Category Archives: employment

Support your local bureaucrat

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Governor Parson last week recommended a pretty healthy pay increase for state employees.  It’s a much-needed step for a much-underappreciated group of people.

Bureaucrats.   You know, those shiftless people who wrap everything in red tape when they’re not standing outside the front door of a state building, smoking.

Truth be told:  I’m married to a former bureaucrat.  She doesn’t smoke. She never took a state paycheck while frustrating taxpayers with poor service.  She never had anything to do with red tape. She was one of thousands of people who spent their days in cubicles performing everything from mundane tasks to examining situations that would be dangerous to public health and well-being.  She shuffled a lot of paper.  She created a lot of paperwork.  She was a necessary small cog in a very big wheel of a system designed to serve a public too easily bamboozled by opportunistic power-seekers who believe their best road to importance is attacking people such as her.

She left her cubicle behind several years ago to manage a bigger but far less lucrative project: Me.

We hope the legislature acts quickly on the governor’s recommendation of an 8.7 percent cost of living increase.  But his generous gesture constitutes a problem for some in our political world who cavalierly rattle on about shrinking government.  It also presents a problem for those who are eager to cut taxes so they have something to brag about in their 2024 campaigns.

The estimated cost of these salary increases is $151.2 million and that’s only the start.  The number will grow as time passes and more people find state salaries attractive enough to replenish a diminished state workforce—particularly in fields such as prison guards and mental health workers and social services workers, three fields—among many—that require courage and compassion many would find difficult to summon in those professional circumstances. The number also will grow as other increases are approved.

As welcome and as necessary as this expenditure is, it also should temper the enthusiasm of some to reduce the state’s ability to finance it today and properly to augment it tomorrow, lest it lead to layoffs in poorer economic times that will lessen or cancel the progress they create.

These proposed raises fly in the face of those who base their popularity on the time-worn concept of “shrinking government.”  Doing nothing has produced pretty good results for them, although it might be difficult to explain when constituents want to know why they can’t get services government should be providing but can’t get because of too many empty cubicles.

The Missouri Budget Project says the lack of more decent pay has resulted in the decline of state government jobs by 13.2 percent between February 2020 and June 2022. Governor Parson says there are 7,000 unfilled positions in state government and employee turnover is unacceptably high.

Those are numbers of which the “shrinkers” might take pride.  And now, here comes their conservative state leader trying to undo much of the hard-won results of their successful efforts to starve the beast. His common-sense proposal is a challenge to those who think effective and efficient government is possible only if fewer people run it and they’re content with being under-rewarded.  They’re just bureaucrats, you know.  Twenty-first century Bob Cratchits.

One of the goals of the suggested pay increases is to improve recruitment and retention of workers. Oh, Lord, that must mean he supports Big Government!!!

No, he doesn’t. He’s pushing for effective government and we can’t have effective government if we don’t have enough people to do the jobs that effective government requires.  And we can’t get—and keep—enough people if we (us taxpayers) aren’t responsible enough through our representatives and senators to pay them a more-worthy salary.

So, legislators, support your local bureaucrats.  And don’t follow up with something rash that will later set back whatever progress is attained through the governor’s recommendations

Franklin W. Dixon and Carolyn Keene

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The names might ring a bell for some of our readers.  “They” wrote books that have sold millions of copies and are still being published after more than a century.

For a short time, Franklin and Carolyn were the same person.   His name was Leslie McFarlane and I came across his second autobiography during a recent visit to a bookstore in Michigan.

Did you ever read or hear about The Bobbsey Twins?

Your grandfather or great-grandfather might have read  the Tom Swift novels or The Rover Boys, or perhaps novels featuring the heroics of Dave Fearless or the sleuthing of The Dana Girls. I have some copies of The Radio Boys. There also was a companion series, The Radio Girls. All were among the 109 juvenile fiction book series published by the Stratemeyer Syndicate which hired writers and gave them story outlines and paid them small amounts to churn out books, the best known of which are The Hardy Boys and Nancy Drew. 

Their contracts required that they never admit they were ghost writers of any of these books, using names assigned them by the syndicate.

McFarlane wrote 22 of the adventures of Frank and Joe Hardy and the first four spinoff volumes of Nancy Drew called The Dana Girls.

The book I picked up in Michigan is Ghost of the Hardy Boys. If you grew up reading any of the syndicate’s series, you’ll enjoy reading McFarlane’s story—which is far more than the story of the Hardy Boys stories.   His writing about the small Canadian town where he grew up and his stories of his early jobs with small-town newspapers are wonderfully written.

Not even his son knew he had written that shelf of books in the family bookcase. McFarlane, who considered his authorship just a job, never paid attention to what happened to his books after he wrote them and did not realize until the closing years of his life the significance of his efforts.

(I read several of the Hardy/Nancy novels but the real juvenile fiction author of my youth was Fran Striker, who created The Lone Ranger novels.  I have all of them about ten feet from where is have written most of the literary gems such as the one you are now reading.)

McFarlane struck a chord with your book reviewer a couple of times when he wrote about writing.  Here are a couple of excerpts:

When my young wife told her friends that she had married a writer, their good wishes sounded more like condolences…One good woman said, “God help you, my dear!” with compassion. We thought it amusing at the time. Later we realized what she meant.

Writers are not good husband material. (I am not qualified to speak for the husbands of female writers.) Not because they are worse characters than men of other occupations. They aren’t. Not because they are impractical and untidy. They are. Not because their income is chancy. It is. But they are always underfoot…Who can blame her if she envies her sisters whose husbands clear out every morning and stay the hell out until dinner time, returning with fascinating accounts of their adventures in the great world, of the installation of a new water cooler and how he told off the assistant manager? My life has been blessed by two remarkably happy marriages, each happy because of a woman who had the cheerful courage and devotion to put up with an existence calculated to drive most wives to a psychiatric hospital or divorce court…

The other day someone asked my friend, MacKinlay Kantor, when he planned to retire. Our paths in life have differed vastly but we both are of the same age, began on small-town newspapers, made a living from the pulps, and are still writing. “Writers,” replied Kantor, in a voice that came mighty close to a snarl, “never retire.  Real writers, that is.” And we wouldn’t have it any other way. It is a survival course that never ends for any of us. I will be freelancing until someone draws the cover over my typewriter for me for the last time.

I wish more people were writers.  Of their own stories.  Many people are intimidated by the thought, never sure “where to start,” thinking a story has to begin at the beginning.

Hogwash.

A story just has to begin. Earlier or later accounts will fill in the before-and-after holes. All life stories are worth telling. It is unfortunate that the main accounts of the lives people have lived are woefully inadequately summarized in the last newspaper article that will ever mention them.

Some people who retire worry about what they will do without a job and the social contacts that are part of employment.  The answer is simple.

Become a writer.  Write about the things you know best.  And the one thing you know best is yourself.  Abandon any pretense of modesty. Enroll in McFarlane’s “survival course that never ends for any of us.”

Descendants you will never meet will meet you.  And they will be enriched by what they read.

I was enriched by reading about Franklin W. Dixon and Carolyn Keene and discovering how much more they were than a couple of names.

 

Outgrowing Ourselves

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Picked up a copy of The Pathway the other day to read while I was having lunch at Chez Monet, which has moved back into the capitol basement to run the cafeteria.  The newspaper is a publication of the Missouri Baptist Convention.

The lead story told me that a bill in the state senate “threatens the First Amendment rights of Missouri Christians.”  Since I consider myself one of those, I thought I should learn about this threat to me.

The bill is the Missouri Non-Discrimination Act. It would ban discrimination based on sexual orientation and gender identity. “It masquerades as equal treatment for all, but it results in unequal treatment for people of faith like Colorado baker Jack Philips and Washington florist Baronelle Stutzman, Christians in business who seek to live out their faith in the marketplace.”

The article is critical of MONA and its federal counterpart, the Federal Equality Act, by extending prohibitions against discrimination in hiring or lodging based on race, national origin, and age.

The publication complains the bill would “penalize and discriminate against everyday Missourians for their beliefs about marriage and biological sex.”

This is a ticklish area because there are those who suggest non-Christians are behind such words. Then there are Christians who believe they MUST be behind those words.

The conflict results in some proclaiming that others can’t be Christians if they don’t support this kind of language. Or that some can’t be Christians if they DO support it.

And then there are some who question the Christianity of those who would argue about that.

—which bring us to a fundamental question of whether Christianity is an inclusive faith or an exclusive faith, a Big Church Faith or a Little Church Faith.

The article says, “MONA’s implications threaten our core convictions based on Scripture about our Creator God…..”

I confess that I sometimes wonder how to balance an omnipotent Creator God with a God who seems to make a mistake in creating someone who is gay or someone who does not identify with their birth gender.  Isn’t an omnipotent God immune from making such mistakes?

Or are we really all God’s children?  How can all of us be God’s children if some of us are gay and gay people are to be treated differently by Christians because it turns out not all of us are God’s children after all, or so they suggest.

I gave you only part of the sentence a minute ago.  The full sentence says, “MONA’s implications threaten our core convictions based on Scripture about our Creator God, family, marriage, sexuality, community, decency and religious liberty.”

Is it possible for a family with a gay child to really be a Christian family?  Can a gay or transgender person practice Freedom of Religion or does their gender identity impair their ability to be followers of the Christ?  Are they, at best, second-class Christians if they are Christians at all?

There have been times in our history when good Christian black and white people could not marry and even to be seen together was risky because others subscribed to “convictions based on Scripture.”  It offended Christian decency and was some kind of an insult to a community (small “c”).

Maybe there’s something wrong with me when the simple words of a hymn many of us sang as children keeps going through my head.

“Praise Him, praise Him, all ye little children, God is Love, God is love; Praise him praise Him all ye little children, God is love, God is love.”

When the Disciples rebuked Jesus for touching infants that had been brought to him, he told them, “Suffer little children to come unto me, and forbid them not; for of such is the Kingdom of God.”

He also told the disciples, “Unless you turn and become like children, you will never enter the kingdom of heaven.”

Given a chance to follow their natural impulses, children of all races, creeds, and nationalities will play together without judgment.  One might grow to be gay. Another might grow up to be transgender.  But that makes no difference when they are children involved in the innocence of play.

It’s too bad that we have to grow up and require laws that make us play nice together—or to separate us on the basis of some exclusive righteousnss or other.

Sometimes I think we are born as children of God.

And then we outgrow it.

Alright alright alright

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—-As potential next Texas Governor Matthew McConaughey says.

Governor Parson is going to ask the legislature next year to give salaried state workers a 5.5% pay raise and pay hourly workers $15 an hour.

The governor proposes; the legislature disposes.  We’ve all heard that.  So proposing is one thing. Accomplishing something is something else.  But this is a good move.

The state minimum wage is now $11.15.   And salaries for our state workers consistently have been among the bottom five or six states.  Openpayrolls.com calculates the average state employee last year made $28,871, 56.2% below the national average for government employees.

The minimum wage boost would affect about 11,000 state workers.

A review of state employee salaries five years ago by the data-mining study organization, Stacker.com ranked Missouri 47th out of 51 with the highest and the lowest salaries in the same general field—education.  With the average monthly salary of state and local employees then, the average monthly pay for all state and local employees was $3,746. The highest paid industry was listed as “Education,” where the average higher education monthly pay was $6,796. The lowest monthly salary then was in elementary and secondary education: $2.394.

Myron Cohen, a comedian who was a frequent guest on Ed Sullivan’s “Toast of the Town” show, used to tell the story of a fellow who came home from work early and found a naked man in his bedroom closet.  “What are you doing in there?” he is asked.  “Well,” says the naked man, “w-well…..everybody has to be somewhere.”

Somebody has to be at the low end of everything, including state employees.  Missouri has been content to be that “somebody” in too many categories for far too long.  The governor’s proposal is not likely to raise Missouri’s state workers very many notches on the poorly-paid lists.  But a pay raise of about five percent for hourly workers and 5.5% for salaried employees will be a big jump for our friends and neighbors who don’t deserve the disdain they often feel when they disappear each day into the offices and cubicles where the business of a 6.1-million member corporation called Missouri is run.

Unfortunately, there are reports of legislatures in several states that are seeing all of the federal COVID relief and infrastructure funds pouring in and they have started thinking of cutting taxes instead of realizing the advantages that come from the one-time infusion while maintaining competent levels of service under current taxing levels.

We hope Missouri’s legislature will not adopt the same attitude—-although we know there are those who will continue the state’s tradition of taking steps that make it harder for the state to pay for the promises it has made to its citizens for services and programs.

Just this once, let the deserving folks in cubicles have a little financial elbow room.

 

 

Sell Sell Sell

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(Selling encyclopedias one summer in college was not profitable enough to encourage a career in sales. But knocking on strangers’ doors in strange towns and convincing four in ten to let me in to give a presentation—making a sale to one of the four—did teach about selling myself, especially selling myself to people I did not know and who had no reason to want to know me.  Dr. Frank Crane offers his thoughts on—–)

SALESMANSHIP

Every young man should some time in his life have experience in salesmanship.

Selling goods is the best known cure for those elements in a man that tend to make him a failure.

The art of success consists in making people change their minds. It is this power that makes the efficient lawyer, grocer, politician, or preacher.

There are two classes of men. One seeks employment in a position where he merely obeys the rules and carries out the desires of his employer. There is little or no opportunity for advancement in this work. You get to a certain point and there you stick.

Such posts are a clerkship in a bank, a government job, such as letter-carrier, a place in the police force, or any other routine employment requiring no initiative. These kinds of work are entirely honorable and necessary. The difficulty is, they are cramping, limiting.

Some day you may have to take a position of this sort, but first try your hand at selling things.

Be a book-agent, peddle washing-machines, sell life-insurance, automobiles, agricultural implements, or peanuts.

You shrink from it because it is hard, it goes against the grain, as you are not a pushing sort of fellow. And that is the very reason you need it.

Salesmanship is strong medicine. You have to go out and wrestle with a cold and hostile world. You are confronted with indifference, often contempt. You are considered a nuisance. That is the time for you to buck up, take off your coat, and go in and win.

A young lawyer will gain more useful knowledge of men and affairs by selling real estate or fire-insurance than by law-school…

Get out and sell goods. Hustle. Fight. Don’t get fastened in one hole. Take chances. Come up smiling. So the best and biggest prizes in America are open to you.

Selling things, commercialism, business, is not a low affair; it is a great, big, bully game. It is a thoroughly American game, and the most sterling qualities of Americanism are developed by it, when it is carried on fairly and humanely.

There is incitement in it for all your best self, for your honesty, perseverance, optimism, courage, loyalty, and religion…

I mean to cast no slurs upon faithful occupants of posts of routine. They have their reward.

But…don’t look for a “safe” place. Don’t depend upon an organization to hold your job for you. Don’t scheme and wire-pull for influence and help and privilege.

Get out and peddle maps. Make people buy your chickens or your essays. Get in the game. It beats football.

The Joy of Rest

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(I know of a top-rank executive who would close his office door each afternoon so nobody would see him taking a nap.  I took some ribbing from my news staff from time to time because along about 2 p.m., I would find a long sound file and play it back so my computer screen appeared as if I were listening to something while I slipped into a “personal screen saver mode” for a few minutes. I always thought those moments helped me cope with 70-hour work weeks.  Dr. Frank Crane, our former Presbyterian minister turned popular newspaper columnist a century ago knew the value of such things as part of his advice to—-)

KEEP FIT

Ford, the automobile man, stated in his testimony before the Industrial Commission that he gets more and better work out of men at eight hours a day than at ten.

It is a law that holds good everywhere. The first duty of a worker is to keep himself fit. And an hour’s labor when he is up to the mark, bright, keen, and enthusiastic, is worth three hours’ effort when he is fagged.

“Keeping everlastingly at it brings success” is a lying motto; it rather brings poor results, slipshod products, and paresis.

Rest and recreation are the best parts of labor. They are the height to which the hammer is lifted; and the force of the blow depends on that height. To go ahead without 107let-up is to deliver only a succession of feeble, ineffective blows.

Get all the sleep you can. Stay abed all day occasionally. Learn to be lazy, to dawdle, to enjoy an empty mind; then, when you are called to effort, you can hit with ten times the power.

The higher the quality of your work, the more necessary it is that you approach it only when you are at your best.

This is especially true of intellectual effort. You can tell, when you read a story or an article, whether it is tainted with exhaustion; it is dull, lifeless putty.

Those who court the quality of brightness, but do not keep their bodies in trim, often resort to artificial stimulants. Stephen Crane said that the best literature could be divided into two classes: whisky and opium.

Intelligent people ought not need to be told that this is suicide. The best form of enthusiasm is the natural reaction of one’s system after a period of relaxation.

The pestiferous “work-while-you-rest” apostles are ever after us to “improve our spare time,” study French during lunch, geometry while going to sleep, and history during recess. But spare time ought to be wasted, not improved.

An hour or so at the ball-game, a contest at tennis, a long and aimless walk, a party at cards, a chess match, or a time spent in jolly talk with friends are not waste; they mean restored strength, upbuilt mental acumen, the doubling of efficiency when work is to do.

Learn to let go. Learn to relax utterly when you sit down. Learn to let every faculty lie down when you lie down, and rest whether you sleep or not.

The more thoroughly you do nothing when there is nothing to do, the better you can do something when there is something to do.

The very cream of life comes from rest. The blush, the aroma, the shine of your best work lie in the hours of idleness massed behind it. The secret of brilliant work is in throwing every atom of your reserve force into it. Perpetual exertion begets mediocrity.

“Keep fit.”

That is a better rule than “Keep at it.”

The Pandemic re-defines work

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Most of us probably have pondered what kind of permanent changes will remain in our society when the Coronavirus pandemic is finally considered vanquished.  With variants emerging and some of them appearing to be causing a bump up in our health statistics this month, we might not be learning the answer to that question for a while yet.

Clearly, the idea of “work” has been altered by this pandemic.  What will “work” look like when this finally blows over?   A few days ago, National Public Radio ran a story focusing on how the pandemic has changed, is changing, or will change the workplace.  Audie Cornish, the host on the afternoon news show, “All Things Considered,” interviewed three people, one in particular.  NPR was good enough to provide a transcript of that interview on its webpage. We thought the discussion worthy of passing it along to those who might have missed the broadcast or who don’t listen to National Public Radio.

CORNISH: Why and how to bring employees back into the office – those are the kinds of decisions company leaders are having to make. And they’re thinking about how to give employees flexibility, how the pandemic has impacted innovation and company culture. We spoke to a variety of CEOs – Christina Seelye, CEO and founder of video game publisher Maximum Games in California, was one of them.

CHRISTINA SEELYE: Innovation’s a big one. I think that innovation – I haven’t seen the technology yet that replicates what it’s like to be in a room with people and bounce off of each other.

CORNISH: And Dan Rootenberg, CEO of SPEAR Physical Therapy Company in New York.

DAN ROOTENBERG: I do believe that people learn from each other more. There’s more collaboration. There’s Zoom fatigue. I mean, I’m on so many Zoom meetings. It’s, you know, it’s really exhausting after a while. And so there’s a totally different feeling when you get together.

CORNISH: Those at the C-suite level, they turn to experts at places like McKinsey & Company.

SUSAN LUND: So we’re getting calls from executives and chief human resource officers to say, OK, we’ve now gotten used to everybody remote. But how do we bring people back? When do we bring them back? What protocols do we need?

CORNISH: I spoke with Susan Lund, a partner at McKinsey & Company and leader of the McKinsey Global Institute. They put out a report in 2020 that was updated this year looking at the lasting impact of the pandemic on the workforce.

LUND: If you had told any business leader a year and a half ago that we were going to send the whole workforce home – at least the ones who could work from home – home for more than a year, they would say this is going to be a disaster. And, in fact, it’s worked out quite well.

CORNISH: But brass tacks, were we all more or less productive when it comes to remote work? What did your research find?

LUND: So what we find is that in the short term, people are definitely as productive, that it looks like they’re spending more time at work, in part because they don’t have the commute. They don’t have to go out necessarily to get lunch. They don’t even have the office chit-chat. So on one level, it looks like the number of hours that people are working is actually up. But long term, there are questions about innovation and new products and new ideas are going to be as forthcoming because of the remote work setup.

CORNISH: I want to dig into this data more. But first, who do we mean when we say we? Who’s been able to work from home? What portion of the workforce are we talking about?

LUND: It’s really office-based workers who are able to work from home. Overall, we found that 60% of the U.S. workforce doesn’t have any opportunity to work from home because they’re either working with people directly, like doctors and nurses or hair cutters, or they’re working with specialized machinery in a factory or in a laboratory. So it is a minority of people who even have this option. But overall, so 40% of the U.S. workforce could, in theory, work from home one day a week or more. And about a quarter of people could spend the majority of their time – three to five days a week – working from home.

CORNISH: When we talk about that 40% of people who do computer or office-based work, now a large number of them have had the experience of remote work. With that experience in mind, what are people learning about what a post-pandemic scenario could be for them?

LUND: So when you look at employee surveys, you typically find that the majority of people say, going forward, when we’re vaccinated, when it’s safe to return to the office, they still would like the flexibility to work from home a few days a week. So that’s a hybrid model. But then you do have a segment of people, maybe a quarter, who say I want to be in the office full time. Now, maybe they don’t have a good home working setup. It’s often young people in their 20s who are starting out in their careers. They want the mentorship and the camaraderie. And then you have another small portion who say I would like to work remote 100% of the time and work from anywhere.

CORNISH: There have been CEOs out there quoted here and they’re saying things like, well, we’re going to know who’s really committed to the job.

LUND: Yeah. So there is a lot of issues. So for companies going down this hybrid approach, there are a lot of pitfalls to watch out for. And one is that you end up with a two-tier workforce, that the people – it’s always the same people in the room making the decisions and other people are on Zoom or video conference, and that those on video conference end up being passed over for promotion, not considered for different opportunities because they’re not there. So companies are being thoughtful. The ones who are pursuing some kind of hybrid approach are thinking through these issues. And how do we avoid that to keep a level playing field?

CORNISH: We’ve been talking about this idea of who comes back, whose decision it is, that sort of thing. Legally, what do we know? Can employers force employees to come back? Can employers gently encourage employees to be vaccinated? What have you learned so far?

LUND: Well, it’s a complicated question. So on vaccination, it looks like it’s a bit of a gray area, but it looks like under federal law, yes, companies can require employees to be vaccinated if it impacts the health and safety of their workforce. On coming back to the office, I think it’s a little bit more clear. Companies can require people to work on site – right? – as a part of the employment contract. But what they risk, especially for talented professionals, is that people will go to other companies that do allow more flexibility on some remote work or work from home.

CORNISH: When people look back at this time, will it be considered a reset in some ways when it comes to work, or are we going to be back to where we were in 2019?

LUND: Well, my crystal ball is broken, but I think it will be a reset. I don’t think that we will go back to the same pattern of working. I think that the forced pause for everyone to spend more time at home with family and friends has really caused many people to rethink. I think that this really has been a reset.

Incidentally, Audie admitted that she was conducting this interview from a temporary studio in the attic of her house.

If you’d like to listen to the entire piece, including comments from others, go to:

https://www.npr.org/2021/06/09/1004862350/-why-do-we-have-to-go-back-to-the-office-employees-are-divided-about-returning

 

Back to the grind

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(Another Monday.  Back to the old job. Again.  For some, today is the first of five days at the old grind.  For others, it’s the beginning of five days of excitement, of opportunity.  For some today just starts a work week. For others it’s another day to fulfill a calling—and the approach is completely different. Dr. Crane might have written this for those who go forth on Mondays, as he considers—-)

THE JOY OF WORK

If you examine carefully all of the supposed joys of life you will find the most enduring, satisfactory and real joy is work.

But to be joyful, work must be the kind you like.

And work, to be liked, must have two elements.

First, it must call into play one’s full, normal activities.

And second, it must be the creating of something.

The truest happiness is found in the most complete exercise of our powers.

Children are happy because they are doing with all their might everything they can do. Arms, legs, lungs, are busy every waking moment.

Laziness, drunkenness, sensuality are diseases that come on later in life. Those that indulge in are happy only by fevered spells. Between these they are consumed by restlessness, doubt, ennui, and despair.

The great mass of men are happy most of the time because they have their necessary work. And where a man finds his right work it is the same to him that play is to a child.

Look at this busy humanity, doctors and lawyers, farmers, merchants and clerks, letter carriers, engineers, masons, carpenters, writers and house mothers!  Out of them, as a mighty chorus, arises the hymn of “The joy lf living.”

Life is pleasant because it is functioning normally.

Life is a burden only when it ceases to function.

Every faculty cries for something to do. The brain must think, plan, organize, project, imagine, reason, compare, decide.

When it has no real business upon which to use these motions, we load it with artificial concerns, such as novels, plays, and travel sites, to sill its clamor and craving. But the people who are amusing their brains are not so happy as those who are using their brains.

It is better to play at work than to work at play.

The muscles demand something to do. When we refuse them, they breed poison in us. They curse us with gout and rheumatism, and biliousness.

The stomach, liver, heart, and lungs all demand steady employment. Give us work, they shout, or we will go on strike. They are more cantankerous than a labor union when they are refused employment.

The eye wants work. We must have someone to love, someone to revere, something to suffer and to overcome.

Tannhauser grew weary in the lap of Venus; he longed for human strife and sorrow.

And a perfect hell would be a place where every sense is lulled, every appetite is gorged, where there is eternal rest and nothing forever and ever to do.

Joy is a function of activity.

Soul and body pray for dangers, crises, tasks.

Perfect joy circles as a halo the brow of the worker and the fighter.

“To him that overcometh will I give the morning star.”