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CRACKING THE SYSTEM: If Chris Brown came up with his own fashion design institute, what type of person might attend it?

written by Anthony Moore
© 2013

Question: If Chris Brown came up with his own fashion design institute, what type of person might attend it?

Excerpt from Cracking the System: Lots of companies look at their employees as products. To put it another way, many companies see their employees as just another cog in the wheel. Just like any other supply (whether it be paper, pens, staples, or whatever) employees are often considered just another supply in the supply chain; just another resource necessary to make money. At least if you have this understanding you can act accordingly. A fundamental aspect of providing value is knowing how people value (or don’t value) you. To put it another way, it’s about being aware of how valuable you are to the operation you’re working with.

Think about this. One of the most effective ways to oppress a person is to make them believe they are not being oppressed. For instance, if a guy hits a female because he wants to give her a black eye to match the black dress she’s wearing, don’t associate his desire to make sure she’s wearing matching colors with him looking out for her. While it normally might be a good thing to have someone that makes sure you’re matching from head to toe, this is clearly an exception to the rule. Besides, anybody that associates assault and battery with fashion coordination is probably coo coo for cocoa puffs in a major way—either that, or they attended the “Chris Brown School of Fashion Design.”

HOW THE PRECEDING BOOK EXCERPT CONTRIBUTES TO “CRACKING” THE SYSTEM: The excerpt above is from the chapter entitled Play Your Position. It comes from a section within the chapter entitled Peep This So You Don’t Get Dismissed, which points out how important it is for people to understand how many employers, and people in general, will view them in terms of the financial value they represent. In other words, in the modern corporate and business environment, companies and other types of organizations determine people’s value explicitly in terms of what they contribute to the bottom line. Understanding this increasingly obvious reality is key to not getting played by the system. It is important that people realize this so that they are aware they will be discarded if it is determined that it is in the best interests of those who employ them to do so (regardless of the praise and other types of sentiments that are used to induce loyalty).

The book ties these points into how important it is for current and future college students to see themselves the way prospective employers will see them, which is as a “product.” This enables them to correspondingly consider where they fit in as a product in the distribution chain (in other words, where they fit in terms of how professions and industries they are considering entering, or have already entered, are organized). The book provides techniques for doing so and shows how to take the aforementioned factors into consideration when choosing a college, selecting a field of study, and pursuing scholarships for college.

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