3/ In this book, I talk about ergodicity in the simplest words possible.
I use practical examples most readers can relate to.
I give strategies to implement the learnings in daily life.
4/ This book does not pretend to be a substitute to more formal manuscripts. It is not.
If you are interested in a formal understanding of ergodicity, you're better off with other resources.
After reading my book, you might want to read them anyway, to complete your knowledge.
5/ However, if you wanted to understand ergodicity and wondered how the new hot topic in economics applies to your life, but didn't want to read anything too technical, this book is for you.
6/ This book does not talk about ergodicity strictly from the economic point of view, though it does cover some basics.
In the style of my other books, it also explores our behavioral adaptations, and gives you practical tools you can use to apply the learnings in your life.
7/ This book is shorter than my last few, hence the reduced price.
You can pre-order it now on gum.co/ergodicity, to get it a full week before anyone else.
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Nothing about graduation rates (literacy rates, yes).
Instead:
– Knowing what matters for society to work well
– Being able to find a value-adding role in society
– Having learned that personal improvement is achievable
Things such as:
– What brings prosperity?
– What did countries that were wealthy and democratic do (or didn't do) that caused them to become poor or totalitarian
Seems banal, but…
2/6
…we only discuss how good it's to be prosperous or democratic without discussing how to get there or how not to fall back to the default state (poverty / absence of rights)
3/6
A problem of many organizations is that they are aware of the needs of employees (impact, recognition, growth, fair salary, etc) but fulfill them as they would with a checklist: let's do this superficially, checked, done.
Some examples (& solutions) ↓
1/8
Example #1: recognition.
Many companies and managers know that employees want recognition.
But they fulfill this need in a very superficial way. With a small internal award, a certificate, etc. Top red flag: it's HR-driven and/or feels cringe.
2/8
The alternative:
– make it personal: it should come from the boss or the boss' boss.
– make it congruent: a moment of recognition followed by a year of no recognition feels (and likely is) fake.
3/8
Whenever we desire an outcome but not the actions that would make us achieve it, we end up with inaction, busywork, shortcuts, excuses, and, ultimately, frustration.
(a thread of highlights from the first chapter of my book "The Control Heuristic")
1/14
You probably do not have a decision-making problem, but an action-taking one
2/14
Decision-making is not the same as action-taking.
The cortex is mostly responsible for taking decisions, and the ~basal ganglia determines whether we act on our decisions.
The recent wealth tax increase in Norway was expected to bring an additional $146M in yearly tax revenue
Instead, an estimated $54B-worth of ultra-rich left the country, leading to a lost $594M in yearly wealth tax revenue
A net decrease of $448M+
(sources and calculations ↓)
The Guardian estimates the wealth of the relocated millionaires at 600B NOK, or $54B. That would have been taxed at 1.1%, which means $594M in wealth tax lost
Norway raised NOK 16.1B = $1.46B in wealth taxes in 2019 (page 3 of the PDF below); increasing the wealth tax from 1% to… twitter.com/i/web/status/1…
Plenty of replies who seem to think that leaving the country to keep one’s money is greed, but implementing a wealth tax to get someone else’s money isn’t