Transferable And Non-Transferable Exertion

When a job is boring or difficult, it is a big relief to be able to hire someone to do the work for you.  Unfortunately, that cannot always be done.  There are some jobs which, due to the nature of the task, simply can not be out-sourced.  This article examines the two kinds of tasks that we are presented with in life –  jobs that can be transferred to someone else, and jobs that the individual must do for himself.

Two kinds of work

Transferable Exertion (TE) is work that a person performs when someone else is paying them to do a job.  The boss has “transferred” the exertion from himself to the employee – in exchange for cash.  Here are some examples of TE:  Mowing the lawn, stacking boxes in a warehouse and painting a house.

Non-Transferable Exertion (NTE) has the same inner sense of work as in TE.  But the difference is that, due to the nature of the task, it not possible to hire another person to do the work for you.  Here are some examples of NTE: Learning, Physical Exercise and Networking.

So a TE type job can be transferred to another person – or you can do it yourself.  But for NTE, there is no way to transfer the job.  If it is going to get done, then you will have to do it for yourself.

Two kinds of results

A Transferable Product (TP) is the result of TE over time.  In most cases, the creation of a TP means that there has been an increase in value in some inanimate object. When someone has a paying job, it means that they are using their TE (for 8 hours a day) to create a TP for the boss.  Here are the TP’s which result from the examples of TE that we gave above: The lawn is finished, the boxes are stacked, the house has been painted.

A Non-Transferable Product (NTP) is the result of NTE over time.  A NTP is the positive change that has been created in either a person’s mind or his body or his relationships, by virtue of his NTE.  Here are the NTP’s which result from the examples of NTE that we gave above: Knowledge has been gained, the body has been maintained, relationships have been developed.

Receiving “paid training” on the job is a bit of an unusual situation.  Normally, you will only get paid for improving a TP that can be physically delivered to the boss.  But, in the case of paid training, the mind of the employee is the product that is being improved. So the result is an NTP – since, the improvement to the employee’s mind is never transferred to the boss. The reason that the boss is willing to pay for the employee’s training is that he (the boss) expects that the employee will be using his new NTP to increase the efficiency of his TE in creating some other product that will be a TP.

In Summary

  • TE = Transferable Exertion = It is physically possible to hire someone to do this work. Examples: Mowing the lawn, stacking boxes in a warehouse, painting a house.
  • NTE = Non-Transferable Exertion = It is not possible to hire someone to do this task. Examples: Learning, Physical Exercise and Networking.
  • TP = Transferable Product = The end result of performing TE over time.
    Examples: The lawn is finished, the boxes are stacked, the house has been painted.
  • NTP = Non-Transferable Product = The end result of performing NTE over time.
    Examples: Knowledge has been gained, the body has been maintained, relationships have been developed.

Using a facilitator

Sometimes the distinction between TE and NTE can be a fine line.  For example, in the three cases that we gave of NTE’s, it is possible to pay a facilitator to use their effort and focus (which is the facilitator’s TE) to increase the efficiency of your own NTE.

In the case of Learning, the facilitator is a teacher. In the case of Exercising, the facilitator is a personal coach.  In the case of Networking, there are many different possible kinds of facilitators.

But the facilitator can only go so far.  You will still need to add in your own NTE if you are going to get the task done.

What is a paying job?

When we talk about a paying job, it means that a person is using their (already completed) NTP’s in order to channel and direct their TE in order to create a TP.  For example, a building contractor uses his knowledge and experience (which are highly developed NTP’s) in order to direct his muscles (TE) to construct a house.  The completed house is the TP.

Now lets take the example of a laborer.  He uses his ability to communicate (which is a core NTP) in order to understand where the boss wants him to dig.  Then he uses his knowledge of how to operate a hand shovel (an easy to learn NTP) in order to direct his muscles (TE) to dig. The completed hole is the TP.

In both of these cases, NTP’s were used to direct TE in order to create a TP.   Then the final TP is traded for cash.  So why does the contractor make $100k but the laborer only makes $20k?  The answer has to do with the difference in NTP’s.

NTP’s amplify the value of TE when a person is creating a TP.

There are no jobs in this town … I think

When someone says “There are no jobs in this town” what they really mean is: “There are no TE jobs suitable for a person with my NTP skills.”  In fact, except for very unusual circumstances, there are always going to be thousands of valuable NTE jobs available in any given geographic area.

Remember the examples that we gave of NTE: Learning, Physical Exercise and Networking.  These NTE jobs are always available.  Completing these types of jobs creates valuable, mind-based, body-based or relationship-based NTP’s.

As NTE jobs are completed, the NTP’s that are created open up new avenues and opportunities through which the owner of the NTP’s can apply his TE to create cash-valuable TP’s.

Turning down an offer

So why is it that people decline to take the NTE  jobs?  For many folks, part of the reason for turning down NTE jobs (or even TE jobs for that matter) is that, in their own opinion, they are suffering from a Mind-Based Habit of Low Self-Exertion (MBH-LSE).

Of course there are many physical and psychiatric illnesses which can drain away a person’s energy to engage in life.  These illnesses are real.  There are also times in which environmental factors can indicate that the most most appropriate action is in-action. But separately, there is also another sense in which the decision to self-exert (or not) is an inner, personal choice.  MBH-LSE refers only to that component of a person’s disengagement which is, in their own opinion, a product of their own, inner personal choice.

Self-identification

Why is self-identification so important when it comes to MBH-LSE?

Motives are very difficult to determine when we are looking at another person.  And there is a long and sore history of people falsely accusing other folks of laziness.  In almost all cases, nothing good comes out of that.

But there is a principle which overrides all the drama of accusations and denials.  It is confession – which is the act of self-identification.

Mental illness exists.  Physical illness exists.  Human choice also exists.  Through self-reflection, we can sometimes get an idea of which one it is.

Get help and get active

Having a paying job means that a person is using their (already completed) NTP’s in order to channel and direct their TE in order to create a new TP.   NTP’s amplify the value of TE when a person is creating a TP.

Unfortunately, MBH-LSE can cause people to skimp when it comes to NTE, so they may  end up with having only very minimal NTP’s.

How about you?  Are you satisfied with your NTE efforts in the areas of Learning and Networking and Physical Exercise?  If so, then that is great.  But, if, on the other hand, your sense is that you have difficulty in keeping yourself on track with the NTE jobs, then please consider taking advantage of the free help that is available.

Remember, you will never have to pay anything.  Get help and get active!

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28 Responses to Transferable And Non-Transferable Exertion

  1. PAL says:

    MBH-LSE might affect a person in the area of NTE, but not in area of TE.  For example, people will sometimes say: “If I had a TE job to do, then I would be happy to fully engage myself in the work.  But when it comes to NTE jobs … eh … not so much.”

  2. 20B says:

    The Worst Form Of Irresposiblity: Failure To Self-Encourage? What is my responsibility to self-encourage?

  3. PAL says:

    It should focus on the question of the payoff horizon. I need to get paid. Soon. And the ratio of payoff per hour of exertion is much greater for NTE – but it is in the long run. Some NTE has a shorter payoff horizon. But the payoff is definitely not guaranteed. But actually TE payoff is not 100% guaranteed, either. Expectation value. Are all NTE efforts equally valuable? Certainly not. Example: Studying a skill that is in demand versus studying a skill that is obsolete. In both cases you are learning and creating a NTP, but one is more likely than the other to be able to be able to find a position in which to direct (payable) TE efforts in the creation of a TP. (BTW, I think that networking probably has the highest ratio of payoff per hour of exertion – and generally the nearest payoff horizon.) Having a FT job and going to school PT.

  4. PAL says:

    This also explains the common observation that the jobs that pay the lowest are the ones that are the most difficult and physically demanding.  That happens because, in order to make the same amount of money, workers need to make up via more TE the economic leverage that they have lost due to their reduced NTE.

  5. PAL says:

    I think you should chop out the “Turning down an offer” and “Self-identification” sections. And replace them with a discussion of:

    Rate of Return and Payoff Horizon

    Unfortunately, NTE jobs (even though they are widely available) do not reliably translate into near-term cash. So, for a person who is focused on “I need cash today”, it will not make sense to put any energy into NTE jobs – were the payoff horizon may be far off in the distance.

    Payoff horizons – Risk and Reward – TE jobs usually have a clear payoff horizon and a clear payoff rate. NTE jobs have a less clear payoff horizon and a wide variation in payoff rate.

    What Is A Payoff? When a person starts working at a job he wants to know two things: 1. How much will I be paid? 2. When will I be paid? For a TE job, those answers are usually very clear. For a NTE job, those answers are going to be much less clear

  6. 20B says:

    How Technology Will Zero Out The Cost Of Labor

    Is there an objective way to measure the dollar value of one hour of RSE? By dollar value I mean “exchange-ability for other goods and services.”. The short answer is: No. This gets back to “what the market will bear”.

    So the point is that the dollar value of an hour of work is largely defined by the *community* that I happen to have been born into! But that seems to violate our sense of social justice. This reminds me of the discussion of “When does it make sense to give up?”.

    Can a person move to a new community of the mind? And make his judgements “there” when it comes to the value of his work efforts? Hmm … maybe, in a certain sense. Since the people who are getting the biggest purchasing power for their efforts are folks who develop their skills at the level of mind based NTP. Of course you are still ultimately constrained by the physical environment – but the point is that by pre-developing mind based NTP your energy exchange rate (unit of work per unit of pay) will be move toward the goal of the highest possible wage for that physical environment.

    And that all reminds me of the concept of “living wage.”. The supposition (I don’t believe this, but I am just presenting to you what is presented in the MSM) is that the minimum wage *should* be high enough to equal the cost of the basket of goods that an unskilled (no NTP development) worker needs and … umm … wants. But how can we tell that if we cannot objectively answer the question about “What is the actual hourly value of TE?”

    I suspect that the answer may end up being a terrible shock. It will probably be mathematically demonstrable (eventually) that the true value of pure, non-amplified-by-NTP TE (what we normally think of as “grunt” work) will be almost zero. This will be “proven” by the advent of the general-purpose autonomous robot (GPAR). I expect that the GPAR only cost $10K to manufacture (after building on the many years of foundation of TP and NTP work – which is the history of human engineering.). So for $10K an entrepreneur will be able to replace a single unskilled (meaning: no special NTP beyond the ability to understand basic directions) worker. But really he will get more like a 40 to 1 replacement ratio because GPAR will not sleep or take breaks and he (GPAR) will probably do many tasks 10 times faster. And the question of strength (what we normally think of as a heavy lifter) will be moot because GPAR will lift with 10x human strength.

    Now getting back to the question of “What is the dollar value of unskilled TE?” it (the question) will transform itself into the question: “How low can we go in terms of the Manufacturing, Maintenance and fuel Cost of GPAR?”. Let’s call that MCG. (Which I estimate would be $5K per year – using a 10 year GPAR life time with $2K per year maintenance and $2K per year fuel as rechargeable electric batteries). Then we divide MCG by the replacement ratio (# humans that can be replaced by a single GPAR) (which we previously estimated would be about 40:1). Then subtract the cost of the benefits package for the human worker.

    And I think that it will come out to a number disturbingly close to zero – or maybe even a negative number once all of the required side benefits of human labor are factored in. Which vaguely reminds me of the idea that I had heard many years ago that the dollar value of the human body was only about $7 (if you calculate just the cost of the chemical raw materials that go into making a human body.) Not very encouraging, eh?

    BTW, about the 40:1 repacement ratio idea, it is reminiscent of the steam-powered loom and how it replaced (probably) 40 hand-loom workers per machine. And of course the hand loom workers (as is true of most factory workers) consider their TE efforts to be drudgery – which is why they had to be paid to continue on with their work.

    So there may be another 40:1 irony headed our way as the GPAR unceremoniously replaces all Non-NTP-Amplified TE (NNAT) workers – by showing that NNAT is only really “worth” a few cents per hour.

    This could make a very interesting article.

  7. 20B says:

    Does Marketing Work? Companies spend billions annually to change people’s behavior – really their buying decisions. They think that it works. They approach it as a combination of art and science. It makes sense that a similar approach should be able to measurably move the ball when it comes to self-motivation through messaging. VERY IMP IDEA!

  8. 20B says:

    A chart to illustrate SS vs MD. A grid in which each box represents an area of life for which successful completion requires engagement and effort. Each box is shaded red or yellow or green – to represent SS vs half-in-half vs MD. So each person will have a different Self-Controllability Profile (SCP) – depending on the area of life that we are talking about. Importantly, a person’s SCP is not going to be static over time – it will definitely change. But it is likely that consistent patterns will emerge over time. Excellent idea!

    The boxes could be: career, education, adl’s, socializing, substance use (versus abuse), healthy diet, exercise, self-care, sleeping etc. And the criteria for successful completion is self-assessment. The color could be: SS/mixed/SMD/AMD.

  9. PAL says:

    Sloth, Shame and Violence

    Certainly, violence can sometimes be engendered by shame. (Or, perhaps it would be more accurate to say that if the shame were not there, then the violence would not have happened?) In any case, it is commonly believed that there is a pathway in which shame causes violence.

    So what causes shame? There could be many different causes. Could one cause be laziness? Yes. At least that seems like a logical progression. Sometimes:
    Laziness ==> Shame ==> Violence.

    If that formula is correct, then it makes sense that it would be in the public interest to reduce sloth in order to reduce shame, in order to reduce violence. I think. Or maybe there is a way to stop the Shame-to-Violence step – but only in the case in which the Shame in question was originally engendered by Sloth?

  10. An Un-Tapped Pool Of Labor

    Workers want to work … right? Well, sometimes. In other words, they really do, sincerely, want to work, but only if they are being paid. That may sound crass, but, for most folks, it is the truth.

    And this explains why volunteer organizations are always hurting for people. Its not that people are not actually available to to the work. Folks are definitely available and able to do the work. It’s just that they are not willing to do the work – unless there is a clear near-term payoff waiting for them. And usually that means that there has to be a paycheck on Friday.

    Interesting, there are tons of people who would be happy to hire the untapped labor pool to perform NTE, but they would just need to see a way to monetize the cycle in order to make money for themselves, too. Otherwise their expenditures would take a form that is a lot closer to charity. (And in fact that exact charity inclination is part of what we see in the urge among the wealthy to create scholarship programs.)

    Wanting to Work Vs Wanting to be Paid

  11. Energy Flow

    We could think of a business as a system or machine that produces an positive flow of energy. (Which suggests a useful diagram to illustrate the NTE/TE dichotomy.)

    In both cases there is (statistically speaking) going to be a positive payout for the invested energy.

    Invested time & energy. Multiple transformations of that time and energy. Faith. Strict guidance and QC of the transformations. The payoff horizon and statistical certainty. So the same flowchart-like blocks are there in both cases, but relative sizes vary.

    The key is a) the reduction in risk and b) the standardization of the payoff horizon. How to represent those concepts in a diagram?

    I want to create two diagrams: To illustrate energy flow within a business versus energy flow within the life/mind of a person who is employed by a business. The emphasis will be on a) risk-reduction (not elimination, just reduction) for the employee’s investment of time and energy and b) the creation of a strict Payoff Horizon for the employee versus a variable PH for the business.

  12. Love Or Fear Or Hatred

    A single activity can be the result of multiple different motives. However, isn’t it true that, whatever motivates a given action, so long as the action is the same then the results will be the same, right?

    For example, if you mow your lawn because of love, then, in the end, you end up with a clean looking yard. But what if you mow your lawn because of fear or hatred? Don’t you end up with the same result – I mean so long as you do the same work?

  13. Learning Is the Virtual Machine

    What did you learn today ala protocols for exchanging energy with adapters?

    The Exertion Paradox

    The jobs that pay the most, require the least amount of sweat-type exertion. The jobs that pay the least, require the most sweat-type exertion. That is the first layer of understanding the seeming paradox. But, of course, there is a long ramp-up time of NTP mental exertion and self-discipline that is required to make a person suitable to begin the high-paying jobs. So TEP is not actually as much of a paradox as it seems to be at first glance.

  14. PAL says:

    A 40 Hour Work Week

    Are you on track for a 40 hour work week? (Here “work” means a mixture of the 3 pathways: Working, Networking and Learning.) If not, then what is the hold-up? Is this week a “usual” week or an unusual week? Meaning: Is there some out-of-the-ordinary event that is taking up your time? Like a wedding, funereal, physical injury, etc? Is the number 40 unrealistic for you because of various constraints like physical illness or mental illness? If 40 is too high, then what is the right number?

  15. PAL says:

    Sloth Among the Wealthy

    People who have money often have fear that they will loose their money. So they naturally desire to store their savings in a “safe” place. One of the safest places to store value is within a person’s own mind in the form of an economically useful NTP (such as knowing how to work on plumbing, electrical, auto repair, computers, etc).

    Unfortunately, NTP are non-transferable. So our saver friend has a bit of a dilemma in that he can only “trade” his cash for a desired useful skill if he is also willing to add in a healthy dose of on-going RSE in order to make the learning effort stick.

    Which brings us to the problem of sloth among the wealthy. This problem can, partially be addressed by hiring a tutor – but even there there is a bit of a shame hurtle, since, implicitly, both the tutorer and tutoree will know that (at least part) of the reason that the tutor is “needed” is that the tutoree is lazy.

    One intriguing side question that comes out of this is the question of just how much our saver friend would be willing to pay in order to obtain the desired new skill (assuming that the knowledge could be had as a transaction only – without any need for study efforts on the part of the buyer.). For example, how much would you be willing to pay in order to possess the skill set of being able to fluently communicate in a second language?

    Natural Forces Differ Between the Rich and the Poor

    This has to do with Maslow’s Hierarchy.

  16. The Libertarian Island

    The Libertarian Island offers an opportunity to test the idea of paying people to develop Non-Transferable Products (NTP) at a Reasonable Self-Exertion (RSE) level of effort and under safe working conditions) in exchange for a fractional mortgage on their future earnings. People could migrate to the island and become citizens and then enter the contract because the legal framework would allow investors and potential workers to create the contract and enforce the terms. Then, once people on the mainland saw how good the “slaves” on the island had it, they would clamor to their local governments to allow the same contracts. The very happy result would be that a) everyone could be employed and b) developing their more or less full potential and c) poverty would disappear!

    The 13 amendment outlawed slavery (as generally understood), but it also actually caused a new type of slavery to appear – in that it prevents people from freely exercising their will to make a contract to mortgage their future labor in exchange for present-day RSE on supervisor-directed NTE in order to develop valuable NTP in the future.

    99.99% of rational slaves have hated their slavery historically. But 0.01% (or some similarly small number) have rationally been very happy with it. The 13th amendment prevents this happiness of the 0.01%.

    The reason that 0.01% of slaves were rationally very happy with their slavery was that they were a) supervised by kind masters and b) they realized that they needed to be broadly supervised (in both their TE and NTE) because they were not self-starters. This idea (that 0.01% of slaves have, historically, been rationally happy with their slavery) may seem offensive to some people. But that is because they (those who become offended at the suggestion) are thinking about the conditions of the 99.99% of slaves who were treated cruelly and unfairly and not thinking about the conditions of the 0.01% of slaves who were treated kindly and fairly.

  17. PAL says:

    Unfair Business Practises

    There are three cases in which American organizations have carved out special exceptions to the anti-forced labor provisions of the 13th Amendment which banned slavery. These organizations are:

    1. Military labor contracts
    2. Behavioral health hospitals
    3. Shipping companies

    In each of these three cases, the organization is permitted to use physical force and the threat of imprisonment on people who do business with the entity in order to achieve the objectives that the organization desires to achieve.

    This post presents a legal theory to the effect that there is an unfair competitive advantage that each entity enjoys due to their ability to rely on threats of physical force and the threat of imprisonment. Namely, private companies which do not come under these three headings would gladly offer contracts to individuals in which the individual would be required to labor (at a Reasonable Self-Exertion level – and under threat of physical force and imprisonment in case of refusal to labor) in exchange for a mortgage on the future earnings of the individual. But, since private companies are not provided with a similar legal exception to the 13th Amendment prohibitions against forced labor, the private companies are at an economic disadvantage (in terms of their ability to attract customers/clients) in comparison to the three entities named above.

    As an example of the specific structure of the claimed economic disadvantage, note that the business model of providing long-term training in exchange for future forced labor (which the 3 entities enjoy), places that fraction of the population to whom such type of contract appeals at a loss for competition in their choices of the entity with which they may choose to contract. Thus, there is, essentially, a monopoly on the market of those customers to whom such a future-labor mortgage appeals. It follows that private companies are implicitly required to boost their offers of salary and benefits in order to attract clients (really just “workers”) from said demographic who might otherwise be willing to work at an (amortized) lower rate if they (the offering company) were able to include a mortgage on future earnings as part of the contract offering.

    Request For Relief

    Said economic disadvantage constitutes an unfair business practice exercised against the interests of the private companies and in favor of the three entities. Such a disadvantage should be prohibited under the equal protection clause of the constitution. Hence, the court is hereby asked to either:

    1. Overturn the ability of the 3 organizations to rely on the contract of physical force and imprisonment in their contractual offering to potential clients or
    2. Allow private companies to offer similar contracts of physical force and imprisonment to potential clients.

    We request that the court choose case #2.

    Footnotes:

    1. An initial question that would be worth researching before proceeding with this claim would be to ask: What exactly is the legal framework/theory under which each of the three entities receives an exception to the forced labor prohibitions as enumerated under the 13th Amendment?
    2. We propose that one of the reasons (not all, but just one) for which individuals tend to fall into the demographic of “people who are attracted to offers of mortgaged future earnings in exchange for paid training, and all the while being subject to physical force and the threat of imprisonment in order to ensure that Reasonable Self-Exertion will be provided at the direction of the employer” is that they may (in some cases) suffer from Adversarial Manager Dependence.
    3. It would be helpful to the import of the line of thinking being presented in this legal theory to explore and contrast slavery as an abusive institution (as practiced in pre-13th Amendment USA) versus slavery as a benign and helpful institution (as practiced by the three entities).
    • Ingrid says:

      Either choice could be considered slavery but one has better benefits. You also have to consider other factors such as the individuals ability for forced labor. Trauma, injury, illness or other factors may be preventing their effectiveness to do a job. If someone is in the middle of a heart attack they are not going to be very effective on the job. If the worker is being mislead as to what the job is then they will be ineffective. If they become inept due to bullying they may be ineffective. Also, if they are dead, they are ineffective. imo it is better to have a living worker who is well and can cope with the situation than a dead one who can’t do anything. But that decision will be in the hands of the ones who makes the decisions. At which time the workers choices are taken away leading to what can become a volatile situation or at least one that may be hard to manage depending on the costs of that persons extermination. And the thought of something like this may also be the reason they are ineffective. The worker may then decide to take his power back by deciding if it is better to live or die. That being said, I think I will disengage from any further discussions on the matter due to the perceptions of others who may disagree.

    • Dinner Party says:

      Unfair Business Practices – career hire could be “billed” as a long-term partial hospitalization to treat a diagnosis of AMD! So it would not be slavery. It would just fall into the same exception that behavioral health hospitals currently use (the forced labor exception)! So this could be done right now!!!

  18. Graph Idea to Illustrate TE/NTE and Payouts

    Add a chart showing a tree with multiple stems and Stems-To-Stems (STS). Even at the far tips of stems, not all fruits are equally juicy. And some have NO fruit whatsoever. This is why a phd in midaevile history is only worth $25k, but a 1 year certificate in plumbing is worth $100k! And advanced knowledge of all possible tv shows (the endpoint of a multi STS branch) is worth nothing!

    So “no jobs in this town” means there is no fruit available on the ends of the branches that I have completed. But there is plenty of fruit at the end of more complex branches!

    The graph shows missing outlines of fruit at the ends of branches I have completed and missing outlines of branches on the branches for which there is fruit but for which I have not built the multi STS NTE branch.

    Also there can be two trees comparing the availability of learning resources to build the STS NTE branches before and after the advent of the Internet. And writing and books in general. And all of the interesting dead ends that are now avialable.

  19. Is Hopelessness Motivated By Sloth or By Reason?

    People sometimes claim that the outlook for the future of our planet is bleak or even hopeless because of the high likelihood of catastrophic technologies causing everyone to die. For example, there are some who believe that there will, eventually, be self-replicating robots which will, in a doomsday chain-reaction, destroy all life. The conclusion is then offered that it, therefore, does not make any sense to struggle to prepare for the future because the future is hopeless. Thus, inactivity seems to be a rational choice.

    Coincidentally, however, the objective of the Mind Virus of Sloth (MVS) would also prefer that the “host” mind come to the conclusion of hopelessness. To the extent that the MVS has the ability to affect the thinking process of the host mind, it seems likely that the MVS would attempt to manipulate the host mind into believing that the conclusion of hopelessness had been derived via the rational mind – rather than the MVS. This is because the self-perception of the host mind that “I reached this conclusion of hopelessness through the reasoning process” would be more palatable than the self-perception that “I reached this conclusion of hopelessness under the direction of the MVS.” From the perspective of the MVS, the conclusion of hopelessness and inactivity would be less vulnerable to alteration if the host mind is unaware of the actual source of the conclusion (if that source is, indeed, the MVS).

  20. PAL says:

    The Fallacy of Sunk Costs

    There are two kinds of “loss” at work. One is the loss of the sunk cost. The other is the loss of admitting to the error of judgement that caused the sunk cost in the first place.

    The second loss of admitting to the error suggests a type of stat that humans keep – which is “How often do I change (or even reverse) course?” Normally we want to keep that number low because of the shame involved in admitting to error – especially the shame involved in admitting to multiple errors. But keeping that number low means that there will be a stronger inclination to fall prey to the fallacy of sunk cost.

    http://en.wikipedia.org/wiki/Sunk_costs

  21. PAL says:

    Two Kinds of Non-Transferable Exertion

    There are two kinds of NTE – those that efficiently and with high certainty lead to the fruit of TE, and those that do not lead to the fruit of TE.

    Illustration: The TOL has some NTE branches that lead to the fruit of TE and some that lead to dead-ends.

    • Two Kinds of Communication

      Verbal and body language. Verbal is explicit and can exactly convey “my motives are …” while body language is implicit and can only be used to infer a person’s true motives with greater or lesser degree of certainty.

      For example, suppose that person A verbally states to person B “I love you” but then person A performs an act of violence against B. So the body language appears to contradict the verbal language. Here is the question: at what point can person B reasonably infer that person A’s true statement of motives is “I hate you”?

  22. PAL says:

    You Don’t Get Paid For Your DWI Conviction

    Which illustrates the point that many forms of NTE are counterproductive to the ultimate goal of reaching the big fruit. Which explains why some people go from big fruit back to small fruit even when they don’t want to. In SBIY, we take that observation into account by limiting a person’s freedom in exchange for a guaranteed higher income up front and a (statistically guaranteed) higher income in the long-term.

  23. PAL says:

    When Does It Make Sense To Stop Learning?

    AKA: Regret, Hindsight, the Ratio of Prospective Value & a Bottleneck

    There is a common perception that high school students have that “this is boring and un-useful stuff that they are trying to teach me.” But then, after school is over, almost everyone looks back with chagrin and wishes that they had put the effort into school!

    Graphic – So here is the question (diagram of a time-line!) – what is the point at which it *made* sense to do the NTE of school and what is the point at which it no longer makes that sense to do the NTE of school? 18 y.o? 19 y.o.? 21? 25? 35? 45? 55? 65? 75? Please point to the day.

    In fairness, though, it would probably make more sense to say: “Please state the rational ratio of the value of TE vs NTE at each point in your life – since, it does sort of make sense that, on the very last day of your life, it would not make sense to begin a long-term project – at least in the sense that, statistically speaking – the likelihood of positive return on that investment would low due to the proximity of death.”

    But in almost all cases the true rational ratio would have to include a hefty dose of NTE!! And the real bottleneck is the exact same bottleneck that you faced when you were back in high school – a lack of vision and a lack of faith – MBH-LSE!!

    Also, another reason that it probably makes sense to go for the NTE even at a very advanced age is that there is a multiplication factor that is derived from NTP.

    People lie to themselves and claim to perceive that the rational ratio excludes NTE – but really that often occurs because of non-rational factors – i.e., lack of faith in statistical reasoning and the desire to avoid thinking (which is painful) – and AMD when it comes to learning!!!!!!

    BTW, OVR does this calculation for you by assuming that you will stop working (die – from the point of taxation) at age 65 or so. Therefore they are reluctant to pay to train anyone who is “old.” But really, you still plan on living many more years.

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