How Qultura functions as an organization
Qultura functions on an entirely different basis to most other organizations whichb are based on statutory law and a governing document based on conformity to the law, policies, procedures and rules. This doesn't happen in Qultura due to the nature of our mission and objectives and also the way we structure our organization and function. Qultura functions on the basis of a combination of universal law and common law.
The biological structure of our business model
As our work is community based we are also community based as an organization working on the principles of individuality and equality. Qultura Core refers to the nucleus of the organization, the centre, and in reality our core structure is a centre and nothing more. It serves as a model, an example, and contains the governing body of trustees. The system functions on the basis of trustn and connection. Everyone is individual and free to be themselves as long as they remain connected to the whole. More about this can be found in Qultura's internal culture and this is the part which is based on universal law.
The common law aspect
Qultura policy and our Constiution is based on a combination of universl law and common law. Qultura policy is determined by the Qultura trustees through a series of precedents based on experience and relativity, i.e. how something is connected to the whole. Everything within past experience is considered common practice, and therefore common law, and where there is a conflict which cannot be settled or which requires a new precedent or change it is therefore a matter for the trustees to decide.
All decision making is based on consensus and settlement by examining all aspects and reaching a settlement through finding the common ground. There are no rules to follow nor are there any procedures because both these things stifle creativity and disempower through removing personal autonomy. All decision making is to be guided by commitments and policies, which are based on precedents made by the trustees. Personal beliefs and belief systems are to remain personal and, with particular emphasis on ideological beliefs, not shared or made part of Qultura's work. Personal autonomy is of paramount importance and it is assumed that, on any project and between any individuals decisions can be made on the basis of consensus and settlement.
It is assumed that when people work with other people invariably there are going to be conflicts and issues, particularly when you have different people working together to develop an idea or project. What any idea or project needs to develop is a consensus and remaining connected to that consensus is of primary importance. Most ideas and projects are temporary anyway. Some work out, some don't and some fail repeatedly until they start to work. Success is often something people achieve when they've run out of reasons for failure, mistakes or to screw something up. It's never guaranteed that just because you think of something it will work out. Likewise resolvijng conflicts is a matter of trying, and making repeated attempts to reach agreement or a consensus. When all that fails any conflict is referred to the Primary Administrator who can implement a consensus - a process known as arbitration. If that fails then the matter goes to the trustees, who make the final decision.
Cooperating with others
All the above principles apply when interacting with and working with others, including other organizatuons. Please bear in mind that we base all our policies and ways of working on actual experience and not on belief based rules, policies or procedures. This is done specifically to ensure autonomy (individuality) and creativity and is part of our mission and objectives.