ORGANISATIONAL FOUNDATION
Who we are; why we exist; organisational Purpose

 
                                PURPOSE  
   Organisational Imagineering International, was founded to facilitate improvement in organisations’ capabilities to be effective and efficient citizens of the global community.  
   The key word is “facilitate” – to make easy: to make it easy for leaders and followers within organisations to clearly identify with and pursue valid purposes for which their organisations exist.  
   An additional purpose OII serves is to be a role model for the self-organising type of organisational structure and operations believed necessary for constant evolution and change that is required for survival in a continuous change, information driven, knowledge based world economy. 
   OII will provide service and satisfaction to all constituencies with whom it deals and endeavor to endow all constituencies with the insight and capabilities to continuously improve themselves regardless of the nature or length of OII’s involvement.  
   OII’s purpose is essentially the fostering of the concept of Community itself within and among the various types and sizes of organisations that represent the collective efforts of human beings.
     
                            PRINCIPLES  
   The Prime Principle to which all personnel associated with OII shall adhere is that the following stated principles will be the source of guidance in all actions and decision making.
   This set of principles shall govern any and all current and future Board of Directors, corporate officers and employees, and by mutual agreement, our contractual clients; the principles shall be invoked whenever there is a doubt or question of what to do and/or how to do it.  
   PRINCIPLE: All people, internal and external to OII, will be treated courteously, fairly and with respect.
   PRINCIPLE: OII will not tolerate any biases founded in race, religion, sex, color, national origin, sexual orientation or ethnic or social group membership with regards to employment, personnel administration, customer service and general interpersonal relations.     PRINCIPLE: Serving the long term interests of our clients and customers will be in the best long term interest of OII.  Success will precipitate from the success we create for others.  
   PRINCIPLE: Continuous improvement in the relationships between OII personnel and our clients and customers shall be an ongoing goal.  All transactions should result in improved relationships in terms of mutual satisfaction of all parties and in no case should a transaction result in deterioration of relationships.  
   PRINCIPLE: Economic profit shall be a measure of success in meeting OII’s purpose and following principles rather than seen as a goal or purpose in and of itself.   
   PRINCIPLE: OII shall strive to role model ethical and socially responsible behavior in all its endeavors.  Means of accomplishment shall be as important as the ends achieved.  OII will be a role model of what organisations can do to further the concept of community, i.e., each striving for the good of all.

   MANAGERIAL PHILOSOPHY Basic Beliefs:
   The "Butterfly Effect" is a metaphor eminating from Chaos Theory that explains how larger patterns of behavior -- from organisations to oceans to galaxies -- are the sum total of individual behaviors; that the weather in North America is affected by the flapping of a butterfly's wings in South America is the equivalent of Adam Smith’s "unseen moving hand" that represents the sum total of independent, uncoordinated individual economic entities enacting the resulting economy of the country or world.   
   Every person in every organisation, and every organisation in the world has a responsibility to recognise that, to the extent that actions on their parts are guided by the same values and beliefs, the collective impact  tends to be magnified on the system as a whole. 
   And what is that "system"?  Nothing less than the health of the Planet Earth itself.  
   And historically, what has the collective impact been effective in accomplishing? -- Continued global warming, depletion of irreplaceable natural resources, a widening of the gap between "haves and have nots", a polluting of the environment that threatens thousands of species with extinction with every passing day (and sooner or later the human species as well), a deterioration in confidence in all social structures and organizations in general from government to private industry, and no forecast for improvement in any of these areas.  
   What are the common values that have led to these collective impacts?..... Three such values tend to pervade all that managers do as the "corporate model of organisation" has become the role model for the world..... and these three values must be confronted and shifted before Human Beings top the endangered species list -- they are:

                      An Ends Justifies the Means rationale.                       Placing of Self before Community.
                      Focus on the Short Term over Long Term.

   Those organidations that will survive and succeed  in the 21st century will do so only by incorporating the reverse of these values into their Purpose, Principles and supporting visions, missions and cultures.

     Supporting Philosophy:    Managerial Philosophy shall continuously evolve from the following considerations applied both internally in OII and in client organization interactions:   ‘       
   OII people shall be continuous students, constantly learning how to do things better rather than being “experts”. ‘       
   People shall practice what they preach. ‘       
   What is “preached” should be consistent, ethical, fair and consistent with OII’s Purpose and Principles.
   People internal to the organization are the 1st Customers, who if satisfied, will satisfy external customers. ‘       
   Conflict and confrontation are healthy and will be approached honestly and openly in the spirit of learning and problem identification/resolution rather than blaming. ‘       
   Continuous learning and skills development are necessary for OII people to be useful rather than used. 
   Gender, race, religion, politics, sexual orientation, national origin, age and social group identification shall never distract focus from the OII Purpose and Principles. ‘       
   Every OII person will be viewed as “owning” a part of the process so that he or she has a vested interest in identifying and resolving problems and never behave as a bystander or “hired hand.” ‘       
   OII people will not attribute to malice, pettiness or personal ambition that which can be adequately accounted for by simple ignorance or unfamiliarity. In other words, motivations will not be judged by preconceived biases. ‘       
   Positive feedback shall outweigh “constructive criticism” ; mistakes shall be shared learning experiences and not dwelt upon. ‘       
   OII people will draw their pride from making a difference rather than making impressions; there are no “stars,” only performers.