must be at least 250 original words each. In addition to the Bible, each reply must be supported by in-text citations and a references list that includes the textbook and at least one additional scholarly reference published within the past five years
reply_to_last.pdf
busi_644_book.pdf
Unformatted Attachment Preview
Reply to group below
Abstract
Biblical worldview approaches in the context of Human Resource Development (HRD)
provides HRD managers an effective avenue for managing and leading their teams. Often,
training is thought of as a form of education relating to one specific skill; however, there are
many different aspects that it consists of. Using primary course topics from the course textbook,
Werner (2017), this paper will seek to identify the Bibles relationship to (1) Diversity as it relates
to HRD and training, (2) Employee Socialization, (3) Coaching, (4) Counseling in the
Workplace, (5) Management Development, and (6) Organizational Development and Change.
Together these six topics focus on Biblical perspectives and cited sources to support the position
of the authors and encourage the readers consideration towards Biblical worldview as they
develop their human resource department and employees.
Introduction
Human Resource Development (HRD) provides organizations an effective approach to
managing, preparing, and developing employees and teams that align with the mission of an
organization. While Werner (2017) provides direction and guidance towards developing,
designing, and managing an effective HRD program, this paper will target 6 identified principles
from the textbook and relate Biblical understanding and Biblical worldview approaches to each
of the topics. Biblical relationships will be identified in the following topics: (1) Diversity as it
relates to HRD and training, (2) Employee Socialization, (3) Coaching, (4) Counseling in the
Workplace, (5) Management Development, and (6) Organizational Development and Change.
Diversity as it Relates to HRD and Training
Nowadays, organizations and educational institutions make a point to prepare and give
interventions in the area of diversity and inclusion; however, many items or elements need to be
considered. The elements that need to be carefully considered are called dimensions of diversity;
these dimensions cover race, sex, age, ethnicity, sexual orientation, disabilities, among others.
The focus on some of the training available is mainly on identifying and becoming aware of
biases at a personal level; according to Collins (2017) the competencies addressed during
training of HRD undergraduate students are: understanding privilege as it relates to one’s place
in society, learning about oppression, and appropriate communication skills (tone and demeanor)
this type of intervention allow for learning and challenging the students to explore their own
biases. However, the author acknowledges that corporate training is more explicit and robust
because it is made around story sharing (cases); when a story is shared, it exposes participants to
new experiences that allow reflection; this is aimed to stimulate introspection.
According to Hutchins and Kovach (2019) even though HRD provides expertise regarding
implementing intervention and change, it struggles with having more female leaders in their
academic setting, although the author recognized that there is a systematic effort, especially in
the United States to bring barriers down and allow the increase of diverse higher education,
science, and engineering workforce. As we can see, diversity and inclusion are essential because
bringing together different perspectives, ways of doing and thinking allows us to advance
innovation. Looking with the lenses of Christianity, the Lord teaches acceptance and love for all,
and this is continuously demonstrated throughout the scripture. Been exposed to different
situations and people from different walks of life allows us to reflect and develop compassion
and empathy. Furthermore, the Lord speaks in the scripture about the future in which many
diverse individuals are worshipping God as we can see in Revelation 7:9 (EVS) “After this I
looked, and behold, a great multitude that no one could number, from every nation, from all
tribes and peoples and languages, standing before the throne and before the Lamb, clothed in
white robes, with palm branches in their hands.”
Employee Socialization
Organizational socialization can be viewed as a learning process in which newcomers
must learn a wide variety of information and behaviors to be accepted as an organizational
insider (Werner, 2017, p. 284). The important component of orientation programs can often
expedite employee socialization. Orientation is an informal or formal program that helps
introduce employees to their new position and company. The orientation program allows the new
employee to get adjusted to the new environment while feeling welcomed quickly. Employee
socialization is an integral part of the job. An employee should feel comfortable enough with
coworkers and supervisors to have an open line of communication. Let your speech be always
with grace, seasoned with salt, that ye may know how ye ought to answer every man (Colossians
4:6, King James Version). There are many benefits to employee socialization early on, such as
performance and satisfaction (Klein, Polin & Leigh Sutton, 2015, p. 263). An open line of
communication is crucial for employee growth within a company. The option of growth within a
company leads to better job retention and lower turnover rates. When entering a new job, an
employee should be introduced to the chain of command and all coworkers, especially
coworkers, the position will frequently encounter. A part of employee socialization is also
knowing the way around the company, which could be as simple as different departments or
different buildings. During orientation, some companies host a small gathering, which brings
together some of the new employees. Socializing the new employees together helps form a
support system while they are adjusting to the new position and company.
Coaching
Coaching is one of the most important forms of training. It brings a positive
perspective and focuses on building relationships in order to provide support and insight to
others. A great example of a manager coaching is one that interjects not only when the employee
is doing something wrong, but also to provide praise when one makes a good decision or shows
good effort (Werner, 2017). Performance is greatly affected by the ability of the manger to be a
good coach. The positive feedback encourages the employee to do well and strive as this would
be considered a good working environment; whereas, performance would negatively be affected
in a situation where the employee was only spoken to when something went wrong, or they were
not doing well with something. 1 Corinthians 11:1 says, “Follow my example, as I follow the
example of Christ” (1 Corinthians 11:1, New International Version). As stewards of Christ,
Christians know that they must act in the image of God. Coaching is sometimes associated with
leading by example and in doing so through His image enables one to work at the best of their
ability not only with himself in mind, but for others. Leading by example, is a huge motivator.
When employees see the manager willing to do exactly what they are relaying to their team, the
other employees are more willing to contribute positive energy to the team; therefore, increasing
performance ability leading to more long-term customers and positive experiences for all.
Counseling in the Workplace
Counseling can be beneficial for multiple aspects of the workplace. It can be there is
address negative behaviors that employees may engage in, but it can also serve as a form of
release or someone for the employees to talk with. According to a study by McLeod (2010), the
purpose of the counseling is to provide an intervention to the employee that is suffering from
psychological problems from work or problems that are impacting their work functions. Their
study revealed that counseling in the workplace is useful in the reduction of depression, anxiety,
and stress in the majority of their employees (McLeod, 2010). However, the employee must
understand that the counseling session is not mandatory and serves as a one on one informal
discussion with management or with a licensed profession (Werner, 2017).
Stress is a major concern that can cause issues in the workplace. The purpose of
counseling is imperative to aid in stress management. Stress can often cause one not to fulfill the
duties of their job because they are distracted by the things that are stressing them, whether it be
in their personal or professional life. It can be considered that one does not work solely to
provide for their family, but for the sense of fulfillment. According to Colossians 3:23, it states,
“for the Lord and not for men” (Colossians 3:23, English Standard Version). In this sense, we are
working to serve the Lord and not for man.
One goal that counseling can provide is seeking to determine the root of the stress.
Some counselors will utilize proven strategies that are rooted in the Christian faith, which aid in
the overcoming of an issue. Although many counseling programs within the workplace focus on
stress management, it can also be utilized as a workplace health promotion. The workplace
health promotion often focuses on an array of issues from stress, addiction, healthy lifestyles, or
reduction of work absence rate. The study conducted by Cheng, Huang, Chang, Chang, and
Chuang (2016), noted that employees could engage in the counseling program, but it did not
solely focus on the one on one conversations (Cheng et al., 2016). Using this information,
researchers focused on the inclusion of health education, diet education, smoking cessation
classes, and physical fitness classes to provide an effective set of options to the counseling
program (Cheng et al., 2016). The study was compelling, and it also revealed that the availability
of resources created a stronger relationship between the employee and the employer. The
stronger relationship was significant because the employees felt that management cared about
their wellbeing, thus providing the opportunity for these programs. When employees are happier
and less stressed, they will strive to fulfill their job duties.
Management Development
Management development focuses on the improvement of the managers and
supervisors with hopes that the resulting development will increase the manager’s effectiveness
(Werner, 2017, p. 486). A general belief is that individuals are naturally gifted at leading through
innate ability; however, our textbook identifies knowledge, skills, abilities, and other
characteristics (KSAOs) are best learned or improved through management development
activities, thereby producing effective managers (Werner, 2017, p. 486). Thus, the goals of
organizations should be to provide intentional opportunities for managers or supervisors to gain
knowledge, expand their experience and insight, and alter their less desirable behaviors or
weaknesses, thereby more positively and directly improving the organization (Werner, 2017, p.
486).
Even Paul in the New Testament reminded his readers and intended audience that they
should “Be imitators of me, as I am of Christ” (1 Corinthians 11:1, English Standard Version).
Here, Paul was seeking to remind those that he was developing that his purpose and direction in
life were to imitate Christ and for the readers or audience to achieve that goal as well, they could
imitate his actions and behavior towards a pursuit of holiness. Paul also explains to the
Philippians that he is not trying to imply that he has attained complete righteousness or
perfection, but rather through Jesus Christ, he has been made righteous and has a chance at
perfection (Philippians 3:12, English Standard Version).
Using management development and understanding that a successful plan and
approach to train and improve managers is a fundamental step for every organization.
Organizational Development and Change
Organization development is best outlined by the method it is applied to the
advancement, enhancement, and continuation efforts that focus on the organization’s
effectiveness of those members within (Werner, 2017, p. 530). Organization development targets
the members through planned interventions that encourage process and performance
improvement opportunities that are targeted toward aiding the effectiveness of the team and
organization (Werner, 2017, p. 530). Werner (2017) identified three areas associated with
organization development and change: (1) enhancement of the effectiveness, (2) enhancement of
the member’s well-being, (3) enhancement of the organization, and individuals using planned
interventions (Werner, 2017, p. 530).
A common theme amongst organizational development and change is intentionality. In
Ephesians, Paul encouraged intentional living and cautioned his audience in their walk and to
make wise decisions avoiding wasting time or effort. “Look carefully then how you walk, not as
unwise but as wise, making the best use of the time because the days are evil. Therefore, do not
be foolish, but understand what the will of the Lord is” (Ephesians 5:15-17, English Standard
Version). Similar to Werner (2017), Paul desired that his readers live an intentional life that
applies the development, improvement, and continuation of organization improvement and
effectiveness.
Conclusion
To conclude, there are many aspects involved in the training and development of
employees and the management of an organization. Training is an ongoing process through
which employees must continue to grow (lifetime learning attitude) to be able to work with
others, accept each other for individual differences, have an opportunity for growth and
promotions, and be a strong leader, all while acting ethically throughout each moment. The
training process begins with various methods to assist in socializing them among the other
employees, as well as into their position and the overall organization. Ethics are continually
emphasized through diversity practices and only acting with integrity. These methods, as well as
others, are continuously discussed throughout an employee’s career. Management development is
promoted so that managers have the knowledge and skills needed to be able to coach and counsel
as needed. Each one of the topics plays an essential role in HRD, as well as the growth of each
employee, in turn, enabling them to reach their full potential individually and contribute to the
organization. Similarly, in Christianity, all members participating together are the body of Christ
in learning, in growing, in communication, and love.
References
Chen, T., Joh-Jong Huang, Fong-Ching, C., Yu-Tsz Chang, & Hung-Yi, C. (2016). Effect of
workplace counseling interventions launched by workplace health promotion and
tobacco control centers in taiwan: An evaluation based on the ottawa charter. PLoS
One, 11(3) doi:http://dx.doi.org.ezproxy.liberty.edu/10.1371/journal.pone.0150710
Collins, J. C. (2017). Leveraging Three Lessons Learned From Teaching an HRD Undergraduate
Diversity and Inclusion Course: An Autoethnography of One Professor’s Perceptions.
Advances in Developing Human Resources, 19(2), 157–175. https://doi.org/
10.1177/1523422317695227
Hutchins, H. M., & Kovach, J. V. (2019). ADVANCING Women Academic Faculty in STEM
Careers: The Role of Critical HRD in Supporting Diversity and Inclusion. Advances in
Developing Human Resources, 21(1), 72–91. https://doi.org/
10.1177/1523422318814547
Klein, H., Polin, B., & Leigh Sutton, K. (2015). Specific Onboarding Practices for the
Socialization of New Employees. International Journal of Selection and
Assessment., 23(3), 263–283. https://doi.org/10.1111/ijsa.12113
McLeod, J. (2010). The effectiveness of workplace counselling: A systematic
review. Counselling and Psychotherapy Research., 10(4), 238–248. https://doi.org/
10.1080/14733145.2010.485688
Werner, J. M. (2017). Human resource development: talent development (7th ed). Bosron:
Nielsen Bookdata.
Reply to group below
Abstract
Biblical worldview approaches in the context of Human Resource Development (HRD)
provides HRD managers an effective avenue for managing and leading their teams. Often,
training is thought of as a form of education relating to one specific skill; however, there are
many different aspects that it consists of. Using primary course topics from the course textbook,
Werner (2017), this paper will seek to identify the Bibles relationship to (1) Diversity as it relates
to HRD and training, (2) Employee Socialization, (3) Coaching, (4) Counseling in the
Workplace, (5) Management Development, and (6) Organizational Development and Change.
Together these six topics focus on Biblical perspectives and cited sources to support the position
of the authors and encourage the readers consideration towards Biblical worldview as they
develop their human resource department and employees.
Introduction
Human Resource Development (HRD) provides organizations an effective approach to
managing, preparing, and developing employees and teams that align with the mission of an
organization. While Werner (2017) provides direction and guidance towards developing,
designing, and managing an effective HRD program, this paper will target 6 identified principles
from the textbook and relate Biblical understanding and Biblical worldview approaches to each
of the topics. Biblical relationships will be identified in the following topics: (1) Diversity as it
relates to HRD and training, (2) Employee Socialization, (3) Coaching, (4) Counseling in the
Workplace, (5) Management Development, and (6) Organizational Development and Change.
Diversity as it Relates to HRD and Training
Nowadays, organizations and educational institutions make a point to prepare and give
interventions in the area of diversity and inclusion; however, many items or elements need to be
considered. The elements that need to be carefully considered are called dimensions of diversity;
these dimensions cover race, sex, age, ethnicity, sexual orientation, disabilities, among others.
The focus on some of the training available is mainly on identifying and becoming aware of
biases at a personal level; according to Collins (2017) the competencies addressed during
training of HRD undergraduate students are: understanding privilege as it relates to one’s place
in society, learning about oppression, and appropriate communication skills (tone and demeanor)
this type of intervention allow for learning and challenging the students to explore their own
biases. However, the author acknowledges that corporate training is more explicit and robust
because it is made around story sharing (cases); when a story is shared, it exposes participants to
new experiences that allow reflection; this is aimed to stimulate introspection.
According to Hutchins and Kovach (2019) even though HRD provides expertise regarding
implementing intervention and change, it struggles with having more female leaders in their
academic setting, although the author recognized that there is a systematic effort, especially in
the United States to bring barriers down and allow the increase of diverse higher education,
science, and engineering workforce. As we can see, diversity and inclusion are essential because
bringing together different perspectives, ways of doing and thinking allows us to advance
innovation. Looking with the lenses of Christianity, the Lord teaches acceptance and love for all,
and this is continuously demonstrated throughout the scripture. Been exposed to different
situations and people from different walks of life allows us to reflect and develop compassion
and empathy. Furthermore, the Lord speaks in the scripture about the future in which many
diverse individuals are worshipping God as we can see in Revelation 7:9 (EVS) “After this I
looked, and behold, a great multitude that no one could number, from every nation, from all
tribes and peoples and languages, standing before the throne and before the Lamb, clot …
Purchase answer to see full
attachment

Are you having trouble with the above assignment or one similar?

To date, 239 students have ordered this same assignment from us and received 100% original work. We can do the same for you!

We offers 100% original papers that are written from scratch.We also have a team of editors who check each paper for plagiarism before it is sent to you.

Click this “order now” button to see free Cost Breakdown!