The Internet naturally devolves to Hitler references. Call it Godwin’s Law. Call it reductio ad hitlerum if you’re into the whole unnecessary use of Latin thing (and you’re lawyers, so you totally are). But with the advent of the Internet, Downfall video became inevitable.
And with bored lawyers seeking Internet-based distractions at their desks (or law library carrels), the legal Downfall video was even more inevitable.
Above the Law has linked to some of these before (for example here and here), but I figured I’d treat the readers to a collection of some of the finer videos here as part of my role as the editor covering the tech beat.
If you have others, link them in the comments. I’m sure someone out there in the middle of a two-week document review somewhere will appreciate it….
“There’s winners and there’s nothing else. I don’t give a sh*t what those pinkos over in Russia say. You want to be a loser you go live in Russia. I’m not a loser. I’m a winner. I’m an American. Who wants to be John Wayne? Who wants to grab a root and hang on? Who wants to get a mean on? Get a mean on son.”– Coach Hisler, Johnny Be Good.
All I could think about last Saturday, while Johnny Manziel was breaking down Alabama’s vaunted defense, was Johnny Be Good. It’s one of the worst movies of all time, and it starred the assistant principal from Breakfast Club as a football coach, the nerd from Breakfast Club as some kind of great football player, and Robert Downey Jr., who wasn’t even in Breakfast Club. The soundtrack had the eponymous Chuck Berry song redone by Judas Priest, and also included a track from Ted Nugent. There are cameos by Jim McMahon and Howard Cosell, and the whole enterprise comes off as an indictment of the 1980s as one wildly implausible football scene piggybacks on another. To be strained would be a slap on the wrist for credulity in some of these scenes. I mean, this film is a trainwreck in every meaningful way.
When Hitler came to power in January 1933, more than half of Berlin’s 3,400 lawyers were of Jewish origin. All of them, alongside the thousands of other Jews practising law throughout the rest of Germany, were forced to re-apply for admission to the national bar. At which point, only German-Jewish lawyers who had qualified before 1914, or who had fought at the front line in the First World War, were granted the right to continue in their profession. And in November 1938, even this select group was banned from practising. Many German-Jewish lawyers would subsequently be murdered in concentration camps. Others managed to flee to the U.S., where some, like the late Coudert Brothers lawyer Ernst Stiefel, eventually re-qualified as U.S. attorneys.
I learnt about Stiefel — who, before being admitted in the States, completed spells as a chauffeur, busboy, and dishwasher in New York, having undergone a period of internment as an “enemy alien” in the U.K. — from an excellent pamphlet produced by the German Federal Bar and the American Bar Association, “Jewish Lawyers in Germany under the Third Reich,” that I happened upon last week in the reception room of the English Law Society’s office in Brussels. I was there to listen to the English legal representative body’s arguments against a proposal for a new single Europe-wide contract law, having spent the first part of the day listening to the E.U.’s arguments in favour of the plan.
At face value, a single European contract law is about exciting as, well, Brussels (imagine an Eiffel Tower-less Paris without the joie de vivre, or a diluted Euro-version of Washington, D.C.)….
The evolution of relationships between the genders continues. Currently, in law firms, there is an interesting conundrum; balancing the desire for a gender-blind workplace where “the best lawyer gets the work and advances” and the reality of navigating the complicated maze created by the fact that, in general, men and women do possess differences in their work styles. These variations impact who they work with, how they work, how they build professional connections and how organizations ultimately leverage, reward and recognize the talents of all.
Henry Ford sat on his workbench and sighed. A year earlier, he had personally built 13,000 Model Ts with his own hands. Fashioning lugnuts and tie rods by hand, Ford was loath to ask for help. Sure, there were things about the car that he didn’t quite understand. This explains the lack of reliable navigation systems in the Model T. But Ford persevered because he knew that unless he did everything, he could not reliably call these cars his own.
“Unless my own personal toil is responsible for it, it may as well be called a Hyundai,” Ford remarked at the time.
The preceding may sound unfamiliar because it is categorically untrue. And also monumentally stupid. Henry Ford didn’t build all those cars by hand. He had help and plenty of it. Almost exactly one hundred years ago, Henry Ford opened up the most technologically advanced assembly line the world had ever seen. Built on the premise that work can be chopped up into digestible pieces and completed by many men better than one, the line ushered in an age of unparalleled productivity.
Today, an attorney refers business because he can’t do everything the client asks of him.
There are three reasons why this is way dumber than a made-up Henry Ford story…
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past six years. You can reach them by email: [email protected].
Since late last year, things have been booming in Hong Kong / China in cap markets, especially Hong Kong IPOs. M&A deal flow has recently been getting a bit stronger as well. Although one can’t predict such things with any certainty, all signs are pointing to a banner entire 2014 for the top end US corporate and cap markets practices in Hong Kong / China. This is not really new news, as its been the feeling most in the market have had for a few months now and things continue to look good.
The head of our Asia practice, Evan Jowers, has been in Hong Kong for about 10 days a month (with trips every other month to both Shanghai and Bejing) for the past 7 months, and spending most of his time there meeting with senior US hiring partners at just about all the major US and UK firms there, as well as prospective candidates at all associate levels and partner levels, and when in the US, Evan works Asia hours and is regularly on the phone with such persons, as our the other members of our Asia team. Our Yuliya Vinokurova is in Hong Kong every other month and Robert is there about 5 times a year as well. While we have a solid Asia team of recruiters, Evan Jowers will spend at least some time with all of our candidates for Asia position. We have had long standing relationships, and good friendships in some cases, with hiring partners and other senior US partners in Asia for 8 years now.