CHRISTIAN WORLDVIEW IN STRATEGIC HR AND EMPLOYMENT LAW 2
Christian Worldview in Strategic HR and Employment Law
Keller (Keller & Alsdorf, 2012. p. 19.) emphasizes work is more than self-fulfillment and
self-realization, that work is connected to Scripture. According to Keller, (2012. p. 19.) a job is
something you do for someone rather than for yourself, but if we are working beyond our
interest, then we are doing God’s calling to serve others. Christian ethics, inner spiritual
renewal, heart transformation, and faithful work aided Christians to cultivate and service others
in fulfilling their calling, in addition, the value of cultivation and service is gained by spiritual
growth through inner transformation integrating faith and work. Christian businesses and
academics are expected to live and work within Christian ethics regardless the kind of work or
place of work. Keller (Keller & Alsdorf, 2012. p. 19.) maintained that as we work for God’s
creation and his people, we work in balance with God’s purpose for us.
The title of Hardy’s book is taken from Ecclesiasticus 38:34; “But they tend to be the
fabric of this world, and their prayer is in the practice of their trade. (Hardy, 1990)” Hardy
(1990, p.179) notes “human beings have numerous dimensions, physical, psychological,
social, ethical, and political, we integrate these dimensions of human existence according to
the work we are providing.” We are graced with other callings from God that are substantial,
always caring for others in a loving and kind way. Hardy believed there was more to work,
and work was not mundane, but purposeful and God given than just working for a living, he
asks, “does it offer the occasion for accomplishment, satisfaction, and self-fulfillment?”
In Genesis 1:27-28 God created humankind in his image, in the image of God he created
them; male and female he created them” (King James Bible Online, 2019). God made man last,
after he made the animals, he made man higher than the animals. Man was made in God’s image,
before the fall man was inherently intelligent, loving, and a studious worker. After the fall,
CHRISTIAN WORLDVIEW IN STRATEGIC HR AND EMPLOYMENT LAW 3
though man remained intelligent at times he made many choices out of his emotions, which were
anger, hate, revenge, and many other destructive emotions. Whatever a person’s belief is, his/her
emotions will eventually be shown to others.
Human Resource plays an important role in the success of the organization, it provides
daily connection with employees pay, work attendance, absenteeism, work lateness, health
benefits, vacation, sick leave, and other services. An organization that provides HR practices
may have challenges that might present circumstances, if the benefits and emphasis is geared to
its employees the organization can reach its potential and its goals, such as providing skill
training, motivation, and opportunities (Valentine et al., 2020. p. 8).
Traditional/Administrative View of HR
The traditional/administrative view allows the HR professional to mainly focus on the
employees, while the strategic view focuses on future planning of the organization. In order to
implement new strategies to an organization, traditional administrative, compliance, and service
roles must change for the success of the new vision for the organization. During the 1960s and
1970s businesses failed as they tried to implement a new strategy role because the focus was not
on interpersonal relationship with the employees but on strategic business dealings (ProQuest|
Better Research, Better Learning, Better Insights., 2024).
“Human Resource in organizations have changed over time, competition, globalization,
change in the market, and the advancement of technology has caused organizations to change its
HR’s functions” (ProQuest|Better Research, Better Learning, Better Insights., 2024). Cost
effectiveness has become the main focus of national and international organizations, as “the need
to attend more closely to the shareholder value” (ProQuest|Better Research, Better Learning,
Better Insights., 2024) This cost reduction has put pressure on the changes human resource must
CHRISTIAN WORLDVIEW IN STRATEGIC HR AND EMPLOYMENT LAW 4
make. “Cost reduction does not enhance the organization's performance,” such as the situation
with Ray Gilmartin, CEO of Becton Dickson, a medical technology organization (ProQuest|
Better Research, Better Learning, Better Insights., 2024).
HR was required to facilitate in the strategic change because as the organization
introduced a Transnational Organization it did not have the correct culture managerial skills to
implement the structure (ProQuest | Better Research, Better Learning, Better Insights., 2024).
However, HR could not implement the structure assigned by Gilmartin because it “lacked
capabilities and credibility needed to implement the organizational change” (ProQuest|Better
Research, Better Learning, Better Insights., 2024). The company had made many changes prior
to this new strategy, and also given an Award for Professional Excellence from the American
Society for Personnel Administration although the organization had received this award,
Gilmartin gave the responsibility to his vice president of strategy, implement the new structure
with HR.
Equal Employment Opportunity/Labor Union Management
Equal Employment Opportunity (EEO) was developed as a result of civil rights activists
who protested the unfair treatment to minorities in the 1950s to protect employees from various
forms of discrimination and provide fair work environment for all employees (Valentine et al.,
2020. p. 72). Training is absolutely necessary, Valentine (et al., 2020) specifies that “through
proper training, employees can also be taught to appreciate a diverse workplace that values
unique individual characteristics.” Individual personal characteristics are considered, EEO laws
provide for the hiring person to focus on the individuals experience rather on their race, age,
disability, and other factors that was once was a part of the hiring decision.
CHRISTIAN WORLDVIEW IN STRATEGIC HR AND EMPLOYMENT LAW 5
Government agencies are responsible for enforcing EEO and Labor laws, guidelines, and rules to
help organizations better understand how the enforcement shall be implemented, and also if not
implemented how the company will be affected and may pay fines (Valentine et al., 2020). The
Department of Labor (DOL) is one of two main enforcement branches of EEO. All businesses,
whether private or public, are required to abide by these laws. Courts interpret the employment
laws and provide guidance about how companies should comply with EEO regulations, in this
way case laws are used to facilitate understanding of organizations how laws are applied and
what they must do to comply” (Valentine et al., 2020).
Many organizations are using technology to replace its workers, such as “Amazon laid
off hundreds of workers to cut its costs by eliminating jobs in sales, marketing, global services,
and physical technology stores” (Factiva, 2024.) The company is currently interested in newer
systems that can perform updated cashierless services. It appears that the future of HR will be
very challenging with these advanced technologies.
The goal of any business is usually profit, but when combined with a Christian
worldview the business can grow to great heights. A Christian worldview will provide HR
departments to encourage these characteristics to their employees. Servant leadership within an
organization will provide a positive culture environment where all employees can achieve
personal growth which in turn will benefit both the employee’s and the organization’s goals.
Christian worldview maintains one belief that holiness and grace will perfect the wrongs
of the world, EEO, DOL, and Unions have done this by providing equal fairness to all people
regardless of their background and demographics. Organizations that maintain this view will
profit not only financially but also spiritually. Showing love, holiness, grace, belief,
understanding to others is to show God’s love for all mankind. “For God so lovedLthe world that
CHRISTIAN WORLDVIEW IN STRATEGIC HR AND EMPLOYMENT LAW 6
he gaveLhis one and only Son,Lthat whoever believesLin him shall not perish but have everlasting
life” (John 3:15-17 KJV Bible Gateway)
develop the skills of the workers for the betterment of the business.
Delineate 3 or 4 key ways that Equal Employment Opportunity and Labor/Union
Management statutes (Valentine chapters 3 and 15) inform HR practice. How does the
Christian worldview illumine both the inherent "righteousness" of and the pragmatic
"necessity" of, EEO and labor/Union Management statutes?
The human resource practice is highly informed by Equal Employment Opportunity and
Labor/Union Management statutes. The United States of America government created the Equal
Employment Opportunity Commission to ensure American citizens have access to equal job
opportunities. The main objective of the commission is to provide solutions to challenges of
discrimination and unfair employment practices at workplaces in America. Business
organizations and employees greatly benefit from equal job opportunities (Livingston, 2020).
Human resources practices should aim at ensuring equal employment opportunities for all
people. Organizations should aim to ensure all people stand a chance of being employed. Human
resource departments find the leverage to benefit from appealing to qualified and dedicated
prospective workers if they create equal employment opportunities. Qualified and experienced
employees prefer to work in environments where their rights are being protected.
Labor/Union Management statutes direct organizations on the best ways to reduce the
threats of lawsuits brought against them for cases of discrimination. The statutes are essential in
ensuring businesses maintain diversity. People from all races and age groups are included in the
business community. As a result, the level of creativity experienced in the organization is
adorable. Bringing together people from different backgrounds almost certainly guarantees new
developments. The Christian worldview delineates both the inherent "righteousness" of and the
atutes. Christians encourage creativity, inclusivity, and responsibility in business organizations.
Workers are encouraged to be innovative and come up with better ways of conducting business.
All employees should be responsible for the progress of the organization and be held accountable
for their actions. Christian business leaders have to ensure that people from different
backgrounds are brought together to work as one big family (Hardy, 2012). God in his wisdom
created man and woman to coexist in the world. The woman was created to act as a support
system for the man. Likewise, individuals in business should support each other. Support from
colleagues and leaders will make workers perform effectively.
Diversity in workplaces should be greatly embraced. When people from different ethnic
and racial backgrounds are included in the running of an organization, the organization becomes
fit to compete fairly in the market. Such a company is most likely to perform better than any
other company that does not embrace diversity. Even if the companies offer similar goods and
services, diversified companies perform better. Diversification brings onboard people with a
different set of skills and expertise in the business (Livingston, 2020). The individuals will bring
together all the knowledge and skills they have to push the company forward. Having been
brought up in different cultural backgrounds, the workers have different levels of experience and
knowledge about life. The different ideologies are what is required for the proper running of a
business. It is also the responsibility of Christian leaders to train the employees on how to
cultivate their skills and knowledge for exemplary performance. The recruitment process in
CHRISTIAN WORLDVIEW IN STRATEGIC HR AND EMPLOYMENT LAW 7
organizations should be conducted in such a way that all individuals are accorded similar
employment opportunities. United States laws have prohibited discrimination at work.
Regulations guiding the recruitment process have also been formulated.
References
Factiva. (2024.). Global.factiva.com. Retrieved April 8, 2024, from
https://snapshot.factiva.com/Pages/Index
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design
of human work. W.B. Eerdmans.
John 3:15-17 KJV - - Bible Gateway. (2024.). Retrieved April 7, 2024, from
www.biblegateway.com. https://www.biblegateway.com/passage/?search=John%203:15-
17&version=KJV
Keller, T., & Alsdorf, K. (2012). Every good endeavor: Connecting your work to God’s work.
Penguin Books.
King James Bible Online. (2024). OFFICIAL KING JAMES BIBLE ONLINE: AUTHORIZED
KING JAMES VERSION (KJV). https://www.kingjamesbibleonline.org
ProQuest | Better research, better learning, better insights. (2024). Openathens.net.
https://go.openathens.net/redirector/liberty.edu?url=https://www.proquest.com/scholarly-
journals/transformation-human-resource-function-resolving/docview/224341714/se-2
Valentine, S., Mathis, R. L., Jackson, J. H., & Meglich, P. A. (2020). Human Resource
Management (16th ed.). Cengage Learning.
