The Issue: Does the organization meet our criteria for spirituality in the workplace?
I. Three Frameworks for Analysis:
Respectful pluralism dictates that, due to the fact that all people possess a certain level of value they deserve a basic amount of respect and dignity. In a similar sense, this should be established within the workforce as well. Rather than using manipulative or coercive techniques in order to improve performance or motivation it is necessary to develop authentic interpersonal relationships between managers and those that they are in charge of. This involves not only developing a means to improve empathy between these groups but to also ensure that wages and other forms of payment are provided in an equal manner. Furthermore, within this idea it is necessary to ensure that the personal beliefs and ideas of every individuals are given a level of respect and equal measure. This includes allowing individuals to draw upon these personal beliefs in order to do their jobs in a way that is comfortable to themselves.
Authenticity at the workplace is also an essential factor in the development of this framework. In looking at the way that the social or communal elements of people coming together, the way in which this environment works with or enforces one's own beliefs, the day to day experiences of the workplace fit together the personal response to working in such a context can help to provide insight into the authenticity of the experience. How the individual interacts with others in relation to their personal or spiritual backgrounds can have a profound impact on how they perceive these experiences. For this reason, it is essential for those in leadership roles to understand how their personal beliefs and motivations effect those of their employees. The capacity of a manager to accept their share of responsibility for their own failures as well as those that they are in charge of.
Corporate social responsibility is important in developing a sense of purpose or obligation within the workplace. The level of impact that this framework has on the viewpoint of the employees, the values of shareholders, and the of the responsibility that is considered in regards to the community. It can involve concern for both society in general and the environmental context in which society exists. Corporate social responsibility does not involve any specific legal requirements, but rather involves voluntary action directed at the moral or ethical responsibility that certain individuals believe to be important. For this reason, corporate social responsibility can be used in order to help provide insight in regards to the capacity of an organization to promote spirituality in the workplace.
II. Summary of Data Collected:
Research suggests that the modern world has begun to present a much more complicated context for the establishment of spiritual values in the workplace. This is primarily due to the underlying complexity of belief in the present day. “The challenges that either individuals or institutions face in drawing upon particular religious traditions in public life is more complex today” (Hicks, 2003, p. 26). For this reason, the importance of respectful pluralism has become more prominent. Furthermore, understanding these priorities can help to establish an idea of how tensions might potentially arise between these conceptions of the personal moral values that are held by those within a company. This demonstrates the need for “an honest account of the potentially conflictual encounter of diverse perspectives” (Hicks, 2003, p. 28). This presents the need to account for a variety of important factors in order to ensure that employees are able to express their personal ideas without fear of retribution or social stigma. Furthermore, the underlying principles and representations that are used within the business itself must be reconsidered. “The reality of a more diverse workforce means that the religious symbols of the workplace are no longer common to all employees” (Hicks, 2003, p. 29). The ideals of respectful pluralism are therefore fundamentally predicated on the idea of equality and dignity. This can be understood in relation to the values that are considered to be important within this moral framework. “Respectful pluralism begins from human dignity and equal respect and seeks to show what they require of companies and coworkers” (Hicks, 2003, p. 32). In this sense it is evident that there is a need for the consideration of a variety of factors in order to promote the importance of moral virtue within business. This can help to establish a more profound capacity to promote these achievements. “A just society morally precedes and constrains the economic system [and] should be seen as a precondition for the efficient operation of markets” (Hicks, 2003, p. 32). The understanding of the importance of the work environment to an individual's personal emotional and cognitive capacities dictates the need to provide a sense of moral responsibility in ensuring that these elements are accounted for in the corporate structure that they are a part of. “The framework proceeds from the assumption that work is a fundamental part of one's identity and one's sense of dignity is significantly affected by one's work” (Hicks, 2003, p. 33). These principles suggest an underlying motive that is focused on the development of a more personally focused environment. Respectful pluralism is therefore concerned with the development of “a fuller approach to ensuring that policies and cultures create a workforce in which the dignity of all is acknowledged and working conditions are humane and fair” (Hicks, 2003, p. 34). These aspects demonstrate the underlying framework upon which Greyston and its approach to ensuring the spiritual capacity of its employees can be evaluated.
The establishment of authenticity in the workplace, according to research, dictates that there be an underlying empathy towards the relationships, social context, and overall culture of a business environment. This is predicated on an understanding of this environment in regards to the personal motivations that people have. This is inherently connected to the idea of authenticity. “The authentic self has three aspects: emotional, spiritual, and cognitive” (Giacalone & Jurkiewicz, 2014, p. 322). These aspects can be understood in relation to the priorities of the individuals themselves as well as the groups that they are a part of. These relationships can have a profound impact on the capacity of the business itself to function in an efficient way. This is due to the fact that “the sum of group behaviors and organizational norms creates a broader climate that can affect both employees and the organization's clients” (Giacalone & Jurkiewicz, 2014, p. 323). For this reason, it is essential to account for the underlying motivations that people have in regards to their personal reasons for being at a job. This might be simply for money, but can also be for a more long-term goal, or even because they like the culture. Furthermore, it is necessary to make people aware that their work is able to present them with some type of advantage. “Individual persistence depends in a large part on self-efficacy, the belief that success is achievable” (Giacalone & Jurkiewicz, 2014, p. 324). By providing support to these individuals, companies can promote the development of personal authenticity. In aligning the personal motivations of the individual with the overall goals of the company a more efficient work environment can be established. Furthermore, developing empathetic relatioships with employees also allows employers to orientate their goals in line with those of tehir workers. This approach can therefore “help people to reflect on the relationship between their goals, their work group's goals, and those of the firm” (Giacalone & Jurkiewicz, 2014, p. 330). Changes in diversity and spiritual relationships are therefore primarily dependent upon the overall values that are placed on these ideas by the cultures that they are a part of. For this reason, there can be dramatic changes in the priorities and perceptions of a specific framework or business model. “Since organizations change as the individuals within them change, significant spiritual evolution within a firm may affect all employees” (Giacalone & Jurkiewicz, 2014, p. 331). For this reason, it is essential for a company to develop ways in which their employees are able to feel comfortable developing personal perspectives regarding spiritual or religious matters. In doing so, they can help to create a better more inclusive and personal business climate. This demonstrates that “creating environments where individual workers feel safe to seek and express their spiritual selves will be a difficult managerial challenge” (Giacalone & Jurkiewicz, 2014, p. 331). In this way, employers and their employees can develop more personal or empathetic relationships with one another. This can also be used for a business to better understand their clients. This approach places a profound importance on “identifying changes in what clients are, have, or do in response to the services delivered” (Giacalone & Jurkiewicz, 2014, p. 331). In helping workers achieve authenticity their personal values and experiences can help to promote further relationships.
Corporate social responsibility can also have a profound impact on the development of personal or spiritual values in the workplace. The need for this framework is presented by the fact that it has, in recent years, evolved from a “social outcry over the many perceived failures of business to wield their economic power for public purposes” (Smith & Singer, 2012, p. 58). This evolution demonstrates the need to establish a moral framework upon which businesses operate. In doing so, the tenuous relationship between business and society can be made accountable. This is in response to the history of “organizations making society worse off as they pursue their own agendas” (Smith & Singer, 2012, p. 59). In order to ensure that businesses are working to promote the well being of society as a whole it is necessary to develop specific values in regards to their actions, goals, and policies. One of the major challenges in approaching this type of framework is establishing it in a way that is able to promote the effective evaluation of the policies in a qualitative rather than quantitative way. “The focus of their concern is rarely on the humaneness of actions or behaviors taken and too often on specific accomplishments which can be enumerated and quantified” (Smith & Singer, 2012, p. 60). In looking at the underlying human elements of the problems that they face they can better promote the effective application of future policies. The inception of religious or spiritual policies into business models has been lost in the schism between religious and corporate life. However, it is evident that there is a need to reestablish these values for various concerns. Furthermore, “large organizations lack a general sense of compassion for the disadvantaged or less fortunate in society” (Smith & Singer, 2012, p. 60). In developing spiritual values in the workplace the underlying importance of compassion can be instilled within the very foundations of the organization. In order to do this, a fundamental shift in the focus that organizations have is necessary. “Much effort is spent in identifying prohibited behaviors, compared to encouraging behaviors that promote the welfare of those inside and outside the corporation” (Smith & Singer, 2012, p. 61). In looking at the moral duties of organizations more effective long term strategies for dealing with specific problems can be established. Furthermore, it is evident that there are a variety of ways in which personal responsibility can be promoted. Corporate social responsibility “shifts the organizational focus away from an exclusive focus on corporate profits or shareholder wealth to positive individual virtues among their decision makers” (Smith & Singer, 2012, p. 62). In doing so the overall structures of the corporate decision-making process can he shifted towards a wholly different orientation. These approaches are taken with the assumption that the success of the organization will have a correlation with the success of the community that it is a part of. Within corporate social responsibility, “the goals of corporate profits and enhancing the common good as mutually reinforcing” (Smith & Singer, 2012, p. 63). The importance of promoting spiritual pursuits in the workplace is therefore necessary in this regard.
III. Analysis of Data:
1) Your interpretation of the data–what does the data mean in terms of your framework(s)?
In looking at how respectful pluralism can be understood in relation to Greyston and their pursuit of social enterprise it is evident that they are working to meet the challenges of the modern world in regards to its diversity. The importance of profits and financial stability, the well-being of workers, partners, and society, and the overall goals of the company are stated to be not only to get more workers in order to do more baking, but to provide better baking in order to enhance society and therefore be able to hire more people. Environmental considerations are expressed as well. The need for spiritual expression in the workplace is therefore evident in relation to the research (Brady & Stewart, 2015). The ideas presented in relation to respectful pluralism, authenticity, and corporate social responsibility are therefore evident in relation to the capacity of Greyston's business model.
2) How does the organization meet our criteria for spirituality and work?
According to the principles that the company is based on, there is a need to be humble, to bear witness, and to promote healing action in their work. This demonstrates a devotion to the ideas of spiritual pluralism. While the terms themselves can be seen to express the personal views of those that run the business, they are also general enough to allow for personal interpretation of the concepts. Furthermore it is evident that the company is devoted to developing empathetic relationships between management and those that they are in charge of (About Greyston, 2016). Julius Walls, a former CEO, indicates that many of the upper level management positions were filled by people that started at the entry level. This indicates that the company has a strong commitment to these aspects of management.
In relation to authenticity, the company is able to develop values that enable individuals to enhance their personal experiences and beliefs. The company has a moment of silence at the start of every meeting and train their employees in order to have better communication. This demonstrates a commitment to personal betterment and the establishment of open possibilities regarding their specific perspectives. The company has day-long off sight retreats. In this way, employees and the company can commit themselves to mutual spiritual growth. They also offer Pathmaking services, which are geared towards providing employees with focus and clarity in order to help them find a level of wholeness.
In relation to corporate social responsibility, the previously discussed aspects of management demonstrate a profound commitment to the development of a culture that is committed to Greyston's Annual Report 2015, the company also offers a variety of grants and other donations in the pursuit of enhancing community values (Brady & Stewart, 2015). the personal and spiritual growth of both their employees and society as a whole. According to They use solar energy in order to do their baking, which utilizes all natural ingredients. This commitment to a strong sense of social responsibility demonstrates an underlying commitment to the growth of their communities.
IV. Conclusion:
1) Summary of your findings
Research indicates that there are a variety of complex factors that are associated with the decisions that organizations make in regards to their personal directives and motivations. These decisions can have a profound impact on both the culture of the company and the communities that they are a part of. For this reason, advocating personal and shared responsibility in relation to the values and ideologies that are promoted is necessary. In adhering to specific spiritual values in the workplace individuals and organizations can better adapt to changing circumstances.
2) Suggestions for further research
In continuing to study this topic it is evident that there is a need to promote further culpability for organizations that are unable to promote effective values. This is due to the impact that these organizations can have. As the importance of these companies grow it will be necessary to better understand the relationship that they have with society as a whole and the spiritual values that it wishes to express.
3) Summary of how this topic relates to spirituality and work
In adopting the frameworks that have been discussed it is evident that there is a profound relationship between the creation of organizational values and the enhancement of spiritual awareness. This is due to the underlying relationship between the social structures of business and the communities that they are a part of. Just as people can affect the development of the organizations that they are a part of, so to can organizations affect the development of society as a whole. In this sense, work and spirituality are inherently connected.
References
“About Greyston.” Greyston. Retrieved from http://greyston.com/about-greyston/. (2016).
Brady, M. & Stewart D. (2015). Annual Report 2015: Mapping a Solution to Poverty. Greyston Social Enterprise.
Giacalone, R.A. & Jurkiewicz, C.L. (2014). Handbook of Workplace Spirituality and Organizational Performance. Routledge. 352.
Hicks, D.A. (2003). Religion and Respectful Pluralism in the Workplace: A Constructive Framework. Journal of Religious Leadership. Vol. 2, No. 1. 23-51.
Smith, R.D. & Singer, D.P. (2012). Spirituality In Corporate Social Responsibility: A Proposed Solution To The “FAILED System” Problem. Interdisciplinary Journal of Contemporary Research in Business. Vol. 4, No. 6. 58-67.
