In example one, the writer refuses to take responsibility for the fact that they had unrealistic expectations and encouraged unhealthy behavior. If a guy works for 72 hours straight, you don't reward him for that, you tell him to take 3 days off and get some sleep, because nobody can be productive at a pace like that. At the very least it's incredibly unhealthy for the employee.

In the second example the writer basically is suggesting that you should fire people who speak out against the company. What a ridiculous notion! If your culture is so bad you're producing "heretics", you should probably take a serious review at what you're doing to cause such behavior, and why you couldn't detect and rein it in before they "went public" with their concerns.

In the third example, again, before the "jerk" can "destroy" communication "across the team", why didn't somebody notice and maybe have a talk with this chap? Why not work out counseling, or find new ways to work with the person? There are a lot of avenues available to improve communication between employees. "The pound" is a failure to deal with the communication issue.

The ageism of the rest of his post is just the nail in the coffin. Instead of adapting your culture to support different viewpoints, he suggests filtering out anyone who doesn't think the same. Instead of providing a facility for all employees to come to consensus and work together productively, he suggests you should simply be cautious that the old person could be more politically-savvy than you - essentially, to be 'on your guard' around them. And the idea that an old person has some specific knowledge you need is not only irrational, it ignores the real reason 'old' people have an advantage: they may not have specific knowledge you need, but they have [probably] failed more, which gives them the experience of knowing what doesn't work (in their experience), and to a smaller extent, what does.

Dealing with "geniuses" should be the same as dealing with regular people. If you take an active role in caring about your employees and their experience in your company, you'll find out before problems come to a head, and be able to work out solutions that help everyone. (Or you could just fire anyone that causes you problems, which seems to be his suggestion)