Editing Openai/6932ecc5-e634-8011-b64a-a4afcb30497a (section)

==== SOUTH AMERICA ====

===== 9. Buen Vivir / Sumak Kawsay – Living well together (Andean, especially Ecuador/Bolivia) =====

Core idea
“Good living” is not individual wealth accumulation but harmonious life within community and nature; it rejects unlimited growth as the only metric.

FOW connections
* KPIs for work – Move from pure productivity to a portfolio of wellbeing metrics: ecological footprint of workplaces, community impact, repair time, generativity of work (does it leave things better?).
* Corporate role in cities – Offices as good neighbors: shared amenities with surrounding community, co-programmed spaces for local groups, regeneration of urban fabric instead of gated corporate islands.
* Sustainability – Net-zero offices not as compliance, but as expression of Buen Vivir: you cannot claim to be a great place to work while eroding the environmental conditions your workers need to live.

===== 10. Minga – Collective work for the common good (Andes) =====

Core idea
Community members volunteer labor to build or repair something for shared benefit—roads, irrigation, houses—often with food, music, and ritual.

FOW connections
* Employee participation – Treat big workplace or process changes as minga moments: people help design, test, and implement, rather than having new systems dropped on them.
* Culture-building – Periodic “build days” where staff step out of normal roles to improve the shared environment: reorganize a floor, replant an outdoor area, co-create new collaboration zones.
* Ownership – When people literally help build the workplace, both physically and procedurally, they’re more likely to care for it and evolve it.

===== 11. Mutirão – Collective mutual-help work (Brazil) =====

Core idea
Neighbors come together to build or fix homes and infrastructure, usually without monetary exchange—similar to minga but deeply embedded in Brazilian urban and rural life.

FOW connections
* Mutual aid inside organizations – Go beyond formal HR benefits to peer-led support structures: skill-sharing, care networks, internal time banks where people can “bank” extra effort to receive help later.
* Space as commons – Treat parts of the workplace as co-governed commons (kitchens, terraces, project labs) where teams maintain, modify, and program the space, instead of everything being centrally controlled by corporate RE/FMs.
* Onboarding & inclusion – Use mutirão-style activities for new teams or new hires: building something together as a fast track to belonging, not just passive orientation sessions.

===== 12. Horizontalidad – Horizontalism & assemblies (Argentina, broader Latin America) =====

Core idea
After Argentina’s 2001 crisis, many worker collectives and neighborhood assemblies adopted non-hierarchical decision-making: rotation of roles, open assemblies, and consensus-seeking processes.

FOW connections
* Org structure – Elements of self-management (distributed authority, clear domains, transparent information) as an antidote to brittle hierarchies in fast-changing environments.
* Decision spaces – Regular open assemblies (in-person and virtual) where anyone can raise issues or propose changes—especially about working conditions, equity, or the use of AI.
* Workplace typology – Less emphasis on huge executive floors and more on mixed, shared “neighbourhoods” where leaders are spatially embedded with teams; symbolic and practical erosion of classed space.