bill gates was warren buffett i believe came from the middle class basically sam walton's did but sam walton's kids are the ones who were hiring frank luntz as i recall to come up with the term death to invent their own term death tax and and get it out there as widely as possible i mean they got basically busted for that you know there's multi-year underground campaign to change the way we thought of inheritance taxes. i just i guess just noting that the subtitle of your book or one of your books is why america should tax accumulated fortunes why should we. well for that reason and in one way you know bill gates and i talk about how the inheritance tax the estate tax is an economic opportunity recycling program people accumulate if you if you cumulated fifty million or fifty billion dollars in the society you didn't do it alone it really is a function of that web of social supports you probably did something important to deserve or helped create that wealth but you didn't do it alone and and so an inheritance tax is where you set it at the end of one's life this is the way you pay ba

and i guess i'm old enough to remember when the wal-mart's slogan was made in the usa back when sam walton was still alive and maybe things were ten percent more but people's paychecks for thirty percent more because they were making things here in the united states do you see jonathan see any any future here in the united states where manufacturing will return and where where these kinds of abuses that were seen if if you want to characterize them as such by wal-mart will will go away. well not if we have the current political system that essentially bought and sold by the big campaign donors of big campaign contributors on wall street the fact is wal-mart is the model that everyone strives for which to lower wages outsource things abroad and not do any real work that sustains people not pay people sustainable wages the interesting thing about this is that i once watched focus groups about wal-mart and regular people if you say to them would you be willing to pay a few pennies more a dollar more for a product if you knew that the wal-mart worker was getting health insurance or they had a

it's disciplined, profitable and crock, sam walton and others do a version of what you're doing of the hall meetings, of the sitting down with associates and partners and others. who are the people you emulate, who are the people you look to as real innovative leaders over the years in retail? you've, by the way, in the book you use the word "merchant" a number of times with a real source of pride. you don't shrink from that at all. it's what you are, what starbucks is and what you do. >> right. >> how, when you look at the other successful merchants around the country, who do you emulate, how did you look to? >> you know, i view myself as a merchant, and i think being a merchant is a lost art in america. i think mickey drexler is the great american her chant today. he, basically, left the gap and just reinvented j. crew. i mentioned les wexler who has done extraordinary things at the limited, i think jim senegal is an unbelievable merchant in the business he's created. i talk in the book about two situations that happened to me, one at the anal of 10 when -- age of 10 when my aunt too

. >> we have evidence of, for instance, at the sam walton institute where every manager has to be trained, they have a response to a question, why are there so few women in management? the answer is that men are more aggressive in seeking advancement. this is provided to everyone going to the management training program, and they will inform their decisions with this when they have the discretion to make promotions. >> and this causes them to discriminate on the basis of sex? how could this possibly cause them to discriminate on the basis of sex? >> they have and intention to take this into account. they do this when they make their decisions. there is a stereotype that women are less aggressive when it comes to assessing the suitability for promotion. >> this is just an assessment of why the percentage is different, if not only at wal- mart, but throughout the industry. to say this is the explanation is not telling your people not to promote women. >> there have been women promoted. but justice scalia, i think that the questions that you are raising, are questions that they can raise at

>> we have evidence of, for instance, at the sam walton institute where every managers trained, they provide an answer, why are women under represented? the response given was because men seek advancement more aggressively. that is a stereotypical statement provided to every person going through the management training program that forms their decisions when they have these promotions. >> that causes them to discriminate on the basis of sex? how could that possibly cause them to intensely discriminate? >> they have an intent to take sex into account in making their decisions. they apply a stereotype that women are less aggressive when it comes to assessing suitability for promotion. >> that is an assessment of why the percentage difference. they differ not only at wal- mart but throughout the industry. to say that is the explanation is not to tell your people, do not promote women. if you have an aggressive woman, a promoter. >> i understand that. there have been women promoted. the questions you are raising our ones that wal-mart can raise at trial. the question at this juncture is

. >> at the sam walton instite where every manager has to be trained for the become a manager, they provide as a response to a standard question, why are women so under represented ofew women in management? the response given was because men seated it's meant more aggressive. that is the stereotypical statement provided to every person going through the management training progm that they then go off and informed their decisions when they make these discussions to make promotio. >> how could that cause -- caused them to intentionally discriminate on the basis of sex? >> they have an intent to take sex into account in making their decisions. that is they apply a stereotype about women being ls aggressive when it comes to assessing their suitability for omotions. host: that exchange was and joseph sellers who represented the womenf wal-mart in this case. guest: they are really talking past each other. joe is saying this company had -- it was taught to managers that men make better managers because they're more aggressive and driven. he is sayinghis is evidence that there was a culture here of

. >> at the sam walton institute where every manager has to be trained for the become a manager, theyvide as a response to a standard question, why are women so under represented or few women in management? the response given was because men seated it's meant more aggressive. that is the stereotypical statement provided to every person going through the management training program that they then go off and informed their decisions when they make these discussions to make promotions. >> how could that cause -- caused them to intentionally discriminate on the basis of sex? >> they have an intent to take sex into account in making their decisions. that is they apply a stereotype about women being less aggressive when it comes to assessing their suitability for promotions. host: that exchange was and joseph sellers who represented the women of wal-mart in this case. guest: they are really talking past each other. joe is saying this company had -- it was taught to managers that men make better managers because they're more aggressive and driven. he is saying this is evidence that there was