Unicist Object Driven Organization


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DNA of Leadership: Breakthrough in the Research of Behavior

The discovery of the unicist ontological structure describes what can be defined as the genome (DNA) of leadership. The knowledge of its structure and the different categories of leaders allow defining the functionality of the leadership style of an individual and how s/he complements and supplements with others.

Leadership is based on the need to sustain one’s authority. But the participation of others is a condition of leadership. A leader is such because s/he is followed. Therefore, in terms of the unicist logic, participation is the active function of leadership and the energy conservation function is given by the power a leader has to impose her/his authority.

Shared objectives are the driver of leadership. Shared objectives precede the leader’s activity. Exceptions are new groups with no objectives. In this case, a creative leader is needed. Shared objectives are synthesized in the vision of a company or of a group.

Both the creative and the constructive leadership types are functional to develop maximal strategies. Maximal strategies requires democratic, authoritative and exemplarity driven leadership.

Both the authoritarian and the charismatic leadership types are functional to develop minimum strategies. Minimum strategies require a dualistic approach which includes authoritarian, charismatic and laissez faire leadership.

Authoritative paternalistic leadership is the catalyst for minimum strategies. When the catalyst is missing it works as an inhibitor of minimum strategies driving towards failure or inaction.

Diana Belohlavek

NOTE: The Unicist Research Institute was the pioneer in complexity science research and became a private global decentralized leading research organization in the field of human adaptive systems.
www.unicist.org/turi.pdf


Teaching vs. Learning: the use of Unicist Learning Objects

Teaching is the cost of education and learning is the generated value. The use of unicist learning objects diminishes the cost and increases the value of what is being learned. A positive side effect is that learners assume the responsibility to adapt to the environment and not only to the teacher.

Learning ObjectsThe purpose of a learning object is to install an adaptive knowledge object in the mind of the learner. Learning objects build a bridge and integrate theory with practice that allow individuals to use them and recycle them if necessary.

This implies that the learning objects drive the accommodation process to accept new aspects that were not managed before and integrate these new aspects in mind through an assimilation process which requires storing this integration in the long term memory of individuals.

Learning objects are complex adaptive systems that have been designed to drive the learning processes of the learner without needing external support when working within functional learning environments.

A functional learning environment exists when there is a need of a specific knowledge to do something, the necessary capacities of an individual are available and accessible and the objects have the necessary authoritative role to be accepted.

Learning objects cannot work when these conditions are exceeded and then the participation of a counselor becomes necessary to substitute these objects by personal action. This is homologous to the autopilot of an airplane which needs to be substituted by the pilot when the conditions of the external environment exceed the possibilities of the object.

Diana Belohlavek

NOTE: The Unicist Research Institute was the pioneer in complexity science research and became a private global decentralized world-class research organization in the field of human adaptive systems.
http://www.unicist.org


Research on People with Attention Disorder in Businesses

A research on adults having an ADHD condition was developed to define their possibilities to evolve in the business world.

“Professor Michael Fitzgerald, MD, of Dublin’s Trinity College, has examined the lives of notable achievers including Thomas Edison, Kurt Cobain, Oscar Wilde, Lord Byron, Jules Verne, Che Guevara, James Dean, Clark Gable, Pablo Picasso, Mark Twain and Sir Walter Raleigh. Based on his research, the professor believes all these high achievers had or displayed symptoms of ADHD.

People with ADHD have symptoms of inattentiveness, but they often also have a capacity to hyper-focus on a narrow area that is of particular interest to them. Clearly ADHD is not a guarantee of genius, but the focused work rate that it produces may enable creative genius to flourish.”

Three groups participated in the research which was based on the following hypotheses:

The limit between ADHD and focusing problems is an unknown field.

The capacity of focusing is driven by ethical intelligence which allows using the adequate brain waves to define and sustain a focus on a specific aspect of reality.

This condition is extremely functional when it is focused on the use of their core functional intelligence. https://www.unicist.org/talents/wp-content/uploads/2012/07/ontointelligence_en.pdf

The condition to expand their possibility of focusing depends on the expansion of their area of interest having the necessary functional intelligence to do so.

Being adults they have great difficulties to enter a new field starting a new learning process if it is beyond their hyper-focus area.

When the syndrome is installed the person rejects any stimulus that fosters the expansion of their present focusing area. They distrust the process and the people who manage it.

They function in an adapted way in their field of hyper-focus and are over-adapted in the rest of the fields of their activity.

They are extremely successful when their functional intelligence is adapted to a specific reality and they have a value adding ethical intelligence.

The groups included:

A)    3 Participants with hypothetical ADHD disorder.

B)    3 Participants with focusing problems.

C)    3 Participants with no focusing problems.

The stimuli provided were centered on dealing with the adaptive aspects of business and the tasks to be developed were:

Understanding the foundations of the unicist approach.

Understanding the homology between unicist business residencies and medical residencies.

Developing a learning contract to start with a learning program on the unicist approach.

These hypotheses have been provisionally validated and we invite non-profit research organizations to access the conclusions if they want to continue with the research. Please contact Peter Belohlavek at The Unicist Research Institute who personally developed the research.

Press Committee

Access the content of the book “The Unicist Ontology of Ethical Intelligence” at the Unicist Library:
http://www.unicist.com/books-pages/en/onto_ethical_intelligence_en14.php

NOTE: The Unicist Research Institute was the pioneer in complexity science research and became a global decentralized world-class research organization in the field of human adaptive systems. 
https://www.unicist.org/talents/wp-content/uploads/2012/07/turi.pdf


Permanent Research Groups of The Unicist Research Institute

The Unicist Research Institute has permanent chapters of research groups. There are four problem driven chapters and one subject driven chapter. The problem driven chapters are: Complex Systems, Evolution, Human Behavioral Evolution and Economics. The subject driven chapter is Semiotics.

Until June 2012 these groups have been integrated by the users of the applied research and coordinated by Peter Belohlavek. Access the approach to complexity science at:
https://www.unicist.org/talents/wp-content/uploads/2012/06/what-are-complexity-sciences.pdf

The research groups in the field of human behavior are:

Unicist Anthropology Group
https://www.unicist.org/talents/wp-content/uploads/2012/06/ontology_unicist_anthropology.pdf

Evolution of Human Intelligence Group
https://www.unicist.org/talents/wp-content/uploads/2012/06/ontogenesis_ei_en.pdf

Lifestyle Research Group
https://www.unicist.org/talents/wp-content/uploads/2012/06/ontology_social_individual_ideologies.pdf
https://www.unicist.org/talents/wp-content/uploads/2012/06/functionality_of_religions.pdf

Press Committee

NOTE: The Unicist Research Institute was the pioneer in complexity science research and became a global decentralized world-class research organization in the field of human adaptive systems. 
https://www.unicist.org/talents/wp-content/uploads/2012/06/turi-1.pdf


Peopleware: is the purpose of object driven management

Unicist Peopleware was developed to define a structure to integrate both hardware and software in work. It is universal although it appears focused on business processes. Human resources can be managed once the concept of peopleware, based on the nature of an organization, has been defined.

“Peopleware can be defined, in plain language, as the structure of attitudes that influence individuals’ activities.

Software can be observed because it establishes the interface of individuals with an activity.

Hardware can be perceived because the evident appearances of hardware can be observed but its functionality can be perceived through the possibilities it offers to software.

But peopleware is the deepest aspect of human activity and can only be intuited and validated using destructive and non-destructive pilot tests.

Peopleware defines attitudes. Therefore it deals with the deepest approach to individual behavior that deals with the human capacity of apprehending nature.

This implies entering the field of the ontology of human behavior, the natural organization, the laws of organizational equilibrium and the apprehension of objects that emulate the organization of nature.

Organizational equilibrium is the purpose of peopleware. It has to be considered that organizational equilibrium needs to vary depending on the cycle of a business.

When growth becomes necessary, centrifugal forces need to prevail. But centripetal forces need to prevail when profit improvement needs to be achieved.”

Access the content of the book “Peopleware: the integrator of hardware and software” at the Unicist Library: http://www.unicist.com/books-pages/en/unicist_peopleware3s.php

NOTE: The Unicist Research Institute was the pioneer in complexity science research and became a global decentralized world-class research organization in the field of human adaptive systems. https://www.unicist.org/talents/wp-content/uploads/2012/05/turi.pdf


Ontological research of personal turnarounds in business

A personal turnaround is a sort of “resurrection” made by an individual who enters in a superior stage.

The ontological research on personal turnarounds in business has been running for 10 years now and has included 23 individuals and the follow up of their evolution. This research is now in its final stage.

The publication of this post has been triggered by the need to foster the turnaround of four individuals, one is extremely young, two are middle aged and one is a senior. The conclusion of the research will be considered valid if the forecast of the four cases is accurate.

Many of the cases of turnarounds in business were triggered by the desire of achieving a superior level in terms of financials.

What became evident is that turnarounds are possible if individuals envision a new stage and their role, have changed the paradigms to deal with their environment and have “faith” (implying complete confidence in an authority).

They require a high level of self-confidence to launch a different stage and the capacity of doing the necessary amendments that allow “guilt free” closing of the previous state.

When these conditions cannot be fulfilled individuals degrade to a lower level. The financial trigger works often as a mind-trap hindering the upgrades.

Turnarounds are sustained by the generational responsibility of individuals. They become extremely difficult when the environment has a high level of individualistic components.

Personal turnarounds are necessary when needing to deal with a superior business ethics.

Personal turnarounds are  extremely rare.

Request more information: n.i.brown@unicist.org

Peter Belohlavek

NOTE: The Unicist Research Institute is the major research organization in the world in its specialty based on more than 3,500 researches in complexity science, until September 2010,  applied to individual, institutional and social evolution. The applicative researches are based on the discovery of the Ontogenetic Intelligence of Nature and the consequent Unicist Ontology of Evolution.


Unicist Learning: Why adults inhibit their own learning?

Childhood lives within a complex world. From birth on, children enter a world where reality exceeds their reasoning capacity and they need to learn in order to survive and grow.

The way they do so is very simple:
a) They act
b) They somehow elaborate their actions
c) They act again based on their elaborations

This is the natural taxonomy to manage complex problems. Children follow these steps intuitively. Taxonomies are naturally respected by children. If you put skis on small children they just begin with “snow plowing” and not “slaloming”.

What happens with this intuitive way in grown up adults?

Educated adults do not enter a new complex problem based on experiencing it first. Societies, parents and the educational system taught them to approach reality beginning with a rational thinking process. This is functional to everyday operational activities, but is dysfunctional to learning how to manage unknown complex problems.
A complex problem must be approached with an “action – reflection – action” process, which is absolutely counterintuitive for ordinary adults.

Access a Unicist Clip:

Why is “action-reflection-action” counterintuitive?

In the adaptation process humans have to face four natural fears that inhibit intuition:

1) The fear of ridicule: A persistent, abnormal, and unwarranted fear of being ridiculed or ridicule. It is the fear that hinders the beginning of any different or new activity.
2) The fear of failure: Fear of failure is the fear of self-criticism or the fear of being criticized by others. It is the fear of failure that hurts far more than the failure itself. Actually, it is the fear of not being sure what will happen.
3) The fear or rejection: It is an outcome of low self-esteem. It makes you feel that everyone in this world is superior to you and they can reject and avoid you for some reason or other.
4) The fear of success: The fear of success is a very unique issue that arises when you are genuinely creating change and moving forward. One of the core fears that arise from change is that success will lead to loneliness.

These fears define the natural taxonomy of fear managing in human adaptive behavior.
Complex problem solving requires an action-reflection-action process. This implies the involvement in the problem as a participant. Without this involvement there is no possibility to apprehend the ontological structure of the complex problem.

Free access to the R&D e-book: ”Mind traps that hinder personal evolution”: Click here

Diana Belohlavek
VP Knowledge Management
& Communication

*Based on an excerpt from the book “Mind traps that hinder personal evolution” by Peter Belohlavek.

NOTE: The Unicist Research Institute is the major research organization in the world in its specialty based on more than 3,000 researches in complexity science applied to individual, institutional and social evolution. The applicative researches are based on the discovery of the Ontogenetic Intelligence of Nature and the consequent Unicist Theory of Evolution.

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Discovery of the unicist ontology of the Oedipus complex

This R&D e-book by Peter Belohlavek is a presentation of the obscure part of personal behavior and a solution for it.

The obscure part of individuals is very difficult to apprehend because one needs to be able to get in touch with one’s obscure part. It may provoke reaction, denial or rationalization. But it is extremely useful in the long run. Evolution implies: today better than yesterday.

Complexes are a “cancer” in the human mind. As a cancer, complexes destroy their host while they die with it. Individuals degrade when they are dominated by complexes. This can be objectively measured in the adaptation process of individuals.

Complexes remit when the individual has the courage, the will and the energy to assume a full responsibility for her/his life.

This discovery has significant consequences for individuals, institutions and cultures. It enters the most taboo aspects of human behavior.

It explains why a bright 3-year old kid becomes a 40 year-old mediocre and a 60-year old senile person. It also explains the opposite, when a person achieves wisdom.

As there is a homologous complex in the collective unconscious, it provides the groundings of why the gap between developed and developing countries is growing.

Free access to the e-book at: http://www.unicist.org/deb_mt.php

This is something that needs to be known.

Request more information: n.i.brown@unicist.org

Diana Belohlavek
VP Knowledge Management
& Communication

NOTE: The Unicist Research Institute is the major research organization in the world in its specialty based on more than 3,000 researches in complexity science applied to individual, institutional and social evolution. The applicative researches are based on the discovery of the Ontogenetic Intelligence of Nature and the consequent Unicist Theory of Evolution.

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Unicist Talent Development is based on Logical Reasoning

Unicist talent development is based on expanding the capacity to develop integrative thinking. This implies dealing with the Unicist Logic.

An integrative approach fosters conscious behaviors and stimulates the evolution of individuals based on their capacities.

The Unicist Logic makes this integrative thinking reasonable, understandable and provable.

Maurice Blondel announced a century ago that some day a logical structure would be developed capable of integrating the preexisting logical models. That is the case of the Unicist Logic.

Access it at: GoogleBooks

Request more information: n.i.brown@unicist.org

Press Committee

NOTE: The Unicist Research Institute is the major research organization in the world in its specialty based on more than 3,000 researches in complexity science applied to individual, institutional and social evolution. The applicative researches are based on the discovery of the Ontogenetic Intelligence of Nature and the consequent Unicist Theory of Evolution.

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Unicist Standard Language for personal talent development

Individuals evolve based on their nature.The Unicist Standard provides the structure of the nature of individuals in order to influence the conscious evolution of individuals.

The Unicist Standard Language is basic to understand and deal with the ontology of personal evolution.

“Dealing with Human Adaptive Systems necessarily is driven by complexity. Adaptive systems are complex in themselves but dealing with human adaptive systems adds a new complex component which is the ambiguity implicit in human behavior.

The existence of conscious and non-conscious aspects of human behavior produces naturally the existence of an ambiguous environment.

The purpose of adaptive system management is to influence human adaptive systems using the object driven technologies included in the Unicist Standard.

The development of the Unicist Standard Language was necessary to provide a context in order to understand, communicate and influence the management of human adaptive systems.”

Learn more about the Unicist Standard watching the video that is available at:
http://www.unicist.org/iua.shtml

Request more information: n.i.brown@unicist.org

Diego Belohlavek
Expert System Manager

NOTE: The Unicist Research Institute is the major research organization in the world in its specialty based on more than 3,000 researches in complexity science applied to individual, institutional and social evolution. The applicative researches are based on the discovery of the Ontogenetic Intelligence of Nature and the consequent Unicist Theory of Evolution.

Access a Free Trial:

If you would like to receive monthly information on this blog, please register here.

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