Decline of Detroit

TLC’s victim?
Maybe the people from US decided to sacrifice Detroit in order to benefit Arizona, New Mexico and Texas. A huge percentage of these States’ production is sent to Mexico.

The Salinas de Gortari’s team maybe thought to modernize the mexican industry, exchanging the corn and bean production to car production. Of course Mexico had to sacrifice some producers too.

Currently South Korea produces technology. I’d like to see Mexico becomes the american version of South Korea.

All of this looks like the Democrats’ vision. Or the way they like to call it …
馃檪 The USA leadership over the world.
The Democrats’ good side.
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The city of Detroit, in the U.S. state of Michigan, has gone through a major economic and demographic decline in recent decades. The population of the city has fallen from a high of 1,850,000 in 1950 to 701,000 in 2013. The city’s automobile industry has suffered from global competition and has moved much of the remaining production out of Detroit. Local crime rates are among the highest in the United States, and vast areas of the city are in a state of severe urban decay. In 2013, Detroit filed the largest municipal bankruptcy case in U.S. history, which it successfully exited on December 10, 2014. However, poverty, crime, and urban blight in Detroit continue to be ongoing problems.

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Reference …
https://en.wikipedia.org/wiki/Decline_of_Detroit

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Video Voyeurism

An idiot uses cameras at regular citizens homes, committing a sexual crime pursued by the FBI.
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“Mercury and Herse”, scene from The Loves of the Gods by Gian Giacomo Caraglio, showing Mercury, Herse, and Aglaulos

Voyeurism is the sexual interest in or practice of spying on people engaged in intimate behaviors, such as undressing, sexual activity, or other actions usually considered to be of a private nature.

CRIMINOLOGY

Non-consensual voyeurism is a form of sexual abuse. When the interest in a particular subject is obsessive, the behavior may be described as stalking.

The United States FBI assert that some individuals who engage in “nuisance” offenses (such as voyeurism) may also have a propensity for violence based on behaviors of serious sex offenders.[24] An FBI researcher has suggested that voyeurs are likely to demonstrate some characteristics that are common, but not universal, among serious sexual offenders who invest considerable time and effort in the capturing of a victim (or image of a victim); careful, methodical planning devoted to the selection and preparation of equipment; and often meticulous attention to detail.[25]

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Reference …
https://en.wikipedia.org/wiki/Voyeurism

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Enchantress (DC Comics)

Enchantress is a fictional supervillain appearing in American comic books published by DC Comics. The character was created by writer Bob Haney and artist Howard Purcell, and first appeared in Strange Adventures #187 (April 1966). The character has periodically been depicted as taking the role of an antihero.

Flashpoint

In the alternate timeline of the Flashpoint event, Enchantress is a member of the Secret Seven.[43] It is revealed she is a traitor when she turns Captain Thunder back to his mortal form after which Billy Batson is killed, though she states she doesn’t care which side she is on as long as she can cause pain and havoc.[44] The Enchantress is killed by Kal-El (Superman) landing on her.

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Reference …
https://en.wikipedia.org/wiki/Enchantress_(DC_Comics)

Human Trafficking

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Human trafficking is the trade of humans, most commonly for the purpose of sexual slavery, forced labor, or commercial sexual exploitation for the trafficker or others.[1][2] This may encompass providing a spouse in the context of forced marriage,[3][4][5] or the extraction of organs or tissues,[6][7] including for surrogacy and ova removal.[8] Human trafficking can occur within a country or trans-nationally.

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Human trafficking is a crime against the person because of the violation of the victim’s rights of movement through coercion and because of their commercial exploitation. Human trafficking is the trade in people, and does not necessarily involve the movement of the person from one place to another.

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Reference …
https://en.wikipedia.org/wiki/Human_trafficking

Procuring

馃檪 Great discovery. I thought that Azcarraga was the only one big women dealer in the world.

In US the politicians do it. Just like Cuauhtemoc Gutierrez.
Not finantial profits but a different kind of benefits, like Azcarraga.

This fact could mean the existance of a prostitution network at very high level.

INCREDIBLE !!
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Procuring or pandering is the facilitation or provision of a prostitute or sex worker in the arrangement of a sex act with a customer.[1] A procurer, colloquially called a pimp (if male) or a madam (if female), is an agent for prostitutes who collects part of their earnings. The procurer may receive this money in return for advertising services, physical protection, or for providing, and possibly monopolizing, a location where the prostitute may engage clients. Like prostitution, the legality of certain actions of a madam or a pimp vary from one region to the next.

Examples of procuring include:

– trafficking a prostitute into a country for the purpose of soliciting sex
– operating a prostitution business
– transporting a prostitute to the location of their arrangement
– deriving financial gain from the prostitution of another

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Reference …
https://en.wikipedia.org/wiki/Procuring_(prostitution)

Fases del Mobbing

La actividad favorita del idiota de Azcarraga.
Pero es tan maricon que en vez de estar presente en estas actividades, envia camaras.

馃檪 驴A que le tienes miedo joto?
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Las fases del mobbing son varias:

Fase 0: La seducci贸n.

Sin esta fase no puede darse el acoso. En esta fase el acosador a煤n no ha manifestado su gran potencial violento. Normalmente, la seducci贸n va dirigida a la v铆ctima, pero en ocasiones est谩 destinada al entorno proximo de la victima y puede quedar enmascarada.

Fase 1: El conflicto

La mayor铆a de expertos definen el mobbing a partir de esta fase. Una mala resoluci贸n del conflicto es lo que lleva al acoso laboral. Algunas veces, es tan corto el espacio de tiempo que separa “el conflicto” del “acoso” que se solapan.

Fase 2: Acoso Moral en el trabajo

Tambi茅n denominado: mobbing, bossing, bullying. La definici贸n de la UE (14-5-01) es aquel “comportamiento negativo entre compa帽eros o entre superiores o inferiores jer谩rquicos, a causa del cual el afectado es objeto de acoso y ataque sistem谩tico durante mucho tiempo, de modo directo o indirecto, por parte de una o m谩s personas, con el objetivo y/o efecto de hacerle el vac铆o”.

Fase 3: El entorno

La respuesta del entorno laboral ser谩 la que determinar谩 la resoluci贸n r谩pida del acoso o bi茅n su implantaci贸n permanente, con el consiguiente da帽o en la salud del acosado. Por tanto, el entorno es un elemento b谩sico en el desarrollo o en la resoluci贸n del acoso laboral. Los c贸mplices son los que magnifican las consecuencias de la conducta arbitraria, al permitir las decisiones ilegales e inmorales del causante del acoso: “se le deja hacer”. El superior jer谩rquico decide voluntariamente no hacer caso de las quejas del acosado y en su lugar da libertad al acosador para que se ensa帽e con vilezas de todo tipo. L贸gicamente, el superior es el principal alentador dentro de la din谩mica del mobbing, es part铆cipe, es complice, aprovecha para proyectar sobre el acosado la venganza, los celos y las frustraciones personales.

Fase 4: La actuaci贸n de la empresa

El acoso puede surgir en cualquier empresa, algunas veces porque la organizaci贸n del trabajo tiene una deficiente planificaci贸n y en otras porque forma parte integrante del “hacer” empresarial. Tanto si se trata de una estrategia empresarial consciente, como inconsciente no debemos olvidar que reposa sobre el sufrimiento moral y f铆sico del trabajador.

En la administraci贸n p煤blica, especialmente en la universidad y en la administraci贸n sanitaria, es muy corriente el mobbing amparandose en las guerras entre grupos de funcionarios. La impunidad es absoluta si los superiores han decidido que el acosador “trabaje” a gusto sobre el acosado.

Fase 5: La marginaci贸n

Consiste en la exclusi贸n del acosado del mundo laboral, ya sea por despidos, jubilaciones anticipadas, invalidez, p茅rdida de la raz贸n y a veces, incluso, con p茅rdida de la vida (suicidio, accidentes laborales mortales).

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La marginaci贸n es potenciada por “compa帽eros” deseosos de obtener beneficios o prebendas a expensas de los derechos usurpados al acosado y que ser铆an incapaces de conseguir por los cauces ordinarios. Adem谩s, en esta fase el personal subalternos (administrativos, becarios, residentes, personal en practicas) aprovechan para hacer todo tipo de humillaciones, faltar el respeto al acosado, crear rumores malignos y comentarios vejatorios, falsedades y calumnias: todos quieren hacer “m茅ritos” ante al acosador, al que temen con pavor y es quien reparte favores y consiente las conductas m谩s miserables.

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Es t铆pico que la “secretaria” responda ante las llamadas de tel茅fono o entrega de cartas que el acosado “no lo conoce” o simplemente que “no trabaja o no ha trabajado nunca en la empresa”. Habitualmente cuanta menor sea la preparaci贸n profesional de este personaje, mejor cumple el papel del ninguneo cotidiano. 隆Se siente importante con las peque帽as canalladas que son re铆das alegremente a la hora del caf茅!

Para rematar la “faena” el acosado debe estar en un sitio lo m谩s incomodo posible, invisible del p煤blico, aislado de los compa帽eros y haciendo tareas in煤tiles o lo m谩s rutinarias y repetitivas posible, para que el sentimiento de fracaso se vaya apoderando del acosado. Este m茅todo lo uso con gran 茅xito Stalin para sacar de las enciclopedias los personajes hist贸ricos incomodos a sus teor铆as. Al mismo tiempo, se crea un estado de opini贸n de que “es un personaje conflictivo”, que “no se comunica” o “no participa”, que “no se integra”, etc. Adem谩s de maltratado, se le imputa todo lo negativo que pueda ocurrir… hasta el cambio clim谩tico o que el equipo de f煤tbol de la ciudad baje a segunda divisi贸n.

Nueva Fase: LA RECUPERACI脫N

Debido al mayor conocimiento y difusi贸n del proceso destructivo del mobbing, existen personas en la empresa (jefes y compa帽eros) que se niegan a agredir y tambi茅n existen personas fuera de la empresa que ayudan a la reparaci贸n del da帽o recibido. Si ese no fuera el caso, es necesario acudir a los tribunales de justicia con toda la documentaci贸n acumulada y con buen asesoramiento legal.

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Azk_ofrenda_04

El mobbing es muy dificil de probar.
馃檪 Pero hay otras maneras de hacer justicia.
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Referencia …
http://www.unizar.es/gine/MB/fases.htm

Surviving Workplace Mobbing: Identify the Stages

馃檪 When regular CEOs (psychos) apply mobbing, they use regular employees (monkeys) for the harassment. When media psychos apply mobbing, they use star-monkeys.

馃檪 A very good therapy against Mobbing effects is causing a huge damage to the psycho. If possible destroy it.
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For targets of workplace bullying who suffer severe psychological and social pressure, there are many resources and trained professionals to help them. But for targets of workplace mobbing, which is a form of group bullying that can have even greater impacts on one鈥檚 psychological well-being and career, there are far fewer resources. Moreover, few mental health professionals are trained to recognize mobbing, much less adress its impacts.

Elizabeth Kubler-Ross famously demonstrated that grief is a profound and patterned state of psychological stress and depression associated with the loss of a loved one. Not everyone who is grieving experiences all of the stages or even the same sequence of stages, yet the patterned emotional responses to death and loss are common to most humans.

When applied to mobbing, where loss of one鈥檚 reputation, professional identity, job, economic base and career are put at risk, these stages may be meaningless in the early phases of collective aggression.

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Indeed, in the early stages of collective aggression, targets are often unaware that others are gossiping about them, or that leadership has marked them for elimination. To the extent they are aware a mob is forming, they often dismiss the red flags that indicate group aggression is gaining momentum and that the target鈥檚 elimination from the workplace is inevitable.

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DENIAL

The first stage of grief is denial and for mobbing targets, this important stage is critical. The signs a mob is forming include any action on the part of management to formally criticize, investigate, warn, suspend, terminate or report a worker for wrongdoing. It may take the form of a harsh evaluation, a verbal rebuke, or a formal charge of misconduct. When this happens, the worker is wise to both recognize the potential damage that will come from such an action, and to respond as non-aggressively and discretely as possible. This latter action may be counter-intuitive for some workers who respond to such professional threats proactively, particularly if the managerial actions are unjust and retaliatory. But the worker who responds swiftly and assertively to managerial abuses is very often the worker who is swiftly and assertively mobbed.

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An organizational leadership that is prone to mobbing will not waste any time alerting the workforce that the worker they want out is a trouble maker, 鈥渨ith a long history of issues/problems/complaints/what-have-yous鈥 who will be better off in another job. When this happens, even workers with stellar reputations and work records quickly find their identities and work histories revised as management discretely shares their concerns about the worker to the worker鈥檚 coworkers, suggesting that opportunities for advancement or improved working conditions may ensue once the 鈥渄ifficult employee鈥 is gone. To limit this aggression, do not discuss managerial abuses with coworkers or others associated with the workplace, and keep any formal responses brief, factual, and non-threatening.

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Another way that denial manifests itself is for the worker to become emotionally numb if not shocked. This response is particularly likely the more harsh and flagrant the managerial action. This response can be especially debilitating, preventing the worker from focusing, and often plunging the worker into a state of deep depression. Unfortunately, this response, while normal, can further erode the worker鈥檚 standing because they are not performing to their best ability, and their anguish and stress are often visible to coworkers, creating the appearance that the worker is not up to par, if not mentally ill. If you find yourself in a state of shock or numbness, get help from a mental health professional quickly so that you can withstand the intensifying aggression to come鈥攂ecause it will.

ANGER

It鈥檚 completely natural to become angry when people treat us unfairly, and it鈥檚 understandable that humans become enraged when their survival is threatened鈥攚hich is what happens when someone鈥檚 job and career are at stake. But this is precisely the stage that a mobbing manager most delights in, because this is the point where workers, who feel powerless in the face of managerial attacks, look crazy, if not dangerous. The angry worker is a scary worker, and coworkers will avoid them. Gossip will shift from what management has done to the worker, to what the worker might do to them.

azk_manas_lm_01

Any threats of revenge, retaliation, or even a threat to see a lawyer and seek justice, can quickly be viewed as threats of violence once gossiping tongues start wagging. There is also a legal reason an abusive organizational leadership might provoke a worker toward this stage. If the worker has a potentially legitimate claim of retaliation for filing a grievance related to a protected status or action, such as discrimination, sexual harassment or whistle-blowing, it is illegal for management to retaliate. But it is legal for management to terminate the employee for any action that constitutes legitimate grounds for termination鈥攕uch as making threats to the workplace. Even language as benign as saying you鈥檒l get back at them for what they鈥檝e done, that they鈥檒l be sorry they messed with you, or you wish the sons-of-bitches dead, will be construed as threats. I have reviewed many cases where just the look on the worker鈥檚 face or their body posture was reported to management as 鈥渟cary,鈥 鈥渋ntimidating,鈥 or 鈥渢hreatening,鈥 when they were going through the anger phase of mobbing.

BARGAINING

When it comes to death and dying, we often try to bargain with God, knowing the odds are usually stacked against us. But when it comes to mobbing, we are often confident that we can reason with our employers. This is a mistake, and one that often provides abusive employers with key information about a worker鈥檚 legal strategy, personal desires, and weaknesses that are then used against the worker. If bargaining follows the stage of anger, it is almost always futile, or provides the worker little compensation for the wrongs they鈥檝e suffered, such as a paltry severance package and lukewarm references that make it clear to future employers the worker was unwanted.

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If management has made a public renunciation of a worker and done nothing to intervene to stop gossip and workplace abuse against a worker, they will be deaf to reason. Cognitive dissonance will have kicked in and no matter what evidence is presented to the employer to demonstrate how unjust, if not illegal, the employer鈥檚 actions or unfounded their perceptions, nothing will persuade them to negotiate fairly. The more evidence that is presented that they are in the wrong, the more they will be determined to prevail. The more desperate they see the worker is to end the aggression and move on, the more confident they will be that they are winning. And the more aggressively the mob is becoming in fueling a hostile work environment, the more certain management will be that the worker is deserving of the treatment.

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Bargain at an early stage, or don鈥檛 bargain at all, unless you are willing to take whatever crumbs are tossed your way (which may be the best option, as I will discuss in a future essay). If you aren鈥檛 willing to settle for crumbs, and didn鈥檛 bargain early enough, hold off on the bargaining until you are either out of the workplace (but have retained your legal rights), or have fallen quiet and played dead long enough for the tide of aggression to subside.

DEPRESSION

The depression associated with mobbing can be debilitating, and it can hit while still on the job, and commonly, becomes profound after job loss. Severe depression is particularly likely if the shunning associated with mobbing has extended to one鈥檚 broader social or professional network. In addition to mental health treatment, there are a number of coping strategies that can help prevent the acute depression associated with mobbing from turning into chronic and serious depression. Exercise, comedy, community service, travel, and cognitive therapies are all excellent for alleviating acute depression, which in time can mitigate or prevent chronic depression. Broadening one鈥檚 support group outside the workplace is also invaluable in helping to overcome the depression mobbing targets inevitably suffer.

ACCEPTANCE

Acceptance The final stage of grief, acceptance, may be the most difficult to achieve for the mobbing target who has suffered profound injustice and/or professional, social and economic loss. Yet it is the first stage to true healing, and thus the most important. The earlier one reaches the stage of acceptance and removes themselves from proximity to the mob, the faster and greater the recovery both psychologically and professionally.

By reflecting on these stages of grief, both mobbing targets and their coworkers can gain insights into what is going on and respond accordingly. To coworkers, if a worker who is being targeted by management for elimination acts strangely or appears mentally unstable, consider these stages and how their behaviors might appear strange, but are actually normal responses to abnormal stressors, and they are temporary.

To the mobbing target, first identify the stage you are in, and then know that this stage will pass. The external situation may remain adverse, and in most cases, will even worsen in many respects. But the emotional state you are in is temporary, and psychological recovery is possible regardless of the material losses.

For those who find themselves stuck in a stage, however, recovery may be distant. The most common stages where the mobbing target freezes are anger and depression. There is every reason to be furious if you have been mobbed, and every reason to be profoundly depressed if you have lost your job and not found a comparable new one, and especially if you have been shunned. But no matter how justified your emotional responses, always remember that you cannot heal until you address the stage that you are in, and reach the state of acceptance which allows you to transcend the painful past and restore your mental and emotional health.

It鈥檚 not easy, it鈥檚 not fair, and it鈥檚 not fast. But for all who say that bullying and mobbing destroy a person, I answer, only if you let it. Don鈥檛 let yourself be destroyed. Let yourself be healed so that you can give to the world your own unique gifts, skills, and personality. To give into the rage or the depression, is to join the mob against you. Don鈥檛 treat yourself in the same way the mob has treated you. Heal yourself. Only then will you begin to get your life back, and it may well be a far richer and more rewarding life than you ever knew before.

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Reference …
https://www.psychologytoday.com/blog/beyond-bullying/201303/surviving-workplace-mobbing-identify-the-stages