#1
Keller implies that individual must harmonize their motive for functioning with God’s intention for his human beings on this planet when he says work is centered on the two aspects of “cultivation” as well as “service” (Keller, 2012). Christian company management and staff should take part in initiatives that enhance employee happiness and encourages employees to succeed. Work, being an element of God’s creation, is considered a method for individuals to keep on his objective and aid others, as well as a way for us to worship him. Work, according to Keller, is a heroic gesture that individuals must use to serve God and support others. Individual must use their jobs to honor God by cultivating a culture that encourages his love for others to achieve God’s aim (Keller, 2012)
Because they help individuals involved in the firm, Christian business scholars and professionals are concerned about service and cultivation. The engagement of employees is an important and effective method for management in assisting employees in reaching their goals. They attempt to find a deeper purpose in their professions and become more involved due to how individuals fit within the business. Christian leaders ought to take joy in their employees’ overall happiness since it will enhance and nurture their characteristics in the long run. From a Christian perspective, human resource strategy is also concerned with personnel engagement in the workplace.
Human Resource Management develops a religiously based code of ethics that serves as a moral compass for the organization’s culture. The human resource department’s ethical model enables them to appreciate every individual to promote better thoughts and actions toward gainful work (Fremeaux and Michelson, 2017). Both goals must be incorporated into Christian corporate executives’ and scholarly authors’ Human Resource administration methods to ensure that the employees feel safe and cared for at the workplace and that they are participating in meaningful tasks that motivate them to stay in the organization.
#2
As per Hardy’s argument from Ecclesiastics, individuals will retain their economic standing, and their whole soul is in the task of their decision (Hardy, 1990). According to the Bible, humanity was formed inside his likeness, in the image and likeness of God; he created men and women. And that God praised them, then God stated to them, to be productive and multiply, as well as inhabit the earth, and dominate it; and establish dominion above the ocean creatures, the creatures of the air, and each moving animal that lived along the ground (King James Bible, 1769/2017, Genesis 1:27-28).
Ultimately, human endeavor provides a favorable feeling and understanding of God’s larger cause for all of his individuals. They also contribute to raising awareness of the particular topic of conception and the beginnings of people on the earth. Individuals’ assignments can serve as a stepping stone for discovering their value and the meaning of their existences (Hardy, 1990). The above two texts encourage Biblical worldview wondering on human resource department as a great concern for every business organization by emphasizing the importance of workers for God’s objective. According to the Christian perspective, human resources are an important goal for any company or organization because they influence societal attitudes forward into work. Employee engagement may boost when HR coincides with a Biblical point of view to achieve God’s word because employees can understand their objective and the significance of their job.
#3
A traditional view of human resources is troubled with employee practice management, personnel decisions, and business service development. Human Resource’s strategy must consider, nevertheless, aids in employee development through mentoring, recruiting and selection, and assisting current employees in adjusting to value systems and modifications. The traditional personnel viewpoint places a formal prominence on day-to-day transactions, operational environments, and conventional mechanisms that run a business to pay the employees. Human Resource’s corporate strategy method focuses on individuals, compensation of employees, and a comprehension of the organizational requirements. Conventional human resource management usually focuses on the industry’s present position with its current employees rather than a thoughtful approach that concentrates on the future corporate prediction regarding employee skill level and envisioned level of competency.
Whereas incorporating a traditional Christian framework, Christian leaders should ensure that the main focus is on the institution’s employees and the company on its own. Leaders should focus not only on the corporation but also on God’s children who work for them. Human resources should acknowledge that their aims and objectives must be aligned with the necessities of their employees for them to serve the requirement of their job. The Bible asserts that be not conformed to this universe, but be transmogrified by the renewing of your imagination, that you could evaluate what’s God’s decent, sufficient, and flawless will (King James Bible, 1769/2017, Romans 12:2). Christians in leadership should not offer convectional Human Resource ideas that underestimate individual team members’ future growth; doing so will prevent the individual from achieving job accomplishment. Since the Lord has taught self-consciousness in his kids, the Bible encourages humans to do what is appropriate in God’s eyes instead of in human’s eyes.
#4
Work engagement is significantly influenced by EEO and economic ties designation, which aids in the detection of operations such as huge identification disparity, sexual wrongdoings, unjustified societal gender discrimination, and unjustified practices in the organization (Valentine, 2020). It proposes fair hiring policies for human resource executives to incorporate in their workplaces. It also benefits the business by appealing to job applicants because the Human Resource department will defend their rights. Workers shall not face discrimination based on their racial group, sexual orientation, maturity level, or any other factor that would reject people an equal chance to contribute to the company. The Equal Employment Opportunity representation also enables the business to create ethical and moral determinations (Valentine, 2020). The bill effectively educates HR professionals on reducing the probability of future civil cases becoming filed against enterprises.
Employees with organized labor make sure shipment can convey concerns and make suggestions to business owners in circumstances that they would be unable to help solve under their own. Employees use the Trade Association to express their dissatisfaction with how their recruiter people treat them at employment. Employees belong to a union to improve the working conditions, safeguard their interests, and proponent for their greatest advantage. A public-sector partnership influences human resource management by developing appropriate rules regarding employee advantages, recompense, safety regulations, and leadership changes that improve worker productivity (Kochan and Kimball, 2019).
Across orthodox theology, the Christian worldview uncovers the foundational “goodness” and operations and maintenance “necessity” of EEO Labor/Union Managerial roles. According to the Bible, the worker is not greater than his lord, and neither is he who has sent him greater for he who has sent him (King James Bible, 1769/2017, John 13:16). That individual are not better than each other; the Lord desires fair and equal Human Resource management practices for all staff members. Laborers are expected to be paid efficiently and equitably, recognizing that those who, too, have such a Master in paradise (King James Bible, 1769/2017, Colossians 4:1).
Workforce movements and EEO are required in this circumstance even though God immediately reminded business owners that he is the excellent, authoritative figure directing them to interact with customers evenly. Private Citizens should not control him cruelly, according to Leviticus 25:43 (King James Bible, 1769/2017, Leviticus 25:43). Since the Lord instructs a person to govern with generosity, employers should treat their staff equitably and protect their rights. The Lord intended for living beings to love their neighbors in almost the same way God loves his kids. Acknowledging this will help the organization function more effectively even while paving the way early as part of our deep interest.
Conclusion
Eventually, Keller demonstrates how Christian marketing professionals can incorporate Cultivation and Service into their understanding of employment. Work allows individuals to stay focused on their goal of fulfilling Church doctrine for individuals on God’s planet. Hardy exemplifies how institutional enjoyment with remuneration and acknowledgment at work can result in meaningful employment. When it comes to its employees, both traditional and contemporary Human Resource viewpoints are given equal weight. All through Human Resource management activities, the hardness was measured on too many different views to address various issues. Workers join organized labor because they want to achieve great things of similar projects as part of EEO and other elements that make their working environment more pleasant. Since the Bible requires that participants be treated fairly, a Christian view of reality is woven into management departments and company managers in a company or organization.
References
Frémeaux, S., & Michelson, G. (2017). Human Resource Management, theology and meaningful work. International journal of employment studies, 25(1), 27-43.
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. Wm. B. Eerdmans Publishing
Keller, T. (2012). Every good endeavour: Connecting your work to God’s plan for the world. Hachette UK.
King James Bible. (2017). King James Bible Online. https://www.kingjamesbibleonline.org/ (Original work published 1769)
Kochan, T. A., & Kimball, W. T. (2019). Unions, Worker Voice, and Management Practices: Implications for a High-Productivity, High-Wage Economy. RSF: The Russell Sage Foundation Journal of the Social Sciences, 5(5), 88-108.
Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2015). Human resource management: Essential perspectives. Cengage Learning.
Pryce-Jones, J. (2012). Ways to be happy and productive at work. Pridobljeno, 26(12), 2015.
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