H/T Thinklikeahorse.org.

If ownership of the Virginia Range horses passes from the Nevada Department of Agriculture to a privately owned animal advocacy group, as proposed by the Board of Agriculture on 12/12/17, you will have animals belonging to one party grazing on land owned by another.

Can private party A (who owns horses) compel private party B (who owns land) to accept A’s horses for grazing?

If A can place his property on B’s land without B’s consent, could A also place cattle and sheep on B’s land?  Equipment and supplies?

How will the concept of fence out / open range work in this environment?

See NRS 568.300.  The horses will be considered livestock when placed into the hands of the advocacy group.

The principle of keeping power closest to those it affects.

What an individual can do, society should not take over, and what small societies can do, larger societies should not take over.

On 12/12/17, the Nevada Board of Agriculture voted to give control of the wild horses on the Virginia Range to a yet-to-be-determined non-profit animal advocacy group, according to a report in the Reno Gazette Journal.

If those horses belong to the people of Nevada, as opponents of the action claim, then YOU be that group.  YOU form the non-profit.  YOU keep the horses on the range and away from slaughter.  The people of Storey County.

This is an opportunity not a catastrophe.

Ask for more than you can achieve.

Give your idea a nice name that masks your true intent.

Use the media and educational tools to inculcate your view in the public.

Develop your own lexicon, redefine words, keep pounding those words into the psyche.

Attack your opponents not on logic or facts, but by name-calling and emotion.

Don’t concede until you’ve moved the marker a little closer to your goal.

Reset the measures so the new position is considered normal.

Refer to adherents of the old position as extremists.

Never, ever give up or stop pushing.

In The Human Side of Enterprise, Douglas McGregor argued that management style was a product of the manager’s assumptions about his workers.

Suppose you visited a company and found a top-down authoritarian structure, with close supervision and heavy emphasis on external control (punishment and rewards), you might conclude that management believes their workers are lazy and irresponsible, have little ambition and dislike work.

If you went to a business and found fewer layers of management, larger spans of control, flexible work hours and a high degree of job satisfaction and self-control, you might conclude that management believes their workers are creative, loyal, seek responsibility and voluntarily strive to meet or exceed the goals set for them.

So now you come across an individual or group that practices or promotes the poisoning of water holes, fencing-off of pastures, aerial round-ups, bait-trapping or darting of mares.

What does that tell you about their underlying beliefs?

Another organization installs fences to keep horses away from busy highways, outbids the kill buyers at auctions, places rescued animals on sanctuaries, adopts horses gathered from public lands, provides water out on the range to help keep them away from populated areas.

Who’s the advocate?

You want less of this?

More of this?

Living symbols of the historic and pioneer spirit of the American West.