○Organizations and Leaders [10]

     In an organization, there are people who don't perform their tasks adequately even with instructions from the leader. In such cases, try pairing them with someone else. Even those who don't do their work properly often have people they trust and feel comfortable with. When paired with these individuals, they may perform better because they don't want to break the trust of the other person. The ego views people it doesn't trust as enemies, but it doesn't want to be disliked by people it trusts. However, this doesn't mean there will be dramatic improvements.

    People with strong desires and strong demands for their own share are well suited to a success-based reward system. The ego can exert great power for its own benefit. When this type of person works in an organization, they often blame others when they don't achieve results, which can create a toxic atmosphere in the organization. It's suitable to place them in a situation where they can't make excuses.

    Having individuals with strong egos and those with thin egos work in the same group should be avoided as much as possible. People with strong egos start to exploit those with thin egos, and the latter lose their motivation to work.

    Organizations and leaders that fundamentally strive to be no-mind and exist consciously tend to move toward harmony.