excited to host Professor Judy Taguiwalo for a speaking tour of NZ in September. She is a well-known activist in the Philippines and was a political prisoner under the Marcos dictatorship. Professor Taguiwalo briefly served as a Cabinet member under President Duterte but was forced from ...
    RedlineBy Daphna
    1 week ago
  • Disgust
    I have no special insights to offer on the Labour sexual assault coverup. All I have is disgust. Disgust that an organisation could fail its people so badly. Disgust that they punished the victims rather than the perpetrator. Disgust that its party hacks are apparently blaming the victims for demanding ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • Speak Up for Women calls out Greens’ censorship
    This open letter to the Green Party was penned after an opinion piece by Jill Abigail, a feminist and founding member of the party, was censored by the Greens’ leadership. (Redline has reprinted her article here).The intolerance of the Green Party leaders and their acceptance of the misogyny of gender ...
    RedlineBy Daphna
    1 week ago
  • Member’s Day: End of Life Choice, part 3
    Today is a Member's day, and David Seymour's End of Life Choice Bill continues its slow crawl through its committee stage. They're spending the whole day on it today, though the first hour is likely to be spent on voting left over from last time. After that they'll move on ...
    No Right TurnBy Idiot/Savant
    1 week ago
  • Flight to Los Angeles turned back after passengers decide they don’t want to go anymore
    An ambitious plan to fly to Los Angeles petered out into a brief sight-seeing trip and a desire to return home and get some sleep before work tomorrow. Air New Zealand has confirmed a flight to Los Angeles last night was turned back about a quarter of the way into ...
    The CivilianBy admin
    2 weeks ago
  • Indigenous Futures: defuturing and futuring – an analytical framework for policy development?
    There appears to be consensus – by omission – that the concept of indigenous futures should be accepted at face value. So I scavenged the internet to see if I could locate an academic descriptor or a framework around how we think about it as a concept, and whether it ...
    EllipsisterBy Ellipsister
    2 weeks ago
  • Cadbury rumoured to be releasing the Pineapple Trump
    Here’s another novelty chocolate to shove in your gob, New Zealand Cadbury could be seeking to make itself great again with a rumoured new release: Pineapple Trumps, a spin on its classic chocolate-encased pineapple treat and do-it-yourself tooth remover. The global confectionery manufacturer and bumbling “before” character in an infomercial, ...
    The CivilianBy admin
    2 weeks ago
  • The coming resource war.
    During my time in the Pentagon I had the privilege of sitting down with military leaders and defence and security officials from a variety of Latin American nations. Sometimes I was present as a subordinate assistant to a senior US defence department official, sometimes as part of a delegation that ...
    KiwipoliticoBy Pablo
    2 weeks ago
  • Māori Language Week with The Civilian
    Kia ora, Aotearoa. It’s that magical time of year. Te Wiki o te Reo Māori. In English, the week that frightens talk radio. As you probably know by now, all your favourite media outlets are participating, some more successfully than others. Stuff has changed its name to Puna for the ...
    The CivilianBy admin
    2 weeks ago
  • Will Horizons act on climate change?
    Local body elections are coming up next month. And it looks like all Palmerston North candidates for Horizons (the Manawatu-Whanganui Regional Council) want to take action on climate change:Climate change is set to be a key issue in Palmerston North for the next three years if those wanting to get ...
    No Right TurnBy Idiot/Savant
    2 weeks ago
  • BORA reform is stalled
    Eighteen months ago, the government promised to strengthen the Bill of Rights Act, by explicitly affirming the power of the courts to issue declarations of inconsistency and requiring Parliament to formally respond to them. So how's that going? I was curious, so I asked for all advice about the proposal. ...
    No Right TurnBy Idiot/Savant
    2 weeks ago
  • Corbyn and Brexit
    As the Brexit saga staggers on, the focus is naturally enough on the Prime Minister and his attempts to achieve Brexit “do or die”. But the role played by the Leader of the Opposition is of almost equal interest and complexity. The first problem for Jeremy Corbyn is that he ...
    Bryan GouldBy Bryan Gould
    2 weeks ago
  • A ditch for him to die in
    Last week, English Prime Minister Boris Johnson boldly declared that he would rather die be dead in a ditch than delay Brexit. Unfortunately for him, the UK parliament accepted the challenge, and promptly dug one for him. The "rebellion bill" requires him to ask for and secure yet another temporary ...
    No Right TurnBy Idiot/Savant
    2 weeks ago
  • Warning! Warning! Danger Jacinda Ardern! Danger Marama Davidson! Warning!
    Lost In Political Space: The most important takeaway from this latest Labour sexual assault scandal, which (if I may paraphrase Nixon’s White House counsel’s, John Dean’s, infamous description of Watergate) is “growing like a cancer” on the premiership, is the Labour Party organisation’s extraordinary professional paralysis in the face of ...
    2 weeks ago

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