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Here is the foundation of competitive and destructive confict: I cannot help the other purchase 50mg penegra amex prostate cancer 9 out of 10 gleason, because whatever I give her I end up loosing it for myself purchase 50mg penegra with mastercard prostate cancer facts. Under this light we are condemned to rivalry entangled within a mesh of interdependent relationships order penegra 50 mg without prescription mens health 28 day abs. The trick is that our cultural tradition is too fxed on distributive interpersonal exchanges generic penegra 50mg fast delivery prostate oncology wikipedia. When looking to the other values sought by people, including potential rivals or allies, we notice that they do not have a distributive nature. Any person can share respect, skills, information and affection with another without fnding its share of them diminished. On the contrary, the fact that I offer respect to another person or institution even if major disagreements interpose between us may actually increase my own respect. Here is a pathway to building trust and creative collaboration: one can freely share these values with actual or potential rivals and turn them into allies or, at least, into respectful and civilized neighbors. We could assume that most organizational shortcomings and failures stem from three general problems: 1) lack of a clear and shared vision and direction; 2) lack of action, also known as the implementation gap, and 3) inaccurate assumptions and inadequate knowledge. Many recovery conservation programmes are built without a clear and shared idea of their ultimate goals and the approaches and methods needed to achieve them. In some cases an ex situ conservation programme is proposed when there is no clear evidence of how it would beneft the target population or species. Animals are bred and/or released without a clearly identifed conservation need for these actions. In other cases, different actors and organizations hold divergent or antagonistic views of the challenge at hand, its desired result and the means to achieve it. Open, frequent and effective communication amongst all relevant stakeholders serves as a general solution for this major problem. This should include arranging and managing regular collaborative planning instances that can help to: 1) establish a clear and shared vision of the common task; 2) call for multiple resources for ex situ/in situ conservation actions; 3) establish effective organizational structures, and 4) set the bases for continuous learning through monitoring, evaluation and widespread information exchange. Plans can be agreed, and a clear and shared vision can be built, but that does not assure proper implementation of effective actions directed to change the status of our target population. A classical solution proposed for these situations is to call for increased funding. Proper funding is certainly a key issue but it does not assure adequate implementation, unless there is an organizational structure that is designed and adapted for its effective and effcient management. First, it is important to fnd a right balance between high control and low executive levels. Below them there are usually teams or individual professionals who are in charge of implementing these policies. The former offer a sense of general direction and tend to insert any programme within a larger policy frame, while the latter take care of on-site executive matters. Implementation gaps tend to appear when high levels of control override executive groups thwarting their timely and effcient functioning, this being a typical result of bureaucratic organizations. It could be summarized to: someone who wakes up in the morning refecting about how to reestablish the species in accordance to other groups and people. Someone who wakes up without refecting about how to recover the species, who promotes a business as usual attitude and who is just thinking about how to keep control of the process or wanting to save the population excluding other interested parties. Third, conservation institutions should be aware of the need to prevent and avoid goal displacement. Goal displacement occurs when a person or organization starts acting in ways that harm their explicit goal but beneft a second and often unexpressed purpose, typically related to programme control, career advancement or position strengthening. The problem is widespread, and also very human, because we all want other things besides avoiding some species extinction. Examples abound: clark (1997) and Reading and Miller (1994) use the concept to describe actions taken by the Wyoming Department of Game and Fish in order to control the black-footed ferret programme. Lieberknecht (2000) identifes goal substitution as the the root of the policy problem in the conservation of the Barton Springs Salamander in Texas. There is a need to act early to prevent species extinction, even if we have not discerned all relevant facts. Still, when we are able to get a clear picture of what is happening and what needs to be done, the context becomes too dynamic and tends to change in fast and unpredicted ways by the time we start acting. Here lies a major organizational 509509 challenge: the need to take decisions and act in an environment of uncertainty and change, while trying to avoid that these decisions and subsequent actions are based on inadequate knowledge and wrong assumptions. In this regard, several authors have proposed adaptive management as the paradigm that should guide decision- making in conservation programmes and other complex natural resource challenges (Lee, 1993; Salafsky et al. Programme evaluation implies the continuous questioning and refection on our assumptions, objectives and methods and, sometimes, even our fnal goals. A permanent questioning when managing a conservation programme should be: what are we assuming or doing that is wrong or, at least, clearly improbable, perhaps ineffective or even potentially harmful? Evaluation could be either internal or external and formal or informal (see Backhouse et al. Informal internal evaluation implies creating a working environment where all programme participants can openly share thoughts, worries and proposals related to the conservation task.

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