Tag Archives: bad

UPDATED NEW QUOTE BY ULDIS SPROGIS 1756!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1733!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1684!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1678!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1642!!!

 

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1610!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1539!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1492!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1487!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1456!!!

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THE IMPACT OF BAD DESTRUCTIVE EMPLOYEES ON THE WORKFORCE!!!

Negative attitude word cloud concept

This is a reworded article gotten from the basic ideas in Insperity’s blog “A Practical Guide to Managing Difficult Employees.”

Common ways bad destructive employees affect the workplace:

They lower employee morale, reduce productivity, decrease other employee’s performance, decrease the quality and profit of the business, and are a legal liability.

Types of bad destructive employees and what to do about them:

The overly emotional employee:

Speak to the employee immediately if he or she shouts, slams doors, throws things, argues with others in a loud tone of voice, and uses profanity.

Confront and talk to the overly emotional employee but try to avoid sentences beginning with the word YOU which sounds accusatory and will put the employee immediately on the defensive. Instead start with a question such as what did you shout about, what was the loud argument about, or what was the reason for using a harsh profanity?

Everyone is entitled to one emotional outburst once in a while but if it becomes frequent then suggest weekly private meetings where frustrations can be vented or discussed before another angry explosion occurs in the workplace. Emphasize the importance of keeping a cool head in the workplace because it annoys, shocks, troubles, and interrupts or disrupts other employee morale and performance. You definitely don’t want a repetitive emotional time bomb working for you for very long.

The bullying employee or manager:

Ranting and raving at another in a pushy manner on a regular basis is one way that someone tries to assert power or dominance over others. This attempt at intimidation will anger others and affect or decrease the morale and performance in the workplace.

Some managers use this scare tactic to try to get performance out of others and if it sometimes succeeds workwise it will still decrease the respect and morale of the employee.

A manager who spreads gossip, criticizes too often, yells, name calls, puts down, belittles, humiliates, ridicules, and insults will not be respected very much and morale will suffer. If the manager excludes employees from projects as punishment or takes credit for another’s work then this too will decrease morale.

If the manager is a bully then only higher ups may be able to do something about it. In the case of an employee it is important to get the details of the bullying in a calm and collected fashion from both parties before suggesting ways to radically decrease or hopefully eliminate the bullying.

The repetitive naysayer:

Most naysayers offer advice on why a project won’t work but often don’t offer alternatives and this can lead to team effort grinding to a halt. A pessimistic attitude can affect the whole team and beyond to other departments too.

Confront an employee with repetitive negativity and try to find out if there are personal problems which are possibly affecting his or her decision making process. Make sure to document by being specific and accurate in detail all the negative instances to avoid the possibility of discrimination or harassment suits. Say that an employee has trouble working in group situations rather than stating that someone is a trouble maker and doesn’t get along with teammates.

The social butterfly:

Being very sociable is only bad if deadlines are not met or work is not getting done. Confront the employee and give specific examples of how excessive talking is affecting the work. Try to get the employee to socialize less and perhaps channel this sociability by letting him or her spend time on social events for the office such as planning office parties or leading a welcoming committee for new workers.

In conclusion, being extremely emotional, a bully, a naysayer, and a social butterfly once in a while will cause no great harm to an organization but if the behavior is habitual or very repetitive then detailing the episodes with good documentation and firing the employee is a logical thing to do to avoid poisoning the morale and productivity of the entire workforce.

3 important management mistakes that anger employees:

  1. Engaging in very emotional confrontations.

Fiery arguments are the worst case scenario since cool, calm discussions are preferable by a mile.

If you are conveying bad news to an employee then it is important to start off on a positive note and make sure it is a private one to one meeting and not a session which other employees can hear.

Read the employee body language and pay close attention as you deliver the bad news in a truthful, factual, helpful, inspiring, and kind way. Above all be courageous, factual, calm, and private.

  1. Undervaluing employees or not giving credit where credit is due and not thanking them for their important contributions.

Praise and acknowledgment for work well done is important in any job but in teamwork what is further important is to acknowledge an employee’s impact on business success and trying to mentor them by giving them challenging new tasks on projects, encouraging them to attend workshops and join professional organizations, and help them develop a plan to reach their goals within the organization.

Along the way it is important to try and reward their efforts with special perks such as lunch with the boss where personal issues can be discussed, giving company apparel or nicknacks such as a shirt with a company logo, and extending certain privileges such as VIP parking. Impromptu time off such as showing up late for work or quitting work early can also be good motivating rewards.

Making office space available for peer to peer recognition and kudos with high fiving can also be a motivational reward.

  1. Finally, leaving an employee in isolation from boss and other employees is one of the most unmotivational things that you can do and work performance will suffer as well as the employee morale.

Try to create an open door policy with adequate feedback from an employee where he or she can air grievances or frustrations, make suggestions, report on work progress, ask questions or seek advice, share concerns and work issues, and make contacts with other employees.

An open trusting respectful relationship between boss and employees and between employees themselves is the primary goal which one should strive to achieve in the business.

 

You can probably categorize about 4 styles or personality types for behavior in the workplace and some have combinations of the 4 since no one employee usually fits into one exclusive pigeonhole category.

 

The dominating personality type is fast paced and wants the work to be completed in a timely manner. They generally prefer respect, control, and challenge in the workplace.

 

The influencers are usually extroverted who are fast paced, energetic, like enthusiasm and fun, and like recognition from others.

 

Supportive and almost submissive personality types are good listeners, support others, are slower paced, team oriented, reserved, and basically desire that others be nice to them and others.

 

The conscientious employee is precise, careful, detail oriented and accurate. He or she prefers logical data-based decisions.

 

Of course the ideal personality type is someone who dominates when necessary, is a good influencer of others, is supportive when needed, and is generally conscientious based on the circumstances as they present themselves. You could call that human a jack of all personality styles who adjusts his or her personality to the circumstances or the tasks at hand.

 

The employee handbook should set the rules for proper and inappropriate behavior in the workplace. Subjects covered are code of conduct, communication policy, nondiscrimination policy, compensation and benefits policy, employment and termination policy, and acknowledgement page.

 

Holding regular performance reviews and check ins of employees is important to get valid feedback. Simply asking -How is it going? followed by coaching, encouragement, and relevant feedback.

 

Focus on the employee’s strengths and contributions, keep the review short, have an open discussion on employee goals for the future, create an employee grievance policy where you get the grievance in writing with documentation for the investigation, and generally encourage an open door policy so an employee is not shy about complaining appropriately if he or she sees something is not as it should be.

 

The above procedures validate the fact that you are interested in the employee staff and not just in their work.

 

A positive optimistic company culture can avoid employee negativity with unsatisfied employees, low productivity, high turnover rates, and less profit.

 

A motivating company culture can flourish if there is- honesty which encourages trust within workplace relationships, if employees know the purpose or goals of the organization and how each contributes to their advancement, and regular feedback which is motivating and offers recognition of work well done.

 

In conclusion, occasional negativity can be tolerated if it is immediately addressed and dealt with. However, habitual or repetitive negativity will definitely harm an organization and the morale of the employees so if no solution can be found to stop the negativity, documentation of each event is essential and eventual firing of the offending employee is a must.

UPDATED NEW QUOTE BY ULDIS SPROGIS 1364!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1339!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1274!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1269!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1247!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1245!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1229!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1170!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1162!!!

 

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BRIEF REVIEW OF GOOD AND BAD PUNISHMENT!!!

As parents we often are uncertain whether a punishment is working or is effective or we are uncertain whether a threat of punishment or threat of withdrawal of a privilege will work. Ways of punishing are many and you should refer to books for detailed information on the subject. I highlight general reasons why punishments can be effective and why they sometimes are not.

My young son threw a loud temper tantrum in the supermarket when the family went shopping and I immediately physically carried him out to the car and had him calm down. When he did calm down I asked him whether he was ready to go back in and behave. We went back shopping and everything was fine again.

This is just one example of immediate effective punishment for young offspring which is nonviolent and does not involve loudly shouting “no!” or “stop that!” in a public place.

 

 

PUNISHMENTS ARE MOST EFFECTIVE WHEN THEY ARE-

Appropriate and thoughtful:

Consistently enforced:

Enforced immediately following the behavior:

Helpful in teaching what to do:

Not sources of additional wanted attention:

 

Appropriate and thoughtful:

This should mean that the punishment

is adjusted to the severity of the misbehavior timewise and/or

is (emotionally impactful and/or harsh) to the right degree and/or

is a consideration of the effectiveness of previous similar incidents and/or

is the right time, place, or circumstance to be enforced

Appropriate: v. to add and/or to subtract a subset(s) necessary for a different subset(s) and being normative and acceptable for the circumstances

 

Thoughtful or Thinkad: adj. silently and mentally verbalizing and trying to make correspondences between the subsets of one’s own knowledge and/or experiences and using as much logic as possible

Harsh: adj. unpleasantly intense and/or shocking to the senses

 

Another general statement which can be made is that the punishment fits the crime and/or misbehavior.

This means that the length of time the punishment lasts can be short, medium, or long depending on the circumstances.

The emotional intensity felt by the offendor can be extreme, medium, or low intensity hatred and/or mental pain or anguish and/or unpleasantness.

You should consider whether the punishment should be changed if previous attempts a dealing with the misbehavior have not been effective and the misbehavior continues to recur.

The kind of punishment can be

forceful,

withdrawing a privilege,

demanding a repetition of corrected behavior more than once,

demanding completion of an unpleasant task,

a threat of future punishment, or

a loud threatening order to cease misbehaving.

 

Consistently enforced:

Consistently: adv. repeating at different starting points in time

 

Repeat: v. to do an event(s) more than once with or without duration(s) in between

 

If the punishment is not severe enough then we may be consistently punishing the same way but the punishment itself is ineffectual. If this is the case then the punishment must become more severe since consistency is not enough to guarantee successful obedience. More severe punishment means that it is made to last longer, is more repugnant or devastating to the offendor, and is a privilege removed which is more highly valued such as the removal of cellphone usage.

As a parent you may not be present every time the misbehavior happens so poor supervision may be the real reason why a misbehavior continues to exist because the misbehavior is done frequently when we are not looking or supervising. We may think that we are being consistent when in fact our assumed consistent punishment really seems and is ineffectual because it is really inconsistent.

 

Enforced immediately following the behavior:

Immediate punishment which can merely be a loud “no!” is desirable for very young offspring. Delayed punishment is bad for very young offspring because they are much more impulsive in their behavior and must immediately be disciplined for maximum impact or effectiveness. With older offspring some delays are inevitable because it may be the wrong time, place, or circumstance and the punishment will have to start at a later or delayed time.

 

Helpful in teaching what to do:

Teaching the right behavior by an example to be imitated is one approach to constructive punishment. Giving a reason why it is appropriate behavior beyond saying it is just the correct behavior is another approach to constructive punishment.

Reasoning, you can say that yelling or shouting is not right in this circumstance because it annoys, disturbs, or shocks other humans or it steals their right to a peaceful, calm environment without unnecessary stress. It steals their right to a secure and predictable environment free of potential danger or threats of danger since shouting sometimes causes fear reactions. It is not the right time, place, or circumstance to be loud or yelling.

 

Not sources of additional wanted attention:

Some offspring are starved for affection of some kind which is rarely given and prefer punishment to no attention at all. Others just like to be noticed or be the center of attention. For these among other reasons offspring may misbehave to attract the attention of other siblings, parents, peers, and hopefully not law enforcement officers.

Daring one to misbehave is sometimes viewed as a brave or courageous act of rebellion against behavioral norms and is valued by gangs, cults, and deviant individuals. Of course a dare can also be a means to get another human into trouble with authority figures so it can be a plan to harm or injure someone intentionally.

Dare: v. to courageously do a subset(s) without permission and/or a legal right

 

PUNISHMENT DOES NOT WORK WHEN IT IS:

Mindless or inappropriate:

Sources of anxiety, pain, rage, or fear:

Inconsistently enforced:

Delayed:

Dependent on the presence of the enforcer:

Unclear or do not teach a lesson:

Sources of additional attention:

 

Mindless or inappropriate:

This is when the punishment

is not adjusted to the severity of the misbehavior timewise and/or

is (emotionally impactful and/or harsh) to the wrong degree and/or

has no consideration of the effectiveness of previous similar incidents and/or

is the wrong time, place, or circumstance to be enforced.

 

Sources of anxiety, pain, rage, or fear:

This is highly inaccurate since a fear of punishment to some degree is necessary for a punishment to be effective especially when a threat of punishment is communicated. If there is no fear of punishment then the badness or wrongness of the misbehavior does not register mentally to the degree necessary to effectively stop future similar misbehaviors.

Physical pain is only rarely necessary to effectively stop immorality or repetitive lying or stealing in very young offspring. If the child rages or has a temper tantrum then it is a specific individual reaction to a stimulus or circumstance and rarely the fault of the parent.

Rage: n. very intense anger which frequently includes a violent behavior(s)

 

If your offspring rages every time that you punish then there is something emotionally unstable or wrong with them. If your offspring fear your punishment then you are probably using abusive punishment tactics or maybe hitting them too hard or too often.

 

Inconsistently enforced:

Inconsistency can mean not punishing a misbehavior every time it exists or not being the same punishment in degree or kind.

As a parent you may not be present every time the misbehavior happens so poor supervision may be the real reason why a misbehavior continues to exist because the misbehavior is done when we are not looking or supervising. We may think that we are being consistent when in fact our assumed consistent punishment really seems and is ineffectual because it is in reality inconsistent.

Wild swings in the severity of the punishment for a given misbehavior or an unpredictable kind of punishment each time a misbehavior exists could be considered to be inconsistent punishment and can sometimes create confusion, uncertainty, misunderstanding, or irrational fear in the offendor.

 

Delayed:

Delayed punishment is bad for very young offspring but with older offspring some delays are inevitable because it may be the wrong time, place, or circumstance and the punishment will have to start at a later or delayed time.

 

Dependent on the presence of the enforcer:

It is a sad fact of life and human nature that the temptation to misbehave increases when not in the presence of an authority figure who can enforce the rules. This is why it is so important to teach moral behavior and cultural norms to young impressionable offspring so that they learn to impulsively behave the right way when they are away from an authority figure.

Neglected, undisciplined, misbehaving offspring are increasing in numbers because of bad supervision in their early formative years by parents. Teenage neglect by working parents is added to deviant peer pressure to misbehave and both are reasons for the increasing immaturity and irresponsibility of the younger generations when they become adults.

 

Unclear or do not teach a lesson:

Don’t teach what is the right thing to do is really all that this should mean. Unfortunately most parents do not often give rational explanations for why behaving is the right thing to do and misbehaving is the wrong thing to do.

Do it because I say so or because I am the rule enforcer and must be respected is good enough reason for very young impressionable offspring but the older they get the more important it becomes to start giving them rational or reasonable answers when they ask -Why should I do it your way? or Why is something which I am doing bad?

 

Sources of additional attention:

Bad behavior does attract attention as proved by some popular celebrities. They  would rather be talked about doing something bad or deviant then not talked about at all or ignored. Neglected offspring sometimes misbehave to attract parental attention, disapproval, and punishment which is apparently better than being totally ignored or neglected.

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1077!!!

fotorcreated

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1062!!!

fotorcreated

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1029!!!

fotorcreated

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1005!!!

fotorcreated

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1001!!!

fotorcreated

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UPDATED NEW QUOTE BY ULDIS SPROGIS 969!!!

fotorcreated

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UPDATED NEW QUOTE BY ULDIS SPROGIS 798!!!

FotorCreated

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UPDATED NEW QUOTE BY ULDIS SPROGIS 487!!!

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If you liked this evergreen truth blog then read more of them, about 3400 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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UPDATED NEW QUOTE BY ULDIS SPROGIS 476!!!

FotorCreated

If you liked this evergreen truth blog then read more of them, about 3400 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT CONFESS+

confess

Confess: v. to formally communicate admitting to the guilt of a crime and/or bad behavior

To confess is really to admit something formally and it is frequently done in a court of law. In human relationships we should use the word admit instead of confess to your (bad and/or wrong) and/or criminal behavior.

If you liked this evergreen truth blog then read more of them, about 2400 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT DISSATISFACTION*

Dissatisfaction

Dissatisfaction: n. sensing a bad and/or wrong sense for a subset(s) (not fulfilling and/or not achieving) a goal(s) and/or not being pleasant for affected human(s) and/or animal(s)

Dissatisfaction is usually an unpleasant sense and often it is felt because we or something else does not fulfill or achieve a goal(s).  As soon as the goal(s) is achieved our dissatisfaction usually ends and a pleasant sense or feeling returns.

Most dissatisfactions are rather temporary or transient but some suchas dissatisfaction with adult offspring or the general bad state of the world can last a lifetime.

You can personally be dissatisfied with your own behavior and/or performance or you can be dissatisfied with someone else’s behavior and/or performance or it can be dissatisfaction with an (activity(s) and/or event(s)) and/or circumstance(s).

If you liked this evergreen truth blog then read more of them, about 2300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT MISTREATMENT+

Mistreatment-com-670x257

Mistreatment: n. behaving badly and/or wrongly towards a lifeform(s)

 

You can mistreat a human but the word is commonly used when communicating about the mistreatment of animals, plants, and wilderness in general.

Starvation and general abuse of animals is very bad but using ridicule, put downs, harsh criticism, name calling, and insults are all forms of human mistreatment which are almost as bad.

Physical mistreatment of injured veterans, the handicapped, and the elderly is a perennial problem which should be addressed and corrected whenever possible.

If you liked this evergreen truth blog then read more of them, about 1900 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT PAIN+

turmeric-for-pain

Pain: n. a bad intense mental sensation which originates from an injured body subset(s) and the behaviors which exist with it

 

Physical pain is obvious but many humans speak of mental pain which is really a form of mental suffering or distress rather than actual physical pain itself.

Chronic physical pain is perhaps one of the worst fates which one has to live with and even though this is a large problem in old age for many, some accident victims also have to live with lifelong pain. 

The unfortunate thing is that humans tend to self medicate with pain killing pills and don’t correct the source of the pain which is the proper approach to curing pain related ills. Pain is your body telling you that you are mistreating it.

Bad posture, mental stress, back breaking physical work, accidents, stomach pain, absence of exercise, dental work, etc. are all sources of pain and most resort to pain killers to get instant but not permanent relief.

“Pain in the butt” and “pain in the neck” are really slang expressions indicating mental suffering and the corresponding behavior distress and not actual physical pain.

If you liked this evergreen truth blog then read more of them, about 1900 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT UNACCEPTABLE*

ken-carson-quote-this-behavior-is-completely-unacceptable

Unacceptable: adj. judged to be (bad and/or wrong) and/or not within an acceptable limit(s) and/or deviation(s)

 

Something which is rejected in one way of looking at unacceptable. You can personally reject something, an authority figure can reject something and the rejection has more clout, or a group(s) of individuals can reject something and make it unacceptable.

Rejection may be done merely because one does not like something or it can be rejected based on some normative and/or absolute standard which it is compared to and judged accordingly.

If you liked this evergreen truth blog then read more of them, about 1700 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT UNPLEASANT*

Portrait of a young woman holding her nose because of a bad smell. Isolated on white.

Portrait of a young woman holding her nose because of a bad smell. Isolated on white.

Unpleasant: adj. relatively low intensity (bad and/or wrong) and/or painful sensation

 

Something unpleasant is usually something slightly bad and/or wrong and/or painful. We might be offended by a rude remark, ridicule, or called a name we don’t deserve but it is usually something we get over rather quickly and it does not cause much anger and is not really that upsetting.

 

A small headache, hurting your toe, bad odor, bad taste, noise, small cut, small mistake, or a little sunburn can also be unpleasant but it is a normal occurrence and an unpleasant experience but certainly not life threatening.

 

Unpleasant humans and circumstances we deal with sometimes on a daily basis and it usually does not affect us very adversely so we consider it as a normal part of living.

 

f you liked this evergreen truth blog then read more of them, about 1600 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT WARNING+

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Warn: to communicate intensely frequently predicting a future (bad and/or wrong) and/or (threatening and/or dangerous) subset(s) which may be potentially harmful to a human(s)

We have been warned not to behave badly, not to do dangerous things, not to get involved with bad humans, not to make mistakes, and not to ignore hurricanes and other potentially bad threats to our life and health. Warnings are meant to create fear in you not to do certain things but despite many of these sometimes dire warnings humans sometimes ignore or disobey these many warnings because some are just not taken seriously with personal conviction.

Stay in school and get a useful education or you will not get a good job, spend your money unwisely and you will become a pauper, interact with the wrong crowd and your reputation will be in the toilet, do mind and metabolic altering drugs and your life will be ruined or severely degraded, and commit adultery and you will get divorced are just a few of the important warnings which humans get during their lives.

Whether you end up believing these warnings to a large extent depends on what the source of the warning is. If the source is someone whom you admire and respect then chances are that you will heed those warnings and behave appropriately but if the source is from someone whom you don’t respect then the warning may have little or no impact on you.

Offspring are by nature rebellious and all the warnings in the world will not keep them from ignoring some parental warnings. Except for the morally well indoctrinated or the religiously dogmatic, offspring will experiment and get involved in transient popular trends which sometimes oppose traditional time tested warnings about what should not be done.

Living in the modern world which is changing so rapidly there is a tendency to believe that traditional behavior or social norms are no longer valid but unfortunately human nature does not change with time and many of the same bad human mistakes are repeated in each generation.

The human weaknesses of past generations are also passed on to the new generation relatively unchanged.

History repeats itself because human nature does not change nor does the archaic emotionally biased language which is being used by everyone in the world. There will be no improvement in the world until there is a strong secular moral code for everyone to tame human nature and an updated language which makes humans think more logically and not emotionally and thus also try to tame the unchanging emotional human beast within us all.

Language is a reflection of how humans are taught to think and behave and it is time to tame the emotional part of language too which is a raging beast of irrationality.

 

 

 

If you liked this evergreen truth blog then read more of them, about 1400 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT THREATS***

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Threat: n. a communication with a promise(s) to do a subset(s) which is frequently a punishment judged by a human(s) recipient to be (bad and/or wrong) and/or (immoral and/or sometimes an incentive for action(s)) and most of samer promise(s) create fear

We are sometimes threatened by a boss with job loss, threatened with divorce by a spouse, threatened with violence by an abusive spouse, threatened by a stalker, and an offspring may threaten to leave home. There are also criminal business threats and bullying in and out of school with miscellaneous threats to life and limb.

Criminal threats are the violent threats but some are hard to prove and prosecution against such threats is rather difficult in many cases.

Blackmail, extortion, and a threat to strike are just a few examples of the way that threats arise in society.

An employee may threaten to leave a job, a close friend may threaten you with the loss of friendship, and a parent may threaten offspring with punishment.
Threats are sometimes used as a last resort when peaceful human interaction fails and usually a threat of punishment of some kind is used to motivate humans to alter their behavior.

Almost no one likes to be threatened but if the threat is not an illegal threat of violence it is something which we come across from time to time and parents frequently have to threaten offspring to get them to behave. The threat of withdrawing a greatly desired privilege as punishment is sometimes very effective in successfully altering behavior.

The implied threat of a fine or imprisonment is what keeps most away from criminal behavior and gets us to pay our taxes.

Loss of a good reputation or ostracism is a looming threat if we do not behave morally.

Cyber threats are a real danger to individuals, businesses, the military, and infrastructure like electrical grids. It is the primary reason why we surf the web cautiously and utilize what we think are security software and precautions to try and avoid cyber threats.

Implied and actual threats which create fear in society is the glue which keeps most humans from illegality and immorality. Take away the fear of punishment from society and it would run wild with dysfunctional and criminal behavior.

If you liked this evergreen truth blog then read more of them, about 1000 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT FREQUENCY***

frequency-wavelength

Frequency: n. the number of similar and/or different subset(s) per unit of time

One of the greatest errors in logic is assuming the world is black or white, good or bad, yes or no, always or never, antonym or synonym, right or wrong when the real way of looking at the world is judging it with frequency or thinking infrequently, sometimes, frequently, and very frequently or rarely, not often, sometimes, quite often, and almost all the time. Often means the same thing as frequently so I try not to use it because I am trying to eliminate synonyms in my writing and keep it as logical as possible.

Judging whether you have a good or bad habit or if someone else has a good or bad habit is to ask how frequently is it existing? If you are doing something good very frequently then you probably have a good habit and if you are doing something bad very frequently then you probably have a bad habit.

Before stereotyping or name calling an individual ask yourself how frequently does the stereotype exist? If a human is foolish very frequently then they could potentially be called a fool but if the frequency of the foolish actions is low then it is inappropriate to try and label someone a fool.

An important question to ask yourself is how frequently am I doing something or how frequently are you doing something? If you are unhappy then by asking how frequently you are unhappy you can judge whether it is a problem or something quite natural. If you are unhappy once a day  for a relatively short time then you have nothing to worry about but if you are unhappy four times a day or unhappy all day long then maybe you need a change in your lifestyle. In effect, if you are frequently unhappy then start to worry and maybe try to do something about it.

If you are called stupid, crazy, or lazy once a month then you probably have nothing to worry about but if you are called stupid, crazy, or lazy once a day or once every two days then your stupid, crazy, or lazy frequency is great and you may have to start worrying about it and maybe start changing your behavior.

In a command and obey world  with a command and obey language usage you are very frequently asked to do something and your choices are limited to yes or no or doing something or not doing it and this brainwashes you into thinking that it is a yes or no world.

The more mature you get and the more logical your mind becomes the more you realize that instead of a yes or no, white or black world that there are frequently shades of grey also and that many arguments and misunderstandings are started with a right or wrong mentality when the real way of judging is realizing that it might be mostly or partly right or mostly or partly wrong.

My wife without a logical science background was a perfect example of language brainwashing and frequently said “You always do that” when in fact I did it sometimes and it seemed to her that I did it all the time!!!!!!

If you liked this evergreen truth blog then read more of them, about 900 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT TEMPTATION

temptation

Temptation: n. enticement into wrongdoing

Circumstances or humans can create a desire to overrule your good conscience and do something which you ordinarily consider to be bad, wrong, or immoral.

We may be tempted to eat bad food, have sex with the wrong human, lie, deceive, be adulterous, and even steal something which doesn’t belong to us under certain circumstances sometimes encouraged by other humans without our scruples.

We desire many things in life and the smart adult human does not get tempted by bad things and bad humans and knows the difference between good and bad.

If you liked this evergreen truth blog then read more of them, about 800 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT BAD

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We frequently say that something is bad if it is immoral, wrong, illegal, and physically and/or mentally and/or psychologically undesirable. When we are confronted with something bad we choose to ignore it, avoid it, change it, or even try to destroy it.

With bad humans the same rules apply.  You ignore or avoid the bad human and hope that they will go away and leave you alone, you try to change them by criticizing them, persuading them, and offering subjective good advice. or if you hate that human you may decide to kill them, destroy them financially, or destroy their reputation.

If we think a concept or idea, an opinion, or belief is bad then we can also ignore it or try to change it with criticism and persuasion but we rarely succeed in destroying it because other humans may have the same concept or idea, opinion, or belief.

To live peacefully with a minimum of confrontation and conflict we frequently have to tolerate or accept the fact that different humans have different concepts or ideas, opinions, and beliefs and that many of them are not subject to change without much effort by you and others. Sometimes change is impossible because the fanatical human may defend the belief until death.

If there is something bad in your life such as a bad habit then you too may choose to ignore it, change it, or destroy it or replace it with something better.

 Bad: adj. being (immoral and/or wrong) and/or (illegal and/or (physically and/or mentally) undesirable) and not being a subset of objective and/or subjective standards.  Something bad should usually be avoided or ignored or changed or destroyed.

If you liked this evergreen truth blog then read more of them, approximately 700 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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