Smart move Atkins – Forest 2 Reading 3

That idiot Tim Dellors has been getting grief on Twitter from you lot who don’t know anything about football.

Trouble is he don’t know anything about football either, halfwit.

He thinks Atkins got it all wrong bringing Billy Smart and Micky Blackman on. Dellors – we won. Shaddup.

Dellors was going on about Sean Morrisons being injured and we even didn’t need him. Who needs a useless central defender when you’ve got Gordon Obita. Dellors shaddup again.

Anyway I knew as soon as we went two nil up we’d blow it. Then I knew as soon as we’d blown it, we’d win it. Stands to reason. Atkins might not know what he’s doing but that little shorthouse with the big gob, Billy Davies knows even less. That’s why everyone’s celebrating. Davies Shaddup.

And added to that you got proper commentary from the top boy, Tim Dellors. best commentator around.

Simon Church and Charlton up next. I won’t hear Dellors though, thank God. I’ll be in the West Stand. We’re going up.

URZZZZZ

 

BIO-LISERGIA!

Ahora mismo tengo un colocón visual que no doy crédito! Estoy flipando TANTO que no doy abasto ante la masiva psicotrunidad microscópica frente a mis ojos.

Psiconáutica cortesía de BIOCANVAS, una curradisima y desde ahora favorita biblioteca visual, chapó!.

Y es Biocanvas quien linkea a un par de archivos audiovisuales tambien de lujo, biolujos: Olimpus BIOSCAPES (me encanta el nombre),  Olimpus MICROSCOPE Resource Center y  CELL PICTURE SHOW, que me provoca irremediablemnte ver ya el musical Cell Horror Picture Show!

Espectacular… estoy babeando ¿qué bio-paisaje tendrían mis enzimas naturales? …. babeando hasta el nivel de ser  incapaz de seleccionar imágenes para enseñároslas, quiero casi TODAS! que poco criterio, ja. Así que en pleno delirium tremens he capturado pantallazos del archivo general de Biocanvas.

Ya veis sumamos nueva adicción.

Y aqui os dejamos… sigo en trance, feliz bioCOLOCon  MiCropsICOdélico!! Opto-Lisergia hARDcORE!!

 

 

New zine from Reclaim the Fields Scotland

Treehouse D.I.Y.

A short zine showing how easy it is to plan and build a treehouse

STPZ cover bordered

This zine is a whirlwind run-through of how to build a treehouse.  It is part of the Secret Treehouse Project: a response to the absurd nature of land ownership and an exercise in re-skilling.  The project aims to set up a wee network of secret treehouses.  This zine came out of a weekend of sharing and learning treehouse related skills.  Use it to build your own treehouse.  Download, print and share freely, just click on one of the links below.

Secret Treehouse Project Zine – Booklet layout by rtfscotland

Secret Treehouse Project Zine – Normal Layout by rtfscotland

Shocking revelation! ASUPD can write citations. In other news, water is wet.

In the latest story from ASU’s State Press, Downtown Phoenix Campus students verbalized their disagreement with ASU’s new ban on smoking. Mind you, this policy is peer-enforced…has nothing to do with the PD whatsoever (despite the fact the university was initially misleading by having officers and random members of command “ask students nicely to stop smoking”).

ASUPD’s own Commander Chris “Sparky” Speranza was compelled enough to take the time out of his super busy day (ie, doing nothing) to make ASUPD look even more ridiculous. “There have been no citations for littering since the no-smoking policy went into effect”. Someone should inform him that he has two STELLAR Sergeants that have the ability to enforce the law, but that also requires them to 1) show up to work 2) dress out into their uniforms and 3) leave the Post Office. Maybe have an Officer enforce the littering law? Oh wait…they keep getting pulled to work at other campuses due to staffing concerns.

In case you were wondering about his street credibility folks, Sparky also said, “This [lack of littering citations] was not because the no-smoke policy is peer-enforced, as an ASU officer can issue a citation to any citizen”.

So just to clarify…we can write citations to any citizen. Gotcha. I was wondering what that book of citations was for!

Toxic Leaders: When Organizations Go Bad

Thanks to one of our readers for sending us this article courtesy of LawOfficer.com. Read this and ask yourself…does this sound familiar?

In her book Toxic Leaders: When Organizations Go Bad, Marcia Whicker describes toxic leaders as “maladjusted, malcontent, and often malevolent, even malicious. They glory in turf protection, fighting, and controlling rather than uplifting followers.” A toxic police leader is maladjusted to the police context that values service to others over self; malcontented possibly because of a perceived slight experienced at some point in their career; often malevolent stemming from a pervasive disregard for the welfare of their subordinates; and surreptitiously malicious toward superiors who represent authority, while observably malicious toward peers and subordinates who are viewed as potential competitors. Toxic leaders specialize in demoralizing and humiliating subordinates in public.

We might well ask why world-class police organizations would put up with such behavior. One alibi stems from their ability to kiss up the chain of command while kicking down. Toxic police leaders always seem to have well-prepared presentations ready for their superiors and are ever ready to accept tasks without regard for the impact on their subordinates. Because they lead using fear, subordinates respond quickly to their direction. But they comply without commitment.

Toxic leaders are seen by many their subordinates and others in the police organization as arrogant, self-serving, inflexible and petty. Word among police officers spreads fast and they’ll go out of their way to avoid the toxic leader.

A chief-level officer in a large police agency once asked, “How do you know a leader in your organization is toxic?” We suggested that he observe how the patrol bid fills in. The last supervisors to get officers to voluntarily sign up for their sectors are often the ones being avoided by police officers because they display toxic tendencies. Patrol officers are not likely to voluntarily select the sector of a supervisor that displays these characteristics:

  1. An apparent lack of concern for the well being of subordinates.
  2. A personality or interpersonal technique that negatively affects organizational climate.
  3. A conviction by subordinates that the leader is motivated primarily by self-interest.

It is not one specific behavior that deems one toxic; it is the cumulative effect of de-motivational behavior on unit morale and climate over time that tells the tale.

When asked whether they have toxic leaders in their organizations police officers from many different police organizations and at varying levels respond with a resounding affirmative. After repeating that question in dozens of seminars we have anecdotal information that suggests toxic leaders are ubiquitous in police organizations.

It can be demoralizing when toxic leaders continue to get promoted to levels of increasing responsibility. In a recent coaching course for newly promoted police supervisors, a police sergeant stated, “We all know who the bad leaders are, but the police department sticks that person away in a bureau out of sight where the bad leader can spend all his time studying for the next promotion exam. The bad leader scores high on the promotion exam, gets promoted and is released back on the troops to exact revenge. Once they screw up again and/or destroy the careers of good, hard-working officers, they are placed back into a bureau to study for the next promotion exam.”

This newly promoted police supervisor’s statements must have resonated with the other 40 newly promoted police supervisors from varying police agencies in the room because everyone was shaking their heads in agreement and raising their hands for the chance to tell their toxic leader story.

Assignment changes and promotion provide the avenue that toxic police leaders use to go from one place to another within the police organization spreading their poison. Police officers who have to work with or for a toxic leader are relegated to waiting them out because it is only a matter of time before the toxic leader is removed, placed into another assignment or promoted.

This can have devastating effects on police officers and police organizational culture. Toxic leaders leave in their wake an environment devoid of purpose, motivation, and commitment. In short, toxic police leaders deny police organizations and individual police officers true leadership.

Some suggest that exposing toxic police leaders for what they are would go a long way to solving the problem. Unfortunately, tools like multi-rater leader assessments, climate assessments and employee surveys are not commonly used in police organizations. The argument stems from a questionable belief that these “business tools” do not work or translate well to police organizations.

A tool like a 360-degree feedback instrument would provide some insight into toxic police leadership, but according to Dr. Howard Prince, Brigadier General U. S. Army (Ret.) and Director of the LBJ School’s Center for Ethical Leadership, there is not a validated 360-degree feedback tool available specifically for law enforcement. Perhaps toxic leadership is so prevalent in police organizations because the organizational culture enables and sustains it.

In their book Toxic Workplace! Managing Toxic Personalities and Their Systems of Power, Mitchell Kusy and Elizabeth Hollaway suggest that toxic leaders can only thrive in toxic cultures. Promoting and moving toxic leaders around the organization might be an inappropriate organizational response that serves to enable them.

Another troubling explanation for the existence of toxic police leadership is the possibility that toxic behavior is tolerated, if not encouraged, by leaders at the top of police organizations. Police executives lose credibility when they claim to be advocates of healthy police cultures yet fail to take action against toxic police leaders. Leaders at the top of the organization often mistake short-term mission accomplishment for good leadership. It is possible to run even a good organization into the ground if attention is not paid to the long-term health and welfare of its members.

Leaders who serve at the executive level in police organizations may be the only ones that have the power and authority to counter toxic leadership. Subordinates are not generally in position to address the problem of toxic leaders because toxic leaders are characteristically unconcerned about them and immune to influence from below. Lynne F. McClure, author of Risky Business: Managing Violence in the Workplace, explains why toxicity goes without remedy: “The biggest single reason is because [the behavior is] tolerated.” McClure, an expert on managing high-risk behaviors, believes that if an organization has toxic managers, it is because the culture enables it—knowingly or unknowingly—through nothing more than apathy.

Police organizations can take steps to minimize the number of toxic leaders in their organizations by fostering a shared vision of what good leadership is and is not. Possible antidotes to toxic leadership include:

  • Put a label to the problem (toxic leadership) and talk about it openly.
  • Develop and select with an eye to leadership style, not simply technical skills and short-term effectiveness.
  • Hold supervisors responsible for the leadership style of their subordinates.
  • Implement climate assessments and 360-degree multi-faceted evaluations as developmental tools.
  • Have the hard discussions with subordinates who display toxic tendencies and promptly address behaviors that are not in keeping with the values of the organization.

This article summarizes ASUPD’s “leadership” style perfectly: ones who can’t hack it on the street are promoted (and allowed to run their subordinates into the ground), while the rest of command staff tolerates the toxic behavior.

Chief Pickens, whatever professionally credibility you previously had is now destroyed. You can’t claim you are a successful head of a police department when you have droves of employees quitting due to YOUR inaction and YOUR mismanagement. You have allowed the department to implode because you don’t care about the long-term health/well-being of your employees. But hey, McDonald’s is always hiring…right Chief?

Hulme Park Winter Friendship Festival

HulmeParkWinterFestivalfor all the family

Friday 6th December 3-6pm

Christmas Lights Switch On
(with Charlotte’s Shining Star)

Meet Mother & Father Xmas
(free selection box for each child)

Christmas Crafts & activities

Choirs

Tombola (all proceeds going to Christie’s Hospital)

Festive Food & Drinks

Welcome

WHAT IS HCSO TRUTH?

HCSO Truth is dedicated to informing residents throughout the incorporated and unincorporated areas of Hamilton County, Ohio about the truth of how your Hamilton County Sheriff’s Office operates and spends your tax dollars.

Specifically, HCSO Truth is dedicated to shedding light on the issue of Sheriff’s patrols being handed out to suburban townships for free or extremely subsidized through the use of city residents’ property tax dollars.  Click here for specific information outlining the issue of free and subsidized Sheriff’s patrols in Hamilton County.

WHAT HCSO TRUTH IS NOT:
HCSO Truth is not anti-law enforcement or anti-government.  We fully support and applaud our law enforcement agencies and understand the very necessary role government plays in our society.  HCSO Truth simply wants to ensure these entities operate honestly and openly.

WHY HCSO TRUTH EXISTS:
HCSO Truth is a resource for city mayors, township trustees, county commissioners, the media, and most importantly the residents of Hamilton county.  This resource puts all relevant Ohio laws, case laws, documents, and other facts at your fingertips.

HOW THIS WEBSITE WORKS:
HCSO Truth uses public records requests and other resources to uncover actual documents which expose the truth and then freely posts those documents for you to see.  This site is not about spreading opinions or rumors.  It is about making the facts easily accessible in one convenient location.

DO YOU HAVE MORE QUESTIONS?
Please visit our FAQs page to find quick answers to many of the common questions HCSO Truth receives.

CONTACT US:
We have made every attempt to calculate all numbers accurately and provide factual information.  If you find any errors, have any questions, or wish to provide us with additional information, please e-mail us at hcsotruth@riseup.net

Solidarity with Defend Education Birmingham – call for national mobilisation

The Autonomous Student Network is an effort to (re)build a network of grassroots based anti-authoritarian student groups across the UK. Since SASS is a part of this network, we’re publishing the ASN statement in Solidarity with Defend Education Birmingham. Spread the word and let’s keep the pressure up!

On November 23rd, Defend Education Birmingham released a statement saying that Birmingham University have started the process of applying for a 12-month injunction banning occupations on campus. Furthermore, the university management is targeting two individual students, threatening them with the legal costs of this injunction, which may exceed £10,000.

 

This is the latest in a recent string of attacks on students fighting for democratic control of their institutions and for better conditions of University workers. It comes on the back of the violent arrest of a student for chalking, the deployment of police armed with tasers on a London campus, the violent eviction of the Sussex occupation in April and the pre-emptive detainment and body searching of students in Edinburgh prior to Princess Anne’s visit to their campus. At an alarming rate, university managements and security services are increasing their co-operation with the police in efforts to repress any student action capable of disrupting the business agenda of universities. This environment is incompatible with independent thought – that which is supposedly valued above all else in education. It is a threat to all students, university workers and by extension to a society that ought to benefit from institutions of learning.

 

In response to this, the Autonomous Student Network (ASN) is issuing a warning to Birmingham University: If you proceed with this injunction and the victimisation of the two individual students, the ASN will mobilise a national demonstration on the Birmingham campus. We call on the National Campaign Against Fees and Cuts, the Revolutionary Socialist/ISN group, the Student Assembly Against Austerity and all other groups and individuals who value democratic education to sign up to this warning and to commit to mobilising the demonstration if Birmingham University does not back down in its attacks.

 

When Occupy Sussex called a national demonstration in March, up to 3000 students from across the UK descended on their campus. This was done without the help of the NUS. Anyone who remembers the demonstration will recall the level of militancy and the threat that this posed to Sussex University’s management. If the NUS were a real union controlled by students and run in the interests of students, then this is exactly the type of response to University attacks that we would expect. With the absence of any meaningful NUS activity, we must take matters into our own hands and co-ordinate our defence ourselves. The only way to ensure our security as students is to make repression costly for our oppressors. Its time to back up our words with action.

 

Solidarity with the Birmingham Occupation.

 

-The Autonomous Student Network