Write a 1,500-word paper that applies, reflects, and synthesizes the following questions:
1. What does Keller mean when he claims that work is intended for both “cultivation” and for “service?” Why are both purposes critical for us to consider as Christian business practitioners and academics? Especially relative to HR?
2. Hardy provides a quote from the Apocrypha (Ecclesiaticus or Sirach 38:34, NOT canonized as part of the protestant Bible) as introductory to his book, and the title of his book is pulled directly from this quote. How does this quote, along with Genesis 1:27-28 from the protestant Bible, provoke Christian worldview thinking regarding HR as a key focus for any business organization?
3. Analyze and assess 2 or 3 differences between a traditional/administrative view of HR and a contemporary/strategic view of HR. How does Christian worldview thinking apply here?
4. Delineate 3 or 4 key ways that Equal Employment Opportunity and Labor/Union Management statutes (Valentine chapters 3 and 15) inform HR practice. How does Christian worldview illumine both the inherent “righteousness” of, and the pragmatic “necessity” of, EEO and labor/Union Management statutes?
Finding God’s Purpose in Work: A Christian Worldview of HR Practices
In his work, Tim Keller argues that work is intended for both “cultivation” and “service.” Cultivation refers to the idea that work is a means for personal and professional growth. Through work, we develop our skills, talents, and character. We learn discipline, responsibility, and how to collaborate with others. Service, on the other hand, highlights the outward impact of our work. We use our skills and abilities to benefit others, contribute to society, and glorify God.
This dual purpose is critical for Christian business practitioners and academics, especially in HR. By fostering both cultivation and service, HR professionals create a work environment that is not just productive but also meaningful. They can:
The book title borrowed from Sirach 38:34, “From the beginning the Lord created them, and he assigned them their respective tasks,” along with Genesis 1:27-28, “So God created mankind in his own image, in the image of God he created them; male and female he created them. God blessed them and said to them, ‘Be fruitful and multiply and fill the earth and subdue it and have dominion over the fish of the sea and over the birds of the heavens and over every living thing that moves on the earth’,” provides a strong foundation for a Christian worldview on HR.
These verses highlight the dignity of work as a God-given mandate. Humans, created in God’s image, are called to be stewards, caretakers, and creators. HR practices that reflect this view:
Traditional HR practices often focus on administrative tasks like payroll, benefits, and record-keeping (administrative view). Contemporary/strategic HR takes a more proactive role, aligning HR practices with the organization’s overall strategy (strategic view).
Here are some key differences and how Christian principles can bridge them:
A Christian approach can find common ground by:
Equal Employment Opportunity (EEO) and Labor/Union Management statutes promote fairness and justice in the workplace. These laws:
These pragmatic necessities become expressions of Christian righteousness. By upholding these laws, HR professionals create a work environment that is fair, just, and respectful of all individuals.
Conclusion
Integrating a Christian worldview into HR practices fosters a workplace that is not just productive but also cultivates individuals, promotes service to others, and reflects God’s purpose for work. By focusing on employee development, valuing all forms of work, ensuring fair treatment, and connecting work to a larger purpose, HR professionals can create a more meaningful and fulfilling work