PLEASE READ THE BELOW ESSAY AND WRITE A SUBSTANTIVE 300 WORD REPLY Make sure that you are adding new and relevant information with each this reply.
Traditionally, human resource management has been focused on approaches where the outcome is contingent on the individuals or job attributes. However, the phenomena in relation to human capital, such as recruitment, communication and teamwork, employee satisfaction and knowledge management are contingent upon social capital and the relationships among the employees within the organization (Hollenbeck & Jamieson, 2015). It has become important for organizations to focus on that human capital to ensure maximized profit and minimal employee turnover, thus giving the organization a stronger competitive advantage. According to Mello (2015), through employee recruitment, employee motivation, and employee retention, an organization will maintain a competitive advantage. The focus of this paper will be on employee retention through employee satisfaction of their leadership when the leader exhibits spiritual leadership.
Spiritual leadership is considered to be entwined with ethics. According to Duthely (2017), spiritual leadership is a holistic approach to leadership where the leader attempts to encourage employees to have a sense of interconnectedness and meaning. Some examples of spiritual leadership include holistic models such as authentic and servant leadership. Weinberg and Locande (2014) further states that spiritual leadership incorporates an environment with the purpose of encouraging spiritual expression; which is best fostered at an individual level. The purpose of this paper is to determine if spiritual leadership fosters employee satisfaction. Thus, maximizing human capital.
Literature Review Section
In this section the student will develop a comprehensive review on literature on the importance of maximizing human capital, understanding the role employee satisfaction and reducing employee turnover, define and understand the role spiritual leadership plays in employee satisfaction. Part of employee satisfaction is being able to trust the leader or manager. Trust relates to the leader doing the right thing when called upon (Mello, 2015). This section will also explain theories of spiritual leadership such as holistic models such as authentic and servant leadership.
In this section, the student will review the methods for which she chose the literature to review. This will include search parameters and methods of choosing which of those results will be beneficial for the literature review. The idea is to have at least 30-45 articles to review for this paper and decide those that are most relevant to the subject.
Conclusion and Future Implications
Through this section the student will put all the literature together to develop a strong conclusion as to the relationship between leadership and job satisfaction. It will also include the envisioned impact the student has on fostering job satisfaction through spiritual leadership.
Envisioned Impact on God’s World
According to Hardy (1990), maintaining one’s relationship with God is only through faith; however, by finding work that is significant towards religion, Luther stated one can respond to God’s call within occupations in the Earthly realm. Hardy (1990) further discussed that through work mankind can continue creation work through subduing earth; understanding that through work man can see within themselves the image bearers of God, man can follow Jesus’s example regarding suffering for others, man can continue on with God’s creative discovery, and man can serve God through serving others. Another key issue to remember God calls His people to work as seen in the verse “For even when we were with you, we would give you this command: If anyone is not willing to work, let him not eat. For we hear that some among you walk in idleness, not busy at work, but busybodies. Now such persons we command and encourage in the Lord Jesus Christ to do their work quietly and to earn their own living” (2 Thessalonians 3:10-12, ESV).
Duthely, L. M. (2017). Individual flourishing and spiritual leadership: An approach to ethical leadership. Journal of Leadership Studies, 11(2), 66-68. doi:10.1002/jls.21530
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.
Hollenbeck, J. R., & Jamieson, B. B. (2015). Human capital, social capital, and social network analysis: Implications for strategic human resource management. The Academy of Management Perspectives, 29(3), 370-385. doi:10.5465/amp.2014.0140
Mello, J. A. (2015). Strategic Human Resource Management (4th ed.). Mason, OH: South-Western. ISBN: 9781285426792.
Weinberg, F. J., & Locander, W. B. (2014). Advancing workplace spiritual development: A dyadic mentoring approach. The Leadership Quarterly, 25(2), 391-408. doi:10.1016/j.leaqua.2013.10.009