ZERO COVID – The Insanity Continues: Beware the Dangerous Water Ahead!

Angry Wet ChickenNews headlines with Fauci included this gem, “We will not let up until COVID is no longer a viral infection.”  Seriously?!?!?!  If that is the goal, why has that not been the case with Chickenpox, Ebola, Swine Flu, Bird Flu, Spanish Flu, ZIKA, and the list of viral diseases goes on and on!

Here are a few more gems on COVID:

      • On Monday, Biden pressed private industry to mandate vaccination, stating, “Do what I did last month, require your employees to get vaccinated or face strict requirements.”
      • Anthony Fauci told CNN’s Anderson Cooper, “I respect people’s freedom, but when you’re talking about a public health crisis … the time has come, enough is enough. We’ve just got to get people vaccinated.”
      • Anthony Fauci announced on MSNBC that everyone should mask, vaccinated or unvaccinated: “Instead of worrying what kind of mask, just wear a mask. Wear a surgical mask, a cloth mask … We need to wear masks.” Biden went further, extending his push for masks to small children: “You have the tools to keep your child safer … make sure that your child is masked when they leave home.”

How hard is it to keep a child in a mask; almost near impossible!  The science is in; take any mask; if you can fog your glasses, then the mask is ineffective at stopping the micron level of COVID. The most straightforward test I know to see if a mask might or might not protect you against COVID.  If the mask doesn’t protect you, guess what?  Wearing that mask is only making problems worse, not better.

Now, let’s talk Delta-Variant, Science, and COVID recent infections.  A friend of mine works in a hospital in Ohio.  Out of 100 patients seen who had contracted COVID in the first couple weeks of August, 99 had been vaccinated, wore a mask religiously, and followed every one of the CDC guidelines for social distancing and COVID living.  The one exception caught the flu, and the flu became COVID through exposure.  I mention this not to paint the entire globe with the same brush but to reflect a truth science has been screaming.  When you vaccinate against viral diseases, those vaccinated become a target for mutant strains, and the vaccine might or might not help prevent the mutant strains from making a person sick.Gravy Train

Straight science found in every viral disease paper I have read and researched.  Take a moment, read, and then compare the hysteria of COVID to every other viral infection on the planet and ask questions.  Polio is considered “eradicated,” polio as a virus is still alive and well; we just have really superior vaccines against polio infections.  Chickenpox, mumps, measles, and rubella are common viral diseases children get vaccinated against; the diseases are not dead; we have developed vaccines and spent decades researching the daylights of these diseases and their mutant strains to understand the diseases and improve the vaccines.

From the CDC, we find the following:

      • “The best way to prevent chickenpox is to get the chickenpox vaccine. Chickenpox used to be very common in the United States.  In the early 1990s, an average of 4 million people got chickenpox, 10,500 to 13,000 were hospitalized, and 100 to 150 died each year.  Chickenpox vaccine became available in the United States in 1995.”Question 2
      • “Hilleman’s mumps vaccine was then used in the combination measles-mumps-rubella (MMR) vaccine, which was licensed in 1971. The rubella component of the vaccine was changed in 1979, but in the United States, the mumps and measles vaccine viruses have remained the same since 1971.”… “Reported cases decreased by more than 99% after both the mumps vaccination program started in the US in 1967 and children regularly received two doses of MMR vaccine.”Question 3
      • No vaccine, and since 2019, no confirmed cases of Zika Virus have been reported in the US or its territories. Remember back in 2014 through 2016, all the pandemic emergencies, the executive actions, the mandates issued by President Obama to “flatten the curve” and “protect our hospital infrastructure” over Zika related viral infections.  Neither do I; in fact, Obama could not even stop playing golf to be bothered to discuss Zika.

Mosquito

      • “The (H1N1)pdm09 virus (Swine Flu – 2009) was very different from H1N1 viruses that were circulating at the time of the pandemic. Few young people had any existing immunity (as detected by antibody response) to the (H1N1)pdm09 virus. Nearly one-third of people over 60 years old had antibodies against this virus, likely from exposure to an older H1N1 virus earlier in their lives.”  Swine flu has a vaccine, but that pandemic did not require mask mandates or include fear for hospital infrastructure and a refusal to practice common sense medicine.  The swine flu virus, H1N1, may have killed 15 times the number of people counted by the World Health Organization.  The H1N1 pandemic struck down primarily young people, many living in Africa and Southeast Asia.  Beginning in 2009, the virus swept the globe and the WHO counted 18,500 swine flu deaths that laboratory tests had confirmed. But according to new estimates from researchers at the U.S. Centers for Disease Control and Prevention, the virus probably killed between 105,700 and 400,000 people around the world in its first year alone, and an additional 46,000 to 179,000 people likely died of cardiovascular complications from the virus.”

Vaccine

Motivation and COVID

Tom Clancy uses the acronym MICE or Money, Ideology, Coercion, and Ego, as the reasons to describe why people become spies.  Except, this acronym also applies to why people act in an anathema manner to common sense, good social order, and proper discipline.  A friend and I discussed COVID and the government tyranny; the political models do not fit since President Trump was defeated.  Economic models do not match actions and reasons for taking more steps.  Social and psychological models do not include the activities of the actors driving the COVID mandates and hysteria.  Science has been utterly rejected, twisted, and destroyed.  Medicine is being twisted and destroyed.Lemmings 1

It wasn’t until MICE came along in the conversation as primary motivating forces that logic started to appear; now, I am not fully cognizant of what was seen in that brief flash, but what I saw, I will describe.

      • Money – There are TONS of cash involved in COVID-Mandates, masking mandates, vaccination mandates, and so forth. Literally, you could take the money and count it by weighing the money by the ton!  Thus money’s influence and motivation cannot be discounted, and following the money is critical to understanding why the COVID virus has to be eradicated before the pandemic can end.
      • Ideology – Unless the ideology is to wipe out populations, such as the elderly and infirm, then I do not think ideology can be a motivating influence or at least a primary motivating force in COVID and the government and media actions.
      • Coercion – Tyrants have always wanted to coerce large populations. As a primary motivating force, coercion cannot be discounted nor eliminated.  Worse, When viewed through the lens of coercion to force people to do as told for personal power and enjoyment, coercion has plenty of solid arguments as a primary force for motivating governments and political leaders to act as they have and continue the pandemic “emergency” as long as possible.
      • Ego – Of all the primary motivating forces, ego fits the best after coercion and before money. Why; because of Fauci!  Here is a practical nobody vaulted into the public limelight and only remains popular as long as the pandemic kills people.  How many other research scientists have been treated similarly, throwing out the first pitch of a baseball season, actively sought for TV interviews, on speed dial by the politically connected and powerful elite.  Oh yes, ego has a role in motivating the pandemic to continue as long as possible!

Lemmings 5Motivation is the reason why people act.  Logic is the reasoning and is generally fully understood after the action was taken; but the motivation to act, the impulses that drive us to our feet giving us the energy to act in a specific direction, exerting our will, minds, hearts, and souls towards a goal, can generally be deduced through MICE.  Therein lay both the power and the tragedy of human relations.  Therein also lay the pattern for understanding why people act one way, and a person will act differently.  The influence of groupthink is too strong for individual voices to counter, and people go along with stuff they would typically abhor personally but accept as a group.

Are there people involved in COVID who are the sons of Mary; probably.  Are there those involved in COVID purely for the perceived health emergency and nothing else; this is also statistically probable.  Yet, for all these potential anomalies, the vast majority of those pushing the COVID pandemic and health emergency are in it for the money, the ideology, because they have always wanted to play “Storm Trooper” and force people to accept their rule, or simply because of the pleasure of having their egos stroked.

Knowledge Check!One thing every citizen of a representative government should know by now, tyranny has many faces, multiple names, but only one result.  The death of liberty too often in world history has been accompanied, not by the crash and thunder of conquering armies, but the applause of the deceived masses.  Well, COVID and this “health emergency,” “pandemic,” “global crisis,” is but one of tyranny’s names, and liberty is dying a slow and horrible death.

© 2021 M. Dave Salisbury
All Rights Reserved
The images used herein were obtained in the public domain; this author holds no copyright to the images displayed.

Shifting the Employment Paradigm – Or, ‘Organizational Psychology to the Rescue’

Before reading further, please follow this link:  Sir Ken Robinson – Changing Education Paradigms.  Sir Ken Robinson discusses changing the education paradigms and lays out a genetic heritage in modern schools.  This same model applies to modern business and the discussion here is to shift the business employment paradigm.  The reason is simple; Dauten (2003) discusses it and makes this proclamation, “Accept that organizations call to the worst in human nature, and be LIBERATED by that knowledge.”  [Emphasis mine]  Happiness is a choice.

As happiness is a choice, all emotion is a choice.  The choice is individual in nature and comes as a response to external stimuli in the environment.  Emotional choices build upon previous choices, snowballing into consequences affecting more than the individual and current environment.  Like ripples on a pond, enough ripples and waves appear; enough waves and danger to small craft can occur.  Emotional choices are similar to ripples on a pond increasing in size and frequency until damage occurs.

Dauten (2003) goes on to describe some interesting points in his book, ‘The Laughing Warriors: How to Enjoy Killing the Status Quo,’ namely, the genetics of why organizations continue to experience the same problems, the same genetics mentioned by Sir Ken Robinson.  These genetic problems are historical in nature, aggravated by government influence, multiplied by labor unions, and are 100% correctable through simplification and shifting the paradigm.

America learned early in the Industrial Revolution from those who considered themselves “enlightened” how to form organizational cultures.  Although the process was de-humanizing, the culture worked, to some extent, early in the Industrial Revolution, but the core problems in the genetic make up had not been addressed.  These enlightened founders of organizations knew the process was incomplete, stated their perceptions were not the full answer, and hoped those following would take the beginning they established and improve upon the design.  Dauten (2003) declares, rightly, “… People are hardwired for mediocrity and conformity.”  From this genetic make up comes bureaucracy, which supports more fear, and more conformity promotes mediocrity shunning change and learning in an attempt to cling bitterly to that which vexes all men, bureaucracy.

Consider the functioning culture of the Department of Motor Vehicles, Veteran’s Administration, Environmental Protection Agency, or any other behemoth bureaucratic organization that exhibits an organizational culture born from inefficiency, duplicity of work, lack of interest and enthusiasm, lack of desire to please, lack of accountability and responsibility, and much more, which causes impediment of work accomplishment, slow service, and often outright aggravation.  The example is clear; Dauten (2003) is correct; there is a genetic code calling for people to build inadequately designed organizations that down trod and digress rather than uplift and progress.  The functioning of such monolithic, controlling, inadequately structured organizations absorbs resources, devalues people, and almost repels change.  Change is feared; thus the tool of free people everywhere remains, initiate, demand, and force change.

The answer to resolving organizationally fed genetic bureaucracy is shifting the paradigms.  Paradigm is defined as a model or pattern.  One example of a paradigm is hierarchy, or work flow and command structure in a business organization.  Often linear hierarchy is the only method of describing this structure.  Shifting from a linear hierarchical structure to a circle hierarchy, parallel hierarchy, or eliminating hierarchy all together is, more often than not, unfathomable.  Thus, organizational psychology holds the answer to improving organizational dilemmas in shifting the hierarchy paradigm.  The topics of “Change Management,” “Organizational Communication,” or “Hierarchical Structure” fall into a simple paradigm in the purview of organizational psychologists intent on improving people to improve performance in business organizations.  More simply put, organizational psychologists review the genetic bureaucracy and help people rewire their individual response to environmental stimuli.  Dauten (2003) calls this the process of becoming a “Happy Warrior” “… intent on killing the status quo.”

Shifting the employment paradigm requires business leaders to consider letting go of the outdated term and perception of employee to focusing on people and their crafts.  At the same time, employees must let go of the genetic assumption that they are incapable of being a boss, being creative, or improving the job while working at the job. Letting go of these thoughts and gaining control of their rights to control their own destiny is essential to the success of the individual as well as the organization.  The Federal Government took the ‘Right to Control’ away from individuals, making them subservient to employers, and shifted the paradigm of control into an unnatural environment.  This single action has caused myriad problems, which bear fruit in the organizational culture, hierarchy, and societal problems in our modern world.

The natural order, provided to man from a higher being, is the individual right to control one’s own destiny.  The Declaration of Independence clearly delineates this natural order and describes man’s ‘pursuit of happiness.’  Once the ‘Right to Control’ was removed from the individual, the unforeseen consequences included groupthink, box thinking, drones forming larger bureaucracies, run-away mediocrity, unbridled conformity, and stifled creativity.

Shifting the employment paradigm should not need a ‘Declaration of Independence’ to bring attention to the need for change, but, if proclaiming independence through a declaration raises awareness to the problem and success is achieved, then employees the world over should ascribe.  The basic tenets of a declaration of employee independence should include:

  • The ‘Right to Control’ – Individuals want it back from their employers, unions, and government.  This ‘Right to Control’ comes with the following:
    • Schedule freedom
    • Remuneration for knowledge attainment
    • Control of the working environment
    • The power to affect change
    • Hierarchical Organization
    • Benefits that possess value – Cost and value are not the same and the new knowledge worker recognizes this fact.
    • Win-Win – Providing services in exchange for money requires a “Win-Win” scenario.  Thus, the organization wins workers, the workers win an organization to serve, both parties remain independent, and both parties can negotiate changes to improve.
    • Responsibility to:
      • Be treated as a knowledge worker
      • Treat others as knowledge workers
      • Level the knowledge playing field through acquiring new knowledge
      • Experimenting to drive value
      • Valuing experimentation in others’ performances
      • Honor – Work is honorable.

It remains imperative of the worker to take what is valuable to him/her and add these points into the conversation.  The business organization also must present that which they value and bring their points, ideas, requirements, into the conversation.  Thus, through the power of negotiation and debate, the employment paradigm is shifted.

Reference

Dauten, D. (2003). The Laughing Warriors: How to enjoy killing the status quo. Richmond, CA: Lumina Media.

© 2012 M. Dave Salisbury

All Rights Reserved