Tea producing companies of India and Ceylon, showing the history and results of those capitalised in sterling

David Williamson has produced several disturbing plays about HR fascism and the psychopathology of many modern bosses. He has noticed the way the modern corporation has relinquished its ambition of the 1970s to go from the hierarchy of an army to the pluralism of an orchestra. The ranking would remain there but it would be devolved, honouring specialisation. The theory was that essential decisions should be centralised but all the rest handled at the coalface, among staff. Now we are back in the army. This is partly to do with the abolition of executive careers. No longer do you вЂcome up’ through the Post Office, or David Jones, or the ABC, where girls and boys could once start delivering mail and end up running the joint. Nowadays executives are guns for hire and do not expect to stay more than five years in a company (running airports, national broadcasters or bean factories is taken to be much the same), and they become used to a five-stage assault on the status quo. First year, paint the walls purple (I’ve arrived!) and sack a third of the staff; second year, train up your newly hired executive force and jemmy your new plan through the system; third year, sack some more, fix some intercorporate alliances; fourth year, cope with bad results, blame government and international conditions, foreshadow plan B; fifth year, produce figures and charts showing results have been staggeringly good but more austerity is required ...»