Discussion Board Thread
Re: Loyalty
Definition:
“Organizational Management and Leadership, A Christian Perspective” defines loyalty as “the willingness to remain faithful to the interests of others and a concern for followers.”
Satterlee, A. (2013). Introduction to organizational management and leadership. In
Organizational management, a Christian perspective (2nd ed., p. 25). Raleigh, NC: Si-Corp.
Summary
Juan M. Elegido is a professor of Business Ethics and Vice-Chancellor of Pan-Atlantic University and has authored four books. His article “Does it Make Sense to be a Loyal Employee?” explores the benefits and drawbacks of being loyal to a company, as well as what being a loyal employee looks like. Elegido describes loyalty as a deliberate
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Loyal employees improve the effectiveness of the organization and benefit themselves in the process as the organization improves. Loyalty also contributes by giving an organization a sense of community, which in turn fosters more loyalty. Arguments against loyalty include that it puts the employee in a vulnerable position, especially considering the frequency of corporate downsizing and restructuring. Additionally, employees must realize that businesses are not human entities and exist for the sole reason to make a profit. Employees must continue to think critically, even as they are loyal to an organization. Employers do deserve commitment, but not a total, blind commitment. …show more content…
The biblical ideas relating to a servant/master relationship also relate the employer/employee relationship that are experienced in our modern culture. The Bible reminds us that we should respect our masters/employers, since we are representatives of God to them (1 Tim 6:1 ASV). Paul also exhorts Christians to obey their employer and to try to please them as they would Christ (Eph 6:4-6). However, a very interesting parable is told in Luke 16. Jesus told the story of a dishonest steward. His actions were found out by his employer. The steward quickly realized that he was short on options, so he contacted the employer’s debtors and significantly reduced their debts to create a personal safety net. Rather than being upset, the master commended the steward on his resourcefulness and wisdom. The parable concludes that “the sons of this world are for their own generation wiser than the sons of light” (Luke 16:8 ASV). Jesus addressed this parable to the Pharisees, basically telling them that since they were corrupt that they should create a safety net for themselves because they, being unfaithful, would not be welcomed into the kingdom of God. Jesus concluded by saying that a man can not serve two masters, and that it is not possible to serve God and riches. This parable is significant to the discussion of loyalty. Living in the “real world” Christian employees are faced daily with
Servant leadership is a philosophy and set of practices that augments the lives of individuals, builds better organizations, and creates a more just and caring world, they put the team first, and themselves second (MindTools, 2015). Servant leaders are able to demonstrate their traits through interaction with followers and other leaders within the organization. The characteristics of servant leaders include their commitment to the growth of people, stewardship, and building community, and provide leaders with the opportunity to experience change and to invite followers to change (Savage-Austin & Honeycutt 2011). Servant leadership encourages leaders and followers to ‘raise one another to higher levels of motivation and morality’, and set their leadership focus: follower’s first, organizations second, their own needs last (Sendjaya, Sarros, & Santora, 2008). The servant leader focuses on the needs of others to include team members. They acknowledge people’s perspectives, and give them the support needed to meet their goals. Servant leaders involve members when decisions are appropriate helping build a stronger commitment within the team. Strong qualities of servant leadership are trust, appreciation for others, and empowerment. Honesty and integrity form the moral foundation of effective leadership through the four values of truth telling, promise
Toward the end of his book, Hunter shares a phrase with a similar intent of the four domains of Blanchard and Hodges. He writes: “Thoughts become actions, actions become habits, habits become our character, and our character becomes our destiny.” (Hunter, 1998, p. 167). With this quote in mind, Hunter affirms Blanchard and Hodges’s perspective of servant leadership. Both authors concur that by centering one’s life on the love of Jesus Christ, servant leadership will come naturally. When a leader puts their own selfish needs aside and places their trust in God, they will be empowered to spread Christ’s light to all those they meet. Leading in this way mirrors the way Jesus led because it calls for service as a way of
For example, the client is above all else, to serve your client, and to fulfill the client with excellent management. The attention on purchaser needs and wants is likewise upheld by both spiritually and physically in light of the fact that God endowments us with abilities to do so. He additionally expects for us to utilize the majority of our abilities in the interest of others, not singularly for our own self. We are also advised to consider others superior to anything than ourselves. This emphasis on serving others, found in Christ Himself, is reflected in the incessant utilization of the word “giving” and is a general guideline of Scripture. As Christians, our life concentrated on giving is additionally to be reflected in our chosen occupation in which we try to provide for others through our work. For example, employers should sensibly compensate employees for their work, but our essential focus should not be on what we get.
Among the other things that Jesus did during His time on earth, He made disciples. His command to His disciples to “Go and make disciples of all nations” (Matthew 28:19) was an extension of His disciple-making
...a single employer typically got 8% increases in compensation a year compared with about 5% for people with a history of job hopping” (Wang) showing how by staying loyal to one job allows for a better income than those who keep changing jobs. Therefore, people who are more loyal to their company tend to make a better salary increase than those who constantly change jobs. Also, people who stay with one company and are loyal to that company tend to be more productive and creative for the company. Furthermore, staying loyal to one company who that person likes and enjoys tend to be more loyal and are happier in their life overall. Many people who are more loyal to their loved ones, jobs, and friends tend to be more trustworthy and happy.
Loyalty was used by the owners and bosses to remind the workers that they had a responsibility to the company that employed them and leaving said company would be an act of disloyalty. After all, the boss man gave you a job and now you want to leave the boss man putting him in a spot that a boss dreads: looking to hire a replacement. Let me say that loyalty is bullshit. There is no such thing because the employer holds all the power. If they want to replace you from said job they can do it in a heartbeat. Your ass is out the door and on the way to collecting an unemployment check. Loyalty is a mindfuck technique used to make you appreciate that the boss man or woman gave the job to you when he or she could have given it to someone else. You knowing this will demonstrate a degree of loyalty to the company because you don’t want to fall out of favor to the boss man or
Ibrahim Bakir - 13814012 Ronald Duska argues that the claim of employee loyalty towards their respective employers is inappropriate. I will support his argument in this paper. Even though, I might see things from a different take than Duska did, which I will show, I agree with the concept that employee loyalty should not and could not be prioritized over loyalty to the society. Firstly, I will state Duska’s argument along with how I see it can be supported. Then I will consider a couple of possible responses to Duska’s argument and mine, but will show they fail.
...lled me to submit to that supervisor. Jesus empowered his disciples to perform tasks and go out and fulfill their calling.
A company’s or any type of business’ main priority is to make profit, therefore it is very difficult for the business to reciprocate such kind of dedication to its employees. Hence, any kind of relationship whether in sub-ordinate or managerial level is profit-oriented. It is crystal clear that a business would prioritize profit over its employees. It would therefore make little or no sense at all to give loyalty to a business that would function perfectly well without offering your loyalty at all. The company can only be loyal to its employees only when being loyal to them increases the profit of the company.
Duboff, R. (1999). Loyal Employees Are a Key Link to a Firm's Value. Journal of Management in Engineering, 9.
Chung, Y. (2011). Why servant leadership? Its uniqueness and principles in the life of Jesus. Journal Of Asia Adventist Seminary, 14(2), 159-170.
In cultures that value loyalty to the employer, a kind of family relationship seems to develop between employer and employee. It is a reciprocal arrangement, which the employer is concerned with assisting the employee to develop to his or her full potential and the employee is concerned about optimizing the welfare of the company. The negative aspect to absolute loyalty to one company is that an employee may stay in one job that he or she has outgrow and may miss out on opportunities to develop in new directions. From the employer’s point of view, the employee may be burdened with employees whose skills no longer match the needs of the company.
Loyalty is defined as a strong feeling of support or allegiance. I agree fully with this definition. Being loyal is one of the most important of th...
In 1997, Development Dimension International (DDI) carried out interviews, literature reviews and surveys to study the effective service environment. They found that there is a good strong relationship between employee performance and loyalty and its effects on increasing company productivity and profitability.
Reichheld (1996) descripts loyalty to a value-creation theory and he does not agree loyalty as the pure profit-theory, which brings together the company’s resources go to one unique goal: profit-creation. Reichheld’s loyalty is always focus customers. The basic aim of a company is the creation of value for the customer. Therefore, the business profit become is a consequence of value creation.