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Custom «Priesthood and Crisis Management in Workplace» Sample Essay

Custom «Priesthood and Crisis Management in Workplace» Sample Essay

Workplace ethics play critical roles in ensuring that employees and employers work hand-in-hand to produce quality services and products to the satisfaction of the customers. Realizing the need for such ethics and working towards the processes of implementing and continuous maintenance requires a form of covenant between the employer and the staff. Just like there is a covenant between God and people in the priesthood ministries and humanity declaring that God’s people are a holy nation and royal priesthood who offer God thanksgiving in the way they live. The same applies stating that staff can be ethics-abiding people through the way they work. The fundamental nature through which priesthood and its service delivery to the people of God works may be integrated effectively in the workplace environment to assist in the efficient running of daily tasks using biblical notions. Such a form of office integration does not require explicit reference to personal faith but rather through following the set guidelines that lead towards conscious living including love, respect, discipline, forgiveness, effective time management, and abiding by rules.

Liam G. Walsh explains the concept of forgiveness of sins while discussing the Sacraments of Initiation. He states that, “In theology, a “sin” is more than an ethical failure and deviation from moral norms. Primarily, it is a paradoxical reflection of the mercy of God” (Walsh 114). Those in the ministry of priesthood encourage people to forgive others since a sin is a part of everyday life, and even though sinning is wrong, individuals should understand others to forgive them. Noteworthy, the same concept would apply for managers while dealing with employees in the workplaces. Managers should realize that the actions of the people below them might not always conform to the set ethical guidelines. Therefore, the actions may be viewed as “sins” against the workplace. The managers must be merciful when awarding consequent punishments to the lawbreakers. Showing mercy should not be confused or translated as a form of weakness or ignorance for breaking the rules, but rather it should display a manager’s strong character in listening, comprehending, evaluating, and advocating for second chances.

In addition, managers who believe in quality workplace management should do so while incorporating love and respect within it, as supported by spirituality. Kevin Irwin in his article “Models of Eucharist” while analyzing liturgy argues that the “law of prayer” deals with how wells abide by “law of belif” and "law of living” that leads to true spirituality. Spirituality, he claims, “Has to do with how one views all of life from the perspective of Christian revelation and faith” (Irwin 297). He further argues that such a form of spirituality involves love and respect to one another and having the perseverance to accept other people as they are. Irwin's argument may be applicable in a workplace environment since managers learn to love their employees and appreciate their skills, advice, ideas, and input in their place of work. Such managers ought not to prejudice their staff based on races, ethnic background, religion, culture, and social status. However, they should be capable of appreciating the diversity that such differences bring to the workplace environment which is resourceful for growth and development.

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Furthermore, workplace management requires managers to be highly disciplined when delegating responsibilities, evaluating completed tasks, dealing with employees, and handling the customers. St. Cyril of Jerusalem’s Lectures on the Christian Sacraments offer a reflection that is a “spiritual preservative of the body and a safeguard of the soul” (St. Cyril 67). According to the latter, the managers should realize that the same manner in which spirituality guides those in the priesthood ministry and directs them towards the quality delivery of the work of God through discipline. Therefore, they should employ the same tactics while in their places of work. Over the years of management, the managers should train themselves to be restrained emotionally, physically, and psychologically in such a way that they will pass judgment with a conscious thinking. The basic notion that priests employ that advocate for them to learn the basic etiquettes and techniques when dealing with their followers and listeners demands them to understand that not all individuals are of the same characters. The variations in characters may arouse different thoughts and feelings within oneself. Therefore, through their training and devotion, the priests can handle each given case uniquely. Consequently, the managers could learn a lot from such an approach employed by the priests to ensure that when dealing with the various departments and individuals within the organization, they ought not to let their thoughts and perceptions cloud their judgments. Furthermore, the managers should not let the excitement and inflated feelings accept their work conduct.

The fundamental principles that guide priests in their ministries towards God’s believers call for effective time management, for the time on Earth is limited and, therefore, one must make the best use of it. Walsh indulges in the concept of time management arguing that God sending the Holy Spirit would be “a definitive full outpouring of the Spirit on the day of the Lord at the end times” (Walsh 132). The message to believers reinstates the thoughts that they ought not to wait until the last moments of the Earth to receive the Holy Spirit, but should rather do so when they have the opportunity. As the church advocates for proper time management and individuals to join it while they still had the time and opportunity, so would managers encourage their staff to do, especially when dealing with delegated tasks. Managers ought to teach their juniors how to plan properly and manage their time. Notably, the managers should reflect upon the approach used by priests and encourage their employees to perform their duties based on the set schedule. Furthermore, employees should learn to obey the work rules of arrival and leaving to avoid lateness, time wasting, and leaving early from work.

Ultimately, those in the ministry of priesthood encourage their followers to follow the laws stated in the Bible for a promising afterlife. They encourage their listeners to take note of the Ten Commandments and their demands, adding to the ways inspired by Jesus Christ. Noteworthy, managers might take the same approach when advising their staff. The managers should ensure that their employees realize the importance of the organization’s regulations, corporate social responsibilities (CSR), and ethical conducts. The managers should make it clear to all the employees that none of them is above the stated regulation, and just as the same way priests warn their followers of the consequences of not following the biblical teachings so will the employees face the same fate. Admirably, the managers should further inform their employees of the rewards that await those who perform exemplary and those who set a good example for other to follow.

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In conclusion, the workplace management and the delegation of duties conducted by priesthood go hand in hand. The same way God signs an agreement with His followers through the sacrament is the same way the employees and employers do using work contracts. Noteworthy, the managers may follow the steps taken by priests when spreading the gospel to believers and do the same for employees by encouraging love, respect, discipline, proper time management, and law abiding. They should further warn their employees of the repercussions they might fail if they breach the signed contract and the promising rewards for proper conduct and exemplary performance.

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