Hacking HR to Build an Adaptability Advantage

Why are people less adaptable in their working lives than they are in their personal lives?

People are responsible/accountable for choices and decisions that only affect their personal reputation in their personal lives. As soon as you work for an organisation the weight of the organisation's reputation is at stake, and in a political environment this includes political reputation. This then leads - quite understandably - to the 'enemies of adaptability' being set in place to 'protect' organisational reputation. 

So what does this mean in relation to:

- organisational structure?

- size of an organisation?

- tapping into 'personal reputation' status for improved adaptability and innovation?

- the advice given by HR?

I'd really welcome your thoughts.