The perception of perfect authority controlling people is out of balance with their natural equilibrium, which creates a tendency to become volatile or fight instead of solving problems.  These behaviors are often validated by traditional support from management or a dominating culture inside organizations that are complacent and resistant to change.  These cumulative validation energies, self-validation power, and control authority power tend to create people isolated in their dominant communities with the same philosophies and techniques for dealing with people.  In essence, it appears to me that the power derived from law, process, procedure, power positions, authority, and other extreme anthropogenic functioning has created a scenario where various organizations are out of balance with a closer to “homeostatic” balance or dynamic equilibrium with their surrounding natural communities.  This static functioning outside the dynamic equilibrium shifts the totality of functioning up above and beyond what is considered normal steady-state dynamic equilibrium (similar to war).  This is a potentially volatile situation every time.  My suggestion for police, law, justice, military, and other organizations that have evolved beyond a more natural dynamic equilibrium is to transition to Holistic Environmental Justice Health and Safety, Peace Corps, or some Ecological restoration organization.  Or we could prioritize functioning like genuine holistic individuals who love, care, are compassionate, and help one another strive to rise above their survival zones or difficult circumstances that they are going through in their lives.  I sometimes wonder if all organizations should function at variable epochs that allow continual change and adaptation.  This causes diversity and continual infusion of new ideas into organizations.  It also gives people the freedom to live and adapt at different times.  It makes sense because as people learn throughout life, they suddenly have other interests and passions and additional higher-value energy to allocate to various organizations at different times.  Static complacency, dogma, and individual survival keep people functioning in unhealthy ways.  This leads to harmful interactions and detrimental impacts on people and our society, eventually degrading ecosystems, our entire environment, and ultimately our whole Earth.  We must keep traditional business management or top-down control tendencies in check and balanced condition.  By eliminating the static organizational chart, we preferably return to the basics or foundational, fundamental similarities and respect for each person’s diverse contributions.  The more people derive power and authority from static laws, processes, and out-of-context procedures, the more the tendency to stay out of balance from functioning closer to nature and healthy communities.  It makes sense to me to help people learn, slow down, live closer to nature, and derive more enjoyment from the simpler living, learning, loving, and pleasures of exploring and experiencing life.  My theory is that if we strive to involve everyone inclusively and simultaneously get everyone out of their survival zones, the rest is relatively about simply living.  This is true whether they are survival zones of suffering or organizationally imposed survival zones to keep people striving for maximum profit, power, and heroics, or sometimes organizations keep people fighting to survive to keep their jobs.  Many of these imposed survival zones result in ultra-competitive means of exclusion instead of benign learning and creative competition, which is much healthier.  Flipping money and making money without adding value to competition creates the most contributory destruction.  It is best to strive to function closer to nature and stay close to dynamic equilibrium with a problem-solving and holistic prevention planning approach.