Emma Watson's "HeforShe" Speech as UN Women Goodwill Ambassador from UN Women

Bitter Root, Bitter Fruit

By: Glen Warren/Fathers Forever

Original Article Source - http://www.achatandchew.com/?p=268

“The root of bitterness is hard to ‘pluck up’ because we feel justified in our feelings; after all, we were wronged.” Glen Warren, Sr.



I grew up on a farm where most of our food was “home-grown”. We always had a large garden, where various vegetables were planted; we ate some and canned the rest for the winter months. My father would always have a special place, in the garden, where he planted watermelons for us. We all loved to eat watermelons, including my father.

After the watermelon seed was planted, it would take a few weeks before we could see any growth. We couldn’t see the roots nevertheless, it was still growing. Then one day, we would begin to see the vine sprouting up, just above the ground, and we were very happy because the watermelons would soon follow. A few more weeks on the vine and little watermelons would be visible; in just a few more weeks, the watermelons would be ripe enough to pull and cut. And our taste-buds would be ready!

When a seed is planted in the right soil, it will take root; with water and sunlight, it will grow and eventually become ripe fruit. We all understand that principle. The same principle applies, when a seed is planted in our hearts; it will take root and grow to become ripe fruit, as well.



Bitterness is sometimes a seed that has been planted in the soil of our hearts, as result of the actions of others, or a bad experience in our lives. We can’t see the root, but it’s there growing and as we dwell on (feed and water) those hurt feelings, in a few days, or a few weeks, or a few months, or even a few years, people will see the fruit of bitterness in us, in the form of anger, malice, resentment and sometimes even hate, just to name a few.

In his book, Lee: the Last Years, Charles Flood reports that after the Civil War, Robert E. Lee visited a Kentucky lady who took him to the remains of a grand old tree in front of her house. There she bitterly cried that its limbs and trunk had been destroyed by Federal artillery fire. She looked to Lee for a word condemning the North or at least sympathizing with her loss. After a brief silence, Lee said, “Cut it down, my dear Madam, and forget it.” It is better to forgive the injustices of the past, rather than let them remain; allowing bitterness to take root and poison the rest of our life. It’s not possible to go through life without being hurt by someone and what’s frustrating is that when we have been hurt, the person who caused it goes on as though they’ve done nothing wrong. Often times, they don’t even apologize and seem to suffer no ill consequences for their actions, the result is bitterness. “The root of bitterness is hard to pluck up because we feel justified in our feelings; after all, we were wronged.”

Another story is told of a very bitter woman, who was bitten by a rabid raccoon. Tests were performed and the doctor concluded and informed her that she had rabies. She then got a notebook and began writing down names. The doctor asked if she was making a will. She replied, NO! I am making a list of all the people I am going to bite! Please don’t be like the lady in this story!
In the evening, after the watermelon was cool, my father would cut it and serve us until our bellies were full!

Watch out for the root of bitterness, unlike the watermelon, it can be harmful to you and the loved ones you are serving.

Original Article Source - http://www.achatandchew.com/?p=268 

The Prism of Ethics in the Workplace and Its Contributions to Workplace Violence

By Calvin Daniels

The adopted culture within today's workplace contributes to the frequency of Workplace Violence incidences that occur. 'Applied Ethics' in the workplace contributes to the development of this culture. Statistics have outlined that insider threats cause the majority of Workplace Violence incidents. These insiders are familiar with operational practices and are familiar with security deficiencies. The risks associated with these deficiencies (physical or procedural) and the will of an employee to take action to solve a dispute creates unsafe working environments.

When insiders are familiar with the 'lay of the land' it makes it hard for security personnel to identify potential threats and identify risk exposure. In order for security personnel to identify potential threats and exposure they must identify the root problem(s) associated with Workplace Violence. The root problem that is often overlooked is 'Applied Ethics' and its influence on the organizational culture. Marion-Webster dictionary defines ethics as "the discipline dealing with what is good and bad and with the moral duty and obligation." If a group of governing security bodies were evaluated and ask a question about 'Applied Ethics' the majority of these organizations would outline that their organizational practices are in fact 'ethical' and that the majority of workplace violence issues are caused by bad hires. These organizations may never identify that there could be an even bigger issue associated with violence in the workplace that is linked to 'Organizational Agents' and the management practices that these agents implement to meet organizational goals.

The U.S. Department of Labor defines Workplace Violence as "any act or threat of physical violence, harassment, intimidation or other threatening disruptive behavior that occurs at the work site." Statistical evaluations have also outlined that Workplace Violence is a major contributor to homicides within the workplace and that at least 2 million workers file reports of being abused in the workplace every year. These statistics are gathered from reported incidents but when you identify the economical factors associated with the need to 'remain employed' the statistics of abuse may be even higher if employees choose not to report abuse. The following questions can be asked: How much of bad ethical practices do employees tolerate and do not report incidences? How are bad ethical practices putting your organizations at risk?

On the national and state levels there seems to be very little laws that fall outside of the Civil Rights Act of 1964 and the Occupational Safety and Health Act (OSHA) of 1970 that provide protection to employees from Workplace Violence. Organizations are given the option to develop sound policies and procedures in an effort to aid the prevention process of Workplace Violence. These policies and procedures rely primarily on effective communication; which in some large organizations can be blurred as information is distributed. Large organizations have a hard time policing these policies and procedures due to decentralization; and often rely on its agents who may be major contributors to Workplace Violence incidents. This often creates the perpetrator to victim conversion which puts the original perpetrator and other innocent victims at risk.

Effective policies and procedures created to deal with the threats of Workplace Violence are the key to recognition and prevention. Different levels of an organization aid the publication and promotion process. These same levels of the organization can implement practices that will influence 'Applied Ethics' and that can make positive contributions to the organizations culture.

Human Resources

1. Ensure that detailed policies and procedures are in place and enforce publication.

2. Measure organizational culture by conducting climate surveys and evaluating turnover rates.

3. Promote open door policy and protect employees who report different forms of Workplace Violence.

4. Evaluate the managerial practices of all personnel who have been designated as 'Organizational Agents'.

5. Promote non-bias investigations.

6. Discourage the cronyism method of management.

Line Management

1. Evaluate and promote organizational policies.

2. Provide consistent training on workplace violence to managers.

3. Promote team building.

4. Meritoriously promote personnel vice promoting through attrition.

5. When Workplace Violence incidences occur ensure that details of the incident are referred to proper management levels and Human Resources for mitigation.

Victims

1. Strive to be an above average employee.

2. Identify current organizational policies.

3. Notify potential perpetrators through the use of Human Resource mediation; placing perpetrators on notice.

4. Document incidences.

5. Seek legal action.

Security Personnel

1. Ensure that there is a policy in place.

2. Conduct non-bias investigations.

3. Gather information from Human Resources and Line Managers on incidents; make recommendations.

4. Foster a relationship with employees.

5. Inform top-level management of risk and threat levels.

6. Protect information that outlines physical vulnerabilities.

Top Level Management

In an effort to prevent insider threats and the contribution that these threats make towards Workplace Violence, organizations need to be founded on an Ethical Prism. This prism consists of an organization's four walls, ceiling (tolerance level) and floor (accountability). The key elements that are needed to foster positive ethical prisms and reduce risk associated with Workplace Violence are:

Accountability - Hold Violators Accountable no matter what position they hold

Tolerance - "0" Tolerance

Transparency - Deploy a checks and balance system

Training - Provide recurring training applications

Non-Bias Practices - Treat Everyone Equal

Team Building - Ensure that the organization promotes team building

Ethical practices foster the organizational culture that exists within the workforce. Sometimes these cultures stray away from the true meaning of 'Applied Ethics' and can cause an increase in Workplace Violence incidents. Organizational awareness can be raised by having sound policies and procedures in place and by promoting these policies and procedures. Insiders pose the largest threats to organizations because they are familiar with the Physical Protection System in place. In an effort to reduce the risk associated with Workplace Violence security personnel must implement security policies that are supported by ethical practices and must operate within a culture that is ethical. Ethical practices reduce the risks associated with deficiencies within Physical Protection System.

Some organizations may not have the staff or expertise required to aid Workplace Violence prevention efforts. Fortunately, there are multiple information sources that are available. Organizations such as the International Association of Professional Security Consultants (IAPSC) and multiple Human Resource consulting firms can help organizations develop policies that are beneficial to prevention. These organizations may also help reduce the risk associated with premise liability lawsuits that are normally the result of Workplace Violence incidents.

Article Source: http://EzineArticles.com/?expert=Calvin_Daniels
http://EzineArticles.com/?The-Prism-of-Ethics-in-the-Workplace-and-Its-Contributions-to-Workplace-Violence&id=8711178

Share Your Thoughts...

What are your thoughts on the Ebola Virus?

Can novels and films make us better people?

Michael Valdez Moses

The study of philosophy, history, the classics, and most particularly literature and film, offers us an opportunity to learn what it means to be free and responsible individuals in a modern society and allows us to ask fundamental questions: What is the relationship between freedom and justice? What moral responsibilities does a free individual have toward other members of society? What is the difference between individual liberty and mere license?...


http://kenan.ethics.duke.edu/wp-content/uploads/2012/08/GQ-Valdez-Moses.pdf

If the Shoe Fits, Wear It… What If It Doesn’t Fit?

by achatandchew

Article can be found at - http://www.achatandchew.com/?p=239

We say “If the shoe fits, wear it”, but what happens if it doesn’t fit?



Shoes were created to protect our feet from the natural elements. It is essential that they are comfortable while we are doing our various activities. However, life can be unbearable and painful if they don’t fit well. It is the same scenario, when wearing “the shoes of life” that don’t fit.

A few years ago, I bought my first pair of cowboy boots and I was so proud of them. Wearing them the first couple of weeks was kind of painful because they were a bit too small. I have wide feet and the boots were a regular width. I was hoping they would eventually begin to feel better, but the pain got worse. I tried different methods of stretching them, but nothing worked; they just didn’t fit. I was a single father with three children and buying another pair of boots was not in the budget. So, I kept on wearing them as painful as they were. In the meantime, a “corn” developed on my toe. Corns will form on one’s toe(s) from wearing shoes to small. I was finally reduced to wearing my cherished boots only one or two days a week, then, to not wearing them at all. It was just too painful!

In life, what do we do when we are wearing shoes that don’t fit? Perhaps, that physically or emotionally abusive relationship you are in is the “shoe that doesn’t fit”. It’s painful, but you are still trying to wear it. You deserve better.  Seek help. Get some counseling and allow time to heal; go find yourself a partner that will love and respect you. Then wear those “shoes” that will now “fit”, with style; and keep them polished!



What about the people you associate with? You are trying to better yourself. You have visions and dreams; you want to finish school or go back to school, and your friends just want to hang out and party. That “shoe is not fitting”! Go find some new friends that have similar goals and are willing to do what it takes to accomplish them.

Or that dead-end job. It’s painful to train others for the promotion you should have gotten. That “shoe does not fit”. Don’t get bitter, get better. Take appropriate steps to show you can be a leader; volunteer for extra projects while you look for another job. When you find it, give the required notice and leave in style, thanking them for the experience and go wear your brand new shoes.

Do you own a pair of worn shoes–there is nothing like them? For they have become so comfortable. Through the years, your feet have molded and shaped them to the perfect fit. Sort of like a spouse, the two of you have been together so long that you have been told you resemble each other. Or you begin a sentence, and he/she finishes it. You love and care for them so much, even with their “perfect imperfections”, you are joined together. Now that’s a “shoe that fits”. Keep wearing them.   Well done and you have kept the relationship polished.

I have learned the art of buying cowboy boots. I now own 11 pairs and they all fit well. No more walking uncomfortably; no pain and definitely no more “corns”! Find what shoes fit in your life, your faith, your hoppy, your friends, and your family. Then wear them! Keep them polished and live life to the fullest.

On another note, there may be times when we need to wear a pair of shoes that don’t necessary fit, but it’s only for a short time or short distance. It’s when we walk a mile in other’s shoes, we then may be able to understand and perhaps help them find a pair of shoes that fit.

Article can be found at - http://www.achatandchew.com/?p=239

© Copyright 2014 Glen Warren/Fathers Forever All Rights Reserved

This Inspiring Father's Story Might Take Your Breath Away

By Joe Sottile

I was going to title this true story "Welcome Bigfoot Friends" but then only Bigfoot fans would probably read it. And, if you don't read this, you would miss out on meeting a father who marches to a different drummer, while making an incredible difference in the life of his son.

Nonetheless, here's what you should know about me. I strive to be a Welcome Ambassador to Everyone I meet. I know that's a tall order. I sort of act like a Walmart greeter on steroids. I smile, open doors, as I shop, make positive comments about team logos that I see total strangers wearing. When I see acquaintances and former co-workers in the wilds of the frozen food section of the supermarket. I am a people person.

But what's this story got to do with Bigfoot, a large hairy-ape like creature between 6.6-9.8 feet tall weighing over 500 pounds, covered with brown or reddish hair? He's a legend hiding in the forest somewhere. Over the years there have been many eyewitness reports about him, large footprint tracks of him, handheld film recordings, audio recordings, blood and hair samples. There also have been many hoaxes and pranks related to finding Bigfoot in the wilds. But where there is smoke there usually is fire.

Stage set. Now I can proceed with my encounter.

I was waiting for the garage door repairman to fix or replace the runner on my garage door. My wife accidentally caught it backing up the car. I tried to fix the metal runner, but I crinkled the bend worse, making it almost unrepairable.

As the repairman ambled out of the truck, I opened the garage door and wondered if he would get the job done without installing expensive and new runners. He had jeans, and a dusty bulging black T-shirt. No uniform. No Mr. Goodwrench-look. He looked like a mountain man or a World Federation Wrestler. I know first impressions aren't always correct, yet I wasn't impressed.

I said hello and welcomed him to my garage and my problem, adding these works "I decided to get an expert to help me."

He said, "I am not an expert in this area, but I have fixed a number of doors like this."

He wrestled with the bent runner and after quite a struggle he bent it back to working form, and shot some oil into the little revolving wheels. He told me that I was all set, good as new.

I asked him if he wanted a bottle of cold water. He said that he had some in the truck.

I wondered what made this man tick; in other words, what he cared about beside his job. I thought that I might be surprised. I was already totally wrong about my first impression.

I asked, "So what do you like to do for fun?"

He eyes arched upward recalling a fun scene and he said, "I hunt for Bigfoot with my son in the mountains."

As my mouth dropped open, I asked "Do you believe in him?"

He answered, "Well, we have fun looking for him. It's an adventure. We don't want to hurt him, just hangout. Maybe take a few photos. We bring fruit, nuts, and cold water to share with him. If he doesn't show up, we eat the goodies ourselves. My son, Ryan, loves hiking and the outdoors."

"How old is your son?"

"Well, he's 12, but he has the mental age of 5. Ryan has a brain disorder. He literally has problems doing things. The nerve endings in his body are mixed up. He has to think things through to do normal things. But he has been getting better and better. That's what counts. And he loves talking about Bigfoot, looking at pictures of Bigfoot, and learning about big animals. We frequently read together. I work two jobs so that I have enough money to get the best help for him."

Tears circled in my eyes. I wrote him a check for his services, and said "Wait a second, I have a present for him, and I ran upstairs to get a copy of the poetry book Waiting to See the Principal and Other Poems.

I signed the paperback for Ryan and I said, "There are lots of lines that are repeated in my poems. Ryan and you will have fun repeating them. After awhile both of you will have them memorized which makes it even more fun to read."

"Yes, he will love this book! And the pictures in it are funny too-something like Shel Silverstein's books. Ryan loves all of his books. Thanks so much. I gotta get back on the road. Thanks again."

"By the way, does Ryan really believe in the existence of Bigfoot?"

"OH, YEAH! He says Bigfoot is just a good hider."

And I said to myself: we are all good hiders unless the right questions are asked by an interested person.

Joe Sottile is a former teacher. Now as a grandfather of five awesome kids, he writes books for kids to delight and inspire them. He wants all kids to live happy and purposeful lives. He wrote an eBook encouraging kids to do just that called: l01 SECRETS! A Backpack of Inspiration and Hope for Tweens, http://booklocker.com/books/6026.html. It's his legacy to his grandchildren and all the kids which never had a chance to sit in his magical classroom. Why not give this book a try? Read it with your tween or young teen. It will make both of your lives better.

Article Source: http://EzineArticles.com/?expert=Joe_Sottile
http://EzineArticles.com/?This-Inspiring-Fathers-Story-Might-Take-Your-Breath-Away&id=8632786