Friday, August 13, 2021

Eulogy for Kevin Cholmondeley-Smith - August 2018

On Saturday 13th August 2018 we attended the funeral for Kevin Cholmondeley who passed on 11th  August. Here is the Eulogy I delivered.

Ladies and gentlemen, many of you in the room will have known Kevin longer than I and will certainly be more aware of all of his characteristics, attributes, and foibles.

So, I thought I would take this opportunity to bring you up to date with the events of the week in Heaven and particularly regarding Kevin’s arrival.

On Monday, the evening edition of the Pearly Gates News reported that there had been disruption at the entrance gates to Heaven and later in the arrivals Onboarding Hall. St Peter, General Manager of Arrivals, said in a statement, “We have never quite experienced such disruption at the Pearly Gates entrance to Heaven before.”

The source of the disruption was a gentleman new arrival by the name of Mr. Kevin Cholmondeley-Smith.

 “Apparently,” said St Peter, “he felt that our processing did not seem to be consistent across the various check-in booths and had gathered some of the staff in a meeting which slowed processing. St Peter continued, “When I arrived to investigate, all booths were closed, and Mr Cholmondeley-Smith was running a workshop with the staff, and they were reviewing our procedures. It seems he had also arranged for those waiting to be served with tea and biscuits.”

St Peter went on to advise that his assistant, the Angel of the first heaven who rules over Monday, Dabriel, negotiated with Mr. Cholmondeley-Smith to get staff back to work. They had to work an additional 2 hours to clear the back log.

On Monday night, Cloud 9, a Channel of Heavenly TV, reported that a meeting had been arranged between St Peter and Mr. Kevin Cholmondeley-Smith.   

They also interviewed Kevin who said, “I am disappointed the Managing Director, God, will not be at the meeting, but at least we are making a start on creating a better arrival experience for new entrants to Heaven.”

The next day, Tuesday, the Heavenly Radio Chat Show, Hymns, had Kevin as a guest.

The presenter was the late Paul Holmes from Radio NZ. This is the programme where selected new arrivals are hosted for a chat. Apparently Kevin hadn’t been scheduled until next week but spoke directly with Paul and got himself on. 

They had been chatting and talked a bit about the events of Monday when Paul asked how Kevin was finding the accommodation. In response Kevin launched into detailed commentary about how they were laid out and that he didn’t like the tenement like rows. He felt there should be more like smaller village settings. Kevin said this would help build identifiable communities where people could more easily relate to each other and build relationships.

It seems he touched a raw nerve with the listening community because the switch board lit up and additional call takers had to be rushed in to handle the increasing number of callers. With a bit of an uprising occurring the Director of Heavenly Operations the Arc Angel Gabriel arrived and shut the Radio chat show down.

The so called chat station was suddenly a soothing calming music station.

Now the Arc Angel Gabriel is not one to be messed with. He was reported on the midday news that he had delegated the Angel Ansiel, better known as ‘The Constrainer’, “to have a chat with this new arrival”. One or two others in the past had experienced an Angel Ansiel chat and ended up somewhere completely different, where there was no need whatsoever for central heating.

That night on the Cloud 9 TV news the Arch Angel Gabriel was facing some tough questions – clearly, he was annoyed at being put on the spot, but did concede that “Whilst the new arrival Mr. Kevin Cholmondeley-Smith was somewhat confronting,  he had made some good points that they had agreed to consider.”  In the meantime, he said, he would be setting up a residents panel which Mr. Cholmondeley-Smith would be chairing and would report directly to him.

Kevin was interviewed and said, “I am disappointed I have not been able to meet with the Managing Director God, but at least we are making a start on creating a forum for residents to have a voice in the planning of future accommodation.”

The next morning the first item of news on both radio and TV was the imperious Director of Heavenly of Operations the Arc Angel Gabriel. He announced on behalf of the Managing Director, God, that there would be a new approach to community engagement and planning.

On Wednesday there was a bit of a kerfuffle early afternoon. Apparently Kevin’s intake was scheduled for their orientation tour.

This is normally an uncomplicated and structured event – pretty mechanical really.

Kevin was picked up and shortly after they set off, the bus stopped, and the Driver stomped off. Apparently, Kevin had demanded that they go see the horses and ponies before anything else. Normally they didn’t do that until week two sometimes week three if they have been busy.

Kevin began flagging down passers-by until he found a bus driver who would take over & drive the bus to the horse & pony section.

There were quite few other people there, some of whom Kevin recognised. Of those, some were pleased to see him and some clearly were not. One loudmouth busy body who was bossing everyone around saw Kevin and shouted at him, “And you can piss off.”

A disturbance subsequently ensued which necessitated the angel security officer on duty to Taser some people. He assumed Kevin was in charge today and sort direction from him on who needed to be tasered.

The breadth of Kevin’s smile nearly cracked his face!

Because Tasers had been deployed the Angel Rogziel, the Angel of Punishment (whose name means ‘The Wrath of God’) had to be called. He was introduced to Kevin and kept muttering, bloody horse people, I rather be in Hell.

That evening on the Heavenly TV Cloud 9 News, it was announced by Hayyel, Angel of Animals, that the new arrival Mr. Cholmondeley-Smith had been appointed as the equestrian section manager. Apparently, a number of people applied for passes for the express train straight to Hell.

Now Cloud 9 TV News and the Pearly Gates Times had assigned reporters to follow Kevin. The Cloud 9 report secretly filmed the Pearly Gates reporter saying to Kevin, “We haven’t had this much fun in centuries!”

The full transcript of that conversation will be in the Heavenly Herald on Sunday, tomorrow.

Thursday passed relatively quietly with Kevin reacquainting himself with many passed friends and contacts and especially some special horses and ponies. Later in the afternoon the Cloud 9 News Director contacted Kevin complaining there was no exciting news.

Text Box: ContinuesLater that afternoon, Kevin invited himself to afternoon tea with Morael - Angel of Awe who rules the months of August-September. Kevin said later, “I met with the Angel of Awe so we could get to know each other better and to run through my plans for the next couple of months.”

On Friday morning all Radio and TV channels carried the newsflash that a reliable source had leaked that the Heavenly Managing Director, God had called the Arc Angel Gabriel and demanded, “Who in the name of white doves is this Kevin Cholmondeley-Smith?

Kevin continued to express disappointment that he had not yet been invited to meet with the Heavenly Managing Director, God. 

Just to be clear, new arrivals normally met with the Heavenly Managing Director, God, at a garden party at the end of the month.

Although not yet public, we understand that throughout Friday and probably to-day as I speak, Kevin is calling on various members of the Heavenly Equestrian community to set up a Judging Panel, develop a common set of showing rules, consider the possibility of establishing a breeding programme and to organise affiliation with the Royal A & P Society of New Zealand.   

Well ladies and gentle, I figure you have a pretty good idea how this is going to play out. So in conclusion, let me just say a prayer. When I finish and say Amen you are welcome to shout out Amen in response.

Dear God, Heavenly Managing Director, please accept our appointment of Kevin Cholmondeley-Smith as our Ambassador of Equestrian to your deity.

He has served a long and comprehensive apprenticeship, Lord, and comes with  many references and considerable international experience. We appreciate that he at times may appear difficult to work with, wishing to follow his own course.

But Lord, as Ralph Waldo Emmerson said, “Do not go where the path may lead, go instead where there is no path and leave a trail.”

Kevin knows that success is not measured by what he accomplished, but by the opposition he has encountered. He has demonstrated courage, maintaining the struggle, often against the odds, not running away, but remaining at his post.

Let Kevin take care of your equestrian herd.

He has discovered that the horse is life itself, a metaphor Lord, but also an example of life’s mystery and unpredictability, of life’s generosity and beauty, a worthy object of repeated and ever changing contemplation.

Lord, bear in mind the words of two wise men of our world. Mr. Bruce Orr, a Past President of the RAS. He said of Kevin, “The movement owes him a huge debt of thanks for lifetime of involvement, passion and commitment. All of us who were fortunate enough to have enjoyed his companionship & wise counsel are very much the poorer with his passing. “

We ask humbly that you appreciate him.

An international Equestrian expert Mr. Wayne Hipsley in America said, “I can only wonder how many people realize how many equestrian lives he touched through his activities. He had a purpose and a passion for equestrian sports and we must consider ourselves lucky to have called him a friend.”

Lord hear our words.

Kevin comes to you well recommended – care for him, love him, and bear with him.

We ask also that you bless John, Kevin’s family and the close friends who have travelled this journey with him to his departure.

Amen.

Sunday, July 11, 2021

The Franklin Aging Expo and its importance in helping overcome the worst enemy of older people.

The Franklin Positive Aging Expo is getting set to run again in Pukekohe, the initiative of a small charitable group, the Franklin Integration Project Group.


On the 1st October, and after a break of two years, this significant event, the biggest of its kind in New Zealand, is set to retake its claim as one of the unique Franklin features. In the past, over  100 groups were exhibiting with advice help and information available across many topics of relevance and importance  to older people and their families. This includes advice on residential care options and alternatives, resources and equipment for everyday living with a range of impairments or disabilities, suitable recreational activities, information on volunteering, support to and  for carers, and even professionals providing health screening and advice on healthy lifestyles.

Activities such as line dancing and Tai Chi, exercise to help keep you healthy and happy are showcased along with a range of hobbies, crafts, sports, and social activities to keep the mind and body active.

And its all free with complimentary refreshments throughout the day.

It is no coincidence that the event is being held on the first day of October. On December 14th 1990, the United Nations General Assembly voted to establish October 1st as the International Day of Older Persons. The day aims to raise awareness of the impacts of an aging population and the need to ensure people can grow old with dignity and to raise the consciousness about points which are affecting the aged.

Aging can be very frustrating, especially when you can’t do something you have enjoyed any more due to the process and difficulties of aging. In communities all around the world, people are living and thriving into their golden years. In places where longevity reigns, locals tend to eat balanced diets, are involved in daily low impact activities, focus on family and spirituality and carve out plenty of time to enjoy the simple things in life, and believe it or not there are two other prevalent ingredients, wine and sunny weather!

Using findings such as the World Economic Forum Global Competitiveness Report  and the Blue Zones Project, countries where people have the highest life expectancy have been identified and in most of those destinations there are high concentrations of centenarians.

One of those is the the Caribbean Island of Barbados. Bhajans who reach 100 years of age are honoured with portraits printed on postage stamps. In Barbados, people spend their days with purpose by putting faith and family first. According to the Blue Zones Project, knowing your sense of purpose is worth up to 7 years of extra life expectancy.

In the Netherlands, one of the oldest people in the world died at age 115. She and others in the country have thrived thanks to a national focus on supporting healthy aging. Austrian citizens enjoy long life spans because the socioeconomics of the country positively affects the populations access to reliable healthcare and nutritious foods.  Austrian culture focuses on healthy work-life balance, with a more laid back approach to working hours and a priority on spending leisure time outdoors. 

In Jersey there may be mystic explanations for the longevity of people. Locals think that their ancestors were fairies. There is also a custom of building a stone seat on the exteriors of their homes so witches can rest and won’t cast evil spells on their households. The good news for me is, I am already officially a ‘fairie’ and there is plenty of seating outside on the veranda.

Spell or no spell, the message is clear about what contributes to reaching a grand old age, nutritious foods, purpose, family, exercise, community support, healthy work-life balance, a glass of wine and perhaps having a fairie in the family history! What then is the worst enemy of older people?

It is loneliness!

Among the many health concerns that can befall seniors, loneliness is one of the most common and least discussed. Research shows that chronic loneliness can have a significant impact on your overall health, including brain health. Some studies even suggest that there may be a link between loneliness and an increased risk of dementia and Alzheimer's.

Age Concern reports that about half of older New Zealanders experience some level of loneliness, and 8-9% feel severely lonely all or most of the time, and 44% moderately lonely. This is important because having inadequate social relationships has shown to be as bad as smoking.

While loneliness can be incredibly detrimental to health, it can also be successfully alleviated through a number of activities and treatments. For many seniors, the increased presence of people is all that is needed to alleviate loneliness.

This can be achieved a number of ways, including scheduling regular outings, visits with friends and family, attending senior activities in the community, volunteering. Exercise is another excellent activity both for health and greater wellbeing.

The Franklin Positive Aging Expo is an excellent resource not just for older people but also their families and others who have older friends.


It would be great to see our community support the Expo, and also if there is someone you know who is older and on their own, offer to bring them along. And if you are much younger, bring Mum or Dad, or Nana or Grandad, or just to get ideas for yourself to help plan for your later life.

This oldie looks forward to seeing you there.   

https://www.facebook.com/watch/?v=10164336343975652

#agedloneliness                 #agingexpo              #retirement             #loneliness


Monday, June 7, 2021

What’s with these personality quizzes/tests?

I admit it. Yes I am guilty. I can't believe that I did it, but I did!


Periodically on the face book there is a post from someone who has done one of those personality quizzes which litter the internet. Go on, admit it you know the ones, Which Disney Princess are you? Which 'Friends' character are you? Which sandwich? Which character from 'The Godfather', 'Harry Potter', or Sesame Street'. There are all manner of sites reaping attention and revenue from users taking quizzes to discover who they really are.


In my working life personality tests like Myers-Briggs, to name but one, were part of the process of determining which candidate was most suitable to fill a job vacancy. Is there any relationship, and are any of them anything but entertainment?


One day in a weak moment, and prompted by a post, I decided to find out whether or not I was lazy or a workaholic. Apparently I am a hard worker and don't have a hidden agenda. Another (yes I succumbed to the temptation...) was to 'reveal what my anger means' - "Never mistake his silence for weakness for he is both holy water and hell fire." Crikey. I found that out by identifying some words from among a jumble of letters. Go figure huh.


Why are we obsessed with these personality tests? 


According to science there might actually be a reason for this obsession. We need answers to know if we are in the logical stratosphere of "normal" . We know that we are complicated, and we do not fit a single mold, so we take personality tests because it breaks down our personality into smaller pieces to help create a bigger picture of ourselves.


Life is about relating to other people, and we use our understanding of our personalities and the personalities of others to do that. Fitting people into compartments allows us to better understand the way the world around us works. Apparently taking a quiz can be a shortcut to finding out who you are and what you like.


Personality tests give people labels, "I am a [fill in the blank]" which are often taken at face value. Whilst interesting and maybe entertaining, most of these types based tests are unscientific and do not validly or reliably measure 'personality'. We like personality tests because we hope that they will reveal previously unknown information about ourselves.


The bad news is that is unlikely to happen. Despite the fact that the results can seem stereotypical or over-simplified, we still find odd comfort through them. But for most people its all really in good fun. Perhaps the truth lies with our friends and family, and you might be better off asking your best friend than taking a pop quiz.


Regardless, I so want to be Yoda. All I have to do now is find a personality quiz that will confirm my aspiration. I think this is where you go, "Get real buddy", "Oh really", "Dream on", or just fall off the chair laughing...


#whichcharacter          #whoami        #personalitytests

Saturday, May 1, 2021

Loving Work - NOT!

    According to Sigmund Freud, "Love and work are the cornerstones of humanness".

 

But it seems work is becoming well developed as a place where workers do not want to be and the cause seems to be a reversal to pre-Industrial Revolution, Theory X, Authoritarian management style. And worse still, I learn my beloved Human Resource function is complicit!

 

Despite the overwhelming evidence supporting the value of creating an environment at work which causes people to want to be at work and to give of their best, there is a strong sense of general dissatisfaction with ‘work’ which shocked me.

 

It seems the number of disengaged or downright unhappy employees is staggering. A Gallop poll has revealed that out of the world’s one billion fulltime workers, only 15% of the people are engaged at work, meaning an astounding 85% of people are unhappy in their jobs.

 

Scholars suggest that to live a life with meaning, people must fulfil three preconditions. First, they must have a purpose which gives them a sense of direction and which helps the world make sense to them. Second, they must feel they are part of something larger than themselves. Third, they must maintain connections with other people. knowing your sense of purpose is worth up to 7 years of extra life expectancy.

 

Given on average, we spend about 1/3rd of our lives at work, around 90,000 of our waking hours in a lifetime, work exerts a significant influence on ‘meaning’ in our lives and therefore our life expectancy.

 

The focus on workplace culture is relatively new with the Industrial Revolution as the turning point in the history of management. Companies grew far larger than ever before. Massive corporations with hundreds maybe thousands of employees sprouted up in this era. And different concepts of management developed.

 

Frederick Taylor’s ‘Principles of Scientific Management’ was one of the earliest proponents of management theory, arguing that managers and employees must work together. This was heresy for the Owner / Boss classes because until then most companies operated like dictatorships. They issued orders and expected employees to get on with the work.

 

About that time, Henri Foyal published ‘Administration Industrielle et Generale’, focusing on the administrative side of management, arguing managers were not interacting well with their employees and all employees should only have one manager.

 

Max Weber built on Taylor’s theory and whilst he argued similar principles, he also argued that the rise of technology could lead to a toxic workplace culture and too much change could affect morale.

 

These early concepts of management held that money was the main influencer of employee performance. However, a five year study by George Mayo focused on workplace conditions and how they affected productivity, brought new thinking.

 

His work, described as “The Hawthorne Effect”, found that relationships work as the key motivator for employees, and when working as part of a team, people became more productive. In short, job satisfaction increased through employee participation in decisions rather than through short-term incentives. Mayo’s work laid the foundations for the focus on teamwork that today’s management theories have. His work was the first to prove that the right people in the right teams leads to higher productivity.

 

Ludwig von Bertalanffy noted from a biologist’s perspective, an organisation is made up of various parts (departments) and of course people. All of the parts and people need to work together for both a successful business result and a good working environment. Ludwig also noted that personal issues outside of work can also affect an employee’s motivation levels.

 

Another significant contributor to our knowledge was Douglas McGregor who, in 1960 built on the teamwork related ideas from the Hawthorne Studies which he published in ‘The Human Side of Enterprise’. He presents two types of management, Theory X and Theory Y.

 

Theory X is easiest described as Authoritarianism, with managers taking a negative view of their employees and expecting to control everything believing that employees wouldn’t work unless they are pushed and or dragged

 

On the other side of that coin is Theory Y, a more positive approach to managing people – a belief that teamwork, professional development of and responsibility for employees, leads to a more positive and productive work environment, and overall workplace culture. Along with McGregor, there is no shortage of research and opinion that Theory Y is the better choice.

 

When I arrived in management, Peter Drucker was the management guru, being one of the first to portray management as a distinct function. He was a prolific author, with 33 books to his credit. It was in one of those, ‘The Concept of the Corporation’ he argued demotivation was rife, and initiative reduced to the minutiae of checks, rules, and controls. Bureaucracy slowed down decision making, created adversarial labour relations and did nothing for ‘creating the self-governing plant community’ – the phrase Drucker used for an empowered workforce. His thinking and wisdom form the basis of our modern view of effective management.

 


The expression Human Resource Management had been around for a while however, it
began to gain wider recognition at the beginning of the 1980s in the USA and late 1980s and early 1990s in the UK, which is when I became involved. Whilst the term Human Resource Management as we know it is attributed to Peter Drucker, Dave Ulrich has been referred to as the ‘Father of modern HR”.

 

It is about that time we began talking about ‘culture’ in business. The workplace culture is the environment created for employees. It is the mix of the organisation’s leadership, values, traditions, beliefs, interactions, behaviours, and attitudes that contribute to the emotional and relational environment of a workplace.

 

It is what makes a business unique, and the upside of a great culture is that it attracts talent, drives management, impacts happiness and satisfaction, and affects performance. It is the personality of the business. A good work culture is one which encourages employees to behave like a family and watch each other’s back.

 

Of course, a key influencer in creating a culture, good or bad, is the boss who has a huge impact on how employees feel. A telling brain-imaging study (*2) found that when employees recalled a boss that had been unkind or un-empathetic, they showed increased activation in the areas of the brain associated with avoidance and negative emotion while the opposite was true when they recalled an empathetic boss.

 

A recent example of current thinking is from Hamel & Zanini’s ‘Humanocracy’ (*1)

…organization infantilizes employees, enforces dull conformity, and discourages entrepreneurship, it wedges people into narrow roles, stymies personal growth and treats human beings as mere resources.”

 

Sadly, what I am hearing from diverse examples of ‘work’ is Un-kind, Theory X, Authoritarian management... and worse, that Human Resource staff, the ones whose job it was to facilitate the positive cultures, are becoming the most hated department in an organisation. WHAT! I was an HR pioneer, one of the first in the country, and I loved working with some amazing leaders who embodied all of that positive thinking about work in everything they said and did. I find myself stumbling to try and understand what the hell is going on at work these days.

 

Line managers have the final responsibility for a achieving the organisation’s goals. They also have the authority to direct the work of their teams. HR managers are staff experts, assisting line managers in areas like recruiting, training, compensating, and creating a positive working environment / culture. But be clear, the business line manager is there because they know the business. However, it seems HR has usurped line management and are dictating what will and will not happen. Line managers are becoming babysitters.

 

Why is that? There was a time when HR worked with and for the employees, but their role seems to be shifting to that of protecting the company from the employee, not to help the employee. As such HR is seen as the enemy, like the spouse’s lawyer in a bitter divorce settlement. They are generally too involved with policy and creating more roadblocks instead of removing them; are too focused on ‘administrivia’ instead of focusing on important things like culture, and the all-important  trust.

 

HR people, who should be the Ministers of Culture in their organisations, are often seen as culture killers instead. In a TimesJobs Study they note, “…Most HR functions are still structured for an industrial economy rather than a people economy…HR leaders need to make concerted efforts to improve their employee engagements, HRM practices, policies, and procedures…” (*3)

 

In The Arts Mechanical, ‘The HR Secret Police’, J.C. Carlton writes, “The problem is that HR is bureaucratic by nature. … any bureaucracy will work for its own purposes rather than those of the organisation that the bureaucracy is supposed to be supporting.”

 

Ironically, an unemployed job seeker might say “If I had a job, I wouldn’t complain! I’d be grateful just to have a pay cheque.” The reason many people hang on to their unhappy job, is simply to just pay the bills. And hating their job becomes ‘normal’. They see jobs as modern-day slavery. It seems many employees worldwide wake up every day and rather than looking forward to a day of work, they drag themselves to the workplace, looking forward to ‘hump’ day and counting days to the weekend. 

 

(*1) Humanocracy – Creating Organizations As Amazing As The People Inside Them. Gary Hamel & Michele Zanini. Harvard Business Review Press. 2020

 

(*2) Examination of the neutral substrates activated in memories of experiences with resonant and dissonant leaders. Richard E. Boyatzis in The Leadership Quarterly – Volume 23 Issue 2 April 2012 pages 259-272

 

(*3) Nilanjan Roy, Head of Strategy, Times Business Solutions

 

#loveworknot    #goodleaders    #hrgonebad    #empoweredworkforce    #ingeoffsopinion


Sunday, March 21, 2021

Fired Up for a Book Burning


Books may well become artifacts talked about in hushed tones in select company. Damn it, I am buying more books.



I was lucky because my mother taught us to read before we got to school.

Sometimes it was a struggle because, as I learned some 20 years later, I had a mild form of dyslexia but that didn’t stop me. 

I could learn at my own pace; I could delve as deep as I wanted into a topic. And reading could be very calming.

I remember an instance in my first year of teaching, Standard Two in those days, 8 year olds.

Something had happened in the lunch break. One of the children in my class had been the target of some bullying and was quite upset, as was the class. I wasn’t quite sure what to do. The class certainly was not settled so organised learning was out of the question. 

So, we all gathered on the floor in front of the class, and I began reading ‘The Lion, The Witch and the Wardrobe’, the first of the Tales of Narnia. The child snuggled up and the rest crowded in. There was hush and suddenly nearly half an hour had passed and there was a whole different feeling amongst the crew.

I suggested we should stop. There was resistance. We read some more. Then I had to make a deal. Every Friday, no matter what, after lunch we would all gather on the floor and all chill as I read more from ‘The Tales’.

The crew went back to work and I sat quietly with the now calmer child who was in a much better frame of mind to talk and got the story. Armed with the facts I went off to the Headmaster and he dealt with the offenders and talked with their parents.

Recently there has been this bizarre movement starting to build, to sanitise the past by expunging children’s books from our current reading list.  In the States, even The Little House on the Prairie is apparently too controversial for their libraries and the Association of Library Service to Children has publicly removed the name of the author, Laura Ingalls Wilder, from an Award for Children’s Literature. 

The first book in the series was released in 1932, and originally based on the Ingall’s family story.

Like it or not, that was America in the 30’s and whilst the stories developed more as historical fiction, they still provided a picture of life during those times. There might be things about those times we now don’t like. But like it or not, that is the way it was and attempts to sanitise history like this  simply make it harder for people to learn and understand how things were and why they are different now.

If anyone dares to interfere with the continued existence of my heroes, Aslan (Narnia) and Yoda (Jedi Knight), a whole different side of my character will be revealed.

Perhaps we have forgotten too easily and quickly that on May 10th, 1933, students burned upwards of 25,000 volumes of “un-German” books in the Square at the state Opera, Berlin, a sign of warning of an era of uncompromising censorship and cultural control. In many other university towns, nationalist students marched to torch lit parades against the “un-German” spirit. The book burnings took place in 34 German towns and cities.

In the aftermath of the book burnings, the Nazi regime raided bookstores, libraries, and publishers warehouses to confiscate materials it deemed dangerous or “un-German”. The burnings provoked international criticism – it was seen as a barbaric act that was out of keeping with a modern, civilised society.

Heinrich Heine, one of Germany’s greatest poets, who was of Jewish origin wrote at the time, “When they burn books, they will also ultimately burn people.”

The book burnings still stand as a powerful symbol of intolerance.

Through time, burning books has been carried out, usually in a public context, representing  an element of censorship. In some cases, the destroyed works are irreplaceable, and their burning constitutes a severe loss to cultural heritage. Some of the earliest on record include during China’s Quin Dynasty (213-210 BCE). When the burning is widespread and systematic, destruction of books and media can become a significant component of cultural genocide.

I was starting to give my small library away as we begin the decluttering process to sell up the farm. Given some of the recent events of book discrediting (Little House on the Prairie; Dr Suess; Enid Blyton for example) I have changed my mind – Technology aside, books may well become artifacts talked about in hushed tones in select company. Damn it, I am buying more books.

There is something assuring about holding a book and yes you can find out a lot on the interwebby these days, but siting on the veranda in peace and relative quiet, reading, nodding off as you relax, or grabbing a piece of paper to jot down some important insight – well a chunk of technology just doesn’t do it for me, especially when you read predictions like this from Harari's Homo Deus.

"Devices such as Amazon's Kindle are able to collect data on their users while they are reading. Your Kindle can, for example, monitor which parts of the book you read quickly, and which slowly; on which page you took a break, and on which sentence you abandoned the book...If Kindle is upgraded with face recognition and biometric sensors, it will know how each sentence you read influenced your heart rate and blood pressure...Soon books will read you while you are reading them." (p 400-401)

Oops, there I go digressing - back to kids books. There has been some interesting commentary, on my face book page there is a post of a British TV Newsman losing it and talking volubly about the Laura Ingalls Wilder case. At heart I can understand the frustration. One comment on my page noted “…that the issues he raises cannot be simply blamed on the PC Brigade narrative but are quite complex issues.”  And without doubt that is true. 

But how do we know about the issues if the figurative book burning continues?

In conclusion, I have a warning for Winnie the Pooh. You all know that old question, "Does a Bear Shit in the Woods?" Well I am surprised that the Brigade hasn't  got stuck into Pooh Bear for running around without pants - stand by! 


#gotohellSnowflakes  #bookburning    #burnhistory #geoffsopinion