Epilogue

Research revealed that “problems at work are more strongly associated with health complaints than any other life stressor—more so than even financial or family problems” (National Institute for Occupational Safety and Health—ref. 14, p. 112).

Furthermore, according to the NIOSH, job stress occurs when the requirements of the job do not match the capabilities, resources or needs of employees, leading to poor health and injury.

Moreover, job stress is unjustly confused with challenge, which energizes us psychologically and physically to learn new skills.

All this corroborates the fact that employee satisfaction is a cornerstone of self-actualization in raising productivity (see Preface, p. 9), and that job stress, job failure and mutual distrust in organizations have deeper causes.

The latter refers to inequitable working conditions, such as lack of intrinsic motivation, opportunity for growth, candid communication, participation and coherence, excessive workload demands, conflicting roles and expectations, corruption and job insecurity.

According to the Convention of the Americas on Human Rights (OAS, 1978), “the right to vocational training does not only contribute to the shaping of decent work … but it is educationally a formative element in people’s lives, an instrument for the enrichment, self-fulfillment and development of individuals, and through them, of society at large … This higher–truly superior–dimension of training is expressed in paragraph 4 of article 1 of International Labour Convention 142 (1975) on the Development of human rights … There will be no decent work without democracy, social justice and citizenship. And there will be none of those without education, vocational training included.”

The different international forms of cooperation, freedom of speech and of the press, the Internet, multilateralism and the ability to get the local Chamber of Commerce, trade and labor unions, as well as other NGOs involved in the executive branch have not contributed to a better world in this context. Those were my thoughts when writing this in-depth treatise—an attempt to disentangle the underlying in-the-box thinking, which causes the present state of personal, business and world affairs, as well as to find a culture-free remedy to shift this guilty paradigm.

In conclusion, this disentanglement and remedy were implemented:

a)     by addressing how civilization and commercialization derange our psychological roadmap, confuse self-worth, inflict self-alienation, damage our capacity to empathize genuinely and to be engaged, and destroy the joy in life;

b)     by traveling from the gross surface through the infinite depths of our mind, inferring strategic principles of self-actualization to restore our psychological roadmap and realize our full potential, and profiting from this cognitive process, to validate main lessons in managing business demands;

c)     by indicating why horizontal organizations characterized by fraternal treatment, transparency and equity increase productivity and engagement, establishing profitable mutual trust, both internally and externally, as opposed to top-down and bottom-up operated businesses based on superior and slavish thinking, respectively;

d)     by philosophically and scientifically secularizing spirituality to unfold the essence of our wholeness, having the mysticism of resilience emerge, and urging businesses to innovate and ensure continuity as down-to-earth holism;

and,

e)     as the cream of the crop, by continuing our psychological journey to unveil the penetralium of our self and provide answers to questions of a mystical nature.

I hope that the conclusions providing the highlights of the chapters made for easy reading and that the exercises and environmental survey aided in fulfilling your potential, improving your relationships and successfully managing your job or business demands.

Thank you for allowing me to share my insights with you!

The Author