What is Violence?

I guess it’s fair to say I’ve been writing (and moreover, thinking) a lot about nonviolence over the past year. That reflection has raised the question not only of “what is nonviolence?”, but more fundamentally, “what is violence?”.

Some folks have expressed confusion or even disbelief over the kinds of things which nonviolence includes under the heading of “violence”. The term “violence”, in this context, does not refer solely to acts of physical violence, such as assault, but also to psychological violence (often referred-to as “abuse” or “mental cruelty”) and, most notably, to passive violence:

“Passive violence is the conscious ignoring of the physical, psychological, and emotional needs of a person; the conscious failure to ensure the safety of someone under one’s care; or the failure to ensure the development of well-being of someone under one’s care.”

~ Glen Anderson

Here’s what Marshall Rosenberg, author of Nonviolent Communication, has to say:

“Classifying and judging people promotes violence.

“At the root of much, if not all, violence – whether verbal, psychological, or physical, whether among family members, tribes, or nations – is a kind of thinking that attributes the cause of conflict to wrongness in one’s adversaries…”

And the grandson of Mahatma Gandhi has written about his experiences as a child, learning about nonviolence with his grandfather:

“We often don’t acknowledge our violence because we are ignorant about it; we assume we are not violent because our vision of violence is one of fighting, killing, beating, and wars – the types of things that average individuals dont do.”

~ Arun Gandhi

The World Health Organisation defines “violence” thus:

“Violence is the intentional use of physical force or power, threatened or actual, against oneself, another person, or against a group or community, that either results in or has a high likelihood of resulting in injury, death, psychological harm, maldevelopment, or deprivation.”

Note here the inclusion of “the use of power” or “the threat of the use of force or power” which “(may) result in…psychological harm, or deprivation“. Although couched in somewhat bureaucratic language, the gist of this definition remains very much in line with that of the nonviolent community.

Aside: the implicit notion that violence requires intentionality is not a premise to which I subscribe. I believe that unintentional violence can be at least as harmful and pernicious as violence wreaked intentionally.

Domination Systems

Walter Wink was a scholar, Christian theologian and activist, who spent his life studying the roots of violence. He died earlier this year. His writings refer often to the idea of “Domination Structures”, “Domination Systems” or a “Domination Culture”.

He also coined the phrase “The Myth of Redemptive Violence“, and its ubiquity and dominion:

“The greatest religion on the planet is not Christianity, Islam, Hinduism or Judaism but the pervasive faith in violence.”

~ Walter Wink

The Myth of Redemptive Violence provides Domination Systems with a narrative that can be reproduced in an infinite number of ways. A narrative which convinces all involved in Domination Systems (oppressors and oppressed alike) that without the Domination System the world would collapse, and only the violence perpetrated by it (or in its name) can save us from this fate.

“Instead of defining domination systems as one set of clearly defined behaviors in opposition to partnership as another set of clearly defined behaviours, we might begin from a view that all human behaviors and structures lie somewhere on a domination / partnership continuum…

“The domination end of the spectrum is characterized by hierarchy (a system or organization in which people or groups are ranked one above the other according to status or authority), authoritarianism (favouring or enforcing strict obedience to authority at the expense of personal freedom; showing a lack of concern for the wishes or opinions of others), enforcement of the status quo through systemic beliefs, training, and often coercive violence.

“The partnership end of the spectrum is characterised by egalitarian (of, relating to, or believing in the principle that all people are equal and deserve equal rights and opportunities), mutually respectful and affirming relationships, with teachings and beliefs that teach and value empathy and understanding.”

~ Eric Mosley

In this video introduction to nonviolence, Marshall Rosenberg explains e.g. Walter Wink’s perspective on how, circa eight thousand years ago, today’s pervasive language of domination emerged to support the emerging Domination Structures of that time.

And let’s not delude ourselves that violence is predominantly the domain of rebels, revolutionaries, free thinkers or the “mentally ill”:

“The horrors that we have seen, the still greater horrors we shall presently see, are not signs that rebels, insubordinate, untameable men are increasing in number throughout the world, but rather that there is a constant increase in the number of obedient, docile men.”

~ George Bernanos

The Connection With Business and Software Development

Why is the topic of violence relevant?

How likely is it that folks see the connection between nonviolence and the day-to-day work of business, and in particular, software development?

How likely is it that folks see the domination structures within which they live and work, and the harm done to individuals within such structures?

My own personal commitment to nonviolence is borne of the same motivations that led me to start the Rightshifting campaign some years ago. Namely, the egregious waste of people’s lives and talents that come from working in ineffective organisations.

I believe it’s no coincidence that there’s a close correlation between ineffectiveness and domination structures, in knowledge-work organisations in particular. In the Rightshifting vernacular, the more left-shifted an organisation, the more violence and domination we are likely to see.

Indeed, it’s been my experience over many years that there is not just a close correlation, but a causal link, between domination structures in organisations and ineffectiveness (including a lack of employee engagement, low morale, social loafing, etc).

I’ll be writing more about the harm done by violence and domination structures in the workplace, and perhaps more importantly, what to do about it, in a forthcoming post.

– Bob

Further Reading

How Walter Wink Confronted Violence ~ Ken Butigan
The Albert Einstein Institute – Website
The Myth of Redemptive Violence ~ Walter Wink
Nonviolent Communication ~ Marshall B. Rosenberg

Wax On Jerk Off

Or, the perils of judging people…

Seventeen years ago Jim McCarthy said “don’t flip the bozo bit“.

“By taking that lazy way out, you poison team interactions and cannot avail yourself of help from the “bozo” ever again.”

~ Jim McCarthy

Yet every day we see folks writing off other folks as “jerks”, “assholes”, “know-nothings”, “lamers” and a whole host of other uncomplimentary epithets.

And regularly we see folks opine that some others have “no talent”, “no ethics” or some other supposedly fundamental character flaw.

“The opposite of love is not hate, it’s indifference.”

~ Elie Wiesel

When we judge someone we are saying, in effect, “I am indifferent to you, who you are, what’s happened and happening in your life, what you care about, your needs.” When I see this happening, I feel profoundly despondent (and also, in a bind), as it fails to meet my need for mutual respect and meaningful connection.

“Judgment is one of the Crimes. We go on judging other people, and we do the same with ourselves. We go on judging our thoughts, our actions, what is good, what is bad, what should have been done, what should not have been done; and we are constantly creating conflict and duality.”

~ Osho

Marshall Rosenberg, found of Nonviolent Communication, writes about the spirituality at the heart of helping people recognise (and then meet) their needs.

Many have spoken of the need for love, rather than judgement. Reflecting, I suppose, the wide preponderance of the latter over the former.

“If you judge people, you have no time to love them.”

~ Mother Teresa of Calcutta

And the essential role of empathy.

“Don’t judge any man until you have walked two moons in his moccasins.”

~ Native American Proverb

As I mentioned in a previous post “Respect for People“, we can regard judgement as a bright, flashing neon sign of unmet needs:

“[Our] judgements of others are alienated expressions of our own unmet needs.”

~ Marshall Rosenberg

Some see love and judgement as being in implacable opposition:

“The more one judges, the less one loves.”

~ Honoré de Balzac

And much as the cause of our feelings always lies within us (other people may be a trigger of our emotions, but never the cause), judgement tells us much more about ourselves than about those we judge:

“When you judge another, you do not define them, you define yourself.”

~ Wayne Dyer

Have we still learned so little from Deming (95% of people’s performance is a consequence of the system within which they’re working), the psychology of cognitive biases (e.g. the Fundamental attribution error), Kahneman (Ego depletion), etc.?

And even if it were true that some folks were less blessed with “gifts” than others, what benefits does it bring to continually grump through life in an unremittingly judgemental frame of mind?

How likely is it that judgment will bring ennoblement or insight? The stress it induces makes us tired, physically tired. We feel compelled to pronounce our judgments and to correct the errors of the world around us – an onerous, even distasteful task that drains our energy. Yet, ironically, we appear to cherish judgmentalism. We constantly choose to judge, and we find the idea of giving up judgment to threaten “who we are” (ironic self-judgmentalism, there). Why? Why is it that we want to continue with judging others, when the effect on ourselves (and them) can be so negative?

Aside: Katherine Kirk has spoken eloquently on the topic of equanimity.

Of course, there will be folks with undiscovered talents, and those with talents that don’t match their current role too well. To write them off as “useless” or worse, “worthless”, strike me as inhumane, and wasteful, in equal measure. Toyota has long had a more humane – and respectful – policy in this area. Called the Three Rs, their policy is to first

• Retrain the individual (make sure they have the information necessary to do the work well), then if that doesn’t work out too well,
• Redeploy them to another role, and only (finally and in extremis)
• Release them from the company.

Toyota understands the investment they make in their people, moral as well as commercial. And the value – not least, to their business – of respect for the individual. Although maybe they haven’t managed (sic) a complete adoption of the precepts of nonviolence, just yet.

I recently tweeted several variations of a (nonviolent, non-judgmental) definition for “idiot”. The most-retweeted variant was:

 “Idiot”: Anyone who is just trying to meet their needs, in the best way they know how, where their way makes little or no sense to us.

How do you feel about judgmentalism? Is it part of what defines you? Do you see the violence inherent in the system?

– Bob

Further Reading

Thinking, Fast and Slow ~ Daniel Kahneman
First Break All the Rules ~ Marcus Buckingham and Curt Coffman
The Talent Code ~ Daniel Coyle
Bounce ~ Matthew Syed
Talent is Overrated ~ Geoff Colvin
Why Judging People Makes Us Unhappy ~ TinyBuddha.com article
Emotional Energy is More Real Thank You Might Think ~ Blog post at People-Triggers (cf Ego depletion)
Rule 7: Don’t Flip the Bozo Bit ~ Jim McCarthy (video)