I think there is a very simple explanation and one that John misses slightly with the idea of insecurity. That explanation is incentive. If you're at the tip of a hierarchy - any hierarchy - there is no incentive for you to want to change the way it's structured. No matter how the new hierarchy shakes out, there is no advancement for you. Whatever problems he may or may not see with capitalism, Elon Musk is not going to try and change it. He has nowhere to go but down. The driving factor is, to my mind, opportunism. Changing the system makes a lot of sense if you have room to move up the hierarchy. You probably won't end up worse off, but you may end up better. Like a whole host of human endeavors, the motivation may be masked by rationalizations, but self-interest powers it.
But the traditional way of moving up the hierarchy is by adding to productivity. The problem with DEI methods of doing it is that it redistributes opportunity to less qualified candidates, which ultimately lowers productivity, without calculating what might be lost from using that method. It's the affirmative action mismatch theory that Glenn talks about all of the time. Affirmative action can be good if those who are admitted can handle the work. If they can't, what you have done is deprived someone who could handle it of the opportunity which is bad for productivity.
I think there is a very simple explanation and one that John misses slightly with the idea of insecurity. That explanation is incentive. If you're at the tip of a hierarchy - any hierarchy - there is no incentive for you to want to change the way it's structured. No matter how the new hierarchy shakes out, there is no advancement for you. Whatever problems he may or may not see with capitalism, Elon Musk is not going to try and change it. He has nowhere to go but down. The driving factor is, to my mind, opportunism. Changing the system makes a lot of sense if you have room to move up the hierarchy. You probably won't end up worse off, but you may end up better. Like a whole host of human endeavors, the motivation may be masked by rationalizations, but self-interest powers it.
But the traditional way of moving up the hierarchy is by adding to productivity. The problem with DEI methods of doing it is that it redistributes opportunity to less qualified candidates, which ultimately lowers productivity, without calculating what might be lost from using that method. It's the affirmative action mismatch theory that Glenn talks about all of the time. Affirmative action can be good if those who are admitted can handle the work. If they can't, what you have done is deprived someone who could handle it of the opportunity which is bad for productivity.