Introduction
Accepting work as a process that is directly related to social life and reflects current cultural values and trends is a way to study specific periods in the development of human civilization. In his work, Hardy (1990) examines the theological evolution of Christian thought in God’s world and contrasts the periods in which the transformations took place. Continuous changes in the interpretation of the understanding of biblical canons about work are a consequence of social development, and characteristic approaches to the organization of the work process confirm the connection of religious thought with work.
Interpretation of Hardy’s Thinking
The idea that fallen structures deserve to be reformed during certain stages in the development of society is relevant to today’s employment environment. According to Hardy (1990), the modifications required for work optimization were directly related to the understanding of the environment and human interaction. Christian ideas, formed over the centuries, acquired more flexible forms and acted as auxiliary rather than basic dogmas, thereby supplementing the public perception of work. For instance, as Keller and Alsdorf (2012) state, medieval educational institutions began to introduce more liberal arts into the curriculum, thereby responding to people’s interest in these sciences and encouraging the emergence of new professions. Therefore, the evolution of Christian thought about work can be regarded as a logical and consistent transition to more flexible and socially convenient life formats.
HR-Practice Implications
The flexible introduction of Christian thought into the workflow allows for addressing such essential aspects of HR practice as engagement and globalization. Valentine et al. (2020) argue that employee engagement is effective when subordinates feel attached to the workplace. Organizational culture, including current religious principles promoted in companies, encourages this attachment, which, according to Han et al. (2020), positively influences retention and engagement. Therefore, the competent introduction of Christian values into the work process strengthens involvement.
From the standpoint of globalization, the implications for HR practice in the Christian context of the evolution of religious thought relate, first of all, to a problem-free transition to updated work systems. Valentine et al. (2020) mention the transformation of payment systems, the expansion of teams, and other consequences that globalization brings. By incorporating Christian ideas into these procedures, organizational leaders can achieve more flexible and cohesive teamwork that results in less time to complete tasks and greater collective cohesion.
Finally, as an implication of HR practice, one can call productivity realized through the knowledge of Christian truths. Folarin (2021) considers biblical covenants and assesses workplace learning about spirituality as one of the actionable principles for improving performance. According to the researcher, Christian thought teaches employees to constantly enhance their current skills, share knowledge with others, and learn to love their neighbor (Folarin, 2021). Following all these precepts, a person successfully overcomes any difficulties and learns to cope with the tasks set effectively, thereby demonstrating productivity.
Conclusion
The Christian worldview, which has changed over the years under the influence of social transformations, remains a part of many companies’ activities, thereby confirming the inextricable link between spiritual values and the work process. Engagement, globalization, and other business processes are often coupled with biblical covenants and succeed when smart approaches to combining entrepreneurial and religious principles are promoted. Productivity as a significant factor in the work process can be increased by following Christian teachings and the rule of love for one’s neighbor.
References
Folarin, K. (2021). The future of human resources – Trends, reflections, and strategies. European Journal of Human Resource, 5(1), 1-19. Web.
Han, S. H., Sung, M., & Suh, B. (2020). Linking meaningfulness to work outcomes through job characteristics and work engagement. Human Resource Development International, 24(1), 3-22. Web.
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. William B. Eerdmans.
Keller, T. & Alsdorf, K. (2012). Every good endeavor: Connecting your work to God’s work. Penguin Random House.
Valentine, S. R., Meglich, P., Mathis, R. L., & Jackson, J. H. (2020). Human resource management (16th ed.). Cengage Learning.