Download Christian Scripture and Human Resource Management: Building by G. Roberts PDF

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 process utilized by Jesus.

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Additional resources for Christian Scripture and Human Resource Management: Building a Path to Servant Leadership through Faith

Sample text

Let us ask the Lord for the strength to not make excuses and rationalize away our responsibilities and take the high road. We need to model the example of God sending his rain on the just and unjust, as the sun rises for the evil and the good (Matthew 5:45). 4. Cultivating godly excellence over worldly excellence. Godly excellence entails four factors: obedience to God’s will and word, the presence of holy motives (the desire of the heart), giving our best efforts regardless of the circumstances, and learning from our mistakes and correction from others.

Many non-Christians believe that power, judgment, and control motivate believers, hence discrediting the Christian worldview. Even more tragic is that many Christians are operating from this paradigm, and we must demonstrate in word and deed a different spirit that will break down the defenses. When Christian managers and leaders claim that their HR system centers on servant leader principles, but fail to honor the pledge through consistent, good-faith application, we in effect embrace a form of practical atheism, denying the dominion of Christ in that sphere and serving other Gods.

By providing an appropriate amount of information on a need-to-know basis, this retards the development of rumor-mongering that sows fear, discord, and distrust. The biblical principle is to be “wise as serpents and innocent as doves” (Matthew 10:16, NRSV). 12. Aspiring to the highest degree of organizational fair treatment through policies and practices that promote procedural, distributive, and interactional justice. In essence, SLHRM organizations invest heavily in developing an organizational culture in which the HR and general performance management systems consist of policies and practices that on average produce a fair decision-making process and decision outcomes.

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