Biological background of the degradation of companies

Modern scientific ideas suggest the existence of certain features of the functioning of the human brain, which are:

• on a personal level they push for prokastination;
• in a startup as it progresses and grows, it leads to the loss of the former creative “inner atmosphere” and the growth of bureaucracy;
• in large companies lead to "hierarchical regression . "

Due to these peculiarities of human thinking, the average normal life of commercial companies is 15 years, and the original “Good Empire”, such as Google and Yandex, inexorably over time acquire the features of “Empires of Evil”.
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Some companies resist this, and some do not even understand why their internal corporate culture is declining. Why attempts to instill good and correct principles and practices of business organization do not give the expected results ...

Content

1. Intuition and limbic system of the brain
2. Optimization of thinking processes and the beginning of the degradation of the company
3. The struggle to preserve the intellect
4. Empire Limba
4.1. Excess domination
4.2. HRs are different, HRs are different.
4.3. Flat org structure
4.4. Grading
4.5. Annual bonuses by target
4.6. Promotional offers
4.7. The nuances of "point" wage increases
4.8. HR performance assessment
5. Can companies regain lost mind?
6. IT life in limb
Conclusion

1. Intuition and limbic system of the brain

The human brain is about 2% of the mass, but requires up to 25% of the total energy consumption of the body. Moreover, 25% is the peak load, usually a person tends to think less intensively in order to lower the level of energy consumption of the brain to a comfortable 10%.

To do this, the brain is able to "turn off" areas that are not needed at any given time, reducing the blood supply to them (as modern processors can turn off their cores).

In terms of “computational abilities,” the brain logically consists of several systems (like logical groups of specialized cores of a CPU).

We will be interested in two - the neocortex and the limbic system .


Neocortex is gray above.
The color and signatures are components of the limbic system.

The neocortex is the cerebral cortex, which is responsible, among other things, for rational activity and for creativity — the creation of what was not there before.

This is potentially the most energy-intensive part of the brain. Its intensive use in the creative process is possible no more than 2 hours a day, although in the background at low power a person can constantly think about his creative task. The problem is not only in the supply of nutrients and oxygen, but also in the removal of the products of catabolism of the nervous tissue through the blood-brain barrier , which imposes a limit on the available average power.

When we turn on the neocortex at an increased capacity, then the built-in programs of energy saving and replenishing energy reserves are immediately included - the search for reasons to stop for something and the desire to eat something immediately.

Psychological difficulty to start working on something difficult, the desire for prokastinatsii - this is all the actions of the built-in "energy saving programs."

Burnout, which deprives of interest, motivation to work - is also a defensive reaction with prolonged exceeding the permissible level of loads. Pay attention in the text by reference to the fact that “a decrease in the number of working hours in the richest countries of the world correlates with increased productivity ... and a reduction in staff turnover . ” Obviously, we are talking about work related to mental activity - hardly in the “richest countries of the world” they investigated the work of manual digging trenches.

Closer to the specifics of work in IT - there is an article nrcpp " Burnout freelancer on Upwork. Reasons, tools, solutions ."

The limbic system consumes 30 times less energy than the neocortex. She is responsible for making decisions by intuition , based on the biological experience of the species and personal experience. As they say in Wikipedia - is responsible for the formation of motivations, emotions, behavioral reactions .

Those. it is a trained neural network, the state of which is partly due to genetics, and partly - reflects human experience. It is used as a “black box” - you load the initial data into it, and it quickly and energetically gives you a cheap answer. But why exactly such an answer is received is unknown. The search for logic in intuitive decisions is called rationalization ; in fact, this is juggling - the selection of arguments to a ready-made solution.

The human limbic system is 98% close to that of higher primates; to put it bluntly - in her a program of behavior in the monkey pack. Hence the similarity of certain types of behavior, studied by the science section " Ethology ". You can look at the Wikipedia article “The Hierarchy of Domination” - like humans, monkeys, and even rodents under the control of the limbic system behave in a similar way.

The limbic system specializes in solving three problems: Food, Reproduction, Dominance in a social group.

Tasks that do not fall into this triad require rational activity, i.e. inclusions of the neocortex.

Upd1: This refers to the “high-level” tasks; besides them, the limbic system does a lot of things needed - see Wikipedia .

In confirmation of this, let me remind you that typical situations in which an attempt to use intuition gives a deliberately wrong decision have long been known to science:

Cognitive impairments are systematic errors in thinking or pattern deviations that arise from dysfunctional beliefs embedded in cognitive patterns and are easily detected when analyzing automatic thoughts. The existence of most cognitive distortions has been described by scientists, and many have been proven in psychological experiments.

Cognitive distortions are an example of evolutionary mental behavior. Some of them perform an adaptive function, since they contribute to more efficient actions or faster solutions. Others seem to stem from the lack of appropriate thinking skills, or from the inappropriate use of skills that were adaptive in other conditions.

The cited Wikipedia article lists a list of 61 typical cognitive distortions associated with intuitive decision making.

There are articles about intuition errors in the field of logic and probability theory on Habré. Intuitive thinking (everyday “common sense”) often contradicts reality:

• The task of choosing Vason .
• Paradox Inspection .
• The paradox of Monty Hall ( several articles ).
• The illusions of the brain. Why is an intelligent person easier to cheat at the household level .

2. Optimization of thinking processes and the beginning of the degradation of the company

Attention, the key question.

What kind of brain system will a person seek to maintain a boss-slave relationship in a stable Company?

Yes, yes, that is limbic. The type of task corresponds and energetically it is more profitable.

In a startup, you have to think a lot with the neocortex. Therefore, you can raise painful questions and argue with the authorities - smart ones are necessary for the survival of the company.

Then business processes and revenues stabilize, no longer needed for survival “the creation of what was not there,” and then ...

There is an inevitable "optimization" of the company - in the minds of employees the task of supporting management processes is partially shifted from the neocortex to the limbic system.

All companies go through a stage of ... hunger, if I may say so, then comes the stage of saturation. When they are hungry, they are more successful, but with the onset of saturation, they begin to make mistakes .

But as soon as the neocortex relaxed and turned off, the corporate culture cart went downhill through all the bumps of the laws of Parkinson, Peter and others:

1. Nothing can always go right .
2. Work fills all the time allotted to her .
3. In a hierarchical system, each individual has a tendency to rise to the level of his incompetence .
4. A person who fails to cope with his work rushes to power, always joking in someone else and trying to enter the leadership .

Well, in the final - “ Hierarchical regress ”, burdened by the fact that “ Throughout the institution, from top to bottom, you will not meet even a drop of reason ”.

But here allow me to emphasize for the first, but not for the last time - not in the employees there is not a drop of reason, but in the organization - in what decisions and orders are born in it, in what principles it functions.

3. The struggle to preserve the intellect

Due to the energy savings in thinking and decision making, the company as a whole gradually begins to act not on the basis of reason, but on the basis of the impulses of the limbic system of managers, the “ instincts of individuals ”.

All employees make their unconscious contribution to slipping into such a state. But of course, first of all, top-management sets the “tone from above” and selects subordinates to match themselves (the so-called “negative selection”).

But most ordinary employees, under normal conditions, agree to delegate the ability to think and decide to someone else. Almost everyone is happy when someone wise rules them.
I will give this link here: Propaganda as an absolute weapon. Open lecture by Valery Solovya.

Look at it, but remember that it is about typical trends in normal calm conditions. In general, the theory that only 5% of people are “passionaries”, and 95% - “none” - is one of the provisions of the old-unkind Gnosticism .

The difficulty is that if you talk with each separately, then it will be a reasonable person, but ...

It’s not a fact that an organization composed of individual good people will also be good and reasonable.

If you do not resist, then over time the company will sink to the limbic level.
Therefore, within intellectual, technology companies, they are consciously trying to stop the drift towards limbic management decisions.

Google's battle to preserve intelligence:

However, management in the technology business is still largely based on confidentiality and retention of power ... This is a non-scientific approach to management. Yes, there are some knowledge that they are trying to convey, but what is taught in business schools is hopelessly outdated - it's the same as teaching a craftsman to use the tool, without explaining how to do a good thing or another useful tool. Google is trying to use a more scientific approach ... And this is already much better than what happened before or is still happening in any other place where making decisions about further actions is reduced, let's say, to the skills or vision of individuals, their instincts . Google has probably tried to allow information to rise from bottom to top, to allow everyone to more influence decision-making .

In a small company it is easier to keep the intellect:

@excoder - In the Russian Federation, I managed to be a co-builder of the company precisely on such principles. With the proper level of the barrier from more post-Soviet partners, everything is built and works great and long-running. The main thing is to hire people with the same vision and mentality.

Remember how once, in their early years, Yandex and Google were "corporations of good"? The growth in numbers has contributed to the regress of the internal environment, but at least they are taking measures against it. At least they have the rules and practices for correcting the excesses of “optimizing thinking”.

4. Empire Limba

4.1. Excess domination

In the army, the commander cannot allow his doubts to be noticed by his subordinates. Often it is better for him not to admit a mistake, so as not to undermine his authority or the authority of his superiors, so as not to deprive his subordinates of internal confidence ( anecdote to the topic ).

But in the world of the mind, on the contrary, it is foolish not to admit the mistake that everyone already sees, they have already appreciated and made their conclusions. Obstinacy in error only gives food for additional unpleasant conclusions about the qualities of the leader’s personality, his professional suitability - “he cannot offer anything sensible, and he doesn’t listen to those who can.”

Intellectual companies, not limbic, invent the future. Therefore, those large companies that want to take part in creating the future enclose islands of freedom of mind.

An example is the allocation of Sberbank IT at Sbertech. How is the situation with them now I do not know, but the movement in the right direction was made. Judging by the fact that they write on Habré , in the R & D units Sbertech and now it works well.

About what the alternative is, how it works under an incompetent director, there is already an article entitled “ How new managers destroy the companies entrusted to them ”.

In this case, limbic patterns of behavior “dominance” and “provision of food” are realized in the form of quite specific features of the distribution of the wage fund in large enterprises of the Russian Federation .

And this is not surprising - since for some individuals biological programs can overpower the voice of reason, then what is the Labor Code for them? Yes, it is simply zero. And maybe even worse - his violation may bring additional pleasure from the "dominance".

4.2. HRs are different, HRs are different.

The specifics of managing a hierarchical pack of primates and the flat structure of an intellectual company are different. HR support of these different leadership styles is also a different job.

Pros recruiting agree that the best specialists, creative individuals who, in pursuit of a really interesting project, are ready to sacrifice even personal well-being :

• complexity, scale, non-standard tasks; better is what no one else has done;
• management satisfaction plus adequate colleagues with a sense of humor;
• the compliance of the company's corporate culture with the employee’s internal values;
• the ability to work remotely or flexible working hours;
• presence in the office of recreation rooms, a gym.
• " comfortable and modern workplace ". The inner voice and the article on Habré tell me that this is not an openspace which reduces productivity by 30% .

We also note the explicit mention in the article of the “ flat ” organizational structure, which, in their words, contributes to the realization of the high potential of employees and their development. And from there:

There are a lot of people who do not want to work more in "cool" companies with their office rats, but want the warm, family atmosphere of small companies .

Imagine now the situation when the internal environment of the company was “optimized” - supported by limbic systems by links of the power hierarchy, and the management style acquired a taste of “ I am the boss - you are a fool ”. Regular hypocritical high-level meetings with rehearsed "team questions", fake enthusiasm and other "brand values."

What if in such a “limbic” company try to implement HR projects and processes that relate to the life and development of “neocortex” companies? Let's look at specific examples of how top management and HR, who “optimized” their thinking, will distort and adapt sensible approaches to personnel management.


Cargo cult - external imitation in the complete absence of understanding of the essence.

4.3. Flat org structure

The flat structure is a natural device of intelligent, technological companies, because the mind does not recognize hierarchy. There are no authorities for reason, but he will be happy to study the evidence of his statements of interest. An intelligent person seeks those from whom one can learn, not those to whom one can obey.

But what sad results do attempts to introduce a flat structure in a “limbic” company bring?

The flattening of the organizational structure is supposedly carried out for the sake of speed of passing decisions and reducing bureaucracy. In reality, of course, first of all for the redistribution of payroll of the middle management in favor of the top management.

Vykashivaniya middle management in the form of reductions or demotion and salary leads to this:

1. The loss of competence in the company, the violation of the processes of internal learning and knowledge transfer. This is only the limbic top management can be easily changed at least once a quarter ...
2. At the lower level of the employees, the career perspective and the salary increase prospect disappear (see further the paragraph about grades).
3. After mergers / divisions of divisions and redistribution of areas of responsibility, a number of controversial issues arise, to which the high managers have not condescended. The speed of decision making on these controversial issues drops to zero.
4. The protective barrier between the islands of the mind and the high authorities with intuitive thinking and corresponding alpha characters possesses leadership skills.

4.4. Grading

The introduction of grades gives an assessment of the objective significance of all positions for the Company ... Gives transparent (sometimes they risk to say - fair) rules for the annual increase in salaries for all employees ... Spaceships ply ...

Hmm, so - grading is good for everyone, but needs to be adapted to local conditions:

Hay's Orthodox system suggests that employees who fall into a higher grade should receive 30% more than those who remained in the previous one. However, this does not always correspond to the requirements of reality. ... top managers should receive more than what is programmed by the Hay system .

Mr. Hay’s weak theory is that the appetites of local top management should be taken into account according to a different theory — a constant increase in needs, a constant increase in detachment from employees .

I’m not exaggerating at all, and here’s a fresh confirmation from Dmitry Strashnov, General Director of the Federal State Unitary Enterprise “Russian Post”, that the system is exactly like this:

There is no “opportunity for creativity” in the calculation of its remuneration, since the relevant acts for calculating the premium are applicable to all state-owned companies.

If someone considers that they are incorrect, then it is necessary to change the system (remuneration to the heads of state-owned companies) as a whole and recalculate the remuneration to all heads of state-owned companies.

By the way, bend the theory of Hay should be for employees, but only in the other direction. Fork z / n set not 30%, as in the method , but more - 60%. Then we will take new employees for 70% of the maximum rate and tell them that they are not taking them to the minimum, but to the “average” value. The next improvement is to generally cancel the lower limit of the plug, one confusion with it. The rule “a subordinate should not receive a salary above the head” begins to require manual verification ... well, nothing, we can handle it.

Well, that's better. But still not ideal.

Then we will give HR this right - by fulfilling our personal goal of constantly reducing the payroll rate, at any convenient moment, lower grades and remove the line management sign at our discretion, without notifying either employees or their managers. Exactly so - the right, at one’s discretion, to reconsider the significance of posts in which they do not understand anything! To do this, it will be necessary to classify grades from both employees and their immediate supervisors — middle managers (or they will still tell their subordinates).

Now our way. Do you feel dominated?

Stop, we annually increase the payroll by only 3%. Somehow little comes out at all. Well, that is, for top management - a little. It is necessary for them to introduce the possibility of manual installation of increases in the s / n. And can bring them to a separate payroll? No, well, you, we are one team. It is better to let the wage fund be uniform - and it will not be so noticeable which category is actually “growing” in s / n.

After that, an even lower percentage of payroll increases remains for all employees ...
Damn, not throwing them at 0.3% each - it will look quite mockingly. It will be necessary to give managers the opportunity to manually distribute the increase according to their subordinates - to someone 3%, and someone without another compensation will be killed for another year.

Now is the triumph of transparent salary calculation and payroll distribution.

Only after such improvements, Mr. Edward Hay does not recognize his creation, and from the other world wonders - is it not a lot of honor to call “this” the term “grading” .

4.5. Annual bonuses by target

For a start, the quarterly premiums will be canceled and leave annual. By the way, this is an element of Taylorism , a trick of 114 years old, aimed at the working class. Reasonable employees of creative professions catch it right away:

1. The employer will make the annual premium less than the sum of the previous quarterly premiums, since it will psychologically seem more to you in one piece (I say the same - the manual on manipulating the working class from 1903).
2. The size of the annual award depends on the indicators achieved - it is necessary to reach the next step, the effect of “self-squeezing of juices” from employees arises.
3. If a rule is entered into the collective agreement or in the “remuneration clause” that the employee should be registered at the time of the premium payment and pay the last year’s premium in April of the current year, then it will be possible to make reductions in the personnel after the year’s close, but .

Already not bad, but we will not stop the adaptation of the process of awarding like that half way.

Is it true that a commercial company must first of all take care of increasing its revenue, while cost savings are permissible only to the extent that this does not prevent it?

Then let's formulate it like this: We reward according to the results of accomplishing group and individual “goals”. Requirements for the “personal goals” of employees range from 3 to 5 SMART goals , aimed at increasing revenues and not directly related to job responsibilities. Nice, concise. And it's easier for employees not to be scattered, but to focus only on increasing the company's revenue.

That's just forgot about the drivers, accounting, sysadmin office systems, etc. Their attempts to invent such goals for themselves are something. Who takes too close to the heart - does not withstand such insanity, is dismissed.

Oh, and how then does HR itself set goals for itself - are they somehow sideways in increasing revenues?

Elementary, Watson - it is not required by them. This is an HR project, and they will evaluate the goals of the other employees for compliance with the specified criteria, and not vice versa. So they will choose any formulations of goals for themselves - who will stop them?


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The assurance that “such a thing will never happen to me” is also a cognitive distortion, called the end of story Illusion .

Let's return to the old example, about the death of miners at the North mine . Based on the thesis “there are no bad people”, I will assume that the HR director of the mine went to her position with the thought that she would not only be in charge of her director in violation of the Labor Code, etc. Probably also thought that something would help the employees in their high positions. However, at the output we have a co-authorship in the development of the KPI system, which economically forced them to violate safety engineering. Those. in fact, we are talking about building a system of their gradual suicide, something like a "Russian roulette".

There, the link says that for the sake of increasing shareholder profits, but I doubt it. In the structure of the company's operating costs, salary savings were unlikely to be more than 0.5%. The option of redistributing the “savings” payroll in the direction of top management seems to me more likely ...

Figuratively speaking, if top management solves the problem of turning a company into a concentration camp, then first of all they turn themselves into SS men. Human thinking is flexible, and by the time our Stirlitz has achieved the high position of commandant for success in solving tasks of staff reduction, he will become a real exemplary fascist.

Deep inside itself, of course, Stirlitz will have some sort of excuse . Something like this:

I do everything in my power, within the established framework of orders of the authorities and official duties. I am the most human part of the top management, and I, in my place, soften as much as I can, the orders of the Fuhrer ... The other in my place would not have done that. It is for this difficult and nervous work that I get such a deservedly large prize.

If a person has built a concentration camp over the years, and for the success of construction has become his commandant, then his system of internal motivation, self-justification and encouragement has already been rebuilt to the appropriate tasks. Why on earth would he now seriously announce the conversion of a concentration camp to a club of equal gentlemen?

Purely theoretically, under the immense influence of a certain incident, reminiscent of the temporality of his being, he himself can act in an evangelical way: If you want to be perfect, go sell your property and distribute to the poor; and you will have treasure in heaven; and come and follow me (Matthew 19:16)

Purely theoretically, dear readers, if his family does not have time to pass to a mental hospital.

But how will our director be able to demand the same from his “colleagues” from top management? No way - they will try to get rid of him and continue to "work."
But if Shtirlitsa is not substituted, his associates-subordinates, realizing that they haven’t been able to “work” for long, will launch an operation under the code name Last Hapok .

The power hierarchy of a company will work out solutions that do not fit its spirit. Even ordinary orders are not executed exactly, and it is impossible to order things related to the internal culture, the internal environment.

It is impossible to achieve the execution of the order “be good” or “stop corruption” or “recruit only those who are smarter than you” or “be smart” by “stepping over your ego, correct mistakes made under the influence of your intuition”.

Yeah, everyone ran to become disinterested, smart, honest and loyal.


Finding ways to fulfill an order to improve the internal environment of the Company

The top management, who did not cope with the work, recognizes his failure and will start re-introducing grades and bonuses? Will work for 1 dollar ? Resign? Yes, if they make decisions with the neocortex. But this is not our case.

Limbic thinking suggests something else: to immediately get rid of those who see mistakes in leadership actions. The sweetest thing for “dominance” is the ability to dismiss anyone, without legal grounds, and regardless of any consequences for the Company.


Allegorical picture illustrating the domination of the limbic system over the neocortex

Will the mind then turn on, will the management decisions made by the “inner monkey” correct? Hardly.

As Gilbert Chesterton said, The point is not that they do not see the solution. The fact is that they do not see the problem.

And indeed there is no problem for them - this Company will be bent, pseudo-efficient top managers will fly to another. In any case, they have already “postponed” a certain amount of "retirement". Therefore, they will continue to swagger, experiment and “optimize” under the guidance of their intuition .

Therefore, one should be very skeptical about the hopes of the Company's turnaround to the mind by the forces of the previous bosses.

Recently, another experiment began - on the transformation of Sberbank into something flat and trendy-turquoise ...
Of course, I wish Sberbank success, but I am plagued by vague doubts ... If the “dominant” individuals, having refused the job title “director ...”, retain the levers of redistribution of “food,” then the initial enthusiasm of the others will soon fade in an atmosphere of hypocrisy.

Another example: Soldatenkov is again at the helm of MegaFon . There are many enthusiastic comments below the article ...

Apr 28, 2016 12:25 This is a great decision ... Soldatenkov will raise the company, as it was before !!! I was led to work with him both in the Branch and in GO - this is a real leader and professional !!!

“It was, it was, but it passed,” Sophia Rotaru sings .

Apr 28, 2016 at 11:06 am In my opinion, this speaks of new trends in our economy. Time "effective" managers pass. They are being replaced, as expected, by specialists. The slogans that "effective" will cope, not the gods burn pots, lose their mandate meaning. Private capital does not tolerate inept management, it is not state. shake treasury ...

Private capital does not tolerate mismanagement - sorry, this is on what planet?
And also, by what criterion of skill, the owners are evaluated, we do not know, because we do not know their true goals. It is not enough, the goal may not be an increase in capital in the company, but its withdrawal to another place .

Let's return from speculation to the facts. The Chairman of the Board of Directors, who coordinated the strategy of the actions of the former CEO, himself becomes the CEO. What can change from this? Think, draw your own conclusions.
Although ... should I be clever here, I would have hoped for the best.

6. IT life in limb

I reread the article - it somehow turned out gloomy. But not so scary in life.

First, Professor V. Solovey told us that many people usually like it, and this is biologically natural.

Secondly, I emphasize once again. Intuition does not govern everyone and not always. If you take a tête-à-tête talk, then he will take the arguments of reason, especially if he didn’t have time to blur his decision. But if he has already managed to spoil - then more difficult, his ego, his "inner monkey" will justify and defend his mistakes to the detriment of the common cause, to the detriment of the company.

Thirdly, IT is usually an island of reason and freedom - the specifics of this work.
It is also usually managed by an IT person who understands this specificity. Only it is necessary to take into account that not every former IT person adopted by the top management will resist the harmful orders of his boss.

If at the competition candidates for the position of Director of IT are asked the question “how much are you ready to reduce the number of IT”, then any doubts will come to mind about the winner of this competition.

So it is generally tolerable, but periodically comes the crap, generated by the limbic hierarchy of the power of the company. Either personal threats, mass demotions, reformatting of areas of responsibility based on intuition or hidden personal goals, then cuts in premiums.
Oh, again lost to the negative. Let's not talk about this.

You just need to understand that in limbic companies:

1. All creativity is either copying other people's notions, or the invention and embodiment of the 1001st method of honestly taking money from the population.

2. Everything created by you will periodically collapse, and not in the process of replacement for the best. The true reason is the desire to correct the so-called " fatal flaw " of the existing, i.e. one of the forms of manifestation of dominance.


There are two types of thinking. One of them is creative, and the second is concerned with correcting the fatal lack of someone else’s work.

If pseudo-efficient managers with their idea of ​​“optimization” are not shielded from IT, then IT will gradually bend down.

The best way out in such a situation is “divorce.” Those who are not able to have their IT will pay someone else. For example, as Beeline already does .

Conclusion

“We wanted the best, but it turned out as always,” and now you know why.

The biological principles of energy saving in thinking set the tendency of the internal environment to slide into relationships, like in a monkey pack, to the loss of a collective mind. And if in school, the army and the prison it is inevitable and they have learned to live with it, in the sphere of intellectual work this creates unjustified problems. In such conditions, creativity becomes difficult, and the company becomes uncompetitive in a number of ways.

However, this condition does not prevent many companies from existing - the state either finances them for a budget account, or provides protection in another form - limiting access to natural resources by potential competitors, passing laws, etc.

By the way, in order to secure a comfortable future and cheap labor resources, these companies are interested in suppressing “intellectual” competitors with administrative levers. For example, as telecom operators with third-party messengers are trying to do .

But small intellectual companies, inventing something fundamentally new, still win the "colossi on clay feet" under the control of intuits, and change the world.
Some of them then become “big” ...

Additional materials

1. Dubynin Vyacheslav - Lectures

2. V.D. Nightingale - How does the propaganda machine work ? About cognitive distortions, about the fact that only 3% are non-conformists, only 5% are not amenable to propaganda, about what people like when they are controlled, etc.

3. If you want about the work of the brain “popularly”, briefly, cheerfully, and that this is a video (well, that is, in order not to strain your brain when absorbing the material), then go here:
S.V. Saveliev on Radio Mayak . You need to listen at a speed of 1.5x - it only takes 30 minutes.
Take it only as entertainment material, please.

It is the same, but in detail: Sergey Saveliev at the Institute of Philosophy of the Russian Academy of Sciences November 1, 2013 + Answers to questions after the report .

Upd2: Habrayuzer lair warns: " Trusting any material Saveliev about brain work is not worth it ... You see, this is not even entertainment material. In some places this is trivially incorrect or illiterate information, and in some places just discriminatory statements. See the discussion in the comments .

4. “Biology of human behavior” by Stanford University professor Robert Sapolsky.

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