The Triangle of Suits

The principal-agent model is bilateral in situations such as a doctor and it's patient, the patient being the principal and the doctor being the agent. Problems arise when there is asymmetric information and one party knows more then the other. In this case, the patient may wonder if his/her doctor is recommending expensive treatment for his/her benefit or the doctor's benefit. In situations like these, morals and ethics may come into play. In a triangle shaped pattern, like with a lawyer working for a firm but defending a client, there is a sort of tug-o-war dynamic that ensues. In the show Suits, Harvey Spector, the protagonist, goes through many instances where he must choose between "caring for the client" and doing what is profit maximizing for his firm. Throughout the show, conflicts arise with his boss, Jessica, and you see Harvey make critical decisions that sometimes please his boss and the firm and other times anger her. Up until the latest season, Harvey has consistently been making decisions and finding tactics to at least leave the client neutrally happy but ultimately pleasing the firm and winning out for them.

However, in the latest season, morals and ethics factors are highlighted as Harvey's own moral code is put on the line with a couple client cases. In the case of Suits and it's plot line, Harvey's firm's goal is to maximize profits while Harvey's clients goal is to win their case. When Harvey is forced into a tough position and pressure from his boss, Harvey has been of late, pushing through and continuing to fight for his client and win cases. Harvey has been a boastful and proud man, claiming to have never lost a case, showing a glimpse at what his own agenda may hold. So in Harvey's case, his triangular pattern may align more with one side then the other, his chosen method to deal with this type of system. However, various other scenarios have occurred where Harvey has followed his boss's orders and sided with his firm. This pattern on Suits shows that in this triangular system, one must choose one or the other and compromise in order to deal.

The Good and the Bad

All through high school, I worked in a large grocery story corporation with 500+ employees each day. Seeking out this employment myself and deeming myself as financially independent as a sixteen year old could, I came into this job with a headstrong will to prove my independence and tenacity. However, this experience actually led me to discover quite different things as well. 

The first acquaintance I made on the job was a girl of similar age to me. She had started just three weeks prior to my arrival at the store and had very much of an attitude of an adolescent who had been forced to attain a job by their parents. At first, I played into her conversation, complaining with her about the long shifts, constant standing, and rude managers. However, this talk got annoying fast, and I found myself responding in shorter phrases and with little to no eye contact. Catching on quick, she began to search for a different companion. Soon, I saw her gabbing with an adolescent boy in a different department 24/7 and not really caring to acknowledge me when we passed. While at the time I was slightly bothered, I went back to my work silently and alone and continued to work away. A few weeks passed and I began to meet more people. A middle aged man whose wife and two children worked a couple stations away from me during the slow night shifts. As we worked together more frequently, we began to converse more and talk about our lives and share the quirky stories and instances while on the job. This became much of a pattern as I settled into my work schedule and I found that it made each shift that much more enjoyable. I realized that the initial connection I'd felt to the adolescent girl my first days of work weren't necessarily because of personality or common interests. Instead, I was drawn to her because of our similar physical traits: female and adolescent. However, our perspective and work motives were misaligned, something that was quickly discovered. It wasn't until I opened my eyes and looked around at people from all walks of life and took the time to discover who I was able to converse with easily and engagingly. This friendship formed resulted in a more productive and enjoyable work experience that ultimately got me through each day and month worked at the grocery store. 

I think people tend to gravitate towards people who seem like they come from a similar background, however, they may realize that just because they have similar circumstances, they may not necessarily get along better then two people from completely different backgrounds. Working at the grocery store not only helped me grow as a financially stable person but also as a social person, able to understand what values I seek out in friends and wish to implement in myself. These social skills that come from work and life experience and benefits gained come unexpectedly from good and bad experiences. 

Sharing Marbles

Jonathon Haidt's article on team verse individual production and it's relationship to the share of reward was an article I really enjoyed and enlightened my view on current politics and procedures. One particular part, about how in history leaders have called upon their people in times of crisis to join together and pull equal weight to reap rewards, really stuck with me. This concept of team productivity and reward distribution is one that I have never really considered before, but thinking back now, affected the dynamic of a summer camp program I was a part of this past summer.

Like with most organizations I have been a part of, teamwork and leadership has always been an important aspect when it comes to running an efficient entity. Being a counselor for a cultural summer camp this past year, I learned how to function with people from all ages and levels of experience. Parent committees, directors, counselors in training, and my fellow counselors all had different priorities and different roles. However, when it came to the logistics of this one week of camp, we all came together during preparatory meetings and workshops and brainstormed what needed to do done, by whom, and how. Each and every person had an instrumental role in our planning and everyone knew what everyone else was doing. So when it came to the actual week of camp, no one was left unoccupied or unfocused. Regrouping at the end of the week opened my eyes to the levels of satisfaction hard work had given us. Parents on duty talked about how they stopped a camper from running through heavy traffic on a rainy night, counselors in training spoke of their first experience juggling fifteen screaming nine year olds as they complained about the afternoon activity. Looking around and hearing what everyone had to say, it became apparent that everyone had come with the same goal in mind, to provide a week long experience for the campers of this organization to make long-lasting and cherished memories. Along the way, each and every one of us got our own satisfaction out of it too. Although our roles may have been different, we knew that each one was important to the whole of the goal. So yes, Jonathon Haidt did convince me that team production is for the greater good. Because, that week, our team production produced a week of success and drive that wouldn't have been able to do done with each and everyone's undivided devotion and effort.

Illinibucks

The concept of "Illinibucks" seems quite similar to concepts found during large scale events where preferred or VIP members are able to gain perks such as cutting the line for a concert or getting first pick when it comes to airline seats. With thousands and thousands of students and faculty at the UofI campus, a system like this could both be beneficial and profitable. Now in order for this system to work, Illinibucks must be accessible to all students, nondiscriminatory and readily available. This kind of system would work for goods or services that most to all of the population uses or needs and requires lining up for. The university would also have to have authority or own the corporation or organization that supplies the public's good or service in order for Illinibucks to be accepted. Candidates for this could include class registration, housing registration, seating at school games, or reserving used textbooks at the school's bookstore. If Illinibucks were to be implemented, they would also need to be fairly priced. If they were priced too low, everyone would buy one and the whole preferential treatment or perks would be useless and result in just another first come first serve basis system. If they were priced too high, noone would not buy Illinibucks and it would again be issued worthless. In addition, if the price of the Illinibuck was greater then the price or value of the preferential perk, the Illinibuck would not be worth the value.

I would spend my Illinibucks on reserving classes. Registration time is always a stressful time for students as they plan their courses and hope for well scheduled days. However, once their registration slot is open, it becomes a free for all and game of chance as classes are dropped and ones added within a matter of moments. I think Illinibucks could benefit the University greatly especially with class registration because currently I have even heard of students paying other students who can register early to "reserve" seats for them. This system has become a profitable one for students and could easily be shifted to the University's benefit. While this blog post is for hypothetical purposes, I do believe Illinibucks could very well be a great asset to the University.