You are always going to get negative feedback. As you get more and more positive feedback, you get more and more negative feedback.

For example: this month I reduced my freelance photography rate from $50 per event to $20 per hour, with a minimum of $20 plus a $10 travel fee. Editing and a CD are free, but I provide no prints. I’ve done almost no freelance photography and I don’t even care about it, but I offer it because people ask about it all the time. The people who say I’m too expensive are actually MORE vocal now. Out of the ten who have asked this month, two have said I charge way too much. I have good equipment, 5 years experience, and a gallery of portraits, so I’m charging very little, but some people still complain. If I charged $5 there would be people saying “it will only take a few minutes!” There will ALWAYS be negative feedback.

Sometimes negative feedback is valid. More often negative feedback is bogus and positive feedback is legitimate. If you are evil this will be flipped: positive feedback (”good job gassing those Jews!”) is bogus and negative feedback (”murderer!”) is legitimate. You should ignore bogus feedback and cut off the source. In your email inbox, bogus feedback makes you want to click “Delete.” Constructive criticism makes you want to click “Archive” because everyone ignores constructive criticism. Accurate negative feedback makes you want to click “Archive” quickly because you are uneasy. If you keep mulling over a comment, it has truth.

A couple years ago I believed you should always speak your mind. Now I know you have to be cautious if you want to be part of normal institutions, i.e. public school, the university, or a bureaucratic place of employment.

For example: here are …

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Proposal for “Implicit-Association Testing: Does it Have a Place at Your Next Job Interview?”
Essay by Richard X. Thripp.
2008-07-17 — http://richardxthripp.thripp.com/essays
PDF version (90 KB).

This was the proposal for my essay, “Implicit-Association Testing: Does it Have a Place at Your Next Job Interview?” (http://richardxthripp.thripp.com/iat-in-practice-163). It was required for school, and simply outlines what I planned to write, before I wrote it.

Implicit Association Tests: More than Informative?

In my essay, I will evaluate the accuracy of implicit-association tests designed to measure subconscious racial bias, and decide whether they deserve to be used for critical purposes such as employment screening and juror selection.

Implicit-association testing is an experimental method, with the purpose of revealing biases that are not shown in traditional questionnaires. An example is Project Implicit of Harvard University, the tests of which “has attracted an enormous amount of research interest and debate” (Klauer et al. 353). In one section of the website’s race IAT, the phrases “African American or good” and “European American or bad” appear on two sides of a computer screen. Pictures of black faces, white faces, and words such as “glorious” and “horrible” appear one-after-another, with the test-taker instructions being to match up the items to either side. In all instances, correct answers are not as important as “the difference in reaction times . . . [which] is taken as an indicator of the degree of association between concepts” (Steffens 166); a “moderate automatic preference for White people compared to Black people” is a common result.

Dr. Anthony Greenwald, one of the test’s creators, argues against common criticisms of the test, stating that “findings reveal that it is difficult to fake IAT performances” and speaking of “the numerous successful uses of the IAT to measure individual differences” in response to the …

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Implicit-Association Testing: Does it Have a Place at Your Next Job Interview?
Essay by Richard X. Thripp.
2008-02-20 — http://richardxthripp.thripp.com/essays
PDF version (80 KB).

We live in a society of increasing equity of race, yet there is still something missing. A student surmises: “The modern-day racism that we face takes the form of subtle attitudes that tear a person’s self-confidence apart if they are not able to transcend that” (qtd. in Weller 69), showing that subconscious bias is the primary form of racism that is still with us. Seeing our legislative efforts, such as the abolishment of the “separate but equal” laws with the Civil Rights Act of 1964, and policies of affirmative action in university admissions promoting equality through the 2000s, one may think that “racism” has been completely eliminated in modern America—the very word conjures up blatant acts of discrimination, such as whites murdering blacks in crimes of hate. Unfortunately, most of us continue to unintentionally associate whites with good and blacks with bad, as shown in implicit-association testing, first introduced by Project Implicit of Harvard University in 1998, where seventy percent of the 700,000-plus test-takers (“Race Attitude”) have shown a bias for whites, contrasted with twelve percent favoring blacks (“Race Breakdown”).

Implicit-association testing is an experimental method that tries to reveal biases that are not shown in traditional questionnaires. Project Implicit “has attracted an enormous amount of research interest and debate” (Klauer et al. 353), with the test for racial bias being the most prominent. In one section of the website’s race IAT, the phrases “African American or good” and “European American or bad” appear on two sides of a computer screen. Pictures of black faces, white faces, and words such as “glorious” and “horrible” appear one-after-another, with the test-taker instructions …

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