Working in Big Pharma, I have never met any colleagues who woke up in the morning and decided to create a plan to depopulate the world. This may be a controversial post because many have already arrived at their conclusions based on their research and thought processes, and I can appreciate and respect that!
But cast that away for one moment, and let me share how I see it from my point of view.
It is about manufacturing human behaviour by pushing the right buttons using the right incentives. Let me break down to you what I mean. What I share will be familiar if you work in a corporate environment.
At the beginning of every financial year, everyone gets an individual appraisal report with their salary increment and bonuses. Most people wonder how what salary increments and bonuses their peers are getting.
Here is how it works most of the time in very large organizations. Every employee is measured on two dimensions.
The first dimension is “Performance”. This is a very straightforward and objective measurement. Sometimes, we call them SMART Goals, meaning Specific, Measurable, Achievable, Relevant, and Time-Bound.
Most of the time, these are simply direct or indirect financial goals.
It can be simply one of the following examples:
1. Sales Achievement (i.e. Hit 1 million dollar drug sales this quarter)
2. New prescriptions (i.e. Switch behaviours of 10 doctors per month to start prescribing our drug.)
3. Launch Success (Launch a drug successfully by Jan 2023 and achieve XXX Sales target in the first three months
Of course, there are non-financial goals too, like “Hire a full team this quarter”, “Ensure employee attrition rate below X per cent, Drive this and that project etc.”
However, the second dimension is where the controlling of behaviour takes place. Behaviour is a very subjective measurement; most of the time, it can be a double-edged sword. Every company drives behaviours according to its Corporate Value.
For example, this is the Corporate Value for Pfizer. There have four pillars of Values
1. Courage (Think Big, Speak Up, Be Decisive)
2. Excellence (Focus on what matters, agree on who does what, Measure outcomes)
3. Equity (Be inclusive, Act with integrity, Reduce healthcare disparities)
4. Joy (Take Pride, Recognize one another, Have fun)
Now, measuring behaviours get subjective during Performance Evaluation Meetings. Usually, senior management goes through a meeting that runs through every single employee in their organization. During this meeting, department heads or senior managers talk about their subordinates individually (of course, without the employee present).
It's like an episode of "America's Got Talent" or "American Idol", but the difference is that the performer/employee is not present, and there is no audience around. Typically it is only the manager, the manager's peers, Human Resources, and sometimes an senior executive who is two ranked above.
Managers of each department will flash a PowerPoint of their employees and start talking about them individually. First, they will show the “Performance Dimension” of that employee. This is very clear-cut because it is based on SMART goals.
But then, when it comes to "Behaviour Dimension", this is where the fun begins. First, the manager will have to justify the ranking of the behaviours by giving concrete examples based on the company's values.
For example, they will say, "Bob demonstrated courage by thinking Big and acting decisively to launch an experimental mRNA product. He was innovative in suggesting going through the Emergency Use Authorization Process and developing a comprehensive plan to achieve EUA authorizations in Key Markets. "
Now, who the heck is going to go against that?? Do you think one of the manager's peers will stand up and say, "Hey, the mRNA product might be dangerous, and we need to evaluate it carefully"?
If someone stood up to say that, their performance review might be downgraded (for being indecisive or demonstrating a lack of courage).
As I said, demonstrating behaviours is a double-edged sword. Please note that I am using a very extreme example as an illustration. Of course, not one single person came out with the idea of using an experimental mRNA product. It is a collection of individual behaviours mixed with financial incentives that led to this horrific experiment on the human population.
In the recent decade, many Big Corporations have included "Diversity and Inclusion" in their Value System. During the last few years, when I participated in such meetings, a couple of managers always played the "Diversity and Inclusion" card to promote their employees. They will say, "Tom is a very inclusive manager who creates equity within his department. You can see it by the employees in his department - a good mixture of males, females, LGBTs, Blacks, Chinese, Russian, Indian .etc etc.".
To be very clear, I am not speaking against diversity and inclusion. But over the years, I have seen many employees promoted into Key Positions because they played the Diversity and Inclusion card.
Anyway, going back to Performance Matrix, this is what we get at the end of the day.
Everyone is placed in their matrix, and Salary Increments are assigned to these individuals based on the box they are in. I simplify it here. But, of course, there are many other discussions around it. For example, employees in the 0-1% boxes are typically assigned a special re-evaluation where they are coached to change their behaviour or are shown the exit. It is like Jordan Peterson being forced To undergo reeducation or lose his medical license.
I wanted to demonstrate how a psychopathic corporate entity behaves without having a nefarious and overt agenda. When financial goals are mixed with a subjective value system, even if the values appear virtuous in writing, they can end up quite the opposite in practice! There is a saying the road to hell is paved with good intentions.
We don’t need to create a fake video about Albert Bourla planning to depopulate the world. Here is the video where he talks about reducing the number of people who cannot afford their medicine by 50% and not reducing the population by 50%. You can see it in around 2 minutes and 50 seconds onwards.
Dissecting a Psychopathic Entity