(UPDATED & AMENDED) MODNEX INTEL/KATSURA WORLDWIDE: POWER NEWS ALERT-KATSURA, "FINDINGS & NEW RULES FOR HIRING"

MODNEX INTEL/KATSURA WORLDWIDE . . .

. . . "DIVISION OF SOCIAL DEVELOPMENT AND CHANGE" . . . AND "DIVISION OF SOCIAL JUSTICE" . . .

. . . REPORTS . . .

. . . IN A "POWER NEWS ALERT" . . .

. . . THAT "GOKATSURA2016" POTENTIAL CANDIDATE FOR THE WHITE HOUSE 2016 . . . "KEN KATSURA" (NO LABEL INDEP) . . . A "PRODIGIOUS SAVANT IN THE SOCIAL SCIENCES" . . .

. . . SHARED, EARLIER TODAY, HIS FINDINGS ON CURRENT HIRING PRACTICES IN CALIFORNIA . . . AND LIKELY THROUGHOUT THE NATION . . .

. . . KATSURA STATED:

"I BELIEVE WHAT I SHARE TODAY . . . WILL HELP . . . REVOLUTIONIZE THE NATION . . . AND FREE AMERICANS FROM THE MENTAL AND EMOTIONAL SLAVERY . . . BEGUN . . . AND INSTITUTED . . . OVER THE PAST 18 YEARS IN THE UNITED STATES AND IN CALIFORNIA . . . SO, PLEASE . . . TAKE NOTES . . . MEMORIZE AS IF PARABLE WITHIN GOSPEL . . . AMERICA . . . BECAUSE . . . 'HERE IT COMES' . . .

WE'VE ALSO DISCOVERED THAT HIRING PRACTICES FOR EXECUTIVE/ADMINISTRATIVE SUPPORT AND OFFICE/CLERICAL JOBS . . . WHICH CAN RANGE ANYWHERE FROM $20Ks TO OVER $100Ks . . . A YEAR . . . IN PAY . . .

. . . ARE EMPLOYING . . . "BARRIERS" . . . TO BENEFIT CERTAIN CLASSES OF INDIVIDUALS . . . NAMELY . . . WHITES, BOTH MALE AND FEMALE, HISPANICS . . . AND WOMEN . . . IN GENERAL . . . ACCORDING TO U.S. EEOC DATA ON "JOB PATTERNS OF WOMEN AND MINORITIES" . . .

http://www.eeoc.gov/eeoc/statistics/empl...

. . . SUCH BARRIERS INCLUDE . . . "GIVING EQUAL OR GREATER WEIGHT IN DECISIONMAKING FOR INTERVIEWS OR HIRING BASED UPON LEGAL TERMINATION WITHOUT CAUSE OR PROOF OF ON-THE-JOB ISSUES OR PERFORMANCE, SUCH AS HEARSAY, SLANDER" . . .

SEE, WHAT HAPPENS IS THAT POLITICAL SPECIAL INTEREST GROUPS . . . DISCRIMINATE . . . BY GIVING INAPPROPRIATE WEIGHT . . . TO ISSUES WHICH 'CANNOT BE PROVEN' . . . SUCH AS A FORMER EMPLOYER TERMINATING AN EMPLOYEE AND THEN BAD MOUTHING THEM . . . HAVING NO PROOF WHATSOEVER OF THEIR ACTIONS OR CLAIMS ABOUT THE EMPLOYEE.

SO, YOU GET SCENARIOS . . . WHERE GALS WILL DENY INTERVIEW OR EMPLOYMENT BASED UPON 'NO WAY TO PROVE' AND 'HEARSAY' STATEMENTS, AS IF SUCH STATEMENTS WERE 'EVIDENCE' WHEN THEY AMOUNT TO NOTHING MORE THAN A STRING OF NEGATIVE STATEMENTS ABOUT THE FORMER EMPLOYEE . . . IN SHORT, IT DOESN'T MEAN ANYTHING!

SO, THESE GALS WILL INAPPPROPRIATELY GIVE SUCH STATEMENTS . . . 'EQUAL OR MORE WEIGHT' . . . IN COMPARISON TO OTHER AREAS OF EVALUATION SUCH AS TYPING SPEED & ACCURACY, YEARS OF ON THE JOB EXPERIENCE, EDUCATIONAL ATTAINMENT, ETC., ETC.

SO, IN SHORT, SUCH EXAMPLES OF TERMINATION IN WORK HISTORY . . . ARE 'COMPLETELY IRRELEVENT' TO WHETHER AN EMPLOYEE IS A GOOD EMPLOYEE, IN PARTICULAR GIVEN . . . THAT 'NETWORKS' OF EMPLOYERS AND ORGANIZATIONS . . . ARE A REALITY . . . AND THAT SUCH BAD MOUTHING EMPLOYERS . . . TYPICALLY NETWORK WITH OTHER EMPLOYERS BY VARIOUS MEANS . . . IN A GIVEN REGION OR STATE . . .

. . . AND ENCOURAGE THEM TO 'BADMOUTH' THE EMPLOYEE, AS WELL . . . THAT'S WHAT MANY 'NETWORKS' ARE USED FOR: ADVANCEMENT AND DEFENSE OF THE BUSINESS!

SO, SUCH TERMINATIONS . . . AREN'T EVEN LEGITIMATELY . . . ISSUES . . . GIVEN THIS AWARENESS . . . HOWEVER, THEY ARE EXPLOITED BY SPECIAL INTEREST GROUP NETWORKS . . . 'AS IF' . . . THEY ARE . . . LEGITIMATE ISSUES . . .

GALS . . . SPECIAL INTEREST GROUPS . . . NEW RULE: IGNORE SUCH TERMINATIONS WHEN THERE IS NO MEANS BY WHICH TO DETERMINE THE LEGITIMACY OF THE EMPLOYER'S CLAIMS, AS IT IS PURE 'HEARSAY' . . .

. . . AND DO NOT GIVE SUCH 'HEARSAY' EQUAL OR GREATER WEIGHT IN CONSIDERATION WITH OTHER, TANGIBLE, PROVABLE, MEANS OF CANDIDATE EVALUATION.

WE ALSO WANT TO POINT OUT THAT . . . THE DAYS OF . . . 'REMOVING THE RIGHTS OF THE INDIVIDUAL . . . BY 'GENERALIZING' THEIR EXPERIENCE OF SPECIFIC, UNIQUE VICTIMIZATION' . . . ARE OVER . . .

YES, WE ARE ONTO THIS PARTICULAR VEHICLE OF RATIONALIZING DISCRIMINATION . . . WHICH EXPLOITS 'SOCIAL IDEALS' . . .

. . . SUCH AS 'EQUALITY,' 'HISTORY,' 'FAIRNESS' . . . BY 'MAKING THE SPECIFIC THE GENERAL' . . . BY 'MAKING THE LESSER ARGUMENT THE GREATER' . . .

WE ARE ON TO THIS PRACTICE OF 'GENERALIZING THE SPECIFIC' . . . TO WATER DOWN ANY CLAIMS OF DISCRIMINATION . . . OR VICTIMIZATION/VIOLATION . . .

. . . SUCH AS "EVERYONE SAYS THE SAME THING. EVERYONE'S HAD THAT HAPPEN TO THEM. EVERYONE IS GOING THROUGH THAT" TO WATER DOWN THE INDIVIDUAL'S EXPERIENCE OF VICTIMIZATION WITH CLAIMS THAT THE 'EVERYONE' IS GOING THROUGH THE SAME THING, WHEN THEY AREN'T . . . AND/OR THE REALITY THAT DISCRIMINATION OFTEN COMES IN 'VARIOUS SPECIFIC AND UNIQUE FORMS' RATHER THAN IN 'GENERAL FORM,' EXCLUSIVELY . . .

WE'LL TALK ABOUT THIS MORE LATER ON . . . ABOUT HOW 'INCLUSIVENESS' AND 'GENERALIZING THE SPECIFIC' . . . ALONG WITH 'VARIOUS MEANS TO PUT WORDS INTO OTHER PEOPLES' MOUTHS' . . .

. . . HAS BEEN USED TO VIOLATE AND DISCRIMINATE . . . ON BEHALF OF BOTH MAJOR PARTIES AND SPECIAL INTEREST GROUPS . . .

NOW, ABOUT 'PUTTING WORDS INTO OTHER PEOPLES' MOUTHS' . . . THE LATEST VERSION IS TO 'DRAMA QUEEN' NEGATIVITY AND PROTEST . . . ABOUT SOMETHING SOMEONE WROTE OR VERBALLY EXPRESSED . . .

. . . WITHOUT ACTUALLY SAYING WHY THEY'RE PROTESTING IT . . .

. . . THIS TACTIC ESSENTIALLY 'PUTS WORDS INTO THE MOUTHS OF THE PERSON MAKING THE WRITTEN OR VERBAL STATEMENT - THAT THEY DIDN'T SAY' . . . BY PREJUDING THE AUDIENCE'S 'INTERPRETATION' OF WHAT THEY WROTE OR VERBALLY STATED . . . 'AS IF' THEY DID MAKE AN OFFENSIVE STATEMENT OR WRIT, WHEN THEY HAVEN'T . . .

. . . THIS IS JUST ANOTHER VERSION OF 'PUTTING WORDS INTO THE MOUTHS OF OTHERS' . . . SO, BE AWARE OF THIS AS WE HEAD INTO CAMPAIGN SEASON . . .

WE ALSO WANT TO MAKE SURE THAT . . . FOLKS UNDERSTAND THAT . . . THE TACTIC OF 'GENERALIZING THE SPECIFIC' . . . ALSO REFERS TO . . . EXPLOITING HISTORICAL SETBACKS OF A GIVEN PEOPLE USED TO RATIONALIZE PRESENT DAY DISCRIMINATION . . . ON BEHALF OF SUCH PEOPLE, AS WELL . . .

HISTORY TEACHES US A GREAT DEAL ABOUT HOW WE CAN IMPROVE . . . BUT FOLKS HAVE BEEN EXPLOITING HISTORY . . . TO RATIONALIZE DISCRMINATION . . . AND PERPETUATE THE PROBLEM . . .

. . . THE TACTIC THEY ARE USING IS 'GENERALIZING THE SPECIFIC,' AS WELL!

THEY'RE SAYING . . . WELL, WHILE THE SPECIFIC EXPERIENCE OF PRESENT DAY DISCRIMINATION MAY SOUND BAD, OUR ANCESTORS OR WOMEN, ETC., HAD IT REALLY BAD HUNDREDS OF YEARS AGO/BACK IN THIS HISTORICAL ERA, ETC., ETC. . . .

. . . AND SO, YOUR INDIVIDUAL 'SPECIFIC' CASE OF PRESENT DAY DISCRIMINATION IS RATIONALIZED . . . IN THE NAME OF MAKING UP FOR PAST WRONGS IN 'GENERAL' HISTORY AND MOVING FROM THE MICRO (YOUR CASE) TO THE MACRO (HISTORICAL EXAMPLE) TO RATIONALIZE YOUR VICTIMIZATION AS INSIGNIFICANT OR LEGITIMATE TO MAKE UP FOR PAST WRONGS ON A MACRO SCALE! SO, NOW, YOUR UNIQUE, INDIVIDUAL, SPECIFIC CASE OF DISCRIMINATION . . . IN 'REAL TIME' . . . 'PRESENT DAY' . . . IS IGNORED . . . AND EVEN RATIONALIZED . . . BY EVENTS . . . WHICH OCCURED . . . WELL OVER A CENTURY BEFORE YOU WERE BORN . . .

. . . TO EXCUSE AND ALLEVIATE . . . PRESENT DAY . . . REAL TIME . . . LIABILITY . . . RESPONSIBILITY . . . FOR DISCRIMINATION . . .

SO, THIS IS ANOTHER, CREATIVE FORM OF DISCRIMINATION VIA 'GENERALIZING THE SPECIFIC' . . .

. . . WRITE THESE FINDINGS DOWN FOR YOUR OWN USE . . . THEY COME FROM A PRODIGIOUS SAVANT (ME) IN THE SOCIAL SCIENCES . . . ONE OF THE ONLY MEANS BY WHICH GENUINELY GOOD, CIVIC/CIVIL, HUMANITARIAN AMERICANS CAN DEFEND THEMSELVES . . .

BEWARE THOSE WHO COVER UP BY 'MAKING THE SPECIFIC THE GENERAL' . . . AND 'THE GREATER ARGUMENT, THE LESSER' . . .

THESE ARE THE 'SOLDIERS OF DECEPTION' . . . THE 'ARMIES OF SATAN' . . . 'THE DECEIVER' . . ." "

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