Biblical/Covenantal Work Environment Analysis

Increasing productivity and sparking motivation in employees, are challenges that managers, businesses, and organizations have struggled with for centuries. While there are many beliefs about which method(s) yield the best results, and what is considered to be the desired result, a ‘one-size-fits-all’ management technique still does not exist. The current movement in psychology, called Positive Psychology, focuses on what is “right” in an individual, and not on their faults. This basic concept is starting to extend its influences into the workplace, making it seem that Positive Psychology may become the key ingredient corporate culture, and all places of employment alike, have needed to promote success and satisfaction in their lines of work.

Employees are more engaged when they feel that their efforts are directed toward a vision they can believe in. Share the company’s vision and goals with employees, and inform them about the organization’s strategy and challenges. Let each employee know how his

We as employers are facing problems retaining key employees and keeping employee morale at a positive working level. This phenomenon is a new challenge seeking an affordable and implementable solution.

Leaders believe people have an intrinsic value beyond tangible contributions as workers. As a result, genuine interest in the spiritual, professional and personal growth of all employees is demonstrated.

Employees are the most important, and often, most costly asset within any organisation. Ensuring they are fully engaged and committed to the success of the business is crucial. Listed below are the activities needed to reinforce the connection employees have with their company, job and colleagues, leading to a more satisfied and motivated workforce.

One of my personal commitments is to be surrounded with only good, passionate, and positive people who make me feel happy. The main business of business is to connect with – and add value to – people. That’s such an extremely important point to remember as you build out your career – and craft a richly rewarding life. It is important to lead a happy and meaningful life. Business really is all about people. An enterprise is nothing more than a human venture that brings people together around some marvelous dream that inspires them to express the fullest of their talents and contribute rich value to those they serve. With all the technology, disruption, competition, and transition in the business world today, a lot of us have forgotten that the whole game is about relationships – and human connections. With the pace people work at, it’s easy to sacrifice relationships in pursuit of results. But the irony is that the stronger the bonds between you and your teammates – as well as with the

During the interview, the administrator indicated the various ongoing engagement opportunities management are prioritized with employees. These types of rewards are important as it affects the level of morale; overall increasing the positive behavior of the employees. This connectedness allows staff members to feel part of a community and they will be able to see past their own individual needs and likely understand the needs of the informal group; which may provide a stronger impact. The organization depends on grants for its livelihood. Moreover, the factors of Human Relations Theory observed will encourage employee job satisfaction and increase job productivity. This theory also inspires communication, which is imperative in this organization as grant funding demands precision when developing programs or seeking outcomes. This constant communication will allow all staff to be on the same page and work towards fulfilling the organization goals and objectives

Salutations my friends, I am John D. Rockefeller president and co-founder of Standard Oil. I understand you may have pre-acquired grudges against me. Some of you think of me as a ruthless businessman with no regard for the public. Others may think that I have never experienced the pains of being part of the lower class. Those comments are all wrong, and my humble beginning couples with a work ethic that all working class members should follow brought me to where I am today.

3.2 Evaluate the business benefits likely to accrue from a culture of employee engagement – benefits for the organization, its executives/managers, its workforce and its customers

Work hard, save money, and enjoy the fruits of your labor. We have all been told that if we do the right thing, we will be rewarded in the end. The argument for the Protestant work ethic has been conveyed biblically to mean that God has given us all a divine vocation, a set of skills in which to “work in His glory” (“Work: a noble”, 1992). Martin has followed the teachings of Christ by working his entire life, saving strenuously, and wisely investing his dividends. Finally, it has come time for Martin to enjoy the yields of living the right way and his enjoyment has been stolen by various aspects of property law. Kubasek, Brennan, and Browne (2006) explain the two types of property that apply in Martin’s cases, “real property, that is,

Interaction with customers about products are also of high value. As one employee stated, “Our customers don’t just come here to buy a loaf of bread. They can do that anywhere. They come to try new things. They come to see a friendly face. They come because they know our names and we know theirs. But most of all, they come because we can tell them why not all Alaskan salmon has to come from Alaska or the difference between a Shiraz and a Syrah. The flow of ideas and information at the store level is always invigorating”. (p. W-100) When you create a culture of enthusiasm along with social interaction and higher pay, almost always the result is an increase job performance and higher satisfaction amongst employees.

Through these nine key concepts, Dr. Grudem illustrates how a variety of business techniques, when implemented in a Godly manner, allow those to pose certain characteristics of God. Grudem isn’t naïve, though. He does, after all, explain that in every aspect of business there are multiple layers of opportunities to give glory to God, as well as multiple temptations to sin (Grudem, 2003, p. 17). He is also aware about the easy ways these activities can be perverted and used as a means to sin ("Business for the," 2003). This book is tailored to echo God’s glory in relation to correlation with employees, co-workers, customers, and other businesses involved in the business unity. Furthermore, it does not only promote a positive impact within the business realm, but also in the personal realm of one’s life in business.

Once again, goal-oriented behavior should be applied. This method will help motivate the workers, which will be beneficial for both individuals as well as the company. Also, connecting workers inside groups will help increase performance and as a result motivation. Since the current environment is a Theory X one, workers are in a controlled environment, with a highly structured system. This, according to the theory of interpersonal competence, is causing individuals to maintain only superficial relationships, and as a result not fulfilling their self-esteem and social needs. If management is encouraged to promote group work, workers will have to interact

In Love ‘em or Lose ‘em: Getting Good People to Stay, Beverly Kaye and Sharon Jordan-Evans provide managers with a comprehensive guide to successfully engaging, developing, and retaining the valuable talent on their teams. According to the authors, people want much more from work than just a paycheck. They value exciting work and challenge; career growth, learning, and development; and working with great people. Fifty percent of work satisfaction is determined by the relationship a worker has with their immediate boss. The authors believe that the buck stops on the desk of the supervisor or manager. Managers, frontline supervisors, or project leaders actually have more power to keep good employees than anyone else. They have at least some control

An organization guided by Christian principles will build a structural solid foundation. As a follower of Christ, “communication” is [essentially] required to fulfill the responsibility of advocating Christianity. In a business setting the benefit of applying Christian values to provide guidance that will affirm the foundations of an organization. The philosophy of promoting growth and sustainability with any establishment is to follow the organization's vision and mission. Smith (2011) expresses the importance of fulfilling one’s purpose with God by building interpersonal relationships, “Indeed we can only hope to fulfill our vocations if we learn the grace and strength of working with others in