WEEK TWO: DISCUSSION RESPONSE 2
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Week Two: Discussion Response 2
Nicholas Steven Cox
School of Business, Liberty University
BUSI 750: Managing Human Resources
Dr. Mark David
August 28, 2025
Introduction
I appreciate your in-depth and perceptive discussion thread. My attention was
particularly drawn to your emphasis on stewardship and the Christian worldview as guiding
principles, which provide a strong foundation for rethinking human resources as more than
transactional processes. I will support your observations in this response, go into more detail
about stewardship-driven retention, and discuss how globalization presents HR directors with
both possibilities and problems.
WEEK TWO: DISCUSSION RESPONSE 2
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Hardy’s Framework
You brought up a good point during your discussion, particularly how Hardy (1990)
teaches us that vocation is not just for special moments or specific individuals, but something
found in our everyday work we all do. Another great point you discussed was how ordinary
tasks can take on spiritual meaning when we see them as part of God's mission for our lives; this
was well said. These statements you noted line up with Hardy's belief that work reflects God's
design for humanity by bringing together responsibility and service.
Workplace: Stewardship and Retention
Your assessment of stewardship-based retention methods aligns with the present
research direction in HR management. Research by Nisa and Utama (2025) supports this by
showing that when workplace spirituality and well-being are prioritized, employees are more
likely to remain committed even in high-turnover industries. Your assessment, combined with
current research, affirms that retention strategies grounded in stewardship reflect Christlike
leadership in practice.
Globalization: A Field for Service
Your example provided about globalization as a field for service and learning was spot
on. As you noted, to serve and to enrich diverse communities is a way that globalization is
becoming a field for service rather than just compliance. This is particularly relevant because
globalization challenges organizations to balance consistency with cultural adaptation. Valentine
et al. (2025) note that HR leaders must adapt staffing and engagement practices to fit diverse
cultural contexts. This pattern reinforces Hardy's (1990) theology by reminding us that vocation,
while universal in divine design, is always expressed within community and culture.
WEEK TWO: DISCUSSION RESPONSE 2
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Conclusion
Overall, your discussion does an excellent job of integrating theology, HR practice, and
globalization. Building on your insights, I believe HR leaders must intentionally frame work as a
vocation to create environments where employees thrive personally, professionally, and
spiritually. Human resource leaders in a variety of cultural contexts can successfully foster a
feeling of purpose and belonging by including stewardship in retention strategies and seeing
globalization as a platform for service.
References
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of
human work. W.B. Eerdmans.
Nisa, K. I., & Utama, A. (2025). Understanding employee retention in high-turnover industries:
The role of wellbeing, work engagement, and workplace spirituality. Journal of Business
and Management Studies, 7(3), 364–376. https://doi.org/10.32996/jbms.2025.7.3.20
Valentine, S. R., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2025). Human resource
management (17th ed.). Cengage.
