Frequent Renegotiation and Non-Ratification of Treaties: The U.S. diplomatic history is marked by numerous instances where treaties were signed but not ratified, or where the U.S. reserved the right to renegotiate or withdraw—such as the failure to ratify the 1911 Reciprocity Treaty with Canada or the 1927 Naval Disarmament Conference in Geneva, which ended without agreement.
Peace of Augsburg
The Peace of Augsburg (1555): This treaty ended religious conflict within the Holy Roman Empire by allowing rulers to choose their territory’s religion. The agreement was reached only after protracted negotiations and careful consideration of the political and religious context. The resulting yes was highly binding and respected, reflecting the German preference for thorough context before agreement.
utmost seriousness
In Thomas Mann’s Buddenbrooks a Lübeck merchant family illustrates the German values of duty, reliability, and the sanctity of one’s word. Business agreements in the novel are treated with utmost seriousness; once made, they are honored without the need for repeated checks or reminders. The family’s decline is partly attributed to deviations from these values, highlighting their foundational importance.
Zuckerberg
The Social Network (2010). Chronicling the creation of Facebook, this film shows Mark Zuckerberg’s shifting relationships and agreements with co-founders and early partners. The story is marked by frequent renegotiation, legal disputes, and Zuckerberg’s readiness to change or exit agreements as the business evolves, reflecting the American logic of flexibility and ongoing negotiation.
Zuverlässigkeit
The German term Zuverlässigkeit conveys the concept of reliability; ability to count on what has been promised. It is culturally significant because seen as a core personal and professional value in Germany.
“Maybe”
Wall Stree Journal. October 9, 2025. “It’s a familiar routine: You send somebody an invitation—to a party, a lunch, a meeting—and you wait for the reply. Yes or no. Or maybe.
My colleagues and I wanted to know the psychology involved with receiving (and giving) a “maybe.” Why do people answer invitations that way? And how do the invitation senders feel when they get that response?
The short answer: They hate it.
League of Nations
U.S. Refusal to Join the League of Nations (1919): After World War I, President Woodrow Wilson negotiated the Treaty of Versailles, which included the League of Nations. However, the U.S. Senate refused to ratify the treaty, and the United States never joined the League, demonstrating a reluctance to commit to binding international agreements that could limit national autonomy.
Paris Climate Agreement
Withdrawal from the Paris Climate Agreement (2017): Although not in the search results, this modern example fits the pattern: the U.S. entered the Paris Agreement on climate change but later withdrew, asserting the right to exit when national interests were perceived to be at stake.
McDonald brothers
The Founder (2016). This film tells the story of Ray Kroc and the McDonald brothers. Kroc enters into an agreement with the brothers to franchise their restaurant, maintains constant contact as the business grows, but ultimately finds ways to change the terms and force the original owners out. The movie highlights how agreements can be transactional, with parties reserving the right to alter or exit arrangements when it suits their interests.
“that make us miserable”
June 16, 2025. Wall Street Journal. “Many of us feel compelled to say yes to things that make us miserable. Yes to work that is not our job. Yes to taking on jobs when we’re at home or on vacation. Yes to boring, unnecessary meetings or company dinners.”
Key Points: saying yes to unwanted tasks leads to unhappiness, while saying no, when done correctly, brings relief; evaluate requests by weighing their cost to you against the benefit to others before responding; base your “no” on personal principles, use empowered language, and reinforce with confident body language.
The author is Vanessa Patrick, associate dean of research and Bauer professor of marketing at the University of Houston’s C.T. Bauer College of Business. She is the author of “The Power of Saying No: The New Science of How to Say No That Puts You in Charge of Your Life.”
Some interesting comments on the article:
“Like so many things, it depends. In my experience, unless the corporate world has changed much more than I think it likely has, saying “no” to your boss is generally not a great career move.”
“Following this advice will result in getting you and your priorities fired! This article is written by an academic who clearly has no idea how large, fast organizations work. It’s incredibly arrogant to assume that one always knows the valid reason to do something that seems out of one’s lane. It assumes you work with the same knowledge/data as your boss. That’s rarely the case. The current environment is so ultra-competitive that missing even a slight competitive edge or event could mean the decisive difference. Do not listen to someone so entranced in academia (with tenure and no competition ) who is advising you to do.”
“I started reading this article, then quickly said, “No”.”
“The author clearly never worked at a consulting firm or any kind of matrix organization where there were many bosses with competing interests. However, she is publishing, and that’s important for academicians.”
“After moving 3 times in 4 years for my employer, he then asked me to move again after one year. Talked to my wife over the weekend and decided the family would stay while I listed conditions for accepting the move including weekend flights back home. On following Monday told the boss I would accept the assignment and handed him my written list of conditions. He said forget about it and asked me who he should give the assignment to. I stayed at the then current location for 6 years and moved to final location before retirement. Oh and got a another promotion along the way. Cannot just say no; must be strategic/political. Always do what is best for the company with caveats.”