Five ways in which organized perpetration mechanisms function in the workplace

1.       Information is diffused on a  need-to-know basis or invitation  to become shareholder in a clique’s party

2.       Behavioral mambo functions as gatekeeper for setting boundaries about what is acceptable and what is not (by a micro-community that defines boundaries in such a way as to maintain control over the distribution of money and power)

a.       Aka freemsaonry’s strict formalism (just a facilitating mechanism; by analogy, behavioral modification mechanisms employed in agenda 21 micro-social engineering)

3.       Others (who spend more time in orgy-parties- well, someone has to fill in performance evaluations) are usually credited for targets’ work  

4.       Employee behavior is shaped through community value-judgments (i.e. implicit agreement among perps about how to slice the pie)

a.       Evaluations are imbued to targets through steering mechanisms, such as pre-planned questions-answers ‘in order to reach the heart of the matter’ (preferably shrouded in the most general terms possible and/or by selectively framing examples  with an intent to validate assumptions)

5.       Adhocism is the key word for all evaluation judgments (rules always apply selectively)

THIS YEAR WILL BE FULL OF 'ORGANIZATIONAL BEHAVIOR' HAIRY-TIPS, SUCH AS THE ABOVE!