BUSI750DB2

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Feb 20, 2024

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Exploring Employee Engagement, Globalization, and Christian Worldview In his text, “The Fabric of this World: Inquiries into Calling, Career Choice, and the Design of Human Work,” Hardy (1990) eluted to the notion that our vocation and work exist as two separate concepts. “A vocation, as such, is not something a person can choose. Strictly speaking what we choose are occupations, where our vocations can be pursued and fulfilled” (Hardy, p.81, 1990). Although vocation can help with our work by providing us a sense of purpose, Hardy explains that vocation is grander than work and should be reduced to an occupation. While emphasizing the significance of vocation, Hardy also explains how various aspects of work, such as salary and our personal satisfaction, are vital to shaping our careers and subsequently our lives. Although the author maintains the importance of vocation, he reminds us that equally as important is our using the skills God provides us to help His Creation. The author goes to on to discuss man’s attitude toward work, which is oftentimes less then favorable. Despite one’s reasoning for working, be it our passion or merely financial, Hardy further explains that work provides does provide us a sense of individuality and helps us get in touch with our fellow man. As such, although separate from vocation, work brings us closer to God, who willed for us to developing his earthly resources for his creations. Personal Response Hardy distinguished vocation and work as two separate concepts, both of which can be used to serve our Lord. Although I agree they are separate, I believe work and vocation essentially go hand-in-hand. Since God call us to multiple courses in life, we subsequently have the ability to occupy multiple vocations. Although God has provided us the ability to distinguish between vocation and work, we should approach both with only the best intentions – to serve Him. When our intentions are pure, our work is honest, and we remain sincere in serving others, work and vocation become one in the same. Human Resource Implications In order for work and vocation to intersect, one must find employment that not only meets their needs, but also provides a certain level of satisfaction. The concept of job satisfaction, described as “the positive feelings and evaluations individuals have about their employment” (Valentine et al., p.158, 2020), becomes vital for man to use work to serve his Creator. For human resource (HR) departments, maintaining job satisfaction within the organization often equates to improved employee performance and increased employee retention – both of which are hallmarks of successful businesses. Mallikarjuna explains that there are numerous factors within a workplace than can impact an employee’s level of job satisfaction which include “the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc” (Mallikarjuna, 2012). When organizations fail to maintain proper levels of employee job satisfaction, they often face issues related to employee retention. Valentin et al. (2020) explains that not only can employee turnover impact business performance, is also costly as well, often costing “as much as 33 percent of a worker’s annual salary to replace that individual” (Valentine et al., p.166, 2020). Zhang (2016) attributes turnover to multiple reasons such as, “enterprise culture and system,

enterprise benefit and prospect, organization scale, salary, payment and promotion, relationship, training, employee involvement, individual work attitude and organizational justice” (Zhang, 2016). If we are not satisfied at our job, it is our nature to seek better opportunities for ourselves. With our God-given responsibilities of work and vocation, HR departments must ensure that any determinants within their respective organizations must be addressed to create an environment that fosters employee retention. HR department duties are often multiplied in larger organizations, specifically those that span multiple countries. Variations in legal contexts, culture, work ethic, etc. can cause issues when housed under a single workplace. Valentine et al. (2020) describes the challenges that exist with the diversity of the workforce in a global setting, citing specifically younger workers replacing their older counterparts who are now retiring. Although globalization is a trend that is likely to continue, it should not been seen as a detriment to using one’s work as a form of worship. Although policies may be in place for global organization that prohibit or discourage discussions of religion, the work we do (when done with the right intentions) in itself is a means for us to become closer to our Lord. References Hardy, L. (1990). The Fabric of this World: Inquiries Into Calling, Career choice, and the Design of Human Work . Grand Rapids, MI: William B. Eerdmans. ISBN: 9780802802989. Mallikarjuna, N. L. (2012). Human resources responsibility on job satisfaction. IOSR Journal of Business and Management , 2 (1), 11-14. Valentine, S.R. et al. (2020). Human Resource Management (16th ed.). Boston, MA: Cengage. ISBN: 9780357033852. Zhang, Y. (2016). A review of employee turnover influence factor and countermeasure. Journal of Human Resource and Sustainability Studies , 4 (2), 85-91.

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