You made a fine point when you reference that psychology helps in understanding
how to maximize output through observing habits and behavioral patterns.
Furthermore, I agree that empirical findings through observation and feedback
help employers administer appropriate measures to increase performance and
maximize outcomes. I also agree that the Bible, through the stories of creation
and fall, helps define motivation and that scriptures help to identify why people
put effort into work (Wolters, 2005). The Bible advocates for healthy working;
living a lazy life is a sin, leading to anxiety and suffering; therefore, it is essential
for the mind and the body to work hard while serving others and God (King James
Bible, 2018, Proverbs 14:23). I concur that Christians’ commitment and motivation
at their workplace is a way of serving God and others.
The discussion clearly explains motivation at the workplace from a Biblical point
of view as he focuses on how a person’s religion influences their effort, the
reason for working, and how they relate with others. It explicitly explains how
psychology helps to build powerful relationships in the workplace. Furthermore,
the discussion emphasizes the importance of scientific means of collecting
empirical data in psychology research. However, it would have been good to
consider that there are people at the workplace who are not religious and will not
be motivated by the scriptures in your post. In your discussion, it would have also
been nice to recognize the possibility of other reasons for motivation other than
the spiritual.
Notwithstanding, motivation intertwines with the research study of employer and
employee relationship areas because workplace motivation, job satisfaction, and
performance directly impact the connection between employers and employees
and problem-solving, which affects workplace stability. Positive employee
engagement through job satisfaction and motivation leads to improved
performance (Basalamah & As’ad, 2021). Employment commitment relies on
satisfaction, employee well-being, and psychological capital. Workplace
psychological securities motivate employees because they can trust the future of
the organization and the leadership increasing their resilience and optimism.
References
Basalamah, M. S. A., & As’ad, A. (2021). The Role of Work Motivation and Work
Environment in Improving Job Satisfaction. Golden Ratio of Human Resource
Management, 1(2), 94-103.
King James Bible (2018). Oxford University Press (Original work published 1769).
Wolters, A. M. (2005). Creation Regained: Biblical Basics for a Reformational
Worldview (Second). William B. Eerdmans Pub. ISBN: 9780802829696.
