The current generation of 20-somethings, 30-somethings, and 40-somethings—Millennials into Gen X—are stuck in the rotation of an old model of corporatism and systemic hierarchies that are progressively outdated.
In April 2013, just around tax season, James Surowiecki published in The New Yorker’s Financial Page that $2 trillion dollars is missing from the U.S. economy. In the article, he states that money represents a grey economy of under the table jobs: “nannies, barbers, Web-site designers, and construction workers….Ordinary Americans…”—ordinary Americans in a workforce that is both creatively and actively afloat. A grey economy that represents an act of creative ingenuity for the 10.5 million Americans who are currently unemployed, underemployed, or who have been laid off in the United States since 2008.
There would be an expectation that these lay off numbers would generate a mass cultural state of depression and despair—and in some demographics, it has—but what I think it has created also, more genuinely, is a shared economy. Because Americans have been told that the cubicle boxes they so snuggly fit into for years no longer need them (or want them), the American public have been forced to discover how to fit snuggly into an economy that they themselves had to create.
The executive head of a small nonprofit organization (NPO) in Massachusetts once referenced Maslow’s Hierarchy of Needs to demonstrate where certain employees stood in that particular office environment (an office that had barely 8 full-time staff at the time). That sounds like trying force a square into circle and demanding output and efficiency. That model is not going to work for a generation who perpetually expects to be laid off.
Because stability is no longer found in those structures, most employees find, or are working toward, innovate economic escape routes. Perhaps survival of the fittest is a more accurate indicator, but I’m too much of an optimist for that. And that’s my point.
Whether or not the economy is sure-footed, the nebulous nature of its recovery is making a certain demographic of the population sure-footed, and it’s not the 1%.
Maslow’s Needs do not reflect the current nature of productivity and integration of people in the United States, or if it does, it is the middle section: “Love/belonging”. Maslow’s pyramid structure no longer exists, not really. His hierarchy, an outdated patriarchal paradigm, pushes against cooperative feminist structures of sustainability, compassion, humanity, and cultural collaboration. The idea that there are people—helpers and connectors—who will give a person a chance over and over again (for no apparent economic, corporate, or social gain) is a progressive, but by no means new, model to keep the economy moving and to keep the populace engaged with its community and world.
I have been reading Malcolm Gladwell’s The Tipping Point and had the brief privilege of working under the direction of Lois Weisberg, former Commissioner for the Chicago Department of Cultural Affairs, before the office was shuttered in 2012. In that brief moment in gleaming Chicago history, I understood what it meant to be one of Gladwell’s connectors.
Systemic office culture under Maslow’s hierarchy is classism. And in the current state of U.S. affairs and privatization, too many workers are still marching and climbing and racing to the top of a ladder toward some dream of corporate success, yet somehow never got the memo that there is no longer a top to get to.
And that’s the American dream.
Doing It Ourselves: What the Economic Crisis Really Means and What We Can Do About It