Just like planets are held together to form our solar system by the force of the sun's gravitational pull, an organisation can be seen as large clusters of people who are held together by the intangible force of its consciousness. The nature of an organisation changes according to the dominant states of consciousness it embodies.
Organisations that are dominated by physical consciousness live like a lifeless shell empty of its original spirit and people are part of it more as a habit or as a means to service. Such organisations are run with established routines that have become unthinking habits. Many government bureaucratic systems that work like machines carry the lethargy of the physical consciousness. The physical consciousness becomes increasingly dominant in organisations that have become old and aged and the life force is spent. The system is not responsive to change and continues to persist and perpetuate its habits. It usually faces the problem of inability to hold people in its orbit as people who are more alive move out into other organisation that are more alive and interesting.
One of the most common ways an organisation attracts people into its orbit is by offering more money and material comforts than the other competing organisations. All that stimulates the desires, and sensual pleasure is used to buy people who are under the dominant influence of their lower vital consciousness. Such people who join do not have any particular loyalty to the organisation they are part of, they are there for their personal benefit, they sell their knowledge, skills, time and energy to get more money and material rewards. If you remove the money and material rewards, the organisation dissolves overnight. This form of clustering is extremely common in the business world.
Power and social status are very attractive to people and they are willing to be part of organisations that provide such intangible assets even if they get less money and material rewards or even if they have to invest their resources. So people move from less known and less powerful organisations to more known and more powerful ones even if they have to sacrifice material comforts and sensual pleasures. This force also brings sense of identity and therefore brings greater loyalty than the lower vital and therefore more durable the relationships are in comparison with lower vital types. Empire building in politics is largely driven by the central vital. If both lower vital attractions and central vital attractions are combined it is all the more powerful an attraction most people cannot resist. Large business corporations commonly use both means. Organisations driven by the central vital are generally ruthless and aggressive, ‘the bigger the better’ is a common theme.
Emotional affinity and bonding is a powerful force that overrides all three earlier forces and comes into play to bind people. Family networks and clusters are the most common forms that persist generation after generation gaining strength over time as bonding becomes deep attachment and gets ingrained with physical consciousness. Emotional force also extends to larger cultural groupings among people who have lived in a region over centuries, their regional identity gets charged with emotive memory and acts as a powerful binding force. Many experiments and organised community living ride high on emotional values and so do many social movements that deal with cultural and environmental protection. People in such clusters feel increasingly as a community and give high priority to emotional bonding with people in their network or cluster.
This is the beginning of reason as a power that binds people together into clusters. Institutions of higher education, research, science etc are the fields that are attractive to consciousness of the physical mind. Reason applied to the understanding and ordering of the outer world has wide ranges of fields of exploration and people who specialise in different fields of exploration get attracted to the organisations embodying their fields of interest. It is the field of knowledge itself that acts as the main attractor.
Here one starts breaking through the habitual best practices in the search of the new. Innovation, creativity and invention are at its heights. Strategic plans are made to manifest the vision. Imagination and generation of creative ideas are cherished and nurtured.
Here the reason is at its best and is the force that governs the clustering. Pure theoretical models of scientific knowledge, philosophical schools of thought, social theories etc become attractors gathering people around it to become social movements mobilising people. Alignment with the idea force is the governing factor.
Selfless love, joyful self-giving and sense of the sacred are the signs of psychic force at work in gathering people. This is usually found embodied by spiritual masters who attract people towards them by the sheer presence of the consciousness within them. Psychic presence can be clearly distinguished by its presence of love, adoration, devotion and the delight of self giving; and intimate personal relationship plays an important role. Usually the psychic and emotional get mixed, which makes it difficult to distinguish; however there is a clear difference between the two.
The spiritual level brings with it the wide impersonality of the higher Self and the Self Knowledge. The guiding light of the spiritual mind attracts the seekers of spiritual knowledge and gathers them in its light and power guiding them towards Self realisation.
Just like an individual has physical, vital and mental ranges of consciousness and different parts of being specialising in different states of consciousness, in a large organisation various departments acts as centres of concentrated presence of different states of consciousness and attract different people according to their state of consciousness. However an organisation as a whole has its dominant state of consciousness and accordingly its characteristic way of attracting and holding people in its cluster. Not all states of consciousness may be developed in an organisation or its leaders, the psychic and spiritual in particular.