Connect with us

Business

Quiet quitting. RTO. Coffee badging. What this new vocabulary says about your workplace

Published

on

Quiet quitting. RTO. Coffee badging. What this new vocabulary says about your workplace

Abygail Liera sympathized when she first read about people who were “quiet quitting,” refusing to go above and beyond at their jobs.

But it wasn’t until a few months later that she understood.

The Winnetka resident got a new boss and was expected to train him, but when she asked for a raise, she said she was told, “We’ll see.” Her boss discouraged open and honest feedback, making her work environment feel toxic and disrespectful.

“I remember reading it, and I’m like, ‘Damn, this sucks that people have to go through this,’” Liera, 32, said of the news article on quiet quitting. “At the same time, I was like, ‘Oh, I don’t know what that feels like.’ But now I do.”

Advertisement

Since the pandemic, work-related phrases such as “quiet quitting” and “Great Resignation” have taken over the internet — and are now part of our everyday vocabulary. Social media are filled with work-related memes and videos that describe “rage applying” or “lazy girl jobs.” People share tips on Reddit about how to effectively — and surreptitiously — “polywork,” or hold multiple jobs at the same time.

This proliferation of workplace lingo is more than a fad: It’s a viral language showing how workers are trying to hold on to the power they suddenly gained during the pandemic, workplace experts say.

After March 2020, workers were able to leverage the tight labor market to get what they want. But recent layoffs across a number of industries have shown that the balance of power between employee and employer today is, at best, a constantly tilting seesaw.

The job cuts and mandatory return-to-office policies imply that companies are gaining the upper hand on their employees, yet the persistence of hybrid work policies may show that workers have made a permanent mark on how work gets done in the future.

Employment data suggest that a growing number of people are prioritizing work-life balance in a more meaningful way or, increasingly cynical about traditional work arrangements, are tailoring those structures to work for them.

Advertisement

“As cynicism grows with the status-quo aspects of work, it feels like this push and pull between management and workers,” said Eric Anicich, associate professor of management and organization at USC’s Marshall School of Business.

“This idea of disliking your boss and hating your job is as old as time,” Anicich said. “Now we have a certain language for it, and there’s a certain way of tapping into a community of people who feel the same way that we haven’t had in the past.”

Pandemic epiphanies, burnout and coining a new term

Los Angeles buildings with signs on them reading "We Quit" and "Out of Office"

(Andrew Rae / For The Times)

For 10 years, Alisha Miranda juggled two careers — a 9-to-5 job in creative and digital agencies and, in her spare time, freelance journalism.

But by June 2021, she’d had enough.

Advertisement

Working from home during the pandemic blurred the lines between work and her personal life, exacerbating a years-long feeling of burnout. Miranda had toiled for years at her day job without receiving a promotion or a pay raise, despite indications from her managers that one was coming. She even continued working while grieving the deaths of loved ones from COVID-19. The final straw came when a large ad campaign she’d been working on was suddenly pushed back indefinitely.

“I can’t picture doing this for one more day,” Miranda, 38, remembers telling herself. “I have got to go.”

Miranda joined the historic wave of millions of U.S. workers who left their jobs in 2021 and 2022 because of high levels of burnout or “pandemic epiphanies,” in which about two-thirds of employees took a step back and reconsidered the role of work in their lives.

Add to that the increased prevalence of remote work, which finally allowed workers to have some measure of control over their schedule, and it’s no wonder there was a wave of resignations, said Anthony Klotz, an associate professor of organizational behavior at the UCL School of Management in London, who coined the term “Great Resignation.”

Klotz has spent his career studying how and why people quit their jobs. In an interview with a reporter in 2021, Klotz said he expected to see a wave of resignations after the initial shock of the pandemic. He had previously discussed his theory with his wife, describing it to her as the “Great Resignation” and just so happened to use the term in his chat with the reporter. It caught fire.

“There was this pressure that the economy was going to reopen, and everybody was going to get back to life as it was,” he said. “It gave people something to grab on to and feel like, ‘I’m not alone.’ We need a pause about what we learned here, we can’t just go back to the way things were.”

Advertisement

As Liera, the Winnetka resident, was grappling with her difficult work situation, her younger sister Daisy was independently having her own pandemic epiphany.

Daisy Liera

Daisy Liera quit her job during the Great Resignation and has a new outlook on work-life balance since the pandemic.

(Dania Maxwell / Los Angeles Times)

The Burbank resident knew she needed a reset after working for months in a pressure-cooker workplace run by a boss who seemed to have “no care about health safety measures” during the pandemic. She started getting stomachaches, couldn’t sleep at night and would count down the minutes until her lunch break or until she could leave for the day.

She quit her job, found a new one at a legal assistance organization and eventually went to graduate school to focus on organizational psychology. As the daughter of immigrants, Liera said her parents’ ethic of hard work and working multiple jobs to support the family made her feel that she had to make the most of all of the opportunities her parents gave her and “use it to show that we were able to do it.”

Advertisement

“Prior to the pandemic, I was very like, ‘I need to get a job, I need to stay with a job, and I need to be good at my job all the time,’ which is one thing that led to my anxiety,” said Liera, 28, who now works for the city of Los Angeles. “After the pandemic and after leaving my job and going back to grad school, I de-prioritized work.”

Usually, the company is the one with power over workers because bosses can fire them at any moment. But the word “resignation” shifts that power to workers, giving them control over their own job, Klotz said. That applies, too, to other viral work phrases, such as “bare minimum Mondays.”

After Miranda, the journalist, quit her job, she went to work for a startup wine magazine. Her new colleagues were nice and “super supportive,” and the improved work-life balance meant she could focus more on freelance writing. (The magazine ran out of funding in 2022.)

Now freelancing full time, Miranda says she’s more intentional about the work she takes.

“I only want to pursue projects that are rewarding and things that I’ll be happy with, money aside,” she said.

Advertisement

Doing only what’s required of you, and no more

Illustration of a woman working on her computer in an office while lying in a bed

(Andrew Rae / For The Times)

After her boss started cracking down, Abygail Liera cut back on her productivity and started typing emails at a snail’s pace or revising them six or seven times, and dialing phone numbers with extra care.

Abygail Liera began "quiet quitting" after clashing with a new boss.

Abygail Liera began “quiet quitting” after clashing with a new boss.

(Brian van der Brug / Los Angeles Times)

“My work ethic is going to reflect on your leadership,” she recalled thinking.

Advertisement

Eventually Liera’s “quiet quitting” turned into actual quitting. She left her job in December and is now looking for a new gig.

Although the job market has been discouraging, hearing from former co-workers about the problems at her old office confirms to her that she made the right choice.

The term “quiet quitting” is difficult to define, said Yongseok Shin, an economics professor at Washington University in St. Louis. Although some interpret it as a way to increase work-life balance, others define it as a way to recoup unpaid or unappreciated hours of service.

Intrigued by the viral term, Shin and his colleagues conducted research on whether the number of hours employees worked contributed to the tight labor market.

In his research on the phenomenon, Shin and colleagues found that from 2019 to 2023, workers voluntarily reduced the number of hours they worked. In that time, the average employed person worked about 31 fewer hours per year. This came after employees had spent the previous six years working an average of 17 extra hours per year.

Advertisement

The reduction was greater among educated men in their prime, who worked an average of 44.3 fewer hours per year over the same time period. Women reduced their working hours by an average of 14.6 hours per year, on average, a consequence of gender disparities in caregiving responsibilities.

In essence, these workers were reducing the intensity of their work and reassessing their relationship to their jobs, whether it was cutting back on weekend hours or potentially decreasing their work in response to a lack of appreciation at the office, Shin said.

“These people can afford to do this because they’re valued employees,” he said. “But if your bosses work fewer hours, that’s good for everybody, right? If your boss is less of a workaholic, other people in the organization will feel more comfortable working fewer hours.”

But don’t mistake this for a nationwide shift in work-life balance. Shin said the U.S. has a long way to go before catching up with countries in Europe, which champion more generous benefits such as paid family leave, sick leave and vacation.

The battle over remote work continues

Illustration of a woman wearing a blazer and pajamas getting coffee from an office coffee maker.

(Andrew Rae / For The Times)

After Bryan Wilson was laid off from his job in higher education, he pivoted full time to audio production — a choice that allowed him to work from home for the first time.

Advertisement

The flexibility was game-changing. He and his wife were able to split child-rearing responsibilities for their two kids while also spending more time together, planning meals and eating healthfully. Remote work also allowed Wilson, 39, to apply for more jobs outside the limits of his Auburn, Ala., home, where audio jobs are few and far between.

“There is relatively no market for audio production outside of major cities,” Wilson said. “I want to do this work because I’m really good at this work, and this is work I love, but where do I find it? During the pandemic … it was really easy to find that work.”

No pandemic-era office battle has been as fierce as that between the work-from-home and return-to-office camps. And 2024 doesn’t look like the end of it.

Last year, a group of economists published a paper in the National Bureau of Economic Research tracking millions of online job listings and whether they permitted remote or hybrid work.

Before the pandemic, the share of U.S. job postings that said new employees could work remotely one or more day per week was less than 4% in 2019. Over the next three years, that share would triple, according to the latest available data on the researchers’ website, WFH Map.

Advertisement

Although census data show the number of employed people working remotely began to fall in 2021, a “new normal” of remote and hybrid work has emerged, said Peter John Lambert, an economist at the London School of Economics and co-creator of WFH Map.

Based on job postings and survey data, Lambert said he sees no evidence that hybrid work will soften in the coming year.

“Both employers and workers seem to find this partial flexibility to be the best of both worlds, providing flexibility to workers but allowing for in-person teamwork during on-site days,” Lambert said. “While workers learned this quickly, it has taken business a bit longer to realize the huge benefits to offering workers flexibility.”

Right in the middle of this is the term “coffee badging,” which was popularized by videoconferencing
company Owl Labs and describes a way for employees to meet their in-office mandate but spend as little time as possible in the workplace.

According to the company’s report, 58% of hybrid workers say they are already “coffee badging,” with an additional 8% saying they’re interested in trying it out.

For Wilson, as interest rates shot up and layoffs roiled media companies, those remote audio production opportunities dried up. Wilson currently works two part-time jobs in audio, which is not enough to keep him out of debt. He’s now looking for local, in-person jobs while he finishes certifications in tech and cybersecurity, a field he picked, in part, because of its prevalence of remote work opportunities.

Advertisement

He’s curious whether the ubiquity of remote work will return when the economy improves and companies again face pitched battles to attract new employees.

“That, I think, will be the real test of whether remote work can be normalized,” Wilson said. “When the money is flowing again … will they be offered remote jobs? I’m definitely going to keep my eye on that.”

When one job of $150,000 is not enough

Illustration of a person wearing the equipment needed for many jobs including an apron, tool belt and gadgets.

(Andrew Rae / For The Times)

Since the pandemic began, wealth advisor Fernando Reyes has been hearing from clients that they were taking on second or even third jobs.

It’s not a novel concept — people have always worked multiple jobs to make ends meet. What’s new is that Reyes’ clients were highly paid aerospace workers, tech employees and mortgage brokers, people who earn annual salaries ranging from $150,000 to $400,000. Although their salaries seem high by any measure, these clients said they needed to take on additional work to help pay mortgages or send their kids to college.

Advertisement

Working an additional 20 to 30 hours a week can provide an extra $50,000 to $60,000 of household income, Reyes said. Today, he’s seeing higher rates of polyworking than ever before in his 20-year career.

“What used to be a comfortable income now is not so comfortable anymore,” said Reyes, who works for EP Wealth Advisors and is based in Torrance. “You’re seeing more educated people doing this, more tech workers, more people with college degrees, master’s degrees, doctorates even.”

According to U.S. Census Bureau economists, rates of multiple jobholders have increased over the last two decades.

A 2020 analysis found that, on average, 7.2% of workers held more than one job between 1996 and 2018. In that time period, the rate of multiple jobholders increased by 1 percentage point, to 7.8% of all employed people at the beginning of 2018.

The trend was influenced by economic fluctuations: People were less likely to hold multiple jobs during a recession.

Advertisement

The rise of remote work since the pandemic has also changed the calculus for many workers — if they don’t have to commute to an office, adding another, typically contract, job is much easier. Oftentimes, the employers don’t know their shared employee is moonlighting.

Sometimes, the impetus for a second job is the state of the economy. One mortgage loan worker Reyes knows went from earning more than $1 million a year to making $40,000 last year as home sales and refinancing cratered amid the hike in interest rates.

“People have to live,” Reyes said. “Everybody wants to buy a home, everybody wants to buy a car, everybody wants to go to school, everybody wants to take a vacation. How do you pay for it all?”

For the majority of multiple jobholders, their side gigs made up about 25% of their total income, according to the Census Bureau analysis of Longitudinal Employer-Household Dynamics data. For lower earners, the share was closer to 30%. Surprisingly, high-earning polyworkers — those making at least $113,200 in 2018 — brought in a fourth of their earnings from second jobs.

Financial advisor Lazetta Rainey Braxton encourages her clients, particularly those from underrepresented backgrounds, to polywork and diversify their income streams. She noted the racial and gender pay disparities that plague many workers, such as Black women earning about 62 cents to the dollar compared with white men.

Advertisement

“We’re starting at a deficit, right? If we commit to just one institution, and know we’re already behind 38 cents, we’ve got to do polywork to make up the 38 cents,” said Braxton, founder and chief executive of Lazetta & Associates. “And if we don’t, the wealth gap is going to continue.”

Continue Reading
Advertisement
Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Business

After 57 years of open seating, is Southwest changing its brand?

Published

on

After 57 years of open seating, is Southwest changing its brand?

Jim Kingsley of Orange County, who recently flew Southwest on a two-leg journey from Minneapolis to Los Angeles, likened the budget-friendly airline to In-N-Out Burger.

Both brands are affordable, consistent and more simplistic compared with competitors, Kingsley said.

“They’re not trying to offer all the things everybody else offers,” he said, “but they get the quality right and it’s a good value.”

Change, however, is in the air.

Southwest, which since its founding nearly 60 years ago has positioned itself in the cutthroat airline industry as an easygoing, egalitarian option, upended that guiding ethos this week with word that it would get rid of its famous first-come, first-seated policy in favor of traditional assigned seats and a premium class option. They will also offer overnight, red-eye flights in five markets including Los Angeles.

Advertisement

Experts say the changes, especially the switch to assigned seating, are a smart move and will appeal to many as the company tries to stabilize its precarious finances that included a 46% drop in profits in the second quarter from a year earlier to $367 million. But it remains to be seen whether Southwest will pay an intangible cost in making the moves: Will it be able to hold on to its quirky identity or will it put off loyal customers, and in doing so, become just another airline?

“You’re going to hear nostalgia about this, but I think it’s very logical and probably something the company should have done years ago,” said Duane Pfennigwerth, a global airlines analyst at Evercore.

“In many markets away from core Southwest markets, we think open seating is a boarding process that many people avoid,” he said.

That is all well and good, but “I didn’t ask for these changes,” Kingsley said. “Cost and quality is what I care about.”

Open seating has its pros and cons, Kingsley said, though he’s generally a fan. On his trip to Los Angeles, his group wasn’t able to get seats all together. But he likes that preferred seats are available on a first-come, first-served basis, instead of being offered for a high price.

Advertisement

Eighty percent of Southwest customers and 86% of potential customers prefer an assigned seat, the airline said in a statement.

“By moving to an assigned seating model, Southwest expects to broaden its appeal and attract more flying from its current and future customers,” the airline said.

An even bigger draw of Southwest, according to Kingsley, is its policy of including two free checked bags per ticket. This perk often makes Southwest a better bargain, especially for longer trips or bigger groups, he said.

The free bags are a big deal to customers, experts said, and contribute to the airline’s consumer-friendly brand. The airline hasn’t indicated they plan to change their bag policy.

“Southwest has always had a really good, positive vibe,” said Alan Fyall, chair of Tourism Marketing at the University of Central Florida’s College of Hospitality. “It’s free bags, good prices and point-to-point routes. That’s what they stand for and that’s what people love about them.”

Advertisement

Southwest’s change to assigned seating doesn’t mean they’re no longer a budget-friendly airline, Fyall said, but it does differentiate them from the lowest-cost, lowest-amenity options such as Frontier and Spirit.

The move will also require Southwest to update all or a portion of its fleet to include first-class seats. Currently, all seats on a Southwest flight are identical. Fyall said it’s worth the investment.

It’s an appropriate time for Southwest to make adjustments, said Chris Hydock, an assistant professor at Tulane University’s Freeman School of Business.

“They’ve not been profitable the last couple of quarters and they’ve had some activist investor pressure to increase their revenue,” he said.

Costs such as wages and maintenance have risen across the airline industry even as travel increased after the pandemic. Southwest saw a net loss of $231 million in the first quarter of 2024. Wall Street analysts estimate that assigned, premium seating could boost revenue by $2 billion per year.

Advertisement

“This is one of the options where they could potentially increase their revenue and do something that a lot of consumers have a strong preference for anyway,” Hydock said.

For Southwest’s changes to pay off, it has to stick to its roots when it comes to its culture and brand, experts and travelers agreed.

“I love Southwest being different,” Kingsley said. “If they’re trying to be like the other airlines, I think they’re shooting themselves in the foot.”

Advertisement
Continue Reading

Business

Column: 99 years after the Scopes 'monkey trial,' religious fundamentalism still infects our schools

Published

on

Column: 99 years after the Scopes 'monkey trial,' religious fundamentalism still infects our schools

Almost a century has passed since a Tennessee schoolteacher was found guilty of teaching evolution to his students. We’ve come a long way since that happened on July 21, 1925. Haven’t we?

No, not really.

The Christian fundamentalism that begat the state law that John Scopes violated has not gone away. It regularly resurfaces in American politics, including today, when efforts to ban or dilute the teaching of evolution and other scientific concepts are part and parcel of a nationwide book-banning campaign, augmented by an effort to whitewash the teaching of American history.

I knew that education was in danger from the source that has always hampered it—religious fanaticism.

— Clarence Darrow, on why he took on the defense of John Scopes at the ‘monkey trial’

Advertisement

The trial in Dayton, Tenn., that supposedly placed evolution in the dock is seen as a touchstone of the recurrent battle between science and revelation. It is and it isn’t. But the battle is very real.

Let’s take a look.

The Scopes trial was one of the first, if not the very first, to be dubbed “the trial of the century.”

Advertisement

And why not? It pitted the fundamentalist William Jennings Bryan — three-time Democratic presidential candidate, former congressman and secretary of State, once labeled “the great commoner” for his faith in the judgment of ordinary people, but at 65 showing the effects of age — against Clarence Darrow, the most storied defense counsel of his time.

The case has retained its hold on the popular imagination chiefly thanks to “Inherit the Wind,” an inescapably dramatic reconstruction — actually a caricature — of the trial that premiered in 1955, when the play was written as a hooded critique of McCarthyism.

Most people probably know it from the 1960 film version, which starred Frederic March, Spencer Tracy and Gene Kelly as the characters meant to portray Bryan, Darrow and H.L. Mencken, the acerbic Baltimore newspaperman whose coverage of the trial is a genuine landmark of American journalism.

What all this means is that the actual case has become encrusted by myth over the ensuing decades.

One persistent myth is that the anti-evolution law and the trial arose from a focused groundswell of religious fanaticism in Tennessee. In fact, they could be said to have occurred — to repurpose a phrase usually employed to describe how Britain acquired her empire — in “a fit of absence of mind.”

Advertisement

The Legislature passed the measure idly as a meaningless gift to its drafter, John W. Butler, a lay preacher who hadn’t passed any other bill. (The bill “did not amount to a row of pins; let him have it,” a legislator commented, according to Ray Ginger’s definitive 1958 book about the case, “Six Days or Forever?”)

No one bothered to organize an opposition. There was no legislative debate. The lawmakers assumed that Gov. Austin Peay would simply veto the bill. The president of the University of Tennessee disdained it, but kept mum because he didn’t want the issue to complicate a plan for university funding then before the Legislature.

Peay signed the bill, asserting that it was an innocuous law that wouldn’t interfere with anything being taught in the state’s schools. The law “probably … will never be applied,” he said. Bryan, who approved of the law as a symbolic statement of religious principle, had advised legislators to leave out any penalty for violation, lest it be declared unconstitutional.

The lawmakers, however, made it a misdemeanor punishable by a fine for any teacher in the public schools “to teach any theory that denies the story of the Divine Creation of man as taught in the Bible, and to teach instead that man had descended from a lower order of animal.”

Scopes’ arrest and trial proceeded in similarly desultory manner. Scopes, a school football coach and science teacher filling in for an ailing biology teacher, assigned the students to read a textbook that included evolution. He wasn’t a local and didn’t intend to set down roots in Dayton, but his parents were socialists and agnostics, so when a local group sought to bring a test case, he agreed to be the defendant.

Advertisement

The play and movie of “Inherit the Wind” portray the townspeople as religious fanatics, except for a couple of courageous individuals. In fact, they were models of tolerance. Even Mencken, who came to Dayton expecting to find a squalid backwater, instead discovered “a country town full of charm and even beauty.”

Dayton’s civic boosters paid little attention to the profound issues ostensibly at play in the courthouse; they saw the trial as a sort of economic development project, a tool for attracting new residents and businesses to compete with the big city nearby, Chattanooga. They couldn’t have been happier when Bryan signed on as the chief prosecutor and a local group solicited Darrow for the defense.

“I knew that education was in danger from the source that has always hampered it — religious fanaticism,” Darrow wrote in his autobiography. “My only object was to focus the attention of the country on the programme of Mr. Bryan and the other fundamentalists in America.” He wasn’t blind to how the case was being presented in the press: “As a farce instead of a tragedy.” But he judged the press publicity to be priceless.

The press and and the local establishment had diametrically opposed visions of what the trial was about. The former saw it as a fight to protect from rubes the theory of evolution, specifically that humans descended from lower orders of primate, hence the enduring nickname of the “monkey trial.” For the judge and jury, it was about a defendant’s violation of a law written in plain English.

The trial’s elevated position in American culture derives from two sources: Mencken’s coverage for the Baltimore Sun, and “Inherit the Wind.” Notwithstanding his praise for Dayton’s “charm,” Mencken scorned its residents as “yokels,” “morons” and “ignoramuses,” trapped by their “simian imbecility” into swallowing Bryan’s “theologic bilge.”

Advertisement

The play and movie turned a couple of courtroom exchanges into moments of high drama, notably Darrow’s calling Bryan to the witness stand to testify to the truth of the Bible, and Bryan’s humiliation at his hands.

In truth, that exchange was a late-innings sideshow of no significance to the case. Scopes was plainly guilty of violating the law and his conviction preordained. But it was overturned on a technicality (the judge had fined him $100, more than was authorized by state law), leaving nothing for the pro-evolution camp to bring to an appellate court. The whole thing fizzled away.

The idea that despite Scopes’ conviction, the trial was a defeat for fundamentalism, lived on. Scopes was one of its adherents. “I believe that the Dayton trial marked the beginning of the decline of fundamentalism,” he said in a 1965 interview. “I feel that restrictive legislation on academic freedom is forever a thing of the past, … that the Dayton trial had some part in bringing to birth this new era.”

That was untrue then, or now. When the late biologist and science historian Stephen Jay Gould quoted that interview in a 1981 essay, fundamentalist politics were again on the rise. Gould observed that Jerry Falwell had taken up the mountebank’s mission of William Jennings Bryan.

It was harder then to exclude evolution from the class curriculum entirely, Gould wrote, but its enemies had turned to demanding “‘equal time’ for evolution and for old-time religion masquerading under the self-contradictory title of ‘scientific creationism.’”

Advertisement

For the evangelical right, Gould noted, “creationism is a mere stalking horse … in a political program that would ban abortion, erase the political and social gains of women … and reinstitute all the jingoism and distrust of learning that prepares a nation for demagoguery.”

And here we are again. Measures banning the teaching of evolution outright have not lately been passed or introduced at the state level. But those that advocate teaching the “strengths and weaknesses” of scientific hypotheses are common — language that seems innocuous, but that educators know opens the door to undermining pupils’ understanding of science.

In some red states, legislators have tried to bootstrap regulations aimed at narrowing scientific teaching onto laws suppressing discussions of race and gender in the classrooms and stripping books touching those topics from school libraries and public libraries.

The most ringing rejection of creationism as a public school topic was sounded in 2005 by a federal judge in Pennsylvania, who ruled that “intelligent design” — creationism by another name — “cannot uncouple itself from its creationist, and thus religious, antecedents” and therefore is unconstitutional as a topic in public schools. Yet only last year, a bill to allow “intelligent design” to be taught in the state’s public schools was overwhelmingly passed by the state Senate. (It died in a House committee.)

Oklahoma’s reactionary state superintendent of education, Ryan Walters, recently mandated that the Bible should be taught in all K-12 schools, and that a physical copy be present in every classroom, along with the Ten Commandments, the Declaration of Independence and the Constitution. “These documents are mandatory for the holistic education of students in Oklahoma,” he ordered.

Advertisement

It’s clear that these sorts of policies are broadly unpopular across much of the nation: In last year’s state and local elections, ibook-banners and other candidates preaching a distorted vision of “parents’ rights” to undermine educational standards were soundly defeated.

That doesn’t seem to matter to the culture warriors who have expanded their attacks on race and gender teaching to science itself. They’re playing a long game. They conceal their intentions with vague language in laws that force teachers to question whether something they say in class will bring prosecutors to the schoolhouse door.

Gould detected the subtext of these campaigns. So did Mencken, who had Bryan’s number. Crushed by his losses in three presidential campaigns in 1896, 1900 and 1908, Mencken wrote, Bryan had launched a new campaign of cheap religiosity.

“This old buzzard,” Mencken wrote, “having failed to raise the mob against its rulers, now prepares to raise it against its teachers.” Bryan understood instinctively that the way to turn American society from a democracy to a theocracy was to start by destroying its schools. His heirs, right up to the present day, know it too.

Advertisement
Continue Reading

Business

NASA identifies Starliner problems but sets no date for astronauts' return to Earth

Published

on

NASA identifies Starliner problems but sets no date for astronauts' return to Earth

After weeks of testing, NASA and Boeing officials said Thursday they have identified problems with the Starliner’s propulsion system that have kept two astronauts at the International Space Station for seven weeks — but they didn’t set a date to return them to Earth.

Ground testing conducted on thrusters that maneuver Boeing’s capsule in space found that Teflon used to control the flow of rocket propellant eroded under high heat conditions, while different seals that control helium gas showed bulging, they said.

The testing was conducted after the thrusters malfunctioned when Starliner docked with the space station on June 6 and a helium leak that was detected before launch worsened on the trip to the station. The helium pressurizes the propulsion system.

However, officials said the problems should not prevent astronauts Suni Williams and Butch Wilmore from returning to Earth aboard the Starliner capsule, which lifted off on its maiden human test flight June 5 for what was supposed to be an eight-day mission.

“I am very confident we have a good vehicle to bring the crew back with,” Mark Nappi, program manager of Boeing’s Commercial Crew Program, said at a news conference.

Advertisement

NASA and Boeing officials have said previously that the Starliner could transport the astronauts to Earth if there were an emergency aboard the space station, but they opted to conduct the ground tests to ensure a safe, planned return.

Decisions on whether and when to use Starliner or another vehicle will be made by NASA leaders after they are presented next week with all the information collected from the testing, which will include a “hot fire” test of the engines of the Starliner docked at the space station, Nappi said.

Rigorous ground testing conducted at NASA’s White Sands Test Facility on a thruster identical to the ones on the Starliner found that, despite the issues with Teflon degradation, the thruster was able to perform the maneuvers that would be needed to return Starliner to Earth, said Steve Stich, program manager for NASA’s Commercial Crew Program.

Official also have said that the Starliner still has about 10 times more helium than is needed to bring the capsule back to Earth.

The problems that have cropped up have been an embarrassment for Boeing, which along with SpaceX was given a multibillion-dollar contract in 2014 to service the station with crew and cargo flights after the end of the space shuttle program. Since then, Elon Musk’s Hawthorne-based company has sent more than a half-dozen crews up, while Boeing is still in its testing phase — with the current flight delayed for weeks by the helium leak and other issues that arose even before the thrusters malfunctioned.

Advertisement

Should NASA make a decision not to bring the crew home on the Starliner — which could still return to Earth remotely — the astronauts could be retrieved by SpaceX’s Crew Dragon capsule, though SpaceX’s workhorse Falcon 9 rocket is currently grounded after a failure this month.

The Russian Soyuz spacecraft also services the station and carries American astronauts.

Continue Reading

Trending