The spiritual leadership theory was developed during an evolution and progression of modern leadership theories. Research suggests that the spiritual leadership theory is the solution for addressing work overload and increased stress due to globalization, culturally diverse environments, robust technology, and competitive markets (Fry & Cohen, 2009). The theory’s purpose is to motivate others through values, attitudes, and behaviors; incorporating basic human needs: vision, hope, faith, love, work spirituality, and spiritual well-being (Fry & Cohen, 2009). As a result, several changes occurred such as, team empowerment, increased levels of organizational dedication, and increased organizational productivity and performance. The purpose of this …show more content…
“Workplace spirituality not only leads to beneficial personal outcomes such as increased job satisfaction, and commitment, but that they also deliver improved productivity and reduce absenteeism and turnover (“Workplace Spirituality”, 2015, para. 2). Research suggests that spiritual leadership provides a new perspective to influence employees and cultivates the relationship between leaders and employees. Thereby motivating everyone to work towards organizational goals, performance, and culture. The modernized corporate world forces leaders to confront the complex dynamics that are related to various challenges such as, social responsibility, differing opinions, and diverse workforces (Rauf, …show more content…
Employees require exposure to and training of the different multicultural aspects such as appropriate greetings, celebrated holidays, and traditional customs. “Companies with a diverse multicultural workforce tend to rely on workshops to develop knowledge management skills among people from different backgrounds” (Maham, 2013, p. 1094). Training and education should comprise of universal internal and external awareness and sensitivity; along with individualized cultural needs of the
Leadership within Christian community should be with distinct qualities and traits of an effective Christian leader. The author defined leadership by not focusing on profit when Christ said, “Instead, whoever wants to become great among you must be your servant, and whoever wants to be first must be slave of all.” The author explored the leadership qualities and practices that are not only distinct within the community of Christian leadership but also applicable in any arena of leadership. Significance comes from working with associates and friends. Similarly, the joy of success comes from the journey toward it than its accomplishment. Grace-full leader is a responsive leader who allows an organization to discontinue practices that are no longer effective and replace them with other good ideas and effective methods.
“Religion in the American workplace is among the most contentious and difficult areas for employe...
Kelley, R.E. (1992). Followership. In Goethals, G.R., Sorenson, G.J. & Burns, J.M. (Eds.). (2008). Encyclopedia of leadership (pp. 504-513). Thousand Oaks, CA: Sage
Although written for church leadership, everyday church members would also benefit from understanding the concepts that Dawn is directing at God-empowered leaders. Ms. Dawn's work is predominantly scholarly, and she cites several other works at great length.... ... middle of paper ... ...
A sentiment common to almost any organization is that the one fact that remains constant is change. As society changes, and human understanding grows, any organization that maintains a static posture, assures its demise. Churches and Christian organizations are no exception. The gospel may remain the same, but the method for communicating it must speak to the audience to assure understanding. The Christian leader must be prepared to meet this challenge by incorporating an effective model for change into his theology of leadership in order to keep the ministry relevant and effective. Searching for such a change agent can prove to be challenging as well. To aid in this search, four different contemporary change models were selected, and an evaluation of these models yielded those with the most suitable strategies to be coupled with a leader’s theology of leadership in preparation for effective leadership.
Ettorre, B. (1996). Religion in the workplace: Implications for managers. Management Review. 85. (12). 15. 4. Retrieved from http://www.amanet.org/
The workforce of America is more diverse than it has ever been. White male upper class men no longer solely dominate companies. Women, people of color, and other minority groups are now rising in the ranks and demanding change. How can one know all the ways to manage such a diverse group of employees? Through a variety of ideas, experiments, and attempts, leaders across the nation are looking for solutions to this answer. Not only are people coming from different ethnicities, we are also experiencing a great influx of workers from nations all across the globe. To keep the level of job satisfaction high, workers must be able to feel comfortable in their workplace environment. It is almost impossible for a person to know everything about all cultures and be aware of what may or may not offend a person from a different ethnic group. What must be done is to teach cultural awareness and diversity training. Basically what I have discovered in reading the journal articles is that there is no one right way to run a company but there are definitely ‘better’ ways when it comes to cultural sensitivity in the workplace. As I continue my research, I am looking to find what some of the most effective ways to manage a culturally diverse workplace. Some of the issues that I am coming across are related to gender, race/ethnicity, communication patterns, and power struggles. I feel this subject is very relevant to our course because as we focus on management and human relations, we must take into account the humans that we are managing. Even if we just look at the diversity of our class we see how different our perspectives can be. To be an effective manager in this day and age, cultural diversity issues must be given serious consider...
Satterlee Anita. (2013), Organizational Management and Leadership: A Christian Perspective. 2Ed. Synergistics International Inc. Raleigh, NC
The book called Spiritual Leadership, by Henry and Richard Blackaby is about the being a leader. That the leader has a challenges that we have to face every day. It is also about being learn how to help other and lead them to the Lord.
This book is for people who are willing to accomplish the work of a leader. Maxwell breaks down leadership into principles based on biblical foundation which one can apply in his life. He defines the levels of leadership into five and describes each level in the specific way. Those levels of leadership are: position, permission, production, people development, and personhood which the higher someone goes, the easier it is to lead. According to him, leadership is the key to success in any endeavor and leadership can be developed. A review section in every chapter provided to encourage the reader to join the author with a ‘fill in the blank’ section. Certainly conveying his message in an interactive way, this makes the book even more interesting to read. Individual can easily understand and remember his message through bold headings and dozens of quotes he wrote. After more than four decades of observing leadership, Maxwell throughout his book concludes that leadership is influence, nothing more and nothing less.
Bakewell, Ken. "A Christian Approach to Management and Work." n.d. librarianscf. 30 March 2011 .
There is a relationship between spiritual gifts, talents, and training for leadership. It is imperative to know what each one means and that will give one a better understanding of how the 3 relate to each other. Leadership is very demanding and many leaders have not been properly trained for the position they occupy. Because Christians have been put into a position without training, many people lead others without having any hands-on knowledge. The best type of leadership is servant leadership.
I see these elements as barriers that can be broken down or avoided. I personally have trouble dealing with cynicism in the workplace. For example, I just faced a change in leadership. Lately, I have been adjusting to his leadership style and decision making abilities. It’s been hard, but I have found comforting in trusting in the Lord. My greatest reward is God’s affirmation. There is no other compensation than knowing God is pleased with the work I have done with my life (353). Blackaby and Blackaby outline the safeguards of leaderships: developing accountably, heeding own counsel, considering consequences, developing healthy habits, and walking with God (322-324). These are all great pointers to demonstrate spiritual leadership. I believe biblical views and leadership principals are intertwined together to create a check and balance system. By bring awareness to demises; it helps leaders avoid them
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
In today’s globalized world, multicultural teams accomplish a significant proportion of organizational work. Multicultural teams are formed because they improve organizational effectiveness in the global business environment. As such, multicultural teams offer huge potential to organizations. The most critical and practical challenge multicultural teams face is managing conflicts across members’ national cultural boundaries. Other cultural challenges in multicultural teams include dealing with coordination and control issues, maintaining communication richness, and developing and maintaining team cohesiveness. For multicultural teams to be effective, members must learn to address the challenges that arise from team members’ differing nationalities and cultural backgrounds.