Adonis Diaries

Archive for May 20th, 2015

This Long Journey to refugee-hood status:

Chronology of Palestinian Displacement and Dispossession

Andrew Bossone shared UNRWA‘s album on the Palestinian transfer in 1948 Nakba .
'‎Between 1920 and 1948, the area of historic Palestine is ruled by the British government as part of the League of Nations mandate system. On 29 November 1947, the Second Session of the United Nations General Assembly approves the partition of Palestine into Jewish and Arab states by 33 votes to 13, with 10 abstentions and one absent. The Arab leadership (within and outside of Palestine) opposes the plan, arguing that it violated the rights of the majority of the people of Palestine.<br /><br /><br /><br />
© 1949 UN Archives Photographer Unknown</p><br /><br /><br />
<p>كانت فلسطين التاريخية خلال الفترة الواقعة بين 1920 وحتى 1948 محكومة من قبل الحكومة البريطانية كجزء من نظام الوصاية لعصبة الأأمم المتحدة. وفي 29 تشرين الثاني 1947, قامت الجلسة الثانية للجمعية العامة للأمم المتحدة بالموافقة على تقسيم فلسطين إلى دولة يهودية وأخرى عربية وذلك بواقع 33 صوتا مقابل 13 صوت وامتناع 10 أصوات وغياب صوت واحد. وقامت القيادات العربية (داخل فلسطين وخارجها) بالاعتراض على الخطة وجادلت بأنها تنتهك حقوق الأغلبية من سكان فلسطين.الحقوق محفوظة لأرشيف الأونروا. المصور غير معروف، 1949.‎'
'‎Due to the increasing violence that followed the failure of the partition plan and the end of the British Mandate in Palestine, more than 700,000 thousand Palestinians flee their land that was to become Israel on 15 May 1948. The flight becomes known as the Nakba, meaning catastrophe in Arabic. In this photograph, a convoy of trucks carries refugees and their belongings from Gaza to Hebron in the West Bank.<br /><br /><br /><br />
© 1949 UN Archives Photographer Unknown</p><br /><br /><br />
<p>بسبب العنف المتزايد الذي أعقب فشل خطة التقسيم وانتهاء الانتداب البريطاني في فلسطين، هرب أكثر من 700,000 فلسطيني من أراضيهم التي أصبحت أرض إسرائيل في 15 أيار 1948. وقد أصبحت تلك الهجرة تعرف باسم (النكبة). وفي هذه الصورة تبدو قافلة من الشاحنات وهي تنقل اللاجئين وأمتعتهم من غزة إلى الخليل في الضفة الغربية.الحقوق محفوظة لأرشيف الأونروا. المصور غير معروف، 1949.‎'
'‎Palestinians begin fleeing in late 1947, but the bulk leave or are driven from their homes between April and August 1948. By the autumn of 1948, a humanitarian disaster of immense proportions has taken shape, with more than 700,000 people in flight.<br /><br /><br /><br />
© 1948 UN Archives Photographer Unknown</p><br /><br /><br />
<p>بدأ الفلسطينيون بالفرار في أواخر العام 1947، إلا أن الغالبية منهم غادروا أو تم إجبارهم على مغادرة منازلهم بين نيسان وحتى آب من عام 1948. وبحلول خريف العام 1948، كانت قد بدأت ملامح كارثة إنسانية ذات أبعاد هائلة بالتشكل بوجود أكثر من 700,000 شخص هارب.الحقوق محفوظة لأرشيف الأونروا. المصور غير معروف، 1948.‎'
'‎The lives of Palestine refugees are turned upside down; they are faced with disease, overcrowding, lack of food and water and life in unfamiliar places. Many are left with only what they can carry on their backs; they lose homes, land, family, their whole lives.<br /><br /><br /><br />
© 1948 UN Archives Photographer Unknown</p><br /><br /><br />
<p>انقلبت حياة لاجئي فلسطين رأسا على عقب، وواجهوا الأمراض ونقص الغذاء والماء واختبروا العيش في أماكن غير مألوفة ومكتظة. والعديدون منهم كانوا قد تركوا بيوتهم ولم يحملوا سوى ما كان باستطاعتهم حمله على ظهورهم، وفقدوا بيوتهم ومزارعهم وعائلاتهم وحياتهم بأكملها.الحقوق محفوظة لأرشيف الأونروا. المصور غير معروف، 1948.‎'
UNRWA added 25 new photos to the album: ‎الرحلة الطويلة | The Long Journey‎.

A Chronology of Palestinian Displacement and Dispossession

With their initial catastrophic displacement in 1948, Palestine refugees became – and remain to this day – a scattered people awaiting a just solution.

Since UNRWA began operations in 1950, photographers have documented every step of their long journey.

This selection is a chronology of dispossession; it tells the story of one of the longest lasting cases of forced migration in modern history.

© UNRWA Photos

This video demonstrates how Israel practised blackmailing procedure to be recognized as a State, by a single vote, in 1948.

Israël a été créé grâce à la corruption et au chantage à l’ONU

Voici une vidéo retraçant le vote à l’ONU de la création d’Israël en 1948, pendant lequel tous les moyens ont été engagés pour corrompre et menacer les nations qui ne voulaient pas voter en faveur de cet État.

NB : veuillez nous pardonner de la piètre qualité sonore de la video



Why do you do it this way?

That’s the simple test of a bureaucracy that has lost its way.

If your employees can’t answer how something they do helps the customer or the company, you’ve insulated your people from their jobs.

“It’s our policy,” is not an answer to why.

Saying the policy again, louder, is not an answer to why.

Their inability to answer this simple question might be because you haven’t taken the time to teach your people how to think about the work you do.

Or it might be because you’re hiring people (or rewarding people) who don’t want to think about your work.

Don’t you want the people who do the work to understand it?

And don’t you want your customers to feel respected by the people who serve them?

Manifesto for play

The more you play, the bigger your brain?

I’m here today to start a revolution.  I mean a drastic and far-reaching change in the way we think and behave — the way we think and the way we behave.

We need a revolution because things aren’t working; they’re just not working. And that makes me really sad because I’m sick and tired of things not working, of us not living up to our potential. I’m sick and tired of us being last.

 (In Bulgaria) we are last place in so many things — for example, social factors.

We’re last place in Europe in innovation. There we are  right at the bottom, last place as a culture that doesn’t value innovation.

We’re last place in health care, and that’s important for a sense of well-being. .

And worst of all, it just came out three weeks ago, many of you have seen it, The Economist. We’re the saddest place on Earth, relative to GDP per capita . hat’s social.

Let’s look at education. Where do we rank three weeks ago in another report by the OECD? Last in reading, math and science. Last.

Business: The lowest perception in the E.U. that entrepreneurs provide benefits to society. 

The lowest percentage of entrepreneurs starting businesses. And this is despite the fact that everybody knows that small business is the engine of economies.

We hire the most people; we create the most taxes. So if our engine’s broken, guess what? Last in Europe GDP per capita.

So it’s no surprise, guys, that 62% of Bulgarians are not optimistic about the future.

And these are facts, guys. This isn’t story tale; it’s not make-believe.  It’s not a conspiracy I have got against Bulgaria. These are facts.

So I think it should be really clear that our system is broken. The way we think, the way we behave, our operating system of behaving is broken.

We need a drastic change in the way we think and behave to transform Bulgaria for the better, for ourselves, for our friends, for our family and for our future.

How did this happen? We’re going to get positive. How did this happen? I think we’re last because  we are handicapping ourselves. We’re holding ourselves back because we don’t value play. I said “play,” all right.

3:03 In case some of you forgot what play is, this is what play looks like. Babies play, kids play, adults play. We don’t value play.

In fact, we devalue play. And we devalue it in three areas.

Social: 45 years of what of communism — of valuing the society and the state over the individual and squashing, inadvertently, creativity, individual self-expression and innovation. And instead, what do we value? Because it’s shown the way we apply, generate and use knowledge is affected by our social and institutional context, which told us what in communism?

To be serious.  I can’t tell you how many times I’ve been scolded in the park for letting my kids play on the ground.

Heaven forbid they play in the dirt, the kal, or even worse, lokvi, water — that will kill them. I have been told by babas and dyados that we shouldn’t let our kids play so much because life is serious and we need to train them for the seriousness of life.

4:17 We have a serious meme running through. It’s a social gene running through us. It’s a serious gene. It’s 45 years of it that’s created what I call the “baba factor.” 

And here’s how it works.

Step one: woman says, “I want to have a baby. Iskam baby.”

Step two: we get the baby. Woohoo! But then what happens in step three?

I want to go back to work because I need to further my career or I just want to go have coffees. I’m going to give bebko to baba.

But we need to remember that baba’s been infected by the serious meme for 45 years. So what happens? She passes that virus on to baby, and it takes a really long time — as the redwood trees — for that serious meme to get out of our operating system.

5:08 What happens then? It goes into education where we have an antiquated education system that has little changed for 100 years, that values rote learning, memorization and standardization, and devalues self-expression, self-exploration, questioning, creativity and play.

It’s a crap system. True story: I went looking for a school for my kid. We went to this prestigious little school and they say they’re going to study math 10 times a week and science eight times a week and reading five times a day and all this stuff. And we said, “Well what about play and recess?” And they said, “Ha. There won’t be a single moment in the schedule. to play” (Laughter)

And we said, “He’s five.” What a crime. What a crime. And it’s a crime that our education system is so serious because education is serious that we’re creating mindless, robotic workers to put bolts in pre-drilled holes. But I’m sorry, the problems of today are not the problems of the Industrial Revolution. We need adaptability, the ability to learn how to be creative and innovative. We don’t need mechanized workers. But no, now our meme goes into work where we don’t value play. We create robotic workers that we treat like assets, to lever and just throw away.

6:18 What are qualities of a Bulgarian work? Autocratic — do what I say because I’m the chef. I’m the boss and I know better than you. Untrusting — you’re obviously a criminal, so I’m going to install cameras. (Laughter) Controlling — you’re obviously an idiot, so I’m going to make a zillion little processes for you to follow so you don’t step out of the box.

So they’re restrictive — don’t use your mobile phone, don’t use your laptop, don’t search the Internet, don’t be on I.M.

That’s somehow unprofessional and bad. And at the end of the day, it’s unfulfilling because you’re controlled, you’re restricted, you’re not valued and you’re not having any fun. In social, in education and in our business, don’t value play.

And that’s why we’re last, because we don’t value play.

7:02 And you can say, “That’s ridiculous, Steve. What a dumb idea. It can’t be because of play. Just play, that’s a stupid thing.”

We have the serious meme in us. Well I’m going to say no. And I will prove it to you in the next part of the speech — that play is the catalyst, it is the revolution, that we can use to transform Bulgaria for the better.

Play: our brains are hardwired for play.

Evolution has selected, over millions and billions of years, for play in animals and in humans.

And you know what? Evolution does a really, really good job of deselecting traits that aren’t advantageous to us and selecting traits for competitive advantage.

Nature isn’t stupid, and it selected for play. Throughout the animal kingdom, for example: ants. Ants play. Maybe you didn’t know that. But when they’re playing, they’re learning the social order and dynamics of things.

Rats play, but what you might not have known is that rats that play more have bigger brains and they learn tasks better, skills.

Kittens play. We all know kittens play. But what you may not know is that kittens deprived of play are unable to interact socially. They can still hunt, but they can’t be social.

Bears play. But what you may not know is that bears that play more survive longer. It’s not the bears that learn how to fish better. It’s the ones that play more.

8:33 And a final really interesting study — it’s been shown, a correlation between play and brain size. The more you play, the bigger the brains there are. Dolphins, pretty big brains, play a lot. But who do you think with the biggest brains are the biggest players? Yours truly: humans.

Kids play, we play — of every nationality, of every race, of every color, of every religion. It’s a universal thing — we play. And it’s not just kids, it’s adults too.

9:03 Really cool term: neoteny the retention of play and juvenile traits in adults.

And who are the biggest neotenists? Humans. We play sports. We do it for fun, or as Olympians, or as professionals. We play musical instruments. We dance, we kiss, we sing, we just goof around.

We’re designed by nature to play from birth to old age. We’re designed to do that continuously — to play and play a lot and not stop playing. It is a huge benefit. Just like there’s benefits to animals, there’s benefits to humans.

For example, it’s been shown to stimulate neural growth in the amygdala, in the area where it controls emotions. It’s been shown to promote pre-frontal cortex development where a lot of cognition is happening. As a result, what happens? We develop more emotional maturity if we play more. We develop better decision-making ability if we play more.

10:00 These guys are facts. It’s not fiction, it’s not story tales, it’s not make-believe; it’s cold, hard science. These are the benefits to play.

It is a genetic birthright that we have, like walking or speaking or seeing. And if we handicap ourselves with play, we handicap ourselves as if we would with any other birthright that we have. We hold ourselves back.

Little exercise just for a second: close your eyes and try to imagine a world without play.

Imagine a world without theater, without the arts, without song, without dancing, without soccer, without football, without laughter. What does this world look like? It’s pretty bleak. It’s pretty glum.

Now imagine your workplace. Is it fun? Is it playful?

Or maybe the workplace of your friends — here we’re forward thinking. Is it fun? Is it playful? Or is it crap? Is it autocratic, controlling, restrictive and untrusting and unfulfilling?

We have this concept that the opposite of play is work. We even feel guilty if we’re seen playing at work. “Oh, my colleagues see me laughing. I must not have enough work,” or,

“Oh, I’ve got to hide because my boss might see me. He’s going to think I’m not working hard.” But I have news for you: our thinking is backwards.

11:24 The opposite of play is not work. The opposite of play is depression. It’s depression.

In fact, play improves our work. Just like there’s benefits for humans and animals, there’s benefits for play at work. For example, it stimulates creativity. It increases our openness to change. It improves our ability to learn. It provides a sense of purpose and mastery two key motivational things that increase productivity, through play.

So before you start thinking of play as just not serious, play doesn’t mean frivolous.

You know, the professional athlete that loves skiing, he’s serious about it, but he loves it. He’s having fun, he’s in the groove, he’s in the flow.

A doctor might be serious, but laughter’s still a great medicine. Our thinking is backwards. We shouldn’t be feeling guilty. We should be celebrating play.

12:23 Quick example from the corporate world.

FedEx, easy motto: people, service, profit. If you treat your people like people, if you treat them great, they’re happier, they’re fulfilled, they have a sense of mastery and purpose. What happens? They give better service — not worse, but better. And when customers call for service and they’re dealing with happy people that can make decisions and are fulfilled, how do the customers feel? They feel great.

And what do great customers do, great-feeling customers? They buy more of your service and they tell more of their friends, which leads to more profit. People, service, profit. Play increases productivity, not decreases.

12:57 And you’re going to say, “Gee, that can work for FedEx out there in the United States, but it can’t work in Bulgaria. No way. We’re different.”

It does work in Bulgaria, you guys. Two reasons.

One, play is universal. There’s nothing weird about Bulgarians that we can’t play, besides the serious meme that we have to kick out.

Two, I’ve tried it. I’ve tried at Sciant. When I got there, we had zero happy customers. Not one customer would refer us. I asked them all. We had marginal profit — I did. We had marginal profits, and we had unhappy stakeholders. Through some basic change, change like improving transparency, change like promoting self-direction and collaboration, encouraging collaboration, not autocracy, the things like having a results-focus.

I don’t care when you get in in the morning. I don’t care when you leave. I care that your customer and your team is happy and you’re organized with that. Why do I care if you get in at nine o’clock? Basically promoting fun.

Through promoting fun and a great environment, we were able to transform Sciant and, in just three short years — sounds like a long time, but change is slow — every customer, from zero to every customer referring us, above average profits for the industry and happy stakeholders.

And you can say, “Well how do you know they’re happy?” Well we did win, every year that we entered, one of the rankings for best employer for small business. Independent analysis from anonymous employees on their surveys. It does, and it can, work in Bulgaria. There’s nothing holding us back, except our own mentality about play.

14:28 So some steps that we can take — to finish up — how to make this revolution through play.

First of all, you have to believe me. If you don’t believe me, well just go home and think about it some more or something.

Second of all, if you don’t have the feeling of play in you, you need to rediscover play. Whatever it was that as a kid you used to enjoy, that you enjoyed only six months ago, but now that you’ve got that promotion you can’t enjoy, because you feel like you have to be serious, rediscover it.

I don’t care if it’s mountain biking or reading a book or playing a game. Rediscover that because you’re the leaders, the innovation leaders, the thought leaders. You’re the ones that have to go back to the office or talk to your friends and ignite the fire of change in the play revolution.

You guys have to, and if you’re not feeling it, your colleagues, your employees, aren’t going to feel it.

You’ve got to go back and say, “Hey, I’m going to trust you.” Weird concept: I hired you; I should trust you. I’m going to let you make decisions. I’m going to empower you, and I’m going to delegate to the lowest level, rather than the top.

I’m going to encourage constructive criticism. I’m going to let you challenge authority. Because it’s by challenging the way things are always done is that we are able to break out of the rut that we’re in and create innovative solutions to problems of today.

15:40 We’re not always right as leaders. We’re going to eradicate fear. Fear is the enemy of play.

And we’re going to do things like eliminate restrictions. You know what, let them use their mobile phone for personal calls — heaven forbid. Let them be on the Internet. Let them be on instant messengers. Let them take long lunches. Lunch is like the recess for work. It’s when you go out in the world and you recharge your brain, you meet your friends, you have a beer, you have some food, you talk, you get some synergy of ideas that maybe you wouldn’t have had before.

Let them do it. Give them some freedom, and in general, let them play. Let them have fun at the workplace. We spend so much of our lives at the workplace, and it’s supposed to be, what, a miserable grind, so that 20 years from now, we wake up and say, “Is this it? Is that all there was?” Unacceptable. Nepriemliv. (Laughter)

16:39 So in summary, we need a drastic change in the way we think and behave, but we don’t need a workers’ revolution. We don’t need a workers’ revolution. What we need is a players’ uprising.

What we need is a players’ uprising. What we need is a players’ uprising. Seriously, we need to band together. Today is the start of the uprising. But what you need to do is fan the flames of the revolution.

You need to go and share your ideas and your success stories of what worked about reinvigorating our lives, our schools, and our work with play; about how play promotes a sense of promise and self-fulfillment; of how play promotes innovation and productivity, and, ultimately, how play creates meaning. Because we can’t do it alone. We have to do it together, and together, if we do this and share these ideas on play, we can transform Bulgaria for the better.

A word we should all remember and live by: NEOTENY.
NEOTENY means the retention of immature qualities into adulthood.

And we are the most “neotenous”, the most youthful, the most flexible, the most plastic of all creatures. And therefore, the most playful. And this gives us a leg up on adaptability.

The last ‪#‎TEDTalk‬ screened at ‪#‎TEDxSKE‬ salon highlights the importance of PLAY in workplaces, schools, lives…

See More

Steve Keil fights the “serious meme” that has infected his home of Bulgaria —
and calls for a return to play to revitalize the economy, education and society. A sparkling talk with a universal message for people everywhere who are…|By Steve Keil




May 2015

Blog Stats

  • 1,518,965 hits

Enter your email address to subscribe to this blog and receive notifications of new posts by

Join 764 other subscribers
%d bloggers like this: