The Network of Competitive Instinct is a Source of Invisible Entities

     

                                                                                    

The Source for Invisible Entities in Biological and Non-biological Systems can be a single Open-loop mechanism within Competitive Instinct. Global Variables in Biological Systems Pre-programmed Natural Instincts in this experimental research. An instinctive Behavior Pattern is a specific action responding to a clearly defined stimulus. Any behavior is instinctive if carried out without being based on previous experience and learning. An instinct is an inborn complex paradigm of Behavioral Patterns that must exist in every member of the Biological Species. Instincts embedded in the genetic code can hardly vanish by internal and external forces. Biological Systems have more than thousands of Invisible Instincts, each target ensuring genetic survival. Vulnerability to fulfill instincts can cause behavioral disorders. Instincts can be categorized into two instinctual subtypes as follows:

1- Primary Instincts tend to dominate Biological Systems’ attention.

2- Secondary Instincts tend to be an area of some tension and perform services for Primary Instincts. Biological Systems use Secondary Instincts for fulfilling Primary Instincts. The primary Instinct in Fig (1) can be a sustainable competitive advantage, and the Secondary Instincts are Manipulative Mechanisms. External stimuli in Fig (1) are parameters in a competitive world.

Stimulus parameters are allocated in internal and external Biological Systems. Active Global Variables receive multiple stimuli about broad internal and external contexts and return diverse responses to source preferences. Global variable mechanisms involve three stages of processing. It initiates with Open-loop (stimulants), prepares for fundamental action (Processing), and Closed-loop (response).

Global Variables are Primary Instincts in Biological Systems. Stimulus parameters in external competitive environments send a signal for setting an Open-loop Cycle. Parameter activation would challenge Biological Systems to prepare action for Closed-loop Operation.

Biological Systems face significant critical shifts in competencies for closed-loop operation because of Parameter Complexities in external environments. The Secondary Instinct targets issues in Social Contexts for achieving a Closed-loop Cycle. Side-effects of the Secondary Instinct can modify social parameters on the evolutionary path of system performances. Contagious parameters on the evolutionary way spread to subcomponents and associated integrated systems (1), (2).

Observation:

Parameters in religious options associated with specific Instincts would modify External Stimuli, which are instances of the Primary Instinct.

Observation:

The Secondary Instinct requires performing for Primary Instinct and Closed-loop (response). However, a reflex is a simple response of an organism to a specific stimulus. A reflex is an automated mechanism in which Biological Systems are hardly involved in any actions, such as pupil contraction in response to bright light.

Observation:

Basic Instincts embedded in Biological Systems become instance threads of Primary Instinct from the first minute after birth. External Stimulus becomes instance threads of Primary Instinct on the evolutionary path of systems performances. External Stimulus activates and develops in environments of Biological Systems. The activation pattern depends on two-parameter criteria. Time Interval and Environment Batch Parameters can determine how fast and vigorously a single External Stimulus can modify the Primary and Secondary Instincts. (Fig 2)

Time Interval and Environment Batch Parameters can determine how fast and vigorously a single External Stimulus can modify Primary and Secondary Instincts. Fig (2)

Observation:

Retrieving the inherited parameters from ancestors, associated genetic settings, and reflections of cultural parameters can modify Competitive Instinct.

 

Observation:

Biological systems from different religious backgrounds, which seem to be obsessed with austerity mode, can attenuate the strength of Competitive Instinct. Besides, acquiring such a system property can pave the way to modifying both internal and external stimuli. Death signals minimize functions that explore Competitive Instinct.

Biological Systems with some functional handicaps have hardly active Competitive Instinct. For example, a blind man has barely active Competitive Instinct.

Observation:

Biological Systems with strong Competitive Instincts are always in stress mode for losing and gaining competitive advantage. Inconsistent stress mode can identify a possible cause of implementing artificial and unethical manipulation in Non-Biological Systems. 

Observation:

Competitive Instinct is a Network in Subconsciousness, and it contains many Instincts. It is a Primary Instinct with external stimulus characters. Competitive Instinct activates and develops through Social Attractions and Environmental Impacts. Activation of Competitive Instinct initiates with Envy Mode or the first cycle and Primary Instinct. It develops during childhood and adolescence before maturation. The next cycle is Competition Mode, which may appear concurrently with the first cycle in Biological Systems.

Personal Characteristics, Cultural Roles, Environmental Interactions, and Genetic Parameters modify Competition Mode on the evolutionary path of life. The result of reference model modification to the Competition Mode is Competitive Instinct.

Observation:

According to an observational study, Invisible Entities generate and spread into Non-Biological Systems through pre-programmed Competitive Instinct in Biological Systems.

Biological Systems can gain a competitive advantage through complex manipulative techniques in demanding competitive environments. Complex Manipulative Techniques are hardly cost-effective, and many manipulative parameters impede ethical performances. Multiple parameters algorithms in Complex Manipulative Techniques modify Harmonic Balance in Biological systems.

Success factors for handling the Competitive Instinct can be articulated by Ethical Global Variables in Non-Biological Systems. Articulated ethical codes can maximize Harmonic Balance in Biological Systems and minimize activities of Competitive Instinct to norm force value.

Observation:

Trends in several social scenarios explain that secondary instincts integrate with ethical parameters because of achieving a Closed-loop Cycle. Secondary instincts explore ethical parameters for protecting the perception of aggressive behavior. However, secondary instincts may hardly embed ethical parameters for creating Harmonic Balance in Biological Systems. Systems Owners exploit these paradoxical processes concerning Social Development.

Observation:

System owners can impose multiple complexities in system platforms for using compatible strategies. They would optimize parameter settings, target system stabilization, and adjust the trade-off between the complexity of structure and economic perspectives.

Observation:

Competitive Instinct and Hypocrisy Instinct would employ Systems Owners to Demonize Opponents and remove Hazard Factors through Ethical Principles and Humanitarian Settings.

 

Observation:

Systems Owners may sometimes be obliged to explore Ethical Principles for protecting contextual integrity. It is cost-effective to demonize opponents by setting them up for unethical behaviors; however, it causes complexity on the evolutionary path of system performance. According to an observational study, a strategy of demonizing opponents has increased in Hierarchy Layers during the past several years. One of the side effects of pursuing such a strategy is a Cynical Attitude toward politics.

 

Core-Competencies in the Labor Markets

                                                                                  

  

Systems Owners must assess the effectiveness of both technologies and Human Resources in Non-Biological Systems to achieve a sustainable competitive advantage in a broad range of market or industry segments. One of the solid solution mechanisms in a competitive environment is the breakdown of annual system costs. Human Resource Costs can be a significant issue in gaining a competitive advantage.  

Measuring Human Resource Costs is an approach for breaking down construction costs. The main element of value in Non-Biological Systems is Human Resource Costs; hence, Systems Owners target salaries, benefits of Human Resources, and labor performance/efficiency. Two criteria can improve costs and reliability outcomes in Non-Biological Systems. 

Low Salaries and High-Speed Performances can maximize efficiency within business activities and reduce total costs in system platforms. The role of high-efficiency performance and labor productivity ensures strategic planning for competitive advantages. Low Salaries and High-Speed Performances can challenge Systems Owners to revolutionize the labor market and social parameters. Two criteria determine who would have a chance of employment in system environments. Low Salaries may challenge Systems Owners to implement a strategy pattern for insourcing, outsourcing, and youth employment. High-speed performances suggest hiring a healthy employee with optimal stress tolerance. These two criteria revolutionize and modify core competencies in labor markets. Systems Owners make self-interest in hiring candidates through Global Group Profile.

In other words, the job candidate must fulfill the Global Group Profile requirements. Human resource departments review job candidates' profiles and compare Profile Attributes with attributes in the Global Group Profile. There are better solutions for social complexities because many job candidates can discriminate in the labor market because of the structure design within the Global Group Profile. 

Global Group Profile can generate profits for corporations in the short term. However, it explores economic issues, social burdens, open loops of productivity, and instability facing the evolutionary path of Non-Biological System Performances. The first two sharp criteria in the Global Group Profile are low Salaries and High-Speed Performance. Candidates need these two criteria to move forward in the recruitment process. Nevertheless, job candidates with tremendous qualifications, precondition skill levels, and remarkable experiences are exceptions to the rule.

Complex core competencies in Social Contexts can create a Designated Recruiting Platform. Besides, Ethical Global Variables can be replaced by Performance Trade-offs. Austerity measures and downsizing strategies for the workforce can activate procedure runs in trade-offs conceptual framework on a Recruitment Platform. 

Two Recruitment channels explore hiring job candidates. Channel (A) operates for job seekers who recruit through their job networks. Channel (B) works for candidates without job networks and seeks employment through Recruiting Agencies.

Job candidates search for jobs proactively through their networks, which contradicted social norms in the past time. A culture of nepotism is unfair treatment by favoring relatives who hardly merit a specific position. 

However, preferential treatment can be used in a way that violates principles of justice and fairness. The acquisition of education and jobs has become a tribal issue because of nepotism. 

According to statistics reported by the System Owner, 65 percent of job candidates get jobs through Channel (A) Fig (1). Our world has a High-integrated System, which indicates similar episodes. Thus, Channel (A) can exist in almost any Non-Biological system. Nepotism is a tool of corruption and needs help in presenting job candidates. Nevertheless, it gains a good competitive advantage over community networks. Nepotism can reduce the natural unemployment rate and contribute to the Global Economy. Therefore, Systems Owners interpret ugly nepotism as bright network solutions for job candidates. Today, job candidates are encouraged to find career opportunities in Non-Biological Systems through various community networks. Low basic requirements for employment can cause a low proportion of qualified laborers in many social networking communities.

It is the absolute deception of Systems Rulers who provide the chaotic labor market. This conceptual paradigm and approach for the labor market illustrate how unethical parameters on Global Variables can convert and develop an original account of social complexity. The labor market paradox indicates how improper social norms on Recruiting Platforms can modify Global Variables. According to an observational study, changing Global Variables by Recruiting Platform creates Critical Global Variables. Performance Trade-offs are an equation for removing temporary issues, and they explain the reduction of stimulus complexity in the labor market in the short term. 

According to statistics reported by System Owner, 35 percent of job candidates get employment through Channel (B). Three focus groups can attract to Channel (B) Fig (1). 

 

1) Individual candidates without job networks seek work positions through Channel (B). 

2) Dissatisfied Employees with job qualifications apply for work positions directly to employers for A salary increase. According to statistics reported by the Systems Owners, 45 percent of IT employees are dissatisfied with employers. 

3) Recruiting Agencies without job network affiliation Consulting Careers. Nonprofits Consulting Careers cooperate with system authorities and advise graduate students. Some Consulting Firms change public commitment and charitable gestures to a profit-focused enterprise in Channel (B). Job seekers without networking in Channel (B) would find a job in Channel (A) through Headhunter Firms. in Channel (A). Headhunters ensure job seekers discover an appropriate assignment with pay commissions Fig (1). Job candidates face increasingly competitive environments in Channel (B) because more job candidates with high qualifications target Channel (B) than Channel (A); besides, advanced-level competencies are in demand in Channel (B). Without backlink networks and capital, job candidates may not get jobs in Channel (B). "Dissatisfied Employees" and Headhunter Firms have ultimate power in Channel (B) because employers give a distinct advantage to job appliers who have current employment Fig (1). Headhunter Firms would prefer to cooperate with unhappy employees seeking work for increasing salaries. This group of job seekers with high qualifications and good references is more attractive than the poor unemployed without jobs. Besides, Unhappy Employees have new work references.

Poor job candidates without backlink networks in the channel (B) seek jobs without significant results. In the long term, job candidates in Channel (B) diminish work capacity in labor market opportunities because of isolation and discrimination. Phase 2 in Channel (B) is the Rehabilitation process. Job candidates participate in the rehabilitation process for psychological recovery in Fig (2). 

 

Observation:

The Legitimate context of social parameters can activate work performances by system elements because legitimate social parameters are instance threads of Global Variables. Social parameters may hardly operate optimally when Global Variables are barely articulate in Contexts of Social Phenomena. Global Variables run multiple code threads through the system platform. Recruiting Platform is one of the frameworks that can execute algorithmic structures beyond Global Variables. Many contexts of social parameters perform because of compromises between Global Variables and guidelines on the Recruiting Process. 

 

Observation:

On numerous occasions, Systems Owners hide performance complexity from external entities because parameter complexity illustrates core management mistakes. Today, Systems Owners are hardly a sham or afraid to proclaim algorithmic structure beyond work performances, which causes stress in Human Resources. Many laborers perform assignments with tensions underlying group communications (High-Speed Performances). Besides, stress can contribute to burnout and serious health problems. The paradox of strategic control for proclaiming so-called unethical parameters in internal and external environments is a sociological phenomenon that spreads contagious concepts among Systems Owners.  

Observation:

Many laborers are in layoffs under the pressures of unemployment. Although, many other laborers perform assignments at work with high stress. The Discrepancy Model between two labor groups indicates Invisible Entities on the evolutionary path of Biological Systems.

Observation:

Systems Owners and systems elements are highly aware of the Local Storage Platform, which hints at and promotes competitive advantages over Non-Biological Systems. 

Observation:

Individual job-seekers without job networking with a good economy can get employment through Enterprise Recruitment Firms in Channel (A). This type of recruiting firm operates in the impact investing of job candidates. Recruitment agencies can quarantine job availability through social networks when job seekers pay for high commission claims. Invisible Entities are generated when Nonprofit/ public service sectors change activities and visions in the Market Platform because Systems Owners aim to maximize the value of their business.

 

Observation:

Employers might hardly hire long-term unemployed laborers with or without job networks because of Social Isolation. Long-term unemployed can face double discrimination, exposing Invisible Entities in Non-Biological Systems. 

Long-term unemployed job seekers compel them to accept indecent assignments that might hardly fit their college educations. However, their classmates can increase the range of prosperity for a future perspective through Channel (A). Parameter discrepancies illustrate another prognostic assessment of Invisible Entities in Non-Biological Systems.