Discussion 1: Christian Worldview and HR Responsibilities

Topic 8 DQ 1

Assessment Description

Describe how the Christian worldview impacts the job role and duties of an HR representative. What legal and ethical responsibilities does a Christian employee have in ensuring all employee views and beliefs are being considered? Provide an example that highlights influencing factors that shape ethical behaviors and fair treatment of employees in the workplace.

ORDER A CUSTOMIZED, PLAGIARISM-FREE PAPER HERE

Good News For Our New customers. We can write this assignment for you and pay after Delivery. Our Top -rated medical writers will comprehensively review instructions , synthesis external evidence sources(Scholarly) and customize a quality assignment for you. We will also attach a copy of plagiarism report alongside and AI report. Feel free to chat Us

Topic 8 DQ 1: Christian Worldview and HR Responsibilities

The principles of justice, compassion, and honesty have shaped human resources professionals. According to Lemoine et al. (2019), these principles lead human resources professionals to strive to make workplaces friendly and safe for all employees. In a Christian view of human resources, such systems might focus on ethical recruitment or empathetic means for conflict resolution.

Christian workers also have an ethical and legal duty to ensure that the value of diversity of thought and religion is upheld. These policies should include anti-discrimination and pro-inclusive practices. For instance, human resource practitioners may provide classes related to diversity and inclusion that train workers to be sensitive to their peers regarding cultural or religious backgrounds (Miner & Bickerton, 2020). Such efforts would add to a harmonious and productive work environment, something quite befitting of Christian ideals.

Organizational culture, individual beliefs, and legislative requirements all shape HR ethics. Accommodation of holiday scheduling, for instance, is one compromise that a Christian HR representative would negotiate for the employees who would abide by the dogma of a religion (Miner & Bickerton, 2020). This would be representative of the principle of distributive justice and adherence to rules that regulate employment, such as Title VII of the Civil Rights Act.

Human resource practices imbued with the Christian perspective can be much more non-discriminatory, all-inclusive, and ethical. Considering the diversity in thought and fairness in the workplace, HR managers could help create contexts that congregate towards religious ideals and lawful requirements. In due course, such an outlook leads to a work culture that stances compassion and integrity.

References

Lemoine, G. J., Hartnell, C. A., & Leroy, H. (2019). Taking stock of moral approaches to leadership: An integrative review of ethical, authentic, and servant leadership. Academy of Management Annals, 13(1), 148–187. https://doi.org/10.5465/annals.2016.0121

Miner, M., & Bickerton, G. (2020). A new model of Christian leadership: Insights from the job demands-resources model and trinitarian theology. Journal of Psychology and Theology, 48(4), 009164712090801. https://doi.org/10.1177/0091647120908010