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A lead researcher at Stanford and UC Berkeley says he hasn't seen anything like it, the opposition intensify so quickly. 70% of Democrats and 50% of Republicans oppose overinvestment in AI  and increasing in sentiment- not about stopping progress but  about stopping hyperlevel investment of trillions of dollars and diverting from reindustrialization/infrastructure for US that creates jobs and a better qualityof life. In today's world neither China or the US can afford hyper investment, most Asian countries would prefer to let the US do it and later get that technology for free one way or the other. Therefore this means the American people are being hoodwinked- they pay the price when their bridges and roads, airports are in disrepair, when even a national network of data charging stations could not get funded under Biden which would have addressed the biggest problem for transition from fossil through EV's to fight climate change.  The investment community is being hoodwinked. Investors are being hoodwinked as the returns are uncertain and cannot be justified on financial grounds- only by hype.  Polls only ask about AI not the hyperinvestment in AI. If the truth is known that these trillions of dollars diverted by using flaws in capital markets in the US, avoiding financial scrutiny and hyping up AI when returns are by a long shot uncertain compared to rebuilding America's infrastructure and industries to compete with China and the EU- that is desperately needed- then these numbers would show the vast majority of Americans oppose this diversion of funds from the infrastructure and reindustrialization that create jobs that support working families. Take for example Texas, a Republican state, where the Agriculture Commissioner is calling for a moratorium on new hyperscale data center development in the state, citing higher costs for farmers, and strains on the power grid. It is not about stopping progress. Fon transition to renewable energy or example the adjustments made by Biden and Democrats allowed some fossil fuels use to make the transition, the same policy being pursued under different political slogans and labels under DJT. It is not about stopping progress as progress continues even under DJT Republican administration - natural gas prices and coal use prices are making natural gas a choice for power plants, the cost of oil at $100 making EV's hybrids cost less than gasoline cars. AI technologies will advance, and the wherewithal, the framework in which AI should operate can be built alongside without throwing everything out of balance. Throwing the whole economy out of balance, destroying the chance to create jobs and bring about the 1st priority of America and EU- reindustrialization and infrastructure renewal alongside India's modernization. That requires these trillions of dollars being pushed into AI by a few self-interested individuals without returns, and trillions of dollars more. If that is accomplished any challenges from China will fade in comparison with the scale of the effort in the EU, the US, and India with the largest industrial bloc in the world far bigger than China. This is not mere words. It is a plan of action that is being put into place right now at Oslo, Norway at the Nordic+EU Summit with India on the next phase of this effort, put into place piece by piece through hard work and a clear vision for the future. ...

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Questions China faces on AI- 17% high youth unemployment and 200 million young people in the gig economy in low wage demanding work. Chinese Communist party wants to see a stable China that can pursue industrial progress for decades like the European Union and the US. For this reason it is not going to let this level of dissatisfaction with high youth unemployment and low wage demanding work for young people to go to the next level. For this reason it will carefully make investments in AI -not the hyper investments in AI that are taking place in the US. The competition with China is going to take place on many fronts, and the industrial bloc created by the EU with India and Nordics has a 15 year plan during which it and the US are likely to far exceed anything China does at a slower rate of growth. As in the US choices will have to be made in China, investment in one area means disinvestment in other areas that have equal or more priority. Today's capital markets are in complete dysfunction in the US operated by a few banks and tech company leaders, similar to the situation prevailing in pharmaceuticals and healthcare. Investment priorities and planning are needed. It is a major error to say US cannot plan that capitalism does not have planning, because it is absolutely true that planning goes on at every level in American companies with Xerox, IBM, Oil Companies and other large companies, all having a Long Range Plan as well as planning for individual projects and investments in plants. If a good infrastructure plan, project by project, state by state, and at the local level, is not put in place this will simply not take place. If no good reindustrialization plan, project by project, state by state, and at the local level, is not put in place, this will simply not take place. In that case the competition with China would surely be lost before it had begun. Yet that is surely not the case, as every good American company has a long term plan. And this plan looks at all the potential investments the Nation can and should make in priorities and in the interests of the Nation and the People. All have to compete for resources and AI surely would not get the lions share of resources in China, or in the US, in a fair and well run market system where planning rightly takes place, because it would displace the very basic structure of a fair and well balanced economy that serves the American people, or the people of European Union and India, or the people of China. ...

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It is not enough to think highly about work life balance of people around us, one has to free oneself from the constraints that make it hard to achieve that balance. As shown by studies in Finland about entrepreneurs, 40% of people in one study crossed the line from workaholic to work addict. Worse making the addict a role model is damaging to the younger generation. Tesla CEO Musk is not a role model for a young generation that values work life balance. It is also essential for healthy living.

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Christine Armstong gives this excellent story in The Times on how difficult it is for women to maintain work-life balance in today's work and business environment that gives little allowance for things like raising a family and children. In interviews with many women she describes each situation with insights and what it means for working women and for dads.

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South Korea with 2069 hours year has the longest working hours of any developed country, according to the OECD,  and only Mexico exceeds this of all countries. In an effort to increase productivity and boost a dropping birthrate the National Assembly in South Korea reduced the maximum number of working hours from 68 hours a week to 52 hours- starting July 2018 and  initially for large companies. In Japan there is actually a word for working to death called "karoshi." The period of rapid industrialization in the fifties and sixties was a period of long working hours for most Japanese men. Today the working hours have dropped to average of 1713 a year. Africa shows the greatest number of countries in which one third of the labor force works more than 48 hours per week. Asia is the region with the longest working hours with 30% of the countries with thresholds of 60 hours or more.The U.S. is one of the countries where there is no limit- most other developed countries in Europe consider work-life balance important and have maximum limits without sacrificing productivity. ...

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Merz popularity dips slightly as he brings up tough issues such as 4 days work weeks in Germany, Many working part time and CDU calling for restricting part time to workers giving care to elderly, childcare, and for education. The German welfare payments close to minimum wage was an issue in Germany but is declining in significance. Most significant today at 35% is the issue of social inequality. Taxes unfairly distributed at 13%, and the asylum seekers issue at 9% lower today by 2%. On the economy Merz pointed out that- "Prosperity cannot be maintained with a four-day work week and an exaggerated work-life balance." He also criticized the high number of sick leave days at 14.5 average days sick leave per employee per year. Polls in February 2026 show CDU at 26%, SPD at 15%, Greens at 12%, Left at 10%, AfD at 24%, FDP 3% BSW 3%. Popularity in Germany is highest for defense minister Pistorius and next comes foreign minister Wadephul. Merz is less popular but he is raising the tough issues and taking strong action compared to Merkel who was more interested in her personal popularity than what was good for Germany. Also not given credit for action is Merz removing constitutional brake on spending for investing in Germany's infrastructure and defense, and fixing problems left behind by Merkel who neglected infrastructure, digital economy, and defense. ...

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Matt Rudd gives this excellent story on what it is like for dads in today's hectic ever busy work and business environment that takes little account of the needs of family and children. As work consumes most of dad's time, work-life balance is seriously affected, leading to stress and inability to cope with family, wife and children. Rudd gives examples and a quiz as food for thought.

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Strength training and balance to supplement aerobic work and walking hiking as ways to get past age 80 healthy. Resistance training and grip strength are important in addition to hiking, walking, swimming and other aerobic exercise is the conclusion of this author of a book on longevity and healthy life.

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This report in the BBC shows the effect of the highly competitive nature of business in Sweden on young women who face burnout from long hours and lone achiever culture. The individualistic culture in Sweden where young people at an early age become independent also increases burnout compared to living in a culture that is friendlier and more community centred.

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Quiet quitting has become a phrase that means workers are working hard and doing things the way they did before, except that they are not letting a work culture that may have gone astray because of bosses  who set the wrong rules guide their lives. Even as companies such as Stellantis are taking on a new culture because of a new respect for workers work-life balance and getting a lot more from them, other companies are following older set patterns that did not include work-life balance or rejected work-life balance outright without saying this openly. Stellantis, Europe's largest car company itself shows why this is dependent on who is the CEO and what he believes in. The previous CEO had poor health habits including frequent smoking and irregular long hours without a structure of any sort that led to this being carried over into the work culture. The CEO changes and new rules are set and soon it permeates who is hired at different levels that are consistent with his habits and sense of work life balance. A new culture develops over time and gradually you have new work ethic that respects the mental health and fitness of workers and of managers, and that of the CEO. This report in WSJ starts with the premise that workers should'nt feel bad because worker are "quiet quitting" anyway after the pandemic. But in reality the statement is a bad one, as it does not say there are better models out there few as they are, that need to take pre-eminent place after the pandemic rejecting the old ones that recklessly ignored health and mental health and were less motivating for workers, and leading to less productive culture in the workplace. At Stellantis a lot gets done in regular hours so that the time after 5 or 6 pm is devoted to workers getting into exercize taking a bike ride, doing things that revitalize and build a healthy body and mind so essential for productive and good thinking type concentration in work. Emails over weekends need not be replied till Monday, and bringing up work during the weekend is discouraged. And still a lot gets done, the company will take the leading role in EV vehicles in Europe and has aggressive plans for 2030 for new EV models. See the link to Stellantis to see how this new CEO runs a company of about 100,000 employees around the world. His name is Carlos Tavares and he took charge of Fiat, Peugeot, Chrysler combined operations called Stellantis in January 2021. This is important as it is the new trend that will take hold of the work culture after the pandemic only if workers and managers ask that it be so and as the word spreads that better more productive companies that can get a lot more done is the result of such an educated workplace that respects health and mental health, and the dignity of workers and families. Look, how can it not be so when the word still has to be spread on climate change in the business world? How can one take place without the other? There is a new sense of dignity in respecting the dignity of the environment, of water, soil, and air, how not so for the mind, the body and its connection to nature around it? And no better place than Stellantis and its CEO Carlos Tavares where the old CEO ran himself down with poor work and health habits and passed away while at work in 2018, to show a new way.  In Germany this new way of work-life balance based work culture is called by a more respectful term "Feierabend" than "quiet quitting" showing that what is wrong is with the work culture and bosses who do not grasp the importance of health, mental health, and what it means to be revitalized for truly productive and thoughtful work. Quiet quitting has that sense of workers having to feel a bit of guilt about this and still thinking it is right  doing it anyway. In Germany"feierabend" is popular and accepted, it means breaking away from work at normal times such as 5 pm or 6 pm when a workday ends so that one can go out and relax with a bike ride  or something that is good for health and fitness and rejuvenates. No email, no nothing so the mind can rest and revitalize. ...

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This WSJ report cites estimates showing 11 job openings in the US, with 6.9 million people looking for work or unemployed. About 5 million more job openings than people seeking work. Low wage sectors are hit hard with people shunning these sectors. People are quitting jobs looking for higher wages, better benefits and working conditions, better work-life balance. In August 4.3 million workers quit their jobs as the American workforce goes through big changes.

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Astonishing distortion of a concept that is basically about better designing cities to reflect lessons learned from the pandemic and the importance of quality of life, worklife balance, healthy lifestyles. It involves bicycling to work popular in countries such as Netherlands and other parts of Europe. Utrecht in the Netherlands is a model city for this concept of working closer to where one lives and being able access sports, exercize activities, and community social meeting places within short distances. Because this is in line with climate change action where it is important to reduce huge carbon footprint of transportation and use of fossil fuels to get to and from work, and also promotes healthy lifestyles, community living, it is an idea that makes sense.

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The term "lazy girl job" is a misnomer because it refers to work life balance choices made by women who prefer to do remote work, avoid micro manager bosses, and pay attention to health and exercise, lifestyle choices. Being able to take a walk midday and take a bike ride in the evening at 5.00 pm with work cut off times is a preference for many young people. It follows the trend of quiet quitting where lifestyle choices and health take precedence over existing flawed ways of work that ignore family, health and exercise needs. The pandemic has created a new awareness about what is important in life and a new set of priorities. Young people are following their heart.

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Issues of work-life balance are growing for doctors as more doctors ages 40-54 years face burnout or negative effects on health. Nearly half of doctors in the U.S. 40-54 years of age in a survey of 15,000 physicians report feeling burned out from work hours and administrative tasks. Younger doctors 25-39 years, and older ones 55-73 years also reported high rate of burnout at 38% and 39%. Overall for all physicians about half of all physicians said they would take a substantial pay cut to get a better work-life balance. What this survey and report by Medscape shows is that no age group, career stage, gender or specialty is immune to this problem, says Colin West, professor of Medicine and researcher on physician well being at the Mayo Clinic.

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Getting savy employers to pay attention and getting employees to have a better sense of who they are, provides the topic of this article in the WSJ. It shows that different types of employee behaviour can be seen after two years of the pandemic, and employers need to pay attention to their needs.  There are ambitious employees and work to live types. Work to live advocates have put lifestyle and health as priorities learning from the pandemic. The great resignation and employers facing worker shortages have given them an opportunity to look for more flexibility in work life situations. Related to work to live type are double duty professionals of which women form the larger part. During the pandemic women took on more responsibilities for children with lockdowns and school closures. This also meant a more stressful life. All of these types of employees are now in the workplace. Employers can get better results by paying careful attention to worker needs. The types are not exclusive as double duty professionals also have the drive and the resilience to match ambitious employees in tackling new positions and responsibilities. The double duty professionals also share the aspirations of work to live advocates for a better work life balance that gives rest and relaxation, home and family, the importance it deserves for a full and complete life. There is one more type which is also part of the workplace that is entirely different. It is the disoriented new employee who has been left alone to find out about new responsibilities at work virtually without the necessary human contact. Related to this type is the desperate to connect type which is the type that has lived in relative isolation during the pandemic and is now hungering for human contact. There is also one more type closer to retirement that is the zest for life type that can be very productive in the workplace because of its experience and talent if given the chance. This type is not just there for the paycheck or career progress. Here the zest for life means the desire to connect with others and learn new things. Companies and management can accomplish more and be more responsive to needs of their employees by understanding these types and their different needs. Dorie Clark ,who teaches executive education at Duke and Columbia University ,says this is important for companies to retain talented employees and get the most out of them by understanding early on what motivates them. ...

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Dr Spivack, associate professor, Hanken School of Economics, Helsinki, says too many entrepreneurs cross the line from workaholic to addict. After interviewing hundreds of entrepreneurs with a colleague she says they found about 15% have 3 traits of addictive behaviour for work, and about 40% had one trait which can be damaging. It is important to not let this become a revered part of our culture. Tesla's CEO Musk is not a model for the younger generation trying to get a good work life balance.

Some of these traits are obsessive thinking about the business, manic cycles of being elated or feeling down, self-worth tied to the business, becoming one dimensional, keep raising the stakes, doing things alone and in secret. The consequences of addiction are traumatic for health conditions, some are sick all the time, and some have poor marraiges and fail in relationships with children.

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The large Indian communities living overseas has always been an important factor in India's development, the remittances, the two way flow of technology as ideas and scientific knowledge is brought back. This was true for China in its period of rapid development and is true also for India today. This report looks at Indians giving up citizenship (about 225,00 in 2022) yet most of the people interviewed  in this report say they do this only because there is no dual citizenship route. There are some areas that Indian business can improve on easily which are work life balance which are the reasons some have chosen to live overseas- this would also improve the productivity of the workforce and needs to be considered by Indian business leaders for their companies. 

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A survey of 2000 workers by Prudential shows about 25% of workers plan to look for a better job after the pandemic, and 38% say challenges with work-life balance are a reason for them to change jobs. This is a trend seen also in labor statistics as there is a mismatch between jobs offered and jobs people are seeking in the job market in US and other countries, with job seekers looking for stability and work-life balance, and making physical and mental health a priority. This WSJ report shows how women are handling this challenge. It says it is not enough to go by a company's online policies one has to look deeper. Look for people in the know, look for clues in the interview, have a clear idea of what is important to you- flexible schedule, family friendly benefits. WSJ gives names of sites that can help provide more information- Mom's Project, InHerSight, Glassdoor, List Your Leave, Working Mother. Look for onsite child care center, fitness facilities, does company do followup emails at night, do employees appear frazzled, stressed or disorganized? Connect into alumni and other professional networks for clues and patterns at companies. Also says WSJ experts cited here employers will appreciate your asking the question early rather than later. Questions such as "does a firm promote associates with alternative work schedules" are normal questions to ask. ...

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Carlos Tavares runs Stellantis the company that combined the operations of France's Peugeot, Italy's Fiat and America's Chrysler right out of his living room in his Lisbon, Portugal home one week every month. He is a believer in the advantages of hybrid work model and says most of the 75,000 workers at the company can work remotely most of the time.The quality time that is generated in this new work model that allows life balance and getting fresh air walks outside is needed when you consider that auto companies such as his are embracing world of electric cars- Stellantis will have 75 models of electric cars by 2030 In this interview with the WSJ shown here he says the fact that one is giving back high quality time that otherwise goes to commuting means you get more time during the day. Carlos Tavares says remote work is an opportunity to recreate a better life balance. He doesn't see any risk in it at all. He sees how hard people are working, harder than they did before, and says giving back one half hour or two hours of quality time actually helps the process of getting good work. Look he says after a long day of remote work people need that time to go out and have a walk for an hour just to refresh one's mind, because the work was so intense. Tavares asks why shouldn't we trust each other? He believes it is the only way to go. Asked about his own work routine for remote work.He says it is the Portuguese routine of  7 am to 4 pm or 5 pm and then an hour out for a walk. He has a small desk in his living room, and he is sitting there with his iPad, grandkids are going by but nobody sees them. Does he miss the face to face contact? He does says Tavares. He still sees other employees as he does go to the office. What about mentoring for junior  employees? This does not have to be five days a week, you may want coaching one day a week, what you don't want is someone on your back five days a week. For Tavares it is all about the quality of time that is used. On company culture the much abused word Tavares makes some good points. If you say this is the culture and hand it to somebody then how do you get that creative mind to exercize his own judgement, how do you get diversity of thinking. Tavares is forthright and honest here- he says if I give you a culture and put you in that box I will get it wrong, and by killing the valuable diversity of thinking I will make it counterproductive. Actually with French, Italian and American operations under one roof and employees of 170 nationalities there is a value in appreciating the value each employee can bring. Practices at Stellantis- Tavares says if you want your people to be in game shape or in great shape mentally don't call them or email them on weekends, so that they can use the weekend to recharge themselves. He even apologizes for calling on a weekend. Or if you email your people tell them to not respond till Monday. ...

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The US state of Nebraska has 69,000 job openings and only a third of that in persons looking for work. After Nebraska at 1.3%, the unemployment rate is lowest in Utah at 2.2%, and in Idaho, South Dakota, Oklahoma, all with unemployment rates of below 3%. The US unemployment rate is 4.6% in October 2021.

Factors deterring people from looking for work in the US are fear of coronavirus, child care responsibilities especially for mothers, a desire for work-life balance, desire for stable employment with decent incomes, retiring early, and people moving away from restaurant, hotel, travel and entertainment industries that are hard hit during this pandemic. A sign of how this mismatch between demand for workers and the supply is happening is the national "quits rate,"  a measure of workers leaving jobs as a share of total employment, which is at a record rate of 3%. 

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This exceptional NYT report by Noam Scheiber describes the impact of the Obama administration's new overtime pay rules requiring time and a half overtime pay for most salaried employees paid less than $47,476 a year. For a long time now firms in publishing, consulting, media, advocacy groups, and other fields have made young people work long hours for low pay without overtime pay just so they have opportunities later. This is especially true for the last decade when jobs were scarce, especially for young graduates. The rule is inspired by a need for better work-life balance, to widen opportunities to beyond the group where affluent parents supported their kids in these jobs, and by the sometimes abusive nature of the overtime work that could extend from 7 am to 7 pm or such hours at what amounted to minimum wage work for well educated but aspiring college graduates.