TUGAS UTS Spirituality
-
Upload
bambang-andjar -
Category
Documents
-
view
222 -
download
0
Transcript of TUGAS UTS Spirituality
-
7/30/2019 TUGAS UTS Spirituality
1/17
Operational Model of
Cascading Values andProfessional Ethics in
Organization: A Context
for Spiritual Development
of Employees
-
7/30/2019 TUGAS UTS Spirituality
2/17
The Concept of Moral and Professional Ethics
1) Serving people and organization
2) Justice- oriented in decision and work
3) Honesty in speech and behavior
4) Tend to collective and team work (Mokhtaripoor, M., & siadat, S. A., 2009).
Spirituality and Professional Ethics in OrganizationSpirituality at work has three basic elements: i.e. internal, external and
combined which divide them onto four different but related results:
1) Leadership and organization: interested in employees,
respect other, Actions adjustment, obvious alertness.
2) Employees: masterly skill and knowledge progression,adjustability, and continuous performance.
3) External quality: adjustment, environmental awareness and
spirituality feeling toward society.
4) Mutual trust and common responsibilities for common
interests.
-
7/30/2019 TUGAS UTS Spirituality
3/17
-
7/30/2019 TUGAS UTS Spirituality
4/17
-
7/30/2019 TUGAS UTS Spirituality
5/17
Stages of Cascading Value and Professional Ethics
in Organization
1) To list behaviors and habits that are not based
on values
2) Root finding
3) To find accelerating factors
4) To choose a good behavior for substituting
irrelevant habit5) Rehearsal of relevant habit (Maxwell. J., 2005).
-
7/30/2019 TUGAS UTS Spirituality
6/17
-
7/30/2019 TUGAS UTS Spirituality
7/17
Stages and Components of Cascading Values and
Professional Ethics in Organization (contd)
1. Determination of Organizational Values and Professional Ethics
2. Finalizing Values List and Professional Ethics Bases in This Stage
List of Values and Moral Bases Derived from Different Resources Should Be
Provided, Refined and Finalized
3. Categorization of Values and Professional Ethics Bases
4. Prioritization of Values and Professional Ethics
5. Provide Value Statement and Moral Charter of Organization
6. Description of Organizational Values and Professional Ethics Bases
7. Translation and Cascading Organizational Values and
Professional Ethics Bases
8. To Determine Effectiveness of Cascading Organizational Values
-
7/30/2019 TUGAS UTS Spirituality
8/17
-
7/30/2019 TUGAS UTS Spirituality
9/17
1) Shortage of references concerning
ethical codes in operational organizations.
2) Shortage of operational ethical indicators
for different levels of organizations.3) Weakness in common understanding for
spiritual development of employees.
4) Different ties in accessing to employees
ethical subjectivity in organization anduniqueness of ethics for individual in
organizations.
Research Limitation
-
7/30/2019 TUGAS UTS Spirituality
10/17
Brisk of business climate requires dynamic and smart plans and
activities. Profit ability in business is an important principle for
interested in organization, but survival and profitability require
moral management of business. Domination of ethical andorganizational values cause reinforcing mutual respect, self-
control, meaning fullness, organizational and individual
identification, belonging, conscience, honesty in speech and
conduct in organization and individuals enjoy work and
organization. To make organizational values base of all employeeswork, it is needed that values and ethics be specified and turned
to behavioral codes and be flown indifferent layers and its impact
be assessed. In this paper an operational model for cascading
organizational values was presented.
Conclusion
-
7/30/2019 TUGAS UTS Spirituality
11/17
Workplace Spirituality
The recognition that peoplehave an inner life thatnourishes and is nourished bymeaningful work that takes
place in the context of thecommunity
NOT about organized religious
practices
People seek to find meaningand purpose in their work.
-
7/30/2019 TUGAS UTS Spirituality
12/17
As a counterbalance to the pressures and stress of aturbulent pace of life and the lack of community manypeople feel and their increased need for involvementand connection.
Job demands have made the workplace dominant inmany peoples lives, yet they continue to question themeaning of work.
The desire to integrate personal life values with onesprofessional life.
An increasing number of people are finding that thepursuit of more material acquisitions leaves themunfulfilled.
-
7/30/2019 TUGAS UTS Spirituality
13/17
Characteristics of a Spiritual Organization
Concerned with helping people develop and reachtheir full potential
Directly addresses problems created by work/lifeconflicts
Four characteristics of spiritual organizations:
1. Strong sense of purpose2. Trust and respect
3. Humanistic work practices
4. Toleration of employee expression
-
7/30/2019 TUGAS UTS Spirituality
14/17
Criticisms of Spirituality
What is the scientific foundation? It is still pending: needs more research
Are spiritual organizations legitimate do theyhave the right to impose values on employees? Spirituality is not about God or any religious values
It is an attempt to help employees find meaning andvalue in their work
Are spirituality and profits compatible? Initial evidence suggests that they are
Spirituality may result in greater productivity anddramatically lower turnover
-
7/30/2019 TUGAS UTS Spirituality
15/17
Global Implications
Organization cultures, while strong, cantignore local culture
Managers should be more culturally
sensitive by: Adjusting speech to cultural norms
Listening more
Avoiding discussions of controversial topics
All global firms (not just U.S. firms) need to
be more culturally sensitive
-
7/30/2019 TUGAS UTS Spirituality
16/17
Culture as an Intervening Variable
Employees form an overall subjective perception of theorganization based on these objective factors:
The opinions formed affect employee performance andsatisfaction.
-
7/30/2019 TUGAS UTS Spirituality
17/17
Summary and Managerial
Implications
Strong cultures are difficult for managers to change
In the short run, strong cultures should be considered fixed
Selecting new hires that fit well in the organizationalculture is critical for motivation, job satisfaction,commitment, and turnover
Socialization into the corporate culture is important
As a manager, your actions as a role model help create
the cultural values of ethics, spirituality, and a positiveculture