And by most measures we have had steady progress in improvements to people's lives over the past 200 or so years. You can also change the measuring stick and say that in the past 20 years we have not made progress in responding to an increasingly evident environmental crisis that looks like it is coming quickly.
That adding environment aspects...
Is that not the natural development of new measure sticks to be used ?
Also: "human values" are actionable at human interaction, but not at societal policies except laws. Converting "human values" into measure sticks, makes them actionable at governing level.
Convert "human values" in actionable measure stick values, leading to the development of policies, and an agreed tool to measure the effectiveness of those policies.
In this range of this thread it is about converting "human values" into measure sticks, develop policies that increase the measure stick value, find out that some not explicitly used "value" suffers, define a new measure stick to represent that, aggregate that new measure stick in your T
op measure stick with a certain weight, develop policies aimed at an increase of that new measure stick value AND as well the top measure stick value... rinse and repeat.
I think the most experience in using and improving a pyramid of "measure sticks" is in business, where they are called performance indicators. The most handy ones called KPI's (key performance indicators). The leading and following PI's. etc.
The Financial KPI's very old. The quality KPI's emerging strongly in the 80ies. And all kinds of other KPI's being added in the decades following on customer satisfaction, employee satisfaction, environmental, health & safety, etc, etc.
And the overall change being that event decision management, with clear effects, but is expanded into process management, the multiple
small steps, made possible because of higher accuracy feedback on the chosen KPI's.
Also enabling much better to measure the performance of employees, from bottom to top, and direct them in the strategic direction when they employ and allocate their reesources. In principle a top-down mechanism for strategy.
And yes.. the usual tension in culture between driving a business on a small set of KPI's or a much bigger technocratic set of KPI's.
What the mature governments, the IMF et al (like the OECD, etc) are doing the last two decades is exactly this broadening of KPI's to get a more stable, higher and growing Top KPI (or set of Top KPI's, to choose from depending on political/societal choices).
It is a matter of choice how you look upon that.
An advanced maximising happiness system.... or an advanced obedience system for the wealthy granting minimal needed happiness for stability... or any hybrid...
But both need the same toolkit.
Pure governing in the management sense above, is converting the ever-changing perception by the people of what is of human value and the everchanging situation from new techs and effects of existing policies on our surrounding into new weights of the KPI's, new KPI's and adapting policies.
Political aspects can vary greatly on above "management". Is a matter of choice by the people.
With a great variety between us as citizens in what are those "human values", and on top a great variety between us as citizens on
who should matter and
how it should be implemented, we have a system that has a lot of inertia, reacting slowly on the negatives from the existing policies, reacting slowly on cultural changes.
A response time of "only" 20 years is perhaps pretty quick already !