Fy ystod y sechshol y Siaith Fawr Ddiadwyr, Llyrfaen, Gwasanaeth Cymru. Rwy'n rwyf ar gyfer Creg Hoi ac Paul Swinney. Felly, rwy'n i wneud i mor effaith mor gwrdd Morysg Oldan yn unigol sy'n allan â'r Ysgrifffordd panwyd yn Llyfrgell Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys Gwllys gyda'r ffordd i ddefnyddio'r eu ffawr o ddechrau'r ddechrau'n gweithio'u gwahanol. Mae先ale o'r agenda efallai yn cyd-dreall. Felly mae'n gweithio cwrnwysau y ddau'r cwrnwys. Felly mae'n gweithio'r gweithio'r gwaith y ddau'r cyfnwysau fy modd o'r cymaint o'r ddau. Felly mae'n gweithio'r gweithio. Rwy'n ei chael i'r cymaint. The second item of business is to decide whether to take item 8 in private. Is the committee content to take this item in private? Under agenda item 3, we are considering an instrument laid under the European Union with role act 2018. The committee is considering if the appropriate scrutiny procedure and the appropriate category has been applied to SSI 2021-342, the official controls transitional staging period miscellaneous amendments Scotland number 2 regulations 2021. The instrument has been laid under the negative procedure and has been categorised by the Scottish Government as of low significance. Is the committee content with the appropriate scrutiny procedure has been applied to this instrument and that the SSI has been categorised properly as of low significance. Moving to agenda item number 4, we are considering instruments subject to the made affirmative procedure. No issues have been raised on SSIs 2021-350 and 357. Do members have any comments on either of these instruments? Okay, thank you. Is the committee content with these instruments? Thank you. In respect of SSI 2021-357, does the committee nevertheless wish to highlight the importance it places on consistency of terminology in secondary legislation, particularly when terms are defined? Thank you. Under agenda item number 5, we are considering instruments subject to the affirmative procedure. No points have been raised on the following draft instruments. The budget Scotland act 2021 amendment regulations 2021. The equality act 2010 specific duties Scotland amendment regulations 2021. The equality act 2010 specification of public authorities Scotland order 2021. The independent reviewer modification of functions Scotland regulations 2021. The evaluation and rating coronavirus Scotland order 2021. Members will note that the budget Scotland act 2021 amendment regulations 2021 were withdrawn and relayed following initial questions from the committee. Do members have any comments on any of these instruments? Thank you very much convener. I would like to make a brief comment on the valuation and rating coronavirus Scotland order 2021. It essentially says that business owners cannot appeal the rateable value of their properties after April 2021 by using coronavirus-related impacts so that they will not be able to use that as an argument for changing the rateable value of their property. As you well know convener, this is not a policy committee. We do not look at these matters, but it seems to me that that is a pretty significant thing and something that we should be at least flagging up to the lead committee because that is quite a serious matter certainly for businesses if they are not able to use coronavirus impacts of which there are very serious impacts on businesses. We all know that. I think that we should certainly be writing to the lead committee just to make them aware and they will scrutinise it anyway, but it is worth our while just to highlight it. I agree that it is the right thing to do is to contact them and write to the lead committee, so I would be happy with that suggestion. Otherwise, it is the committee content with these instruments. Under agenda item number six, we are considering instruments that are subject to the negative procedure. Issues have been raised on two of these instruments. The first is SSI 2021-3D7, the council tax reduction Scotland amendment number four regulations 2021. Members will note that the instrument was laid on Thursday 23 September 2021 and came into force the following day. Section 28-2 of the interpretation and legislative reform Scotland Act 2010 requires that negative instruments are laid at least 28 days before they come into force, not counting recess periods of more than four days. That is known as the 28-day rule. Does the committee wish to draw this instrument to the attention of the Parliament under reporting ground to Jay as it has been laid less than 28 days before coming into force? However, as the regulations are intended to provide access to the council tax reduction scheme on an emergency basis for those arriving from Afghanistan, the committee is also satisfied with the reasons given for the breach of the 28-day rule. The committee will note that it has previously been a long-standing disagreement with the Scottish Government on whether regulations in respect of the council tax reduction scheme give rise to a devolution issue insofar as they relate to matters that are reserved in section F1, the social security schemes of part 2 of schedule 5 of the Scotland Act 1998. The issue is engaged by the instrument SOF insofar as it amends the unconsolidated council tax reduction Scotland regulations 2012 and the council tax reduction estate pension credit Scotland regulations 2012. In 2018, the session 5 committee agreed that, instead of continuing to highlight this disagreement with every new set of council tax reduction regulations, it would instead note its position on both the devolution issue and undertaking consolidation that is stated in its previous reports to the Parliament. The session 5 committee therefore agreed that it did not consider it necessary to repeat that view again. However, it continued to encourage the Scottish Government to undertake a consolidation of the principal regulations within a reasonable timescale in the interests of clarity and accessibility. Does the committee wish to note its predecessor's position on the devolution issue and undertaking consolidation to the extent that it is still outstanding in respect of the pension age regulations and restate that position for this session? Yes. Thank you. An issue has also been raised on SSI 2021 342, the official control's transitional staging period, miscellaneous amendments Scotland number 2, regulations 2021. Again, the instrument breaches the 2018 rule as it was laid on 28 September and came into force on 1 October. In its letter to the Presiding Officer, outlining its reasons for bringing the instrument into force so quickly, the Scottish Government wrote that this was due to a late announcement by the UK Government to revise the timetable for the introduction of all remaining border operation, so operating model checks due to commence on 1 October. Accordingly, the Scottish Government stated that in order to avoid disruption to imports into Scotland, it was not able to comply with the 28-day rule. Does the committee wish to draw the instrument to the attention of the Parliament under reporting ground J, as it has been laid less than 28 days before coming into force? Nevertheless, has the committee satisfied with the reasons given for the breach of the 28-day rule? Finally, under this item, no points have been raised on SSIs 2021 330, 348 and 353. Do members have any comments on any of those instruments? The regulation 348 is the traffic regulation that orders miscellaneous amendments. Now, what this does, it deals with something called experimental traffic regulation orders, convener. I was a councillor for 10 years and I have never heard of experimental traffic regulation orders, but I must admit that, when I hear the word experimental and orders together, it does concern me, particularly when councils are involved. It seems to introduce a new way of bringing those in. It is a truncated system. If they are to be made permanent, there is a new system being introduced. As members well know, when you make any changes to roads and you might be bringing in a cycle lane, for example, they can often be controversial and surely deserve the fullest scrutiny. The public should be able to comment within a decent time frame. Once again, this is a policy matter, but something that should certainly be highlighted to the lead committee, they need to take a good look at this and satisfy themselves that it is appropriate. In this case, it is the net zero committee. So, again, another letter from this committee is probably appropriate. Thank you, Mr Simpson. I am content with the suggestion and I think it is certainly a bit of a thing to do to be honest, because you are clearly right to, it is a policy matter. Are members content with that? And is the committee content with these instruments? Thank you. The next question is from the committee and the Scottish Government acknowledged in its response, which can be read and full in paper 3 for this meeting, that this was an oversight. Thanking the committee for bringing this to its attention, the Government said that it would bring forward further regulations to commence section 8. This has now been done by SSI 2021352, which is also being considered today. Does the committee wish to draw the instrument to the attention of the Parliament on reporting ground I when the basis that it is drafting appears to be defective? Does the committee also wish to welcome that SSI 2021352 has subsequently been laid to correct this oversight? Also under agenda item, no points have been raised on SSI 2021 345351 and is highlighted just now 352. Is the committee content with these instruments? With that, I will now move the committee into private.


Sean, first of all, can we get your reaction to the fact that the club has got four points back after the appeal? Yeah, I think we're pleased. We've got something back, obviously. You know, it was greedy, aren't it? One more. But no, I think it's, you know, the points that the club made forward have obviously been listened to and we've got the four points back. So we'll take that and now, of course, it brings clarity to the situation, which I think is good for us. It's good for the players, but I think it's good for all, actually. You say clarity, but I suppose you don't have full clarity until the second case is heard, as well. Yeah, but there's nothing we can do about that at this time, sorry. You know, the main focus is on this appeal and what came from it. And we've certainly parked that now because it's become a fact now. So like I said, the line's drawn under that. The players are clear on that. Taken the rest of the season at this time and with an open mind. Given you've got four points back, you just lifted you in the table as well. Does it give the place a lift if indeed it needed a lift? Well, I think everything that helps to give a lift of any kind is good news. I think performances have stayed solid. We haven't had the wins that we'd want, obviously. But I think the performance level's been solid. Adding the detail is important. But I think getting four back, I think gives, like I say, some form of I don't think that boost is the right word. But I think it's an adjustment to the table that was apparent. Sorry, it is now apparent. And it was needed because I think everyone felt that 10 in the first place was harsh. Some would argue, like Sam, I'm always greedy, obviously, but some would argue maybe you were expecting more back. But I would say, well, it's done now. And that was all we were looking for. Well, you know, we obviously wanted points back. But the main thing was spring clarity for us, starting at the start point. Sorry, most importantly, but for everyone, I thought, found it all a bit of an interesting period. Let's say, so I think it brings that moment of clarity. Turn it to matters on the pitch. Are you looking injury-wise, thinking in particular Garner Gay, obviously? Yeah, he's still, excuse me, he's still settling down. And Amadou's got a groin thing, similar to Garner's, actually, which are just settling down. So we'll make a more decision on them tomorrow. And he's doing well with his ankle, but it's obviously a longer term situation. And he's doing really well. I just spoke to him, actually, just before I came in and he's in a good place. And with that side of things and going, well, Andre's been back on the grass with us. He's going, well, and Deli's focus is just getting fit, you know, nothing other than that. Obviously, he's got a period yet, but I mean, he's just focusing on that.  And if so, what does that say about his feet? No, I tried someone asked me recently and I said, we're trying to just let him get fit. We're not worried about when he's alive. We're just saying, right, first things first, get fit. So that's all we're looking for him to do. And that's all he's looking for to do. What are your expectations against West Ham as well? Because they seem to have an open down season. Obviously, you remember the game down there earlier back in October, where Dominic Calvert-Lewin got the winner, of course. Yeah, we played well. I thought we'd have a good performance that day and Dominic to a real good goal. First, I think most importantly, David Moyes is someone I'm a massively high regard for. Always been a voice, certainly, if I've ever needed it. Or even after games, you know, Sharer, a bit of time with him is all experience, a vast experience he's got. So there's certainly an immediate respect there for him. A good guy as well. I've been in his company socially, I've always had a bit of fun with him. And I think he's done a great job over a period there. You know, and I know he did here, obviously, very high regard at the football club and rightly so. And I think he's done a very good job down at West Ham. You know, there's always question marks over what we do. But if you look at the period he's had there and from where they were to where they are now, I think there's a lot of progress there. And he always has an outfit there that compensates him. He's made that quite clear. So, you know, we have to go into the game in the right state of mind. I think we are. I think we are in the right place at the moment as a team, but we need to find them defining moments.  If you could add three points to the four already, it makes it a very big week for the football club. Yeah, I mean, excuse me, you know, we just come away right at the end to not take all three down at Brighton, but arguably over the game, you know, you could argue, OK, you'd accept the point. It's a tough place to go. We all know that. But adding on with the points given back and then if you can add on, win on the back of that, obviously that, as you rightly say, would be a very good week. By short. Just looking at West Ham, obviously, Jerry Bowen got the hat-trick in the previous match. The style of centre-forward that he is when he plays through the middle, how different and difficult is that as a team to adapt when you've been playing up against Ferguson in the last game or a Mateta in the match before that? How much of a different challenge is it? Well, yeah, on the other hand, I mean, you know, the Premier League has such an array of different styles and different players in different positions that I think that the format, the tactical and the size of the most important thing is very good plays done very well since he's been down there. Jerry Bowen, I remember him playing in the Falkland doing well there and making his name and then paying a pretty good fee to get him out. And he's proved it right, you know, what he's done. But I don't think it's just about one player. I think I know they've run a tricky spell, but I think they're a decent outfit. They always put our competitive side. But no, our players, I think, should have enough knowledge of the Premier League to know that all the different styles, all the different individuals have to be delivered a good performance to stop them doing what they do. And I think we'll have to do that against West Ham. When you look at West Ham, is it annoying that they've got that first win of 2024 against Brentford and come up with a bit more confidence? No, I certainly have said all along, I can only manage what I manage here. I can't manage the other people's situations. You know, you can't just always be really good or in different form. So no, I think the reality of the Premier League is being right for every game. And I don't think we've been a million miles away. I said that early season and we did get wins after good performances. And I've said it recently, I think a lot of the performances have been winning performances, but we haven't found the details account and that's our next step. And it has been all season, really. I think we've had a good level of consistency, which I spoke on when I got here. And now it's had in the details in both boxes and we're not far away, I don't think. But we've got to get it right. We've got to get it right, though, especially against teams like West Ham coming up here. Because, as mentioned, you know, getting the four points back, good point, bright and the tough place to go. And then if we can take all three again, then that's a real big week. Thank you. Thanks again. We'll go to Julie. Just on the points you'd said last week that, you know, the fact it was still going on, it was starting to drag everyone down and everyone was talking about it a lot and there is that noise around the club. Is there a different feeling the last few days since there's been a decision and just how much of an unusual situation was it to manage players in that? Yeah, I mean, I think the early part of it was this. I didn't think the word galvanised was used. I don't think we needed that. We'd had a couple of big results anyway. I thought the performance levels were good. But we won four on the trot. Then you have a tougher spell of results and injuries and all the gamefix just start piling up and then a sort of indifferent period, many draws. And then it does start to creep in eventually. But to be fair to these players, I must credit them, it took a long time for that to happen. You know, we're all waiting. The noise gets bigger and bigger. When's it coming? When's it coming? The players hear all that. And I thought they've stayed pretty steadfast at performance levels. And like I said, we've got the details right in both ends in certain games. We're going to win them games. So I certainly have a lot of respect for the playing group. Because all the outside noise, it does creep into you eventually. And I think they've done well to butt it away and stay focused on the job in hand. And what it has done now is brought clarity. You know, whatever the points back, well, good or bad, you know, whatever points it would have been or even zero, at least it would have brought the finality of it right. That's it. Now we crack on. As it happens, we get four back. The lead table looks different. And now it's about using that wisely and stepping on. But I think we've been doing that anyway. So like I said, I'll give a lot of credit to the players here because the noise was beginning to build. I try and be honest when I speak here. And I thought it was beginning to just creep in the last few games and the few weeks. And now that's it. The line's drawn and we move forwards. You've had more goals from set pieces this season than open play. Are you doing anything at the moment to try and change that? I'm just thinking because Dominic's without a goal in 20 games, Beto last scored in December. Is there anything different you're doing to try and help with that? I think through what we're doing training, you know, and, excuse me, finding different ways of creating chances. But I think we've done that considerably well over the season, actually. So I think the moment of truth is the one point in the net. And I think they know that. They don't have to keep being reminded. They're certainly not reminded about it from me every day. They know. Strikers know midfield players know wide players know. You can still score from set pieces, which, as you know, we've been stronger. No, I think they know that know where it's at. But it's our job to keep, and our responsibility to keep getting the team to forge the chances, to find the chances, and the higher quality chances gives you an easier opportunity to score. So that's a team's job, my job, and the staff's job. Sorry to get the team to do that. And I think we've done it pretty much for large parts of the season. We've got to continue doing that. Chamity scored twice in the midweek for the under-21s. How close is he to pushing Dominic and Beto? I know he's still young.  You know, we see him every day in training, and he's getting the odd game here and there. Excuse me, he's a development style player. He wasn't originally thinking we were going to be that close to the first team. We wanted to develop him to get to the first team, but he's up to be around it because of the lack of numbers. But he's still got a lot of growth in him, and I can see it. And I think he's improving. Tarkovsky, Brantwight, Mikolenko, just some of the players that seem to play every minute of every game. I think Tarkovsky last season was the only outfield player as well as play every minute of Premier League action. Given you have got a small squad, you can't really be changing them, and they're doing a good job. Do you worry about burnout, or do you do anything to help them with that? No, just crack on. Can't be playing. There's a lot to talk about that at the end of the day. You know, I think it can affect you when you're playing in all different varying competitions. We haven't been, you know, no Europe and things like that. I've been through that, so I've experienced that. It can be a lot to take on, especially when you're new to it. But I think the game's schedule, apart from December, I think that was hard, and I spoke clearly on that. And now we've got these chunks of weeks when we haven't played, and that can be a frustration. But at the end of the day, we're asking the players to work hard. They get better support than ever in our players, whether it be, you know, their health and wellbeing, whether it be their diet, whether it be the strength and conditioning, the feedback, the stats, the facts. So they're balanced. You know, we ask a lot of players, football asks a lot of players with extra time added and all things like that, but they have got a lot of support and never more so than ever at the football club. So we ask a lot of them, but we do protect them. Thank you. Thanks, Julian. Any further questions in the open section? Will, we'll go to you. Hi, Sean. You talked about clarity with the points deduction. Would you like some clarity now with the Premier League in regards to the takeover, because that has been run a lot longer than people expect us? It's out of my hands that. Just wait and see what happens. Like I said, you've got no news to report. Nothing's changed from my point of view. And until it does, then, you know, I'm sure I'll inform you. But it's an ongoing process. So is that completely different to the point, because obviously that plays on the players, but the takeover, they don't... No, I don't think so. I think the point's different there. The points, Tally, and the idea of the appeal was a much different situation. They're not worried about takeovers, and I was way over miles above what you're doing in a football pitch. That's something for another day. But no, their focus would have been on this appeal process at the end of that period that I spoke of, you know, finding, okay, where is it now? You know, it's been dragging on and on. Where is it everyone wants to know? So I think that's more important to them in their world, which is points on the board and deliveries on the pitch. Instead of the business end of the campaign, now I'm sure you'll start to plan for next season. Obviously, every game is the business end. Everyone uses that tag. The first scouting scene of the business end. It's all the business end of the season. But when do you start maybe planning for the likes of, say, Garner Gale's contract, James Cormill's contract? It's ongoing. You know, me and Kevin, in real open dialogue, we are, or not so much me, but Kevin is with the agents and the players. They all know where it lives. It's an ongoing situation. Is that the same with the players? With all of them. Whether it's young players, we're looking to protect the future of the club, but it's the older players looking to protect them now. Every situation that the people are on board with everything, they know what's going on. Everyone should know a version of everything, because Kev's got that. Definitely, I know for a fact, get the open ones and communication with everyone.


Oh he likes.  Yeah sure, that's not good. Let's save this guy a bit. I'll silence him.  The plan is to survive now. Dispersive. Yeah I'll chip together or do the other thing. Yeah, boost done. So everything. So there you go, you ship the other one. Shackle and guard. You need to go feel Jordan like. Yeah. Let's wait for my ship okay. Maybe we'll kill this blue ship better. Why not? Yeah he has AM's back now. But I'm getting dispersed back. I can chip, I can chip, I can chip. Got it? Do you want to cross? Yeah I'm going to cross. No he has to drink it, I want to cross with mine. Can you reship? Yeah, I got to him. I can never assist, I'll never assist. Might not be needed, I'm going to fair now. No sure. You want to go through it? Yeah, you'll see us, you'll see us, you'll see us. So I'm going, yeah yeah. I'll still, even if he says, drink it. Okay we got drink it and basketball, almost, we got almost everything. I can't disperse it, we did an eye, did an eye, strangle me. Yeah not bad at all. Just aligning there. I'm getting the second pet, we're getting. He has gold stars. Fuck. Let's get red voids this second pet. Nice. Okay I'll chip again, we'll cross on the other one. Yeah. Kick me. Gonna line up, druids and stuff. Yeah I'm fine, I'm fine. I'll get the eye, I'll get the eye. Yeah sure sure. Get a sheep, get the sheep. Yeah we'll do it. Going to druids now. I'm perma- Can you see him? Yeah he's behind box I think. Yeah. No he's at corner, corner, corner. I'm going. Yeah. I'll reship you though. Yeah. I'll get the gate. Into your silence okay? Yeah. Don't block silence actually, he's on. Yeah. I just need to get away right now. Right now. Yeah. Disperse in 10. I can ship. I'll go drink, I'll go drink. Yeah yeah. Okay sure buddy, I used my last tickets.  Yeah sure. I've got to disperse back here. Yeah. We need to try and get on druids next go. Yeah. Next course to be like kinda quick.  Yeah sure. Okay I'm crossing to druids. I'm gonna fear. Yeah sure.  Just play slow okay? I'm gonna dot DK. No no no no no no. Okay. A mess A mess. I think here like we just need to survive. Disperse disperse. I'm running. He's gonna probably uh. Yeah. He has trinket still but. Shipping. Yeah yeah I know. Just go drink. I'll understand it. Do it in a minute.  Actually I do I do. I just don't have the macro. I'm gonna drink as well. And here. Don't be kidding. Don't expect we have eyes behind. Could be a druid going here.  Yeah sure. And then I mount up. Maybe it needs to take this. Yeah I won't. Kill three day. Mounting. Going to druid now. He's. Nice. He's in a pretty good spot for us actually. Yeah and another eye just one. I'm gonna fear now. And I'll hold it.  Can you do it? It says? Yeah. It says.  I did something. That's fine. Yeah sure. I'm casting a bit but I don't think it's good. String me. Blind ticket. Disperse. He used it is well. Yeah I'm just getting away. He's gonna grip me. Okay chicken tree. Chicken tree. I'll chip you some cat. Come on. I'm sending it. Gaga is coming. He druid. I think we need to dot this dk. I'm starting on dk a bit. Yeah okay. No no no no no no no no. I'll chip dk now. She wanna cross. Cross him. He may be trinkets. Trinket trinket AMS. Yeah sure. Yeah yeah sure. I'll be early. That's good actually. I wish it. I wish it into Nova. Then nine. Gonna hit him here. Manor is not so good. Okay which the winning go now.  He has no AMS.  Let him come behind and I'll not buy man instead. Okay. Can you say anything? Yeah done. I'll dip you. Okay okay. So it's good. I'll chip dk bro. Chip dk. I have to. Fuck. Yeah I mean. I swear. I think it was good. Dot dot it's got the AMS. I'm drinking okay? Can you live? Yeah. I can drink to fool her. Drink is gonna drink to fool her. I'll drink at the end of it. I didn't drink to fool but I've got a lot. Going to druid. Maybe I can fit. Maybe I can. How are you? Can bet it? Yeah don't drink. I'll chip. Gonna silence off. Okay I'll let you can hit. Yeah yeah I'm ghost and I can't. Oh god you can't do that. I'll chip dk in the middle of the game. I'll try shipping behind the curve if he comes there behind. It's fine right? Yeah for now but I'm getting low from just air. Right then. I got fiend soon. Dk drink it. I don't know what it's going to be. I'll disperse it. That was his grip. Should be fine. And it's cloned me. I'll drink it. Dotting up druid and maybe I fear off. Careful. Got it? The trickier the mess is. Can't just drown now it's like so. Yeah I'm alive for now.  It's so annoying.  Yeah but I don't have the good mana to kill it with. Okay dk. Just render on the cast around here. Drinking down bottom. Yeah nice. Just keep sheeps on dk. Maybe we go dk here but he has ams so it's rough. Thought better. Yeah nice. I'm gonna drink a lot. I can get eye as well but dk is gonna get on me here. I don't have ams. I don't have ams. I can slow my kit. I can no dk here behind. I'm waiting for you to. I'll do spit. I'm gonna go to do it now. We start with jeep. We start with jeep. Yeah. And wait for it. I can fit the bark. I can fit the bark. Yeah sure. Should we wait a bit? No. Let him go far. You can't top. Okay you can't top. We're killing. I'm gonna get it. I got it. I got it. I got it. Yeah. I broke it. I can set up and finish it man. Oh my god. I thought he wasn't gonna die.  Going to pile. Yeah go come. Cheap me already. Yeah. I'll dip it down. Jeep we start with jeep. You can dot him. Trink why you have to get down to fit. Nice. Stand in front. Pile a trinket. Silence. I'm panicking. Hey are we set? Yeah I've blocked it. Good plan. Nice. It's gonna help you. Dot and pallor again. No I won't get it. Yeah sure. Yeah I'll. Cheap me already. I'm healing you. I can fit now. Yeah sure. It's not good. It's not good. I'll not buy it. Yeah. Can you fit? Nice. Yeah yeah. Dotting him. Cheaping why not? No pallor? I'll set up first. I'll take. Disarm off. Yeah it's gonna go. Empty. Hold me no. No Empty. No Empty. Yeah I'll set up. Yeah it's set up. It's not really fun. Warrior will hit me here a bunch. Got to the pallet family. Uh yeah okay I'm gonna disperse him. He's gonna hit me a lot. I'll maybe need some. Okay yeah okay go watch it. Hitting. Okay. Ah but that's perfect. I'll chip pallor and set up. No I'm gonna set up but usually directly. Go to this side. Yes yes yes. Perfect. I ship. I'm ready. Ready ready. Yeah I should be quick. Wait a bit wait a bit wait a bit. I'll now I'll now add the warrior behind. Wait a bit wait wait. You can do it. Now I'm on. Yeah now. Resist resist resist. So that's nice yes. I'll now add the warrior behind. And we are in time. We are complex expand. All right. You call everything I'm clueless. Okay bro. Warrior assist the pallor. Warrior is hiding. It's cheaper. Got it. Okay we go pallor. We go pallor. Okay okay. Don't hang up pallor then I fit. Charge me. I'm gonna finish. Hold me. It's the same as anything. Finish. Warrior shrink it. I have to slam this. I'll I'll give it to you. I'll chip oil. Send me. You chip oil. Need to line out. Yeah I'm trying to get all that. You can pick that up. I just burst now. Coming to you. Coming to you.  I'm gonna go heal. I'm dead. I left that. I beamed. Okay. Don't hang pallor. You can ship this guy. Yeah go pallor go pallor. Sanitise him.   It's okay. Be careful now. Warrior can't really hit you for now. Yeah I'll line him. I got a fair for pallor here. Yeah. If I get him.  Yeah yeah yeah. Read up pallor. In my bowl. Yeah it is. MD. I'm lining warrior. No no no wait. How do you mean how do you mean. I'll try and get this. I can ship her actually. She's fire. I just line warrior. She. Yeah sure sure. I got. Okay you're okay. Yeah that's fine this guy. I got a fairy five. I think. Yeah sure. I'll try and fit now. Yeah sure. Got it. Yeah sure. Mmm I'll let me ship that I think. Okay okay okay. You wanna go warrior with it? Yeah okay. Yeah the thing you know. You can read. I can read. Are you okay? Yeah for now I got dispersed still. Keep going. Are you? Can you. I'll see you I'll see you. Yeah. I'm sorry. Oh. Excuse me. Yeah. If you can't just go back in here. Okay. Yeah. Go back to warrior. Go back to warrior. I got fiend on. I got a good mana still. Yeah. We can go on then it's now. What's the matter? I'll see you later back. Mana is really cool. Yeah just live here. I can clear pallet scene. You can drink. I'm gonna try and mount some pallet. I don't need to drink. I got dispersed. I think we need to go pallet again. Yeah yeah. Can you shoot pallet or do I go to him? No I'll just land for now. Just disperse maybe. Yeah. I guess you're in. I'm gonna fill in one. Yeah sure. Got it. Shoot warrior. I got it. Do you want this guy in the sandals? Warrior trinket. Warrior trinket. You owe me. Big trouble deep trouble. Yeah. Just on this. Just on that. Not bad. Thanks. I got the stone. I die. All right. I need to be aware of his warriors trinket. Shadow priest. Enhance Rook. I don't know what I'm seeing Shadow from. I'm in combat. I just need to disperse. Shoot. This is his dance. He vanished. Dotting sham. Rogue kicked me.  I'm so dead. No no no. You're not dead. Not dead. Not dead. BM trinket. Fill in Rook. Just a little bit. Yes yes yes. I'm different.  I need to try. You're honest.  I think I just need to cheap shot insta. The problem is then it's gonna be good one.  That trinket. Like I swear. I just need to instead of disperseing here. I just trinket cheap shot and disarm him. Yeah. This boy you resist. Yeah I'm kind of. Silence mage. He blocked. Deep me. And he should be alone. Cheap. Dotting mage. Yeah.  Disarm mage. Maybe he'll move off. Yeah I'll try. Trinking. Come don't come come come. Yeah yeah. Hitting. I'm deeply scared. He's just here. Cheap. I fear it's filled off. Yeah. Can I get on. Getting sheeped here. Nice. Dotting him. Should be blocked. Should be blocked. I'm sending him. I'm sending him. Should be blocked. Should be blocked. Should be blocked. Should be blocked. MD.


we are going to start with some real life situations and some reflection on what might be the useful intervention in that situation. So, first case is about about a mid size manufacturing company. It is facing a strategic challenge because of the operational inefficiencies like unnecessarily delay in the production and administration decisions. The combined effect of these seemingly minor lapses make significant negative difference to the profitability of the company. The culture of the organization is a genius and leadership is democratic in nature. So, you can see that it is a company which has just facing a strategic challenge because of the changing market dynamics and because of that they are having unnecessarily delay in the production and administration decisions what might be the appropriate intervention in this situation. So, there are no major fights amongst specific two departments and there is a major strategic challenge because of which they had to change their production schedule and the product design and that has resulted in the delay in administrative delay as well as the production delay. And as a outcome of these processes in this process there are some lapses as well minor lapses, but they are causing the specific they are causing a significant impact on the profitability. We are we all know that most of the manufacturing companies are facing the challenges on the front of cost. So, even minor increase in cost has a very major impact on the profitability. So, what kind of intervention do you think is appropriate in this situation? Another situation is about a large pharmaceutical company. Now, this company is multinational its India arm is also very big it is realizing that the patent of many of its molecules expired recently and for some molecules it is going to expire in near future. So, there are many small companies with their agility are able to make dent in its market share. Second industry is witnessing innovation in not only the molecules, but also in other processes like drug delivery insurance facility with very expensive drugs and so on. The growing recognition of this organization is to retain the market leadership this company has to be more innovative and innovation should become part of the culture. So, it is not only about innovation in the products or identifying new molecules, but in other processes the internal processes is the external processes innovation is required. So, one thing is short that in this situation innovation has to be the focus of intervention. Innovation cannot happen in a very autocratic management system the power has to be decentralized to promote more innovation and the products as well as the processes. Another situation the head of the quality and production department of capsule cover manufacturing plant are at the lower heads almost always. The acrimony between them has even percolated down amongst the employees of their departments. No department leave any chance of putting down another one in joint meetings of the plant and one to one review meetings with the plant head. So, some strategy orientation has to be given so that they can look at their goals as the means to achieve original goals. And conflict resolution conflict is also important component would be important component in this intervention. Our fourth example is in a welding electrode manufacturing plant the production demand has increased drastically in the last 6 months. The plant is operating non-stop in 3 shifts in last 2 months the customers complaint has increased the conflicts between the shift in charge finance and operations security and production have also increased. The culture of the plant has been positive before, but a smaller conflicts arising among different departments due to changing work demands are making the management and employees concerned. So, this situation is different from the previous situation. In the previous situation there were minor lapses and major strategic challenge. Here it is strategic challenge in terms of the demands is here it is more like opportunity not a challenge at this strategic level as they have to increase their manufacturing output. But here you see different departments are also having the conflict not the minor lapses as it was there in the previous session and in the first case. By making them relaxed will the organizational issues be solved may be to some extent and most likely indirectly not directly. So, we really do not know by relaxing them what all issues can be resolved and what all cannot be resolved ok. We will look at some of the concepts in the today's session and towards the end of the session we will revisit these cases and these are the real life places where I have an opportunity to be involved and I will share what were the exact actual intervention after the proper diagnosis and the discussion with the different stakeholders was implemented. But what is common across all four examples? For example, is this a group level thing? The second one a large pharmaceutical company operating of course, but it is only group or even greater than group. These are all organizational level interventions means full organization is involved. So, today we are going to look at organizational process approaches. We will discuss the system while process interventions and if you remember our diagnostic model of the organization it has these in these components. The organizational diagnostic model has input design and output like any other diagnostic model we studied and in the design component we look at the technology strategy structure HR system and measurement system that leads to a certain type of culture. Input to the organization are coming from the industrial environment and general. So, I would like you all to keep this diagnostic model in view while we are talking about some interventions which are possibly introduced at the organizational level and towards the end we connect these interventions to the situations we started this discussion. So, I am sure most of you must be aware of this personality and this company. This company logo is of general electrics and general electricals and the personality is none other than Jack Welch one of the most admired CEO of 20th century and also controversial in certain sense. How it is related to organizational level intervention this example? So, along with Six Sigma and other interventions in G Jack Welch also introduced the G work out meeting culture what does that mean? The G work out meeting are the organizational level ODE intervention and a acceleration process to overcome the barriers of rank, function, geography, bureaucracy and culture for what? For the efficient decision making and accelerated implementation. There are many challenges in organization which are in the departmental and nature intergroup in nature and many a time organizational members suggest and realize certain things have to be done, but they cannot be done because of the inherent inertia which is brought by the culture, bureaucracy, geography etcetera. So, this information was aimed at addressing these barriers of the rank, function, geography, bureaucracy, culture and strengthen the decision making process by making it more efficient and also facilitation also facilitating the quick implementation of what is being decided in these meetings. So, the core of the confrontation meeting are these three components critical business issue, constitution of the high performance team and accelerated decision making. What does that mean? It means high performance teams from across the department are invited for these meetings, a critical business issue is put forth to be worked upon and whatever the decisions are made by these high performance teams during the process are subjected to accelerated implementation. And these three are the special features of these work out meeting. Work out meeting the concept of work out meeting is very similar to a notion called confrontation meeting or intervention called confrontation meeting in the OT literature. Confrontation meeting is an intervention designed to mobilize the resources of the entire organization to identify problems, set priorities and action targets and begin working on identify problems. Confrontation meeting is being used in many organizations with different names and with the slight changes in the process. But they have some common features like they are conducted at the organizational level, they are conducted around the critical business issues and within the meeting itself the decision making process is accelerated and after the meeting there is a accelerated process for implementation of these decisions. So, in a generic form a confrontation meeting process looks like this. We need to identify the champion and the sponsors of the confrontation meeting. After identification of the champion and the sponsor meeting are meeting is scheduled. We need to create groups representing the multiple perspective that means groups from the different functions, different divisions are constituted. Different hierarchical levels also supply different groups. In a group typically people from different hierarchical levels do not participate because of the obvious reasons. If a supervisor and subordinate are part of the same group there might be a challenge in terms of the open communication and the candid feedback and discussion about the problems. After the groups are constituted a certain ground rules are set that includes what is the agenda, how will be the functioning of the team, what is the level of commitment, what is expected behavior of the members while working in during this confrontation meeting. After setting up the ground rules the group identify the problems and opportunity. So, in a typical confrontation meeting there are multiple groups operating on multiple problems. They work with independently and after they identify the problems and opportunity they reconvene in a large group meeting and they report out what was discussed during the groups. So, in this way when small groups work on certain opportunity and problems and when they come back in a large group meeting each group shares about their findings and recommendation. As a result of that whole group is able to know what is being discussed by that group and the large group members are also given opportunity to add or edit from their perspective in the list being created by individual specific groups. Based on these interaction a master list of opportunities and problems are created. After the master list is created generally the these groups are dissolved and new groups are formed in the confrontation meeting. New groups which are constituted after creating the master list are generally related to some specific functions or a specific area. So, when a master list of opportunity and problems is made we prioritize and classify these opportunities and problems. For example, those opportunities and problems can be clubbed in the operational operations field we will relate it to marketing we will relate it to the administrative processes etcetera. So, once opportunities and problems are classified the new groups are formed which have especially which which are specialist in tackling with those types of problems. So, for example, if there is a quality problem people having understanding and appreciation of the quality issues are put up in the problem solving group related to quality or people having the expertise and experience in operations are being made the members of the group which works on the operational issues. So, like that different problem solving groups are identified. These problem solving groups work on specific opportunities and challenges make the recommendation based on the ranking of the issues. So, based on the master list of the problems and opportunities in their field they first rank the issue and opportunities develop action plan and specify the timeline. They also provide the periodic report to the large group. So, during these meetings action plan is created based on the data coming from the large number of people. But success is not dependent only on creating action plan success depends on how the work and implementation process is supports this action plan. And for that to happen a periodic reporting system is established and that is where the role of the champion and the sponsors of the confrontation becomes. Generally top management people members from the top management act as the role of the sponsors or the champions and they are the one who are closely involved in the periodic review. And whatever actions are taken based on certain decisions and recommendation by the specific groups are reported constantly reported back to the large group which was involved in the confrontation meeting. Confrontation meeting with the different names and format is being implemented in many organizations. So, different names being used are like private levels, action forums, town meetings, fast, on track, power sessions, 30, 60, 90 process. In the companies like Philips, Bistelmaier, Squib, Yellow Freight, Frito-Lay, Borden, Novartis, JoyMining, Machine Green and many more. So, this is one set of large organizational level intervention. So, based on this description what we can conclude about the prerequisites of the confrontation meeting. Generally the confrontation meetings are successful in the context of specific strategic challenge. Number 2, confrontation meetings are successful when there is a representation of the large organizational system. Number 3, success of the confrontation meeting depends on how robustly the implementation plan is in place without constant feedback and the review mechanism. Whatever emerged in the confrontation meeting may fizzle out or may remain as a matter of conversation or even may get forwarded if it is not subjected to testing and implementation process. Now, we look at the inter-population interventions. We know that small or large groups constitute the organization and they decides the functioning of the organization. How the different groups interact with each other in an organization? Groups work together that is how they interact. Is that all? Groups hold identity. You join a group, you become part of the group and you take that particular identity in a very short span of time. Groups also place demand to each other. Quality department plays demand to the production department, the finance department put up the demand to the operations department, operations and all other department put their demand to the finance department. So, groups keep placing demand to each other. Groups create problems also for each other and that is how they fight as well. So, to resolve the issues between the two groups, we will discuss two specific interventions in this session. Microcosm groups and resolving intergroup conflict. Microcosm group. Microcosm group is a small is the small groups that solve problems in the larger system. Small group members characteristic must be reflected in the issue being addressed. So, for example, a microcosm group which is working on the diversity also must be diverse. Primary mechanism for change is the parallel process. What is the psychological process behind working the microcosm group? So, parallel process idea suggests that if the small representative groups are formed, a group can intimately understand and solve the complex organizational problems. We can understand this with the example of cross-functional projects and design teams. When a system or an organization faces a challenge, we see sometimes the cross-functional groups are formed. Cross-functional group members bring the perspective of the group from where they are coming. Their ability to put forth their the point of view of the group makes other group members also to understand and realize and acknowledge how their group being perceived by other groups. And it is found that parallel processes are successful because it is it is it is found that when people coming from the different groups assemble in one group, they are able to bring the perspective of their group. Because they hold their entity, because they have the data that makes whole group aware of the microcosm group aware of the different issues and opportunities and challenges faced by other groups. It is called microcosm group because it is representative of the cosmos. If organization is considered or a bigger system is considered as cosmos, this is a micro group because this is constituted of the representatives from the components or the sub groups or sub organization groups of that organization or the plant or the organizational unit. How microcosm group integration is conducted? First of all,issue has to be identified. If issue is not system wide, microcosm group is not a good intervention. Microcosm group works best when it is given an issue which is a system wide problem. Otherwise, there is no use of making microcosm group to work on this problem. Then the microcosm group is convened. It must be convened in a way which reflects the appropriate mix of the stakeholders involvement of the appropriate level of employees or managers. If microcosm group is about the administrative lapses or operational challenges, it must involve people from the quality production, operations, supply chain, IT who all are involved in creating and addressing that problem. As I gave example before, if a group is working on the diversity, then microcosm has to represent has to have the diversity within itself. So, convening the microcosm group is very important step. It must be done according to the issue in hand. Second is providing the group training. If we assume that just by making the microcosm group and asking them to convene the meetings, conduct the meetings and address the problem, they may not be able to address it efficiently. These microcosm groups requires the specific training as well. Particularly, two types of trainings are relevant for the microcosm group. Group problem solving training and decision making training. They need to be trained on how team charter is created, how to set up the following set up and following the norms, what should be the norms and they must be trained in making the definition of the problem to be addressed. If a microcosm group is not able to identify properly and articulate properly the problem in hand, very less likely they are going to be effective in their role. So, microcosm group requires some training. After the training, they are given and empowered with the necessary resources and information. Information in a way is a resource in itself to address the issue in the group. So, you remember the typical process of the OD, it starts with diagnosis, design, implementation, it starts with diagnosis and then it includes design, implementation and evaluation. Similarly, a microcosm group also need to diagnose the issue. They need to design, implement and evaluate their interventions, their recommendations and if they are implemented, they have to look at the impact of there. What is the key issue at this stage? Can it be done as simply as we are describing it? What might be the complexities in this process? Resistance to change, the organization support may not be there. Gaining organizational commitment is the key issue at this stage. We can convene a good microcosm group, they may be competent in in addressing some of the addressing their problems, but still there will be a challenge if they are not able to gain the organizational commitment. Without the organizational commitment, whatever they recommend cannot be implemented. Now, how to gain the organizational support? That is the question. What microcosm group should or should not do to gain the organizational support to implement the ideas they recommend. What they need to have is very high level of transparency and extensive communication. How we maintain the transparency? Microcosm group may invite the senior managers, workers, union representatives to their meetings. That is one way of enhancing the transparency. Another way of enhancing transparency is that they report everything, their development, how they develop the issue, what are their plan for implementation, how they design, they can keep sending it out and taking feedback from large number of stakeholders. And keep reporting the organization or unit they are accountable to about how they are thinking and what they are planning. So, transparency and extensive communication are play a key role in gaining the organizational support. Once they get the organizational support and they have they are able to implement things, then microcosm group is generally dissolved. Before the dissolution they need to prepare a project report, they need to make the final presentation. So, microcosm group is a method to bring the perspective from the different groups in the room and having a discussion keeping the whole system and its opportunities and challenges in mind. Our next intervention is resolving intergroup conflict. As we discussed previously, groups in the organization not only work together, groups and departments in the organization getting to conflict as well, they put the demand as well on each other and sometimes they obstruct each other as well to function in the best of their ability. So, where the intergroup conflict can be more dysfunctional and where it is less dysfunctional, where the intergroup conflict can be more severe in the situation when there is a interdependence in the group. Suppose there is an organization which has different product lines, a competition and a healthy competition may be smaller the minor conflict will be good for the performance of these groups. But if there are two departments which are independent interdependent finance and accounting, marketing within the marketing sales promotion and advertisement, if these groups having start having conflict then this will be much more dysfunctional. So, in order to make the groups function well with each other, we need to keep resolving the conflicts arising in the process of their functioning. If you remember the role negotiation technique, role negotiation technique we used we discussed as a team intervention. A similar logic is applied for the intergroup level role conflict resolution as well. In this process groups and consultant convene to address the issues. Generally the role of consultant is very useful in this stage because consultants are being looked unbiased and they have a third party view overarching view of the situation. So, consultant can play a very significant role in resolving the intergroup conflict. Groups are asked to address three questions the conflicting groups are asked to address three questions. Number one what qualities and attributes best describe our group? Who are we as group? Number two what qualities and attributes best describe their group means they write about their perception about other groups. And third question is how do we think the other group will describe us? So, third question is basically writing answer of the second question on the behalf of the other group. If there are multiple groups more than two groups are involved all the groups make this list for all of the groups. Then groups exchange and clarify the answer that is the open process where they do not get into the fights or explanation they read whatever the group has prepared. In this process other groups become aware of how they are being perceived and how they behave that makes other groups open to reflect on their own behavior and attributes. That that reflection helps the groups to analyze their discrepancies and work to understand their contribution to the perception. So, once they listen about the attributes and perception from the perspective of other groups they at times ask for the tangible feedback or tangible data based on which other group would have formed that perception. And if other group is able to give a specific objective data then this group can reflect explain their position or can also reflect whether they can respond to that situation differently when next time and all this. Then group discusses the discrepancies and contributions and group work to develop action plan on key areas. So, these discrepancies and contributions discrepancy means how my group is being perceived by other and what is the difference in that perception. Same incidents same response can be perceived differently by other group. So, that is the that is a discrepancy that needs to be clarified. But there is a contribution as well mean we also recognize that in the conflict what is the contribution of my group and that also need to be acknowledged. Based on the understanding we arrived at a master list and action plan is created where two groups decide what they will start or stop doing to make the all other groups functioning well and in harmony with each other. This is an example of intergroup conflict presentation.


Russell's account of knowledge realized crucially on this idea that the universals are something real and they're not physical and since they're reeling wants to make judgments about You know physical things about the real world. Well, they can't be just merely mental either They have to be neither physical nor mental a really important question with this Given that Russell says that all knowledge begins with acquaintance is how we can be acquainted with these You know universals that are neither physical nor mental in this section he tries to get an account of how we can become acquainted with universals and You know the answer basically is that you have first to become acquainted with the particular things and then from that you have this process you go through this kind of abstraction you see the similarity between these things and this gets the whole the whole ball rolling where You could become acquainted with universals By seeing how particulars are similar to each other probably the easiest way to begin with this notion of How we get the universals in particular is to start with particular things that are pretty much exactly similar to each other so Well Russell points out is that we look at particular things right and you look at each of these leaves each of these leaves is Bear a strong resemblance to each other They're very close and description to each other You know the big difference is that perhaps a location on the stem Right, but they have a very similar shape. They have Pretty much the same colors They have the same structure when you look at the veins of the leaves So each of these are particular leaves But they have a relation of resemblance to each other This one resembles this one this one resembles this one this one is this one so on and so forth. I in fact, you know we we would look at this resemblance and we would say that They have you know that they are the same kind of thing because of that resemblance So it starts here Right, we can start here with this with this very very strong Similarity in fact that they they're almost exactly similar to each other and having that exact similarity We say it's of the same kind Well, that's similarity right and that that helps us out a lot. So you notice Here is that same leaf that we saw that we just saw okay, and you know each of these leaves are similar to each other Now each of these leaves are similar to to each of those of the same kind right So this there's a similarity here, and there's a similarity here But notice these leaves Have have a diss similarity to these leaves The structure is different. You got two different colors in these leaves here Even you know these are on a single stem and you got five of them coming off a single stem where you get a lot You get a different structure right there The structure inside the leaf of the veins it's something that's that's got a diss similarity between these two as well so what we have is we have similarity that's one way of Understand these particulars, but we also have diss similarity Now similarity and diss similarity give us two very important things and and logic right is and is not This one is like this one this one is like this one. Okay, so these are all of the same kind This one is like that one that one is that those two these are the same kind But this leaf is not like this leaf. These are not of the same kind at least Not right off the bat, right? There's an important diss similarity between these two now With similarity and diss similarity we get is and is not and this is going to be the foundation of logic And it starts with Aristotle way back with the Greeks Oh his logic was based on this of being able to say that one A subject is a predicate or is not a predicate So we could have a universal a predicate here and we can have a universal a predicate here given this similarity And we say this leaf is not like this leaf or is not this kind This is how universals get us started With is and is not and get us started on the road to logic and then logic Gives us everything else dealing with universals Merely as exact similarity is not going to get us very far Very few things are like those leaves that we looked at where they're exactly similar to each other But there are other universals we can deal with all right, so You know Russell gives examples of pulling universals from sensible qualities. All right, so here's what he's talking about Let's look at Let's look at this these leaves right here. All right They have a particular color Look at this tree back here It has a particular color and then of the switch sides and Then that tree right there Now now look at him just compare what is your challenge. Let's step out of frame a second compared to each other You notice that there are different colors, right? They don't that the colors aren't exactly the same, but there is a resemblance between the three of them Now that resemblance is what we call green You see the resemblance Between the three of them even though that resemblance is not contained in the sensible qualities The sensible quality that that's the individual colors for each of these three, but the resemblance is something other than that Now you don't need to infer that resemblance that's something that you know happens automatically you use you Grasp that resemblance right away as nearest I could tell this is what Russell means by being acquainted with the universal You have an immediate grasp of the resemblance between those three So this way You are acquainted with the universal green Even though you've only seen three shades But that's okay, right? You just you're getting acquainted with what the three colors have in common namely green the sensible qualities like colors are kind of an easy start You know kind of easier to see resemblance in terms of of color and we do a lot of abstraction as far as this is Disturbing look at you. We look at the particulars and we abstract away Universalists we Yeah, like I said, you know the sensible qualities. That's one we could Excuse me Color is one. We can also do light and dark that that'd be another You could do examples. I mean I can't do it with a video of course But we could do examples with touch smell taste so on and so forth even what you hear It's it's really kind of interesting to me that you know a sea a middle sea is lower than a than a high sea yet There's still a similarity between the two and you know, that's one of the reasons why we had the musical scale Sensible qualities are one thing. What about space and time? now space We can add you again the space is not contained in the sensible qualities so you know behind me we have I have the water fountain and What we could do is it kind of impose and here I have the sensible qualities in my hand and they are you know You immediately Grasp or apprehend that it's spatially speaking in front of excuse me in front of that fountain behind me and You you do do you do this automatically even though that's not contained the sensible qualities Now you might think well. No, no, it's it's contained in sight right the distance is contained in sight Well, here's a small short little proof that it's not right.  It's the same distance Yet my hand is not closer to you than the fountain from you on the computer screen All the pixels are the same distance from your eye to your eyes yet. You immediately grasp the distance so Distance is another one of these things that Russ is gonna say we We are acquainted with you know with particular things were acquainted with the particular but from that we abstract the universal From that we abstract the universal With you so that's that space right well with space we can very quickly get greater than and less than the distance from the camera to my hand is less than the distance from my camera to The fountain Greater than a less than that comes you know that that happens pretty quickly as far as time well, I Started I just began speaking you know more than a few seconds ago the progression of time has passed and You grasp that Even though that's not contained in the sensible qualities It's not contained the sensible qualities You know if you want some for the proof is not contained the sensible qualities You know take a look at the little timer down at the bottom of your screen for this video Now that the certain amount of time has passed you probably don't know what it is just by looking at the sensible qualities You have to look at that timer yet. You still grasp before and after You still grasp before and after all right and you can do similar Abstraction in terms of greater than and less than with time as well, you know the amount of time That has passed between now and Now is less than the amount of time that's passed between the second now and when I first spoke in this scene That's greater than and less We don't encounter the universals in everyday life. We don't see them or hear them Right we see and hear what we have our experiences that what we that's what we see in here But we abstract away the universal From those particulars. We immediately grasp That universal and it's in that way that we're acquainted with that universal We abstract from the particulars We abstract for the particulars from the particular since data And one that abstractions immediate it's immediately present to our mind and it's in this way that we grasp the Universals that we are acquainted with the universals universals are not Are not given in the sensible qualities particular instances are okay and Those particular for those particular instances we abstract away, but the abstract itself is Not in the particular instance the abstract is what the universe is what the particular is having common But it's not contained in any one particular particular All right So what do we get from this well with with these Universals very quickly we get is and is not okay. We give universal for sensible qualities and that's great that's a great start and From that you can get such things to shape shape isn't hard Shape is actually pretty straightforward with given shapes of things We abstract away the resemblance of shape from particular things and then we start identifying those Shapes with the simplest the triangle to the square and so on and so forth before long we got geometry with Also with this resemblance and dissimilarity we have is and is not which is the foundation of all of logic logic Can give us mathematics really quickly if you don't like logic for mathematics. Well, we can You know we can start with shape right and you start counting the sides and With counting the sides you have mathematics really quickly you have greater than or less than we saw that was space and time Spate greater than or less than also will give us mathematics real fast We would not only abstract away Logic and mathematics geometry we abstract away cause and effect cause and effect is not seen There is no little light that shines every time one thing causes another we abstract away cause and effect from these particular instances Now, you know with cause and effect it's not and you put that together logic. It's not hard To get induction so pretty soon. We've you know, we've got the principle of inference. They got the principle of induction We have all of our universes Now, you know, you know getting a little ahead of myself We had the universe right now putting them together for the judgments like the principle of inference and the principle of induction putting together for the judgments is another thing, right just Becoming acquainted with the universe is not yet truth Green as universal isn't something true or false green is a color or Most if not all leaves are green. All right, that would be a truth now the That deals with judgments and we put the universe together get judgments Now judgments are different matter. You're not acquainted with judgments In order to determine whether your judgments are true or false We need to talk about intuitive knowledge And that's the next section


Dead. Alright. See you here. Send it to the side. Right this way. Watch my head. And take the ball back to CC. Hey, still there. Hernandez, you see anything on the back side of the truck? Alright, dead. So there's only four actual casualties? That's what they painted, yeah. So there's three all shrapnel wounds, one dead. S-O-G, S-O-G. For the L-C-E, we have four casualties, one confirmed, K-I-A, two, or three suffering injuries. How copy? State voice. They got it. Be negative. To the rear of 8-5-1. To the beginning of, yeah, to the rear of 8-5-1, you call it there. Anything like in the trees, that's ours right there. KC, I need to react to something. Alright, go ahead.


The Tug Valley Panthers exceeded expectations last year, marching two weeks deep into the playoffs, but after losing multiple skill players, the Panthers have a tough schedule ahead as we go in the huddle. After losing a good portion of their roster last season, the Tug Valley Panthers are looking to make another playoff run after losing in the second round of the Class A playoffs last season. The standard is now set as the Panthers prepare to take the field. I guess everybody knows we lost an extremely good senior class last year. They played a lot of football here and a lot of those guys are going to be hard to replace. The guys that left last year, they're really great. It's going to be hard trying to find guys like them, but we've got some new guys coming up and I think they're going to feel their shoes pretty good. We've had a lot of people get in the weight room and try to get conditioning real good, trying to feel big shoes of all the seniors that left, just trying to feel their place. Improvement is key for this young Panther team as they stroll down the road of success. These kids come out here and it works extremely hard every day and that's what I tell them. We want to get better every day if we can do that and then when Friday night rolls around and we've got a game, we put it on the line and see what happens. I'm just glad to be here at Tug Valley. I have the best teammates and the best coaches in the world. The best fans, they're loyal. They always support us no matter what's happening and I'd like to thank my mom and dad for letting me be out here. Just thanks to all the coaches, players, mom and dad. Thanks to everybody. I hope we see a big crowd out. First home game is week three, so hope to see you guys there. A quick look at Tug Valley's schedule. The Panthers open up their season on the road for the first two weeks as they head to Sherman and Meadow Bridge. And just like Dawson Eli said, the Panthers first home game is week three as they face off with Mann. And then following that, they have two more home games up against Sheldon Clark and Tulsa.