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Running Head: RESILIENCY IN LEADERSHIP AND MANAGEMENT
Discussion: Resiliency in Leadership and Management
Xavier Collier
Liberty University
Author Notes
Xavier Collier
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Xavier Collier
Email: xacollier@liberty.edu
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RESILIENCY IN LEADERSHIP AND MANAGEMENT
Topic Title
The readings and other presentations were very informative on the topics of Human
Resource Management and Managing and Leading Operations. The three most important topics
were internal and external recruiting, hostile work environment, and lean principles. All three are
extremely important to the for the leader and organization to know, so the organization can
succeed. All three concepts are essential for leaders because to be able to lead their subordinates
and avoiding potential misunderstandings.
Three Concepts
The first of the three concepts is recruiting, internal and external. Internal recruiting is
when the company fills vacancies within itself and external recruiting is when the company looks
to fill the vacancies with people outside of the company. Internal recruiting has its advantages
and disadvantages, but it’s worth the risk in the end. Those advantages are that it allows current
employees the opportunity to grow in their careers within company, the applicant already knows
company, the applicant is known by company and their abilities are documented, and it’s cheaper
than external. The company already knowing the applicant is most important because you have
firsthand knowledge how they work, how they handle conflicts, and how they fit into the
company culture (Fica, 2018). With the leader knowing this information, he or she will be able to
analyze this information and be confident in who they’re hiring. However, the applicant could
expect unwarranted promotions, which could lead to employee dissatisfaction.
External recruiting is done through job postings on the company website and websites
like indeed or LinkedIn. These new hires can help bring new ideas to the department and could
already know the position, which would speed up the training process. Other the other hand, the
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RESILIENCY IN LEADERSHIP AND MANAGEMENT
company doesn’t know their work ethic and external recruiting makes the current employees feel
neglected, which could lead to a hostile work environment.
“A hostile work environment is a violation of civil rights, and exists when an employee
experiences workplace harassment that includes offensive, intimidating, or oppressive
atmosphere, created by an individual in the workplace.” (Satterlee, 2018, p.208). A hostile work
environment can be created offensive remarks, sexual harassment, racism, etc. Offensive remarks
against religious or nonreligious workers are common in the workplace. Nonreligious workers
have cited hostile work environments by discrimination from their religious coworkers, and these
cases are expected to rise in the future (Cantone & Wiener, 2017). Racism is quite possibly the
most disturbing hostile work environment complaint and is something the leader should be aware
of. Opie and Roberts (2017) discuss how black people are judged as less professional if they
wear their naturally textured hair to work or how minority men are more accepted if they remove
their facial hair, appearing disarming. Leaders need to be knowledgeable of different races, so
they won’t start a hostile work environment and keep a family environment.
The third concept that was important were the lean principles. This is an approach to
process improvement that focuses on the reduction of imbalances in the process to pursue
perfection, through constant improvement (Isack et al., 2018). The lean principles are important
for the leader and employees to acknowledge to improve the company. The six principles are
encouraging creativity and respect, ideas are always a team effort, admit you’re wrong,
improvements should be ongoing, 90% of everything you do is waste, and don’t look at other
people’s waste. Ideas always being a team effort and admitting when you’re wrong are important
for the leaders to acknowledge because these two principles can make or break your department.
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RESILIENCY IN LEADERSHIP AND MANAGEMENT
If the leaders refuse to acknowledge them, the subordinates will believe that the leader doesn’t
care and with disconnect from them.
Biblical Integration
Jesus was notorious for external recruiting people to become His disciples. For example,
Jesus was walking by the shore and Simon and Andrew and convinced them to come influence
others to be disciples. Matthew 4:19 says, “And he saith unto them, Follow me, and I will make
you fishers of men.” (King James Version, 1769/2017). He then proceeded to go to John and
James, down the shore, and called them to be disciples as well. Jesus was able to bring in
different kinds of people and was able to have everyone on one accord when they were with him.
His words influence many during his external recruiting, like with the Sermon on the Mount
(where crowds gathered around Him.
Paul was a perfect example of a leader abiding by the lean principles. He had a believe in
something bigger than yourself mentality. Paul never looked at himself being greater than the
responsibility of saving the Gentiles. Later, he faulters like any normal person would and
admitted his mistakes. 2 Corinthians 12:13 says, “For what is it wherein ye were inferior to other
churches, except it be that I myself was not burdensome to you? forgive me this wrong.” (King
James Version, 1769/2017). Here, Paul accepted his wrong, apologized, and conquered it by
placing the purpose of Christ ahead of his own imperfections. After he was able to see his wrong,
Paul was able to fully commit to rebuilding the Corinthian church. Paul is a perfect example of
why your leaders should be 100% in, because if they don’t everything around you could be
corrupt.
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RESILIENCY IN LEADERSHIP AND MANAGEMENT
References
Cantone, J. A., & Wiener, R. L. (2017). Religion at work: Evaluating hostile work environment
religious discrimination claims. Psychology, Public Policy, and Law, 23(3), 351–366.
https://doi.org/10.1037/law0000132
Fica, T. (2018). The Benefits Of Internal Recruiting. Talent Acquisition Excellence Essentials,
http://ezproxy.liberty.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fmagazines
%2Fbenefits-internal-recruiting%2Fdocview%2F2158004820%2Fse-2%3Faccountid
%3D12085
Isack, H. D., Mutingi, M., Kandjeke, H., Vashishth, A., & Chakraborty, A. (2018). Exploring the
adoption of Lean principles in medical laboratory industry. International Journal of Lean
Six Sigma, 9(1), 133–155. https://doi.org/10.1108/ijlss-02-2017-0017
King James Bible. (2017). King James Bible Online. https://www.kingjamesbibleonline.org/
(Original work published 1769)
Opie, T., & Roberts, L. (2017). Do black lives really matter in the workplace? Restorative justice
as a means to reclaim humanity. Equality, Diversity and Inclusion: An International
Journal, 36(8), 707-719. http://dx.doi.org.ezproxy.liberty.edu/10.1108/EDI-07-2017-0149
Satterlee, A. (2018). Organizational management and leadership: A Christian perspective (3rd
ed.). Raleigh, NC: Synergistics International. ISBN: 978193478169.
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