Management – A Faith Based Perspective
Abstract
The contemporary work place is quite diversified. Due to the current developments in technology, globalization, and the current shift to outsourcing, it so happens that people from diverse backgrounds are drawn together. This makes management at the workplace quite a tough task. The main areas of interest include management of change, conflicts, and power. Various management strategies are put in place to deal with these issues. One of them is the faith-based approach. This research paper explores how this approach can be used in managing change, conflicts, and power in the work place.
Management – A Faith Based Perspective
According to Moodian (2009), the contemporary work place is quite complex. There are numbers of factors that can be attributed to this. For instance, there is the factor of globalization. This implies that outsourcing is an every day occurrence. It also implies that people from different backgrounds can come together and coalesce in a work place. As a result, a lot of people from different backgrounds come together. As is concurrent with any diversified environment, there is a possibility of there being instances of conflicts. With this in mind, it is important for organizations to have an effective strategy aimed at dealing with the complexities arising from this diversity (Gardenswatz and Rowe, 2001).
Gardenswartz and Rowe (2001) further indicate that there are different kinds of situations that need to be addressed. For instance, there is organizational change, conflicts within the workplace, as well as issues related to power. Of the different strategies that can be applied in dealing with these differences, there is the faith-based approach. This research paper aims at looking at the efficacy of application of the faith-based approaches in dealing with the challenges in the work place.
For starters, there is need to look at how the faith-based approach can be used in dealing with organizational change. According to Jones (2006), the faith based approach is mainly used by faith-based organizations as they seek to bring change within a society. As a matter of fact, people are often resistant to change. They often insist on doing things their way and following what they are used to. The same case applies to the work-place. More often than not, people insist that they need to have to do things as they are culturally used to.
Jones (2006) indicates that the most effective approach of smoothly bringing change within an organization is by gradually introducing it. All the agents of change need to do is to make the people aware of the need for change. In this case, the change agents should make sure that the employees in the organization are aware of the change and its necessity. They should be aware that the change would work to their advantage. In such a case, the people would be ready for the change (Dorsett and Lafferty, 2010).
The faith-based approach in dealing with change was effectively applied by the Gamaliel foundation. It involves putting in place measures and practices that act as organizational drivers (Jones, 2006). In this case, the idea is to make the people in the organization own the idea. It is a way of making the people have faith in the organization and own the different activities taking place within. This is model, therefore, can be applied in any organization. All that is needed is for the drivers of change to convince the people that there is need for change. They also need to rally the people behind the idea of change. This can make transition very easy and smooth as the people easily get the motion going. Above all, it is very important for the drivers of change to capitalize on the good will and the faith that employees have on the organization (Dorsett and Lafferty, 2010). It is only under such circumstances that people can be open to the idea of change. Tactical introduction of change is the skill that is needed.
Conflict at the workplace is something that cannot be avoided. Therefore, all individuals in the managerial positions have to be well informed on how to deal with the occurrences of conflict. Different types of conflict can arise. According to Moodian (2010), the conflicts can range from intrapersonal, interpersonal, and interdepartmental conflicts. Of course, such conflicts have negative effects as they can effect the morale and productivity of the workforce. It is, therefore, important to have a working strategy that can aid in addressing all these types of conflict.
Once again, the faith-based approach can be used in addressing these conflicts. According to Crisp (2011), faith based teachings have it that all people should live at harmony with each other. Furthermore, they call for adherence to the ethics codes in the different workplaces. Above all, they call for strict adherence to the rules and regulations within the workplace. This in itself is a recipe for dealing with the different conflicts that might arise. This is because individuals who adhere to the faith based teachings would already judge themselves when they are in the wrong. Furthermore, they would be readily available to make peace when the need arises. This is a method that is heavily capitalized on by the faith based organization (2006).
Dorsett and Lafferty (2010) further indicate that the potential of the faith-based approach in dealing with conflict is at the core of the collaborations between faith-based approaches and the corporate organizations. The reason is that the faith based organizations have a way of creating harmony and peaceful co-existence at the work place. This acts as clear evidence that there is potential in the faith-based approaches in dealing with conflicts. It makes the people well aware of the fact that there is need for peaceful co-existence at the work place.
The faith-based approach can be used in personal management (Gardenswartz and Rowe, 2001). This can be done in different ways. For the intra-personal conflicts, faith based approaches can be applied where the victims are carefully guided and counseled. This implies that they can be instructed in such a way that the inner peace is restored. Ultimately, the people can be relieved of their problems and they resume their productivity levels. The same can be used in inter-personal conflicts. The inter-personal conflicts arise between work-mates, or between subordinates and their seniors. In order to address such challenges, there should be a forum in which the involved parties are brought together and agree on the way forward. There is no better way of achieving this than using a faith-based approach. The same approach can be used when dealing with inter-departmental conflicts. With the faith-based platform for conflict resolution, there is no conflict that can be so tough to manage.
Based on the above analysis, it is arguable that the faith-based approach can be an effective method of dealing with organizational conflicts. It does not matter the nature or magnitude of the conflict. All that matters is the ability of the concerned parties to come together and make peace. For this to be realized there must be a common, neutral ground that can be used for the conflict resolution purposes. There is no platform that works better than the faith-based one. This is the reason as to why the faith based approach comes in handy in organizational management.
One factor that has been a nightmare in all organizations for ages is the issue of power. It is commonly argued that power is an aphrodisiac that pulls many to it. More often than not, men are known to do anything to get and retain power. Unfortunately, they often tend to get involved in unethical practices all in the name of power. With this background, it is important to have a way in which organizations can manage and control the power wars. Once again, the faith based approach comes into play.
First of all, those in power have to understand that they serve everyone in the organization. As such, the leaders have to be sensitive about the diversity at the workplace (Gardenswartz and Rowe, 2001). The faith based approach asserts that those in positions of power have to respect the cultural norms. They have to appreciate that there is cultural diversity in their organizations, and as such, they have to pay attention to the manner in which they handle all and sundry in the organization.
Another effective way in which the faith-based approach helps in dealing with ethical application of power is by making sure that the leaders adhere to the work based acts and regulations. These include provisions by international bodies such as the International Labor Organization (ILO) and other employee organizations. Above all, Dorsett and Lafferty (2010) indicate that the faith based approach can help leaders to adhere to acts such as the Employment Relations Act 2000 that is in place in New Zealand. Simply put, the approach ensures ethical conduct of the leaders (King, 2002).
It also helps in making sure that the subordinate have respect for authorities. This is where the employees tend to respect their leaders. This is because the faith teachings advocate for respect for authority. In so doing, there tends to be harmony at work since the leaders do not misuse their powers whereas the subordinates respect their leaders. This system is very effective in making sure that there is peaceful co-existence between the different groups. Healthy relationships exist between colleagues and also between the leaders and their subordinates. Ultimately, there is greater productivity for the organization. This acts as a prerequisite to the achievement of the organization’s goals and missions.
In conclusion, it is arguable that the contemporary workplace is quite hard to manage. This is because there is massive diversity; whether cultural, background, ethnicity, religious, and other differences. This is an ingredient for conflicts and misunderstanding within the organization. There are different strategies aimed at resolving these challenges. Of course, each of them has its mode of application with its benefits and demerits. One of these is the faith-based approach. From the discussion above, it is very clear that the faith based approach in management can be used in dealing with problems related to change, power, and conflicts. The approach functions by encouraging the concerned parties to uphold sound work ethics, respect authority, and above all, seek peaceful co-existence with all and sundry. The approach is rooted in the religious teachings and seems to have worked effectively for the faith-based organizations. Based on the success of this approach in instances where it has been applied, then it goes without saying that it can be applied in the contemporary workplace. Arguably, it is time that some faith-based approaches are used to bring sanity and order in the modern work-place.
References
Crisp, B.R. (2011). If a Holistic Approach to Social Work Requires Acknowledgement of Religion, What Does This Mean for Social Work Education? Social Work Education, Vol. 30(6), p663-674.
Dorsett, S. & Lafferty, G. (2010). Good Faith and the Fair Work Act: Its Potential, in Light of the New Zealand Experience. Economic and Labour Relations Review, Vol. 21(1), pp. 53-67.
Gardenswartz, L., & Rowe, A. (2001). Cross-Cultural Awareness. HR Magazine, Vol. 46(3), p. 139.
Jones, B. (2006). The Business of Faith-Based Organizing: A Managed Approach to Community Change. Social Policy, Vol. 37(1), p23-27.
King, B. (2002). Ethical Leadership in Organizations. The Management Journal, Vol. 34(8), pp. 34-43.
Moodian, M.A. (2009). Contemporary Leadership and Intercultural Competence. Exploring the Cross-Cultural Dynamics within Organizations, Vol. 5(2), pp. 312.
