Transcend artificial borders: differences based upon race, gender, sexuality, country of residence, etc. Also transcend discrimination based upon ownership. Positive discrimination of people with more self-love, self-confidence and self-reflection will help to integrate and to depolarize our society. Positive discrimintation of people with a femine culture (eye for the weak) will help to narrow the gap between the haves and the have-nots.

Make administrations, contracts, decisions and financial transactions transparent towards participants.

Participants should be willing to control peers and to be controlled by peers. Mistakes are made. This is part of being human and part of the perfection. Mistakes stimulate our growth. A system should be introduced to prevent that these mistakes cause more harm than necessary.

Rotate employees between positions regularly.

• More people can perform a job and have the skills to do so.
• More people know what goes around within the organization. This creates a feeling of oneness.
• People will bring in fresh and innovative ideas which improves the overall effectiveness of the position and the SSO.
• People will experience more work-variation, less dullness.
• People will expand their skills, which usually leads to a higher motivation, deeper self-understanding of what they like to do and can do best.
• People will have less opportunity to create “castles” and complex bureaucratic rules and regulations to shield themselves off; yet their work should remain transferable.
• People can help each other out with peak-work loads or take longer vacations without risking the productivity to go down.
• Workload can be spread better.
• More colleagues can help with difficulties.
• People will make sure that their successor is capable of taking over the job if both love their SSO and their work.
• Rotation is also important for control. Controllers (see J3) should come from the group of workers. So after a period of working, a peer starts controlling, than back to working. This improves the quality of control and the collegiality. People that only control, can get bitchy.

Inmittance is a concatenation of the words “Insight” and “Admit”. Inmittance is a method for conflict resolution through Self Reflection: To admit that you have come to a certain insight under the condition that taking responsibility will not be punished. Inmittance is an alternative for discussion, judging and punishment. These lead to frustration, guilt and inaction. Inmittance and punishment cannot go together. Inmittance can be done peer-to-peer, department-to-department or SSO-to-SSO.

‘Freedom of Opinion’ is the opposite of ‘Freedom of Speech’. With Freedom of Opinion SSOs limit their communication to others in such a way that these others can form their own opinion about the products and services of the SSO. SSOs no longer promote themselves (subjective propaganda) but promote others (objective comparison). In the future Consumer SSOs will promote products and services of Production SSOs.

The opposite of ownership is stewardship. The starting point is that everything is given us in stewardship. We don’t own a single bit and we cannot take anything with us when we pass on. Owning goods is a form of discrimination. Stewardship is sharing what is and taking good care of the current state and the future objective.

Organizations that have oneness, abundance and sharing as their starting points, will replace ‘competition’ by ‘inclusion’. Inclusion is the opposite of Competition. SSOs don’t compete with each other but cooperate and allocate the work over the available resources.

In order to create a high level of involvement within SSOs, the process of decision-making must be transparent for everyone inside the organisation. This does not mean that everyone will have a say in every decision. The transparency enhances the level of openness and control, creates a high level of predictability and empowers the role of (elected) administrators. Feedback can be given through all layers. This feedback will lead to innovations improve efficiency and streamline the end result. Everyone should be empowered to give feedback.

SSOs should fully and warmheartedly embrace the democratic laws of the country they work in. SSOs know that laws can be bypassed legally and illegally. They choose not to do that, respecting the democratic way these laws have been established.

SSOs are more social than individuals, not less social. They understand that they are incorporated to serve humanity, not to serve the SSO itself, nor its administrators. Production SSOs should serve their social function (deliver products or services) as long as consumers (consumer SSOs) have shown a need for them.

SSOs pay fully and warmheartedly taxes in the democratic country they work in.

SSOs produce their products and services in the most environment friendly way. For example, they recycle, and their products can be returned for recycling. SSOs understand that what we do to the environment, we do to ourselves. Today’s organizations ruin the environment because they are not geared to take care of the environment: maximizing profit leads to externalizations. Stabalizing profit at a level needed to produce until the end of the lifecycle of the products or services of the SSO, allows the SSO to maximize its environment friendliness.

SSOs know that animals don’t have to suffer and don’t have to be abused. They find ways to limit the use of animal products and ensure that the products they need are produced in an animal friendly way. SSOs stimulate vegetarian consumption.

SSOs will trade with each other using a currency that is not introduced into the system to earn interest and is not subjected to inflation. A Planetary Currency Unit (PCU) will be introduced that works in the same way as airmiles (frequent flyer miles). You get them when you produce and you lose them when you consume. If you don’t use them at all, you will lose them over time. In this way SSOs will become independent from banks and problems related to exchange rates and inflation.

With millions of people moving to other countries in recent years and years to come, it becomes more and more difficult to communicate with each other. After hundreds of years of (selfish) choice for the own language or dialect, it is time for an (unselfish) choice for the language that is spoken by the majority of people on this planet as a first or second language: English. During the transition period the SSO languages should be English and one local language.

Today’s Organizations think Short Term in the interest of the current quarter’s profit. SSOs think Long Term in the interest of the planet’s diminishing resources.

SSOs understand the differences between Public, Private and Secret. To the outside world SSOs act like capitalist organizations: everything is secret, unless required to be public by law. Information from the organization to consumer can often be regarded as propaganda, and is not really public.
SSOs should avoid having secrets for each other: agreements to keep something out of the public eye. SSOs are in principle public towards other SSOs. They have nothing to hide for each other. Also administrators should be open books for their colleagues, employees and other SSOs. In return for this transparency, others should respect the privacy of the adminstrators for those areas not related to the SSO. For example, their private life.

With 6 billion people we produce nearly enough products and services to feed only 2 billion people. In order to boost production, SSOs pay for production work, not for creative work. People are stimulated to be creative, but that creativity should not be limited by, or stimulated by money. As a rule of thumb repetitive work will be paid, work that could be automated in some future. Ownership is not paid.

Production SSOs don’t maximize Profit, Power and Penetration, but Justice, Freedom and Efficiency. SSOs must make a profit, but only to allow them to produce the products and services demanded by Consumer SSOs until the end of their life cycle.

Social Stability can only be reached on our planet when everybody can buy enough products and services. In order to produce enough products and services for 6 billion people we need to produce these products and services many times more efficiently. The productivity per employee should at least be tripled.
SSOs measure and stimulate the productivity of their employees. They use Creation Education to raise the output per employee and to allow them to carry more responsibility.

The following elements will bring down the sales prices:
•    Transparency
•    Control
•    Not paying for ownership
•    Not paying for interest cost
•    No inflation
•    Not paying for creativity, production work
•    Tripling productivity of employees
•    Recycling used products
•    Making products that last longer
•    Fixed profit margin

When all these elements are implemented, the percentage of the sales price reserved for depreciation and other costs will be soo low that it can be ignored. It means that the sales price will ultimately be the summation of labor costs, plus the fixed profit margin to produce the products and services until the end of their life cycle.

People that become participant in an SSO voluntarily maximize their income. They know that there is enough and that they will have enough in one way or the other.

As a rule of thumb, the personal wealth of a person (total of funds and assets) should not exceed 30 million euro, the level that is experienced by millionaires to be ‘sufficient’. (They usually still like to growth their wealth, but for sports, no longer because they have the feeling that they don’t have enough.)

Participants should determine themselves to which funds they want to give away their excess wealth above 30 million euro.

When productivity has gone up, profit and incomes have been maximized; there comes room for a minimum income that trully allows people to live off their minimum income. A minimum income should not only be guarenteed to those who are capable and willing to work but also to those who cannot work due to studies, sickness or age.

Today’s organizations are per definition immoral. They derive their moral from their administrators and their moral is very dependent from their need to maximize profit or maximize their dogma. SSOs have an intrinsic moral, independent from their administrators. In fact all participants should obey these moral standards, which should be as high as practical possible. The SSO’s moral is independent from the organization’s power, profitability or penetration.