[Neurons] 2018 Neurons #47 EQUALITY AND COLLABORATION

[Michael Hall]

From: L. Michael Hall

2018 Neurons #47

October 29, 2018

Neuro-Semantics and Modern Challenges (#5)

 

 

EQUALITY & COLLABORATION

 

In one way, and one way only, can we all be considered equal- we are equal
in terms of human value.  Now that statement is an assertion of a belief or
a premise.  Legally in the United States we use that premise as an assertion
for treating each other as equals in the eyes of the law.  "All men (which
includes women) are created equal..."  Religiously or spiritually, this is a
belief premise in Judaism, Christianity, and Islam given that the Bible
says, "we are made in the image and likeness of God."  Therefore we can say
that in the eyes of the law and in the eyes of faith, we are all equal.

 

Then equality ends.  In every other way, we are not equal.  Rather than
being equal, we are all different in multiple ways.  Biologically, we are
different in our genetic wiring and capacities and that leads to being
different in innate abilities and talents which then leads to differences in
the skills and competencies we have developed.  We are also different due to
growing up in different homes, with different parents, different
environments, etc.  So while we are all the "same" in that we are human and
share a very similar neurology, we all differ mentally, emotionally,
verbally, and behaviorally.  Thereafter, we are all equal and unequal; same
and different.

 

Now while what I've written here about equality and differences is obvious,
surprisingly it is an area of tremendous confusion.  There are some who
equate equality with being "equal in all aspects" and therefore find the
above paragraph about differences offensive.  They want to think that we are
all equal in our understandings, competencies, abilities, etc.  Yet even a
superficial observation of the facts reveals that we are not and when we to
try to treat all children as equal, we only set them for tremendous
disappointment later.

 

The fact of differences leads to another important sociological fact- when
people get together to cooperate in doing something, in achieving something
together, hierarchies of competence emerge.  The reason for this is that not
everyone is equally good at everything.  Some are better at some things and
worse at others.  Consequently, when people collaborate on a project, as
those best at any given task compete against each other they generate a
hierarchy of competence.  Those who thrive in math compete, those who thrive
in language compete, those who thrive in athletics compete, and so on.

 

Trying to equalize everyone out in any given area of competence and pretend
that all are equally informed, skilled, and/or competent denies the
differences reality.  In the political realm, Jordan Peterson has been
speaking out about the critical role hierarchies of competence play in any
society.   He says this term from biology is used by biologists to refer to
any social animal group which competes.  They inevitably create hierarchies
of competence and not "dominance hierarchies."  He aruges that human
organizations are sufficiently complex so that dominance by itself is
insufficient to create a sustainable hierarchy.  Among chimps, for a
hierarchy to last over time, the top chimp had to be quite social so he can
have companions who help maintain order.  Stable chimp groups have
friendships among the top ones.  That's because pure or raw power is an
unstable basis for a stable hierarchy. In using the idea of a hierarchy of
competence, Peterson contrasts it with the idea of equality-ideas which show
up as capitalism against socialism and Marxism.

 

Within any area of competence in society-it is smart to identify those who
are competent and especially the most competent, and to reward them.  After
all, isn't that what you want when you are looking for someone to do
something?  If you need a plumber, you want someone who is competent in
plumbing.  If you need a mechanic for your car, you want someone who knows
what they are doing and has the competence to do it. 

 

An effective society (or community) encourages hierarchies of competence and
reward them.  This creates capitalism.  If you're going to be a plumber, be
a good one!  Find a genuine hierarchy of competent and climb the ladder to
its top.  Learn everything you can, practice the required skills, and make
something of yourself.  If you want to be an architect, be the best
architect you can be.  If a coach, be the best coach.  If a trainer, be the
best you can be.  To all of this Peterson adds two of the predictors of
success in Western Societies-intelligence and conscientiousness.  Study what
you need to study and put in the hard work needed to become fully competent.

 

Now given all of this, a community of people who collaborate together are
both equal and unequal.  They are equal in having equal value as human
beings.  They should all be treated with honor and dignity as persons.  They
should also be treated as unequal in knowledge and skill.  Some are more
competent in managing the finances and others are terrible at that.  Some
are highly competent in running trainings, managing events, and others suck
at that.  Some are skilled in delivering a training or seminar and others
are not sufficiently competent to do that.  Therefore everyone's voice is
not of equal value or weight in every decision that arises.  Because I do
not have knowledge, experience, or skill in architecture, medicine, IT, and
thousands of other areas, my voice in those areas cannot and should not
carry equal weight to those who do.

 

These facts naturally lead us to recognize and give more prestige to those
who have developed expertise in a given skill.   We recognize that they have
developed superior understanding and skill so we defer to them when a debate
arises.  After all, shouldn't the most informed about a subject provide
information as well as an example for us?  It is precisely because we are
not equal, not the same, that collaboration works as it does to enable all
of us to win- to win more than if we worked by ourselves.

 

 

 

 

 

L. Michael Hall, Ph.D., Executive Director 

Neuro-Semantics 

P.O. Box 8

Clifton, CO. 81520 USA                             

               1 970-523-7877 

                    Dr. Hall's email:
<mailto:meta at acsol.net\hich\af31506\dbch\af31505\loch\f31506> meta at acsol.net


    cid:261CED33-4408-4124-862B-B9A4B37A367A

    

 

Dr. L. Michael Hall writes a post on "Neurons" each Monday.  For a free
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find a Meta-Coach see  <http://www.metacoachfoundation.org>
www.metacoachfoundation.org.   For Neuro-Semantic Publications --- click
"Products," there is also a catalog of books that you can download.   

 

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