Uniting Christian Values and Organizational Excellence

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Table of Contents

Introduction
Response to Keller’s Big-Picture Thinking
Connection with Hardy’s Introductory Thoughts
Human Resources as a Strategic Function in Businesses
Conclusion
References

Introduction

The combination of a Christian worldview and practical approaches to entrepreneurship is a mechanism that allows for conducting not only productive but also religiously correct business activities. By presenting Christian tenets in today’s work environment, Keller (2012) demonstrates how relevant decisions and strategies implemented by people can be interpreted in a biblical context. As a result, evaluating ideas about the role of Christianity in the business environment can help analyze current approaches to entrepreneurship from the perspective of religious teaching.

Response to Keller’s Big-Picture Thinking

Thoughts about the connection of work with God’s world can be interpreted through the concept of introducing religious identity into everyday life. According to Keller (2012), a mindset based on the inextricable link between human labor and Christian covenants reflects how ready the labor market is to embrace biblical values. When speaking of this position, one may pay attention to the findings of Héliot et al. (2019), who argue that the manifestation of religious identity in the workplace is inextricably linked to the same manifestation outside the organizational environment. In other words, only by following the Christian commandments regularly, including at work, can a person identify oneself with the executor of God’s will. Such a position largely interprets a multi-level framework on how entrepreneurship can be addressed in a religious context.

Connection with Hardy’s Introductory Thoughts

The concept of the connection of work with God’s world can be viewed not only through an individual but also through a collective prism. In his work, Hardy (1990) provides a historical assessment of the transformation of work obligations and covers different periods. Starting from ancient times and ending with modern times, the author notes that, gradually, work has grown from a routine and tedious process into an opportunity for self-realization (Hardy, 1990). This idea has much in common with the one proposed by Pandey and Singh (2019), who state that positive religious thinking is a tool to increase job satisfaction and strengthen working relationships between colleagues. The multi-level Keller’s (2012) frame reflects the inseparable connection of humans with God and shows that work accompanies a person on the path of life. Therefore, one can say that as civilization developed, the perception of religion became more flexible.

Human Resources as a Strategic Function in Businesses

The thinking presented by Keller (2012) is in many ways progressive given the evaluation of not only religious implications but also universal ones, for instance, the strengthening of personal dignity. For the role of human resources as a strategic function in any business, which Valentine et al. (2020) consider, the consequences of following these prescriptions can be significant. Firstly, human resources are integrated within one behavioral doctrine, thereby enhancing teamwork. Secondly, as mentioned by Alewell and Rastetter (2020), religiosity and spirituality are crucial aspects of diversity management, and building a workflow through such a lens contributes to increased productivity. Finally, one can talk about the constant exchange of experience between colleagues, and Keller’s (2012) frame demonstrates that, when looking in the same direction, employees can implement the set working objectives successfully and smoothly.

Conclusion

The considered framework on the connection between Christian teaching and work helps single out the corresponding perceptions of productivity. Addressing universal and individual values makes it possible to assess how the understanding of the work process has been transformed as civilization has developed. The proposed human resource implications demonstrate the significance of combining God’s covenants with organizational goals and the importance of keeping the relevant Christian commandments in the context of achieving team performance.

References

Alewell, D., & Rastetter, D. (2020). On the (ir) relevance of religion for human resource management and diversity management: A German perspective. German Journal of Human Resource Management, 34(1), 9-31. Web.

Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. William B. Eerdmans.

Héliot, Y., Gleibs, I. H., Coyle, A., Rousseau, D. M., & Rojon, C. (2019). Religious identity in the workplace: A systematic review, research agenda, and practical implications. Human Resource Management, 59(2), 153-173. Web.

Keller, T. & Alsdorf, K. (2012). Every good endeavor: Connecting your work to God’s work. Penguin Random House.

Pandey, J., & Singh, M. (2019). Positive religious coping as a mechanism for enhancing job satisfaction and reducing work-family conflict: A moderated mediation analysis. Journal of Management, Spirituality & Religion, 16(3), 314-338. Web.

Valentine, S. R., Meglich, P., Mathis, R. L., & Jackson, J. H. (2020). Human resource management (16^th ed.). Cengage Learning.

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