Download Christian Scripture and Human Resource Management: Building by G. Roberts PDF

By G. Roberts

Christian Scripture and Human source administration presents a much-needed Christian faith-based standpoint on human assets administration written for either line and human source managers utilizing the framework of servant management, the mandated management procedure utilized by Jesus.

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4. Practice spiritual intelligence, which entails possessing a comprehensive knowledge of biblical leadership principles, a heart-based belief in their efficacy, authentically practicing them (being a hearer and doer, James 1:22), and making decisions with godly wisdom. Wisdom-based decisions entail the promotion of God’s will and purpose of agape love T H E “ C I T Y O N T H E H I L L” 29 through moral motives, means, and ends even in the presence of conf licting values and principles. In order to accomplish this lofty principle, we must be led by the Holy Spirit.

For example, private companies often use marketing by stimulating the passions in three global areas, (1) fear and anxiety over losing quality-of-life elements such as health, (2) pride, competition, comparison, and a spirit of envy (keeping up with or exceeding your neighbor or peer group), and (3) cultivating a hedonistic and materialistic lifestyle. These marketing passions transform luxuries into necessities, which are really “desires” based upon lusts. For faith-based organizations and nonprofits, the manipulation takes on more subtle forms including: (1) exaggerating the degree of relationship and relevancy between the organization’s mission and the donor’s interests, passion and motivation for giving, (2) exaggerating the ROI from donations, and (3) manipulating donor emotions through exaggerated appeals and the use of graphic images of suffering.

There must be a firm commitment to resolving conf lict on biblical terms including direct discussion and negotiation. We must always contemplate the consequences of organizational policies from a broad framework. For example, if the work environment is overly demanding, employees often abuse sick time, given the need to take “mental health” days. The aggregate effect of individual decisions to be absent from work imposes costs on the collective workforce. Hence, the value of providing support for employees in times of illness begins to clash with the obligation to provide reasonable workloads.

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