Thursday, July 5, 2018

Mary Shelley: Prometheus Trivialized (Movie Review)



Mary Shelley: Prometheus trivialized By Joanne Laurier 5 July 2018

Directed by Haifaa al-Mansour; screenplay by Emma Jensen, with additional writing by al-Mansour

A new film biography of Mary Shelley (1797-1851) directed by Saudi female filmmaker Haifaa al-Mansour, coincides with the 200th anniversary of the publication of Shelley's most famous work, the Gothic masterpiece Frankenstein: Or, the Modern Prometheus.

Unhappily, as is presently the case with most films about history and historical figures, Mary Shelley does not delve deeply into the period that shaped its central characters--Mary Shelley, Percy Bysshe Shelley and Lord Byron, towering literary personalities born into a revolutionary age. Al-Mansour's movie, for the most part, handles them clumsily, attempting to impose on them the narrow concerns of the filmmakers and to construct--although, fortunately, without complete success--a tale of "feminist empowerment."



Mary Shelley also had remarkable parents. Her mother, who died of complications a few days after her daughter's birth, was Mary Wollstonecraft, the author of A Vindication of the Rights of Women (1792). Her father, William Godwin, a journalist and novelist (the outstanding Caleb Williams, 1794), was a prominent figure in radical circles in London in the 1790s--and a friend of Tom Paine. Both Godwin and Wollstonecraft were profoundly influenced by the American and French Revolutions.



Al-Mansour's Mary Shelley opens with a scene of creditors banging on the door of a popular bookstore belonging to Mary's father, Mr. Godwin (Stephen Dillane). Teenage Mary (Elle Fanning) frequently visits her mother's nearby grave.

Speaking with Godwin about her mother, Mary asserts: "She was so full of passion. So full of defiance. As if she were at war constantly with everyone and everything. And enjoying every moment of the battle." Her father replies: "Warriors like your mother are never long for this world."

Godwin then sends Mary to stay with relatives in Scotland, where she meets Percy Shelley (Douglas Booth). She's told, "He's a radical poet. He thinks poetry should reform society." To her future spouse, she remarks that she would like to write "anything that curdles the blood and quickens the beatings of the heart."

Besotted with Mary, Percy waxes lyrical:

Poor captive bird! Who, from thy narrow cage Pourest such music, that it might assuage The rugged hearts of those who prisoned thee Were they not deaf towards sweet melody This song shall be thy rose, its petals pale Are dead, indeed, my adored Nightingale!"

(Epipsychidion--although apparently the work was not, in fact, written for Mary Godwin)



The poet speaks to Mary about marriage: "People should live and love as they wish. But one thing I've never understood is ... why did two radicals such as your parents succumb to marriage?" Further, Shelley suggests to Mary that "Thrones, altars ... judgement seats, and prisons, they are all part of one gigantic, despotic system ... designed to crush the soul of Man. Their empty covenant has no power over us. I fear not of God, or His henchmen on Earth."

Despite a few emotional bumps when Mary learns that Percy is still married to his estranged wife Harriet and has a daughter (Percy: "It is an intolerable tyranny ... to bind husband and wife to cohabitation after the decay of their affection"), she elopes with Percy without her father's approval. Godwin warns his daughter: "Your mother was tortured by her impulses. The very passions she thought were holding her together were working just as diligently to tear her apart. Don't let them get the better of you, Mary."

Percy, Mary and the latter's stepsister Claire Clairmont (Bel Powley) set up house in London. But publishers are not buying Percy's work and his father has cut off his allowance. Nonetheless, Mary tells Percy, "You make everything seem possible." She is now pregnant.

Not long after, Mary meets Percy's close friend Thomas Hogg (Jack Hickey): "We [Percy and Thomas] began writing a novel together back at Oxford but publishers deemed it too subversive. We had more success with our treatise which we wrote anonymously: 'The Necessity of Atheism.'" The latter work, Hogg tells Mary, "resulted in our expulsion from Oxford."

At a Phantasmagoria [carnival], Mary is introduced to the concept of "reanimation" or "galvanism"--electricity's supposed potential to bring organisms to life, a subject of controversy in scientific circles (Luigi Galvani vs. Alessandro Volta) at the time. She also encounters Lord Byron (Tom Sturridge), by whom Claire soon becomes pregnant. Before long, Percy, Mary, their daughter Clara and Claire are obliged to flee their creditors. Sadly, Clara does not survive, and Claire, Percy and an inconsolable Mary travel to Byron's estate in Geneva, Switzerland.

It is there (during the cold, rainy summer of 1816) that Mary conceives of writing Frankenstein, the fantastic account of a dedicated young scientist, Victor Frankenstein, who creates a human-like creature out of various body parts. Unfortunately, the "monster" is hideous and Victor spurns him, with terrible consequences.

This is a memorable passage from Frankenstein's narrative: "It was on a dreary night of November that I beheld the accomplishment of my toils. With an anxiety that almost amounted to agony, I collected the instruments of life around me, that I might infuse a spark of being into the lifeless thing that lay at my feet. It was already one in the morning; the rain pattered dismally against the panes, and my candle was nearly burnt out, when, by the glimmer of the half-extinguished light, I saw the dull yellow eye of the creature open; it breathed hard, and a convulsive motion agitated its limbs."

The creature later remonstrates with Frankenstein, "I ought to be thy Adam, but I am rather the fallen angel, whom thou drivest from joy for no misdeed. Everywhere I see bliss, from which I alone am irrevocably excluded. I was benevolent and good; misery made me a fiend. Make me happy, and I shall again be virtuous." The book remains vivid and evocative two centuries later.

After an exhaustive search, Mary finds a publisher and informs Percy that "500 copies will be printed. It will be published anonymously, provided you write the introduction."

A meeting to celebrate the success of Frankenstein takes place in Godwin's bookstore. The proprietor proudly proclaims that his young daughter's novel is "a remarkable story asserting, as it does, the ... absolute human necessity for connection. ... If only Frankenstein had been able to bestow upon his creation a compassionate touch. A kind word. What a tragedy might have been avoided ... I know you all agree [the book] is one of the most complete and certainly one of the most original publications of our age."

Percy reveals to the assembly that, contrary to rumor, Mary is the sole author of Frankenstein. The couple stay together until Percy's death in a tragic boating accident. Mary's voiceover ends the movie: "You were soon borne away by the waves and lost in darkness and distance."

As indicated, al-Mansour's film Mary Shelley does have some serious moments and has the merit of arousing interest in extraordinary people and extraordinary times. However, on the whole, it does little justice to the titanic era of the American and French Revolutions, as well as the Napoleonic Wars and the industrial revolution, in other words, the very conditions that made these individuals so extraordinary.

The film tends to substitute for those wider concerns, in the director's words, the "true story of a woman who railed against the constraints of her society to create a story that would outlive the work of her contemporaries, including her brilliant parents and husband." This is very limited (and not necessarily true), and Elle Fanning's scowl and somewhat self-pitying air are presumably aimed at sustaining that conception.

In an 1843 article, Friedrich Engels observed that in England "Byron and Shelley are read almost exclusively by the lower classes." He repeated the comment in The Condition of the Working-Class in Englandand praised Byron for "his glowing sensuality and his bitter satire upon our existing society."

Mary Shelley is a fascinating person in her own right, having penned Frankenstein when she was only 18! Many of her novel's themes and motifs retain their vitality and freshness.

For example: "Even broken in spirit as he is, no one can feel more deeply than he does the beauties of nature. The starry sky, the sea, and every sight afforded by these wonderful regions, seems still to have the power of elevating his soul from earth. Such a man has a double existence: he may suffer misery, and be overwhelmed by disappointments; yet, when he has retired into himself, he will be like a celestial spirit that has a halo around him, within whose circle no grief or folly ventures."

Another striking passage: "It was the secrets of heaven and earth that I desired to learn; and whether it was the outward substance of things or the inner spirit of nature and the mysterious soul of man that occupied me, still my inquiries were directed to the metaphysical, or in its highest sense, the physical secrets of the world."

Little of this literary genius and progressive sentiment finds its way into Mary Shelley. One of the most curious and unpleasant aspects of the film is its portrayal of Lord Byron, presented as a dissolute cad and irresponsible womanizer--the "blood-sucking devourer of souls," as one character puts it. Sturridge has seemingly been directed to make Byron as unappealing as humanly possible.

The filmmakers don't quite dare treat the other male protagonist, Percy, in the same manner--although he receives a few smacks on the head--because, after all, Mary chooses to stay with him until his death. The heroine's mate must, therefore, have a few redeeming qualities, certainly more than poor Byron!

In spite of itself, the movie does hint at Byron's brilliance, quoting from one of the most beautiful poems in the English language, his She Walks in Beauty:

She walks in beauty, like the night Of cloudless climes and starry skies; And all that's best of dark and bright Meet in her aspect and her eyes...

As Engels pointed out, Byron once wrote in his journal, "I have simplified my politics into an utter devastation of all existing governments." In Canto IX of Don Juan, Byron elaborates:

And I will war at least in words (and should My chance so happen--deeds), with all who war With thought; and of thought's foes by far most rude, Tyrants and sycophants have been and are. I know not who may conquer. If I could Have such a prescience, it should be no bar To this my plain, sworn, downright detestation Of every despotism in every nation.

Along these lines, and to counter the quasi-negative perception of Percy cultivated in the film, it is worth citing one of his most famous works, where he pours venom on the powers that be:



England in 1819 An old, mad, blind, despised, and dying King; Princes, the dregs of their dull race, who flow Through public scorn,--mud from a muddy spring; Rulers who neither see nor feel nor know, But leechlike to their fainting country cling Till they drop, blind in blood, without a blow. A people starved and stabbed in th' untilled field; An army, whom liberticide and prey Makes as a two-edged sword to all who wield; Golden and sanguine laws which tempt and slay; Religion Christless, Godless--a book sealed; A senate, Time's worst statute, unrepealed-- Are graves from which a glorious Phantom may Burst, to illumine our tempestuous day.

What Mary Shelley fails to consider is that the tumultuous and often painful personal relationships in the movie, especially for these politically conscious individuals, had a connection to the immense pressures exerted by tumultuous and often painful times. The Shelleys and Byron were living and creating under the extremely reactionary conditions that resulted from the end of the Napoleonic Wars and the Congress of Vienna in 1815, which restored the monarchy or traditional dynasties in France, Austria, Prussia, Spain, Sardinia, Tuscany and the Papal states. Everything the characters despised was smugly, triumphantly and safely back in power, at least for the time being. Ignoring this, the filmmakers' attitude owes too much to ahistorical moralizing.

Eleanor Marx and her partner Edward Aveling added another dimension to the discussion of the Shelleys in an article they co-wrote in 1888, "Shelley and Socialism."

Percy Shelley, they commented, "was the child of the French Revolution." The poet saw in the 1789 revolution "an incident of the movement towards a reconstruction of society. He flung himself into politics, and yet he never ceased singing." The authors argued that Shelley's "ideas are finding expression in the social-democratic movement of our own day. Thus Shelley was on the side of the bourgeoisie when struggling for freedom, but ranged against them when in their turn they became the oppressors of the working-class. ... We claim him as a Socialist."

Marx and Aveling pointedly asserted that "not enough has been made of the influence upon him [Shelley] of the two Marys; Mary Wollstonecraft, and Mary Shelley. It was one of Shelley's 'delusions that are not delusions' that man and woman should be equal and united; and in his own life and that of his wife he not only saw this realised, but saw the possibility of that realisation in lives less keen and strong than theirs."

The co-authors noted that all through the great poet's work, "this oneness with his wife shines out," most notably in Laon and Cythna (1817, later retitled The Revolt of Islam). They wrote movingly, "In the dedication to the history of their suffering, their work, their struggle, their triumph and their love, Mary is 'his own heart's home, his dear friend beautiful and calm and free.'"

Saturday, May 5, 2018

How to Start a Labor Union - 10 Steps - Boston Indie

http://boston.indymedia.org/newswire/display/226207/index.php



How to Build a Labor Union

1) Be the best worker at your workplace

If you are to influence your co-workers to join a union, you’d better already have their respect at work. This doesn’t mean that you must be the absolute best, but that you are a leader and rank among one of the best. This first step is the all-important foundation for your effort, directly or indirectly affecting EVERY other step toward forming a union.

It helps also to be the best liked co-worker. Not that you need to be prom-king/queen popular, but that you are easily approachable, social, and generally kind. In being so, you’ll make your job of talking with your co-workers about a union – which constitutes 95% of the work of organizing — MUCH easier. If your trust is earned as a good worker and friend, you can better expect that your ideas will be not only better received, but kept away from management during the initial stage of secrecy.

2) Contact a union

Having the support of an established union is crucial to your cause. Not only will they supply you with a full-time organizer and materials, but also a lawyer if you are unfairly targeted by management – something that will inspire your co-workers with faith in the project.

Call different unions and plead your case. Talk to an organizer and try to get them to take you on. This isn’t necessarily easy. Unions are taking a big risk every time they attempt to organize a workplace; some don’t organize at all. Before they invest the money in wages that an organizer(s) will be paid – not to mention other resources — they will assess the situation to see if their investment will be realized in the form of a successful union.

Your attitude is crucial to their decision. If they see you as a competent and serious worker who will dedicate a substantial amount of his or her free time in helping organize the effort, they will be more likely to invest. Questions about the workplace environment, the wages of the workers, their grievances, your personal background, the attitude of the bosses, etc., all play a part in the decision of the union.

Also, make sure that the union you’re contacting is the appropriate one for your workplace. Do they represent similar types of workplaces? How serious are they about organizing? Will they help you with the appropriate resources? Many unions keep organizing new workplaces at the bottom of their priority list; finding a union that is serious about organizing, and willing to take you on, is often a rarity in itself.

3) Master the “union conversation”

Assuming that you now have the backing of a credible union and a handy-dandy “union organizer” at your disposal, you are ready to begin. But before you go out recruiting allies, you should have a basic understanding of how to talk to your co-workers about this now-real and serious subject. Co-workers who are close friends will be easy to talk to about the union, and talking to them can be done casually.

Many workers, however, will be firmly against the idea, whether because of misconceptions about unions in general or reservations about confronting authority. Some workers will be scared of being fired; others will be on the fence. Considering these diverging opinions, you have to alter how you talk to these people, but at the foundation there is a science of sorts on how to broach the topic that takes practice to master and is the foundation for any union effort.

Once you get your co-worker alone, outside of work, you’ll be able to talk more openly about the union, why it is necessary, and hopefully, how they can help. It may be difficult to get your co-workers to meet with you privately — a good icebreaker may be: “Some of us are discussing ways to improve the workplace, would you be interested in talking about this over coffee?”

Agitation is key in getting co-workers to commit to something that may get them fired. If your co-worker is at all serious about his or her job, whipping up some passion shouldn’t be difficult. Ask them some general work questions and about their particular job duties. If they voice some grievances, keep them talking about it (agitate!). Ask if they’ve tried to correct the problem themselves. Offer a thought-out solution to their dilemma: the workers acting united with the backing of a larger worker organization — a union! Ask them about the idea, answer their questions (make sure you’ve familiarized yourself with the subject), and most importantly, ask them to get involved.

You only get one shot to have an effective, first union conversation. If done wrong, you could scare a co-worker away for good; if done right, you could have a new ally in your campaign willing to recruit others.

4) Target and recruit leaders

A leader by definition is one who leads others. The leaders at the workplace will eventually become the Organizing Committee of the union. These are the people to approach first. The rationale for doing this is obvious: you are forming a union of workers, and at all workplaces newer or inexperienced workers look for guidance from workplace leaders, and if the union is any good at all, this relationship will find a reflection in the organizing committee. Because workers look for leadership on the job, they will be more likely to respect the opinion of a leader at the workplace about the formation of a worker’s union.

Leave no influential person unapproached (unless they are close to management). Once again, if you yourself are a respected worker, other leaders will be more willing to listen to your ideas. After your co-workers are convinced about the need for a union, it helps to arrange a meeting with your ”official,” paid organizer. This makes the idea become real. Seeing the union hall, hearing old organizing stories, and listening to the advice of a seasoned organizer creates confidence and casts away the conspiracy feeling that naturally comes after initially hearing about the plan.

If you already have co-workers supporting you, it may help to have them talk to a new co-worker, especially if they have a better relationship with them; sometimes it helps to talk to somebody in a group.

5) Solidarity efforts

If your workplace is like most, the workers are divided into specific groups, whether it be the shifts they work, different departments, cliques, etc. Breaking down these barriers to create unity is extremely hard, although absolutely necessary if a union drive is to be successful.

Our workplace was as divided as a workplace could be: we never even saw half of our co-workers because workers from night, day, and swing shifts rarely spoke to one another; the kitchen and reception areas appeared autonomous. It took a concerted, organized effort to reach out to everyone.

At first, this is done by after-work drinks, before-work pancakes, other activities, and at the later stages, on-the-job solidarity actions. Much of the job of organizing can be characterized as “hanging out” before or after work. The friendlier and more cordial your workplace is, the easier it is to form a union. Instigating hang-out time with your co-workers is one of the biggest tasks of organizing a union.

Your employer will continue with the divide-and-conquer strategy even after you’ve gone public. They might give raises to one department of the workplace – as they did with us – while ignoring another. The best way to avoid this pitfall is by having every department of the workplace represented in the organizing committee. This way, concerns from every branch of the workplace can be quickly addressed and ignored departments can be reassured by the group as a whole.

Once the union erupts out of its secrecy stage, “unity actions” become imperative. A single collective action, say, wearing a t-shirt with the union logo, sends a VERY powerful message to management as well as giving all the workers confidence in their new, united strength.

6) Make it your union

It is impossible to organize a workplace without the active participation of the workers. It is by nature a chaotic phenomenon not easily controlled. This is part of the reason that many unions refuse to participate in union organizing at all; the bureaucratic leaders see in it a threat to their privileges — an active, engaged workplace is a direct challenge to the authoritarian bureaucracy that controls many unions.

If the organizer assigned to you is any good, he or she will realize the necessity to unleash the floodgates of creativity and leadership at the workforce, utilizing any and everybody willing to help. Although it is extremely valuable to have the help of a paid organizer(s) and the resources of the union behind them, NOTHING happens unless the workers make it happen at the workplace. The union you approached knows this; it may be helpful to remind them. If the organizer puts you in an uncomfortable position with your co-workers, tell them “no.” If they ask you to do something unreasonable at work, tell them “no” again. Nobody knows your workplace, or your co-workers, like you do. Having a strong, pro-active workplace will make your union stronger since your co-workers will see themselves as the leaders and the local representing them as advisers, as it should be.

There exists a tendency to let the organizer call the shots since they are the experts. This is especially the case in the opening stages since most of your co-workers will not be experienced at all with unions. Changing this relationship is crucial. Our workplace successfully developed leadership with the blessing and encouragement of the organizers, even though at times there existed tension over ideas and strategy. It helped us also to have control over what was discussed at organizing committee meetings, as well as rank and file led “working groups” to create union literature and discuss and implement community outreach. Our organizers were sincere people who understood that developing leadership at our workplace was crucial for victory and even suggested that workers help run the meetings themselves. All of this resulted in “the organizing committee of my dreams,” as one of the paid organizers put it.

7) Keep the ball rolling

Constant progress is crucial for union building for various reasons. The first is the most important: if the union backing you doesn’t see forward motion, they may withdraw their support and resources. No union will pour money into a lost cause; give them reason to be optimistic about your chances for success. Your co-workers are also likely to become impatient if they don’t see results. Talk is one thing, action and real change is another. If the secret, talking and organizing phase doesn’t develop into action soon, your co-workers may give up hope, and who would blame them — they will be sacrificing their free time and expect that their efforts will bear fruit.

This doesn’t mean that there will not be setbacks or stagnation occasionally, but that every attempt is made to press ahead with the campaign, constantly reaching out for more allies and organizing until the prompt yet timely going public occurs.

After going public, the employer will most likely use the time-honored technique of stalling to crush the union — ours hired a vicious union-busting lawyer who employed the tactic quite nicely. It is in the interest of the workers that the union election takes place as timely as possible; this applies with equal force to the bargaining of a contract.

The employer will attempt to set the date for an election as far back as possible. They will challenge the obvious in court and then appeal the decision they lost to eat up time. They will attempt to do so because the longer nothing happens, the more discouragement sets in, the quicker workers give up, quit volunteering, or leave their jobs in disgust.

Our employer challenged us in the courts by demanding our immediate supervisors be allowed in the union. We would have won in court, but in the interest of time, conceded to their demands (now our supervisors are some of our best unionists). This example reinforces step 6: make sure that the workers are fully informed of what is happening in the legal sphere of things and that the Organizing Committee is able to make decisions about which legal tactics are employed.

8) Education

Without an understanding of what is taking place, or what is about to take place, you’ll be powerless to repel the inevitable attacks on the union from your employer once you’ve gone public. The Organizing Committee must become experts on unionism so as to gain confidence from the rest of the workplace. Otherwise, the on-the-job leaders are forgotten and the workers look to the boss for answers to the new, tough questions they’ve never faced before. Workers will go to the Organizing Committee after hearing rumors, threats, and lies from management. If the committee doesn’t have a firm grasp on what is happening, confidence can be shattered. Emergency Organizing Committee meetings may need to be held to address a union-busting tactic by management so that a proper response can be decided on and quickly spread to the rest of the workforce.

After going public, the boss will unleash a torrent of propaganda meant to confuse and scare the workers. The ONLY way to combat this is for ALL the workers to have a prior understanding of the process; you must educate your co-workers before the boss does.

Workers must understand why they need a union, why the boss does not want them to have one, and exactly what the boss will say to scare them away from the idea. The stronger the organizing and education, the more ridiculous the bosses will seem when they try to implement their scare tactics. Indeed, if sufficiently educated, EVERY tactic the boss attempts will only strengthen the union and impassion the workers.

Also, the more your co-workers are educated, the more likely they’ll be to attend meetings and become union leaders themselves, not to mention strong voices that will insure that the paid organizers and union experts remain advisers and not managers.

9) Branch out

The crucial, beginning stages of the union centers around the Organizing Committee, its strengthening in both membership and education, and its preparation for outreach to the rest of the workforce. The transition from a secretive Organizing Committee to an all-workplace union is to be done quickly and efficiently so that every co-worker is talked to in-depth before the boss understands what is happening. If the boss is able to intimidate workers before you’re able to talk to them, it may be too late.

ALL your co-workers must be promptly contacted and talked to, using pamphlets, flyers, and educational meetings both large and individual. During these meetings, signatures can be gathered that expresses the workers’ desire to form a union. If you succeed in getting a large majority to sign and your union is confident and strong, you are ready to go public.

10) Going public

This is simply informing management that you have the necessary support to form a union and that you are scheduling an election with the National Labor Relations Board (all it takes is five minutes to fill out the form). In some occupations or regions, signatures will be sufficient to have your union legally recognized while in others an election is required.

This is often just the beginning, but it marks a transformation in your organizing efforts, as well as in your workplace. All the insincerity of management will be revealed by their stark opposition to your efforts; they will act angry, betrayed, and tearful. The fight that will ensue will be determined by your successes – and continuing successes — on the above nine points. If you’ve managed to make your union strong by being united, educated, and confident, you are much more likely to win the following election and be in a strong position to win a good contract.

A union is only as strong as the active members of the workplace. Enforcement of the contract is necessary and requires engaged and educated workers. Under capitalism — a system divided by owners and workers — ALL union contracts are by nature temporary truces, subject to attack at a later date. Ideally, your co-workers will be educated on the political nature, history, significance, and strength of unions, as well as the political philosophy that best reflects workers interests — socialism.

Shamus Cooke January 2009

See Also: Labor Unions and Street Protests - https://www.youtube.com/watch?v=J-pdUHywcM4

Sunday, April 8, 2018

Location, Location, Location!



One must locate things on the x, y, z axis - the height, length, and depth planes of 'reality' but...they are fundamentally only an approximation. Reality is a moving target...

Tuesday, April 3, 2018

Youtube: Edgar Allen Poe - Ligeia (Audio Book) (47:34 min)

https://www.youtube.com/watch?v=c_EYr2Mh0kY

Edgar Allen Poe - Ligeia (Audio Book) (47:34 min) - https://www.youtube.com/watch?v=c_EYr2Mh0kY -

Or on Dailymotion - http://www.dailymotion.com/video/x6h8l6p -

I finally got around to doing the second half of Edgar Poe's short story 'Ligeia.' I had a reading that I did of two ten minute segments that I put on Youtube years ago when the limit was ten minutes for most videos. Since I have a new fiber optic $100 a month internet connection I am motivated to upload movies. Half my Youtube and Dailymotion videos seem to be audiobooks with a limited video graphic like a wallpaper. Candles and fireplaces are easy to look at as videos to go with an audio book.

I finished the last half of the reading off the kitchen computer with a Project Gutenberg text displayed in large type in front of me as my camera was on a tripod at my elbow. I had the text on screen - not me. About twenty minutes was recorded of the second half of the text. I could remember reading the story aloud thirty-five years ago into a tape recorder. I remember some of the images. The big room the narrator writes about with a large window and heavy drapes. Ligeia is a story of being with one woman while still pining for a woman from the past.

Unarmed Palestinian Protesters Shot By Israeli Troops in Battle Gear? - by Shaun Train - 2 April 2018

When I read the headlines I was curious to see if Palestinians would actually write slogans on signs and march chanting political demands as they approached the Israeli Wall that surrounds their unhappy ghetto. But, I thought I would see the usual crowd of Palestinian stone throwers. I read one article on the World Socialist Web Site that said 'world was shocked by images of Palestinian protesters being shot dead.' I decided to see the videos for myself.

The video from Al Jazeera shows Palestinians throwing stones, using slings to launch stones, setting tires on fire. The 'protesters' are all young men of military age who are looking for a physical confrontation and seem very sure of themselves - (4:17 min)

https://www.youtube.com/watch?v=lWy1k8Gea3I

A video from the UK Guardian shows that the Palestinians are in a pro-war militant demonstration working crowds into a frenzy for a battle. These are not 'protesters' simply holding signs trying to change people's minds through publicity and persuasion - https://www.youtube.com/watch?v=Lal4jtoSgWU

Fox gives a decent report and shows enough of what happened for the viewer to judge - https://www.youtube.com/watch?v=w_QIqig4Goc

The Israeli wall around a population of people as collective punishment for the right wing Islamists of Hamas rule of the Gaza Strip is wrong. But, the Palestinian strategy seems like a dead end. Over the years the Palestinians have moved from a relatively secular appeal to the right of nationhood for Muslim and Christians who call themselves Palestinians to a more and more Islamic appeal that excludes non-Muslims and has been losing in struggle against the Israelis. If Palestinians want rights the whole world can back they can start holding real political demonstrations with signs and men and women rallying together. Stop holding 'protests' that are angry young men who just came from a blood drenched sermon at a mosque after Friday prayers and throw stones immediately upon seeing any Israeli target.

Monday, March 26, 2018

Four Seasons Hotel Boston - Emergency Rally on 3d anniversary of US-Saudi war on Yemen - March 26 @ 8:30 am - 9:30 am



I saw this event online this morning, 26 March 2018, and wish I could go myself. I have a task to do today. But I did put ads and notices for the 'emergency protest' against the Saudi dictator on Craigslist, Boston Indymedia, and on three Boston themed subreddits on Reddit. Here is what I posted.

Four Seasons Hotel Boston - Emergency Rally on 3d anniversary of US-Saudi war on Yemen - March 26 @ 8:30 am - 9:30 am

http://boston.indymedia.org/newswire/display/226090/index.php

Protest Saudi Crown Prince at Four Seasons Hotel

Monday, March 26, 8:30 am Four Seasons Hotel, 200 Boylston Street, Boston (corner of Charles) (Arlington or Boylston stop on the Green line)

Monday is the 3rd anniversary of Saudi Crown Prince Mohammed bin Salman (MBS)'s war against Yemen with the military backing of the United States. We have solid information that as part of his visit to the U.S. he and his retinue are staying at the Four Seasons Hotel right here in downtown Boston. Let's make our voices heard against this Saudi-U.S. war that has turned Yemen into the worst human rights disaster in the world today. The Saudi bombing and blockade has killed thousands, spawned mass starvation and caused the largest outbreak of cholera in the past 50 years. Join us to let the murderer of Yemen know that we are determined to stop his war crimes.

We demand:

that MBS agree to an immediate, unconditional, and permanent ceasefire between Saudi-associated forces and Houthi forces in Yemen;

that MBS agree to the immediate, unconditional, and permanent end to the Saudi blockade of the commercial and humanitarian flow of food, medicine, and fuel into all of Yemen's Red Sea ports, including Hodeida.

Here are a 10 minute audio summary by WMBR, 45 minute video, and stills of our protest at MIT on Friday.

Massachusetts Peace Action joins with Action Corps Boston, the Green-Rainbow Party, Veterans for Peace/ Smedley Butler Brigade, American Friends Service Committee, Women's International League for Peace and Freedom Boston Branch, Harvard Law School Justice for Palestine, Harvard Law School National Lawyers Guild, and MIT Science for the People to say: Stop the US/Saudi War on Yemen! Saudi Prince Not Welcome! Yemen Can't Wait!

See also: https://www.reddit.com/r/BostonIndie/comments/878792/four_seasons_hotel_boston_emergency_rally_on_3d/?st=jf848ao3&sh=ed6befbe