Daily Frameworks for 03 November 2025

Kamál, 01 Qudrat (Power), 182 B.E.

Social Action: Selected Themes Pertaining to Social and Economic Development

Quotes for Reflection:

With regard to your question concerning the Bahá’í attitude towards labour problems: these cannot assuredly be solved, ‘Abdu’l-Bahá tells us, through the sheer force of physical violence. Non-co-operation too, even though not accompanied by acts of violence, is ineffective. The conflict between labour and capital can best be solved through the peaceful and constructive methods of co-operation and of consultation. — Shoghi Effendi ¹

Question for Consideration

By applying the Bahá’í attitude towards labour problems, what are some examples of peaceful and constructive strategies based on cooperation and consultation that can help resolve conflict between labour and capital and avoid physical violence and non-cooperation?

Perplexity Pro Response ²

Applying the Bahá’í attitude towards labour problems centers on peaceful and constructive strategies such as cooperation and consultation, rather than physical violence or non-cooperation. These principles are deeply embedded in Bahá’í teachings and can guide practical approaches to resolving conflicts between labour and capital.

Core Strategies: Cooperation and Consultation

• The Bahá’í writings strongly emphasize that only through cooperation and consultation—rather than force or adversarial tactics—can lasting solutions to labour-capital conflict be reached. [1]
• Consultation is described as a process where all parties freely and respectfully share views to reach consensus. Differences of opinion are seen not as sources of conflict but as starting points for collective learning and truth-seeking. [1]
  

Examples of Peaceful and Constructive Approaches

Joint Consultative Bodies

Establishing forums where representatives of labour and management regularly consult allows disputes and policy issues to be addressed collaboratively and constructively. Bahá’í consultation values unity, fairness, free expression, and a commitment to consensus-building, which prevents estrangement and leads to well-considered solutions. [1]

Profit-sharing and Welfare Provisions

The Bahá’í teachings suggest the moderation of wealth accumulation by enacting laws or agreements that ensure workers receive both a fair wage and a share of profits. This practical mechanism encourages both owners and workers to see themselves as partners in collective prosperity, reducing the adversarial attitude that leads to strikes and violence. [1]

Community-driven Decision-making

Decisions about working conditions, wages, and benefits are ideally arrived at through inclusive consultation processes, involving all impacted parties. This reduces mistrust and creates a sense of ownership over the outcome, making collective agreements more resilient. [1]

Educational Initiatives

The Bahá’í focus on universal access to education and capacity building empowers both labour and management with knowledge and tools for meaningful participation in ongoing consultation and improvement processes. [1]

Practical Implementation

• Success depends on a culture shift from adversarial negotiation to mutual problem-solving and a shared commitment to justice and the well-being of all. [1]
• Community-building activities at the local level, such as those carried out by Bahá’í institutions, often serve as practical models for applying these principles, starting small and building capacity for broader change. [1]
• Social and economic development projects should be participatory, with local stakeholders cooperating to identify needs, develop responses, and share responsibility for results—emphasizing gradual, organic growth and learning through action and reflection. [1]
  

Summary Table: Bahá’í-Inspired Strategies

Strategy	Description
Consultation	Inclusive, respectful, consensus-seeking decision-making by all parties [1]
Profit/moderation schemes	Ensuring both fair wages and sharing of profits with workers [1]
Joint consultative bodies	Ongoing forums uniting labour and capital for regular dialogue [1]
Capacity building & education	Training for all parties to participate effectively [1]
Community-driven initiatives	Local, participatory development projects as models for unity and cooperation [1]

By fostering a spirit of unity and focusing on constructive, inclusive and gradual measures, the Bahá’í approach aims to create enduring solutions that advance both material prosperity and human dignity, while steering away from the cycles of violence or ineffectiveness. [1]

Follow-Up Question

What practical steps can organizations take to implement the Bahá’í-inspired strategies when the interest of capital is return on investment equal to or better than investment alternatives whereas the interest of labour is compensation that meets basic needs and presents opportunities to improve quality of life?

Perplexity Pro Response

Organizations seeking to implement Bahá’í-inspired strategies that harmonize the interests of capital (return on investment) and labour (compensation for basic needs and quality of life) can adopt practical steps rooted in cooperation, consultation, and justice. These steps help align both interests in a sustainable and constructive way, avoiding adversarial approaches.

Establish Regular Consultation Forums

• Create dedicated spaces—committees, councils, or regular joint meetings—where representatives of investors, management, and workers collaborate to openly discuss priorities and challenges. [1]
• Use principles of Bahá’í consultation, which emphasizes universal participation, searching for truth together, and consensus-building. [1]
• All parties should be empowered to share perspectives, including the expectations of investors for sound financial returns and the needs of workers for fair wages and opportunity. [1]
  

Design Transparent Compensation Structures

• Set wages that meet the basic needs of workers and enable security for their families, as outlined in Bahá’í teachings, with regular reviews to reflect the changing cost of living. [1]
• Include profit-sharing or bonuses based on organizational success, so workers benefit directly from the productivity they help create. [1]
• Communicate transparently about how compensation is determined and the rationale behind it, fostering trust across all stakeholders. [1]
  

Foster Opportunities for Advancement

• Invest in ongoing education, training, and skill development for employees, opening paths to higher responsibility and rewards. [1]
• Encourage innovation and efficiency improvements as collective endeavours, rewarding teams or individuals whose contributions strengthen organizational outcomes. [1]
• Promote a culture where contribution to organizational prosperity is visibly valued and uplifted. [1]
  

Align Investments With Human Well-Being

• Frame business decisions through the dual lens of material and spiritual prosperity: aim for investments that return sustainable profit while advancing employee welfare, strengthening community, and contributing positively to society. [1]
• Explore investments in local development, health, or community-building activities, viewing these as part of long-term value creation and risk management. [1]
• Recognize that loyalty, productivity, and innovation flourish where employees’ dignity is upheld and their lives tangibly improved. [1]
  

Build Systems of Mutual Accountability

• Develop clear metrics for both financial returns and social impact, reviewing performance through consultative processes that include feedback from all levels of the organization. [1]
• Encourage senior leadership to openly discuss successes and challenges with all staff, identifying shared solutions to improve both capital and labour interests. [1]
• Adjust policies and practices organically based on the learning from these discussions—favouring gradual, sustainable change over one-size-fits-all directives. [1]
  

Moderation and Equity in Profit and Ownership

• Seek moderation in profit-taking by investors and in wage structures, ensuring just provision for all, as described in Bahá’í teachings. [1]
• Consider employee stock ownership plans or cooperative models where feasible, sharing the benefits of growth and success with those who create it. [1]
  

By implementing these practical steps, organizations can bridge the gap between capital and labour, creating a workplace where both financial prosperity and human flourishing are pursued as complementary outcomes. [1]

Citations

[1] Social Action-A Compilation Prepared by the Research Department of the Universal House of Justice August 2020 – Bahá’í Reference Library

1. Research Department of the Universal House of Justice. “Social Action.” Bahá’í Reference Library, August 2020. https://www.bahai.org/r/391847828. ↩
2. Perplexity Pro. “Conflict Resolution between Labour and Capital.” Edited by Steve Bosserman. November 2, 2025. https://www.perplexity.ai/search/with-regard-to-your-question-c-wXcdD55zTNCOhvKWIe1C1w#0. ↩