Conflicts of Message

I cannot help wondering why there is so much “surprise” among liberals, the media, and the families of those who have gone off to indulge in a little ‘Holy War’ in Syria/Iraq. I am sure those who have been on TV and in the Press discussing the issues of how the children of immigrants, or the grandchildren in some cases, have turned their backs on Britain, or have become ‘disaffected’ by our society, are intelligent people. Unfortunately they seem to be totally blind to several, to my mind, very important points. 

First, let me be clear, I am an immigrant. I arrived in the UK at the age of 40 with a wife and three very young children. My wife and I were of British and European descent, but even so we were aware from the first of some very large cultural differences between what we had left and what we had now joined. We made a very definite decision to put aside everything we had known and embrace fully the ‘British’ way of doing things. It certainly wasn’t easy, and we had no safety net, no back-up of friends and relatives to lean on as we stumbled from one trip hazard to the next. But we survived. And our children are now adults, UK educated, UK integrated, and know no other ‘culture’. It hasn’t been easy for them either, but they have adapted and adjusted and that makes me very proud of them. 

This was why, when the cult of “Multi-Culty” first took off in the 1990s I wanted nothing to do with it. I predicted then, and I am now convinced I was right, that it would lead to division, conflict and tears. Consider this scenario; A family migrates from a non-European culture seeking better opportunities, better living standards, better education. They arrive, they find a home, employment and settle the children into schools - but they keep their own ‘culture’ at home. Immediately the children are isolated because they never have the chance to see how others live. Their parents continue to dress in the clothes they wore in the ‘old’ country, continue to speak the ‘old’ language (in some instances the mother is actively discouraged from learning English) and when they come home from school or work they eat the food of the ‘old’ country, speak the language and dress as they did there. Yet, as one young woman in this position candidly told the BBC, when she went ‘home’ on a visit to her parent’s family, she was treated as a stranger, a non-member of that community and told she was not of that ‘people’ any longer. 

But, back in the UK, she is told she is, or that though she lives in Britain, is British, has been educated and raised in Britain, she must keep her ‘cultural roots’ and practice her own culture, not the British one. As she remarked, she has a sense of no longer belonging anywhere, so why are we surprised when the children of immigrants feel they have no identity with the country that has educated, housed, fed and employed them? I assume the well intentioned injunction to ‘keep your own ethnicity, culture, etc.’, mantra was supposed to make them feel at home, but it has had the opposite effect in fact. How can I be British if I wear clothes more suited to the deserts of Arabia or the Indian sub-continent? How can I be British when I go home and have to speak a language from the Middle East or somewhere else because my parents haven’t learned to speak English?

Several commentators have in recent days held forth at some length on the subject of why these young men might have become ‘disillusioned’ with Western society. Some blame ‘British Culture’ for the alienation, one gave the excuse that ‘Britons have failed to understand the other cultures in our midst’. It seems the promoters of ‘Multi-culturalism’ simply cannot bring themselves to acknowledge that many of these recent immigrant cultures are at complete odds with our own, and the stress created by trying to maintain one which clashes on almost everything ‘British’ is bound to cause a problem. It is interesting that some of the parents involved appeared on television in the clothing of their homelands, not in what might be considered ‘Western’ dress. If, at home, the children have been encouraged to think of themselves as belonging to a different society to the one they are living in, why are their parents surprised that the children don’t respect the culture they live in?

Changing countries is not easy, and there is always a danger of handing down to the next generation an idyllic picture of ‘the Old Country’. The danger is that the next generation then develop that mythology - an example would be the idea that in a society ruled by Sharia Law would be a better regulated society, women would be in the home, behaving modestly, family honour would be protected, girls would do as they were told, and so on. Then they are faced with the reality of modern Britain. Morals are not those taught in the Quran, Sharia Law is not recognised, the majority of people either have no faith, or are Dhimmi’, women are allowed to do as they please and religion does not govern peoples’ lives. It certainly doesn’t take much persuasion to convince gullible young men to campaign for a ‘Religious State’ and the imposition of the idyllic society their parents have projected.

Add to this the officially promoted kowtow to every demand for these minority immigrant groups at ‘official’ level, which is resented and resisted at street level, and you have a youth which feels it does not belong. Their roots are not British, at home they do not experience ‘British’ home life, and they don’t fully experience what might be called ‘British life’ at all. Nor do they want to. They don’t go to Pubs with their ‘mates’, they don’t go ‘Clubbing’ with their girlfriends (officially at least), and tend to form friendships only with those from their own background and culture. So why do they stay?

A cynic might say that it is because they would find it difficult to survive if they went back to the ‘Old Country’. They might not get the Income Support, Housing Benefit or whatever, and they would certainly not enjoy the freedom they currently have, or the access to health care, education and leisure. Plus, they would find themselves to be strangers in a land not quite what they had been led to expect.

The lady commentator from a Pakistani background touched on a part of it when she said that when she visits Pakistan, she is definitely not regarded as anything other than someone from Britain, and not a Pakistani. If you were born in Britain, you are, at least in legal terms, British, and not whatever your parents ethnic background might be. But that also creates a conflict. 

The cultural conflict is not one we have had to face before this. I am frequently told that Britain is the ‘great melting pot’. That previous waves of immigrants have settled, retained their unique cultures and integrated. Oops, there’s the problem. Integrated. Those earlier waves of immigrants came from European cultures. The early Brythic peoples were followed by the Celts, the Gaels, the Romans, the Angles, Jutes, Saxons, Danes, Normans - and later the ‘quiet’ invasions, the Flemish, the French Huguenots, European Jews, Dutch, Polish, and others - all from Europe. They settled, they integrated, spoke English, dressed as we do, accepted British law, the authority of our courts, Parliament and so on. 

With Multi-culturalism, that is not happening. In fact it is being promoted as a bad thing to happen. So why are we surprised that we now have the children of immigrants who have a golden mythological vision of the society their parents left; a disaffection for the British culture and heritage (which they are constantly told isn’t theirs), and a burning desire to make it change to their vision of Utopia?

We reap what we sow. Unfortunately, those who sowed the seeds of “Multi-Culti” refuse to accept responsibility for the harvest we must all now reap. 

Human Resources or Human Beings: The difference between 'things' and 'people'

Among my reading lately was an article on LinkedIn (which is why I cannot post a working link here) on the subject of getting “your” Human Resources Department to work properly. Obviously the article is aimed at managers and possibly at Human Resources staff, but it made interesting reading. The main thrust of the article was that many HR Departments are not functioning well or efficiently. The author flagged up several areas of concern, among them a ‘disconnect’ between the people they are supposed to be sourcing, developing or disciplining. In part this is because there are differences between what ‘Corporate Management’ think the department does, and what the HR Manager thinks it does, but there may also be a lack of certain skills within HR, or even a lack of communication between ‘cells’ within it. 

Many years ago now, I held the “HR” management function for my then employer, a Fire and Emergency Service. It was a very interesting task, and something of a major challenge, but I enjoyed it in the main. The foregoing will tell readers that I'm old enough to remember when "HR" was called "Personnel" and frankly, the change of title is part of the problem. Suddenly 'people' became a 'resource' and thus 'objects' or 'goods'. The very word ‘resource’ suggests some sort of warehouse from which ‘workers’ can be drawn at will, and which, when worn out or no longer required, can be discarded. Treat people as objects and soon their motivation to do anything more than the absolute minimum goes straight out the window. They also become very reluctant to discuss anything at all with anyone from ‘HR’ lest it be used against them, or used to impose new responsibilities or workloads on them. 

One of the points the article raised is that a properly functioning HR Department is also about ‘developing’ skills for an employer. For many corporate employers this is an ideal situation, but all too many don’t make proper use of the possibilities it offers. Coming from a uniformed service background, it is a function that is often separated from HR under the label of “Training and Development”. For a service such as mine it was and is a key function, and it can quite easily fit within a HR remit. However, I would also caution that it must be managed by someone who understands the difference between managing the kitchens of a hotel and being able to manage a fire station with multiple functions. While some skills of management are common and therefore transferable, some of the technical skills and knowledge required to make a good Station Manager/Commander/Officer in a fire service are unique and cannot be gained through an generalised management course. Once again, my experience of trying to explain some of this to HR managers leads me to think there may be a reluctance to accept that a NVQ for managing a shop or office is not a suitable qualification for managing a crew or station in an emergency service.

As I said earlier, I am a retired senior fire officer, and one of the things one learns in 'command' is to know your people, know them, trust them, and know what makes them tick. Far to many of the HR 'professionals' I have encountered in my latter years of employment didn't understand this and could frequently undo years of trust and respect by imposing some new system or policy without consultation. This is often compounded by a refusal to discuss anything of concern to individuals with the person. Many HR Managers I have encountered in recent years insist the person must take their concerns to “their Union” so it can be aired at a “Union Consultation”. In my view, this is not the right way to handle something, the “Union” often has a wider agenda, and the individual’s ‘issue’ may not fit it. As someone who was, at best, a reluctant member of a Trade Union (I disagree strongly with their direct involvement in political ideology and links to specific political Parties), I resented being made to join one (and continuously have to explain why I refused to make a ‘donation’ to an affiliated political party) just so I could get certain concerns about the manner in which contracts were being ‘adjusted’ without consultation or appeal.

I lost count of the number of times I have been told by HR managers that the department was there to 'provide support and services to 'the management' and not to 'staff'. An employee encountering that is likely to immediately clam up and avoid disclosing anything beyond what is demanded of them. I have also found that many of those I encountered didn't know the Employment Laws as well as they should. They often made something worse when they did take a wrong turn, by trying to blame the employee, or by creating a situation which brought about a conflict with the Unions. For me the worst moment came when I was told by an HR 'Director' (who had replaced a uniformed senior officer with many years experience and success at keeping the staff happy and onside) that “no one in the fire service should expect to have a career in it” and that the “average length of ‘career’ should not exceed 12 years”. The individual concerned did not understand the fact that the fire service relies heavily on experience as well as qualification. In fact, quite clearly, there was absolutely no interest at all in even being informed of it. Remove the experience element and you have a recipe for disaster, which, unfortunately, has been borne out in reality since that discussion.

In fairness, senior management can often put the HR personnel into an unenviable position of having to implement policies which they may know will cause hardship. The management is abusing their HR Department in this case, and using them as a buffer between themselves and the difficulties their policy may cause. A typical example is the ‘policy’ that imposes some operational requirement which those who will be affected by it know is going to cause them to come into conflict with the public. Having been there, I can tell you it is useless trying to raise those concerns, so you are faced with either disobeying the policy and hoping to get away with it - or letting the proverbial wheels fall off. Either way you know you, and you alone, as the “resource” involved will be blamed, and will be punished for it having gone wrong. No wonder “HR” are frequently seen as the enemy.

It is my experience that all to often, HR managers adopt an 'adverserial' approach to legitimate staff concerns and generally ramp up the conflict. Sometimes this is down to 'management' decisions requiring the shedding of staff, but more often than not it is down to sheer bad  communications skills and sometimes to clumsy efforts to change employment contracts by stealth. For many the concept of 'consultation' is to send round a letter stating something is to be ‘changed', and when the staff object, tell them to 'like it or leave it'. As you may gather, my experience of modern 'HR' is not a happy one. There is, I feel, too much emphasis on the ‘resource’ and not enough on the people. Too much generalisation instead of addressing some of the real problems and difficulties - like bullying, or constant playing of the ‘minority’ card to cover poor skills or knowledge gaps, and not enough attention to addressing identified problems rather than, as was common in my last employer, blaming everyone for the problems created by one or two individuals instead of dealing with the individuals concerned. I still remember with enormous anger having notices plastered everywhere setting out “our core values” (the same one’s I, and every other uniformed employee had worked to our entire careers) and threatening disciplinary action if we failed to adhere to them. I should mention that the very same people who put these up everywhere, were the worst offenders in breaking them …  

The author of the article that set me off on this listed ten suggestions for improving Human Resources functions. Four of the listed items would, in my view help. They included breaking down the tendency toward isolating skills within the department, adopting a more consultative approach, getting to know peoples’ needs and development ambitions and being less remote. I think that the first step is to have an HR manager who actually understands the 'operations' the 'Human Resources' he manages are engaged in, what stresses and strains those impose on individuals and then to find ways not to compound them. All too frequently, the HR Manager is someone from outside the organisation who has little, if any, knowledge of what the resources they are managing actually do. While it would be impossible to know in detail what each and every post does and how it does it, it would help to actually talk to the individual before attempting to change it. Consulting the Union doesn’t cut it, since the Union representative probably doesn’t know either. 

How do we fix the disconnect between what management think HR does, what HR think they do, and what the staff think HR is there for? It will certainly go a very long way if "HR" stops treating people as 'assets' in the manner of 'goods' to be pigeon-holed, costed and measured all the time.

Ne'er a truer word spoken in jest?

The Monk and his fellow scribes have been a bit busy on a number of matters lately, so the Blog has suffered. Just to reassure readers there is still 'life' among the scribes, here are some witty sayings from a range of 'great' thinkers ...

In my many years I have come to a conclusion that one useless man is a shame, two is a law firm and three or more is a government. 
  John Adams

If you don't read the newspaper you are uninformed, if you do read the newspaper you are misinformed.  
   Mark Twain

Suppose you were an idiot.  And suppose you were a member of government.  But then I repeat myself. 
   Mark Twain

I contend that for a nation to try to tax itself into prosperity is like a man standing in a bucket and trying to lift himself up by the handle.
    Winston Churchill

A government which robs Peter to pay Paul can always depend on the support of Paul.
   George Bernard Shaw

Foreign aid might be defined as a transfer of money from poor people in rich countries to rich people in poor countries.
   Douglas Casey, Classmate of Bill Clinton at Georgetown University

Giving money & power to government is like giving whiskey & car keys to teenage boys.
     P.J. O'Rourke, Civil Libertarian

Government is the great fiction through which everybody endeavors to live at the expense of everybody else.
      Frederic Bastiat, French economist (1801-1850)

I don't make jokes. I just watch the government and report the facts. 
    Will Rogers

If you think health care is expensive now, wait until you see what it costs when it's free!
      P.J. O'Rourke

In general, the art of government consists of taking as much money as possible from one  part of the citizens to give to the other.  
      Voltaire   (1764)

Just because you do not take an interest in politics doesn't mean politics won't take an  interest in you!
       Pericles (430  B.C.)

No man's life, liberty, or property is safe while the legislature is in session.
      Mark Twain   (1866)

Talk is cheap...except when government does it.
       Anonymous

The government is like a baby's alimentary canal, with a happy appetite at one end and  no responsibility at the other.
      Ronald Reagan

The only difference between a tax man and a taxidermist is that the taxidermist leaves  the skin.
      Mark Twain

There is no distinctly Native American criminal class...save government. 
      Mark Twain

What this country needs are more unemployed politicians.
      Edward Langley,  Artist (1928-1995)

A government big enough to give you everything you want is strong enough to take everything you have. 
      Thomas Jefferson

We hang the petty thieves and appoint the great ones to public office.
        Aesop

Remembering D-Day

It is difficult to believe that it is 70 years since the troops went ashore on the Normandy beaches and the liberation of Europe from the National Socialist horror began. Like most of my generation, I grew up being taught by, or knowing men who fought in the second World War, and even one or two who actually took part in D-Day itself. The photo below shows HM the Queen, laying a wreath at the Memorial in Normandy. My thanks to Defence Images for posting it on Facebook.

We will remember them.

Betraying their roots?

I have a new reason to detest and even oppose the creation of more offshore 'wind parks'. The impact they are having on the dolphin population. New research into why there has been a massive increase in dolphins stranding and dying in the North Sea area has found that it is because the victims are going deaf. It has taken a long time to find this out, and a lot more effort to find the cause. It turns out that the deafened dolphins are all from pods who lived and hunted in the vacinity of new wind parks. It has now been established that the cause of their going deaf is a direct result of the noise created when driving the 'piling' to create the foundations for the wind turbines.

A dolphin that cannot hear, cannot find food, cannot find its way, cannot detect obstructions, cannot ...

Now comes the really entertaining bit. Greenpeace has its origins in defending and protecting marine mammals - starting with the great whales, then expanding to cover Orca, dolphins and others. Now it seems, since Greenpeace are reaping large financial rewards from these same wind parks, that's no longer a priority. Pity about the dolphins, seals, fish and other marine life. No wonder more and more of the founders of Greenpeace are turning against them. I've come a long way down that road myself. It may surprise some to know that I once supported their campaigns to stop over fishing, the slaughter of dolphins and whales and so on. Now I will not give them ice in winter.

Building these wind turbines means driving massive piled foundations deep into the sea bed. This is done by 'hammering' using a massive falling weight which strikes the metal 'pile', each blow driving it deeper. The sound of the blow is amplified by the water, travelling as a kind of pressure wave. During the 'driving' operation these hammer blows are repeated at least once every minute, and all marine animals within a considerable radius of the source are subjected to this intense noise. Dolphins have a particularly sensitive ear - they need it - and the damage is rapid and permanent. Nor is it 'short duration' noise, the piling operations last for weeks. The underwater noise levels, if translated into the human environmental equivalent, would invoke an immediate ban by the Health and Safety Executive.

So, I expect Greenpeace will continue to put out its propaganda about 'Global Warming' and 'Climate Change', while ignoring the damage its favourite 'renewable' energy source is causing to all the marine and other wildlife it once thought so important. No, I will never again support them on any issue, and I will continue to object to the construction of useless windmills whose sole purpose seems to be to enrich their proponents.

What if Scotland decides to stay in the UK?

Ever since the Blair/Brown mangling of the UK’s Constitution, there has been a large question mark over the status of ‘England’ within the Union. Scotland has a Parliament, Wales and Northern Ireland have Assemblies, but England has … Westminster, which, we are constantly told is the “United Kingdom Parliament”. In other words, “England” is represented by its MPs sitting in a joint parliament making decisions that apply only in England and determined to a large extent by Scottish, Welsh and Irish MPs.

Let’s take a look at the actual make-up of the Westminster Chamber (I’ll leave the Lords out of it for the moment - that is another problem entirely thanks to Blair!). There are 650 MPs currently in the House of Commons, of whom 533 are ‘English’ (though in reality some are Scottish or Welsh Party Members in ‘English’ seats), 40 Welsh, 59 Scottish and 18 Northern Irish. In effect it means that there are 117 MPs voting on laws that have little or no impact on their own constituents in matters ‘devolved’ to the Scottish Parliament or the two Assemblies. Worse, it means that the voters in each of these constituencies actually has TWO MPs - one 'local' and the other in Westminster, while the 'English' constituencies have only one, in Westminster. Since a majority of the constituencies in Scotland and Wales are invariably also Labour, Nationalist or Liberal Democrat supporters, there is a clear bias against the representation most frequently the choice of ‘English’ voters. Reference to the map clearly shows this.

To further complicate the story we must also recognise that there are 53 million people in England, 3 million in Wales, 5.29 million in Scotland and 1.8 million in Northern Ireland. This means there are fewer voters per MP in Scotland and Wales than there are in England. Then there are arguments about the allocation of funds to the various components as well, with the per capita spend in Scotland, Wales and Northern Ireland higher than anywhere in England. And all of this is ‘managed’ by Westminster where those 117 ‘National’ MPs make very sure their voters ‘interests’ are paramount. It is a very tricky question and, to use a hackneyed expression, thorny issue. One the politicians hoped they could evade by breaking England up into ‘Regions’ so each Region had its own Assembly and could safely be sidelined.

That plan fell apart when the first ‘Region’ resoundingly rejected being made autonomous and being made to pay for yet another hot-air talking shop for meddlers. The surprise was that it was a Labour ‘heartland area. To date the only such ‘Region’ to accept the ‘honour’ is the London conurbation where the Greater London Authority has an Assembly which presides over the 33 Boroughs and cities that make up what everyone outside the UK calls ‘London’. The problem when the voters rejected the ‘Regional Assembly’ proposal was that Blair and his planners had no alternative plan, no back-up to answer what has, for many years, been known as the “West Lothian Question”. For some reason, all our ‘political’ class are terrified of allowing the ‘English’ to have their own voice, their own Parliament.

Perhaps it is time to call this bluff, and for the ‘English’ to demand the same status as the Welsh, Scots and Irish (and come to that the Suzerainties of the Channel Islands and the Isle of Man). Perhaps it is time to reject entirely the divisions imposed by Westminster and Whitehall in their ‘Regions’ and demand an English Parliament based outside of London. Surely, if we are going to continue to play this so-called ‘democracy’ game, it is only right? The problem is that the Liberal Left (and possibly the Conservative Centre as well) seem to be absolutely terrified by the thought of an 'English' Parliament. One has to ask why?

As I see it there are several purely ‘political’ problems to address here. The first is that the ‘first past the post/winner takes all’ electoral system is so far past its ‘sell by’ date it is a joke. The second is to acknowledge that, without the Scottish and Welsh MPs, Labour will never form a majority government in England. The third part of the problem is that Westminster, and to a large extent, Whitehall, will have to be completely restructured with Whitehall being cut back and many of its Departments devolved completely to the four national governments. I would suggest therefore that Whitehall would be responsible only for overall ‘Treasury’ functions, Defence, Foreign Policy and matters pertaining to Immigration, Citizenship and mutual internal arrangements. Westminster itself could be slimmed down dramatically, losing perhaps half of its current denizens and all their ‘hanger’s on’.

The more I consider this, the more I like it. Moving the activities of the Civil Service closer to the people they purport to serve  - the taxpayer - will make them far more responsive to reality, rather than their imagined world. It will also break what Jonathon Swift called “the echo of the London Coffee House”. As he said, there is a tendency in Westminster and Whitehall to believe that “London” is the whole of the UK, and this has caused problems all through the ages. Shifting an ‘English’ Parliament out of London, and ejecting all those departments that are devolved as well, will certainly cure that tendency.

I believe the idea of a Parliament for England is an idea whose time has come. The only question is how to compel the denizens of Westminster to accept it.

Medical Dilemmas ...

Those who suffer allergic reactions are familiar with the need to take loads of antihistamines to suppress the reaction. Mine is an annual bout of battling pollen, and a month on antihistamines which always makes me wish someone would find a 'cure'. There are some supposed 'cures' but they are also high-risk and don't always work.

Some years ago I learned that Hayfever, Asthma and Eczema are all caused by the same gene defect, but it is rare for someone suffering from the first of these to develop the other two. Unfortunately, those who develop Eczema frequently also develop Asthma and it can get even more complex. Medical science focuses on treating the symptoms of these ailments, rather than treating the cause - difficult when it is caused by the bodies own defences 'reacting' to a non-infectious agent such as pollen. My own allergies are house dust and grass pollen, though I seem to be reacting to a few other species of pollen lately as well. Other folk react to animal hair, certain foods (some folk get migraines from eating chocolate) and a wide range of other 'trigger' substances.

Part of the problem, of course, is that we are basically 'Mk I' humans, and though we have adapted our environs, our genes haven't yet adapted to many of the things those adaptations have introduced. Add to that, the damage we take from various illnesses we suffer, exposure to some substances in our careers, or inadvertantly in our homes, and the cumulation means we wind up allergic to something.

Step forward the pharmaceutical industry.

While many ailments can be cured, others have to be 'managed' by palliative treatments. Like my hay fever. I dose myself with an antihistamine preparation which - most of the time - relieves the symptoms. I also resort to some 'old fashioned' practices, like flushing my nose with salt water, and, more recently, using a 'wand' type device which is inserted into the nostrils and bathes the reacting mucosa in red light. It is a case of just trying to get through the worst of the season as best one can - which is what our ancestors did for much of the time I suspect. I know many of mine resorted to becoming seafarers - no pollen at sea at least.

Now the problem with daily doses of antihistamine is that it affects more than just the parts of the system that are responding to the pollen. It affects the whole of the immune system. So, if you also suffer from some other underlying conditions, you reduce the bodies natural response to those as well. This is why I tend to 'take the meds' only when I'm already pretty desperate, which, of course, means they are much less effective. While Hayfever is very common, it isn't the focus of a great deal of research. Why? Largely because there is more money to be made in already available preparations which deal with the symptoms, than in trying to find a way to cure it.

That leads me to a recent article on treatments for cancer which is based on boosting the immune system. The problem with cancer cells is that they generate an agent which 'blocks' the immune system and prevents it from acting to destroy the cancer cell. So the discovery of that, and the development of the means to 'boost' the immune system so it does attack tumours is a major step forward. But now comes my question - how will this work for someone who needs to take an immune system suppressing agents to control - for example - Hayfever?

Perhaps it is time the pharmaceutical industry did take a look at finding ways to treat those of us who are sensitive to pollen, dust and other 'particulates'. Hayfever, Asthma and Eczema are possibly the most common allergy conditions in every population group. Yes, we are a lovely 'cash cow' for all the preparations we have little choice but to use when our 'affliction is upon us', but, since it is already known which gene causes it, and what the 'defect' looks like - why, of why, can't someone come up with a proper cure?

Could some 'researcher' reading this give it some thought please?