Podcast – Who won the 2020 presidential election?

You can divide the USA down the middle by asking one question, “Who won the 2020 presidential election?” Depending on your answer, you are demonized at worst, considered duped by the media at best or somewhere in between. There are a lot of memes and “Facebook facts” abounding about the election but few back up their stance with a PhD level analysis of the facts. One who did was Dr. Peter Navarro. I’ll be talking about him and his very famous report series in this episode. 

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Podcast Transcript

You can divide the USA down the middle by asking one question, “Who won the election?” Depending on your answer, you are demonized at worst, considered duped by the media at best or somewhere in between.

There are a lot of memes and “Facebook facts” abounding about the election but few back up their stance with a PhD level analysis of the facts. One who did was Dr. Peter Navarro. I’ll be talking about him and his very famous report series, right after this.

{sponsor: My eBook – “Racism Reimagined: How Critical Race Theory Imperils the American Workplace” can be downloaded here.}

Dr. Peter Navarro received his Ph.D. in economics from Harvard University and is a professor emeritus of economics and public policy at the University of California, Irvine. You might have seen him on CNBC, Fox Business, the BBC, CNN, MSNBC, and the CBS News, including 60 Minutes. (He’s a big deal.) He presently works in the Whitehouse as the Director of the Office of Trade and Manufacturing Policy (OTMP), an office established by President Trump to defend and serve American workers and domestic manufacturers.

As a private citizen, Dr. Peter Navarro did his homework on the election. So much so, he wrote 3 volumes of reports based on what he observed. Agree or disagree with his findings, one must admit that he did his homework and that his evidence is compelling.  

His first report, “The Immaculate Deception,” assessed the fairness and integrity of the 2020 Presidential Election by identifying and assessing six key dimensions of alleged election irregularities. These irregularities included: outright fraud, ballot mishandling, a wide range of process fouls, multiple violations of the 14th Amendment’s Equal Protection Clause, voting machine irregularities, and statistical anomalies. Here are some quotes from that report.

Quote #1

In a voter fraud context, bribery refers to the corrupt solicitation, acceptance, or transfer of value in exchange for official action, such as voter registration or voting for a preferred candidate.12 At least in Nevada, there is a slam dunk case that such bribery occurred. What is so stunning about the Nevada case is the brazen disregard for our federal bribery laws. In the Silver State, in an effort orchestrated by the Biden campaign, Native Americans appear to have traded their votes not for pieces of silver but rather for Visa gift cards, jewelry, and other “swag.”13 According to the Epoch Times, such vote buying schemes also may have occurred in eight other states, including Arizona and Wisconsin.

Quote #2

Arguably the most flagrant example of possible fake ballot manufacturing on behalf of Joe Biden may have occurred at the State Farm Arena in Atlanta, Georgia. The possible perpetrators were caught in flagrante delicto on surveillance video. In one version of this story, poll watchers and observers as well as the media were asked to leave in the middle of the night after a suspicious water leak. Once the room was cleared, several election officials pulled out large boxes of ballots from underneath a draped table. They then proceeded to tabulate a quantity of fake manufactured ballots estimated to be in the range of tens of thousands. 17 Note that a large surge in Biden votes following the tabulation of these ballots can be clearly observed after these votes were processed.18 Despite what appears to be damning evidence of a possible crime, a spate of stories appeared across the anti-Trump media diaspora dismissing any concerns. According to these whitewash stories, these were regular and authorized ballot boxes, observers in the media were not asked to leave but simply left on their own.

Quote #3

Indefinitely confined voters are those voters unable to vote in person because of old age or some disability. There are two types of possible abuses associated with such indefinitely confined voters. The first kind of abuse involves exploiting the elderly or the infirm by effectively hijacking their identities and votes. For example, in Georgia, the family of an elderly man in a nursing home facility discovered that a mail-in ballot had been requested and submitted under his voter registration identity, yet it was done without his consent.

 In a similar situation in Pennsylvania, two parents and their daughter who has Downs Syndrome went to vote in person and discovered that a mail-in ballot had both been requested and submitted for the daughter without her consent. The second kind of indefinitely confined voter abuse is far more consequential, at least in the state of Wisconsin. The key allegation here in several court filings is that “bad-faith voters” registering as “indefinitely confined” intentionally broke “Wisconsin election law to circumvent election integrity photo identification requirements.” In a nutshell, they were able to vote without showing a voter identification photo and therefore underwent a far less rigorous I.D. check than would otherwise have been conducted.

This abuse happened, according to one press account, after “clerks in Dane and Milwaukee counties offered illegal advice that encouraged individuals to use indefinite confinement as a way to ignore the state’s photo I.D. requirement.” The Trump side has called this correctly an open invitation to fraud; and stories and pictures abound of Wisconsin voters who registered as indefinitely confined but were seen also attending weddings, riding their bikes, going on vacation, and otherwise be anything but confined.

Bribery.

Fake ballot manufacturing.

Exploiting the elderly by hijacking their identities and stealing their votes

All of that was documented in volume 1 of Dr. Peter Navarro’s report series – “The Immaculate Deception.”

He followed that up with volume 2 in his report series – “The Art of the Steal.” Here’s just one quote from that report.

The practical result of the Democrat Party’s two-pronged Grand “Stuff the Ballot Box” Strategy was to flood the six key battleground states with enough illegal absentee and mail-in ballots to turn a decisive Trump victory into a narrow alleged Biden “victory.” Key political operatives assisting the Democrat Party included Wall Street oligarch George Soros, Silicon Valley oligarch and Facebook CEO Mark Zuckerberg, and Marc Elias, former Hillary Clinton Campaign General Counsel and one of the alleged architects and financial conduits for Fusion GPS and the Russia Hoax designed to topple a duly-elected President.

Soros money helped fund efforts to change election laws and rules through instruments such as referenda. Soros and his network of organizations such as the political action committee “Secretary of State Project” also helped to elect puppet Secretaries of State in Michigan (Jocelyn Benson) and Pennsylvania (Kathy Boockvar) who would play instrumental roles in bending or breaking election rules and thereby advancing the Grand “Stuff the Ballot Box” Strategy. Zuckerberg money – nearly half a billion dollars – helped engineer what was effectively a hostile Democrat Party “public-private partnership” takeover of what should otherwise be a nonpartisan election process in key Democrat strongholds such as Wayne County, Michigan and Dane County, Wisconsin.

Useful idiots for the Democrat Party included Georgia’s Republican Governor Brian Kemp and Republican Secretary of State Brad Raffensperger who entered into a Consent Decree that dramatically INCREASED the number of absentee and mail-in ballots while dramatically DECREASING the rejection rate of such ballots. Republican state legislators who voted for the bills that would help the Democrats advance its Grand Strategy likewise were unwitting dupes.

Dr. Navarro’s report series concluded with volume 3 entitled – “Yes, President Trump Won: The Case, Evidence, & Statistical Receipts.” In that report, he lays out a LOT of statistics in respect to the number of illegal votes in each battleground state.

When I read through those reports and considered the source, it was easy to think that the information offered is from a life long republican and now a heartened Trump supporter defending the President with a cult-like loyalty. However, I was wrong to even consider that because Dr. Peter Navarro used to be a Democrat with a deep respect and admiration for Hillary Clinton. In fact, he feuded with Republicans often and unsuccessfully ran for office multiple times. Interesting.

When Dr. Peter Navarro released his report, the criticism he received was not directed at his analysis per se. Instead, the media attacked him from violating “The Hatch Act.” To explain what that is, I will quote Marketwatch.

The Hatch Act prevents federal employees from engaging in political work while performing their official duties. The agency charged with enforcing the act said that Peter Navarro, director of the White House Office for Trade and Manufacturing Policy, used his position to influence the 2020 presidential election through his statements in television interviews and on social media.

“His comments were directed at undermining Mr. Biden’s presidential candidacy and persuading voters not to support him in the 2020 election,” the Office of Special Counsel report stated.

White House lawyers have asserted Navarro did not violate the Hatch Act because factual or policy statements do not constitute advocacy for or against a candidate, the report stated. They argued, for example, that Navarro’s statement about Biden “kowtowing to the Chinese” was acceptable for him to make in his official capacity.

When you go against the mainstream media narrative and leftist ideology (in general), you will be called all kinds of names and cancelled out of polite society. It is amazes me that only after Dr. Peter Navarro was associated with President Trump that he became an idiot in the eyes of the left. Prior to that, he was regularly seen in mainstream media and widely respected. As I said earlier in the podcast, Dr. Peter Novarro was regularly featured on CNBC, Fox Business, the BBC, CNN, MSNBC, and the CBS News, including 60 Minutes. It sorts of reminds me of how the once revered and respected neurosurgeon Dr. Ben Carson was vilified when he ran as a Republican and later served in President Trump’s administration. But, I digress.

I searched and found a video where Dr. Peter Navarro defended his reporting. I would share it with you now but, YouTube took it down.

St. Nicholas and The Secret History of Black Santas

The modern image of Santa Claus was created in the late 1800s by American artist Thomas Nast in a series of cartoons for Harper’s Weekly magazine. It became a staple of Christmas cards and advertising images in the early 20th Century, most notably a 1930s Coca-Cola commercial, which some believe popularized his distinctive red-and-white garb.

Traditional Santa Claus Popularized by Coca-Cola

However, the origins of this cultural icon run much deeper than that. In fact, it predates the inception of our nation, itself. I’ll share the true origin of Santa Claus and the secret history of Black Santas in America in this special episode. Please, please, please (begging like James Brown) share this episode with with your network during this holiday season.

Bill “Bojangles” Robinson as Santa Claus

Give the gift of Black History this holiday season!

Black History Quiz: A Word Find Puzzle Book of Black History Facts and Quotes – Throughout the book, readers are presented with clues to the identity of influential people and historic events. The answers to the quizzes are words and phrases which are hidden inside a word find puzzle.  Over 250 facts are shared in this volume of word find puzzles that are sure to educate and inspire people of all ages and all over the world. After all, black history is world history.

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The Never-Ending Quest for Workplace Efficiency

Just the other day I was laying on my couch and generally ignoring the world. The Coronavirus forced me to quarantine in my home but I counted it all joy because I had my DVR and a Netflix account to keep me company. My agenda was pretty much set then, eat, sleep and repeat as necessary. Eventually, I caught up on all the Netflix Marvel shows, Dr. Who episodes and classic Bruce Lee films that I planned on watching since I picked them up in a garage sale. (It’s good to have goals.)

With nothing else to do, I decided to channel surf for new adventures. To my surprise, I stumbled across a new channel on my satellite listings – HR TV, a station devoted solely to content of interest to Human Resources professionals. Imagine my shock! In progress was a show called “HR News” and its topic was “The New Normal.” I watched as they discussed how rapidly the world had changed; seemingly overnight. The Coronavirus debuted, followed by social distancing and the negative effects on some remote workers who found the transition difficult. They went on to detail how civil unrest in major cities were incentivizing millennials to leave the big cities in droves and they speculated on related trends.

I watched in unblinking fascination as they cited the boom in purchasing spy software as bosses try to monitor their workers at home, not realizing the privacy issues that may erupt because of that. They gave a general nod to other forms of technology becoming more pervasive in the workplaces where workers are still interacting. For example, social-distancing bracelets that Ford workers use in their factories and how Amazon was automating recruitment out of the hands of recruiters and the increasing demand for robots in certain industries. Not all of their reporting was alarming to me; I enjoyed the new job report where they shared how new opportunities were abounding due to more adaptable and easier to program robots. So, one can expect jobs like Robot Technician and Robot Operator to become mainstream soon.

But no matter all the changes, one pursuit was constant – the never-ending quest for workplace efficiency. And as they began listing examples of ways companies were leveraging technology to improve their work outcomes I thought, “Well, who can blame companies for wanting to do more with less? We do that at Proactive Talent all the time.”

Some of the examples of workplace efficiency they cited were:

  • According to UPS, their ORION system saved them around 100 million miles per year since its inception, which translates into 10 million gallons of fuel and 100,000 metric tons of carbon dioxide emissions. Moreover, reducing just one mile each day per driver saved the company up to $50 million annually.
  • Another example they reported on was Digital Twins which are virtual replicas of physical devices that data scientists and IT pros can use to run simulations before actual devices are built and deployed. This is trending in manufacturing, automation and construction industries.
  • What I thought was the coolest efficiency tech they shared were generative design tools. You come up with one way to build something based on certain parameters and the machine will take your one idea and come up with multiple variations of your idea. I really liked that because it could really inspire creativity.  

Although I was engrossed in this report on emerging HR technology, I felt myself holding my breath a bit when they veered into the more negative effects of workplace efficiency. I forget exactly how they explained the phenomenon, but its pretty much summed up like this, “When you treat people like machines, they don’t like it.” As an example, they talked about algorithmic management which is basically when a machine manages workers through an app. They cited companies like Uber and Lyft as prime examples. In both cases, instead of conversing with a human being for advice or an assignment, the app guides the gig workers. It’s a great arrangement from a company perspective. However, some of the workers don’t accept the business model and so they push back resulting in unionizing efforts as gig workers lobby for more pay, sick leave and other benefits not associated  with freelance work.

Over at Amazon, in its never ending quest for efficiency, a monitoring device tracks the productivity of its workers. Work too slow and you are notified to speed up your workflow. To prove that, they quoted The Seattle Times.

At the warehouse where he worked, Amazon monitored everbody’s rate through a handheld device — tracking “our every move as if we were convicts out on house arrest,” he writes.

The device carried messages to workers and recorded how quickly they were picking or packing goods. “Your rates are down this hour, please speed up,” a message might say, according to Bloodworth.

If you are slack in your progress for too long, you might be given a warning or terminated without input from a supervisor; a seamless process facilitated by automation. Amazon really, really likes the idea of being efficient to the Nth degree. To support that reporting, they cited “The Verge.”

The documents also show a deeply automated tracking and termination process. “Amazon’s system tracks the rates of each individual associate’s productivity,” according to the letter, “and automatically generates any warnings or terminations regarding quality or productivity without input from supervisors.” (Amazon says supervisors are able to override the process.)

Amazon workers have a different view of the company’s efficiency pursuits. Feeling like robots, they fight back which is why unionization efforts have been ongoing.

As fascinating as the news reports were, I still managed to fall asleep on the couch; which typically happens when I watch TV there. I started dreaming but as I think of it now, I think my subconscious mind was still following the reports on TV and how companies have been pursuing efficiency for decades.

2017

2016

2013

2001

And then I woke up on my living room floor because when I dream about HR technology, I toss and turn a lot. You would be surprised by how often that happens to me. In any regard, as I adjusted to the light, I could not help but ponder all the news reports I watched and the flashbacks in my dream. No doubt there will be new tools and processes invented with the claim that they will make companies more efficient. Some of the tools will deserve the hype while others will cause discord among the rank and file. How can these future companies and the leaders that will manage these technologies, make these tools acceptable for all concerned? A few ideas come to mind.

  • Have employees opt-in to the new efficiency technology. Do not force them to comply or punish them if they opt-out; especially if they have privacy concerns. That could really backfire against you in terms of your Employer Brand.
  • Clearly specify what data is collected when using these efficiency tools and narrowly define its use. This is most concerning when you are microchipping workers. For that matter, when possible, anonymize and aggregate the data for the sake of managers tempted to snoop on workers. You may want to limit who has access to the general data.
  • Employees should always have access to the personal data being collected on them from the next efficiency tool. The tool could be fallible in its data collection and thereby harm the work reputation of the employee. Said employee should have the chance to defend themselves as such tools could hamper their work performance review.
  • Put a time limit on how long the data can be stored and delete it after a predetermined time.
  • Most importantly, use data to inform your decisions but, do not forsake human judgement. No machine, no matter how well built is perfect.

If you have Satellite TV or Cable TV, it may be worth your while to check out HR TV. It is amazing the kind of information you will find there. If it’s not available in your area, sorry for your luck. If you do find it in your TV menu, I suggest the following shows:

  • The Real Recruiters of Atlanta
  • Dancing with the HR Stars
  • Friends with Benefits and Compensation
  • Boolean Bandits
  • The Walking Dead Hiring Managers

All quality shows worth a weekend binge.

Jim

FYI: This article was originally posted on the Proactive Talent blog.

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Black People Won’t Take the Covid-19 Vaccine Because…

So, I read this article from the Los Angeles Times called “Why won’t Black folks trust us’ on COVID-19?” and I thought it was fascinating, yet obvious, in terms to the answer to that question. To quote, “The second option is to target Black people and roll it out in the neighborhoods that have logged the most cases. “But then,” Cofer said, “people are going to say, ‘Oh, no! You’re not gonna experiment on us like you did with Tuskegee.’”

In this episode, I go into deeper detail on The Tuskeegee Experiment and other reasons why, I think, most African-Americans will not take the Covid-19 Vaccine when it debuts. 

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Podcast – Its Culture Not Color That Holds Us Back

I read an article in USA Today entitled,  “What is systemic racism? Here’s what it means and how you can help dismantle it.” When I read it, a healthy skepticism triggered within me. There was a big emphasis on how systemic racism made it difficult for African Americans to succeed.  Yet,  I could name many successful African American celebrities, athletes, business people and politicians.  And that lead me to consider other questions. 

  • If systemic racism is such a problem today, why are so many minority groups doing better than whites economically
  • In the past, systemic racism was much more pronounced than it is today. That being the case, it would be impossible for African Americans to become millionaires after the Civil War and yet, there were several. Why? 
  • And if systemic racism is not the blame or at least, not the biggest impediment to African American progress, what is?

I mull over all these things in this episode of my podcast which is a condensed version of an article I posted on my blog earlier this year – “Its Color Not Culture That Holds Us Back.” And last but not least, all tips are appreciated. Feel free to Cash App me anytime. ($jimstroud1) 

If you have not already, please consider subscribing to my blog and podcast now! Please and thank you.

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