DOCSLIB.ORG

The Whistle, January 2013

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
The Whistle, January 2013 “All that is needed for evil to prosper is for people of good will to do nothing”—Edmund Burke The Whistle No. 73, January 2013 Newsletter of Whistleblowers Australia Whistleblower John Kiriakou to go to prison — see pages 9–10 Media watch Whistleblower reveals American had a conversation with two After a week-long “witch-hunt” by doctors while she was in the room. senior students, police have been Armstrong threats According to Betsy, Armstrong drafted to investigate violent threats Sydney Morning Herald admitted then that he had been taking against so-called “moles” and whistle- 16 October 2012, p. 18 erythropoietin, testosterone, growth blowers who have been exposing the hormone, cortisone and steroids to college’s mob rule culture from within. LONDON: Lance Armstrong has been improve his cycling. accused of using intimidation and David Walsh, a journalist, became threats in a desperate bid to stop a aware of that incident via an off-the- whistleblower going public with record statement from Betsy in 2003 claims about his alleged drug use. but Armstrong quickly got word that Armstrong, who maintains his inno- she had revealed his secret. cence, has been stripped of his seven He responded by starting an intimi- Tour de France titles by the US Anti- dation campaign that lasted years. Doping Agency and banned from the First he sent Frankie, who briefly sport for life after the organisation used erythropoietin at Armstrong’s claimed he orchestrated the most urging, an email that read: “Helping to sophisticated doping program ever bring me down is not going to help seen. y’alls situation. There is a direct link to An honorary professor at the univer- But Betsy Andreu, the wife of all our success here, may I suggest you sity, Roslyn Arnold, revealed she had advised the college’s rector, Michael Armstrong’s former teammate Frankie remind her of that.” Bongers, to “put those at risk in alter- Andreu, claims to have known the When Betsy refused to sign a state- native accommodation as soon as American was doping for 16 years and ment in support of Armstrong and has had to deal with his attempts to discrediting Walsh, the Texan began a possible.” Professor Arnold, who quit the St silence her ever since. media smear campaign. John’s executive this semester, said: As rumours of drug use continued “There is a witch-hunt taking place to to swirl around Armstrong in 2008, trace all those students who have been Betsy was left a sinister voicemail brave enough to speak out against the from a friend and former business ongoing humiliation and abuse. associate of Armstrong. “The threats are serious and they are “I hope somebody breaks a baseball real. The college has a duty of care to bat over your head,” it said. “I also protect possible targets from any hope that one day you have adversity in your life and you have some type of repercussions.” tragedy that will definitely make an Fairfax Media can confirm that hotel rooms have been offered to impact on you.” several students who feel they need Betsy said of Armstrong: “If he urgent protection, or are too distressed wants you to be intimidated, he’ll be to remain on campus. It is understood the bully; if he wants you to believe other students will be approached his lie, he’ll charm the hell out of you.” about the situation over the weekend. In the past 48 hours, fear and paranoia have swept through St John’s “Lance waged a war against me and I College scandal: after rumours that an IT expert was fought back quietly and smartly,” she police move in called in by some students to track electronically a stream of messages told The Mail on Sunday. “Every time Eamonn Duff exchanged with media outlets. he said something untrue about me, it Sydney Morning Herald just empowered me more. The more he 10 November 2012, p. 1 Professor Arnold likened the behav- iour to what you would expect to find called me a liar, the more I was going in a faraway country under a “military to fight. No way was I going to let POLICE have been called into St John’s dictatorship.” “Who do these delin- somebody lie about me.” College at the University of Sydney quents think they are? It is hard to She was friendly with Armstrong and a hotel “safe house” organised believe that it has reached this point — thanks to her husband, who cycled on amid fears for the safety of several the same teams at various times students who have spoken out against but it has.” between 1992 and 2000. ritual abuse and widespread destruc- The threats were lodged on an iTunes forum regularly used by With her then fiance, she visited tion on campus. Armstrong as he received treatment for students. In one exchange about a first- testicular cancer in 1996 and the year female student who had spoken 2 The Whistle, #73, January 2013 publicly about her “victimisation,” one Grid Australia and the shut down bad press, among other warned: “Whoever wrote to SMH, you things. will get what you deserve bitch.” campaign to gag So how can Grid Australia get away A female student was later named outspoken farmer with its threats to sue Bruce and accused of being the one respon- Michael West Robertson? sible, with one vowing to “crucify” her Sydney Morning Herald For the past week, BusinessDay has “upside down.” Threats were also 15 November 2012 made repeated requests of Grid made to a Fairfax journalist, with one BusinessDay, p. 4 Australia’s law firm, Ashurst, to justify student stating: “I will look for you, I its action on legal and ethical grounds. will find you and I will kill you.” THE thing that really irks Bruce Requests for an explanation have been Robertson is not just that the giant ignored. Not even a “no comment” has power companies are threatening to been forthcoming. sue him but that their lawyers are Was Ashurst, one of Australia’s demanding he pay for their costs. “big six” legal firms, happy for “It was a service I never requested,” Robertson and his family to lose their quips Robertson, who has had to resort farm for the sake of making a fee? No to black humour since the letter from answer. Grid Australia arrived out of the blue As governments can’t sue for defamation, and big companies can’t last week. In the quintessential act of corporate sue either, we can only assume that Last Sunday Fairfax Media reported Ashurst has deemed Grid Australia to that Australia’s oldest Catholic college bullying, the nation’s electricity transmission giants are threatening to be a small “not-for-profit” entity with had descended into anarchy, with ritual less than 10 employees. abuse and widespread vandalism sue the corporate-analyst-turned-cattle- farmer from the mid-north coast of This highly contestable and techni- escalating. cal conclusion might allow them to A problem-plagued year started in NSW. Robertson has been a constant thorn skirt around the law — the letter of the March when a first-year female student law that is. Clearly as a front for the was rushed to hospital with a bleeding in their side this year, revealing how the industry’s “gold-plating,” rubbery power companies, the action shatters stomach after being pressured to drink the spirit of the law. But Grid Austra- a toxic cocktail containing shampoo, forecasts and rhetoric have been the main factors behind the nose-bleed rise lia’s action rests on shakier ground alcohol and dog food. It ended this than black letter law. week with the Catholic Archbishop of in power bills. Grid Australia, the peak body for It doesn’t even appear to be a legal Sydney, George Pell, asking the five entity, for a start. And it has to be a clerical fellows on St John’s governing the transmission giants, is trying to muzzle him with legal threats. legal entity to sue. body to resign. This story is not just about power According to ASIC searches, Grid The Premier, Barry O’Farrell, then companies gagging an outspoken Australia is not an incorporated body. announced plans to examine legislation Nor does it have a business name. Nor governing the college, and the univer- critic. It is about governments too. Grid Australia’s members are mostly does it seem to be an incorporated sity’s vice-chancellor, Michael Spence, association under the Associations expressed a desire for a wider review state-owned power companies. They speak for $10 billion in network assets Incorporation Act. that would modernise the university’s and they don’t like Robertson accusing The website does not list a board. four religious colleges. them of gold-plating one little bit. The contacts for Grid Australia all Here’s the catch. Governments are appear to be Transgrid employees. And [Subsequently, all other members of not allowed to sue their citizens (this is the website was registered by a the governing body resigned, a new a good thing). Queensland Electricity Transmission board was appointed and 33 students, Nor are the other two members of Corporation, not Grid Australia. originally implicated in the events that Grid: Victoria’s SP-Ausnet, which is led a student to be hospitalised, were controlled by a Singaporean multin- barred from the college.] ational, or South Australia’s transmis- sion provider, ElectraNet, which is a consortium of powerful financiers. Both are too big to sue. Under reforms to the defamation laws seven years ago, big companies are no longer permitted to sue (Section 9 Defamation Act, 2005).
Load more

Recommended publications
  • The Foreign Service Journal, October 2012
    PUBLISHED BY THE AMERICAN FOREIGN SERVICE ASSOCIATION OCTOBER 2012 THE NEW FOREIGN SERVICE GENERATION TEHRAN, 1979: THE UNTOLD STORY LOCAL LENS DEBUTS FOREIGN October 2012 SERVICE Volume 89, No. 10 FOCUS THE NEW FOREIGN SERVICE GENERATION AFSA NEWS Today’s New Hires: What They See, What They Say / 22 AFSA Celebrates High School Essay Contest Winner / 57 The hiring wave that began in 2008 with State’s Diplomacy 3.0 program and USAID’s Development Leadership Initiative increased these agencies’ State VP: Staying in Place Foreign Service ranks by 17 and 54 percent, respectively. Here’s a look in an Up-or-Out System / 58 at the new hires’ thoughts and expectations about their work. FCS VP: Water Under BY SHAWN DORMAN the Bridge / 59 FAS VP: The Mid-Level The Hiring Pendulum / 25 Staffing Gap / 60 The boom and bust hiring cycles at State and USAID have created serious staffing problems. FSOs Help Bosnian Street Dogs Survive / 60 BY SHAWN DORMAN Ambassador Chas Freeman Gen Y, and On to Z / 28 Gives Adair Lecture / 61 A retired ambassador shares her impressions of the new generations. AFSA Bylaw Amendments Pass / 63 BY EILEEN MALLOY TLG Intern Has “Fantastic” What I Wish I Had Known … / 38 Summer at State / 63 New hires talk about what they wish they had known before joining COLUMNS the Foreign Service. EDITED BY SHAWN DORMAN President’s Views / 7 Diplomatic Capacity Needs Professional Institutional Bridging the Foreign Service Generational Gulf / 42 Leadership More than half of the current Foreign Service has joined since 9/11. BY SUSAN R.
    [Show full text]
  • Download a History of Psychology the Emergence of Science And
    A HISTORY OF PSYCHOLOGY THE EMERGENCE OF SCIENCE AND APPLICATIONS 6TH EDITION DOWNLOAD FREE BOOK William Douglas Woody | --- | --- | --- | 9781138683716 | --- | --- Doug Woody Help Learn to edit Community portal Recent changes Upload file. Work motivation reflects the energy an individual applies "to initiate work- related behavior, and to determine its form, direction, intensity, and duration" [58] Understanding what motivates an organization's employees is central to IO psychology. To be most effective, a leader should be able to influence others to behave in ways that are in line with the organization's mission and goals. Retrieved January 20, The Heritage of Industrial Psychology. Instead of viewing performance differences as human "errors", Cattell was one of the first to recognize the importance of differences among individuals as a way of better understanding work behavior. NEW - Expanded time lines and enhancement of learning aids within the text. They contribute to an organization's success by improving the performance, motivationjob satisfactionand occupational safety and health as well as the overall health and well-being of its employees. The following traits have been identified as those that predict leader emergence when there is no formal leader: high intelligence, high needs for dominance, high self- motivation, and socially perceptive. Empiricism, Associationism, and Utilitarianism 7. Journal of Occupational and Organizational Psychology82, — Those tasks that require predominantly independent work are best left to individuals, and team tasks should include those tasks that consist primarily of interdependent work. By taking both in-role and extra-role performance A History of Psychology The Emergence of Science and Applications 6th edition account, an IO psychologist is able to assess employees' effectiveness how well they do what they were hired to doefficiency outputs to relative inputsand productivity how much they help the organization reach its goals.
    [Show full text]
  • Congressional Record—Senate S5876
    S5876 CONGRESSIONAL RECORD — SENATE May 25, 2005 DeMint Inhofe Shelby that we will have an early time in the perspectives on managerial conduct, DeWine Isakson Smith morning to come to work and we do their philosophy on how much latitude Dole Kyl Snowe Domenici Landrieu Specter not spend all the morning on morning a President should have in nominating Ensign Lott Sununu business. subordinates, and many other factors. Enzi Lugar Talent Mr. FRIST. Madam President, calling On top of these different perspec- Frist Martinez Thomas upon my earlier cardiac surgical days, tives, allegations were raised about Graham McCain Thune Grassley McConnell we will start as early in the morning as Secretary Bolton that led to an ex- Vitter Gregg Murkowski panded inquiry. Republicans and Demo- Voinovich the Democratic leader would like. Hagel Roberts Warner In all seriousness, we will agree upon crats differed on some procedural as- Hatch Santorum pects related to this inquiry, as well as Hutchison Sessions a time in the morning so that we will have plenty of time. on the relevance of some allegations NAYS—43 Mr. REID. I also say if, in fact, there and documents. Despite these sub- Akaka Durbin Murray is more time needed tonight, would the stantive disagreements, we were able Baucus Feingold Nelson (FL) distinguished leader allow Members to to work together in an effort that rep- Bayh Feinstein Nelson (NE) resents one of the most intense and Biden Harkin Obama move past 6:30 tonight on debate. Bingaman Jeffords Pryor Mr. FRIST. Madam President, we most far-reaching examinations of a Boxer Johnson Reed would be happy to.
    [Show full text]
  • The Toll of Workplace Bullying
    Research Management Review, Volume 20, Number 1 (2014) The Toll of Workplace Bullying Robert Killoren TCP Consulting OVERVIEW hard to believe that this highly paid, highly educated (Stanford graduate), mountain of In the fall of 2013, a story broke in the a man could be bullied. But that’s the nature news about a victim of bullying. A football of bullying. It does not matter how big player left his team because he was being victims are, or how smart they are, or how bullied. But this wasn’t some local old they are. They can be kids in the school newspaper reporting on a little kid on a Pop yard or executives in a board meeting. Warner team. It was national news about a Bullying can happen to anyone, anytime, professional lineman for the Miami anywhere. Dolphins. The player, Jonathan Martin, Bullying may be more common than reported that he was leaving the team most people think. According to a study because he could no longer take the abuse commissioned by the Workplace Bullying he was getting from some teammates Institute, one in three employees experience (Pelissero, 2013). bullying in the workplace either as a victim In a January 2014 interview that aired or as a witness suffering collateral damage on NBC, he described what almost any (Zogby International, 2010). Seventy-five victim’s experience would be like: “I wish I percent of those instances involved top- would have had more tools to solve my down bullying by a supervisor. Few situation,” Martin said to interviewer Tony organizational or operational flaws can Dungy, the former NFL head coach of the wreak as much havoc as a bully in the Indianapolis Colts (Connor, 2014).
    [Show full text]
  • Workplace Bullying and Harassment
    Law and Policy Remedies for Workplace Bullying in Higher Education: An Update and Further Developments in the Law and Policy John Dayton, J.D., Ed. D.* A dark and not so well kept secret lurks the halls of higher education institutions. Even among people who should certainly know better than to tolerate such abuse, personnel misconduct in the form of workplace bullying remains a serious but largely neglected problem.1 A problem so serious it can devastate academic programs and the people in them. If allowed to maraud unchecked, workplace bullies can poison the office culture; shut down progress and productivity; drive off the most promising and productive people; and make the workplace increasingly toxic for everyone who remains in the bully dominated environment.2 A toxic workplace can even turn deadly when stress begins to take its all too predictable toll on victims’ mental and physical health, or interpersonal stress leads to acts of violence.3 Higher education institutions are especially vulnerable to some of the most toxic forms of workplace bullying. When workplace bullies are tenured professors they can become like bullying zombies seemingly invulnerable to efforts to stop them while faculty, staff, students, and even university administrators run for cover apparently unable or unwilling to do anything about the loose-cannons that threaten to sink them all. This article examines the problem of workplace bullying in higher education; reviews possible remedies; and makes suggestions for law and policy reforms to more effectively address this very serious but too often tolerated problem in higher education. * This article is dedicated to the memory of Anne Proffitt Dupre, Co-Director of the Education Law Consortium, Professor of Law, Law Clerk for the U.S.
    [Show full text]
  • Hazards C Onference Rep Ort Edition July 2010
    UK National Work-Stress Network Another Successful Hazards Conference at Keele he weekend of July 10th saw yet again almost 500 delegates gathering for their T annual injection of enthusiasm for health and safety campaigning. It was very encouraging to see so many new delegates there, and to hear that they wanted to stay on and indeed come back next year! The Friday evening session was well attended and although the expected Ghanaian 2010 guest speaker was unable to join us a very moving session was created by the showing of the FACK DVD. Ian Draper opened the Conference and welcomed delegates, congratulating those who were attending for the first time and ensuring them of a good July positive experience. Dorothy Wright of FACK presented the film which recorded the heart-wrenching events surrounding a number of tragic work-place deaths, all of which could have been prevented by proper and effective safety management on the part of the employers. The families of those killed live on in pain for the rest of their lives. But in many cases Edition the killers remain unpunished, and even uncaring. A period of silence was observed following the showing of the film and delegates were advised that it was possible to order copies at the exhibition table. The DVD can be purchased at £10.00 via the Greater Manchester Hazards Centre. Saturday morning’s formal plenary provided opportunity to hear from Mick Murphy a member of FACK outlining how his son had been tragically killed. A presentation was also given by Prof Steve Tombs outlining the sad lack of real enforcement of safety law and how the new coalition Government’s Young Review would be looking at how safety regulation might be changed.
    [Show full text]
  • 1 the Association for Diplomatic Studies and Training Foreign Affairs Oral History Project STEPHANIE SMITH KINNEY Interviewed By
    The Association for Diplomatic Studies and Training Foreign Affairs Oral History Project STEPHANIE SMITH KINNEY Interviewed by: Charles Stuart Kennedy Initial Interview Date: March 25, 2010 Copyri ht 2012 ADST TABLE OF CONTENTS Background Born in Florida rowing up in Florida Race relations Vassar College% University of Madrid, Spain Harvard raduate School of Education (H SE, Teacher and lecturer Charles Merrill Marriage Southern racial integration Foreign Service -.ives Seminar/ Me0ico City, Me0ico1 Spouse of Foreign Service Officer% Teacher, 123251235 American school (Colegio Americano, Student body Threats and kidnappings Terry 8eonhardy President 8uis Echeverria Anti5Americanism Husband9s Consular duties Violence Partido Revolutionario Institutionalizado (PRI, Kissinger .ashington, D.C.% Spouse of Foreign Service Officer 123551236 Discomfort as Foreign Service wife Family 8iaison Office (F8O, Pregnancy Common Cause Dorothy Stansbury Seeking changes for Foreign Service .ives Hope Myers 8eslie Dorman 1 Association of American Foreign Service .ives (AAFS., Report re concerns of FS Spouses and Families (1236, David and Jean Newsom Birth of daughter Entered the Foreign Service 1236 State Department1 Bureau of Cultural Affairs (CU,% Fulbright Officer 1236 State Department1 Office of the Director eneral% Policy Coordination Team 12365 1232 Family 8iaison Office (F8O, Carol 8aise Purpose and function .omen9s Action Organization (.AO, Allison Palmer John and Cynthia Thomas Jane Dubs Declaration on Spouses (1231, AAFS. and Capitol Hill Jean
    [Show full text]
  • Van Stralen HRO Leadership
    High Reliability Organizing and Leadership Daved van Stralen, MD, FAAP Assistant Professor Pediatrics, LLU School of Medicine Medical Director Riverside County EMS Agency Few people are naturally adept at engaging novel, risky situations, working through the uncertainty, and recovering when events go awry, but through experience they learn to handle such situations. This is a high reliability person. When an organization performs at this level it is a high reliability organization (HRO). For high reliability to penetrate an organization and disseminate throughout members of that organization we must discuss whether HRO can be taught or if it can only be learned. We must identify who “owns” the domain of HRO knowledge, seek its repository, and expose the principles to scientific exegesis. If it can be taught, we can use the cognitive domain of knowledge but we risk devolving into reductionist principles and pedagogy- passively teaching students there is a right way to think and act. If HRO can be taught from the cognitive domain, then we need better teachers. If it must be learned, we must seek this knowledge within the environment that created it, an ecological model. We will build upon an individual’s experience through andragogy. Recognizing its emotional context we must attend to the affective domain of knowledge (utility and attitudes), a pragmatic domain that is learned by modeling rather than taught. If HRO must be learned as attitudes, then we need better leaders. Faced with impeding harm, people respond by self-preservation or collaboration with others. What differentiates leadership for a High Reliability Organization from all other leadership models and situations is the effect of leading against threat.
    [Show full text]
  • Strategies for Dealing with Difficult Employees
    Information on the business business management of a dental office. Corina Sibley Practice Management MBA Strategies for Dealing with Difficult Employees Human resources professional Corina Sibley writes from experience about common difficult personality types and how to handle them in the workplace. Her recommendations will help ensure you have a healthy work environment. e’ve all encountered them at one time or other. The moody hy - gienist who makes everyone around her (or him) walk on eggshells, or the clinic co-ordinator who can never seem to get to Wwork on time. During my years of working with several dentists, it’s clear that dental practices and clinics have their share of difficult employees. Here are a few of the more difficult employee types and problems, along with strategies on how to deal effectively with them. Miss Perpetually Late: Andrea Suggestion: is a talented hygienist and the pa - • Have a discussion with Miss Late and review her atten - tients love her, specifically re - dance over the past month or more via a calendar, point - questing her for their dental ing out which days she was late and by how much on appointments. However, she typ - each occasion. Let her know how her pattern of lateness ically arrives to work between 10 is affecting the clinic. and 20 minutes late. This is hav - • Ask her if there is something preventing her from getting ing a huge impact on the clinic’s to work on time. If so, offer to help remove those barri - ability to keep to their patient ers, or brainstorm to come up with suggestions she can schedule, and is negatively affecting her co-workers, who implement.
    [Show full text]
  • The No Asshole Rule As a Way of Life 179
    T he T he No Asshole No A sshole Rule Rule Building a Civilized Workplace Building d CtvthvJ Wbrlphit and Surviving One That Isn't and Surviving One Jhut I<n't ROBERT I. SUTTON, PhD delete 2007 ROBERT SUTTON IjH m jin tn g .wwf onjVMi.un , 4. tKt* K v k BUSINESS I* j K* hununnv a* v*v!J u miru^-mmc' PLUS CuarJuH NEW YORK BOSTON Contents Introduction 1 Chapter 1: What Workplace Assholes Do and Why You Know So Many 7 Chapter 2: The Damage Done: Why Every Workplace Needs the Rule 27 Chapter 3: How to Implement the Rule, Enforce It, and Keep It Alive 53 Chapter 4: How to Stop Your “Inner Jerk” from Getting Out Chapter 5: When Assholes Reign: Tips for Surviving Nasty People and Workplaces 127 Chapter 6: The Virtues of Assholes 155 Chapter 7; The No Asshole Rule as a Way of Life 179 Additional Reading 189 Acknowledgments 193 Index 199 Introduction When I encounter a mean-spirited person, the first thing I think is; “Wow, what an asshole!” I bet you do, too. You might call such people bullies, creeps, jerks, weasels, tormentors, tyrants, serial slammers, despots, or unconstrained egomaniacs, but for me at least, asshole best captures the fear and loathing that I have for these nasty people. I wrote this book because most of us, unfortunately, have to deal with assholes in our workplaces at one tirm or another. The No Asshole Rule shows how these destructive characters damage their fellow human beings and under­ mine organizational performance.
    [Show full text]
  • The NHS: Sticking Fingers in Its Ears, Humming Loudly
    J Bus Ethics DOI 10.1007/s10551-015-2861-4 The NHS: Sticking Fingers in Its Ears, Humming Loudly Rachael Pope1 Received: 15 July 2015 / Accepted: 17 September 2015 Ó Springer Science+Business Media Dordrecht 2015 Abstract Evidence exists that the UK National Health be addressed urgently as there is a detrimental, sometimes Service (NHS) has had, over many years, persistent problems devastating, impact on the wellbeing of both staff and of negative and intimidating behaviour towards staff from patients. The NHS needs to embrace an identity of being a other employees. The evidence also suggests the organisa- listening, learning and honest organisation, with a culture of tional responses to negative behaviour can be inadequate. A respect. conceptual model of organisational dysfunction was pro- posed to assist in explaining those responses and the overall Keywords NHS Á Bullying Á Organisational silence Á culture in the NHS (Pope and Burnes 2013). Through Corruption Á Protection of image Á Selective moral research this model has been tested. Based upon the findings, disengagement an extended and developed model of organisational dys- function is presented. A qualitative approach was taken to research the organisational responses to negative behaviour, Introduction and the reasons and motivations for those responses. Forty- three interviews and six focus groups were conducted. There Research on negative behaviour between staff was con- seem to be ‘‘islands’’ and ‘‘pockets’’ with a positive culture; ducted in two NHS Primary Care Trusts in 2005 (Burnes however, the generalised evidence suggests the NHS is and Pope 2007; Pope and Burnes 2009). It was concluded systemically and institutionally deaf, bullying, defensive and that negative behaviour from NHS staff to other employees dishonest, exhibiting a resistance to ‘knowing’, denial and had a detrimental impact on individuals, including wit- ‘‘wilful blindness’’; a dysfunctional, perverse and troubled nesses.
    [Show full text]
  • Dieterich, William Jeffras
    The Association for Diplomatic Studies and Training Foreign Affairs Oral History Project Information Series WILLIAM JEFFRAS DIETERICH Interviewed by: Charles Stuart Kennedy Initial interview date: October 19, 1999 Copyright 200 ADST TABLE OF CONTENTS Bac ground Born in Boston, Massachusetts; raised in Ohio Wesleyan (Connecticut) College; SAIS (Bologna Campus) (.S. Navy 1,-1.1,-8 Marriage O ina0a ((.S. Navy) . relay station Washington, DC Washington, DC . 1oice of America . Trainee 1,-8.1,20 Santa Cru4, Bolivia . (SIS . Cultural Center . Director 1,20.1,22 Environment 78evolution9 Cultural divisions (SAID Ethnic groups (.S. military Center destroyed Anti.(.S. students Cochabamba Programs Government Security Buenos Aires, Argentina . (SIS . Press and Information Officer 1,22.1,24 Local press Dictatorships Po0er centers 8egional characteristics Government 1 Wireless File (.S. press Elections Peron Fal lands/Malvinas Sao Paulo, Bra4il . (SIS . Press/Information Officer 1,24.1,22 Environment Government Press Ama4on 8elations Environment Watergate Japanese community State Department (on loan from (SIA) . Inter.American Affairs . Press 8epresentative 1,22.1,2, Press briefings Ne0 broadcast stations Guidance preparation Hodding Carter Foreign press Democracy issue Country issues Letelier murder Cuba Jonesto0n, Guyana tragedy Tel Aviv, Israel . (SIS . Information Officer . Press Attaché 1,2,.1,82 Camp David agreements Press corps (.S. policy Politics Prime Minister Menachem Begin Philip Habib Arab.Israeli relations F.1-s Lebanon invasion PLO Prime Minister Sharon Multilateral Force Observers AMFOsB 8ome, Italy . Multilateral Force Observers . Public Affairs Officer 1,82.1,8C Force composition 2 Wor environment Duito, Ecuador . (SIS . Public Affairs Officer 1,8C.1,8- Environment Media Drugs 8elations Fulbright Program Elections (.S.
    [Show full text]