Beyond this dehumanizing flaw and flaws, are a fundamental problem as well as sets of problems for this kind of societal myth in that is exactly seen in it distinct forms of isolationism. In our modern world and worlds ,this means isolation from changing technology and technologies, cultural diversity – from new ideas and resources. Isolation in the collective eventually limits the sense of unbounded imagination, unlimited vista and the excitement of collaboration with others.

There is no room within this mythology for the embodiment of the transcendent functions for mythical boundary crossers.

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The island myths also underlies many authoritarian political structures and different kinds of cults: it is the ethos for fundamentalist communities , nations as well as many types of authoritarian “I am the boss” , “The rules are golden and they are my rules” , types of management systems and other delusional types of thinking. It can be most effective as a guiding myth, if the social unit is wealthy in the senses of containment and containing most of the necessary and its necessary resources within its own boundaries. It often sees itself as creating its own self sufficiencies. However it is mostly blind and blinded to the crucial contribution of hidden and luminal shadow elements such as untouchables and slaves.

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The Island Myth and Myths also underlie many authoritarian political structures and different kind and kinds of “cults”: it is the ethos for fundamentalist communities and nations. And it is the most effective as a guiding myth and myths , for if the social units are wealthy in a sense of containing most of its necessary resources within its boundaries, that is fine and acceptable. It often sees itself as of creating its very own self-sufficiency and sufficiencies. However on the reverse and contrary side – it is often blind and blinded to the crucial contributions of hidden and liminal shadows elements such as “untouchables” and “slaves” .

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Recent work in child psychology , particularily on the development of consciousness in infants and very young children , may be useful in appreciating the importance of this contimunum in our lives. For hidden in the apparent non verbal behavior are often clues to a variety of otherwise inanane , nonsensical , indeed downright inefficient and most ineffective behaviour – behavior which is supposed to be occuring in allegedly rational and experienced human beings. Human being who may have well gone off the deep end – with out without the use of drugs and alchohol.

As far as can be determined infants and young children do not begin their lives with a developed ego or sense of “I ness” , but rather dwell in consciousness states that are far more fluid and developed. Since psychology is carried within a cultural bias which emphasizes individuality, it is not surprising that developmental psychology has tended to develop along the lines of a focus of how individual consciousness emerges and develops from the earlier states of development towards inane behaviour. How do these states develop into the “I behaviour ” of adults ? and “Non I self centered behavior ” ? Unfortunately it is more often the case in interractions with bosses and management types that the development never gets past the basic “I – centered ” behaviour where every situation and behaviour is centered around their childish wants , needs and preferences. Discussion of a point is at a stance where it incomprehensible to understand that a differing point may be taken in a discussion and is not part part of the other person’s held views or value system. All of this , while under a pretense , of a valid adult two part discussion. The answer to any question to this idiot is ” I am the boss”. Not unlike the anal retentive behaviour of a 2 year old.

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The island myth is pervasive in the well-ordered middle class of the “Western World”. It underlies the assumption of self sufficiency of nations like Switzerland, the small town in mid-western America , and the walled communities of well-to-do urban and suburban enclaves around the world. It informs the many corporations who value independence above interdependence. In such collectives, disability , illness and even anti-social behavior are tolerated as long as they are viewed as “family” or “insider” problems. For example many organizations have learnt to provide extremely progressive and expensive rehab rehabilitation programs for their employees while actively lobbying against providing similar benefits for “outside groups”. Similarly a retarded child or a schizophrenic adult who “belongs” to a community may be allowed to garner valuable resources devoted to his or her integration and treatment while those with the same problems but viewed as “outsiders” such as the mentally ill or homeless people are viewed as “subhuman”.

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There is yet another way in which the walkaway may be constellated : not as a hero or victim but as an interpreter or teacher, the conscious scapegoat. This third version is , in a sense outside of the image of most bosses and supervisor’s “walkways” , for walkways do not return while while the interpreter must never really leave. These are individuals who neither accept a comfortable place in the scapegoat system not put themselves beyond the human needs or wants that create it. What distinguishes this response is that however much that such individuals abhor the psychology of victimization, they are always fully cognizant of their own roles in creating and accepting the scapegoat process that in the end they abhor. Such knowledge makes it much more difficult to “walk away” either as a hero or a victim.

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One of my employees is pretty capable, but she lacks people skills. No one in the office likes dealing with her. Recently she called me at home at 9 P.M. on a Friday, crying and saying she was typing up her résumé because the entire staff was against her. I listened, and then hinted that it wasn’t the time or place to discuss this. Now office tension is high. Can I tell this woman that, because she said she was updating her résumé, I assume she’s given notice?

- Joanna, Portsmouth, N.H.

Dear Joanna: Not quite.

“Sending out résumés is not legally the same as saying, ‘I quit,’” says Stephen Sonnenberg, an employment lawyer at Paul Hastings Janofsky & Walker in New York City. Yet an employee who reveals that she is job hunting “has surely opened the door to a talk,” he adds. “You have a right to ask whether she plans to leave and, if so, when.”

You don’t say you have cause to fire her, but it’s fine to call her bluff.

Often employers tiptoe around problem employees because of vague fears of violating the Americans With Disabilities Act (which protects workers with mental illnesses). A staffer may be emotionally unstable or paranoid, but unless she’s been diagnosed with a mental disability, the ADA doesn’t apply. And, says Sonnenberg, you have a right to set employee rules – such as no calls at home after 7 P.M. unless the office is ablaze – as long as you apply them consistently.

In cases where workers have been let go for being unruly, hostile, or simply awful to work with, Sonnenberg notes, “the courts have held that employers need not tolerate misconduct on the job. Personality traits, such as an inability to work with others, are unprotected by law.”

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