VALUE SYSTEMS

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[More on Value Systems] [Concepts, Values and Operational Procedures] [Values as Way of Life] [Why do we have to change?] [Good Leadership] [Power Vacuums and the Use and Abuse of Power] [In the Final Analysis]

MORE ON VALUE SYSTEMS
It is important that I address the question of value systems once and for all. My views on this subject may have resulted in more confusion than understanding. I said before that there are certain systems and value structures in place that are absolutely necessary for survival or existence, such as-the basic necessities of life, those involving the laws and rules of a nation and certain basic pleasures, that must be satisfied. But, I believe there are other systems far more subtle that consist of unwritten rules and regulations or codes of conduct that have developed over the years into rigid structures. We refer to such systems as values, tradition and culture and include such terms as ethnic minority, religious beliefs, family values and peer pressure. Most of us belong to one or more of these systems many of us our actively involved in ensuring compliance with and acceptance of its values. Their influence on the individuals personality and way of life are sometimes so strong that we tend to follow them without questioning its validity or rightness or wrongness. This lack of judgement blinds us to any form of objective or rationale thinking. That means we have difficulty coming to any reasonable conclusions. This fundamentalistic and fanatical nature most often results in voilence and devestation. For those, whose interest it is to protect and preserve these values will use any means at their disposal to ensure continuity and stabilitiy. The ability to rationalize such actions, to keep the status quo, is very disturbing. One can observe the absolute calm and cold madness with which the individual goes about the business of suppressing any form of resistance.

An individuals desire to free himself from such a rigid structure is most often met with extreme resistance. It is an emotionally draining and heart breaking experience. Often resulting in tragic consequences. If one is achieve a way of life dedicated to the pursuit of knowledge it is important to avoid such systems as much as possible. Not only are they not necessary, but they would interfere with the ability to achieve freedom in thought and action, the higher form of understanding. Change is most often a conflict, between those who would like to keep such rigid structures in place and those who want out. It is basically a conflict of ideas and thoughts, for most actions originate in our minds, the birthplace of ideas and thoughts. To avoid change there must be freedom in thought, flexibility within systems and structures, higher forms of understanding. Our thoughts and actions must be one and the same. We can then use the lessons of the past without having to actually revert back to or re-live the past. Avoiding the continuous cycle of evolution and re-evolution, progress and regress. The constant necessity of having to reinvent ourselves every now and then.
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CONCEPTS AND VALUES
To understand Value Systems one must understand the meaning of Concept. A Concept in relation to a value system is:

A general Idea or Notion, or Understanding as derived from instances or occurrences in the past.

Let see what the phrase 'derived from instances or occurrences in the past' means. It means that a change has taken place, and an old system or value has been replaced by the formation or development of a new system or value, with its own general idea or notion or understanding of what is right or wrong. This new concept is perceived by many to be innovative or radical in nature. Value concepts can be defined operationally:

Operational Definition: One can prescribe an operational procedure, that is, develop a prescribed series of actions, whereby the concept can be measured.

Operational procedures become standardized into rules of behavior or conduct, as a way of perceiving the world at large. Controlled and regulated by the formation of rigid structures and organizations. Thus the new system that develops from the old system are; new concepts that are defined by operational procedures, that is a 'prescribed series of actions, whereby the concept can be measured'. Since the derivation process or change is the result of an original thought or belief that is in opposition to the established way of doing things and necessity demands that actions be taken, by certain individuals or group of individuals to replace the old concepts with new ones and develop a whole new set of operational procedures. Because we demanded change, in relief, we transfer our loyalty and become active members of the new organization. Soon, our outlook, are way of life is heavily influenced by the new concepts and the system that regulates and controls them. And the cycle or derivation process continues.

Operational procedures are important mechanisms, by which we can maintain values and understand concepts. For it is more difficult to misinterpret rigorously performed actions than it is words. What is of concern is not the new concept and the operational procedures that define it, but the fact that we had to derive a new system from the old one. If one were to study the formation and development of the old system, it would soon become quite obvious that it was, in turn, derived from the previous system in place. The common element that binds these systems together is the The Derivation Process or The Need for Change. It is the universal constant or 'Form' that is at the very heart of what we call human nature. The process of change though universal is not continuous in nature. For change occurs when there is a need to re-define values, concepts and the necessary operational procedures, or when there is extreme resistance to well established concepts or values and change is inevitable, thus making it a discontinuous process. The question is; Why is their a need for change?

I believe it is important to realize, that the spirit behind the formation of many of the new concepts and systems seem to be filled with good intention. Some ultimately develop into strong and good systems. The quality of the actions taken and the conduct of its members justify this claim. The operational procedures set in place are designed to regulate the system in a just, fair and positive manner. The effects of actions taken seem to adhere to what is defined by many to be the right (the 'form' of what is right and wrong), and most rational decision taken, causing less harm and damage within the organization and to society in general. One must give credit to the strong leadership for this continued success in maintaining the 'ideal or form', put in place during formation. If a continuation of this high standard of excellence is achieved, a need for change is unnecessary. It is the job of the leaders within organizations to ensure success and continuity.

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VALUES AS WAY OF LIFE
We can define value systems in many ways. Values do not have to be confined within rigid structures with well defined and written operational procedures. Values could consist of loosely defined modes of behavior or codes of conduct with no system in place, in the sense of having an organization, a physical entity that regulates behavior or forces one to comply, in such a system the rules are unwritten and very subtle in nature. The process of regulation is self-regulatory. That means members have to regulate themselves. One shows their loyalty or expresses their beliefs through their actions and the way they live their lives. Values, in many ways, are not very different from a way of life. A way of life in turn could consist of a combination of many different values.

These values have developed over the years, through force of habit, into deeply rooted traditions and cultural traits. One could regard these values as Nomos, which is Greek for "custom" or "convention" meaning, they way things traditionally have been done (in Value Systems that have a well defined structure and operational procedures such as-a Political System-Nomos could mean "law" in the sense of "customs" or "mores" of the society that have been enshrined into rules for regulations and codes of conduct). Those that belong to such a system, reflect its values and traditions, by their very existence, by the way they live their lives and conduct themselves, on a daily basis and in their relations with each other and with those individuals and groups outside the system. To belong to the system one does not have to take a written test, complete certain assigned tasks, show proof of their loyalty or achieve some preconceived end or objective. All you have to do is live your life a certain way and you automatically belong to a group or system. Where the way of life and views of life are very much similar to your own. Sometimes you do not have any choice in the matter, you belong to a system of values, whether you like it or not. For example-lets look at the system of family values, you are born into a family unit, which consist of family values and tradition, and as you grow up, it is deemed natural, for you to absorb and reflect these values and tradition, in your day to day existence. Moreover, it is natural for your to adopt the religion or faith that has been part of your family for years. To seek independence from these values you were born with or to choose your own way in life could be an extremely difficult proposition.

As you grow older and mature into Adulthood, you have to go out and seek a livelihood of your own, you get a job and so you have to absorb and adapt your way of life to the value systems you encounter at work, you do this so you can succeed at work. Often times these values do not reflect your family values or religious beliefs, but you have to adapt and adjust. So now your way of life consist of a combination of values, that reflect your family, its religious beliefs and those that you encounter at work. Further, by living in a certain neighborhood, city or town you automatically belong to a community of people who have their own set of values you have to deal with. Most often you choose a community with similar ways and views of life, but, there are times when you are forced to live in places that you would rather forget, that means you are forced to conform, how successful you are at it will ultimately decide your fate. These are rather simple examples, life, I believe, is far more complex.

This raises the interesting question-What incentive do I have or what is the motivational factor that makes me want to conform, to belong, to adhere to such values?

As human beings living in Civilized societies we are confined or our existence is limited to living in-groups or within systems. We live, breath and function within these groups. We are extremely dependent on each other for our survival as a species. Success and failure in human enterprise is measured by how well we are able to interact with each other or relate to each other as members of various groups and organizations. Such groups could be defined as various forms of value systems. Therefore it would be extremely beneficial to conform. The spiritual and material happiness attained and the importance we feel, as contributing members of society could be motivational factors in our need or desire to belong. The benefits derived by the group, that is, in working together as a team, far out way any individual achievements. In our desire to protect this way of life, we often resort to extreme measures, no matter what the cost to life or limb. Further the good life, could lead to complacency and the slow but often violent deterioration of the system.
Aside from the spiritual and material happiness, there is a certain amount of comfort, a feeling of safety and security, in belonging to a group or organization. We are thus motivated by our fear of isolation, of being rejected by the group. It is a very uncomfortable, unsafe and insecure feeling to be on the outside looking in. Therefore, to avoid being in such a vulnerable position, we comply by the rules and go out of the way to express our devotion and loyalty. The tremendous pressure to conform (often referred to as Peer Pressure) could result in blind loyalty, leading to the corruption of ideas or ideals, power vacuums and the use and abuse of power.
As I have mentioned before we conform to these systems because we have no choice in the matter.
Often times to succeed say, in the work environment, for example, we have to play by the rules so to speak.

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WHY DO WE HAVE TO CANGE
We realize that change is necessary, but it is discontinuous, that means, it occurs over periods of time, in the time-scale of human history. One of the reasons for discontinuous change is, as discussed above, deterioration over time in the quality of leadership provided by those in positions of power within the organization. Poor leadership and mismanagement of affairs could result in, on the one hand, complacency which in turn could lead to a Power Vacum or it could result in the Abuse of Power. Whatever the cause the end result is the corruption of Ideals, Concepts and Values and the redefinition of Operational Procedures and Actions.

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LEADERSHIP
The character and behavior of Leadership requires self-discipline and self-control in affairs of utmost importance to the continuous success and the progressive development of an organization and the avoidance of anything scandalous in nature. That means, facing ones responsibilities with honesty and integrity, in public and private life and to show consistency in behavior, both, in thought and action. That means, making the tough decisions and having the ability to say no to those action that are bound to result in disharmony within the organization and in relation to others outside the system. Towards this end, leadership must gain the acceptance, support and, most important of all, the trust of the members within the organization for without it they cannot function effectively. For there are some decisions that are often perceived by many to be the right one in the short term but, has proven by fact and history to fail in the long run. Such loyalty and compliance cannot be achieved over night, it requires hard work, patients and continuous effort. Good Leadership by their thoughts and actions, in public and private life, set an example for others to follow, good motivational skills, on the part of leadership, will definitely help their cause. It is a characteristic of human nature that, the attitude and behavior of leadership is often reflected in the conduct of those that follow or are the beneficiaries of this most rational decision making process. Another essential quality of good leadership is; Moderation and Flexibility in conducting ones affairs within and without the organization. One could define Moderation as acting within the realm of Rational thinking. For example; a good leader will work within the boundaries of the laws of a nation and if, for some unfortunate reason a disagreement arises between your way of life and the political, cultural and economic institution of a nation, one must express ones displeasure in accordance with the regulations and procedures, defined by the laws of the nation. Good leadership means providing a Vision for the future and making decision that will ensure success and continuity over a long period of time.

Moderation in behavior and continuous success into the future requires that the original spirit and ideals that led to the formation of the new value system in the first, is maintained. Without resorting to actions that will shift the balance towards the two extremes; over zealousness and complacency. For example; it is the job of good leadership to make sure that the transition from the old to the new leadership, is smooth and uncomplicated. Thus, avoiding the power struggles and conflicts of interests that occur when change of leadership is filled with acrimony and discontent, so that the legacy of the past is continued into the unforeseeable future. By maintaining the original spirit or values one can overcome any obstacles that arise and more importantly avoid discontinuous change and unnecessary heartbreak, that is so much a part of human nature.
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POWER VACUUMS AND THE USE AND ABUSE OF POWER
As long as organizations maintain their ideals or forms and conduct themselves with moderation and self-restraint, one can reap the benefits of success, but with success and poor leadership comes complacency and laziness resulting in Power Vacuums. This emptiness or mental space that is created within the organization could be filled or exploited by all kinds of elements corrupting the very forms or concepts and disenfranchising a lot members within the organization, forcing them to take drastic measures to restore the balance, thus bringing about change.

On the other hand success, both in a spiritual and material sense, could result in the use and abuse of power and prestige that is the inevitable consequence of the development of any successful enterprise. Use and abuse of power could also result from Power Vacuums. There are elements within the organization who, will take extreme measures, both legal and illegal, using practical and impractical methods, to make sure that nothing disturbs the golden goose. This irrational behavior will slowly transform the organization first into rigid structures followed by derivation of new concepts and redefined operational procedures.

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IN THE FINAL ANALYSIS
Poor leadership and management of affairs, within value systems could result in:

The development of rigid structures and a Way of Life that is extremely fundamentalistic and dogmatic in nature.
The system is divided into various factions and conflicts of interests, for or against those in positions of power. Some decide that they are fed up with all this turmoil and disturbance and seek sanctuary and support from those that promise them a better life, in an environment that will provide the necessary help in restoring the balance and reason in thought and action.
The system could become unstable and unpredictable with the potential for disaster looming large in the horizon.
Finally, we begin the slow and painful process (often tragic) of change, towards the derivation of new concepts, systems (or should I say the redefinition of old values and systems) and the redefinition of operational procedures.

The very fact that we have change means that we forget, that we did something wrong, we forget because of the reasons discussed above; poor leadership, power vacuums and the use and abuse of power. So once we have completed the task of rebuilding from the rubble that is the past, we look at our handiwork with amazement and joy as if we have created something new and original, like proud parents when they first set eyes on their new born child. We feel proud and happy at our accomplishment it is a time for celebration and the creation of new works of literature and art. But, all it is, is a redefinition of all that happened before or a re-living of past glories and triumphs. The new concept replaces the old concept, the process is a dramatic change, but the old concept, somewhere in the past, was itself regarded as something new and original replacing, through the process of change, what was there before the change. The common element is the process of change, the events and methods used to bring about change may be different but the decisions made and actions taken always remain the same. More importantly the emotions, the passions and desires that deeply effect the decision-making process remain constant. It may be the beginning of new systems of thought and action, the dawning of a new era, with dramatic changes in the way we live, but deep down nothing has really changed. Life and human existence is defined by this eternal cycle of discontinuous change. It is human nature or should I say human folly to forget the past when we our constantly reminded of it and taught never to forget and always to learn from our mistakes. It is also human nature to keep records and memories of our past experiences and past exploits. We call it the history of humankind. It is not the system itself which is at fault but it is human nature or the human factor that destroys what it built, thus bringing about the need for change. (Next Page: A Continuously Active Conscience)

If you have any questions or comments or diagreements please E-mail me at amehta@geocities.com.

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