Tens of thousands of unemployed people have been made to work without pay under threat of having their benefits removed for at least 13 weeks, according to the latest government figures.
The first set of statistics on the government’s mandatory work activity(MWA) programme reveals that from when the scheme started in May 2011 until November, 24,010 jobseekers were referred to work for four weeks unpaid for 30 hours a week.
Under the scheme – the first of its kind in the UK – jobcentre managers have the power to make unemployed people do a month’s work experience at charities, government offices or high-street chains if they feel claimants “fail to demonstrate the focus and discipline necessary to seek out, secure and retain employment opportunities”. If they do not take part, claimants have their benefits removed for 13 weeks. A second failure to take part means benefits are removed for six months.
In a separate scheme, managers can also ask jobseekers to take up unpaid work experience (WE) for eight weeks. However, under this programme, people can refuse to do the work or pull out within the first week without having benefits docked. Figures for the programme reveal that 34,200 jobseekers undertook such placements from January until November 2011.
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15 April 2012
The Business Editor
Dear Sir or Madam
A Key factor in the difference between British Economic and Social Failures and Chinese Economic and Social Successes
British Economic and Social Success is becoming paralysed, and is currently dying, because many successive British Political and other key decision makers have failed to apply wisdom and the need for the Yin Yang balance in all things which is linked to British business and social failures whereas Chinese key decision makers acceptance of personal responsibility and the application of the Yin Yang balance has contributed to the Chinese businesses and social successes.
Many British key decision makers are failing to accept the cause of the British Economic decline and the pursuing social decline because they do not appear to accept personal responsibility, the need for sensible equality and the need to apply Emotional Intelligence with the same degree as Chinese business key decision makers. If a person fails to understand their need to accept personal responsibility and the need for Emotional Intelligence they are often doomed to create failures.
(I hope you will be able to publish the following article. I have created the information having studied the cause and affects of Human Emotional Intelligence and Hidden Human Self Preservation Over Drivers. As an Emotional Intelligence Practitioner I work with the motivators of human cause and effect which are often invisible to other people. To prevent spirals of Business and Social Decline it is essential for people to understand the importance and influence of Emotional Intelligence).
Article: Let the Hidden Truth Be Known. Why Potentially Successful Businesses fail to achieve their full potential or cease to trade.
A person’s thoughts are guided by emotional instinct, (emotional sensory awareness). Every person is born with an unique to the person Emotional Intelligence Code which provides us as individuals with skills, strengths and weaknesses. Emotional Intelligence Codes can be influenced by life conditioning, a person’s Emotional Intelligence Code and the EIC’s influence will always be with the person, even when the person‘s Emotional Intelligence Code is conditioned by the persons life conditioning.
Human psychological intelligence is guided by emotions, the emotions play a far greater role in thought, decision making, emotional, congruent personal and group success than many people realise. ( Every person is born with a varying degree of emotional sensory awareness, every person can have their emotional sensory awareness improved or damaged by life conditioning. A person who has little or no emotional sensory awareness fails to have the ability to be able to sense the long term consequences of their actions and decisions and how other people might react to them).
Many British Governments and many UK employers have been knowingly or unknowingly using recruitment systems which have been designed to identify people who have particular Emotional Intelligence Codes. Many employment processes are also completed by means of positive transference. For the unaware employer, possibly trusting in a recruitment team, it could appear that the most effective means of creating an productive work force has been implemented. The flaw in the process is that many key political and business employers/employees are often badly informed or too busy to look beyond the obvious to be aware of how best to protect their people and economies and what will motivate the people as individuals.
Recruitment processes based on psychological face value presentation and or positive transference without considering the wider need for an holistic Emotional Intelligence foundation is a flawed and dangerous process because:
People with the relevant less sensory aware Emotional Intelligence Code can present themselves as being the most caring, able, loyal individuals, employees and service providers. The same people because of the similarities in their Emotional Intelligence Codes often share transferences and tunnel vision which means that they can collude with each other, use misleading information, withhold information, some of the individuals can have a trait of saying one thing to one person and mean it and whilst relating to the same subject say another thing to another person and mean it thus creating confusion followed by the person who caused the confusion using additional misleading information to cover over the confusion they have created. Many British recruitment processes are designed to select people with an discreet uncontrollable self preservation over driver, the self preservation over-driver can guide its owner to do what serves their best interest first and what serves their employers interest second. Because high levels of self preservation over drivers and transference distorts the persons emotional intelligence and prevents holistic thinking the individual(s) will often fail to foresee pending financial shortfalls, overspends and pending disasters which are often of their making and which could be avoided.
( Many of the recent British Banking, Political and Economic Business Disasters can be traced back to people who have a lack of Emotional Intelligence, often accompanied with aspects of Emotional Abandonment Disorders and high levels of self preservation over-drivers. (I accurately predicted many of the current British Economic and Social disasters ten years in advance of their occurrences).
The service recruitment/procurement practices used by various British Governments and employers have created:
Perceptual Clusters
A Perceptual Cluster is a group of people who share the same or very similar E.I. sensory awareness codes. In reality the people are almost virtual psychological/emotional clones of each other. It is only their physical appearances and life conditioning which might differ.
(The psychological/emotional cloning of people is a dangerous practice because it creates perceptual clusters which are almost or fully void of any means of diverse thinking, feeling or acting, psychological/emotional cloning can also ensure ineffective communications, misunderstandings and almost undetectable injustices/miscarriages of justice. Issues which could have been resolved by emotional intelligence can rapidly escalate into bitterness, aggression and even unwarranted litigation or loss-of-life).
Perceptual Hierarchies
Perceptual Hierarchies are groups of people who have controlling managerial tiers which consist of people who have similar or the same Emotional Intelligence Awareness Codes (subject to conditioning by from birth to present day life experiences).
Whilst there could be some differences caused by some people having greater authority and increased personal resources, the internal psychological/emotional processes will have similarities. ( Often it will be life conditioning and or transference which will be a major contributor to the way the Hierarchy has been created).
Many people of the relevant EIC‘s have a sensory grouping an discreet inborn subconscious self preservation over driver, an almost undetectable me first instinct, (they can be discreet predators). When someone threatens their comfort zone many will save themselves first or close ranks to ensure their self preservation. There is no reason why they will not falsify information being provided to their employers or anyone else if it enhanced their personal gains. The problems various British Governments have faced is that the Governments have been dependant on its tiers of Public Servants to provide accurate information, the flaw in the system has been that many of the Public Servants have had self preservation over drivers which gave many of hem them reason not to provide accurate information to their employers in order that they could increase their personal gains and or protect their job security, which has resulted in flawed political policies, increased taxes, budget cuts, job losses and an escalation in the UK‘s spiral of social an economic decline.
Transference (can help or destroy a person)
Transference is an unconscious illusion, which develops in regard to the other person, one which unbeknown to the subject represents in some of its features a repetition of a relationship towards an important figure in the person’s past. Transference may be positive, loving, even erotic and such transference can be helpful in supporting personal well-being without causing any harm to others. Positive Transference can create collusion and be the reason for favours being placed with a person when that person is not deserving. It is why many ideal job applicants are refused employment and not ideal job applicants receive employment. ( I have met public servants who have admitted that they have employed a person because of positive transference and not for a persons ability, which was an admission of establishing a Perceptual Cluster).
During a number of undercover case studies I have witnessed the Directors of Companies trusting key management positions to old, suitably qualified, friends. Due to Self Preservation Over Drivers the old, suitably qualified, friends/key managers used their positions to cheat their friend and employer and cheat the service users. Members of an employers family where innocently placed into an workforce and despite CCTV being in use neither deterred the cheating managers and contractors. Local Authorities placed inspectors in relevant positions to over see private contractors. The failure in the Local Authorities attempt to stop the private contractors fraud was that the local authority used inspectors who had high levels of self preservation over drivers and who sought to increase their personal gain and long-term job security by colluding with the private contractors. The sinners who wear the clothing of a saint are present in all walks of life and places of work. It is why so many British Public Service Departments have been unable to operate cost effectively and why a large number of British businesses are suffering financial difficulties or closures. People who have the relevant EIC’s often fail to foresee they are jeopardising their and their employers long-term financial security or that their actions have far reaching adverse consequences and that their self preservation cheating increases the potential for the removal of employment for their children and their children’s children.
Unless an employer is aware of the risk of employing one or more people of the relevant EIC group in any tier of the work place the employer will always place their investments, services, and service users at risk.
With the benefit of EIC profiling it is possible to identify many of the people who have the corrupted EIC’s and prevent the spread of the greed and selfishness which has destroyed so many British businesses, services and the life’s of innocent people.
The holistic key to success is that key decision makers accept personal responsibility, they work for the good of their country and people as equals as well as for their own good.
I look forward to receiving your thoughts on the aforementioned article.
Yours sincerely
Martyn Skynne
Professional Counsellor with Applied Psychology and Ergonomics.