The name of this worker co-op is ‘Be True’. Lets start with “SEE Investment”. They will get their money from the “Capital Fund” (I’ll explain later) and invest it in the system.
Say a “Research” co-op invents a pencil. It may be funded by a “SEE Investment” to produce the blueprint and a working module of a pencil. This new concept can be patented and plans for it to be put into production can be made. It is the job of “SEE Investment” to start up or approach an existing “Development and production research” co-op to produce a very well marketed product along with its means and manner of production. It will mean the design and testing of an entire pencil making factory. Once this is achieved a “SEE Marketing” can be looked for. They could be anywhere in the world. A pencil making factory could be started up anywhere. You could start up dozens of them, started up by different “SEE Marketings”. The pencil making factory would be a co-op in its own right. The system would be made up of co-ops with no more than 190 members who would work in co-operation with many others co-ops as they go about their business. “Admin” will write rules and guidelines for the system. They will constantly measure them up against reality and scientifically study the system. With feedback from members and co-ops, “Admin” will be constantly improving the way things are run.
“Teach?” – These are the academics, the learners and teachers. They will study and become expert at every aspect of “Be True’s” knowledge, expertise and skill. They will have information bases in pretty well everything with academics constantly updating the information and reality testing it as the system uses it. This developing knowledge will be taught to members constantly and throughout life.
Members of the system will have wages, salaries and prize money. Wages and salaries will be kept low, but prize money will be given for the constructive input. The constructive input members have made in order to make a profit. The profit a co-op makes will be split up by prior agreement. There will be a percentage for the “Capital Fund” a percentage for other co-ops involved and a percentage going to that co-op’s members as prize money. A co-op will pay wages and salaries first and then a return to the “Capital Fund”. Once a co-op is in surplus profit, this profit will be split between the “Capital Fund” and other co-ops involved and that co-op’s members as prize money. The most important rules of the co-op are love and use your common sense. All the rest of the rules and guidelines will be based on these two principles, so you will have a massive co-op that will love people and also be highly profitable. Its aim will be universal Utopia. There is an elected “Executive” and the job of “Operation Meerkat” is to start the whole thing up and expand the system. The system will be run as a constant diverse and dynamic experiment.
There is more detail on my web site www.ransompj.co.uk. Copy me and show me to friends.
Thank you,
Peter Ransom
peter@ransompj.com
“Be True” is committed fundamentally to the love of perfect love and the love of truth. Too love people and make a profit. If you can make it profitable to love people you can love more and more people, a snowball effect.
I will try to describe how to do this.
“Admin” will write rules and guidelines for the system. Rules are to be kept to a minimum. The most important rules are love and use your common sense. “Admin” will also have guidelines, basically good advice on how to do everything. Rules and guidelines will have constant input from the people who use them. The whole system should be run as a constant, diverse and dynamic experiment. The results of these rules and guidelines will be constantly measured, evaluated and analised. Members will be encouraged and rewarded for ideas that make the system run better. I am of the opinion that the more people you have trying to solve the problems of “Be True” the better the answers will be. It is not the wise men who sit down and tell people the answers. It will be the members of “Be True” who come up with solutions to their own and other people’s problems. It is to be the empowerment of people.
The system is to be inclusive and not exclusive. Good ideas are good ideas no matter where they come from. “Admin” will not just write rules and guidelines, it will explain why they have been written and what they intend to achieve by the said rules or guidelines.
“Admin” is to build and maintain the structure of “Be True” and act as a management consultant and also be an arbitrator when problems occur within the system.
“Operation Meerkat” is the start up and expansion organisation. For the first twenty years of the systems life “Operation Meerkat” will be in control of the system. During this stage it will grow and develop sufficiently for it to be able to look after itself and its members.
“Teach?” is to be the educator. It is to empower members and assist with their development. “Be True” is about constant learning and development throughout life. To strengthen the weak and to further strengthen the strong. “Teach?” will develop information bases. These will be the best reality tested information bases possible. There will be proactive involvement of the people who use them. The information bases will be treated as part of the constant, diverse and dynamic experiment that is “Be True”.
“Teach?” will constantly learn from members and elsewhere. It will then convey this information in the best way possible to members. It will also help members make the best use of the knowledge, expertise and skills that “Teach?” and they have developed.
Member will receive wages, salaries and prize money. Prize money will be given for constructive input. Constructive input will be measured and evaluated. The more constructive input the more prize money members receive. Profit is made by constructive input and it will be shared out similarly. People will be rewarded for doing well.
“Be True” is to have highly educated and dynamic members who will be well rewarded for the part they play in making the system profitable. “Admin” will develop and maintain a structure that is highly dynamic and extremeley competitive.
This is a good recipe for success!
The profit making parts of the system follow. I will start with the “Capital Fund”. This will receive 10% of members wages, salaries and prize money. It will be invested in the system as a pension for members on their retirement. The “Capital Fund” may not issue shares of any kind but they may issue debentures and offer pensions to non-members. “SEE Investments” will invest this money in the system in order to make more. They will invest in “Research”, “Development and production research” and “SEE Marketing” and through “SEE Marketing” production and service co-ops.
The “Capital Fund” will own nothing and the co-ops will work on leasing and licensing arrangements. Members will own the “Capital Fund”.
A little run through of the system. Pencils, first they are researched by a “Research” co-op and possible reinvented. The basic idea of the reinvented pencil goes to a “Development and Production Research” co-op. They develop the idea and produce a pencil making factory for a prototype. “SEE Marketing” is then bought in to start up co-ops making pencils. You could have a pencil factory anywhere that a “SEE Marketing” is. All over the world. This process will be funded and organised by a “SEE Investment” on a project basis. They can continue to fund and update the idea if they wish. “Teach?” will develop information bases about making pencils from all the co-ops involved. They will then teach this to the co-ops who will go on to further refine the art of making pencils.
The system does have a democratic input and an “Executive” which will be elected by members. It is meant to be the political wing of the co-op rather than run the co-op.
Running “Be True” will be the job of professional civil servants rather than politicians. But politicians will be able to appoint the civil servants.
That is a belief explanation of “Be True” a longer one follows.
“Operation Meerkat” is to establish the co-operative system, “Be True” and spread it and its message, ‘the love of perfect love and the love of truth as far as possible’. “Be True” is to do whatever it does with as much love as is economically possible. Its primary function is to compete as well as possible in the free market. The creation of wealth and spreading that wealth among as many people as possible. To love people and to make money out of them. “Be True” is designed to be a very large co-operative. Capable in the long term of becoming a universal empire, aimed at universal Utopia. I hope the future of humanity is long and successful. “Be True” is to be the organisation to help humanity make the most of itself. If we put our minds to it, we should last billions of years.
“Be True” is generally scientific. It is also practical and indeed spiritual in its approach, in other words it regards theory as theory and not dogma if it does not know how or why something works, but if it works it may be used. It studies what it does against reality. It alters its perception according to the results reality produces. It regards that as theory. Then it goes on to improve its perception. To get its perception broader, deeper and closer to the truth. It is to be forever improving its information. It is to be a constant diverse and dynamic experiment. It is either this or the application of bigotry. I much prefer constant learning from well-conceived and ethical experiment. “Be True” will excell at the abilities to apply and gain from its information.
“Be True” will study human interaction with reality, the emphasis will be on; love, management, reality and how to co-operate together and compete in the free market. It is to empower people. To encourage proactive independence but still provide help and support as required. It is to help people make the most of themselves. Not just in a financial way, but in a mentally healthy way as well and, if members wish, in a spiritual way also. If you like, you could say that mental health and a love of love and a love of truth are synonymous.
I am defining love as: Its first priority is to give, the next is to forgive, followed by willing good and achieving it. Doing the best things very well and constant improvement comes next. Strengthening the weak and further strengthening the strong follows. To those who share my belief in God I advise that this prayer or something very similar is said and meant every day. If you do not believe in God you can say it each day for three months and see what happens, you just might find God: –
Dear Lord teach me to say this prayer well. Dear Lord teach me to give myself to you completely with no holding back and no reservations. Dear Lord teach me to perform your will as you will it to be performed. Dear Lord teach me to love you more and dear Lord teach me to put my trust in you more.
This is followed up with.
Help me Lord to say this prayer well. Help me Lord to give myself to you completely with no holding back and no reservations. (While saying this I find it the best time to give my totality to God). Dear Lord help me to perform your will as you will it to be performed. Dear Lord help me love you more and dear Lord help me put my trust in you more.
The idea is to develop a total commitment to God and experience some of the spirituality and love of God. This is best founded and developed by God rather than the individual. Your commitment to the nature and dynamics of love, coupled with its practical applications, are the most fundamental and wise commitments in life. This, in essence, is love. Receiving something can at times be a double-edged sword. It is at times both wise and necessary to refuse something that is offered. In other circumstance it can be an act of love to receive something both willingly and gratefully. One of the examples of this is the abundant gifts that God very much wants to bestow on us but we reject because we do not want to live God’s way.
“Be True” will regard aims as pinpointing the desired destination. Goals are the achievable steps on the way toward the stated aim. This process is called targeting. The difficult part is making something very large be very responsive to the free market. This I hope I have solved in the structure of “Be True”. There are two categories, the doers and the supporters. The doers, as a guideline, I would like to be restricted to no more than 190 members in each individual co-op within “Be True”. “Be True” will consist of a multitude of generally small co-ops working within its structure. The three supporters will be vast organisations and will become very big and powerful. These three could have a very similar structure to “Be True” so the system could become structure within structure, mostly made up of small units. The reason why I am in favour of small units is that communication between 190 or more becomes a major problem and a hindrance to good management. I think in essence it is not a good idea to manage someone you do not know that well.
The support organisations will be “Operation Meerkat”, “Admin” and “Teach?”. “Operation Meerkat” is to start up “Be True” and to be funded by it in order to spread “Be True” as far as possible. “Teach?” is the next part of “Be True”, an explanation follows. The doers are The Capital Fund, SEE Investment, SEE Marketing, Research. Development and Production Research and production and service co-ops.
“Teach?” is to develop information bases designed to help members and parts of “Be True”, fulfil their aims and the aims of “Be True”. The information bases will be active. They are constantly measured up against reality and constantly improved. To be the best information, “Be True” can put together on almost any relevant subject. The information bases will be kept in English. English will be the language of “Be True” and taught accordingly. A high priority will be given to self-improvement both as to what you know and how best to use this knowledge and or skill.
The reason for the name “Teach?” is, we will never know the best way of teaching or what is best to teach. I am a supporter of the method of teaching babies that goes by the unfortunate title ‘hot housing’. As far as I see, it produces comparatively well-educated individuals with better mental health than average. I hope “Teach?” will learn about and apply hot housing to best advantage. “Teach?” is to constantly learn and prioritise and then to communicate with individual members in an appropriate manner. The participant should be empowered so they are proactive in their learning and application of knowledge and skills.
“Teach?” is a compiler of information. Information is analysed, prioritised and communicated accordingly. I am in favour of a continuing educational process throughout life; from the cradle (I would like to start before that) to the grave. I would like every member to have an education plan, for most it would be homework, but it may be full time for some. The whole system should motivate members to self-improvement and its application.
“Teach?” will have need to know and like to know subjects. The first two need to know subjects would be love and truth, how to practice them and their importance. This would include what it is to be mentally healthy. The next subjects would be management and the free market. To study their interrelation and practical application would be most important. The like to know subjects would be whatever is in the information base. All these subjects could be treated as exam subjects particularly the need to know subjects.
“Admin” has to get the profit making parts of the system functioning. In the most difficult of environments, the free market. “Admin” will learn, analyse and prioritise, then it will put into practice. It will study “Be True’s” profit making parts and constantly improve the way in which they operate. To put it simply, it is the ultimate management constancy for the profit making parts of “Be True”. The doers will be split up and they can be put together depending on the situation. “Admin” will write rules and guidelines for them. Rules will be kept to a minimum, but should not be broken.
There will be a vast array of guidelines. They will be the best reality tested advice “Admin” can put together, on how to operate in the free market. There will be a number of rules to maintain the structure of “Be True”. The two most important rules will be love and use your common sense. By working within these, members will have a lot of freedom.
Guidelines are optional, they may be ignored and members can sideline them if they consider there is a better way of doing something, as long as the rules are obeyed and members are happy with the situation, it will be fine. One function of “Admin” is to act as an arbiter both within co-ops and between co-ops. If things go wrong and “Admin” receives complaints that it is not happy with, they may insist on specific guidelines being obeyed. “Admin” may ring-fence money for particular types of investment and investment in geographical areas. They may also cap investment in a similar manner.
“Be-true” is not built to be controlled and, if it is tried when the system is in full swing, it would be a disaster for everybody. But the system needs to be put together and regulated to a degree. The system will be capable of moving extremely quickly and doing a colossal amount at an astounding speed. It may not be a good idea to run the system at full tilt the whole time. For this reason “Admin” will be allowed to slow down and speed up the entire or particular sections or parts of the system. The system will be built so that it can be brought to a very rapid halt and only essential activities will be allowed to be undertaken. This will all be included in an emergency plan.
The problem is, as the system is gradually developed and built, mistakes will inevitably occur. I very much expect that a time will come when the system is very large and complicated and nearly big enough to be self-regulating, this will be the most difficult time. At this stage, the demands it may put on top management may well be considerable and they will quite simply need the ability to stop the system in its tracks get the problems analysed and sorted out and then restart the system. “Be True” will be designed and built to take a colossal hammering, shrug it off and go all systems blazing if need be. Having said this there will be contingency plans to the contingency plans. Members will fall into deep and dangerous folly if they consider “Be True” cannot fail or may not become evil.
Now it is time to explain something about the doers. They are of equal importance. They are split up into “The Capital Fund”, “Research”, “Development & Production Research”, “SEE Investment”, “SEE Marketing”, “Production” and “Services”. Responsibility and authority come together. With authority also comes the duty of taking responsibility if things go wrong. Authority is like a commodity it must be distributed properly to get the best results. “Be True” is to be a very dynamic and to do a great deal. We expect members to make mistakes and to get things badly wrong at times. When this happens members must let the right people know as quickly as possible. This means, we can deal with the situation very quickly and minimise the damage. If you do this it means we can trust you and that you are competent. If members hide and cover up mistakes it makes it difficult to trust them. This leads to failure, it is not a good strategic move to reinforce failure.
I want “Be True” to be as computer compatible as possible. I would like “Admin” to specify a range of computers, from the very basic to the super number crunchers that “Admin” will use, and to do the same with software.
I want “Be True” to be as free as possible. There will not be a vast array of anti fraud rules. The situation will be like this “Admin” will be a glutton for information. The information it wants should be on computer record allowing “Admin” to access it with ease. Information may well be kept in code if it is thought necessary. “Admin” will keep an eye on what is going on and computerised alarm bells will ring if anything untoward goes on. If “Admin” thinks this is due to youthful exuberance, they will tap the appropriate member on the shoulder and ask them to correct their errant ways. If “Admin” thinks a member is trying to defraud “Be True” or any one else they will wait and watch. Building up as much evidence as they wish. They will give that member plenty of rope to hang themselves. “Admin” will pounce when it is ready and prosecute if it sees fit. So it will be quite possible to commit fraud. If members do this they will not know what “Admin” knows about their activities or when they will pounce. So making it a very risky pastime trying to commit fraud. This, I hope, will give a lot of freedom to members and if they are in doubt about something they can contact “Admin” for advice.
Now for an explanation of the structure for the profit making parts of “Be True”. I will start with “The Capital Fund”. This owns the profit making parts of “Be True” and the members of “Be-true” own “The Capital Fund” as well as the rest of the system. “The Capital Fund” is one single fund, controlled by “Admin”. Members of “Be-true” will have to invest 10% of their income from “Be True” in this fund. Members should receive a good return on this investment on their retirement. “The Capital Fund” may issue as many non-voting debentures as it wishes; borrow as much as it wishes; offer pension plans to non-members; it is only to risk it’s capital on insurance if it can afford the losses it may incur. It may not issue shares of any description. The “Capital Fund” works on leasing, licensing, rental and similar agreements within and between the profit making parts of “Be True”.
“SEE Investment” SEE stands for (sustainable, enterprising and effective) good perception and application. They are started up and closed down by “Admin”. They operate within “Admin’s” rules. As far as guidelines are concerned “Admin” may get upset if they do not work within the spirit of “Be True”, they may risk being re-staffed or closed down if things go too far. There could be a lot of “SEE Investments” spread all over the world. “SEE Investment” is responsible for the starting up and closing down of “Research”, “Development and production research” and “SEE Marketing”. They have no control over “Production” and “Service” co-ops.
“SEE Investment” will play an active part in getting products and services ready for the market. It is up to them to see that capital is invested as well as possible. This does not necessarily mean the highest capital return, other issues should be taken into account. It is up to “Admin” to provide guidelines for this. There is more to explain about “SEE Investment” but I think it best that I leave it till later.
“Research”, as the name implies, will be responsible for research. This will be funded and managed by a “SEE Investment”. Some production co-ops may have their own research departments, this is not the problem. Technology is moving faster and faster and in its progress it can cause quite a bit of pain. To solve this I would like “Teach” and “Admin” to get together and provide dynamic and flexible support. In this area short-term contracts could be the norm. “Teach” is to ensure members working in these areas are as up to date as possible with rapidly moving technology.
I would like the development of a cross between a university and a technology park. So when members do not have a contract with “SEE Investment” they will be supported by the university. “Teach?” should receive some funds from “The Capital Fund” for this. Members of “Development and production research” will have the same opportunity.
Once a project has reached a certain stage “SEE Investment” will look for, or start up a “Development and production research”. To get the project to the stage at which it can be put on the market. The idea is “Development and production research” produces a package, not just the product itself, but the best way of producing it. The package will have a defined market in mind for which it is well suited. It is “SEE Investments” job to see that this is done as well as possible. They should also ensure the packages they have produced in the past are kept up to date.
The next stage is “SEE Marketing”, there will be a number of different “SEE Marketings” defined by “Admin”. Some will be enduring but restricted to a geographical area, but be able to cope in any market they choose. While others may be temporary and have a world wide remit, but specialise in one product or service and work in co-operation with other “SEE Marketings” to get their product or service on the market. They may offer long term support if required. It is up to “Admin” to define the type and role of different “SEE Marketings”. “SEE Marketing” is responsible for creation and development of services for the market. This they will do in co-operation with a “SEE Investment”.
I will deal with the “SEE Marketings” that are enduring and restricted to a geographical area. They are responsible for getting new products and services on the market. They may start up and close down their “Production” and “Service” co-ops. “SEE Marketing” are to be experts at marketing and management. They will be responsible for the co-ops they run. This may vary from a very light touch to heavy control of their co-ops. Members of “Production” and “Service” co-ops will also be members of their “SEE Marketing”.
The “SEE Marketing” and its co-ops will all be separate legal entities with limited liability, just as the rest of the system. It is up to “SEE Marketing” to look after and motivate their members. “SEE Marketing” will have a limited capital budget to be spent or not as they see fit. Unless “Admin” has capped new investment in that area. The amount they are allowed will depend on need and how wisely they have invested in the past. This type of “SEE Marketing” should be “Be True’s” presence on the ground and make a particular point of getting on well with the local community. They will also have another job. They are to promote and take some of responsibility if marketing the products and services of “Be True” in their area. They will of cause get amply rewarded for this.
“Production” and “Services” will have managers, some or all of them may be supplied by their “SEE Marketing”. Not only are they to have good managers. Members of these co-ops will have access to the information bases. Their “SEE Marketing” and “Teach?” have the responsibility to motivate and encourage members to take full advantage of the opportunities this provides. “Be True” wants members that are proactive and highly committed to a love of perfect love and a love of truth and give a suitable commitment to “Be True” of course. The information bases will cover the part of the market that any “Production” or “Service” co-op is in. These bases will be constantly updated from the information coming from co-ops that use them. So it should be the best reality tested advice “Be True” can put together on almost any subject related to “Be True’s” involvement in society.
“Teach?” and “Admin” will be responsible for these information bases. They will cover all the operations of “Be True” in society. It should be the best reality tested information that can be put together on any activity of “Be True” and its members. The whole system should supply information to “Teach?” and “Admin” who will analyse and prioritise the information and make it available to members. Some information bases may be restricted but only for a good reason.
“Admin” may rewrite agreements between co-ops at any time. If tenders for a contract are requested and a co-op quotes low, they are bound by that unless very exceptional circumstances apply. This has been done so that agreement can be made as per guidelines on a handshake. So deals are quick and hassle free. The larger “Be True” is, the better its information will be and it will gain from the economies of scale. The ability to apply and benefit from its expertise will get better and better as well.
“Operation Meerkat”, “Teach?” and “Admin” have to be funded. They are each allowed to deduct a maximum of 5% from members’ “Be True” income. If they need any more, it is possible the “Executive” may tax members additionally for them, but I expect they will do this rather reluctantly. It has been arranged this way so “The Big Three” will be interested in members doing well financially. So “The Big Three” will receive gradually more money as members’ performances improve. That is three very big and powerful organisations who have members’ best interests at heart both theoretically and practically.
“Be True” will have an “Executive”. It is to be elected every five years or earlier with “Operation Meerkat’s” permission. “Operation Meerkat”, who will also write the rules for the election, will restrict the time and money spent on this. The “Executive” will be elected as follows, each member (this includes retired members) will have 14 votes. They will be split, four, two and one votes to be cast in favour of candidates and four, two and one votes against candidates. Once the vote is cast the negative votes are taken away from candidates positive votes giving them their net vote. The 100 top candidates, those with most net votes will form the “Executive”. They will have voting power directly proportional to their net vote, so different members of the “Executive” will have different voting power. The vote may take a week or mor.
There should be a rich diversity of candidates. Votes for and against each candidate will be displayed. The field will not alter, but members can cancel their most recent vote and vote again. They may cancel and re-vote as many times as they wish. There will be a deadline for voting which will be announced by “Operation Meerkat” before voting starts. This manner of election will, I hope, give the extremes a platform to say as they wish and they will see what members make of them. It will most probably produce middle of the road consensus politics with the extremes being sidelined.
The “Executive” has a number of functions. They can, by a vote of 60% in favour, appoint the Secretaries of “Operation Meerkat”, “Teach?” and “Admin”. These Secretaries may appoint a replacement to themselves if they wish. But with a vote of 60% the “Executives” appointee may replace them. The “Executive” cannot just remove a Secretary, they have to replace them with someone and they need 60% agreement to do this. They may do this at any time, for any reason. The Secretaries may appoint whoever they wish to lead and run their respective organisation. With a vote of 50% in favour, the “Executive” may authorise the Secretary of “Operation Meerkat” to produce a plan reorganising the entire system. A plan will have to be ratified by a 55% vote of the “Executive”. Then “Operation Meerkat” can put it into practice. “Operation Meerkat” will meet the day-to-day running expenses of the “Executive”. The “Executive” may deduct a maximum of 15% of member’s income from “Be True” to spend as they see fit. The “Executive” and “Operation Meerkat” may get as heavily involved in politics as they wish.
The prime function of the “Executive” is to be the political wing of “Be True”. They are not meant to get involved in the running of the system much. Apart from appointing and keeping an eye on the Secretaries of “The Big Three”. As the political wing, they are to work with the political parties of the world and to entrench “Be True” and its message as much as possible. So the world is united and committed to its ideals. “Be True” is not to regard itself as a moral authority. Its attitudes to this are. If you define your own moral code you are likely to be immoral. The idea of morality is you should accept the teaching of a moral authority. It is not wise to pick the easiest one to obey, but what you consider to be the best and most authoritative moral authority and follow that as best you can. “Be True” will not impose its opinions on the issues of the day such as pro or anti; atomic power, smoking, racism, prejudice, vegetarianism and such on its members or co-ops, it is up to individual co-ops to form their opinions on these issues.
It is time for an explanation on who gets what and why. Members will receive salaries or wages. On top of this they should receive prize money. It is called prize money rather than bonus because it will be performance based. Reflecting the struggle required to make a good profit. I would like you to consider the term constructive input. When profit is made it is due to members thinking and acting in such a way as to make a profit. This should be recorded and valued. Members should be awarded points reflecting the value of their constructive input. As time passes these points may be revised up or down, due to a more accurate assessment of the results of their constructive input and the effect it has on profit. If a member is responsible for a significant loss, points should be deducted.
All members should be able to do their job well (if not they should not be in that job). They should receive a suitable number of points for doing well. For doing things above and beyond the call of duty, they should receive an appropriate reward i.e., loads of points. Points will tail off as time passes and the effects of what was done in the past fades. Members should receive a cut of profits in proportion to their and other members’ points. It will work like this, total profit going to members of a particular co-op divided by total points allocated, sum per point multiplied by particular member’s points equals prize money. Members could receive prize money for a long time as a result of constructive input of a long-term nature. This should encourage long-term thinking and planning by members.
Members could still receive prize money after their retirement or even death. If members wish they can sell part or all of their right to long-term prize money to the “Capital Fund”. In this situation members will negotiate a price with “Admin”. Standard deductions would be taken into account. The member would get a lump sum and the “Capital Fund” would receive the prize money the member would have received. Members of “Operation Meerkat”, “Teach?” and “Admin” should receive prize money funded by the normal deductions from the system. Prize money may not be bought, sold or used as collateral. Should this occur prize money might be cancelled and given to the “Capital Fund”. If it is given away or left in a will the same conditions apply. I do not want a market in prize money to develop.
The level of wages and salaries should be set so that in times of recession “Be True” can batten down the hatches and ride out the storm with as few layoffs and redundancies as possible. The split of profits going to capital and labour should not be all that difficult to work out. It should be quite easy to calculate capital and labour costs. They will be in proportion to one another, this proportion will vary depending on the type of investment. Profits should be split in a similar proportion with a bias towards capital. “Admin” should be able to work out sums to apply to this. Labour receives it wages or salaries first, then capital costs are met. If capital costs are not met in a year the sum will stay on the books until it is paid off. Once labour and capital costs have been paid the co-op is said to break even. Any remaining profit is split between labour and capital according to prior agreements.
“Be True”, as described, should develop into an intensely competitive organisation. There will be limited resources and members and parts of “Be True” will have to compete for them. The support organisations should ensure members are highly competent and offer a vast array of support and advice in order to help members become even more competitive. “Be True” will develop its own internal and highly competitive market. This should make “Be True” far more competitive than capitalism which will lead to growth and domination of the market by “Be True”. This makes “Be True” a very powerful organisation.
“Petrified” is a charity I have named after myself, it will receive 2% of members’ prize money as pump priming money. The Secretary of “Petrified” will be appointed as per “The Big Three”. I want “Be True” co-ops to have some charitable interest preferably pro human. It is “Petrified’s” job to provide the motivation for this. It may raise funds and do its own thing if it wishes. I wish “Be True” to be heavily into love and spirituality. I would also like the entire system to be heavily into Chi and this includes the martial arts associated and developed by and with Chi.
Some people may not be able to be members on religious grounds. They will be treated as special cases and “Admin” may provide a mutually acceptable solution to this problem. I would like to make promotion and demotion as rapid as possible within “Be True”. Ways must be sought to see that this is possible. Each co-op would elect a six-member panel, at most, this panel would be responsible for outlining how members should behave and act in that co-op. They would also be responsible for disciplining members who act in an unacceptable manner.
I will be very reluctant to cancel someone’s membership of “Be True” on disciplinary grounds. I consider pragmatism the answer to this and in serious cases “Admin” should be called and extraordinary demotion considered. There will be plenty of jobs in “Be True” that members may have to be motivated in an almost repentant fashion for them to be considered for promotion. Forgiveness is one of the most fundamental parts of love, so I hope the member will be gracious enough to forgive the imposition and live with it as an act of constant giving for the betterment of humanity. This would be reserved for criminal activity and should be proportionate to the crime. I prefer this to giving members a criminal record. Members in this situation will have the choice between demotion and prosecution.
The main intention of the panel is to maintain a good working environment within the co-op and to outline policy regarding the issues of the day for that co-op. This power could be used at times to make problems for the management within the co-op. In this situation people should sort it out themselves but the leader of the co-op may ask permission of “Admin” for suitable changes to be made.
You may regard “Be True’s” commitment to a love of perfect love and a love of truth to be idealistic and utopian and for capitalism’s lust for money and power the acceptable and practical norm. The more you study and consider it, the more you will come to understand “Be True’s” commitment is not just pragmatic and sensible. It is essential if you wish to achieve optimum results. “Be True” will have vast, very high quality resources, it will be able to apply them to its best advantage. It will strike with exquisite timing and accuracy with the lightest and most delicate of touches, guiding its awesome speed and power. As for the application and potential of “Be True’s” collective intellect, only time will tell of the wonders this will perform. The intention is to be excellent lovers and faithful friends. Would you like to be a friend?
Hopefully “Be True” will be friendly societies.
I have come across businesses stating that their employees have 110% commitment and at times this is expressed to both customers and the business itself. I wonder if this adds up to 220% and if this is reciprocated by the business who state this. What follows is a short summary of my understanding of commitment.
Commitment can be summed up in the word giving the more you give the more the commitment. When you give 100% you give totally everything that is you and what you are. To give 100% is to go through the extremes of hell to the extent of total physical and mental exhaustion. Then you reach deep into yourself and somehow unbelievably you pull out more. Then you go on to perform the required task and as a result of this die because the task you have achieved entails certain death. You may have to kill yourself to avoid capture and its implications. This and nothing less than this is giving 100%.
When you give 80% you just do not go to the toilet. In this situation incontinence pants should be worn. You will most probably need them.
At 70% you can go to the toilet, eat and sleep in a quiet spell you may risk a quick shower.
At 60% you will have time for other things but you will be very busy. You may get a weekend off if you are very lucky.
At 50% you will achieve a great deal quickly. You will have time and opportunity for family and friends and you can relax and exercise in comfort. You both can and should take holidays. I consider giving 50% comfortably busy, thoroughly enjoyable and will not lead to burnout. This is the state I would like members to reach and maintain. Most people will be able to live in their retirement at this level if they wish. This is the sensible high achiever bracket.
There will be lots of jobs that can be done very well with a lot less than 50% commitment. Jobs for people who just want to take from the system and grudgingly give their minimum will be available as a matter of principle. One point, I consider to demand perfection of any other human being as a fundamental evil. A deeply intense and successful struggle to achieve perfection is thoroughly commendable, but no member of “Be True” will achieve this aim while they are still alive.
In “Be True” I would like the encouragement of partnerships. This may not be to everybody’s liking but it may well suit some very well. A partnership will consist of husband and wife who both want a career. They will have decided on one that is compatible. As a general rule this means they are good at different things and in different ways, but in such a manner as to compliment and add to each other’s strengths. Together they will be able to do things in a manner and style that one person would find very difficult. How they run their relationship will be up to them but plenty of help and support will be there if they want it.
I am very happy for the couple to work in a cross between an office and a home. Children would be welcome and potties would not have to be hidden in filing cabinets, confidential or otherwise. I would love it when a partnership runs “Admin” and the Head of “Admin” is late for a meeting because their baby needed changing and then proceeds to breast-feed her child. Love is to be the essential driving force of the system and if family life and membership of “Be True” can go together successfully I am all in favour.
I am confining myself to what I think and suspect of the British defence organisations. The British armed forces have been about for quite a while. In that time they have learnt a lot. One thing I particularly like about them is the dividing line between a commissioned officer and those without a commission. Without a commission the highest that can be achieved is the rank of RSM. This is an abbreviation for Regimental Sergeant Major. With a commission you can aspire to the giddy heights of a Field Marshall. Montgomery was Churchill’s Field Marshall, the relationship between him and the 9th army bears some study.
There is an explanation of the structure of the British army that I may have a bit wrong but it goes something like this. A Major General thinks he is God. A Field Marshall is God. An RSM tells God what to do. RSMs are not known for the giddy heights of their intellectual subtlety. An explanation follows, some people talk about a meritocracy, I have a very big problem with this. It implies that if you do not have a first at Oxford or Cambridge you are a lesser mortal and should know your place.
I have a lot of time for people who have not achieved academically but are still hard working and thoroughly honest. They often have to put up with self infatuated intellectual power freaks who lack the basic honesty and humility to learn from someone who has done the job for the past 20 years and who has a far more accurate grasp of reality and its implication than them. I would the like “Be True” equivalent of the RSM to be highly respected and valued individuals and or partners. I would happily reproduce in the structure of “Be True” a similar arrangement.
I am unhappy with the way the British army segregates the ranks especially while they are off duty and relaxing. This is the intention, I would like to see it work out something like this. Apart from the heads of “The Big Three” there will be five levels of managers and five levels of workers. A level five worker would be an RSM and equal to a level 3 manager and would be asked rather than told what to do. Level five the highest and one the lowest. There may well be the opportunity for some very vigorous training. This could well use some of the techniques used by the “British Army” but no guns.
I do not like weakness, a lot of men benefit from being pushed beyond breaking point and turned into gutless heaps. They are then rebuilt and are much better people for the experience. I think you will find women just do not need this sort of treatment. They tend to lack the macho egotism.
Both quality control and good communications are vital. This is my way of dealing with both. I would like to see communications officers in each co-op. All written and telephone communication will go through the communications department. The communications department will sift through incoming material and inform the intended recipient as and when they please.
An explanation, very few things have to be dealt with in two hours or less. Many can be dealt with in days or even weeks. I would like members to manage their time without constant interruption. This should lead to them concentrating on their priorities getting them done without constant disturbance, but still to be very well informed at the same time. The communications officers are not censors but garbage disposal operators. They will help members manage their time and deal with eventualities and the normal running of a business.
Quality is the most important thing in any business but you will never get it perfect. It is not just manufacturing that needs quality it is every part of any approach to doing anything. I will put it another way; your success depends on you producing the best results consistently. In some situations a failure rate of 90% may be inevitable but quality can still be very high. In the unknown world of fantasy quality is always 100%. This is impossible but it is the ultimate aim.
On the way to achieving this ultimate aim, I would like to suggest a quality regime. There will be a quality officer. It will be their responsibility to select one quality problem at a time. They would decide how long it should take to solve and the whole co-op should be active in finding the solution to this quality problem. They will be informed of the problem and of the progression towards a solution. Members will be able to think about the problem as and when they want and inform the quality officer of anything they consider relevant. Contributing to this will be constructive input and rewarded proportionally to the results of their input.
There you have it as far as I can see it it is the blueprint for Utopia.
Thank you for reading this.
Peter Ransom