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11. © Copyright 2006, Four Worlds International The 5 Dimensions of Work VOLITION SPIRITUAL MATERIAL INTELLECTUAL EMOTIONAL

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17. © Copyright 2006, Four Worlds International Questions for Examining the Material Dimensions of Work Note: * indicates negative scoring. 1. Does your organization operate mostly in the black? *2. Are you in continuous financial crisis? 3. Do you have the resources to pay your employees decently? (Not do you actually pay them, merely could you.) *4. Are compensation differentials between top and bottom excessively large? Increasing? *5. Is there a high turnover rate for employees? 6. Are the places of work (factories, offices) clean, comfortable, well kept, and adequately furnished? 7. Is the equipment used modern, efficient and safe?

18. © Copyright 2006, Four Worlds International Questions for Examining the Intellectual Dimensions of Work 1. Do your employees keep up with cutting-edge technology? 2. Do you spend adequate resources to send people for continuing education or to important professional conferences? 3. Is spending on continuing education as a percentage of sales increasing? 4. Are employees able to get reference materials, books, journals, and magazines that will help them learn more about their work and the environment? 5. Do you reward employees who continue to learn? 6. Are people happy to learn (rather than having to be coerced)? 7. Do other organizations respect the knowledge of your employees? 8. Do you respect the knowledge of your employees? *9. Do employees often lack the necessary competence to complete projects adequately and on time?

19. © Copyright 2006, Four Worlds International Questions for Examining the Emotional Dimensions of Work 1. Do there seem to be high levels of job satisfaction? 2. Do people enjoy working with each other? 3. Do employees like one another? *4. Are there a disproportionate number of problems with depression, alcoholism, and frequent, even violent, outbursts. *5. In meetings, do people behave defensively or with power plays? *6. Are people afraid to bring up in meetings what they really feel? *7. Is there frequent concern about “not upsetting the boss”?

20. © Copyright 2006, Four Worlds International Questions for Examining the Volitional Dimensions of Work 1. Is there a willingness to look at the new ways of doing things? 2. Do you rarely hear “It won’t work” or “That’s impossible to do”? 3. Is there a high level of energy on new projects? *4. Do workers put energy into maintaining the status quo? *5. Are new programs met with many complaints and much resistance?

21. © Copyright 2006, Four Worlds International Questions for Examining the Spiritual Dimensions of Work 1. Is there an acceptance and assumption of integrity among coworkers and bosses? 2. Do people trust one another? Do they trust management? *3. Do employees feel exploited or treated unjustly? 4. Do those you serve expect and get a quality product and service? *5. Is cynicism common among employees? 6. Do people joyfully help one another? *7. Is there a lot of backbiting? *8. Are there political fights? Political intrigues? Political posturing? 9. Is there an openness of communication that depends on a deep level of trust and commitment?

22. © Copyright 2006, Four Worlds International Questions for Examining the Spiritual Dimensions of Work *10. Do people say different things to different people? 11. Is there a unity of “theory” and “practice” (i.e., do managers practice what they preach)? 12. Can groups discuss problems and handle conflict in a competent and dignified manner? 13. Is there a “spirit” of service to one another, to clients, to suppliers?

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27. © Copyright 2006, Four Worlds International DISCHARGE INDICATIONS AND SEQUENCE CHART PHYSICAL PAINS AND TENSION Yawns, stretching, scratching “ Kind” of Painful Emotion Tension Manifestation During Discharge ZEST (absence of painful Emotion)  Happy relaxation, turning of attention away from experience of hurt. BOREDOM  Laughter, Animated Talking, Reluctant Talking LIGHT ANGERS  Laughter, warm perspiration HEAVY ANGERS  Angry noises, violent movements, warm perspiration LIGHT FEARS (Embarrassments)  Laughter, cold perspiration HEAVY FEARS  Trembling, shivering, cold perspiration, active kidneys GRIEFS  Tears, sobbing

28. © Copyright 2006, Four Worlds International DISCHARGE INDICATIONS AND SEQUENCE The client will begin substantial discharge as close to the bottom of the painful emotion part of this chart as the tensions exist in that particular pattern and/or as he is able to discharge and will then tend to move upward on the chart as regularly as his particular discharge inhibiting patterns permit.

29. © Copyright 2006, Four Worlds International Patterns of Abuse in Aboriginal Boarding and Residential Schools The patterns of abuse in Aboriginal and Residential Schools in North America, researched and documented by the Four Worlds International Institute for Human and Community Development and other Aboriginal research groups in Canada and the United States, include the following:

39. © Copyright 2006, Four Worlds International THE PROCESS OF HUMAN DEVELOPMENT STEPPING INTO AN EVER RENEWING VISION OF HUMAN POSSIBILITY VISION

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46. CULTURE FAMILY DEVELOPMENT INTERACTION WITH OUTSIDERS LEADERSHIP AND DECISION- MAKING RECREATIONAL ACTIVITIES HEALTH PROMOTION PARENTING EDUCATION ECONOMIC ACTIVITY

48. © Copyright 2006, Four Worlds International HUMAN ANIMAL MINERAL PLANT

50. © Copyright 2006, Four Worlds International The New Management Virtues As Foundations for Management Practices UNITY TRUSTWORTHINESS SERVICE AND HUMILITY RESPECT AND DIGNITY JUSTICE

56. © Copyright 2006, Four Worlds International What Factors Influence Respect and Dignity in My Organization? Builds Respect and Dignity Blocks Respect and Dignity Within My Control Outside My Control

58. © Copyright 2006, Four Worlds International What Factors Influence Justice in My Organization? Builds Justice Blocks Justice Within My Control Outside My Control

60. © Copyright 2006, Four Worlds International What Factors Influence Unity in My Organization? Builds Unity Blocks Unity Within My Control Outside My Control

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66. © Copyright 2006, Four Worlds International Who does not trust enough will not be trusted. -Lao Tsu

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74. © Copyright 2006, Four Worlds International Love and Spirituality at Individual Level What Does Love and Spirituality Look Like? Person becomes more honest, fair and dignified, and strives for competence and excellence. What Helps Develop Love and Spirituality? Desire to become a better person, to strive for higher goals, to serve others. What Blocks Love and Spirituality? Narcissism; obsession with status; focus on the “seen” acquisition of material goods, status; focus on the “seen” world. What are Loving and Spiritual Outcomes? Steadfast focus on developing New Management Virtues and serving others.

75. © Copyright 2006, Four Worlds International Love and Spirituality at Team Level What Does Love and Spirituality Look Like? Groups more accepting of diverse styles and members; real listening takes place; members willing to detach from own ideas and agendas and search for “best” solutions. What Helps Develop Love and Spirituality? Groups welcome new members, practice inquiry skills, seek diversity, encourage frank and loving communication. What Blocks Love and Spirituality? Power and political games, rigid behavior norms, Groupthink; member value based on status; double standard for high and low status members. What are Loving and Spiritual Outcomes? Organic unity of members, who nonetheless maintain individuality.

76. © Copyright 2006, Four Worlds International Love and Spirituality at Organization Level What Does Love and Spirituality Look Like? Equitable and fair distribution of resources; removal of most “perks” for management; willingness to see people with individual needs rather than as a human resources; open/fair/respectful communication up-down and down-up. What Helps Develop Love and Spirituality? Hierarchy is flattened; removal of position-privilege; workers truly empowered; managers are coaches not cops; employees trusted and treated as adults; higher levels do not abuse power or take advantage of authority. What Blocks Love and Spirituality? Lack of trustworthiness and honesty by managers; higher levels grip and preserve maximum power; managers manipulate to gain goals; organization more concerned with profits than with people. What Are Loving and Spiritual Outcomes? Capacity development of all members; high energy and commitment levels; sharing and connectedness; a real community.

77. © Copyright 2006, Four Worlds International Love and Spirituality at Society Level What Does Love and Spirituality Look Like? Change in institutions of society to reflect extreme reduction of prejudice and privilege; rewards based more on meritocracy; move away from power-based to truth-seeking institutions. What Helps Develop Love and Spirituality? True justice in legal system; equal access to education; acceptance of various cultural and ethnic groups; lack of oppressive policies toward any ethnic or class groups or women. What Blocks Love and Spirituality? Legal and political power tightly held in the hands of a corrupt elite; repression and abuse of lower classes and certain other groups; dishonesty and corruption seen as necessities for survival. What Are Loving and Spiritual Outcomes? Development of potential of all groups of society; unity of various regions and groups; organic wholeness of society.

79. The Reunion of the Condor and Eagle About This Initiative

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84. Prosperity Development (Micro and Macro) Governance and Civil Society Development Building Appropriate Partnerships and Networks Capacity Building Involving Healing, Human and Community Development, Education & Training This four part strategy can be displayed using a medicine wheel as follows: © Copyright 2006, Four Worlds International

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89. Participatory Planning Listening and Visioning Capacity Building Building The Systems and Mechanisms for People-Centered Development The process we have already begun involves four (4) phases: © Copyright 2006, Four Worlds International

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