Podcast appearances and mentions of raymond hull

[EP 25-076] James Woods tweeted: Two guys who have more money than they'll ever need are working for NO SALARY 16 hours a day to make the lives of hard-working Americans better. And all the Democrats do is bitch and moan. Former FBI assistant director Frank Figliuzzi just claimed that "If you voted for [Trump], you really need to question whether you're American anymore." This is a particularly chilling statement from a person appointed by Robert Mueller to head counterintelligence operations...I wish Elon Musk would use DOGE to find every anti-American and anti-Trump post on social media, so President Trump knows DIRECTLY who to fire.The Peter Principle, cooked up by Laurence J. Peter, is the brutal truth that in any hierarchy, people get promoted until they're bad at their jobs. You start off great, climb the ladder, and then—oops—you land in a role where you're completely out of your depth. Why? Because being good at one job doesn't mean you'll be good at the next one. It's like promoting a star quarterback to coach, only to realize he can't draw up a play to save his life. The idea was laid out in a 1969 book co-written by Peter and Raymond Hull. It was meant to be satire, but it hit a nerve because, let's face it, we've all worked for someone who proved the point. Now, it's a staple of management theory—and a perfect excuse for why your boss is the way they are. In short: promotions don't stop until incompetence does. Funny? Yes. Painfully accurate? Absolutely.Become a supporter of this podcast: https://www.spreaker.com/podcast/the-kevin-jackson-show--2896352/support.

 In this episode of the TTL podcast, Andy and Mon-Chaio answer a listener's question regarding the Peter Principle and how to avoid its effects. They explore the origins of the Peter Principle from the 1969 book by Lawrence J. Peter and Raymond Hull, discussing its implications for organizational hierarchies. The hosts examine various examples and research findings that both support and challenge the existence of the Peter Principle, including a detailed look at a study on sales organizations. They also provide actionable insights for leaders on how to recognize the symptoms of this principle in themselves and their teams, and share practical strategies to ensure promotions are done thoughtfully. Listeners will learn a surprising method called 'Creative Incompetence' as a tactic to avoid being promoted beyond their competence level. References The Peter Principle - https://keinding.com/onewebmedia/The%20Peter%20Principle%20%28%20PDFDrive%20%29.pdf Promotions and the Peter Principle - https://academic.oup.com/qje/article/134/4/2085/5550760 The Peter Principle: A Theory of Decline - https://www.journals.uchicago.edu/doi/10.1086/379943

People who are good at their jobs routinely get promoted into bigger jobs they're bad at. We explain why firms keep producing incompetent managers — and why that's unlikely to change. SOURCES:Nick Bloom, professor of economics at Stanford University.Katie Johnson, freelance data and analytics coach.Kelly Shue, professor of finance at the Yale University School of Management.Steve Tadelis, professor of economics at the University of California, Berkeley Haas School of Business. RESOURCES:“People Management Skills, Employee Attrition, and Manager Rewards: An Empirical Analysis,” by Mitchell Hoffman and Steven Tadelis (Journal of Political Economy, 2021).“Promotions and the Peter Principle,” by Alan Benson, Danielle Li, and Kelly Shue (The Quarterly Journal of Economics, 2019).“Bosses Matter: The Effects of Managers on Workers' Performance,” by Kathryn L. Shaw (IZA World of Labor, 2019).“The Value of Bosses,” by Edward P. Lazear, Kathryn L. Shaw, and Christopher T. Stanton (Journal of Labor Economics, 2015).The Peter Principle: Why Things Always Go Wrong, by Laurence J. Peter and Raymond Hull (1969). EXTRAS:“The Secret Life of C.E.O.s” series by Freakonomics Radio.“What Does a C.E.O. Actually Do?” by Freakonomics Radio (2018).

What if your practice isn't worth what you think? Jesse Aldous often has to ask this question. He is an experienced acquisitions advisor and former practice owner with 14 years of experience and two successful exits under his belt. In this episode, Jesse shares key strategies for growing a practice exponentially and breaks down what it takes to achieve higher valuations.  Jesse Aldous is a former audiology practice owner and a seasoned broker. With experience transforming small practices into high-revenue ventures, he guides audiologists in valuing their practices for successful exits.   In this episode, Kevin and Jesse will discuss: - His experience growing small clinics exponentially - His journey from private practice owner to acquisitions expert - Mistakes costing practices higher valuations  - The numbers that affect a valuation - The benefits of a strong marketing campaign - Metrics for measuring practice success - Why practice owners should not be afraid to spend on marketing - Why practices are losing patients - The power of database marketing - Steps to selling a practice - Why practice valuations are low - Goal setting as a tool for practice growth - Why he's optimistic about the industry - And other topics…   Jesse Aldous is a former audiology practice owner, independent broker, and business coach who has over 14 years of experience in the hearing industry. He specialized in identifying and growing small audiology practices, turning them into high-revenue ventures. Experienced in business development and acquisitions, he sold his multi-location retail operation and served as Vice President for a large private group. As an independent broker and business coach, Jesse leverages his extensive experience to guide practice owners, helping them appropriately value their practices and navigate successful exits.    Resources Mentioned: Jesse's Website: https://www.audiologyacquisition.com/  Jesse's LinkedIn: https://www.linkedin.com/in/jesse-aldous-91b1a39/  The Peter Principle: Why Things Always Go Wrong by Raymond Hull and Dr. Laurence J. Peter: https://www.amazon.com/The-Peter-Principle/dp The 10X Rule: The Only Difference Between Success and Failure by Grant Cardone: https://www.amazon.com/10X-Rule-Difference-Between-Success/dp/0470627603  Bristol Group Business Brokers and Merger and Acquisition Advisors: https://www.bristolgrouponline.com/  THE ONLY THING If you're an audiologist who wants to grow your practice – we've got a FREE, expert guide to help you achieve your goals. It's called The Only Thing. This expert guide will show you how to increase new patient calls by 5 to 57 a month, schedule more new patients each week, help more people, and increase revenue. It's the best resource I know for growing your audiology practice. Get your copy for free at http://medpb.com/mastery. 

The diligent administrative assistant moves up to supervisor but fails. The assembly line worker is promoted to foreman but cannot do the job. A teacher earns a deputy principal position in a school but falls flat on their face. Why is that? Why does this seem to happen across organizations?In The Peter Principle, Lawrence J. Peter and Raymond Hull not only provides answers to these questions, they delve into all the possible implications. The Principle goes like this, “In a hierarchy, everyone rises to their level of incompetence.” How they derived this principle the subject of our conversation that explores one of the funniest but more insightful book on the perils of organizational life ever written. 

dgutspodcast.com dgutsapparel.com https://soundcloud.com/usailorwillis/ Facebook: Don't Give Up The Ship Podcast / Apparel Instagram: @dgutspodcast / @dgutsapparel Youtube: https://www.youtube.com/c/DontGiveUpTheShipPodcast Email: dontgiveuptheshippodcast@gmail.com Store: dgutspodcast.com/shop Substack: https://dguts.substack.com Reddit: r/dgutspodcast u/dgutspodcast Wisdom App: @dgutspodcast Discord: @dgutspodcast Weekly podcast for the professional and leadership development of junior enlisted Sailors and military members. Book Report: The Peter Principle, Part 1 This is a breakdown of the book “The Peter Principle” by Dr. Laurence Peter and Raymond Hull, whose principle states: “in a hierarchy, every employee tends to rise to their level of incompetence”. Contact us! (dontgiveuptheshippodcast@gmail.com) DISCLAIMER: The views expressed by the speaker (DGUTS) and all guests are not those of the Department of Defense, United States Navy or any other government agency. They are strictly those of the speakers who do not speak for any other organization or entity.

Podcast mis à jour le 22.02.2022 Ça vous ai déjà arrivé de voir un dossier vous être refusé alors qu'il était complet simplement parce que vous ne l'avez as envoyé en recommandé ?!  Alors si vous répondez "oui", vous deviez être, comment dire... abasourdi par l'absurdité de la situation non ? En tout cas ce le fut pour Laurence J. Peter à qui cette histoire est arrivée. Mais plutôt que de se résigner à subir la bêtise de certains processus, il s'est mis en tête d'essayer de comprendre comment certaines personnes incompétentes pouvaient se retrouver à des niveaux hiérarchiques important. Il en est arrivé à la conclusion, avec Raymond Hull, que "dans une hiérarchie, chacun évoluera jusqu'à atteindre son niveau d'incompétence". Et je vous explique comment dans cette épisode. Bonne écoute !     Soutenez-nous !

Comment je suis sorti de ma zone d'incompétence ? Comment contrer le principe de Peter ? Définition - Selon l'article sur Wikipédia - Principe de Peter https://fr.wikipedia.org/wiki/Principe_de_Peter Le principe de Peter ( appelé parfois « syndrome de la promotion Focus » ) est une loi empirique ( issue de faits expérimentaux ou validée par l'expérience ) relative aux organisations hiérarchiques, proposée en 1969 par Laurence J. Peter et Raymond Hull dans leur ouvrage The Peter Principle ( traduction française Le Principe de Peter, 1970 ). Selon ce principe, « dans une hiérarchie, tout employé a tendance à s'élever à son niveau d'incompétence », avec pour corollaire que « avec le temps, tout poste sera occupé par un employé incapable d'en assumer la responsabilité ». L'ouvrage de Peter et Hull est rédigé sur un ton satirique, voire humoristique, mais le principe qu'il expose a pu faire l'objet d'études universitaires qui ont étudié sa validité par la modélisation ou par la confrontation à des cas réels, certaines concluant à sa validité complète ou partielle. Épisode 64 du podcast : Principe de Peter Nicolas Galita https://www.nicolasgalita.com/ Merci d'avoir écouté ce podcast, je vous invite à vous abonner pour ne pas rater les prochains épisodes. Si vous voulez en savoir plus sur moi, je vous invite à consulter mon profil LinkedIn. Si vous souhaitez de l'accompagnement pour implémenter ces notions et ces outils dans vos équipes et vos projets, vous pouvez faire appel à mes services de consultant en UX Design. Il vous suffit de me contacter via mon profil LinkedIn ou visitez notre site internet à la section Nos services. Au plaisir! Édition : Stéphanie Akré « Jingle du podcast » : Nous souhaitons remercier chaleureusement Gordon W. Hempton The Sound Tracker® qui nous a fait don de la totalité de sa merveilleuse bibliothèque de sons récoltés dans la nature.

In 1969 a satirical book, The Peter Principle, suggested that promotion led to incompetence. Written by a Canadian Professor of Education, Dr Laurence J. Peter and playwright Raymond Hull, the book was a parody of management theory but it's core message struck a chord with many. It became an instant classic, selling millions of copies around the world. We present a rare archive recording of Dr Peter, explaining his theory that “In a hierarchy every employee tends to rise to his level of incompetence". Photo: Dr Laurence J. Peter on the BBC in 1974 (BBC)

Amanda Niu, founder of furniture brand Eva, shares how the brand has stayed relevant and ahead of the competition by diversifying their product offering, why they’ve doubled down on their test and learn approach to marketing, and how she’s found a way to apply her background in neuropsychology to get into the minds of her customers.    You’ll learn:   Why Amanda launched the business with just one key product – a mattress in a box (and why you could adopt this strategy too)  The three things to look for when hiring a new employee.   How Amanda has found a way to apply her background in neuropsychology to get into the minds of her customers.  How this background as a clinical neuropsychologist majorly influences the way she delivers feedback and manages her team.  The importance of reframing negative experiences as opportunities to learn.  The one mistake to avoid so you don’t become a barrier to your own business’s growth.    Book mentioned: The Peter Principle by Laurence J Peter and Raymond Hull    Find us at www.ladybrains.com.au   Follow us on Instagram @lady.brains  Chat to us in the Facebook group, the lady-brains clubhouse   See omnystudio.com/listener for privacy information.

Alex Rusch spielt in dieser Folge aus dem Millionen-Bestseller-Erfolgspaket »Wie Sie das bekommen, was Sie wollen« von Raymond Hull das Kapitel über die Geheimhaltung von Zielen vor. Und dann verrät er seinen eigenen Standpunkt zu diesem Thema, verknüpft mit weiteren konkreten Tipps. Erwähnte Links: Erfolgspaket »Wie Sie das bekommen, was Sie wollen« von Raymond Hull (Millionen-Bestseller): hull-erfolgspaket.com   Erfolgspaket »Noch erfolgreicher! mit Zielen« von Alex Rusch: ziele-erfolgspaket.com

He who trims himself to suit everyone will soon whittle himself away. ~Raymond Hull from action complete twitter feed

Leading An Intentional Leader Life In 2020   Leaders are made not born.  Yes there are some bossy types and charismatic types who bubble to the top and assume the mantle of leader, as their rightful place.  For the rest of us, we have to learn about leadership in the angry fire of the real world of work, where the stakes are high, the competition fierce and the mood unforgiving.  In Laurence J. Peter and Raymond Hull's 1969 book “The Peter Principle” we all rise in the hierarchy to our to our level of incompetence.  In other words, we get promoted to a point where the job requirements outstrip our capabilities.  Well that makes sense, but we don't have to be relegated to supremely low level though in the process.  We can push ourselves to the highest height possible if we do a few things along the way.  Here are some ideas for 2020 on becoming a more skilful leader.   Understand the difference between being a leader and a manager.A manager makes sure all of the processes are working correctly.  Things get done on time, on budget, without error and with maximum efficiency.  The leader does all of that, plus they invoke passion around the WHY, set the direction for the team and build the people.  We can be very busy with the process and forget about building the people.    If we have no one to do our job, then we have nowhere to move to up IN the hierarchy.  The big bosses will keep us where we are because they can't replace us.  Don't worry about creating people who can take your job.  We want that because if you become known as a builder of champions, then the organisation will give you more scope to build other champions, at a higher level in the organisation.   Don't forget to work on your job as well as in your job.If you have ever cut down a big tree or cut up fallen branches with an axe, you notice it doesn't take much for the axe blade to become dull and for the cutting to become more a bludgeoning, rather than cutting exercise.  It is the same with our way of working.  Being constantly busy in the business is just cutting and slowly seeping into bludgeoning.  We need to sharpen the axe to keep the blade keen and we need to spend time in Quadrant Two of time management – “Not Urgent But Important”.  That means time for studying about leading, spending thinking time about the business, planning and strategizing.  In 2020, schedule appointments with yourself and protect the integrity of those slots, in the same way you would protect that time if it was for a client.   Delegate your work to your subordinates. This is a double whammy exercise because it builds capability in your future leader bench and gives you Quadrant Two time. When people are being considered for promotion, those higher in the food chain want to know they will have a safe pairs of hands at the wheel.  They are looking for people with experience at that level, except how do you get that required experience, if you are busily working away at the level below?  The answer is delegation.  By delegating tasks to your successor group, they can speak about their experiences of doing their bosses job, when they are being interviewed for the post.  When you sell it like this, your subordinates will welcome the chance, instead of being sullen and resentful about having to do the boss's job.   Keep harping on about the WHY, long after you are sick of hearing about it.We tell people why we are doing what we are doing and that is that, or so we think.  People just don't get it, believe it, follow it, absorb it, integrate it or develop upon it from just one hearing.  As the leader you need to build a culture where the WHY is front and center of the decisions being taken, the strategies being formed and the execution piece of how we do the business.  You will get sick of hearing about it, but keep making reference to it.  You need to drive it into people's work habits and the fabric of their thinking about their tasks.  One telling won't cut it.   The new year is a fresh chance for some fresh thinking.  Break free of the mental bonds we have enveloped ourselves in over the last few years.  Let's spend some time determining just what we want and how we are going to get there.  Bring your “A” Game to 2020 and life as a leader will get a lot better.          

The Leader Imposter Syndrome   In any field the people at the top can be plagued with self-doubt.  It is especially prominent in the artistic world where creativity is so important.  Am I creative enough, original enough, talented enough?  It happens in sports too.  The top players worry if they are past it, can they get out of this performance slump?  Will they be replaced by cheaper, younger teammates?  So it is no surprise that this crops up in business too.    The leader has a couple of key jobs.  One is setting the direction and vision forward.  What if they get this wrong, if the troops don't support it, or if it proves to be their folly?  They have to run the processes.  This is not too taxing, because most companies processes have been well refined. All it takes is to be well organised, to make sure everything that is happening is at the quality, speed and cost level required.  The other tricky component is building the people.  How hard can that be? It sounds simple enough but is it?   The boss has to make the decisions and often with imperfect information.  We rely on others for the insights, as often they are closer to the issue than we are.  If we have a lot of people around us, just like us, we may lack for diversity of view or opinion, and we can get into groupthink.  Are we getting the correct information, can we trust it and can we get it in a timely manner?    I was in a staff meeting and we were looking at a column of numbers.  I am not much of a numbers guy, but I felt there was something about a particular number which looked odd.  The rest of the team swore black and blue the number was correct.  I am rather stubborn, so I continued to challenge it.  And it proved to be incorrect.  Fine, bully for me the boss, but were there other occasions where I was making decisions and the number was incorrect, but nobody picked it up, including me?  Do I really know what I am doing, setting the course for the company?  Am I making the right resource allocations?  Am I taking the actions, at the right times?  Do the team still believe in me?   Before we were the leader, we were snuggly ensconced in our comfort zone, doing our role very well.  We knew how to do it and how to produce results.  We had a lot of experience and expertise in our area and were competent.  Now we have to lead others, who depressingly, are nothing like us.  Some of them think they should have gotten our job and are doubtful about our abilities to perform in this role.  The senior executives are all putting pressure on us to get results and now.  Dealing with people is a pain and one of the less attractive aspects of the work.  Am I really a people person enough to be able to generate loyalty in others.  Am I a good enough communicator to inspire others to become the best they can be?   Am I a fraud?   It is very easy to talk ourselves out of our potential and abilities, when all we do is focus on our inadequacies, failings, foibles and fears.  There was a book published back in 1969 called “The Peter Principle” by Dr. Laurence J Peter and Raymond Hull , which stated that people rise in a hierarchy to their level of incompetence.  The corollary is that senior posts are occupied by people who are incompetent to carry out their duties and will be removed once this fact becomes known.  We begin to think that is our situation and are worried we are imposters awaiting execution upon discovery.   For these reasons we need to be constantly working on ourselves.  We need to be constantly reading, listening to books and podcasts, going to conferences, joining study groups, attending events, doing courses, studying success models and mixing with the super successful.  If we are not pushing ourselves hard to learn, we will be run over by the endless drive of progress.    We also need to be involving our people in decision-making.  The idea, in this century, that the boss is the font of all wisdom is laughable.  The internet has put that concept to the sword.  That means we must become skilful in delegation.  Becoming a great coach of others is how we rise in organisations.  Personal skills will only take us so far.  A builder of champions is a valuable resource in every organisation and all organisations are screaming out for competent leaders.  If we are busy working on ourselves and working on our business rather than just working in our business, we can keep one step ahead of falling victim to the leader imposter syndrome.        

You have a job only you can do. The job you have is being you. At the end of each day you must take a test. Did you give being you your very best? e. e. Cummings had some words that will take you pretty far. "It takes courage to grow up and become who you really are." The challenge is never giving your courage a rest. That's how you give being you your best. Raymond Hull also had something important to say. "He who trims himself to suit everyone will soon whittle himself away." What that means you've already guessed. You have to be just you to give being you your best. You can't be who other people want you to be. You can't be a spider or a bird in a tree. The spider has its web and the bird has its nest; but you have something special when you give being you your best. Judy Garland didn't find her advice on a shelf. "Always be a first-rate version of yourself…;" and Johann von Goethe's message wasn't a surprise, "If God had wanted me otherwise, He would have created me otherwise." Confucius was a philosopher who knew how to depart, "Wherever you go, go with all your heart." Go north or south or go east or west. Wherever you go, give being you your best. Now you know so there you go.

You have a job only you can do. The job you have is being you. At the end of each day you must take a test. Did you give being you your very best? e. e. Cummings had some words that will take you pretty far. "It takes courage to grow up and become who you really are." The challenge is never giving your courage a rest. That's how you give being you your best. Raymond Hull also had something important to say. "He who trims himself to suit everyone will soon whittle himself away." What that means you've already guessed. You have to be just you to give being you your best. You can't be who other people want you to be. You can't be a spider or a bird in a tree. The spider has its web and the bird has its nest; but you have something special when you give being you your best. Judy Garland didn't find her advice on a shelf. "Always be a first-rate version of yourself…;" and Johann von Goethe's message wasn't a surprise, "If God had wanted me otherwise, He would have created me otherwise." Confucius was a philosopher who knew how to depart, "Wherever you go, go with all your heart." Go north or south or go east or west. Wherever you go, give being you your best. Now you know so there you go.

You have a job only you can do. The job you have is being you. At the end of each day you must take a test. Did you give being you your very best? e. e. Cummings had some words that will take you pretty far. "It takes courage to grow up and become who you really are." The challenge is never giving your courage a rest. That's how you give being you your best. Raymond Hull also had something important to say. "He who trims himself to suit everyone will soon whittle himself away." What that means you've already guessed. You have to be just you to give being you your best. You can't be who other people want you to be. You can't be a spider or a bird in a tree. The spider has its web and the bird has its nest; but you have something special when you give being you your best. Judy Garland didn't find her advice on a shelf. "Always be a first-rate version of yourself…;" and Johann von Goethe's message wasn't a surprise, "If God had wanted me otherwise, He would have created me otherwise." Confucius was a philosopher who knew how to depart, "Wherever you go, go with all your heart." Go north or south or go east or west. Wherever you go, give being you your best. Now you know so there you go.

Raymond Hull joins the Tara Granahan Show to discuss the opposition to Nick Mattiello being Speaker of the House.

Raymond Hull joins the Tara Granahan Show to discuss the opposition to Nick Mattiello being Speaker of the House.

It never gets old seeing and hearing what readers are resonating within A Tribe Called Bliss. I love hearing what people are taking away and what makes that light bulb turn on for them. Recently, I’ve seen a lot of people calling out the following quote:   “He who trims himself to suit everyone will soon whittle himself away.” – Raymond Hull   We’ve all been guilty of this at one time or another, and I think it’s been such an a-ha moment for people in the book because it’s giving others permission to step even more into themselves and be who they truly are – regardless of what other people will think.   So what part of yourself have you been whittling away in order to make someone else happy? Are you hiding a part of yourself because you’re afraid to show that part? Or is it because you’re surrounding yourself with people who aren’t the right fit for where you’re at?   It’s time to get real with yourself – dig deep. What do YOU need right now? Look from all angles, and STOP turning the volume down on who you are. Is it easy? Um, not quite, but I will tell you this:   “The highest good doesn’t always feel good.”   This is where you must confront any resistance you have head on and grow from it. Find out who you truly are. If you’ve whittled yourself so far down that you don’t even know who you are, it’s time to get to work.   First, figure out what emotion is the most important for you to live in. Then, choose one thing a day that helps you live it out. It could be reading or listening to podcasts, but what I’m really looking for are tangible actions. DO something! And don’t worry if you try something and it’s not the right fit. Trust me, you’ll know immediately, just has you’ll instantly know if it’s the “right” thing.   So who’s with me? It’s time to put that inspiration into action.   -- In This Episode Lori talks about:   Importance of following your bliss, joy, pleasure and where you’re being guided Constantly seeking resistance in order to grow Taking inspired action     Resources:   Go to ATribeCalledBliss.com to find out the latest on Lori’s book tour and join the world’s biggest tribe book club   A Tribe Called Bliss by Lori Harder Now available at loriharder.com/amazon or ATribeCalledBliss.com   Join me on the A Tribe Called Bliss Facebook Page: https://www.facebook.com/groups/1571018952966750/  Check out my website at loriharder.com. Follow me on social media @LoriHarder on Instagram and Lori Harder on Facebook.

Eric Hobsbawm died aged 95 in October 2012 He was one of Britain’s most eminent historians, but he was widely criticised for his defence of communist regimes. You might be surprised at how much money was in his will! In Sweden, an Asian motorist was eight times the drink-drive limit when breathalysed. He was let off after judge said alcohol affects ethnic groups differently! If this is one errant judgement then here is another. Raymond Hull from Springkell, Cumbria, claimed in court to have 22 children. He was sentenced to 18 months in jail after he was caught with a stash of cannabis. However, the judge suspended the sentence. Benefits Street is a programme on Channel 4. It's time to bring the programme producers to account. Their films affect many people and yet there is no control over who they are and what are their true intentions. Schoolteachers have to be qualified. Do these producers need to be investigated? A dangerous breed of dog claims yet another life in the UK . IIt's too easy to own a vicious dog. We were led to believe controls over dangerous dogs had been put in place. These need to be reviewed with some urgency. ...and...a boy, aged 12, has been arrested for fraud after he 'knocked on people's doors and told them he was collecting money for the Salvation Army

Eric Hobsbawm died aged 95 in October 2012 He was one of Britain’s most eminent historians, but he was widely criticised for his defence of communist regimes. You might be surprised at how much money was in his will! In Sweden, an Asian motorist was eight times the drink-drive limit when breathalysed. He was let off after judge said alcohol affects ethnic groups differently! If this is one errant judgement then here is another. Raymond Hull from Springkell, Cumbria, claimed in court to have 22 children. He was sentenced to 18 months in jail after he was caught with a stash of cannabis. However, the judge suspended the sentence. Benefits Street is a programme on Channel 4. It's time to bring the programme producers to account. Their films affect many people and yet there is no control over who they are and what are their true intentions. Schoolteachers have to be qualified. Do these producers need to be investigated? A dangerous breed of dog claims yet another life in the UK . IIt's too easy to own a vicious dog. We were led to believe controls over dangerous dogs had been put in place. These need to be reviewed with some urgency. ...and...a boy, aged 12, has been arrested for fraud after he 'knocked on people's doors and told them he was collecting money for the Salvation Army