Victims testimony in the link. Left the Party a few months ago but refrained from posting about it out of “discipline/not wanting to hurt the movement” on hexbear dot net but this shit is simply beyond the pale. anyone thinking about joining a socialist org deserves to know about this horrific garbage.
Obviously there’s no quick fix to patriarchy orremoved culture but the rotten, misogynistic, apologist, opportunist Becker clique has got to go if this org is going to be anything more than a hotbed of abuse and exploitation. I genuinely loved and respected my rank and file comrades, this shit makes my blood boil.
Capital doesn’t have term limits, why should we? It would be an unnecessary concession to remove from power an effective leader that is not causing problems.
Like a lot of lib governance ideas – FOIA comes to mind, as another example – it may be mediocre to bad as applied, but that doesn’t mean it would be a bad idea under different circumstances.
One other reason for term limits is to try and get your leadership to cultivate the next generation. This makes sense even if you have a good leader who you hope to have around for a while.
Along with what @infuziSporg@hexbear.net said, in my opinion term limits are not the solution to this problem. If the same person is elected for a really long time, then your org is not doing enough to train up the next generation. But if presented with that problem, it doesn’t really help to be forced into electing someone less competent just for bureaucratic reasons. In my opinion. It’s attaining the symptom instead of the cause, in a way that could be harmful.
A thriving org that nurtures new leadership will not have a problem of finding people willing and able to take over periodically
I guess term limits would help with one situation: when Betty from accounting wants to be the Forever Treasurer and will be deeply offended if someone else takes that role. But actually solving that requires org discipline and the strength to tell her that she can’t do that. Using term limits is the passive/avoidant solution in that scenario.
Cultivate early, cultivate often. This doesn’t necessarily mean that you need to switch people out every term, but you don’t want any individual to be indispensably crucial to the organization, and you want to be ready to pass the baton at any time.
Power is like manure, it only does any good when you spread it around.