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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The 13th century witnessed a sustained improvement within the measurement and jurisdiction of English royal govt. This development is the topic of the essays amassed during this e-book. Written by means of a mix of demonstrated and upcoming students, the papers are coherently formulated round 3 valuable issues: the improvement of valuable govt, legislation and justice, and the crown and the localities.
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Hailed because the reigning evangelical brain via Time, Albert Mohler finds his management secrets and techniques and exhibits the best way to turn into a pacesetter humans are looking to persist with. disguise; identify web page; Copyright web page; Endorsements; commitment; Contents; Acknowledgments; 1 The Conviction to steer; 2 top Is Believing; three Convictional Intelligence; four management Is Narrative; five Leaders comprehend Worldviews; 6 the eagerness to steer; 7 Leaders Are Thinkers; eight Leaders Are academics; nine management Is All approximately personality; 10 management and Credibility; eleven Leaders Are Communicators; 12 Leaders Are Readers; thirteen The chief and tool; 14 Leaders Are Managers; 15 Leaders Are audio system; sixteen management as Stewardship; 17 The chief as choice Maker; 18 the ethical Virtues of management.
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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.