Updated: Feb 11
"Hard justice meets easy justice"
BRIDGE courts aim to keep your taxes low, increase the happiness of society and vulnerable people while providing next-generation safety data to next gen policy makers. BRIDGE courts will save lives, prevent violence, and improve community wellness It's elementary that BRIDGE courts must be freedom-centric facilities for Clean Law's new area of inalienable preventative law practices.
With BRIDGE court, the classical justice system is the same. But the inherent psychology of performance justice in BRIDGE courts is brand new. The performance justice built into BRIDGE courts innovates the industry. Another key benefit is that BRIDGE courts are responsive. Providing urgent care support for victims of crime and abuse to decision participants. The program offers resources and services to meet our life needs that classical justice alone cannot provide.
Community GRAND court starts 3 easy eays:
FREE - Self-justify your own positive experiences in life. Or, anyone can report catching anyone else doing something positive. This builds empathy as well as a positive file, docket sheet, proceedure, city, county, and state.
Life Winks™ promotes personal positive psychology while also relieving stress. Functional methods like those available to students at risk from wwww.asset-edu.org.
Click or Report to build a safety CASE today. Or, sponsor a family in need by subscribing. Networking with Clean Law floats many people through our own unique valley of stress with counter-happiness during those trying times. While the data acts as connection guardians paying family sustainability and childhood safety forward.
3. File & Trial
Donate time to personally give vulnerable people the safety and connections they deserve for their best futures possible. Opponents know that separations are painful and submissive. Give thought to connecting with the best childhood and elderly safety team in the world. Give yourself or others healthy bonds and natural stress relief before, during and after any VALLEY court.
Helps With Yesterday's Hard Justice:
"Yesterday's hard justice wasn't like shooting from the hip.
It was more like shooting in the dark!"
"Why are good people still supporting dangerous pipelines?"
Heal With Tomorrow's Easy Justice:
Here's what your DJs are saying:
"Why are good people volunteering to balance with GRAND court themselves?"
The BRIDGE court Transformation -
Widely Accepted Everywhere:
How a Responsive 360-Degree Performance Feedback court Developed:
From psychology to the corporate world of human resources, performance 360-degree feedback methods are commonly used.
Performance BRIDGE court is derived from the corporate world of performance management. Done effectively, performance management explains what is vital to the organization and leads its community to achieve that which is expected (Bernardin & Russell, 2013). Done poorly, performance management not only fails to achieve those benefits but can also undermine community confidence and damage relationships.
Designing a performance BRIDGE court intervention system was critical. Not only were the youth elderly of America being excluded on a monumental scale out of their own lives and out of the decisions ruling their lives and futures, but they were showing it by either being proud victims of violence themselves, or else by creating violent or self-destructive acts according to U.S. Census statistics. Children of bad deals end up in bad places.
Designing a performance justice 360 (PJ360) system parallels performance management. Albeit, PJ360 is a community initiative whereas performance management is a corporate initiative. But they both enable performance people. Maximizing healthy performances while nixing unhealthy performances.
Family members, especially children, in divorce court and all other family separated situations are truly innocent people. Each just trying to do the right things by themselves and by those they look up to. Just like employees are trying to do the right things by themselves and by the people that they look up to for vision. But, what if employees were never judged based on their good work performances? What if the vision for their job did not include them or their job duties? What if, God forbid, employees got exiled from their jobs like children get separated from their families simply for not knowing that they need representation or to at least know how to practice the rules and mechanisms of an outside third-party mechanical system?
That’s not PJ360. UCLA Professor Samuel Culbert is probably the most quoted opponent of performance management systems. Says Professor Culbert, “a one-side-accountable, boss-administered review is little more than dysfunctional pretense. It’s a negative to corporate performance, an obstacle to straight-talk relationships, and a prime cause of low morale at work. Even the mere knowledge that such an event will take place damages daily communications and teamwork.” Indeed, there’s considerable evidence that those with experience are often dissatisfied with performance management systems.
The encouraging news is there’s solid research pointing the way to effective performance systems. Many companies do not agree with Professor Culbert and others who want to do away with formal performance appraisal systems.
Forms & Positive Reports
In order to design an authentic Family Law 2.0 system for families appraising family performances and positive psychology activists appraising positive childhood psychology, it was important to first define what is meant by the term family performance. Like performance management, we can think of family performance as “continuous process of identifying, measuring, and developing the performance of individuals (performance families) and aligning with strategic goals of the ( family members).” (Pritchard, Weaver & Ashwood, 2011; Aguinis, 2009). Likewise, positive childhood psychology is a continuous process of identifying, assessing, and developing performance data of individuals and children's thoughts and actions with goals of their parents or families. The performance data measurements are incorporated into various child safety file forms and part of their safety files.
The “360” component of PJ360 also comes from the corporate world. In particular, personnel psychology. The 360-Degree feedback assessment method looks at every individual from every other individual’s perspective. As well as individuals evaluating themselves whenever possible. This is a well-rounded and comprehensive view. Multiple perspectives give more insights than even one party evidence. It reduces the chance of errors and unconscious biasing for improved decision-making accuracy. It also reduces the time-disconnects between factual thoughts and actions from later hearings or decisions regarding those prior thoughts and actions. Cleaning up this time-lag itself increases the probability of more accurate decisions and clarity of overcoming obstacles and achieving goals.
PJ360 Justice System
Like the family performance system, you can also think of the child safety file system as the continuous process of identifying, applying, and further developing family sustainability performances and positive childhood psychology performances of situationally vulnerable children and aligning
with goals of family members, separated parents, and even mentoring families.
In all, your new Dual Justice (DJ) network allows victims of crime and vulnerable children to live a life of balance. A life full of endlessly positive Hawthorne effects in addition to those endlessly mounting negative isolation effects. With PJ360, logical cycles of fact-based data meets illogical cycles of error-based data to help continuously increase the accuracy of future decisions and to help people turn their own nixed experiences, ideas or issues into flourishing opportunities!
Let's do the math. On average, the cost for supporting single justice alone in the classical "adult fighting file" system is $300 per hour. Not to mention the enormous tax dollars we spend on the building overhead and the wasted illogical closures of policy mechanisms. Plus, the classical system, those files, and those eventual deals do not study the effects of these life-altering pressures on children. Some call that getting hustled or swindled. You can think of it as children getting the "no end" of the measuring stick, or pipeline. No end of those deals. While also being kicked hard while they are down and unable to ever express their voice or get back up again. That's hard justice accounting.
On the other hand, with your new DJ, child safety files are $0 to $29 a month. Depending one's level of need. Some call that saving lives. You can think of it as being blessed. DJ adds value where single justice alone couldn't even see. That's easy justice accounting.
You're smart DJ is thrifty. It's a deal. It's the real deal. It's authentic Family Law 2.0, authentic positive childhood psychology, and way beyond community service. You're connected. Have fun and enjoy a great value.
DJ with authentic Family Law 2.0.
Because the alternative alone is hard & full of costly spots.
Aguinis, H. (2009). Performance management (2nd ed.). Upper Saddle River, NJ:
Pearson Prentice Hall.
Culbert, S. A. (2008, October 20). Get Rid of the Performance Review! Retrieved from https://www.wsj.com/articles/SB122426318874844933.
Bernardin, H. J., & Russell, J. E. A. (2013). Human resource management: an
experiential approach. New York, NY: McGraw-Hill/Irwin.
Pritchard, R. D., Weaver, S. J., & Ashwood, E. L. (2011). Evidence-based
productivity improvement: A practical guide to the productivity
measurement and enhancement system. New York: Routledge, Taylor &