HEADLINES: For News on Abuse, Human Rights & Entitlements: Current Features Following on from our warnings of the local service impact of the financial crisis:BBC Radio 4 Current Affairs 'Face the Facts' program investigated the Staffing and Service Levels of Jobcenter Plus. It is clear from this highly respected Programme that the levels of caseloads on existing staff, are in excess of what is healthy for staff and their clients. It is openly agreed that there are inadequate staffing levels to undertake the tasks assigned; to the levels and standards agreed, or required of the the staff. Get the full picture from BBC Radio 4 iPlayer - Goto: Jobcentre Plus - Not Working The problems illustrated here are a typical consequence of the long-standing trend to reduce staffing levels to the bones and seek progressive efficiencies, year after year. This is in spite of well predicted, substantial increases in the demands on all services of this kind. There are well understood predictors and maths for these trends and good theory to explain why these natural increases in demand happen. Once upon a time Engineers guestimated the 'extra' resilience that had to be built into a system, to ensure its resistance to failure during any expected emergency. In engineering we have found, to our repeated cost, the dangers and injuries that are a consequence of cutting these margins (what is called the 'built in redundancy') to the bare limits. 'People Systems' are little different in this respect and we all know it. Added to these increasingly impossible task is the additional modern requirement to record and account (in some considerable detail), for the time, expenditure and the risks incurred in implementing these highly efficient expectations (placing a further impossible burden upon the same staff). Those of us who are used to analysing 'risk' understand these dangers well. It is not complicated though - it is basic common sense. There are no Good Excuses:These unreal situations that are created are due to deluded, duplicitous, or dishonest, use of very dubious, intellectual rationales. These are used to justify pushing people to the physical, psychological and emotional limits. It is a pretence that there are some people who can handle this burden indefinitely and that those that can not handle the challenge are incompetent, or inadequate in some way. Actually, those who survive this usually cheat in some way. Once more, the media is beginning to see through this quasi-intellectual hype. As in the recent cases of Service Failures in the Child Protection Industry; The Service Provisions are often inadequate to consistently & safely do the job. Everyone avoids acknowledging this, for fear of being seen to be covering up for their incompetence. The fact is, those who eventually realise that the task is impossible (for any length of time) have a stark choice: Dedicatedly stay at it till they burn out; Stay with it and skilfully pass the burden over colleagues; Keep their head down, look busy, then get out before they are found out; Lie, cover up and falsify the figures; Prioritise and take the flack for the bits not prioritised; or; Move up the management ladder, join the insider club and pass the burden down to those who didn't shift up, or ship out quick enough. Like the elusive 'political science', there is no science involved here. We are all expendable (so it is said); there is always a more desperate replacement. This is said so often and now seems so obvious that we miss the key flaws in this assertion: If that was the case, why do we bother providing these services. If that's the case, why are there not enough people with the essential skills. If this is the case, why are services deteriorating. If this was the case, why do managers allegedly seem to keep picking so many losers? Collective Delusional Thinking: Such assumptions are at best described as 'delusional' on the part of Service Managers. At worst they are intentional, incompetent and dangerous practices. Of course; a younger, less experienced, less 'stressed out' and less disillusioned person may manage things better - for a while! Most of us can work at an exhausting pace, during periods of emergency and, if we are dedicated to the job, we may comfortably do this during accidental emergencies. In the usual quasi-business way of today; 'Human resources' and 'Public Relations' practitioners compromise many principles and fundamental, practical realities, under the same pressures of the Service Managers. In fact they cater to naivety & self interest, the least beneficial qualities for maintaining consistent, long term and effective public services. Ask the most successful business managers their opinions. These 'sciences' have the character of mysticism. Everyone is caught in this collective delusion, which has become institutionalised, even in our educations systems, up and through university levels; The delusion that hyper-efficient tasks are possible to maintain indefinitely, because we have the technology to do it. It is nonsense, of course. Even if we believed in this expendable, mechanistic notion of 'People Systems', it would be poor maintenance practice and would be highly wasteful of expensive resources. More important, it actually does not work. It is highly inefficient, wasteful and ineffective practices. It is a 'virtual reality' that looks good in the computer model but catastrophically fails at the user interface. Rather than reduce the real risks and failures it actually increases them dramatically. Most of the modern service shortfalls, complaints and litigation costs, are due to these false economies and deluded rationales. We end up chasing our tails & wasting resources. Lets Compare this with other Bad Ass Attitudes: The attitudes that these kinds of Service Systems incorporate are the same negligent, quick fix attitudes that progressively causes some of us to fail to top up the oil in car engines; fail to check tyre pressures; run the fuel down to the lowest limits; drive through changing traffic lights (to save a few minutes); cut up other road users and never leave a gap to let others into 'our' lane (to get there quicker). We know this only benefits us short terms and has a cost. Eventually, a significant minority take the same attitude and the original selfish benefits are lost, as each road user learns to cheat the more fundamental rules of the system and collectively end up getting nowhere fast. People are often so busy rubbernecking the misfortunes of other, they crash themselves, or get stuck in the traffic jams that this kind of behaviour invariably causes. Alternatively, we get off the main roads, when we see it is going nowhere. The next psychological trick is to 'reorganise' things again. Golden handshake the previous Senior Culprit, or move them to a more senior role; Bring in some aggressive new blood, who has been trained up in the same dodgy system, with another convincing quasi-intellectual rationale, who will take no nonsense and squeeze the last drop of blood out of the surviving remnants of the original failed system. The process continues until the majority of skilled practitioners are convinced they are incompetent by comparison with the invented 'ideal' model. This invariably involves 'borrowing' someone's else's well tested, researched concept and corrupting them to the point where they are unrecognisable to the originator. All is doomed to fail again, often discrediting what was originally a sound concept, which is lost in favour of another less sound but convincing dogma. Perhaps we are modelling too much on the entertaining antics of celebrities and characters, like Alan Sugar (The Apprentice), Gordon Ramsey (Hells Kitchen), David Brent (The Office) and Sir Humphrey (Yes Minister), Could it be that some managers are modelling themselves on these 'experts' in management styles? Or is it more that some 'naturally inclined' managers fail to see the irony in the derogatory images that such programmes actually portray? The fact is; these caricatures do not represent the best management practices in commerce, or even the average management practices in typically competent, reasonably successful business. Motivational and reward based, customer orientated practices always win over stale, complacent, fear based institutionalized practices. These are not different 'styles' of management; one is 'managing' the other is 'abusive and dishonest, or deluded incompetence'. Open, creative, 'risk managing' services always succeed (long term) over stale, replicated, 'risk averse' styles of operation. Off the peg rarely works well and only attracts a Mr & Mrs Average service. Micro-management, prescriptive processes work well with repetitive, duplicative, production line systems, but do not fit the tailored requirements of 'People Systems'; trying to get the best out of people and promoting independence and functional competence. We now end up with two types of Managerial Incompetence. The 'Misfit', who never had the fundamental skills, but gave a good intellectual impression of managing by dictate (the have and will always be with us - we have to politely remove them, with apologies for mistakenly choosing them). The other is the Manager who would have made the grade, if they did not fear to be seen as 'different'; by bucking the general incompetent trend. The current trend really is one that fits the analogy of "The Emperor's New Clothes". Incompetent Managers can make any competent concept, system, or group of people, look pathetic, inefficient and expensive to operate. The financial, material, social and personal cost are very high. Institutions (Like UK.CO) have the habit of grabbing onto ideas that other organisations had been operating to, just as they realise these have been superseded by better, more effective practices. On listening to the Radio 4 program you will hear the typical 'Public Relations', 'quasi-scientific', politically expedient rhetoric (Political Science) in full flow. It is, like old fashioned politics itself, the Art of Deception; used to discredit anything, or anyone, who does not follow the dogma, or fit the intellectual template that is laid down as the 'model' of practice. I am sure that many of these people actually believe what they are saying. That is the most frightening fact. At least lying sometimes makes sense. Get the full picture from BBC Radio 4 iPlayer - Goto: Jobcentre Plus - Not Working International & European Conventions on Human Rights - The Unadulterated Facts:
In the UK & most UN countries 'These are The Law'; Dignity & Respect - Least Restrictive Action - Tolerance & Inclusion - Anti Oppression - Anti Discrimination - Equality of Opportunity - Equal Treatment Before the Law . . . . . | | Lets not beat around the bush any longer. The fact is that the International Conventions on Human Rights are good social sense. Their purpose is to lead to good social order and the physical, psychological and emotional health, safety, security and dignity of all of a nation's citizens. THEY ARE ALSO THE LAW IN THIS COUNTRY. You are now entitled to politely assert and challenge any infringements of your Basic Human Rights rights. It is your responsibility. Not a lot of people know that; and after decades, it is still one of the best kept secrets - Know your rights. We are about to tell you them. You are going to have to assert them intelligently and politely at first and then by formal action if the polite requests fail to get a reasonable response. Your assertions will initially be ignored and many of your rights will be further infringed. You must persist in asserting them, record events, get witnesses &/or get an advocate / solicitor. BUT, don't confuse Human Rights with other forms of entitlements which may have to be 'proven' in some 'equal' way. It is important to understand that some things are just plain unacceptable; like assault, abusive, insulting, prejudicial, or undignified actions, for any reason, even by police, or any official. That said, reasonable force (the least restrictive but necessary actions), by anyone, including a police officer, to stop a person from doing something clearly injurious to them selves or others, is not an assault; is acceptable and even considered a duty. If a person is doing something criminal, a police officer can use reasonable force to arrest them and anyone can use reasonable force to stop crime. Any Restrictions on Normal Rights must be Legitimate, Proportionate and the Least Restrictive:
All actions and comment, by anybody, at any time, for any reason, any where; should be appropriate, proportionate and least restrictive to your entitlements to freedom of actions and speech, provide you similarly respect the rights of others. Parents, Bosses, Police, Court Officers, and some other Officials have specific, limited powers that they can apply on the behalf of us all, but these also have to be proportionate, least restrictive & equal to the treatment of others. Why is it so difficult to get people to Stand Up For and Accept Our Human Rights?: Well, firstly, because it seems difficult to understand these concepts and why we should need them. We are so used to being pushed around and bullied (or pushing people around and bullying) that it has become the 'Norm'. It is because we are fearful and in being fearful we tend to be angry, or aggressive towards infringements of reasonable Right, nullifying those Rights somewhat, by our own abuses. (See: Chicken Pecking Order). Thirdly, we think that Human Rights are designed for other unfortunate people, in other countries, far away from us in time and place. Actually, Human Rights Directives apply mostly to deprivations by the Developed World. Fourthly, we have got used to the 'benefits' that we accrue by treating others with less consideration than ourselves (See: Chicken Pecking Order). We delude ourselves into believing that we have 'privilege'. We enjoy the relative power and status gained, by treating others with contempt and indignity. This has meant that we failed to see that our fundamental rights are undermined by this. We therefore stay quiet. We can not understand the importance of protecting others rights, so that our own rights remain protected. We moan about the effects of others behaviour, when they 'react' to the atrocious conditions, abuses, or the relative deprivations that they experience. You could be joining them soon. Sadly, the people who are most likely to consider other's Human Rights are most likely to do more to help. In doing so they are more likely to have their own Rights abused and neglected. People who most benefit from the abuses of Rights will do all they can to defend their position. Be clever in your stand against them.
What goes around, comes around: Stop whingeing and speak up for your Rights & the Rights of others! These are being undermined as we speak and when we react to this you will see what is in stall for us.
READ MORE LINK: Your Human Rights - Also see links and stories below. | | STAND UP FOR OTHERS RIGHTS & you protect your own: Human Rights ; Disability Rights ; Human Rights Series | | | | Are you being Bullied, Humiliated, Abused, or Prejudiced Against; in Whichever Way, Where Ever, Whatever Sex, Job, Faith, or Culture and at Whenever Age? | | Lots of people are abused and most just sit, or lay and take it. It causes serious mental and physical ill health, now and later. It disrupts your life and stops you progressing and thriving. Some times you hope to help the person sort their problems and stop the abuse. That just makes you a sitting target. Get it stopped while you can. If you feel abused then you probably have been, but it may sometimes be 'strangely' difficult to know how, why when and even by who! Most of what you will read on this site could apply to you in some way, now or later on, if you don't recognise what is happening and get it stopped. It is the people with the Strongest Wills, the most Caring, Socially Aware, Just Minded & Thoughtful, that can become 'victims'. It is the self-interested, bombastic, least considerate people and the weakest willed who become Bullies & Abusers. Size & strength makes little difference (Check out Sociopaths). Don't forget, bullies can be crafty and skilful. Some are very intelligent and manipulative. Some bullies are good at playing the 'victim' game. Some even play the hero. They are experts at understanding vulnerability, exploiting small weaknesses, projecting their guilt and anger onto others and dumping their crap on yours. Get it sorted out. Check out what is rightfully yours and give the rest back where it belongs. Beware; most abusers look like every one else. | | Go to: Emergency ; Child Abuse ; Physical Assault ; Abuse & Mental Health ; All Abuse Links | | |
| Are you feeling seriously Distressed, Depressed, Anxious, Fearful, or Paranoid? | | These are very natural reactions to distressing circumstances. Recognise these 'symptoms' as your head telling you to get something important sorted, or that you need a break from the crap you are getting. Watch for the signs and don't ignore them. If you ignore your head your body suffers in the end. Don't kid yourself, your strength can end up being your weakness. Sticking with stress and anxious situations is for emergencies only. Don't make a career of it. Contrary to popular opinion and many professional theories & practices: The early stages of 'mental ill health' are actually beneficial to us. Stresses beyond normal levels of tolerance, extending over protracted periods of time, with inadequate resources and opportunities to correct stressful situations, cause 'shut down' of our 'central processor'. The resulting depression &/or anxiety state, causes us to 'stop' what we were doing, thereby protecting our bodies. If we fight these natural reactions, we can override them for a while and keep going to make a situation safe. If we fight on further still we put our bodies at risk of ill health. Similarly, if we allow others to push us beyond this healthy point, this also causes serious health problems. This can happen in any kind of relationship, including employment, personal, or family situations and school. It is essential that you make a stand against these unacceptable, abusive pressures. Take note and record what is happening around you. Take notice of your suspicions early. Trust your own body and thoughts. Stick with your gut feelings. Go with your heart. Check out the facts. Don't listen to other's excuses and justifications. Listen to good friends, unprejudiced advice. Speak up about the difficulties without 'shame'. Insist that unacceptable pressures and abusive actions be stopped. Put a limit on what you can tolerate and 'survive & thrive'. | | Go to: Abuse & Mental Health ; Surviving Systems ; Institutional Prejudice ; More Link to Follow Soon | | | | Intellectual Intimidation, Disempowerment, Alienation & Dishonest Practices? | | All kinds of people are duped and misguided in their entitlements to purchasing services, especially from Banks and Insurance Companies. Some of the conduct is blatantly Unlawful. Other behaviour is dishonest and still other practices have the character of intimidation. Conduct of this sort is increasingly being identified by Legal Firms, based upon successful test cases and subsequent rulings by the Courts and Banking & Financial Regulators. Lets analyse this conduct. LINK If we analyse the underlying character of how these practices developed, we can see that they have all the hallmarks of 'abusive practices'. Most people are susceptible to this kind of institutional dishonesty & abuse. For any society to thrive, it must establish and maintain organisations that ensure justice, peaceful coexistence and the provision of the essential commodities and basic services. To succeed at this, Institutions need to be reliable and honest. This has been understood to be the case, in one form or other, since the dawn of civilisation. Whether it is the eventual successful cooperation between families, tribes, communities, or nations, the establishment of formal arrangements for organising societies is unavoidable. This is clearly a fundamental part of human genetic characteristics; as are the fact we stand upright, use language and have determined hair colour. I am not so much interested in the how and why, just the scientific fact that this tends to happen. The periodic collapse of tribes, communities & nations is also a fact; as is the tendency for societies to regenerate out of the chaos. These Institutions periodically become corrupted through being partisan, self interested, self protective and prejudice. The term 'corrupted' is used in a scientific sense; the dissociation between stated objectives and actual practices. LINK Where does this lead us? LINK The particular failing I am drawing attention to here, is the more dishonest abuses of the the instituted purpose of the established Institutions. It is not Just Banking, Finance and Insurance Institutions that fail in their duties. Commercial Institutions generally fail; as do institutions and systems for Justice, Health & Social Care, Education, etc. The concern here is the corruption for Privileged Purpose and Institutional Self Interest (and that of individuals & controlling bodies). Human Rights & Duty of Care LINK Put simply; Institutions have powers, provided through our Government, which can only be properly maintained through 'trust'. We give over some of our independence & power to institutions and fund them to provide a civic duty, in all our best interests. It is actually quite a simple principle. When that trust is abused in some way, we are so used to 'trusting' institution to do their jobs that we do not immediately see how this can be 'prejudicing' our civic entitlements. The corruption of the institution's purpose is eventually highlighted; in a way where we can see its effect upon us (re-rationalised). It is often only then that we realise the problem has been there for a while and that we have been duped. Again, because we must rely on trust to a considerable degree (life would be otherwise impossible), we have often listened and trusted explanations for justifying restrictions on & abuses of our basic civic entitlements. We have become quite dependent upon professionals to act on our behalf, especially when an institution fails to meet its obligations. Once 'the penny has dropped', we can all see how these failures came about, our part in them & impact upon us. So it is with unreasonable and disproportionate Bank Charges, Loan, Credit Card and Mortgage Protection Insurance; These are aggressively sold, often on dishonest basis, relying upon established trust and generated fears. This is where the Abuse comes in. LINK Fear, Insecurity and Intimidation are used to get us to put our money in one place or another; giving an impression that we have significant choice between the balance between safety and benefits. Sometime Commercial Institutions actively seek to appeal to 'Greed' (a projection). I have worked within these organisations and understand these sales strategies. This makes financial Institutions feel less responsible for the consequences of their dishonest actions. They are actually using fear, but they even use the contrast between fear & greed to our disadvantage. There is greater social credibility (these days) in acknowledging 'greed', than there is in acknowledging fear & insecurity (generated by the increasingly unstable social and world order, mostly generated by these practices). People actually, mostly seek security, welfare & quality of life; which they feel is deserve, having worked under unreasonable levels of stress. This abusive arrangement is win-win for institutions and a lose-loose arrangement for us. It is a psychology that institutions (and those that run them) fully understand. So, when unexpected bank charges (due to late payment of wages / benefits) puts you into overdraft; direct debits fail to be paid (bank charges), causing credit card payments failure (bank & a credit card charges), you see how these charges can be disproportionate & abusive. Can't you? Its is time for Back to Basics: LINK Basic Human Rights have status in Law. Speak up and politely complain at progressively higher levels. Assert yourself, or get someone to do so on Human Rights terms. Ensure your requests and progressive complaints are recorded. Seek legal advice (much of it free now) and make sure you get the service you deserve and a cost that is reasonable, and of a quality which is assured by the institutions that are established to ensure this. People who represent institutions are miss-informed, poorly trained, often dishonest and frequently just plain prejudiced and abusive. We will publish examples of this over the following weeks. Keep sending your stories. They will get published eventually, in the form you request. © Terry Couchman, July 4th 2009
| | Go to: More Links to Follow Soon | | |
| HEADLINES: For News on Abuse, Human Rights & Entitlements: Current Features | | 'No Secrets', 'No Shame no Blame' and the protection of 'Whistle Blowing'. |
I have been engaged in a social experiment over the last half century. It is only in the last 30 years that it has been more formalised as 'Operational Research'. It is only in the last 5 years that I have engaged in serious academic writing and also, some more 'popular' forms of writing. Basically, this experiment involves continuing to work as a 'front line' Professional and engaging with the Community as an 'empowered' Service User (As we all are, or will be, in some way). There is no doubt that the range and quality of services available to people has improved. The formulation of policy on informed choice, social inclusion, reduction of dependency, respect for human rights and the statistical monitoring of service provision is energetic. The development of channels of inter-professional communication and the declared intention for the integration of services, into a cohesive seamless provision is wonderful. It has been delayed by over 30 years and we are not there yet. Government policy and legislation follows the ethos of Human Rights and Good Practices of over 40 years. We are often re-inventing the wheel and driving it on the inspiration of the early days of Community Care and Care in the Community. The Local Authority and Health Care Websites, Literature and Mission Statements ring all the right bells. We raise the hope & expectations of clients & carers. We train professional's to be fully conversant with the obligations that they and their institutions have. If you then fit into one of the 'administrative boxes', you will to safer. If you are vocally competent and not too intellectually & emotionally disabled or distressed, you are likely to have some choices in the way your services are provided. Once you qualify for a specific service. you are more likely to have a limited say in how this is directly provided to you. Its not perfect but it is the best we can do & you should be grateful that there are those who conserve these resources for when you are so completely disabled that you are desperate and grateful for them. If your problem and the way that you see it, fits the criteria that are laid down by a service; if your problems has reached such a pitch that you are in, or near to a crisis or breakdown, you will qualify for help. Once you are seen as a 'Victim' of neglectful and abusive practices, you will get the fullest attention from professional services (once this is professionally 'assessed'). To qualify for help you have to give up some of your independence and personal integrity, so that professionals can then give this back to you, on their institution's terms and by their criteria. What is often not recognised is how costly the administration of these services has become. The organisation of social institutions has more the character of a poor banking service than a 'social care', or proper 'customer' service. It is about holding-on to resources & gaining interest (institutional interests). It is about accounting and soliciting these resources, to cover up the poor management of investments. It is the 'dolling' out of help, according to institutionally determined criteria, which hides the holes in the accounting and excuses the fat cat salaries. You Have the Right to Complain:
If you don't fit into one of the prescribed 'service' boxes, you are in for a bad time. If you repeatedly complain, you are likely to be treated as aggressive, uncooperative, ungrateful, or a trouble maker. If you have eventually become so emotionally disabled that you have lost 'competence' you will be treated at Their Majesty's Pleasure, in some form or other. But there is no need to worry, you can still qualify for parole and return to safely to society, when you acknowledge that it was 'your' errors that got you into the original distress. People have suffered enough, clients and dedicated professionals alike, and we are professionally obliged to take every opportunity to reduce suffering. There can be no excuses, not even lack of resources. All we can do, at present, is open up a few more people's minds and give permission and legitimisation, to those minds that remained open. It is attitudes that are important and bad attitudes have expensive outcomes. The good news for me, (and very few others) is that the poor health which was related to 'unacceptable and inappropriate levels of work stress' (institutional in form, not from client work) has now been largely overcome. Speaking up protects people and yourself. These experiences confirm, to my own and others satisfaction, along with the wealth of evidence accumulated, that much of the poor physical and mental health, of clients and of supportive professionals, is due to inappropriate institutional practices; which I have been observing in our institutions and have been politely challenging as an issue for some time. As I have said else where, no experience need be wasted and all experiences can be turned to the benefit of all concerned, including those who knowingly & culpably generate the unacceptable stresses. Ethical Practice and Whistle Blowing can be 'damaging to your health', even now, with legislation in place to protect us. Even with 'formal' channels for clients to express their complaints and for professionals to expressing their suggestions and concerns, there is real fear in the hearts and minds of many people to make any kind of complaint. Sometimes this is due to the belligerent responses of those in control, but more often it is because of 'relative' ignorance of 'formally trained' professional staff and managers, who have a disproportionate power and influence in the managing and distribution of professional services. They are human and make mistakes - some just don't accept it. Early 'embarrassing' complaints are often dismissed, or effectively ignored, more assertive complaints are challenged for their legitimacy and dismissed by 'formal' excuses (often finances). Formal complaints are dealt with by intimidating processes under the guise of required 'Formality and Impartiality'. I fully support those colleagues who remain, or become silent; for fear of the repercussions from their less sensitive colleagues and managers (who do not always have the same Ethical standing and client interests). Most who remain silent often understand that the professional integrity they aspire to does not extend to all professionals, at al levels in an organisation. Those who have the courage to quietly persevere, under stressful challenges & health risks, know who they are. Those who malign & undermine those who stick to their ethical or moral principles, also know who they are. The people who most need 'eyes opening' are those who simply can not see and refuse to hear, the distress that is being caused by protectionist, institutionalised, prejudice and prescriptive practices, packaged as a 'new improved product' (with the same old caustic ingredients: indifference, neglect and abuse ). The 'Active' promotion of: disabling; distressing; degrading; dehumanising; inappropriate; contradictory; prejudiced; dishonest and psychologically unhealthy practices; are Abusive. This is often evidenced by the person placing increasing demands on others (you and me), without providing the real, 'equitable', balanced support and resources to meet those demands. This is usually accompanied with a refusal to listen to reasonable complaints (or the disabling of the process of complaint, with abusive criticisms of 'competence' and 'intelligence'). Those who are in a position of 'relative' power, who 'refuse' to hear, investigate, or consider these kinds of failings, when they become clearly apparent, or reported to them, are neglecting their duty (as Parents, Bosses, or Public Officials). They are 'culpable' for allowing abusive practices to continue and worse still, for allowing them to be promoted (by others) through their neglect. People often know who the bullies are, but we tend to stay quiet. That is 'dangerous'. You must speak up early, for your own, other's and even that person's sake. Acceptable and Unacceptable Stress:
The worst stresses that clients and professionals can encounter, are those which are the result of the lease beneficial aspects of the organised services - administration & accounting. The work that goes on between client and professional is usually 'productive' stress and can be moderated and enjoyed, with good management & professional supervision. That is why most of us do the work that we do. Creative tension can even be argued to be good for us. Human being are designed to work under some level of productive stress. The stress that accumulates because of dishonesty, prejudice and ignorance, is abusive &/or negligent by its nature & definition. It results from an abusive imbalance of 'power', the use of intellectual intimidation and justifications for inaction and continued poor practises. It arises from the inefficient, protectionist, defensive parts of our employment, or services, which 'disables' managers, employees, clients and professionals alike. it is abusive, in that its represents an imbalance or disproportionate use of any power, like that of any Bully. This form of 'pretence' at managing or providing a service, damages the health and wellbeing of clients, managers and professionals alike. It is the type of stress which we have little or no control over, or honest influence to change, other than to shut down, break down, or run away.; All of which are eventually damaging to us and others and the cause of so much personal, physical, mental, family and community distress (the extremes are evidenced by media sensations). The same kinds of abuses go on daily, everywhere - stop and think about it. "Blow the Whistle, the game needs to stop. We need to inspect and reflect upon the video footage". Who has the real courage to stop the game & spoil the spectators fun? Who has the courage to point to the naked Celebrity Sportsman? Who has the courage to speak out about the abuse and prejudice shown on & off the pitch? Who has the courage and the power to call a halt and stop the abuse of rules and un-sportsmanship? Who has the courage to organise a 'public' enquiry into the deteriorating state of play? Who has the courage to go public on issues that everyone knows about, which we pretend are insignificant, or will sort itself out eventually. History has shown so often, the damage done to communities, families, institutions, cultures and nations, when we bury our heads in the sand and ignore injustice and institutional abuses. The most profound abuse is intellectual, psychological and emotional. Ask anyone who has been raped, sexually or physically abused - Dignity and self respect are hammered down: Physical hurt can be seen and evidenced - psychological and emotional hurt can be dismissed as due to 'complicity', 'human weakness', 'incompetence', 'over reaction', or 'being irrational'. I hear these terms being used by less insightful managers & professionals, all the time. It used to be mostly men, now it is equal. Both sexes are complicit. It is a complete disgrace. Training does not give professional's, or managers real insight. If they have insight, it is from their own personal experiences. Training is not the answer, We must 'give' the insight to those that lack it (& who are capable of it). Embarrassment is justified here. Sometimes you must be a Sheep in Wolves Clothing. Stand up and protect yourself. Blow the Whistle to stop this abusive game. © Terry Couchman, June 12th 2009 | 'Health and Safety', at work, play and just going about your business. | | Highlighting The Psychological & Emotional Components of Health & Safety |
Like so often, in so many circumstances, there are many misunderstandings of issue like those of Health & Safety. In Civil Law, we all have entitlements and obligations to help ensure our own and other people's health and safety. We usually understand these entitlements to a reasonable degree, unless we are vulnerable for some reason of health, or social circumstances. There are, however, some areas where we just do not appreciate these entitlements fully and people can then suffer the very serious consequences, which no amount of financial compensation can correct.The costs to ourselves and others (through taxes), for these 'failures of duty' of various kinds, are quite considerable. These costs are not just in terms of processing and payment of compensation claims they generate (which are directly, or indirectly paid by us all, in some form). The costs also arise out of the wide range of disabilities created and the subsequent absences from work. These have to be compensated for, in terms of expensive support and therapeutic services, along with the cost of man hours lost. We should all become more aware of these causes of distress, the wider effects and the consequences for us all.As so often described by those who have suffered physical, sexual and emotional abuse (as I have), it is the Psychological and Emotional damage which is most profound and damaging. The mental and emotional damage done by the mental, intellectual and emotional abuse (also associated with the bruises and broken bones), have the most distressing long term effects. Some abusive people are so skilled at their trade, they are able to induce these mental and emotional distresses, in the strongest of people, without ever throwing a punch (but perhaps threatening to). People who have these experiences are not weak, or vulnerable by birth; they are made vulnerable by virtue of the abuses perpetrated upon the 'strength of commitment' the person shows towards their duties; as parents, partners, professionals, families members, friends, managers and even as bosses. I have observed small groups of self interested staff completely undermine a portion of a service as effetely as any incompetent manager undermines and distorts a complete service, to their own selfish ends. This is what is recognised as bullying behaviour. Behaviours that are neglectful of a duty of care and abusive in terms described, either by practical or intellectual neglect of under-assessed and poorly managed risks in the physical, psychological or virtual environments, are Health and Safety issues. Like in the case of any personal abuse, if these behaviours and neglects, lead to avoidable, negligent, or deliberate 'injury', they are reportable. As in the case of personal abuse, the psychological, intellectual and emotional abuses, or psychological, intellectual and emotional consequences of other abuses and neglects, are unacceptable and the legitimate subject of Health and Safety concerns, as well as Human Rights issues (Now Legal requirements). Remember, it is the social consequences of impairment and disablement, which are not appropriately and reasonably adjusted to take account of 'impairments', that are 'disabling' to people (demonstrated in Disability Law and Human Rights generally). If events and circumstances that impair you legitimate personal and social functioning, putting you or those you have charge of (& responsibilities for) at any kind of identifiable risk, you can reasonably consider yourself 'disabled' (temporarily or more persistently) by these neglects, prejudiced experiences and abusive behaviours. Evidence to these effects can be easily demonstrated by the comparison of 'functioning' before the events and circumstances with functioning during the un-managed period of the events. It may even be possible to demonstrate the 'relative difference' after the risky events and circumstances (and some consequences) have been removed. This effect can be considered as the 'default', where other rational and evidenced explanation are not adequately demonstrated. Even where other contributions to the 'disablement' are identified to be a consequence of 'external' effects (those effects outside the context legitimately being considered), the proportionate effect of neglect and poorly assessed risks, are still legitimate Health & Safety issues & Human Rights issues. All identified risks must be assessed, even where a 'disablement' by other factors is identified. There is an obligation to consider and adjust for 'any' disability, or disablement, as these become recognised. Disablement does not have to be permanent to be appreciated. The purpose of Human Rights and Employment legislation is to 'remove' all social disablement, as source. As in any Health and Safety considerations, there is a responsibility for us to report these risks as soon as we become aware of them and to take action to remove the risks, to ourselves and others. In basic Human Rights and Employment Rights terms we only need to show evidence of unreasonable, abusive behaviour, or behaviour that impacts upon Personal (and social) Dignity and reasonable entitlement to equitable treatment, under all circumstances. The best evidence to support this is 'relative'; that is by comparing treatment of yourself with that demonstrated toward others. The other important 'measure' is to identify behaviour & conditions that are Unnecessary &/or Excessively Restrictive. How to Proceed:
Stay calm and polite, as much as you can. Resist any challenge to use your 'competence' as a defence, quote your 'disablement' by circumstances and behaviours described. Record details of dates times, behaviours, comments, actions and inactions, which you feel contributed to the risks you (and others) have encountered. Wherever possible, discuss the problems with trusted colleagues, but recognise they may be fearful of the consequences to themselves. Talk with your GP and Occupational Health, about any symptoms you are experiencing. Talk with friends outside the family / organisation. Try and choose someone who is skilled in these matters. Talk to a Union Rep, to Citizens Advice, a Solicitor. But you must collect the evidence. Get as many people into the picture that you can. Stick with the issues and demonstrate fairness but firmness. Repeat and 'evidence' your claims as often as necessary, to get them addressed properly. Look for evidence that others are suffering similar abuses, prejudice and neglect. Look for evidence of discriminatory behaviour. If your initial reported concerns are dismissed, ignored, or referenced as issues of 'competence', record the incidents in the incident records, or through the appropriate Health and Safety system and process. If they do not yet seem to have any apparent 'Heath and Safety' impacts, state your position and requirement and then report the experiences as abuses of your Human &/or Employment Right, or Dignity, etc.. Also be aware, that those investigating the risks and grievances may simply be under pressure from those who determine their roles in turn. These inhibitions to the process may be due to other Managers, the Legal Department, the following inappropriately drafted policies and procedure, institutional prejudices, incompetence's and inappropriate practices, inefficiencies and ignorance, else where in the organisation. If you are experiencing disabling, stressful problems, you can bet your life (as your may be doing in these circumstances) that other people are also doing so, including some managers and people in Human Resources. Persevere - there will usually be someone with the courage and insight to listen and act. Finally, remember that the risks and stresses that you have reasonable control over and can in some measure enjoy, as part of your work, are quite different to those risks and stresses that you have little control over. Where you have inadequate support, professional supervision or other mechanisms for reducing, or managing the risks, these are completely unacceptable. In addition; if your attempts to address these risks & stresses are dealt with in ways that are punitive, or abusive (including 'head games'), these should be included in the reports and any subsequent complaints you make. Lay a good, evidenced based paper trail. These behaviour are precisely the same as those who have been personally abused in their homes and schools. These 'risk' factors overlap with issues of abuse and prejudice at work and are covered by further Employment Law. Make your stand, even if you have to use 'constructive dismissal', or 'unfair dismissal', as your escape routes, in order to protect yourself. Get legal advice. Search for someone with the skills to do an effective job, but always remember, it is yours and others, life and wellbeing and therefore it is your ultimate Human Rights responsibility. Think of the abused child , or rape victim, who refuses to become 'victimised'. They have tough time getting heard, but they persevere and improve justice for us all. © Terry Couchman, June 12th 2009. Link to Main Stories: 'Mental' Health and Safety ; No Shame No Blame ;(See Above). |
