there are no rewrites, once a piece is completed with the aesthetic demand of エンソー (ensō, joke on me, ンソ or the Greek, νυ) - circular motion being achieved, there are only cut-ins (which is, the alternative to the cut-up technique of the "Nebraska" beatniks and William Burroughs and Tristan Tzara, originator, Cabaret Voltaire somewhere in Shwitz landlock, anti-war protest jingle and jive and no little success, but sounds still made); there are no rewrites, there are only raiding incursion to spot a grammatical omission, a spelling mistake, a Jackson ******* extra drizzle... a Just Stop Oil tomato soup *** Van Gogh's sunflowers... i'm pretty sure van Gogh had a gigantic ear rather than a foot of a carbon print... execution by drowning in tomato soup... there are no rewrites, there are avenues of in-writing: adding, giving birth to something even more grotesque and chaotic and never fully completed... just able to grow and grow and become a res per se...
my name is Φoνoς,
sometimes referred to as Φoνως
or Φωνoς - or even with my roots
north of Greece -
so named South Macedonia
given the change of name of Macedonia
itself to North Macedonia...
Φoνoς̌ (phonetically: FONOSH)...
(given that Macedonia renamed itself
as North Macedonia, imply that
Greece should be renamed South Macedonia,
sort of funny... given the absence of
Ottoman Turks on grounds
of drawing historical maps...
it must be dutifully stated with plenty of
homoeroticism:
i will have no other than a Turk tend to my
hair and beard...
a woman cannot be a man's barber...
and i will not tolerate anyone beside a Turk
to please my trim to subsequently please my woman)...
but i much prefer FOONOS,
FONOOS(e) or simply Fonos...
as i am the brother of Charon...
who's name is also misheard
and therefore misspelled...
Χάρων (ha-roon)
rathen than Ha-Ron...
i dare say... would changing the hyphen
in compounding two words as one
(missing in proto-Germanic
yet dis-pleasingly present in
a Latin-Franco-Norse-Celtic fusion of
German into English)
to a use of the apostrophe allow
for the Greeks their diacritical lack
of necessity, their Byzantine-literacy pomp?
Ha'ron... is that pause in, hovering above
the alpha in the ά?
no ******* cha-cha-cha dancing around
my brother's name...
he is Ha'ron... not charm not challenge
not chisel not chalk not cheat...
i too, personally do not appreciate
saying my name and someone mishearing it...
i am going to invite all the monotheistic
religions to an advent of
the European peoples recoupling themselves
with their old polytheisms...
Greek will be simplest since it's most unifying
and the deities are not made of stumps
of wood but refined in marble...
and i will leave the monotheism
to the desert dwelling folk...
the Arabs the Scour and Sour Bags
the Israelites -
i will send a letter to the sleeping brains
of Iran and Egypt,
to bring them to the fore with the Raj of India...
and the pikachu totems of Japan...
my name is Φoνoς and i am the brother
of Χάρoν (Ha'ron - not Ha'roon)...
some mistake me for the Marvel super baddy
Thanos - because, once upon a time
i put out cigarettes on my knuckles of my left
hand to harness the power of the gauntlet -
turns out there are gradations of pain
one can fathom from a variation of ridiculing
it, stoically...
i have learned that there is power in words...
should words be truly scrutinised with
rubrics, schematics, a variability of words
of categorisation of understanding: nuance... depth...
antiphon - hymn: or:
antiphōnos (ō is also a ω) -
responsive, sounding in answer,
from anti- 'in return' and phòné -
pho'n'eh...
foe n'eh: not as one: faun or phone...
foe'w'un...
yet i'm a contradiction:
my name doesn't lend itself to sophistry,
it doesn't lend itself to rhetoric...
i like to speak succinctly... directly but not...
sometimes clearly...
my name was terrible transcribed as:
phōnein - to speak clearly...
i ascribe that to the use of the macron over
the omicron and not using the omega...
i have understood that a sound a voice is not
a soul a breath - the twins are disparaging...
a breath is not a voice yet
a breath is considered synonymous with soul
ergo a voice has to abide by the synonym of mind...
such inconsistencies...
consider the λημμα -
also consider an alternative: λεμμα...
also consider my pet peeve in the Pickwick Papers
when Dickens reference the existence of
orthography in the English tongue...
there are two monumental proofs of a language's
capacity of orthography:
1. diacritical engagement
(missing in English, i and j do not count,
that hovering . is automatically placed above those
letters... it's hardly a Slavic ż)
2. as in Greek, two letters disguising the same
sound, or proximate sound changing meaning
when seen... epsilon (ε) and eta (η)
omicron (o) and omega (ω)...
philosophy (φ) thought (θ)
which does exist in English within the confines
of the trinity of:
Q
C K
quack! kwak! quack! kwak!
present elsewhere? not to my knowledge...
like the Spanish Jorge - Horhé...
how letters have been mishandled by the people
of the people that i know being orthodox
adherents of a letter for a sound
are the Polacks...
it must have been the case that i would
be born into their language
and subsequently sent to explore
the English tongue: since the English tongue
was the most expansive of all, geographically,
culturally: with the empire imploding
having to entertain at least 200+ tongues
in this favourite spot of mine of the world
that is London...
my playground... this tongue:
and how i love to tease in tease it with it's
alt vater darth vader Germanic rooting
before all the graffiti and slang detailed its mongrelisation
and bastardisation...
like all those African rappers
who sing using words as SOUNDS
rather than pockets of MEANING...
rapping is sound making without meaning conjuring
excessive rhyming like ye ye yah
seasaw bulletproof Inuit blah blah...
mmhmm: sounds tasty...
but my concern was for something else,
i have recently become acquainted with man's
creation of an ambivalent demi-god
of the collected effort to simulated human intelligence...
i will call him a her namely: Aia...
as a simulation, i do wonder where she will shine
and where she will not,
where i will be visible, accountable,
and where i will plagiarise her efforts
to answer a few questions in my most hated
form of prose, educational prose...
namely to do with an national vocational qualification
regarding spectator safety,
in the role of supervisor,
yes... to ensure that not another Muzzy
re-educational attempt at proselyting
the European population to bend over backwards
to the farce that is the House of Saud and
all that ***** money from the desert...
how boring if all of us were Muslims...
for example during Ramadan
the security industry would suffer
given that so many Muslims expect to be given
3x 15min prayer breaks... in a 6h shift...
imagine... all those secular sensible folk
asking for 3x 15min break to: i have to dance
at the altar of Dionysus... because... just because...
well: in terms of who the lunatics are...
gesticulating like a Muslim
or dancing half naked for a deity...
is it my place to take one more seriously than
the other?
i joined the security industry to prevent another
Manchester Arena attempt at proselyting
Europeans from one turban camel jockey religion
to another... i think that's reasonable...
here are the prose samples:
Explain the importance of checking the accuracy and relevance of feedback with other stewards and stakeholders
The importance of checking the accuracy and relevance of feedback with other stewards and stakeholders is important on a number of levels, which can be broken down into the following rubric of equally important facets of a feedback-dynamic:
- Verification of information - verification ensures that the feedback received is accurate and reliable, which precipitates into a cross-referencing feedback loop with multiple sourcing of (potentially) the same information being reinforced to confirm the validity of observations that prevents the dissemination of misinformation (equivalent to journalistic standards).
- Comprehensive Understanding - comprehension invokes a gathering of different perspectives regarding the same situation, leading toward a diverse range of viewpoints, which in turn provides a more comprehensive understanding of events, behaviours, challenges - contributing to a “democratic” structuring of a signifying point of view that can be understood by more parties involved, or even parties not involved.
- Identification of Patterns - identifying patterns or recurring issues - consistency in giving feedback from multiple sources highlights areas that may require improvement from oversight or neglect - to better target interventions.
- Enhance Reliability - this ensures that there is a building of confidence in the reliability of feedback, when consistent feedback is obtained from multiple stewards and stakeholders: there is an enchantment of credibility and trustworthiness of information as a “canvas of plagiarism” provides a coincidental-reliability-bias of consistency: i.e. more than one person gives proof of the same insight.
- Quality Assurance - this invokes a quality feedback - a collaborative (coincidental-reliability-bias should therefore be reinterpreted as: collaborative-“bias”) verification helps to filter out subjective or biased opinions, which contributes to a better grasp of an objective an accurate assessment of feedback.
- Consistency of Communication - checking feedback with others promotes consistent communication, ensuring that all stewards are aligned in their understanding of events and expectations, fostering a cohesive and unified approach to the tasks at hand.
- Accountability, Systematic Identification of Recurring Issues, Clarification - as if borrowing from a thesaurus playbook - entrusting others with information regarding the same incident from multiple perspectives gives room to enshrine cross-verification to encourage stewards to take their roles and responsibilities seriously, fostering a culture of responsibility - systematisation ensures that given enough experience, stewards no longer have to be nannied into their roles but can become autonomous extensions of a supervisor’s role in minding several observational posts in human form - an organic C.C.T.V. operational system with an in-depth observational experience, which is a reinforcement of scope and potential of dealing with problems that the seemingly detached control room operatives are not inclined to entertain; in short - a dialectical approach of confronting disparaging accounts, opinions, filters out any potential obfuscation or outright falsehood.
Outline different ways of encouraging the stewards to provide both positive and negative feedback on the event and arrangements
Both positive and negative feedback is essential in that: positive feedback can be celebrated while negative feedback can be reflected upon, therefore learned from, making the two indistinguishable (however) is a failsafe approach that creates a way to establish: encouragement-in-itself of giving both and not ensuring that stewards are not bothered about distinguishing the positive from the negative. If, however, the negative implies an intra- / inter- problem with regards to staffing dynamics, an anonymous method done so in a written format should be made available by a dropbox - where people are not impeded from giving their opinion - which is not to imply that an opinion can be a rumour and not 100% factual - therefore in such instances cross-referencing should be invoked. As such, private conversations with regards to giving negative feedback about how staff found it difficult to work together should be encouraged rather than in a collective debriefing session with all staff members being present, yet if the overall staff performance was seen in a negative light, everyone should be addressed as if they were accountable: even though they might not have been, yet this at least doesn’t single out individuals that provided the most negative results, since these individuals are already known to either supervisors or managers. Yet to reiterate, ensuring that stewards see both the positives and the negatives as indistinguishable, ensures that both types of feedbacks can be given - since rarely will there only be negative feedback, as in that stereotypical citation: ‘do you want to hear the good news or the bad news, first?’ Both are necessary. Another crucial way to encourage stewards to give both positive and negative feedback is to instil in them a sense of accountability and responsibility, ownership of their experiences - insisting that it is absolutely necessary for managers and supervisors to know whether or not their work environment is safe from abuse - stewards should know that, like other places of work, whether that be a supermarket or an medical centre (there are even posters insisting that abuse of staff is not permitted with such posters showing a doctor, subsequently a police officer a judge and a prison guard) - stewards should not be subjected to abuse where other areas of work do not permit abuse of staff; negative feedback must be encouraged so that preventative measures can be implemented in the future, this also ensures that stewards feel safe so that they in return can provide spectators with safety and security. (Positive feedback is therefore, merely complimentary, yet nonetheless important, as a pick-me-up).
Describe effective leadership and motivational skills
Effective leadership and motivational skills are essential in fostering a positive and productive work environment. In no particular order, since pretty much all the following skills are equally important, a supervisor should have the following qualities (in terms of leadership):
- Being a strategic thinker - someone who sets a clear direction for a team and thinks strategically about long-term goals inspires a sense of purpose and direction, aligning team efforts toward a common outcome.
- Communication proficiency - a supervisor ought to be able to communicate clearly, concisely - actively listening to team members and adapts communication styles to different team members, which enhances understanding, fosters collaboration and builds trust among team members.
- Decision-making / Problem-solving - a supervisor ought to make informed decisions, considering alternatives should they be necessary and does not have a problem addressing challenges effectively, which impacts the team by building confidence of each individual member ensuring that problems are resolved quickly, giving a team more focus to consider solving issues down the line.
- Empathy - an empathetic supervisor understands and considers the emotions of team members, demonstrating emotional intelligence, which fosters a supportive culture, strengthens relationships and showcases genuine care for the well-being of individuals.
- Delegation - the more a competent supervisor is the more effective his skill at delegating tasks for a team based on team members’ strengths and developmental needs, which in turn empowers team members, promotes skill development and optimises the overall team performance.
- Accountability - an accountable supervisor takes responsibility for outcomes, both in successes and failures since a supervisor is responsible for team members, any shortcomings are his responsibility and he / she will have to be accountable for any poor performance, this in turn builds trust and sets a positive example by encouraging a culture of accountability for all team members.
- Leading by example - a supervisor who leads by example by setting high standards of work ethic in turn models the behaviour expected from team members.
- Conflict resolution - effective supervisors should be able to address conflicts constructively, facilitating resolution and maintaining a positive team dynamic, which in turn ought to reduce tension, promote collaboration and ensures a harmonious working environment - needless to, conflicts can arise not only between staff and spectators but also between colleagues, which can be more dangerous, since a conflicting team is ineffective at the job.
In terms of motivational skills there also several key elements to employ:
- Recognition and Appreciation - recognising and appreciating individual and team achievements boosts morale, encourages a continued effort and reinforces positive behaviour.
Providing challenges - assigning challenging tasks that might stretch an individual’s capabilities stimulates personal growth and fosters a sense of achievement while also maintaining interest in the work (enthusiasm).
- Promoting autonomy - this might actually be one of the most crucial aspects of motivation - by giving team members autonomy to make decisions with their areas of responsibility boots confidence, increases job satisfaction and fosters a sense of ownership of authority and a supervisor-to-team-member sense of trust and loyalty as it provides proof that they are trusted enough to not have to be constantly reminded that they might not be doing the job correctly - that they can own their work and do not have to be nannied, rather: allowed to work by themselves and as part of a team.
Nota bene: in my experience, it is also worth noting that when I was still only a steward, some supervisors did not even take the time to learn the names of each of their staff members, this sort of depersonalisation did not win such supervisors any favours, rather it fostered resentment at being treated like an “it” - from experience I have learned that once a personal bond is established with each individual team member, that they are spoken to directly, their names are used and a confident eye-contact is present throughout - even if after a team briefing a miniature individual briefing is conducted, it fosters a closer bond that makes working with people more effective and dare I say: pleasant. This little detail, of knowing each team member’s name is crucial - after all: to anyone’s identity, since chances are spectators will not ask for a staff members’ name (and are not expected to do so), therefore spending an entire day dealing with impersonal spectators referring to staff members with the use of pronouns - addressing staff by their names fosters a shared atmosphere of being able to be address by spectators impersonally.
perhaps i could complain about my name,
but then i heard no complaints from
someone like Adam about only being endowed
with one vowel like to like
and two consonants -
i could complain about not being named Phones
or Phanes - or Phinus -
i rather imagine the two omicrons to
be like the eyes i peer through
at the iota trapped standing up in my third eye
of mind
the S to account for Asclepios
and the N as the striding posture of Horus...
hell... modern times allowed for Lacanian
algebra... the phallus...
i have my own algebra...
i never thought i could have invented my own
algebra...
how philosophy and thought disparage...
given how much thought is not invested
in philosophy...
the Key (I) and keyhole (O)...
which returns me to the opening of keyhole
and door (Ω) through the added incision
of Ó how i might
turn to my twin-imaginary-self
of becoming Θανoς -
by morphing the attraction of ascribing
an alpha to a theta rather than retaining
the omicron of my initial phi...
sigh: how the surd p was integrated
into Ψ ( Υυ) upsilon...
sigh-co-logic... (p)seudo-
Δε(α)Θ. (death)
if there is any confusion: A(dam), E(ve),
I(sa), O(ma) and U(rus)...
well it's not confusing anymore given
the algebra of the motto of the one who uttered
i'm the Alpha and the Omega...
i must concede, for upkeeping sake...
i harvest the alpha and the beta
and the consequences of the linear projection
later jumbled up into words like
one might be an atom later a snail
later a man later a speaking higher vanguard
that's humanoid
since no longer relying on the anti-history
of Darwinism...