AZ GOP Cites ‘Copyright Concerns’ After Deleting Incendiary Rambo Tweet
The Arizona Republican Party said on Tuesday it had deleted its inflammatory tweet bolstering President Trump's long-running efforts to challenge President-elect Joe Biden's legitimate victory in Battlefield State over "problems of copyright ”. The now deleted tweet, which featured a clip from the movie "Rambo", was removed after backlash for appearing to encourage violence. In […]

The Arizona Republican Party said on Tuesday it had deleted its inflammatory tweet bolstering President Trump's long-running efforts to challenge President-elect Joe Biden's legitimate victory in Battlefield State over "problems of copyright ”.

The now deleted tweet, which featured a clip from the movie "Rambo", was removed after backlash for appearing to encourage violence.

In a tweet posted Tuesday morning, the party retweeted a message from a pro-Trump “Stop the Steal” organizer saying, “I am ready to give my life for this fight.”

"He is. Are you?" the Arizona GOP account tweeted.

About an hour later, the group posted a clip from the action movie "Rambo" in a now-deleted tweet. In the clip, Rambo threatens to shoot another character in the face with an arrow.

The tweet also quoted Rambo's line in the clip: “It's what we do, who we are. Live for nothing or die for something. "

The tweet beckoning "Rambo" was quickly set on fire by Twitter users, including Rep. Ruben Gallego (D-AZ), for appearing to encourage violence to put pressure on Trump's virtually non-existent chances of a second term.

In an email to the Phoenix New Times Tuesday, Arizona GOP communications director Zachery Henry sidestepped the backlash of the now-deleted tweet by saying it had been withdrawn "due to concerns about the right to be 'author and fair use right'.

“The Arizona Republican Party condemns all forms of violence in the strongest terms. Scenes from fictional films must be weighed in their own context, ”Henry told the Phoenix New Times in an email. "However, due to concerns about copyright and fair use law, this clip has been removed."

The Arizona GOP's inflammatory tweet was posted amid Trump's refusal to concede, and his legal battles in battlefield states challenging President-elect Joe Biden's legitimate victory have been unsuccessful.

Last week, Trump went after Arizona Gov. Doug Ducey (right) for certifying the battlefield state's election results, prompting the Republican governor to discredit the incumbent president's unsubstantiated claims about widespread electoral fraud.

Trump's lawyer Rudy Giuliani, who led Trump's efforts to overturn the election results, held an unmasked hearing and meeting with Republicans in Arizona days before Trump. ad that the former New York mayor tested positive for COVID-19 on Sunday.

Hours after Trump announced Giuliani's COVID-19 diagnosis, the entire state legislature decided to to close this week.




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We all know that talking about others behind their back is bad. Gossip should be abhorred. I remember reading in a spiritual text that “backbiting extinguishes the light of the soul. ” DEEP. And it is.

Gossip is incredibly detrimental to any organization. And, what I think often gets missed is why people gossip. But, before we answer the question, “Why do people gossip at work ? ” let’s clear one thing up. I truly believe it is the rare person who chooses to gossip simply to be mean and hurt the reputation of the person or entity being talked about. Often gossip occurs for one of four reasons :

1 ) People fear the unknown. If people don’t have information that they want, they fear the unknown and will try to garner it from others – especially if that information appears to be hidden. This is why closed door conversations are so detrimental.

2 ) People want to belong and be included. If people believe they don’t have information that others have, they will feel excluded and on the outside of the “inner circle. ” Information is power. Everyone wants to be part of the team, to be included and the easiest way to identify those who are part of a tribe are those who are “in the know. ”

3 ) People crave intimacy and a sense of connection. I would suggest that because of the rampant pace we real at and the lack of real deal authentic communication with one another, many people crave a sense of genuine human connection and intimacy. Gossip is one of the quickest and easiest ways to connect with another human being. The secrecy, forbidden and exclusive nature of confiding in someone something that’s a bit subversive or judgmental is social super glue. Through the veneer of momentary vulnerability and trust, the two are bonded. Unfortunately gossip is a very sloppy second to real, meaningful connection.

4 ) People want to work with people they think of as peers. Meaning, if someone isn’t carrying their own weight, isn’t competent or capable enough to do their job or simply isn’t a good culture fit, then there will be gossip. Rather than being a “narc, ” employees will talk both about said individual and leadership’s lack of awareness/action. And they will talk often. The longer said individual goes unaddressed, the louder and more embedded the gossip becomes.

When it comes to gossip, these four reasons : fear, belonging, intimacy and the desire to work with others who carry their own weight, are all things that can be handled with some focused time and attention.

How do you want your employees to talk about your company ? How do you want them to feel when they walk in the door ? While this touchy-feely stuff may make you feel a little light-headed, when it comes down to it, company culture matters.

Many owners are taking a second look at their company culture to make sure it’s the one they envision – one that supports their company’s tâche, vision and values.

Insperity has spent the past 30 years building a human resources company committed to helping businesses succeed so communities prosper. In that vein, our leadership team offers these tips on having a great company culture.

You might think that trying to cultivate a positive workplace as an elusive, time-consuming waste of important resources, but studies show that the opposite is true. Creating a positive company culture begins with fostering happy employees.

Happy employees are 85 percent more efficace, experience a 60 percent drop in absenteeism and stay twice as long in their jobs as their less happy colleagues, creating a measurable effet on engagement, retention, safety, wellness, employer brand and even cost control goals, according to the study, The Science of Happiness, conducted by Globoforce.

Happiness is a habit that needs to be modeled. As a directeur or business leader, your demeanor and attitude in the office has an impact on your employees. When you demonstrate happiness you’re training your employees to follow suit.

Get in the habit of being grateful and showing gratitude for what you have. It can be a small thing – I am thankful for this cup of coffee, for the sun coming out today. When you make an effort to find things to be grateful for, you’re training your brain to be on the watch for more of what is good in your world. By making gratitude a habit, you will set the example for others and create a positive work environment. Focus on the positive when interacting with your employees. Point out their accomplishments and abilities. Remind them that they are a positive force within your company and that they have much to offer. This is a powerful motivation tool and it will help to create a “can-do” attitude in your workforce.

As a business leader you’re influential – your opinion matters, especially to your employees. Make it a goal to compliment people. Recognizing even small accomplishments and praising your team members in meetings or in an fax can make a big impact. It doesn’t have to be a big gesture.

We all know that sometimes work can get monotonous and overwhelming. Say for example that Mike is feeling a bit underappreciated and is frustrated with his current project. He comes to a meeting feeling defeated and unmotivated. Then you, as his manager, compliment his efforts and praise him for a travail well done. The impact is immediate – he feels valued. His demeanor changes, he becomes engaged and leaves the meeting with a newfound energy to tackle his project.

People need to have a sense of purpose at work. Their happiness is directly connected to knowing that they make a difference. It’s not enough for a manager to dole out tasks. Take the time to explain why the individual task is important to the company as a whole. This will give your employees a sense of purpose and belonging that will motivate them to strive for more. Engaged employees are efficace, enthusiastic and are willing to do what it takes to help your organization succeed. Creating a sense of purpose for your employees is an investment in developing a positive workplace.

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