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Christian Worldview in Strategic HR and Employment Law 1 Christian Worldview in Strategic HR and Employment Law Assignment Faizan Malik School of Business Liberty University Author Note Faizan Malik I have no known conflict of interest to disclose Correspondence concerning this article should be addressed to Faizan Malik

Christian Worldview in Strategic HR and Employment Law 2 Email: FMalik@liberty.edu Work as “Cultivation” and “Service” In the text, “Every Good Endeavor,” Keller explains that our work is intended to serve two purposes, cultivation and service, which provides us the opportunity for personal and professional growth. He explains that regarding God’s intention for work as a means of cultivation, was not only for His creation to utilize the materials He provided but also for those materials to be used in a manner that serves others and our communities. These materials, as eluted by Keller, can be seen as the skills and abilities we possess that are required for our work. “And that is the pattern for all work. It is creative and assertive. It is rearranging the raw material of God’s creation in such a way that it helps the world in general, and people in particular, thrive and flourish” (Keller, 2012). When describing work when intended as a service, Keller explains that God has decreed for us to use the abilities He gave us, through work, to fulfill a greater purpose to serve others and make a positive impact on the world. “We are not to choose jobs and conduct our work to fulfill ourselves and accrue power, for being called by God to do something is empowering enough. We are to see work as a way of service to God and our neighbor, and so we should both choose and conduct our work in accordance with that purpose” (Keller, 2012). When combing these concepts, it becomes clear that, according to Keller, God has provided us each our purpose in this world, along with unique skills and capabilities to help us attain this purpose. However, regardless of the skills we possess or the purpose we have been given, our collective purpose as His creation is to serve each other and our communities. Although God has given us inherited skills and capabilities, He also provided us the opportunity to develop these further, both personally and professionally. As such, work intended for cultivation and service becomes crucial for Christian business practitioners and academics, as

Christian Worldview in Strategic HR and Employment Law 3 these positions carry significant influence. Be it for employees or students, these concepts go against traditional views of work and allow for a more holistic approach that allows our work to be more meaningful. By emphasizing employee or student growth and development, rather than areas such as profits, leaders in Christian business and academics promote positive work environments that provide their respective subordinates a greater sense of value. Human resource (HR) departments, specifically, play a pivotal role in the promotion of these concepts as their responsibilities include maintaining ethical and integrous workplaces. By accepting work as intended for cultivation and service, HR departments can develop workplace cultures that focus on serving others and the community, which could potentially lead to improvements in employee engagement, morale, and overall job satisfaction. Christian Worldview as a Key Business Focus Sirach 38:34 states, “But they maintain the fabric of the world, and their concern is for [a] the exercise of their trade,” and is a great representation of Hardy’s message in his text “The Fabric of This World.” This verse alludes that, although all work should provide a sense of fulfillment, the varying roles and positions that exist within work play an integral role in society. In addition, the verse speaks to the notion that, regardless of one’s position, our work should not only serve our personal needs but also society as a whole. This is echoed by Hardy, who explains God has brought us together and made us a single body, for He wills us to use our talents for our neighbors (Hardy, 1990). Alongside Genesis 1:27-28 which states, “So God created man in his image, in the image of God he created him; male and female he created them. And God blessed them. And God said to them, “Be fruitful and multiply and fill the earth and subdue it and have dominion over the fish of the sea and the birds of the heavens and over every living thing that

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Christian Worldview in Strategic HR and Employment Law 4 moves on the earth,” the correlation between the Christian worldview and HR becomes evident as a key focus for any business. The verse from Sirach focuses on individual roles while maintaining an emphasis on how they benefit society. Similarly, businesses and HR departments must instill a sense of value within their employees within varying positions, which then contributes to the success of the organization as a whole. The verse from Genesis illustrates how man was created in God’s image, including our sense of ethics and morality, which distinguishes us from His other creations. Hardy explains this as our God-given ability of concern, specifically concerns for others, stating “if we can detect within a growing concern for others, then we can be sure God is at work within us” (Hardy, 1990). Correspondingly, businesses and HR departments must ensure all employees are treated fairly and equally, regardless of factors such as position or salary. Furthermore, these verses provide HR departments guidance on how the employee-employer relationship should be handled, with employees being viewed as partners rather than subordinates and having the opportunity for professional development within the organization. Traditional and Contemporary Views of Human Resources Administrative, also referred to as traditional, views of human resources refer to the classic stance of HR that focuses primarily on a limited scope of administrative duties and support functions within the organization such as hiring or payroll. Contemporary or strategic views of HR, in contrast, refers to a modern approach to HR that works more proactively to form more long-term strategies for a greater impact within the organization. Key differences between these differing views of HR include the focus and approach used by the department, the role of the department within the organization, and the necessary skills required. The focus of traditional and contemporary HR differs in that, traditional HR has a limited scope and acts as a supportive

Christian Worldview in Strategic HR and Employment Law 5 entity within an organization whereas contemporary HR has a broader scope and is crucial for both employee and employer growth. In traditional HR, departments focus on various organizational processes that emphasize smooth daily operations, as opposed to contemporary HR focuses on long-term organizational strategies that can have a significant impact on organizational success. Roles for the respective views of HR differ in that, traditional HR is seen as more administrative with duties including hiring, payroll processing, and employee benefits, while contemporary HR often includes recruitment of top talent, employee engagement, and other various initiatives that further driver organizational success. Lastly, the required skills for each of the views of HR differ in that, traditional HR requires proficiency in administrative duties that require organizational and analytical skills, whereas contemporary HR required a deeper understanding of organizational goals that require problem-solving and technical skills. Regardless of the view, a Christian worldview thinking can be applied to any HR department to ensure an ethical and fair workplace. In traditional HR, Christian worldview thinking can focus on the belief that all individuals are made in the image of God and, as such, can be applied to create an organizational culture that promotes equality amongst employees, regardless of position. Similarly, Christian worldview thinking can be applied to contemporary HR to implement various strategies that promote the belief of all men being created equal in God’s eyes, emphasizing diversity and inclusion within an organization. Contemporary HR can also ensure business practices not only organizational success but remain ethical as well. Equal Employment Opportunity and Labor/Union Management According to Valentine et. al, equal employment opportunity (EEO) refers to a broad- reaching concept for employment that requires “status-blind” decisions, or decisions made without consideration of an individual's character, and is unaffected by illegal discrimination

Christian Worldview in Strategic HR and Employment Law 6 (Valentine et. al, 2020). EEO laws have a significant impact on how organizations are managed, especially in HR practices. Workplace diversity, defined as “the variety of differences between accepted and included people in an organization” (Patrick & Kumar, 2012), is governed by numerous EEO laws that prohibit discrimination in the workplace on factors such as race, gender, or religion. HR practices should include workplace diversity considerations in areas such as hiring and creating an inclusive organizational culture, as they can drive organizational success. Ely and Thomas cite a 2015 study conducted by the Harvard Business School, which found that over 75% of senior executives believed a diverse workforce can improve the financial performance of an organization through “higher-quality work, better decision-making, greater team satisfaction, and more equality” (Ely & Thomas, 2020). In addition to workplace diversity, EEO laws play a significant role in how HR departments manage employee relations by ensuring employees are treated both fairly and equally within an organization. HR practices must include handling issues such as conflict resolution, harassment, and various pieces of training that promote equality, all of which must be done in accordance with the various EEO laws. With unions becoming more popular across varying industries, HR departments have become cognizant of the requirement to maintain proper labor relations to ensure equality amongst employees, regardless of union affiliation and following EEO laws. One area in which HR departments and their policies are influenced by labor/union relations is collective bargaining agreements (CBAs), which include management rights or the right of an organization to manage their business and union security that provision: contract clauses that help the union obtain and retain members and collect union dues” (Valentine et al., 2020). When handling an unionized workforce, HR departments and their policies must be conscious of several considerations that included terms and conditions of employment, negotiations, compliance with various labor laws,

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Christian Worldview in Strategic HR and Employment Law 7 and employee relations. One of the key drivers of success between businesses, their respective HR departments, and unions is through proper communication channels, specifically in how various HR strategies are implemented within an organization. Kim and Sung-Choon explain that labor unions allow both employers and employees to communicate details concerning strategic decisions that can improve organizational performance. HR departments, specifically, play a significant role in the cohesion between businesses and unions through various initiatives. “Career development and training opportunities can help employees to acquire the competencies that are required to implement a strategic HR function. By aligning personal interests with company objectives, a pay-for-performance program motivates workers to realize the strategic objectives of the HR function” (Kim & Sung-Choon, 2013). The Christian worldview can illumine both inherent righteousness and pragmatic necessity of both EEO and labor/union management statutes by applying Christian values to HR policies and practices. Inherent righteousness, or the belief that all of mankind has a sense of value and dignity since they were created in God’s image, allows for an understanding of EEO and ensures that all employees are treated fairly and equally regardless of their differences, as they were all created in God’s image according to the Christian worldview. Pragmatic necessity, or the understanding that practical considerations are needed in addition to God’s will, can be utilized in the framework for negotiations between employers and their respective unions, with HR departments ensuring the employees can advocate for issues such as wages and working conditions.

Christian Worldview in Strategic HR and Employment Law 8 References Ely, R. & Thomas, D. (2020). Getting serious about diversity: Enough already with the business case. Harvard Business Review. Retrieved from https://hbr.org/2020/11/getting-serious- about-diversity-enough-already-with-the-business-case Hardy, L. (1990). The Fabric of this World: Inquiries Into Calling, Career choice, and the Design of Human Work . Grand Rapids, MI: William B. Eerdmans. ISBN: 9780802802989. Keller, T. (2012). Every Good Endeavor: Connecting Your Work to God’s Work . New York, NY: Dutton/Penguin Group. ISBN: 9780525952701. Kim, H., & Sung-Choon, K. (2013). Strategic HR functions and firm performance: The moderating effects of high-involvement work practices. Asia Pacific Journal of Management , 30 , 91-113. Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open , 2 (2), 2158244012444615. Valentine, S.R. et al. (2020). Human Resource Management (16th ed.). Boston, MA: Cengage. ISBN: 9780357033852.

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