Individuals on coming together to achieve a common goal make a team. In teamwork the common goal of the team is more important than the needs of individuals. Jesus constituted a strong team of twelve apostles. From the perspective of Jesus Christ, two individuals are always better than one; for instance Jesus sent two apostles to find the colt (Mathew 21:2 New International Version). Similarly, Jesus sent Peter and John for preparing the Passover meal. As team work is vital to achieve common organizational goals, the team members should demonstrate impeccable behavior patterns to follow in the footsteps of the leader. If I were to put together a team I would carefully select my followers who see the workplace as a sacred planting field that brings in abundant yield in proportion to the hard labor of individual team members. The qualities I desire in my followers include: a passionate commitment to the vision of the organization, living according to the biblical standards, embracing cultural reconciliation and having a proactive attitude.
True followers of a leader are passionate about the vision of their organization. They follow in the footsteps of their leader towards achieving the goals of the organization, regardless of the potential dangers they may encounter on the way. For instance, before his crucifixion Jesus hints his apostles about a place where he would go shortly where his disciples cannot go. When Simon Peter asks him where he is going with the intention of going behind him, Jesus says that he cannot follow him now, but would later (John 13:36 New International Version). Peter is committed to the cause of Jesus. In the context of an organization, organizational commitment motivates employees to develop an attachment to the leader and feel a sense of allegiance to the cause of the organization. High organizational commitment influences followers to offer impeccable workplace productivity which in turn ensures them a fulfilling quality of life (Sayyadi & Sarvtamin, 2011).
Secondly, I prefer my followers to live by the biblical standards. The Bible reminds servants to be humble followers of their masters by telling themselves after completing their assigned works that they are just unworthy servants who have only completed their duty (Luke 17:10 New International Version). Employees who exhibit humbleness in the workplace are reported to be more innovative and productive (Prime & Salib, 2014). They are also more likely to engage in creative team building activities by exploring beyond their regular duty. For instance, the humbleness of Jesus in a follower motivates him to take additional responsibilities when a colleague is absent.
Thirdly, I wish my followers practice cultural reconciliation in the workplace, particularly in light of current workplaces promoting a diversity culture. The greater the cultural and social differences between individuals, more likely are periodic conflicts arising in the workplace. Jesus wishes mankind to reconcile with each other by himself breaking down the barriers between individual cultures; for instance, he did not like the hostility between the Jews and other cultures as he died on the cross for the entire world. As Paul rightly puts it, Jesus through his death on the cross, put enmity between cultures to death forever (Ephesians 2:16 New International Version).
Finally, I give preference to selecting individuals with a proactive attitude as my followers. Proactive individuals have a high degree of self-awareness and take control of their life without blaming anyone for day to day challenges they face in the workplace. Individuals can be trained and developed to imbibe the trait of being proactive that guides them to learn from life problems (Fairlie & Holleran, 2012). Jesus, being the greatest proactive leader ever, reminds mankind to be ready, proactively looking for his unexpected coming (Luke 13:40 New International Version). This also warns man to be ready to face any kind of eventuality including death.
References
Fairlie, R. W. & Holleran, W. (2012). Entrepreneurship training, risk aversion and other personality traits: evidence from a rand om experiment. Journal of Economic Psychology, 33(2), 366-378
Prime, J., & Salib, E.R. (2014). Inclusive Leadership: The View From Six Countries. New York: Catalyst
Sayyadi, S., & Sarvtamin, H. T. (2011). Organizational Commitment in Educational Departments. Interdisciplinary Journal of Contemporary Research in Business, (3.2), 1326-1337.
The Holy Bible, New International Version. (1984). Grand Rapids: Zondervan Publishing House
