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September 30, 2003

Human Value Profile 1 - Joy of Accomplishment 

In this 10 part series- dont worry, we welcome debate if you see a different value as more important or have a better wording (this is a great medium for iterative editing)

1 Let's get rid of organisations that do not make people happy
As Professor Mihaly Csikszentmihalyi (author of Good Business) proves in over 15000 interviews - happiness flowing into focus is the greatest explainer of human productivity. Focus is where a worthwhile organisation should lead co-workers in serving value that is always evolving as uniquely relevant to others - purposefully making the most of the organisation and each co-worker who makes a difference in serving people. Organisational psychologists tell us that learning to make a difference is the greatest human drive (even greater than sex). Organisations spend more than any other of our time (of our lives, that magic span we each only have one go at, and which we do well to mutually respect) , so why isnt it obvious that Joy of Accomplishment is the number 1 criteria that would benefit every true stakeholder who values an organisation?

Here are some reasons why we may have lost sight of the obvious:
1) While a transparent model of organisation would multiply value for everyone who 'invests' time or money or trust in the organisation, the late 20th century made some serious mathematical errors in valuation and reporting of organisations which let speculators take over many companies- speculators do not invest; they do not care for any other stakeholder than themselves; they destroy value for every other person and having made a bubble out of an organisation in temporarily maximising a number, they then short it as the value bubble bursts making as many people as miserable as they can take from.

2) In recent decades, we didn't do too well with marketing either - at least not in the sense that Drucker originally declared this as the most valuable sustenance of organisation - he meant learning knowledge of how external stakeholders future needs were changing so everyone inside the organisation could improve their work in time and innovate to serve those needs. If we did that, not only would everyone be linked in a joy of accomplishment but stakeholders would continuously market a company by recommending it to all their peers. And companies would grow depending on how great their gravity in attracting human values reality-making, instead of just image-making.

3) Unfortunately, there are certain types of media that need a health warning because they specialise in the exact opposite of the joy of accomplishment. This depressing direction can be termed the gratification of apathy. So it might be naive to expect that the news of the most wonderful of human value multipliers will be propagated by those who shout messages loudest or celebrate form over the magic which human beings materialise when we are most caring at serving others or fastest at learning inspirational abilities. If you agree with this post, why not make an immediate difference by clicking it to someone who may circulate the idea?

more methods of trust

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