Arizona Prison Gangs Emulating EME Sureños Reglas (Rules) (Update)

Video link to YOUTUBE

There is a subtle trend developing around the state of Arizona prisons that hasn’t caught the eye of the media nor the attention of the prison director Charles L. Ryan unless he is being ignorant about the red flags and warning signs that are waving on every yard in his prison system. In Arizona, Mexican Americans that were once thought to be autonomous in their activities are now emulating the gang styles and rules of the Mexican EME California and their brotherhood relatives the Sureños and are under current proposals to join them into a new alliance and brotherhood.

As usual, this information is not being shared and handled as a “need to know” basis that has suffocated any and all information related to the recent racial warfare situation in Winslow prison unit Kaibab as well as an sweeping infection in the Lewis, Florence and Eyman complexes ending up in the maximum custody clusters of the Security Threat Group leaders housed in the Browning Unit in Florence, Arizona. Strangely, in their ill-advised attempt to curb the violence against the Blacks, the agency transferred many Black inmates throughout the state spreading the hate and violence with it and putting all public prisons at risk of a race war especially those that have open yards.

On the outside, the Arizona New Mexico Mafia resemble a very violent group involved in  murders and assassinations, drug deals and other money laundering activities on the street for those working the game inside prisons. They are a mixture of street gangs, released prison gang members and other criminals that are heavy into the drug dealing scene and often doing business with cartel related customers that fund there violence and subversive trend to control and take the power away from other gangs.

It is not unusual for street cops to see the Mexican Mafia tattoo or ink on these street gangs as they are wearing them proudly and not being shy about how their homies roll with the prison gangs. Yes the EME has had ties with MDTOs (Mexican Drug Trafficking Organizations) and this is what makes Arizona so volatile and vulnerable as there are sufficient avenues of access to infiltrate the prisons with staff or contract employees to facilitate their goals and mission to dominate the prisons.

On the inside, there are gang leaders locked up in the Browning STG housing units that have daily access to cell phones and communicate their business activities with much regularity without the fear of being caught or disciplined as they have developed a network that is coded and hard to break unless you spend a sufficient amount of time and effort to decode and understand what they are doing. Such communications are related to drug deals, gang revenues and taxes, green light on hits on the street and inside, alliances with other gangs and approval of memberships.

The most disturbing concern is the unification and association of Mexican Mafia members in Arizona with members of the California Emme and Sureños. When you look at history and the rules involved, the Mafia stressed three things in their lifestyles; in for life, no disrespect to each other and live with violence to rule with power.

It’s their mantra to exercise extreme violence on their victims and sparing them nothing so that their role as intimidators remains intact and feared on the prison yards without any question how far their will go since they have engaged in recent homicides without holding back any kicks or punches as they are usually delivered on a four to one or even six to one odds during these attacks.

The Mexican Mafia physical force type of strong-arm executions is backed up by the intellect of the Sureños who control the brains of the gangs. In addition, this alliance has worked itself into the Bureau of Prisons gang territory that makes them more brutal and dangerous to all the other gangs that compete for the control, drugs and power on these yards.

A most recent review of prison gang data related to the Sureños and New Mexican Mafia reveals startling facts that should not be ignored by any administrator. To date, there are over 1,575 Sureños listed and tagged in the prison computerized informational system. Add another 2,872 New Mexican Mafia tagged in the system and you have over 12 per cent of the entire adult male population members of the two must ruthless and brutal gangs in our prison system.

As of late, the rules have been changing and they have been changing for the worst as prisons become battlefield between rival gangs struggling to survive or dominating for control and power of all they can get. It is suspected that within the next year or so, there will be a four state gang infestation that will influence the prisons located in Texas, Colorado, Arizona and California as one network.  In conjunction with this growth there will be a massive increase in strength and ferociousness against other prisoners and prison employees.

It also revives the long standing feud between the Blacks and the Mexicans that originated in California prisons long time ago and puts a green light on any Black group that opposes their will to control the yards. The war against the Blacks will be escalated and more homicides will occur at the hands of these brutal gangsters that will show no remorse and do what their code allows them to do. It has been no secret that the Black, as do others, join up by race and requires that this gives them a significant level of protection while incarcerated and out in the general population.

The strength and influence of the EME is increasingly intimidating. Their obsession is to control everything. Their application of force is anything but aesthetic but rather brutal in nature. They oppose numbers with ferocious abilities to commit violent strikes and hesitate none to take a life to show which of the groups is the most powerful as it has become the way to handle the business. Hence numbers mean nothing to them while their ferocious and brutal combat style of engaging the others is their key to dominance.

Such outright vitriol is becoming more and more frequent inside our prisons. The mindset has been changed and no paper truce can survive their voracious appetite to control and to wield power over others. Their goal is to be the one gang in control and become the dominant culture to deal with as they spread out their plans for the future for this gang is all about planning for the future.

Excellence through Fear

Growing up I remember performing daredevil feats without a moment of hesitation to act because of fear. It was almost like a spontaneous act of heroism only in the moment of time where nothing around me caused me fear. Just the same, I also watched my friends risking their own safety without regard to loss of limb eye or life. The fact is, the more you dare to do new things the bolder you get. Taking such risks are not necessarily in the best interest of yourself of others but when you are young, you ignore the fear and do the dare. 

In our lives there are good, bad and ugly fears. The good fears bring you triumph in overpowering an obstacle or barrier in life. The bad fear can bring you disappointment for not trying the feat well enough and settle for mediocre goals. The ugly fear is the fear that hurts the most as it may cost you a limb or eye or even death because you took a risk that was against all odds too dangerous to take.

Learning life is not without learning which fears are good or bad. We can literally decide good choices or poor choices based on fear alone. Tapping into the good fear can bring you greatness and success while the bad fear can only bring you boundaries and limited success as you decide to pay it safe. A bad fear can also be called the fear of regret. There was no motivation for you to surpass your personal efforts and resulted in either a failure of performance or a dismal delivery of some kind of mission. 

The choice is really up to you how you deal with fear.Bad fears are identified by periods of procrastination or indecision. Waiting too long or looking for the right timing can limit your efforts or success. Wanting to take a break may cost you an opportunity knocking on the door. Good fears carry with it a level of high energy and commitment. Recognizing the good fear allows you to put your ducks in a row to make it a better arrangement thereby reducing the risks. This type of fear is also driven by motivation and is difficult to stop once it gets going. 

Facing bad fears or ugly fears is usually created by confusion and the lack of planning in the sense of when it is a good time or whether the conditions are unsuitable for any attempt to take a chance. Choices give you options. Reviewing options can decide the difference between good and bad fears.

Needless to say, taking no time to plan and not being motivated enough to do it right could lead to experiencing an ugly fear and we all know that these kinds of fear rarely gives you a second chance. One of the most influential things you experience during an ugly fear is the fact that you begin to worry too much before you even get started. Jumping into the risk with one foot left behind can create a bad situation and often results in failure. 

The last thing about fear is to always be prepared to change your strategy to put the odds in your favor. Motivation, commitment and good planning can go a long way in dealing with your own goals in life but when it is all said and done, successful deeds are often a result of taking the challenge the risky route rather than the safer route thus when you decide to take a risk, don’t look back, set your focus and let the future work itself out for you.

Petition to remove Charles Ryan as director of Arizona Corrections.

http://petitions.moveon.org/sign/immediate-resignation?source=c.em.mt&r_by=6827831

Hi,

I created a petition to The Arizona State House, The Arizona State Senate, and Governor Jan Brewer which says:

"Calling for the Immediate resignation of the Director of the Arizona Department of Corrections Director Charles Ryan.

Last July of 2013 Arizona House Minority Leader COURAGEOUSLY stepped forward asking for immediate resignation with very little support from fellow Arizona legislators, following a series of COMPELLING investigative reports from KPNX 12 News, Phoenix Arizona,
seasoned investigative reporter Ms. Wendy Halloran: "Watching Tony Die"

http://www.azcentral.com/news/articles/20130222tony-lester-doc-video.html

http://www.azcentral.com/video/2183395260001

http://www.azcentral.com/video/#/News/Rep.+Chad+Campbell+calls+for+resignation+of+Arizona+Department+of+Corrections+Director+Charles+Ryan/40280768001/35150280001/2562549084001"

Will you sign this petition? Click here:

http://petitions.moveon.org/sign/immediate-resignation?source=c.em.mt&r_by=6827831

Thanks!

So you made Sergeant – Now what

 Congratulations, you just received your first big promotion. Chances are you worked hard for such an achievement and ready to get to work doing what sergeants do. But wait, before you go to work as a new sergeant let’s take a look at your skill set and readiness level to be a new supervisor.

First you have to refrain yourself from criticizing the agency you work for as you inherited a responsibility that puts you out there as an agent for the organization and all your subordinates. What you say on your own time is your private moment but in uniform or on while on duty you will be held accountable for what you say and do all of the time.

Talking badly about the officers that have left or quit can get you into hot water with others. Remember there are friendships still intact and those that work for you expect you to be fair and talking bad about others only makes them think what you might say about them one day. Being gracious and polite to those that have departed will get you a long way in the field of respect.

Favoritism would be shown if you begin to replace the old team with a “new” team made up of friends and others that favor you as a person or friend. Eliminating others from the team will create a division and poor morale and can emerge into feelings of discomfort or unwanted creating friction and conflict on the shift or workplace.

Promotions mean more responsibilities not less. Ignoring the needs of the officers around you and the inmate population can create messy and unorganized things that will come back and haunt you.  Ignoring what you did so well before should be eliminated and avoided at all costs.

Making solo decisions and failure to consult with the “team” may result in sub optimal performance and communication breakdowns. This does not apply to all cases but in those where it is wiser to gather feedback, it is essential you do it. Although strategies are good to have, it is important that you remain open and available to you team so you can get their buy in for your plans or tactics. Being someone that decrees a not so well strategy can be detrimental to your effectiveness as a team leader and your reputation.

Then there is your demeanor and what you say. You must realize now a sergeant your words carry more weight now than they used to. This means that your mood, tone, body language and words are now subject to interpretation as a boss and saying the wrong things can cause conflict or anxiety and stress. It is better to think twice before you say it or make a joke as it will be perceived to come from a command position that is much more authoritative than before.

Realize you are not “bulletproof” and don’t act like you are invulnerable. There are times where you may be dead certain what to do or what action to take but take into consideration you recognizing the uncertainties in any situation and don’t take an attitude that may in fact be dead wrong. While you are in this position never forget where you came from and don’t compete with the previous sergeant assigned to the team. There is no need for competition.

The most common mistakes is talking too much and not enough listening. Getting too big for your own britches can and does create attitudes and changes the behaviors around you. Don’t use a tone that is offensive when a normal tone will do the job. Be considerate of others and don’t give out orders while you sit behind the desk acting all mighty and powerful. Know when it’s time to talk and time to listen and you will be a successful communicator.

Paying attention to these rookie mistakes will help you avoid some difficult times ahead. Don’t pretend you know it all and don’t forget to ask for input from others. Make it clear how you perceive your role to be within the workplace, the shift or among your team members. Following these rules will allow you not to be seen as a rookie sergeant being a jerk and making rookie mistakes.

 

Correctional Officers – Leaving the high performers alone

 

Are you one of those correctional officers that are being directed or guided by someone who spends very little time on the floor with you or comes to your control center and tells you how to do your job better based on proficiency tips and hand me down suggestions?  The truth is most supervisors spent 20 per cent of their time with those that work for them while the officer spends 80 per cent of the time doing what they are supposed to do according to post orders and other directions. Surprisingly they do their jobs with a minimal amount of complications and report only those problems that require a supervisor’s knowledge.

Thus it might be accurate to say that some supervisors spent most of their time dealing or managing or documenting their time with underachievers or underperformers, employee evaluations, babysitting those that need help all the time and investigating those incidents that occur under their watch. Needless to say, they are appreciative of those A team players on their team and the ones they can count on to do their job and often go above and beyond the line of duty to accomplish what needs to be done and do it well. In the course of reducing staff and multitasking these individuals are easy and low maintenance to take care of as they don’t require any babysitting or micro managing that is very time consuming thus allowing the supervisor to “leave them alone”

Logical thinking would drive you to think that these high performers are the ones rewarded and looked at as assets to the team and organization giving them praise and rewards. Wrong, these are the same persons that work longer and harder than the low performers and are tasked at a rate of twice what the lazy ones do without any incentives or praise. It is no wonder that these type of behaviors by supervisors and managers drives the good ones away and create low morale situations in the workplace.

Unfortunately managers and supervisors in the corrections field feel that when they leave those that perform well alone they are doing them a favor and reward them by neglect. There are no compliments coming their way and it’s often too late to reverse this lack of appreciation as they walk out the door looking for another place to work. Thereby in an unintentional manner, they drive the high performing officers away.

The second thing bosses do is give these high performers the toughest job assignments there are on shift as they feel confident these individuals can handle the most challenging situations there is. Sadly, these competent and energized persons will also be asked to clean up after others that have failed to do the job adequately and often a main source for a supervisor to get them to catch up or complete tasks that were assigned to others on the shift but who failed to pull their own weight.

The next realization is that high performers are treated different that low performers when it comes to disciplinary or evaluation sessions. Supervisors often place unrealistic expectations on these high output workers and put a tremendous amount of pressure on them to not have a bad day, make a mistake or miss a deadline. This in turn makes them abused to the sense they are charged to work long hours, and fundamentally driven to achieve more to meet high expectations that can often lead to burnout or high stress situations.

Last but most importantly, high performers left alone suffer from the opportunities to be identified for special assignments and rarely chosen for higher challenging duties as they are the core of the team’s success. Although it is natural for these type of workers to excel and improve, they are often overlooked to learn new things and chosen as mentors or training officers that could lead to better career opportunities for them along the way. The eventual result of such neglect is a high use of sick leave, splitting their vacation time and eventually excessive absences from the workplace in order use a mental health break to recuperate from their abuse.