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Purpose of Life and the Universe: Conclusions from the Agape Research
Conclusions from the Agape Research
At Agape Consultants, we arrived at the following conclusions after twenty-six, 26 years of work from 1988 to 2014:
- The power to make wealth, ROI derives from the energy for value creation, C; subject to the respect for merit and the passion for transparency in the community, group, society, or business environment, EB.
- To optimize the business environment, EB two, 2 paradigm shifts would be required, in science and in business, to create the enabling environment for merit and transparency.
- To bring about the shift in paradigms it would be necessary to derive the F-Scale, which is an absolute scale that lends itself to the thinking suggested by the paradigm shifts.
Thus the identity kit, Id-K is calibrated to put a value on people, according to the capacities for productivity and leadership. Measurements on the kit are characterized by the following three, 3 features:
- Only scores that are optimum can be used for predictions.
- The scores distinguish the domain experts, who are leaders in their various professions; as the Pareto '20%ters', who do 80% of the work in the organization.
- Organizations that are identified by this kit as leaders of industry would be populated with a workforce of domain experts and leaders of professions whose score on the kit would be optimum.
And the work culture is designed to optimize values that are below the required optimum, to give the other members of the workforce the opportunity to play catch-up. It is characterized by the following two, 2 features:
- The knowledge bank
- The appraisal model
While the knowledge bank motivates workforce retention, the appraisal model motivates workforce engagement. In general, performance targets, as well as the health of the organization are better accurately determined, given the following three, 3 input factors from the organization’s books:
- Cost of Materials
Aim and Objectives
The Agape Research was designed to achieve the following three, 3 goals:
- Put a value, C on people uniquely, according to the capacities for productivity and leadership.
- Put a value, ROI on organizations uniquely, to define organizational health as a function of sustainability, environment, and profit.
- Create the enabling environment, EB or culture, in which the observed values, including C, ROI and EB may be optimized.
Ultimately, it is required that people make the shift from the excessive preoccupation with appearances, to the perception of the essential components of phenomena; which are unchanging, and give being to the phenomenon. The excessive preoccupation with appearances has been occasioned by the curved space-time that characterizes the universe. This distorts the perspective of phenomena, to unbalance the person, making people to become preoccupied with their positions. But the solution does not reside in the preoccupation with positions. This would be tantamount to focusing on the problem, which translates into worry; rather than focus on the solution, which results in creative thought.
Creative thought is an uphill task, much like swimming against a river in flood. It involves the creation of momentum, which with activation, results in the making of the desired object.
Then the creation of momentum would be synonymous with the derivation of procedures for the performance at task. And the activation of the momentum would be the same as the opportunity to perform at the task. This introduces an alternative perspective to the concept of motivation, which would then involve momentum activation; when a person has the opportunity, to demonstrate what they know. To motivate therefore, it would be sufficient to give the person the opportunity to prove themselves. This means that the person would have learned certain things, which they would be expected to demonstrate. This is much like learning to swim, before a boat accident in which it capsizes in water. The reward that is associated with the performance at task would then merely be that, a reward. This distinguishes rewards from motivators, which would then no longer be confused.
The Soul Principle
The above conception of motivation, as momentum activation; begins the shift from appearances, to essentials. The focus is no longer on the reward, which is material; but on the capacity that attracts the reward, which is immaterial and intangible. But this points to a deeper shift in focus, from the person, to the soul. This would mean that while the person is material, the soul would be intangible. Moreover for the human, the essence of being would be 'soulish', rather than personified. To get a clear understanding of the person therefore, it would be required to get a hold on the soul. Then given the soul, S the person, F would be determined.
This is however complicated by the fact that the soul is becoming, but the person is. The personality, F would be defined by characteristics that are in 'situ' and the soul by features that are in flux. In both cases however, the characteristics and features need to refer to the inner nature or being, rather than the appearances. They need to be functional, and not merely descriptive. Characteristic features are functional when they start by identifying the purpose of the phenomenon, followed by a description of how the purpose may be fulfilled. Functions usually point to institutions, as established rules, norms, or customs. Mere descriptions highlight characteristic features, which are not essential and can change in time. They focus on appearances.
When characteristic features are functional and go beyond appearances to essentials, they evoke trust. In this case, they would have touched on the unchangeable and stable element of phenomena. The curved space-time would have been overlaid by abase that is flat. Or rather, levitation would have occurred, which lifts the person above the friction that is generated by the vagaries of the environment. This is commonly referred to as appreciation which would be a necessary condition for evaluation; both of which refer to the flip sides of the same coin. Like the essence, A1 and the appearance, A2 as well as the function, A1 and the description, A2; the appreciation, A1 and the evaluation, A2 are actually inverses, for A1 = 1 / A2. They are references to the intangible and the tangible elements of phenomena, respectively. When Plato distinguished between the world of forms, A1 and the world of objects, A2 he actually referred to these distinctions. While forms have to be created, being derived from nothing as it were; objects are made, being derived from the forms. Forms and objects are mirror images of the same phenomenon. This makes the soul and the person mirror images of the same being.
Purpose of the Universe
By this conception of soul and person, the mirror that links the two, 2 would be the universe. The universe would therefore be the aperture, by which the soul is reduced into the person. This is much like the object, the camera, and the photograph. Given the appropriate perspective of the universe therefore, the soul, S would predict the person, F exactly. And the prediction would become unstable as the observed perspective of the universe becomes less appropriate. These relationships are demonstrated on the identity grid presented below. A distinction is made between the phenomenological, p and the behavioral, b to represent the intangible, p and the tangible, b respectively. And both the soul, S and the person, F are defined by these dichotomies, as Sp, Sb, Fp, and Fb. It is then observed that the phenomenological soul, Sp predicts the behavioral soul, Sb as well as the behavioral person, Fb. But the phenomenological person, Fp does not, to establish the mirror imagery.
Then it would be possible to define the entropy, Ent that a person, EntF contributes to the environment, according to the appropriateness of their perspectives of the universe. This would be the ratio of the expected measure of the factor-Fb, Fb’ on the observed measure of the factor, Fb for EntF = Fb’ / Fb. In this case, the perspective of the universe would be synonymous with the perspective of reality. The better this perspective, the lesser would be the amount of entropy that is contributed. For stability therefore, it would be sufficient that entropy contribution is minimized. And this would require that levitation is done; for appreciation and the shift from appearances to essentials. It would be required that forms are discerned, which would define the human potential. By backward substitution, the purpose of life would then be to build the soul.
Fulfillment of the Purpose of Life
But forms actually define spirit, as conceptualized by Plato's duality, where the forms are perfect and the objects are merely their crude replicas. Then the crudity would decrease, as the human potential is attained; for a less number of objects that are defective, as demanded by six sigma, 6σ:
Workforce Engagement as the Power to Make Wealth
Two, 2 sets of data are required, to evaluate workforce engagement as the power to make wealth:
1. Individual data, which culminates in the appraised performance, according to the person’s observed ROI, ROIF
2. Organizational data, which also culminates in the appraised organization’s ROI, ROIG
Both values, including ROI and ROIG, are passed through the appraisal model, to derive the ROIF
Then workforce engagement as the power to make wealth, EnG is evaluated as the ratio of ROI on ROIF
As it is for the human person, F the amount of entropy, Ent that the organization, EntG generates would be evaluated as the ratio of how much value the organization is capable of creating, VA’ on the actual value that is created, VA for EntG = VA’ / VA. This would be a measure of the extent to which the workforce understands the universe, as well as the purpose of life. Then, the following features that characterize the organization’s performance would be related by the associated indices:
- Revenue, 4
- Value Added, 3
- Profit, 2
- Cost of Materials, 1
And the health of the organization, BHI, like the entropy, EntG that it generates, would depend on how these indices are approximated in reality. The work culture is designed to motivate this approximation. Given the following qualities of the workforce on the assumption of employment:
- The Personality factor-F
- The Soul factor-S
- The character factor-C
It would be expected that these qualities are optimized, following their experiences in the organization. This would be evident in their scores on the factors f0 for objectivity and ROI for the return on investment. Together these five, 5 factors, including f0, F, S, C, and ROI define the quality of the business environment, EB in which the energy for value creation, C is translated into the power to make wealth, ROI for ROI = 2x – 1: x = 1 / (1 – 1 / C). This would be a measure of the extent to which merit is respected and transparency is revered, in the business environment, EB.
Six Sigma, 6σ
When viewed from the intangible, the industrial revolution actually exposed the human propensity for waste; thanks to Six Sigma, 6σ who set the standard for optimum production at two, 2 defective products; then the information revolution identified the process, as the antidote to waste, for the 6σ standard to be fulfilled.
In conclusion therefore, organizations would be at the heart of nature’s secret plan, as posited by Immanuel Kant in the call out below:
The history of mankind can be seen, in the large, as the realization of nature’s secret plan to bring forth a perfectly constituted state as the only condition in which the capacities of mankind can be fully developed
A philosophical attempt to work out a universal history according to a natural plan directed to achieving the civic union of the human race must be regarded as possible and, indeed, as contributing to this end of nature.— Immanuel Kant
When they evolve great cultures, OrgC they become positioned to make great leaders, Ps according to Pareto's 80-20 principle; and to maintain a workforce that is optimally engaged, EnG for optimum productivity.
The workforce would have made the shift from the excessive preoccupation with appearances, to the perception of essentials to perform at task by the standard procedure, in fulfillment of Stephen Hawking's thought presented below:
In any population of self-reproducing organisms, there will be variations in the genetic material and upbringing that different individuals have
These differences will mean that some individuals are better able than others to draw the right conclusions about the world around them and to act accordingly.
These individuals will be more likely to survive and reproduce and so their pattern of behavior and thought will come to dominate— Stephen Hawking
In all the workforce, C benefits, the society, EB benefits; and most of all, the organization, ROI benefits, in terms of the optimum return on investments, as posited by Ralph Christensen following:
The right work force, C
In the right environment, EB
Delivering profitable business growth, ROI— Ralph Christensen