DENNIS Chabrol made telephone contact with me and raised a number of ‘grievances’ purportedly emanating from a handful of disgruntled Presidential Guards. I expressed my appreciation and facilitated Dennis even to the point of offering him access to files and first- hand information. He seemed grateful for my explanation since, in his own words, he said it’s a good thing he spoke to me otherwise he would have gotten the wrong impression.

From what appeared in the online ‘Demerara Waves’, it seemed as if it was prudent to forego accuracy for editorial and philosophical reasons. I will therefore address the more subtle intentions of Chabrol’s Demerara Waves.

According to Moore, “Gossip is like crabgrass – even a small amount allowed to go uncheck will overtake an otherwise well-cared lawn. You might not be able to uproot all of it, but can make its spread less damaging.”

On the positive side, the grapevine, rumour mill or gossip, can be used as an effective management tool which allows managers to know what is taking place at various levels of the organization, address individual source of misinformation and to expose such individuals without necessarily resorting to official sanctions.

While in theory we make generalizations, in reality, things can be quite different. Why? Simply because we are dealing with people who have different levels of education and understanding, cultural background, experience, commitment, dedication, values; and people who are motivated by an inner world of both selfless sacrifice on the one hand, and selfish thoughts and interests on the other.

It is this personal perception, which either takes them along the road to professionalism and upward mobility or limits their capacity to understand, and therefore impact negatively on their performance. It’s their personal choice. They write their own destiny; not any manager or administration.

There are those:-

Who are very professional Blacks and Indians – concerned about enhancing the image and performance of the organization, work towards achieving set organizational goals and objectives and express their views openly, candidly and respectfully. They are pacesetters, are motivated and motivate others.

Who are very opportunistic, both Blacks and Indians– these are sly, conniving and would distort information to suit their personal ends.

Who are closer to the first type – both Blacks and Indians, however, their ability to see the bigger picture is stymied by their personal shortcomings, whether it may be education, knowledge or the need to fit in. Once guided in the right direction, they perform excellently.
Who are fence sitters – both Blacks and Indians, these observe the situation, see which way the wind is blowing and then make their move accordingly.

These four categorizations have been drawn from my empirical experience of over thirty years at various management levels.

An analysis of the rumour mill in the Presidential Guard (which may well be applicable in other governmental and private organizations) will reveal certain transient and permanent traits consistent with different personality types and personal agendas. These can be categorized as follow:-

* Being less qualified (in most cases), outwardly shallow and incapable of expanding their vision beyond their self-imposed limitations despite various management interventions aimed at improving their performance.
* Hold on to stereotypes consistent with their personality traits which they attempt to project on peers.
* Are generally non-performers with low levels of productivity, frequently abuse sick leave and are less grounded in their personal lives.
* Attempt to negatively influence peers or subordinates in flouting essential rules and regulations or turn a blind eye to their violation.
* Are easily swayed with the prospect of making a “fast buck” outside of the organization and at the expense of organizational time under the guise of sick leave.
* When exposed, attempt to draw sympathy to themselves and justify their actions by claims of victimization and/or race, or by vilifying leadership inside and outside of the organization.
* These negative human characteristics do not have a racial orientation. For the simple minds, these negative characteristics are found in both Indians and Blacks.

Two major points need to be mentioned here:-

* In dealing with the ‘rumour mill’ leadership needs to be strong, decisive and yet fair and transparent while holding steadfast to its people’s oriented direction. What is revealed here is the need to make paradigm shifts by utilizing various leadership styles so as to ensure the rights of defaulters are not violated and that they be given a chance to redeem themselves.

Failing all, then condign and decisive action must be taken. And for those who know me, they are aware I am never afraid of making the hard decisions. Mediocrity, whether in the colour of Blacks or Indians and their cohorts, in Demerara Waves, will not dictate the pace or direction of the Presidential Guard.

* Ensure personal files on these individuals are kept updated with all acts of insubordination. It is on this basis disciplinary action can be initiated within the confines of organizational rules and laws.
In this regard the administrative team of the Presidential Guard is comprised of Officers with Degrees in Sociology, Criminal Justice, Masters in Public Administration, Diploma in Public Security and one who is now a third year student at UG. Together, we have well over one hundred years of varying experience and expertise on which to professionally conduct disciplinary matters and deal with any machinations political or otherwise.

Thank you Dennis for giving me this opportunity to really see what I am dealing with. Nevertheless, I make this offer to you now; encourage or get twenty-five (25) ‘Black’ youths to join the Presidential Guard. Ensure they have the necessary entry requirement. Test my sincerity and commitment. And let me remind you, apart from Blacks and Indians, the Presidential Guard also has in its ranks Amerindians and Mixed races, unless of course, in your equation they are not people and therefore not counted. You may wish to equate this when the Presidential Guard was 100% Black.

Often I ponder why is it that everything that happens in Guyana has to be given a racial or political slant?
Why is it that our minds and therefore perceptions are so warped and stuck in this divisive, backward mode?
I grew up in Rosignol, we never had this nonsense. A lot of my buddies are Blacks. Ask any of the Officers in the Guard and they will inform you, I have unequivocally stated we need to go out and recruit more Black youths. We even went to Linden for that specific purpose.

It is in this light that I am disappointed in your presentation of the untruth on the composition of the sections. I could not have conceded anything because what you stated is simply not the total truth (does this ring familiar), and is not as simplistic as you may wish it to be. I have nothing to hide and therefore I have nothing to fear.

Another thing Dennis, if by saying the Gross salary of a Presidential Guard is $47,000, you are attempting to justify mediocrity and disenchantment, you are light years away from the truth; the basic salary is more than $47,000. The Gross (and allowance) makes it SUBSTANTIALLY MORE. Had you taken up my offer to come and observe the operations of the Guard, I am certain you would have done a professional job.

A point fundamental to human development should be made here; one that leaves an overarching optimism and belief in our ability to overcome. With time, experience and a widening of our capacity to truly understand ourselves, we all change, even you Dennis. Nothing therefore, is static.