Are adaptable people talented? HR message from law of equilibrium

The law of equilibrium quickly and automatically ensures the people in corporate quickly adjusts with the corporate reality. The law never differentiates or speaks about the merit of the corporate reality viz., whether it is progressive or regressive. It simply compels people to accept, modify or change and then exist. While existing, it also makes people get ready to modify for the future demands in order to maintain the state of equilibrium in every corporate unchallenged.

The equilibrium law only makes the life possible with suitable adaptations and evolutions for different species of plants and animals in different parts of the world such as extreme cold regions and extreme hot zones etc.

Even the stones that have become smooth pebbles in the river bed also tell only about the law of equilibrium. The law of equilibrium allows one to exist in the given circumstances, despite all odds. This does not mean, there is total and complete acceptance of all odds.

The big question is that how the law has to be understood by the HR function in the corporate? The people, who look for sustenance, stability etc., quickly reach the state of equilibrium with the corporate culture. The people who are scared, insecure, carry reasonably low self esteem, fear, feel they have only least opportunity elsewhere quickly reach the state of equilibrium with corporate. These people in fact, completely lack leadership quality.

On the other hand, people who are creative, aspiring, wants to bring differences and love to plough the existing culture to sow the seeds of new order and dimension etc., find it hard to reach the state of equilibrium with the corporate reality.

The above phrase does not say that all those who quickly reach the state of equilibrium with the corporate culture lack creativity, self-esteem etc., and similarly the people who fail to reach the state of equilibrium are extremely talented and creative.

The HR function should use the above indicators just to understand the people further. The people who love to quickly reach equilibrium state never remain as what they are. They degrade and reduce in order to somehow to exist in the same corporate like how stones become pebbles in the river bed. To the outset, these people may look polished and smooth.

On the contrary, the people who resist such equilibrium state can bring larger changes in the corporate culture can expand and extend the growth of corporate. It is like how a large stone that resists the flow of water in the river cause flood, expand the river to its periphery and even beyond.

The message is that, do not describe and declare all people who attain equilibrium state with corporate culture quickly are very open, adaptable, flexible, considerate, inclusive etc.

Similarly the people who resist equilibrium state are people who lack leadership quality, non-adaptable, not flexible, dogmatic who resist change etc.

It is only our interpretation that causes confusion and commotion and not the indicator. The HR function must derive right interpretation and understanding from such indicators and only then they can create progressive culture in the corporate.

Dr S Ranganathan