CONSULTANTS

8, De - Ba ng ler St. P.O. Box 1243,

Gb oko

+ 234-808-080-2046

E-m a il: a n ye b e p e te r @ ya h o o . C o m +234-703-430-2486

Relationships:

A Model of Teamwork

By Peter Anyebe

AGAPE

CONSULTANTS

11th

November, 2014

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Leadership is presented as the capacity to create

opportunities for wealth creation, in the environment

Keywords: Forms, Waves, Reality, Reciprocity, Emotionality,

Relationships, Relativity, Synergy, Trust, Risk

CONSULTANTS

8, De - Ba ng ler St. P.O. Box 1243,

Gb oko

+ 234-808-080-2046

E-m a il: a n ye b e p e te r @ ya h o o . C o m +234-703-430-2486

Relationships:

A Model of Teamwork By

Peter Anyebe

The best that the genius can do would be only

about 70% of what needs to be done, for CWk =

1 – 1/3 S; S → 1. This puts the best of the rest

of us mere mortals at less than 70%. It does not

make sense however, to fall below 30%. This

means that a person, who attains less than 30%

of their potential, would not be fit for the

workforce. This arises from the difficulties in

grappling with reality. Recall that space and

time give the universe a characteristic

curvature that distorts the perspective of

phenomena. The observed distortion places a

strain on predictability, which extends to certainty and therefore productivity. When

people are not certain, the tendency would be to be haphazard.

Thus humanity has been perturbed by the following three, 3 dilemmas:

Space

Time

Events

Recall the following quote from Immanuel Kant:

Two things fill the mind with ever new and increasing admiration and awe, the more

often and perseveringly my thinking engages itself with them:

The starry heavens above me and

The moral law within me.

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This is actually a reference to the three, 3 dilemmas,

at once. Then the correct definition of reality, which

resolves the dilemma with the starry heavens, holds

the key to the morality dilemma. When reality is

described in terms of the natural order, N-O

phenomena would at once be characterized and

procedurized. Moreover, morality is all about, if it is

right, then it is good. This resolves the problem of

risk, uncertainty, and the predictability of events. So that only the morally upright,

Po would be predicted accurately, f0 for f0 = 2Po - 1. The correct definition of

reality resolves the difficulty with space-time, to provide the fundament for

describing events accurately; for predictability, and therefore minimum risk. Serially:

Thus, moral uprightness requires that a

fundament is created, which is flat, to

overlay the curved space from which people

must derive their perspectives of events.

Analogously, levitation raises the person

above the vagaries of the universe, when

appreciation is in terms of the essentials

rather than the appearances of phenomena. It

is the essentials, which are unchanging that

give being; to define the point at which

reality and truth coincide. To arrive at this

point in human history, Einstein described

space with gravity, by the general relativity principle. And Feynman resolved the

difficulty with time by the sum over histories concept of the uncertainty principle.

The natural order, N-O actually resolves the difficulty with events, by defining their

analogue as the process. Given a purpose, which is described by the three, 3 features

of its form, and it’s two, 2 wave features therefore, the event that is designed to

3. Events Risk

2. Time 6. Predictability

1. Space 5. Morality

4. Reality

fulfill the purpose would be adequately described. The six, 6 items of the standard

procedure series, SPS are the multiple of the three, 3 and two, 2 descriptive features,

for 3 x 2 = 6. The five, 5 descriptive features are the sum, for 3 + 2 = 5; which is

predicted by the perception model of mind, PMM presented below:

f0 = 4(1 – 1/√Z),

z = ½ (4 – 1/√f1)

f1 = Perception Index, N = 5

f0 = Sensation Index N = 1

This model is the mental analogue of the sum over histories concept. In order to

ascertain that events have been described and reconstructed correctly, the items one,

1 to four, 4 are summed, according to the synergy model as follows:

4

Pm + 1 = 2 (∑Pm) + 1

m=1

Recall that creativity and invention

originated mostly in trial and error, as

exemplified by Thomas Edison and the

light bulb. Such inventors optimized

their potentials, at 70%. Then, the

experts reduced these inventions into the

fundamental principles, to account for

the other 30%. Recall also the four, 4

principles of automobiles, derived after

Henry Ford; as well as the four, 4 principles of aerodynamics, derived after the

Wright brothers. This means that it would be possible to reduce these principles into

a single principle of creativity, which applies to all forms of creation. Such a

principle would account for 100% of the potential, according to the synergy model

generalized as L = 2F ± 1. In this case, 2 x 30% + 10% = 70%, for actualization.

When this is added to the 30% for the conception, it gives 100%. Thus, an event that

is appropriately conceptualized, 30% would be adequately actualized, 70%

according to specifications, for 30% + 70% = 100%.

This observation is the product of the human synergy over time, which started in

earnest with the industrial revolution, through the information revolution, and now

the knowledge revolution. The difficulty with space was resolved with the wave

principle, following which phenomena would be adequately described by two, 2

features, including location and size. The difficulty with time is resolved with the

natural order, N-O following which the timing of every event is determined. This

derives from the definition of forms, according to the three, 3 fundamental features.

The combination of forms and waves, according to the reciprocity principle, present

the standard procedure in a format that represents the unit process. When this unit is

derived, the emotion is stabilized, for L= 1/A F2, to minimize the frictions in

relationships for optimum synergy. Serially:

Relationships occur at the following two, 2 levels:

Synergy

Trust

For specific assignments, it is sufficient that

synergy exists in the team. This is when all

team members are agreed, as evident in the

reconstruction of the standard procedure for

the performance at the related tasks. For trust

however, agreement needs to go beyond the

specific, to the general. This is achieved at the

level of personal identity, which is evaluated as

a measure of the thought pattern. Einstein

reduced thought into intuition, Pc and

rationality, Rn in the following quote:

The intuitive mind is a sacred gift,

And the rational mind is a faithful servant.

We have created a society that honors the servant,

And has forgotten the gift

3. Reciprocity Creativity

2. Forms 6. Relativity

1. Waves 5. Relationships

4. Emotionality

To correct for the anomaly indicated in the above quote, a paradigm shift is

suggested for science; in which the realm of existence is understood to go beyond

matter, to include mind, soul, and spirit. Then, spirit would be described by the

capacity to discern forms; and matter, by the ability to describe phenomena as

waves. These two, 2 capacities are mental, to define the mind, as above, by the

PMM. And the soul is the product of the mind, according to how closely the mind

approximates the standard procedure. Diagrammatically:

While the soul, S is becoming however, the person, F is. Then, given the soul, S the

person would be determined; as demonstrated on the identity grid presented below:

By this grid, given the thought pattern, p the behavior pattern, b would be

determined; subject to the discipline of approximating the N-O. The correlation

coefficients presented on the identity grid are derived from the observed

relationships between the following three, 3 factors:

Rationality, Rn

Intuition, Pc and

Performance, √n

For the theoretical relationships, given Pc, the factors Rn and √n are determined;

for Rn = 2Pc – 1 and √n = 1/C Pc2: C = (3Pc + 1) / 4. For the empirical

relationships, all three, 3 of these factors are measured on the identity kit, Id-K. For

the commercial grid, only the factor-Pc and the factor-Rn are measured, and the

factor-√n is determined. While the thought pattern is derived from Pc and Rn, the

behavior pattern is derived from Rn and √n. This is the soul principle, following

which all the energy that is available for work, CWk is stored in the soul, S; according

to how intuitive and rational the person is. To be actually used at work however,

energy is reduced into power, Po that resides in the personality, according to the

number of essential elements of phenomena, Nu that the person, F is able to

identify. While the person, F whether phenomenological, Fp or behavioral, Fb can

be predicted from the soul, S the person’s behavior, Fb cannot be predicted from

their phenomenological self, Fp. A conversion constant, discipline, 1/10 would be

required.

This means that given the soul, S the person, F would be determined. However, it is

not the same as saying that the behavioral, b can be predicted from the

phenomenological, p. Neither can the behavior pattern be predicted from the

thought pattern. Discipline would be required, for conversion. This is the basis for

the distinction between synergy and trust as fundamental to human relationships,

and therefor teamwork. For teams at work, synergy would be sufficient for efficiency

and effectiveness. In this case what is required would be agreement with respect to

the procedures that are involved at the work. With teams that are more personal

however, like families, agreements need to be deeper. Trust requires that agreement

is beyond the person, F to the soul, S. This is because while predictability is possible

with the soul in general, it is not possible with persons, outside discipline, which is

also a concept that is intractable.

Between the soul and discipline

therefore, the soul would be a better

predictor of the performance at task.

Moreover, most organizations, by

fretting constantly about

organizational culture, actually

suggest that they are a family, and

not simply any kind of team. Work

ethics ought therefor to go beyond

synergy to trust, for optimum

results. The soul principle is it! 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.

The work culture is designed to optimize values that are below 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.

Selected Bibliography 1. Aaron, Raymond (1967) Main Currents in

Sociological Thought, 1

Penguine Books;

Auguste Comte: pp63-109

2. Aaron, Raymond (1967) Main Currents in

Sociological Thought, 2

Penguine Books;

Emile Durheim: pp 21-117

Max Werber: pp 185-258

3. Brooks, Harry C (1922) The Practice of

Autosuggestion by the Method

of Emile Coue.

Dodd, Mead & Co.

4. Carpenter, Harry W. (2005) The Power of your

Sub-Conscious Mind:

How it works, and how to use it.

Anaphase Publishing

2739 Wightman Street

Sandiego CA 92104-3526

5. Carroll, H.A. (1969) Mental Hygiene The

Dynamics of Adjustment

Prentice – Hall Inc.

6. Catell, R. B. (1965) The Scientific Analysis of

Personality. Penguine Books

7. Coombs, C. et al (1970) Mathematical

Psychology, An Elementary

Introduction. Prentice Hall Inc.

8. Cosgrove, M. P. (1977) The Essence of Human

Nature. Zondervan Publishers

9. Coué, E (1920) Self Mastery Through Conscious

Autosuggestion PSI TEK edition

10. De La Cruz, A. et al (1981) Physiological Basis

of Human Behaviour KEN

inc. Quezon City Philippines

11. Gladwell, Malcolm (2008) OUTLIERS The Story

of Success. Little, Brown and

Company New York •

Boston • London

12. Fitz-enz, Jac (2,000) The ROI of Human Capital:

Measuring the Economic Value of Employee Performance.

American Management Association; AMACOM

13. Freud, Sigmund (1924) A General Introduction to

Psycho-Analysis

Washington Square Press Inc.

N.Y. June 1966.

14. Hume, D. (1740). A Treatise of Human Nature

(1967, edition).

Oxford University Press, Oxford.

15. Kant, Immanuel (1963) Critique of Pure Reason

(1781; rev. ed. 1787),

trans. N. K. Smith (London:

MacMillan & Co.).

16. Maltz, Maxwell (1960) Psycho-Cybernetics: A

New Approach for using your

Subconscious Power.

Prentice-Hall, Inc.

Englewood Cliffs, N.J

17. Niven, David (2000) THE 100 SIMPLE

SECRETS OF Happy People:

What Scientists Have Learned

And How You Can Use It.

Harper San Francisco; A Division

of Harper Co Ums Publisbers

18. Pickering, W. S. F. (1975) Durkheime on

Religion, A Selection of Readings.

RKP

19. Rae Alastair (1986) Quantum Physics, Illusion or

Reality? Cambridge University

Press, NY

20. St. Augustine (1950) The City of God. Edited by

Vernon J Bourke Image Books,

1958 Garden City, N.Y.

21. Wann, T. W. (1964) Behaviourism and

Phenomenology, Constrasting

Bases for Modern Psychology.

University of Chicago Press.

Contributors: Sigmund Kock,

R. B. Macleod,

Nroman Malcolm,

Carl Rogers,

Micheal Scriven,

B. F. Skinner.

My Links: Literature

1. The Character Model; An Approach to put a Value on People uniquely, according to their Capacity

for Productivity, Leadership, and therefore Self Containment and Sustainability

2. Niche:

A Model of Energy Transfer

3. Thought Systems

4. The Identity Kit:

A Measure of Personal Development

5. The Mind:

A Perception Model

6. The Model Human:

A Thinker and a Learner

7. The Natural Order:

Globalisation of HR Metrics to Optimise People Value for Sustained Organisational Growth and a

Liquefied Business Environment

8. The Identity Kit:

Toward a Cultural Revolution, Driven by a Precise HR

9. Performance Appraisal:

A Talent Management Platform for Sustainability and a Stable Society

10. The Standard Procedure Series:

A Phenomenology Model of Being that is the Basis for Performance Appraisal by the Sustainability

Model

11. The Hourglass:

The Shape of the Human Form

12. Endorsements, Consciousness, Productivity, and the Creation of Value

13. Environmental Determinism:

Toward a Work Culture that is the Secret Plan Nature has worked out via a Universal History

14. A Model Of Learning

15. The Value Creation Model

16. God:

The Breath that Fires the Equations that Describe the Universe

17. Philosophy in the 3rd Millennium:

The Meeting Point of Physics and Psychology

18. Precision:

Making the Best of the Information Revolution

E-Book: The Path to Soul: Toward a Value Creation Paradigm, An alternative to The

Profit and Loss Paradigm in the determination of the ROI.pdf

Instruments 1. The Productivity Model

2. The Leadership Model

3. Bill of Health Index

4. Sustainability

5. Pc Recommend

6. Recommendations