But I am making no plans to leave.
I have the feeling now that there is no place left for me to go.
Near the very bottom of my Happiness Charts I put those people who are striving so hard to get to the top. I am better off (or think I am) than they because, first, I have no enemies or rivals (that I know of) and am almost convinced I can hold my job here for as long as I want to and, second, because there is no other job in the company I want that I can realistically hope to get. I wouldn't want Green's job; I couldn't handle it if I had it and would be afraid to take it if it were offered. There is too much to do. I'm glad it won't be (I'm sure it won't be).
I am one of those many people, therefore, most of whom are much older than I, who are without ambition already and have no hope, although I do want to continue receiving my raise in salary each year, and a good cash bonus at Christmastime, and I do want very much to be allowed to take my place on the rostrum at the next company convention in Puerto Rico (if it will be Puerto Rico again this year), along with the rest of the managers in Green's department and make my three-minute report to the company of the work we have done in my department and the projects we are planning for the year ahead.
It was downright humiliating to be the only one of Green's managers left out. The omission was conspicuous, the rebuff intentionally public, and for the following four days, while others had a great, robust time golfing and boozing it up, I was the object of expressions of pity and solemn, perfunctory commiseration from many people I hate and wanted to hit or scream at. It was jealousy and pure, petty spite that made Green decide abruptly to push me off the schedule after we were already in Puerto Rico and the convention had gotten off to such a promising start, and after I had worked so long and nervously (I even rehearsed at home just about every night--to the wonder and consternation of my family) on my speech for the three-minute segment of the program allotted to me and had prepared a very good and witty demonstration of eighteen color slides.
"Stop sulking," Green commanded me curtly, wearing that smile of breezy and complacent innocence he likes to affect when he knows he is cutting deep. "You're a rotten speaker anyway, and you'll probably be much happier working the slide machines and movie projectors and seeing that the slides of the others don't get all mixed up."
"I want to do it, Jack," I told him, trying to keep my voice strong and steady. (What I really wanted to do was burst into tears, and I was afraid I would.) "I've never made a speech at a convention before."
"And you aren't going to make one now."
"This is a good talk I've got here."
"It's dull and self-conscious and of no interest to anyone."
"I've prepared some fine slides."
"You aren't going to use them," he told me.
"You did the same thing to me in Florida last year."
"And I may do it again to you next year."
"It isn't fair."
"It probably isn't."
I waited. He added nothing. He is so much better at this sort of ego-baiting than I am. It was my turn to speak, and he had left me nothing to say.
"Well," I offered, shrugging and looking away.
"I don't care if it's fair or not," he continued then. "We're discussing an important company convention, not a college commencement exercise. I've got to use what little time they give us on the program as effectively as possible."
"It's only three minutes," I begged.
"I can use those three minutes better than you can." He laughed suddenly, in the friendliest, most inoffensive fashion, as though nothing of consequence had just happened, letting me know in that arrogantly firm and rude manner of his that the argument was over. "You must understand, Bob," he bantered (while I thought he might actually throw an arm around my shoulder. He never touches me), "that this ambition of yours to make a little speech is nothing more than a shallow, middle-class vanity. I'm as shallow as you are, and as middle class as the best of them. So I'm going to take your three minutes away from you and cover you and your department in my own speech."
You bastard, I thought. "You're the boss," I said.
"That's right," he retorted coldly. "I am. And you've already received more than enough attention here for an employee of mine. I want to make certain that nobody in this company gets the idea you're working for Andy Kagle and not for me. Or that you're doing a better job in your position than I'm doing in mine. Do you get what I mean?"
I certainly did, then. Green was reasserting his ownership of me publicly by demonstrating his right to treat me with contempt. And in his own long (rather self-conscious and pedantic) speech to the convention, he "covered" me and my department in a single aside: "And Bob Slocum and his people will help, when you feel you really need them, provided your requests are not unreasonable."
And that was all, even though the two projects I had prepared for the coming year were the real high spots of the whole convention. Everyone was enthusiastic about them, even executives from other divisions of the company, who were there as guests and observers: several asked to meet me and expressed the wish for work of similar kind and quality in their own areas of the company. I could have had a grand, triumphant time that week if not for Green (Green's?) kicking me off the schedule. The salesmen, who would have to use these projects in connection with their own work, congratulated me over and over again and never stopped slapping my back as they drank their whiskey in the evening and their Bloody Marys at breakfast in the morning (although some were already implying that they would want to discuss some modifications with me for their own purposes when the convention was over and we were back in New York). And even Arthur Baron, who is boss of us all in this division, drifted over to me on the terrace of the hotel during one of the twilight cocktail parties to tell me that both my projects were the best of their kind he had ever seen and would probably be very useful.
Arthur Baron, who is tactful and soft-spoken, addressed his comments to Green, who was standing beside me on the terrace because he does not like to be seen standing alone. (I was Green's roosting place for the moment, while he took his bearings; and I knew he would walk from me to someone more important as soon as he spied an opportunity. At crowded social or business gatherings, Green never leaves one person unless he has someone else to move to.) Green laughed quickly and gave all credit for the work to me; then he promptly diminished its importance by declaring he had not even seen any of it until that same afternoon (which was not true, since his criticism and suggestions all through the previous ten weeks had helped enormously, and nothing had been included without his inspection and approval.) Green went on to observe, with another pleasant laugh, that the excellent response to something prepared by me without his knowledge or assistance all went to prove what a superb administrator he was. (All I was able to get in to Arthur Baron was a mumbled: "Thanks. I'm glad.")
"The only legitimate goal of a good administrator," Green continued affably, smiling directly at Arthur Baron and excluding me from his attention entirely, "is to make himself superfluous as quickly as possible, and then have no work of his own to do until he's promoted to vice-president or retires. Don't you agree?"
Arthur Baron chuckled softly in reply and said nothing. He turned from Green to me, squeezed my shoulder, and moved away. Green beamed hopefully after him, then turned somber and began to worry (I guessed) that his hint to Arthur Baron about a vice-presidency had been too broad. He was already regretting it. Green knows he often pushes too hard--even at the exact moment he is pushing too hard--but he simply cannot control himself. (He is out of his own control.) (I am in it.) I am dependent on Green. It was Green who hired and promoted me and Green who recommends me for the generous raises and good cash bonuses I receive each year.
"You were a third-rate assistant when you came to work for me," he likes to joke when we are getting along comfortably with each other, "and I turned you into a third-rate manager."
I am grateful to Green for promoting me, even though he makes fun of m
e often and hurts my feelings.
Green is a clever tactician with long experience at office politics. He is a talented, articulate, intelligent man of fifty-six and has been with the company more than thirty years. He was a young man when he came here; he will soon be old. He has longed from the beginning to become a vice-president and now knows that he will never succeed.
He continues to yearn, and he continues to strive and scheme, sometimes cunningly, other times desperately, abjectly, ineptly, because he can neither admit nor deny to himself for very long that he has already failed. Green fawns compulsively and labors clumsily to curry favor in every contact he has with someone in top management or someone near top management. He knows he does this and is ashamed and remorseful afterward for having demeaned himself in vain; he is willing to demean himself, but not in vain. Often, he will turn perverse afterward and deliberately offend somebody important in order to restore what dignity and self-respect he feels he has lost as a man. He is a baby.
Green is a clever tactician at office politics whose major mistake has always been to overestimate the value of office politics in getting ahead. He has refused to recognize that promotion to high place in the company has invariably been based on certain abilities and accomplishments. He has never really understood why so many people of less intelligence, taste, knowledge, and imagination have gone so much further than he has and have become vice-presidents. He does not see that they work hard continuously and that they believe in the company, that they do well and meticulously whatever they are asked to do, that they do everything they are asked to do, and that they do only what they are asked to do--and that this is what the company wants. Green will not grant that these people are all luminously well-qualified for the higher positions into which they are moved.
At least they appear to be well-qualified for their new positions at the time the promotions are made. Periodically, errors occur: forecasts miscarry and people fail; a man tires, weakens in will, or buckles under new responsibilities at the office or new problems at home and ceases to operate as anticipated, and we have another minor malfunction in Personnel. We have another nervous breakdown or another executive (the envy of rivals and subordinates) who resigns (in quiet disgrace) for a job with another company or is pushed aside to allow someone else to move through or retires early or puts a bullet through his head. Periodically, I would imagine, we have single instances of all: a man breaks down, is pushed aside, resigns or retires, and then puts a bullet through his head, although I am unable to think of anyone offhand who has succeeded in traversing this full gamut of defeat. The company survives all mishaps.
While other men in high position work hard and believe in the company, Green worries hard and still tries to believe in himself. He has a vacillating infatuation for Mildred, a young, divorced girl in his department who helps coordinate production, and he surprises her often in the office, or at the banks of elevators, by kissing her suddenly and noisily on the mouth, always though with a flippant, loud remark to denote indifference and only, I suspect, when someone else is there to see. Other times he will stride past her without notice or make some terse criticism of her work or the appearance of her desk, humbling and wounding her cruelly without provocation. And she, of course, adores him in return and is scared stiff. That is, I think, the way Green wants all people to feel about him, adoring and scared stiff.
He is, I think, as big a coward as I am; yet, he is the only person in the company with enough courage to behave badly. I envy that: I am cordial and considerate to many people I detest (I am cordial and considerate to just about everybody, I think, except former girl friends and the members of my family); I trade jokes convivially with several salesmen who annoy the hell out of me and make me waste much of my time with their frantic and contradictory requests; I get drunk with others who bore and irritate me and join them at orgiastic parties with secretaries, waitresses, salesgirls, housewives, nurses, models from Oklahoma, and airline stewardesses from Pennsylvania and Texas; I have two men in my department I'd like to fire and one girl, and there are days when I would truly like to be rid of them all; but I try not to show how I feel, and I'll probably never do anything about any of them, except keep hoping sullenly that they'll disappear on their own; I'm glad that Martha, our crazy typist, isn't going crazy in my department, because I know that I wouldn't have the nerve or competence to do anything about her before she finally falls apart; there's a fellow executive in the Merchandising Department I have lunch with once or twice a month who I sincerely wish would drop dead. (Once a year we have him to dinner, always with a lot of other people, and once each spring he has us to lunch on his God-damned boat.) I know so many people I want to be mean to, but I just don't have the character.
Green, on the other hand, is notorious for being frank and unkind (he is frank, I suspect, just to be unkind). He would rather make a bad impression than no impression. He tries extremely hard to be inconsiderate to people on his own level and lower. He creates tension, terror, and uneasiness in an organization that values harmony, dreads disagreements, conceals failure, and disguises conflict and personal dislike. He is aggressive and defensive. He attacks others and is sorry for himself.
People in the company, for example, do their best to minimize friction (we are encouraged to revolve around each other eight hours a day like self-lubricating ball bearings, careful not to jar or scrape) and to avoid quarreling with each other openly. It is considered much better form to wage our battles sneakily behind each other's back than to confront each other directly with any semblance of complaint. (The secret attack can be denied, lied about, or reduced in significance, but the open dispute is witnessed and has to be dealt with by somebody who finds the whole situation deplorable.) We are all on a congenial, first-name basis, especially with people we loathe (the more we loathe them, the more congenial we try to be), and our wives and children are always inquired about familiarly by their first names, even by people who have never met them or met them only once. The right to this pose of comfortable intimacy does not extend downward to secretaries, typists, or mail boys, or more than two levels upward through the executive hierarchy. I can call Jack Green Jack and Andy Kagle Andy and even Arthur Baron Art, but I would not call anyone higher than Arthur Baron anything but mister. That would be not only dangerous but rude, and I am always hesitant about being rude (to anyone but the members of my family), even when it isn't dangerous. Even Jane in the Art Department still calls me Mr. Slocum respectfully when we meet (sometimes by telephone appointment when I am feeling especially frivolous) and kid around in one of the back corridors, and Jane and I have gone pretty far with each other by now in conversation. I used to encourage the girls I was after to call me by my first name, but I've learned from experience that it's always better, and safer, and more effective, to preserve the distinction between executive and subordinate, employer and employee, even in bed. (Especially in bed.) People in the company are almost never fired; if they grow inadequate or obsolete ahead of schedule, they are encouraged to retire early or are eased aside into hollow, insignificant, newly created positions with fake functions and no authority, where they are sheepish and unhappy for as long as they remain; nearly always, they must occupy a small and less convenient office, sometimes one with another person already in it; or, if they are still young, they are simply encouraged directly (though with courtesy) to find better jobs with other companies and then resign. Even the wide-awake young branch manager with the brilliant future who got drunk and sick one afternoon and threw up into the hotel swimming pool during the company convention in Florida two years ago wasn't fired, although everyone knew he would not be permitted to remain. He knew it, too. Probably nothing was ever said to him. But he knew it. And four weeks after the convention ended, he found a better job with another company and resigned.
Green, on the other hand, does fire people, at least two or three people every year, and makes no secret of it; in fact, he makes it a point to let everyone know immediatel
y after he has fired someone. Often, he will fire someone for no better reason than to cause discussion about himself or to wake the rest of us up for a while. Most of us who won't ever amount to anything really big here, including Green, do tend to sink into lethargy and coast along sluggishly on the energy and new ideas that helped us make it safely through the year before. That's one of the reasons we won't ever amount to anything much. Most of the men who do make it toward the top are persistent hard workers if they are nothing else (and they are frequently nothing else. Ha, ha).
Sometimes the people Green fires are people he likes personally whose work is good enough (that may, in fact, be just the reason he does fire them--that he has no reason). Then he will grow compassionate and become seriously concerned with their plight (as though he were not the one who created it). He will begin an earnest effort to find other jobs for them somewhere else in the company. He is usually not successful, for his zest for catty advantage quickly replaces his original (and uncharacteristic) good intention, and his approach turns malicious and self-defeating.
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