Dimensions of Organizational Spirituality
Spirituality in the workplace raises worries about its application in accomplishing organizational economic goals, and as a result, it could become a management trend in the future. Rutte suggested that an employer should strive to establish an environment that encourages employee inventiveness. He also mentioned that workplace spirituality encourages people to express themselves more fully, resulting in more genius employees. All firms that promote workplace spirituality have the ability to emotionally refresh employees and motivate them to be more productive.
Spiritual orientation is an essential element. Most of us are unaware that our current circumstances are inextricably related to the history we bring from previous lives. As a result, we have no idea what is happening to us, who is around us, or what our mission is. Our ego, or personality, prefers to feel that everything is under control and makes investments in order to establish a stable, secure, and happy life. The spirit, on the other hand, has higher and more sophisticated purposes. For us, life is about reaping the fruits of previous acts, learning universal rules in order to achieve inner transformations, learning about love, and learning how to plant great seeds.
The two objectives are diametrically opposed, which poses a quandary for us because the Universal Laws and the movements of the planets favor the spirit’s intention over the ego’s desires. When we give up control and desire life to go our way, we yield to the higher purpose of evolution that life has in store for us. When humans go to the realm known as heaven to relax before reincarnating, these souls frequently choose to work as spiritual mentors for those humans still connected to the planet Earth.
Compassion is a common human emotion that is defined by pity and empathy for others’ suffering. Compassion arouses the desire to assist others in overcoming their difficulties by providing comfort and emotional support. A person with compassion for others is one who can comprehend and sympathize with others’ emotional states, wanting that their pain may be conquered or alleviated. For example, empathy can be understood as compassion when one feels sorry upon observing another person’s sorrow or unhappiness. Compassion is defined as a necessary emotion for the maintenance of world peace and as the foundation for a variety of religious teachings and beliefs, including Buddhism, Catholicism, and spiritualism. It is the ability to understand another’s suffering, as well as the desire to alleviate and decrease that suffering. Compassion is a concept that is both simpler and more intense than empathy. This feeling motivates us to desire to help others and alleviate their misery.
Work that is personally interesting and meaningful includes: a job that is personally interesting and meaningful, success and the feeling of being able to use skills and abilities, the possibility of growth, variety of tasks, responsibility, autonomy in decision-making, clarity of roles and absence of role conflict, positive performance evaluation of the work, harmony, and I The basic conceptual map of the worker is required for knowledge to be meaningful in the work process. What determines whether or not someone learns something new is the function of prior learning or knowledge, or whether or not there is a prior conceptual framework for assimilating new knowledge, according to a researcher in the cognitive structure of the subject. This conceptual foundation is arranged into structures that comprise disciplines (facts, concepts, notions, integrators) as well as operational or procedural knowledge (methods, strategies, and dispositions), which are unique to each person.
Firms undertake efforts to swiftly establish organizational culture, but they overlook the fact that merely defining it is insufficient. As part of a corporate education effort to align personal beliefs with business principles, it is required to encourage, participate, share, train, provide appropriate assistance, and, most importantly, repeat this process on a regular basis. Failure to establish shared values results in an inefficient firm when employees disagree with management decisions, resulting in poor performance and even behavioral issues that jeopardize the organization’s entire network of relationships.
When personal values are at odds with company values, the result is a slew of issues, ranging from inability to produce or provide services to failure to build client relationships. And, in many cases, a misalignment of values is the primary reason for the termination of a professional relationship, whether by the employer or the employee. Furthermore, inadequate communication of corporate principles leads to a loss of motivation, which has an impact on the company’s overall revenue, resulting in increased costs. Because businesses are made up of people who bring their own personal values, objectives, and aspirations into the workplace, aligning values with the company’s vision and actions is critical for effective planning, internal problem solving, and leadership. These individuals are also responsible for shaping the company culture, as they must ensure good teamwork and work delivery. Without HR intimidation and the development of a firm foundation for organizational culture, however, it becomes brittle and mismatched with the company’s strategy.
Chaminda Ramasundara PhD Reading -USJP
MBA (HR) PIM, MA (SOCIOLOGY) Kelaniya
chamindaramasundara@yahoo.com
0772220741
