The document discusses spirituality in organizations. It defines spirituality as an individual's search for meaning, purpose and wholeness through their work. Bringing spirituality to work can benefit individuals through increased well-being and motivation, and benefit organizations through higher performance and commitment. For organizations to integrate spirituality, leaders must demonstrate ethical behavior and spiritual values. This includes respecting employees' inner lives and diversity, and encouraging connection, affiliation and rituals to enhance the group's spirituality.
Spirituality in the corporate world is gaining interest. Three surveys found that 95% of Americans believe a corporation's purpose is more than profit, 39% consider ethics and values when investing, and 75% are likely to switch brands that support good causes. There is a focus on attributes like integrity, honesty, and social responsibility. Creating a supportive environment involves defining ourselves beyond job titles, emphasizing inner wisdom and service. Challenges include cultural differences, stress, and peer pressures. Spirituality can help address issues like insecurity and lack of mental calmness through principles of generosity, passion to serve, and contemplation.
This document provides an overview of the role of spirituality in business and the corporate world. It discusses how spirituality can provide direction, meaning and balance for individuals. The presentation addresses how focusing on spirituality through principles like non-attachment to results, compassion, and contribution to society can help businesses and organizations operate according to values rather than short-term financial goals. It also presents examples of how meditation and spiritual practices have helped increase productivity and well-being in companies. The conclusion emphasizes that individuals and organizations should see work as a spiritual path to growth and serving society.
This document discusses workplace spirituality and its importance for employee learning and quality of work life. It notes that most Americans believe in spirituality and it is the second most important factor for personal satisfaction. Historically, the industrial revolution stripped away elements of humanity from work but recognizing employees' spiritual needs can boost performance. Workplace spirituality involves deeply held values that guide work practices and community, allowing employees to feel connected and find meaning in their jobs. However, ensuring spirituality benefits all requires addressing challenges around keeping it separate from religion and recognizing it as part of the organizational system. The conclusion argues for nurturing the human spirit at work for mutual benefit rather than introducing new programs.
Its a brief PPT is about Workplace Spirituality, difference between spirituality and religion and it includes components,Characteristics,principles and common practices of workplace spirituality.
This document discusses workplace spirituality and its importance. It begins by noting polls that found most Americans believe in God or spirituality, and that spirituality is the second most important factor for personal satisfaction. It then reviews how spirituality has historically been central to human culture but was stripped away during the industrial revolution. The document defines workplace spirituality as involving deeply held values that guide life and work, recognition that employees have an inner life nourished by meaningful work, and a framework of values promoting employee transcendence and connection. Common themes of spirituality are identified as transcendence, holism, and growth. Challenges of implementing spirituality in the workplace are discussed, and the conclusion is that spirituality already exists in
The document discusses spirituality in the workplace and its importance. It defines spirituality as accessing intuition and capabilities beyond human limits, and seeing work as having a greater purpose. It says spiritually developed employees are less costly due to lower stress and illness. Passionate employees are more motivated and productive. Maintaining a positive attitude and operating from abundance rather than scarcity also benefits organizations. Effective coaching requires learning in a non-judgmental way suited to each individual. Spiritual practices can be incorporated holistically to benefit employees and companies.
This document discusses spirituality and its relationship to human resource management. It presents three perspectives on how spirituality can enhance employee well-being, sense of meaning/purpose, and sense of community/interconnectedness, which can increase productivity and performance. Spirituality is proposed to develop employees' well-being, purpose, meaning, and sense of community. The document outlines problems like stress that spirituality aims to address, and benefits like increased commitment and job satisfaction. It also notes criticisms of integrating spirituality in work and suggestions for doing so respectfully.
This document summarizes Patricia Aburdene's book "The Rise of Conscious Capitalism". The central theme is the trend away from solely focusing on shareholder value and toward embracing multiple stakeholders. Aburdene argues this is driven by the influence of spirituality in people's personal lives spreading to the workplace. Examples show businesses striving for a holistic version of capitalism through committed individuals. The key message is that doing good and doing well in business are not mutually exclusive.
Spirituality in the corporate world is gaining interest. Three surveys found that 95% of Americans believe a corporation's purpose is more than profit, 39% consider ethics and values when investing, and 75% are likely to switch brands that support good causes. There is a focus on attributes like integrity, honesty, and social responsibility. Creating a supportive environment involves defining ourselves beyond job titles, emphasizing inner wisdom and service. Challenges include cultural differences, stress, and peer pressures. Spirituality can help address issues like insecurity and lack of mental calmness through principles of generosity, passion to serve, and contemplation.
This document provides an overview of the role of spirituality in business and the corporate world. It discusses how spirituality can provide direction, meaning and balance for individuals. The presentation addresses how focusing on spirituality through principles like non-attachment to results, compassion, and contribution to society can help businesses and organizations operate according to values rather than short-term financial goals. It also presents examples of how meditation and spiritual practices have helped increase productivity and well-being in companies. The conclusion emphasizes that individuals and organizations should see work as a spiritual path to growth and serving society.
This document discusses workplace spirituality and its importance for employee learning and quality of work life. It notes that most Americans believe in spirituality and it is the second most important factor for personal satisfaction. Historically, the industrial revolution stripped away elements of humanity from work but recognizing employees' spiritual needs can boost performance. Workplace spirituality involves deeply held values that guide work practices and community, allowing employees to feel connected and find meaning in their jobs. However, ensuring spirituality benefits all requires addressing challenges around keeping it separate from religion and recognizing it as part of the organizational system. The conclusion argues for nurturing the human spirit at work for mutual benefit rather than introducing new programs.
Its a brief PPT is about Workplace Spirituality, difference between spirituality and religion and it includes components,Characteristics,principles and common practices of workplace spirituality.
This document discusses workplace spirituality and its importance. It begins by noting polls that found most Americans believe in God or spirituality, and that spirituality is the second most important factor for personal satisfaction. It then reviews how spirituality has historically been central to human culture but was stripped away during the industrial revolution. The document defines workplace spirituality as involving deeply held values that guide life and work, recognition that employees have an inner life nourished by meaningful work, and a framework of values promoting employee transcendence and connection. Common themes of spirituality are identified as transcendence, holism, and growth. Challenges of implementing spirituality in the workplace are discussed, and the conclusion is that spirituality already exists in
The document discusses spirituality in the workplace and its importance. It defines spirituality as accessing intuition and capabilities beyond human limits, and seeing work as having a greater purpose. It says spiritually developed employees are less costly due to lower stress and illness. Passionate employees are more motivated and productive. Maintaining a positive attitude and operating from abundance rather than scarcity also benefits organizations. Effective coaching requires learning in a non-judgmental way suited to each individual. Spiritual practices can be incorporated holistically to benefit employees and companies.
This document discusses spirituality and its relationship to human resource management. It presents three perspectives on how spirituality can enhance employee well-being, sense of meaning/purpose, and sense of community/interconnectedness, which can increase productivity and performance. Spirituality is proposed to develop employees' well-being, purpose, meaning, and sense of community. The document outlines problems like stress that spirituality aims to address, and benefits like increased commitment and job satisfaction. It also notes criticisms of integrating spirituality in work and suggestions for doing so respectfully.
This document summarizes Patricia Aburdene's book "The Rise of Conscious Capitalism". The central theme is the trend away from solely focusing on shareholder value and toward embracing multiple stakeholders. Aburdene argues this is driven by the influence of spirituality in people's personal lives spreading to the workplace. Examples show businesses striving for a holistic version of capitalism through committed individuals. The key message is that doing good and doing well in business are not mutually exclusive.
The document discusses workplace spirituality and the Indian ethos. It makes three key points:
1. It outlines the evolution of societal waves from agriculture to industrialization to a emerging "fourth wave" of spiritual consciousness. Workplace spirituality is seen as the last bastion of this emerging wave.
2. It examines the concept of workplace spirituality as a Western phenomenon but with global implications. Many businesses have incorporated spiritual practices but there is confusion around what constitutes workplace spirituality.
3. It proposes an Indian perspective grounded in the metaphysics of "The Spirit" and the ethics of "conscious living". An Indian-ethos driven business model is outlined with values, governance, strategy, and
This document outlines the objectives of a PhD study exploring how Baha'i principles can impact business practices. It will examine the influence of religious beliefs on business historically and empirically. Baha'i principles emphasize the spirit of service, consultation, and unity. The study will investigate applying Baha'i concepts like service and consultation to employee relations through a case study research method involving interviews and observations. The conclusion is that viewing business as an entity to serve society through responsible actions, and using inclusive consultation, could lead to more service-oriented decisions and help refine an organization's objectives and culture.
The foundational framework for Valor Collegiate Academy in Nashville, Tennessee, identifies the beliefs, values, disciplines, and commitments for members of the Valor community.
Indian ethos for management refers to applying ancient Indian wisdom from texts like the Gita, Upanishads, Bible and Quran to modern management principles. There are six key principles: (1) seeing each person as a potential god, (2) a holistic approach that sees all things as interconnected, and (3) giving equal importance to subjectivity and objectivity. The other principles are karma yoga, expertise in work, and cooperation.
The document discusses secular and spiritual values in management. It defines spirituality as a belief in a higher power and the search for meaning. Spiritual practices include meditation and prayer. Spiritual needs include love, hope and forgiveness. Secularism focuses on material improvement and rational morality without faith. While secular management prioritizes profits, spiritual management considers people, ethics and human values. The conclusion is that balancing secular and spiritual values is needed for effective leadership.
The document discusses the principles of Indian ethos in management. It outlines concepts like karma yoga, cooperation, humanizing organizations, and self-introspection as part of Indian management principles. It also discusses the importance of human values like truthfulness, integrity, and humility. Work is seen as a way to purify the mind and serve others without self-interest. Ethical behavior is emphasized in relationships between superiors, coworkers, subordinates, and trainees. Upholding human rights and maintaining proper conduct are seen as important.
Though there are many theories and models of nonprofit leadership, it is servant leadership that most closely follows the leadership example of our Lord Jesus Christ.
The document introduces the Wisdom Management model created by Fahmi Sheikh Omar. It discusses implementing wisdom in oneself and organizations to achieve improvement and happiness. Key elements of the model are a wisdom structure/model and wisdom measurement indicators. It provides examples of implementing wisdom during Muhammad's prophethood and discusses the model from an Islamic perspective.
The document discusses the importance of an empathic business analyst understanding an organization's culture, identity, mission, and how those concepts relate to individual stakeholder morale and climate. It states that gaining stakeholder trust by showing empathy is key to obtaining important information about projects and what stakeholders truly think. It defines culture as the collective shared beliefs and values of an organization, while climate reflects how the organization feels to individuals based on factors like communication, leadership, and decision-making.
Software and Soft Skills: 6 questions to ask before using technology for volu...Trina Isakson
Technology sometimes can sound like a magical fix-it-all for all volunteer coordination problems. But six important questions should be asked before you jump into tech for volunteer engagement.
Global Human Values : Values Driven LeadershipRakesh Malhotra
We are all guided by our values and beliefs whether we consciously choose to or not. Values build our character and empower us with wisdom to make right choice. Values drive our destiny. Peace, Love, Compassion, Integrity, Respect and Responsibility are global human values and can be found on every continent, every country, every state, city, town and neighborhood. Human Values are diverse and knows no nationality, geography, culture or race.
SPIRITUAL& SECULAR VALUES
contain details regarding spiritual and secular values and the importance of these values in business context
business ethics & corporate governance
Discovering Values: The Key to Unlocking Employee EngagementCynthia Scott
Overview
Values are the driving force behind personal action and a beacon of focus during turbulent times. Successful organizations recognize the business case for value clarity, and they know that connecting personal values to organizational strategy is the vital link to employee engagement, innovation, commitment, performance, decision making—and a competitive advantage.
In this presentation personal, team, and organizational values are explored and the Values Edge model is introduced. Values Edge facilitates values discovery and see its application through a real-world global alignment case study. You will learn about the role values play in shaping individual behavior, why values clarification is critical to success, and how they can be linked to enhance organizational performance.
What You Will Learn
• How values are formed and shaped
• Why values matter in the workplace
• How to balance personal and work values
• The role values play in motivating positive behavior
• Business benefits of values clarification
• How to handle values-based conflict
• The importance of linking personal and organizational values
Who Should Attend
• Supervisors
• Managers
• Front-line leaders
• Human resources professionals
• Organizational coaches
Spirit of Humanity Forum h p5 Stories from NationsBarrett Academy
This document discusses values and stages of psychological development. It explores how values evolve from an individual focus on survival to a societal focus on well-being, trust, and serving humanity. Values are described as shorthand for what is important to people and societies. Seven key values are identified: forgiveness, empathy, trust, transparency, openness, fairness, and accountability. The document outlines how these values and what people value changes through seven stages of development from surviving to serving. It provides examples of democratic values progressing from freedom to include trust and examples of nations working to advance values like equality, transparency and fairness.
The document discusses values and leadership. It defines values as a set of beliefs and ideas that guide decision making and behavior. It also defines ethics and morals as rules of conduct based on right and wrong actions. Effective leaders demonstrate their values through their actions of talking, explaining, and showing. They also recognize and reward team members. The document quotes Roy Disney saying that it is not hard to make decisions when you know your values.
The document discusses values-based leadership and the importance of organizational values. It provides definitions of values and explains how values influence culture and performance. Values are described as concepts that unite individuals, while beliefs can separate them. The document also discusses how to measure organizational culture and leadership values using tools like the Cultural Values Assessment. It emphasizes that transforming culture begins with transforming leadership consciousness and values. High-performing companies are values-driven and promote employee engagement.
This document discusses maximizing the triple bottom line through spiritual leadership. It defines spirituality and religion, and discusses how spiritual leadership intrinsically motivates through a vision of service and a culture of altruistic love. This generates calling, membership, and hope/faith, which leads to employee well-being, organizational commitment, productivity and sustainability, and performance excellence - the triple bottom line. It presents a model of spiritual leadership and discusses research showing its relationship to important individual and organizational outcomes.
Term project ethics ethical business leadership ppt-fall 2016-business polici...Muhammad Asif Khan Awan
it describes the qualities that has been required to become an ethical leader while managing businesses. And how to take most morally valued business decisions which help you attainment of your vision.
This document discusses workplace spirituality and its potential role in organizational development. It defines workplace spirituality as having both vertical and horizontal components, with principles like respect, communication, creativity, and vision. Spiritual organizations are characterized by a strong sense of purpose, individual development, trust, openness, and employee empowerment. Common practices that foster spirituality include meditation, prayer groups, counseling, emphasizing values and ethics, and promoting work-life balance and health. Factors like mergers, an aging workforce, and globalization have contributed to the rise of workplace spirituality. Benefits can include higher productivity, goodwill, and lower turnover, though some criticize the lack of a clear definition and question whether organizations should impose spiritual values
In this learnshop held during ebbf's recent international event Thanos Kriemadis offers insights into his research on this new era in spiritual based management models.
This document discusses concepts related to professional ethics including morals, values, integrity, academic integrity, work ethics, service learning, civic virtue, respect for others, caring, sharing, and honesty. It defines these terms and explains their importance. For example, it states that academic integrity is commitment to honest and moral behavior in an academic setting, while civic virtue refers to citizens prioritizing the common welfare of their community over personal interests. Overall, the document provides an overview of key aspects of professional ethics.
The document discusses workplace spirituality and the Indian ethos. It makes three key points:
1. It outlines the evolution of societal waves from agriculture to industrialization to a emerging "fourth wave" of spiritual consciousness. Workplace spirituality is seen as the last bastion of this emerging wave.
2. It examines the concept of workplace spirituality as a Western phenomenon but with global implications. Many businesses have incorporated spiritual practices but there is confusion around what constitutes workplace spirituality.
3. It proposes an Indian perspective grounded in the metaphysics of "The Spirit" and the ethics of "conscious living". An Indian-ethos driven business model is outlined with values, governance, strategy, and
This document outlines the objectives of a PhD study exploring how Baha'i principles can impact business practices. It will examine the influence of religious beliefs on business historically and empirically. Baha'i principles emphasize the spirit of service, consultation, and unity. The study will investigate applying Baha'i concepts like service and consultation to employee relations through a case study research method involving interviews and observations. The conclusion is that viewing business as an entity to serve society through responsible actions, and using inclusive consultation, could lead to more service-oriented decisions and help refine an organization's objectives and culture.
The foundational framework for Valor Collegiate Academy in Nashville, Tennessee, identifies the beliefs, values, disciplines, and commitments for members of the Valor community.
Indian ethos for management refers to applying ancient Indian wisdom from texts like the Gita, Upanishads, Bible and Quran to modern management principles. There are six key principles: (1) seeing each person as a potential god, (2) a holistic approach that sees all things as interconnected, and (3) giving equal importance to subjectivity and objectivity. The other principles are karma yoga, expertise in work, and cooperation.
The document discusses secular and spiritual values in management. It defines spirituality as a belief in a higher power and the search for meaning. Spiritual practices include meditation and prayer. Spiritual needs include love, hope and forgiveness. Secularism focuses on material improvement and rational morality without faith. While secular management prioritizes profits, spiritual management considers people, ethics and human values. The conclusion is that balancing secular and spiritual values is needed for effective leadership.
The document discusses the principles of Indian ethos in management. It outlines concepts like karma yoga, cooperation, humanizing organizations, and self-introspection as part of Indian management principles. It also discusses the importance of human values like truthfulness, integrity, and humility. Work is seen as a way to purify the mind and serve others without self-interest. Ethical behavior is emphasized in relationships between superiors, coworkers, subordinates, and trainees. Upholding human rights and maintaining proper conduct are seen as important.
Though there are many theories and models of nonprofit leadership, it is servant leadership that most closely follows the leadership example of our Lord Jesus Christ.
The document introduces the Wisdom Management model created by Fahmi Sheikh Omar. It discusses implementing wisdom in oneself and organizations to achieve improvement and happiness. Key elements of the model are a wisdom structure/model and wisdom measurement indicators. It provides examples of implementing wisdom during Muhammad's prophethood and discusses the model from an Islamic perspective.
The document discusses the importance of an empathic business analyst understanding an organization's culture, identity, mission, and how those concepts relate to individual stakeholder morale and climate. It states that gaining stakeholder trust by showing empathy is key to obtaining important information about projects and what stakeholders truly think. It defines culture as the collective shared beliefs and values of an organization, while climate reflects how the organization feels to individuals based on factors like communication, leadership, and decision-making.
Software and Soft Skills: 6 questions to ask before using technology for volu...Trina Isakson
Technology sometimes can sound like a magical fix-it-all for all volunteer coordination problems. But six important questions should be asked before you jump into tech for volunteer engagement.
Global Human Values : Values Driven LeadershipRakesh Malhotra
We are all guided by our values and beliefs whether we consciously choose to or not. Values build our character and empower us with wisdom to make right choice. Values drive our destiny. Peace, Love, Compassion, Integrity, Respect and Responsibility are global human values and can be found on every continent, every country, every state, city, town and neighborhood. Human Values are diverse and knows no nationality, geography, culture or race.
SPIRITUAL& SECULAR VALUES
contain details regarding spiritual and secular values and the importance of these values in business context
business ethics & corporate governance
Discovering Values: The Key to Unlocking Employee EngagementCynthia Scott
Overview
Values are the driving force behind personal action and a beacon of focus during turbulent times. Successful organizations recognize the business case for value clarity, and they know that connecting personal values to organizational strategy is the vital link to employee engagement, innovation, commitment, performance, decision making—and a competitive advantage.
In this presentation personal, team, and organizational values are explored and the Values Edge model is introduced. Values Edge facilitates values discovery and see its application through a real-world global alignment case study. You will learn about the role values play in shaping individual behavior, why values clarification is critical to success, and how they can be linked to enhance organizational performance.
What You Will Learn
• How values are formed and shaped
• Why values matter in the workplace
• How to balance personal and work values
• The role values play in motivating positive behavior
• Business benefits of values clarification
• How to handle values-based conflict
• The importance of linking personal and organizational values
Who Should Attend
• Supervisors
• Managers
• Front-line leaders
• Human resources professionals
• Organizational coaches
Spirit of Humanity Forum h p5 Stories from NationsBarrett Academy
This document discusses values and stages of psychological development. It explores how values evolve from an individual focus on survival to a societal focus on well-being, trust, and serving humanity. Values are described as shorthand for what is important to people and societies. Seven key values are identified: forgiveness, empathy, trust, transparency, openness, fairness, and accountability. The document outlines how these values and what people value changes through seven stages of development from surviving to serving. It provides examples of democratic values progressing from freedom to include trust and examples of nations working to advance values like equality, transparency and fairness.
The document discusses values and leadership. It defines values as a set of beliefs and ideas that guide decision making and behavior. It also defines ethics and morals as rules of conduct based on right and wrong actions. Effective leaders demonstrate their values through their actions of talking, explaining, and showing. They also recognize and reward team members. The document quotes Roy Disney saying that it is not hard to make decisions when you know your values.
The document discusses values-based leadership and the importance of organizational values. It provides definitions of values and explains how values influence culture and performance. Values are described as concepts that unite individuals, while beliefs can separate them. The document also discusses how to measure organizational culture and leadership values using tools like the Cultural Values Assessment. It emphasizes that transforming culture begins with transforming leadership consciousness and values. High-performing companies are values-driven and promote employee engagement.
This document discusses maximizing the triple bottom line through spiritual leadership. It defines spirituality and religion, and discusses how spiritual leadership intrinsically motivates through a vision of service and a culture of altruistic love. This generates calling, membership, and hope/faith, which leads to employee well-being, organizational commitment, productivity and sustainability, and performance excellence - the triple bottom line. It presents a model of spiritual leadership and discusses research showing its relationship to important individual and organizational outcomes.
Term project ethics ethical business leadership ppt-fall 2016-business polici...Muhammad Asif Khan Awan
it describes the qualities that has been required to become an ethical leader while managing businesses. And how to take most morally valued business decisions which help you attainment of your vision.
This document discusses workplace spirituality and its potential role in organizational development. It defines workplace spirituality as having both vertical and horizontal components, with principles like respect, communication, creativity, and vision. Spiritual organizations are characterized by a strong sense of purpose, individual development, trust, openness, and employee empowerment. Common practices that foster spirituality include meditation, prayer groups, counseling, emphasizing values and ethics, and promoting work-life balance and health. Factors like mergers, an aging workforce, and globalization have contributed to the rise of workplace spirituality. Benefits can include higher productivity, goodwill, and lower turnover, though some criticize the lack of a clear definition and question whether organizations should impose spiritual values
In this learnshop held during ebbf's recent international event Thanos Kriemadis offers insights into his research on this new era in spiritual based management models.
This document discusses concepts related to professional ethics including morals, values, integrity, academic integrity, work ethics, service learning, civic virtue, respect for others, caring, sharing, and honesty. It defines these terms and explains their importance. For example, it states that academic integrity is commitment to honest and moral behavior in an academic setting, while civic virtue refers to citizens prioritizing the common welfare of their community over personal interests. Overall, the document provides an overview of key aspects of professional ethics.
This document provides an overview of a CBF Fellows session that took place from August 20-23, 2012. It introduces the CBF faculty, discusses the vision and mission of CBF, and covers topics around leadership development, clergy self-care, managing stress and burnout, and polarity management. The session focused on equipping CBF Fellows with tools and strategies for effective ministry through discussions, exercises, and introducing resources from the Center for Congregational Health.
N3850 Personal Spiritual and Religious Beliefs Essay.docxwrite5
This document provides guidance for writing a 2-3 page essay on personal spirituality. It includes 6 questions to answer in the essay: 1) How do you define spirituality, 2) A description of your own spirituality and how it relates to the definition, 3) What your spirituality is based on and how it has changed over time, 4) Rating your own spiritual strength and what contributes to this, 5) Actions that enhance your spirituality, and 6) A concluding statement referencing class materials. The document also provides background information on assessing spirituality and the relationship between spirituality, religion, and holistic health.
This document discusses organizational culture and leadership climate. It defines organizational culture as comprising of the core beliefs and assumptions, values and norms, and artifacts of an organization. The core beliefs and assumptions shape the values and norms, which then influence behaviors and artifacts. Leadership climate refers to the beliefs and perceptions of organizational members regarding leadership, which are shaped by what leaders pay attention to, how they react to situations, and how they role model behaviors. The document provides examples of how leaders can establish a positive leadership climate through actions such as communicating a vision, encouraging initiative, rewarding risk-taking, sharing decision-making, and modeling high ethical standards.
This document provides guidance for spiritual activism among youth. It outlines a three-part model for spiritual activism: reflection, connection, and action. Reflection involves individual practices like meditation to discover one's authentic self and purpose. Connection is about developing deep compassion for others and a sense of global community. Action means taking inspired actions in the world based on spiritual principles. The document provides principles, ethics, and examples to guide youth interested in pioneering spiritual activism and positive social change.
This document discusses the need for and process of value education. It begins by explaining that value education helps understand what is truly valuable for human happiness and how to actualize those values. It then outlines several aspects of why value education is needed, such as correctly identifying aspirations and understanding universal human values. The document discusses guidelines for value education, including that it should be universal, rational, and aimed at transforming consciousness. It also explains the self-exploration process of value education. Key human values like love, peace and truth are defined. The document also distinguishes between human values and moral values. It provides an overview of concepts like basic human aspirations, the relationship between self and body, and ensuring harmony within oneself and with others.
This document discusses concepts related to moral values and ethics. It defines values as beliefs about what is good or desirable. Values are shaped by factors like culture, socialization, and personal philosophy. Values can be terminal values, which are goals or ends, or instrumental values, which are means of achieving ends. The document also discusses different types of values like theoretical, economic, aesthetic, social, political and religious values. It outlines frameworks for ethical decision making and discusses the importance of corporate social responsibility.
Human Flourishing + Aligned Human Capital Strategy + InventionPeopleLead
Are you interested in creating a healthy, vibrant and inclusive workplace culture? Does your organization have an aligned human capital strategy? How might we co-create conditions for human flourishing and invention so your organization thrives?
This document proposes a curriculum on human values and environmental studies for a bachelor's degree in business administration. It discusses both secular and spiritual values, outlining key values within each category. The importance of values in business is explained, noting how values shape organizational culture and success. The document also covers implementing values through institutionalizing attention to specific values, setting performance standards, and developing an organizational culture centered around key values. Principles of ethics for business are provided, including honesty, fairness, integrity, respect, responsibility and law-abiding conduct.
Mavis Salt - Spiritual Transformation: Impact for ageing societyfiopmha
1) The document discusses how spirituality is important for holistic care of aging populations as people get older. It defines spirituality as a personal quest for meaning and relationship to the sacred versus religion which is a system of beliefs and practices.
2) Spiritual care involves assessing spiritual needs through tools and conversations, creating a spiritual care plan with goals and actions, and providing ongoing support through reflection, rituals, and discussion groups.
3) The hoped for outcomes are creating trust, diminishing fears, finding meaning, and maintaining dignity. Spiritual care plans should support growth rather than focus on deficits.
Work life integration: What does success look like?milfamln
This webinar will address the dynamic interplay between “work” and “life” with discussion about managing personal energy, gaining greater clarity about priorities, and approaching inevitable challenges. Participants will be encouraged to reflect on their own abundant, full lives and begin to create personalized, sustainable strategies for “making it all work.”
Learning Objectives
In this webinar, participants will be able to
-Define "work life integration"
-Learn strategies for managing personal energy and managing priorities
-Learn how to use laughter, and other tools, to relieve stress
Being Present: A Spiritual Care Workshop for Healthcare ProfessionalsJoel High
This is a presentation I delivered to healthcare staff at Alegent Health a few years ago. Alegent Health is a large regional healthcare system based in Omaha, NE and affiliated with CHI. The primary message here is that all staff that interact with patients can impact a patient's spiritual care.
The Influence of Spiritual Intelligence on Ethical Behaviour in ITES Organiza...RSIS International
In recent decades, the topic of spirituality in
organizations, are increasingly trepidations the researchers that
it will be remembered as a benevolent of intelligence. Nowadays,
the two concepts of spirituality and ethicality are extensively
debated by organizations. Spiritual intelligence is defined as a set
of mental capacities which contribute to the awareness,
integration, and adaptive application of the nonmaterial and
transcendent aspects of one’s existence, leading to such outcomes
as deep existential reflection, enhancement of meaning,
recognition of a transcendent self, and mastery of spiritual states.
Spiritual intelligence concerns the ability to become more
conscious of the lower motivations (i.e. fear, greed, ego) and how
to transform these to higher motivations that are more
sustainable (i.e. creativity, serving the community, etc.).The term
“ethical behaviour” refers to how an organization ensures that
all its decisions, actions, and stakeholder interactions conform to
the organization’s moral and professional principles.
The objectives of the research is to examine the influence of
spiritual intelligence and human values on ethical behavior in
selected ITES Organizations in Bangalore and to find and use
the deepest inner resources(Spiritual Intelligence & Ethical
Behavior) from which comes the capacity to care and the power
to tolerate and adapt in ITES
Research instruments in a form of a questionnaire will be used to
obtain data from managers and employees about their spiritual
intelligence and humane values of selected ITES Organizations
in Bengaluru. Spiritual intelligence is defined as a set of mental
capacities which contribute to the awareness, integration, and
adaptive application of the nonmaterial and transcendent
aspects of one’s existence, leading to such outcomes as deep
existential reflection, enhancement of meaning, recognition of
a transcendent self, and mastery of spiritual states. Spiritual
intelligence represents the extent to which higher values,
meaning and a sense of purpose influence an individual’s
decisions and actions. Spiritual intelligence concerns the ability
to become more conscious of the lower motivations (i.e. fear,
greed, and ego) and how to transform these to higher motivations
that are more sustainable (i.e. creativity, serving the community,
etc. This research will try to study the understanding of the
connection of spiritual intelligence and human values, as well as
the influence they have on employees and managers ethical
behavior.
Religion makes good corporate citizensShilpa Kumar
The document discusses establishing a progressive model for businesses to be socially responsible by considering all stakeholders, including society, employees, environment, and nation. It advocates integrating religious ethics into workplace conduct, noting that most religions teach the same core values of respect, integrity, and treating others well. By bringing spirituality into business operations and encouraging an awareness of employees' spiritual well-being, companies can benefit through improved creativity, commitment and performance, ultimately working towards a society of interdependence, shared values and world peace.
The document discusses concepts related to organizational culture and work culture. It defines culture as a common set of values, beliefs, attitudes and behaviors shared within an organization. A positive work culture promotes high morale, peak performance and productivity. Creating such a culture requires managers to introspect, communicate a clear vision and mission aligned with core values, elicit commitment from employees, and empower them. Revitalizing the workforce involves changing attitudes and mindsets to encourage collaboration, sharing, initiative and continuous learning. The overall culture or "smell of the place" must support these behaviors for the organization's goals.
A warm welcome to CREST.BD’s Bipolar Wellness Centre webinar series! These webinar slides provide a summary of current research evidence on the relationship between spirituality, bipolar disorder (BD) and quality of life (QoL), as well as pointing you to some tools and resources to help you flourish in your spiritual life.
1. The document discusses various topics related to work ethics including the interdependence of industry and society, the importance of hard work and productivity, and maintaining a conducive work environment.
2. It also discusses the importance of valuing time, noting that time is a rare and perishable resource. Anecdotes are provided to illustrate the value of different units of time.
3. Meditation and its benefits are described, including reducing stress and negative emotions. Different types of meditation such as mindfulness meditation are explained.
Organizational Culture and Ethical ValuesEray Aydin
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Heartfulness Magazine - June 2024 (Volume 9, Issue 6)heartfulness
Dear readers,
This month we continue with more inspiring talks from the Global Spirituality Mahotsav that was held from March 14 to 17, 2024, at Kanha Shanti Vanam.
We hear from Daaji on lifestyle and yoga in honor of International Day of Yoga, June 21, 2024. We also hear from Professor Bhavani Rao, Dean at Amrita Vishwa Vidyapeetham University, on spirituality in action, the Venerable BhikkuSanghasena on how to be an ambassador for compassion, Dr. Tony Nader on the Maharishi Effect, Swami Mukundananda on the crossroads of modernization, Tejinder Kaur Basra on the purpose of work, the Venerable GesheDorjiDamdul on the psychology of peace, the Rt. Hon. Patricia Scotland, KC, Secretary-General of the Commonwealth, on how we are all related, and world-renowned violinist KumareshRajagopalan on the uplifting mysteries of music.
Dr. Prasad Veluthanar shares an Ayurvedic perspective on treating autism, Dr. IchakAdizes helps us navigate disagreements at work, Sravan Banda celebrates World Environment Day by sharing some tips on land restoration, and Sara Bubber tells our children another inspiring story and challenges them with some fun facts and riddles.
Happy reading,
The editors
A375 Example Taste the taste of the Lord, the taste of the Lord The taste of...franktsao4
It seems that current missionary work requires spending a lot of money, preparing a lot of materials, and traveling to far away places, so that it feels like missionary work. But what was the result they brought back? It's just a lot of photos of activities, fun eating, drinking and some playing games. And then we have to do the same thing next year, never ending. The church once mentioned that a certain missionary would go to the field where she used to work before the end of his life. It seemed that if she had not gone, no one would be willing to go. The reason why these missionary work is so difficult is that no one obeys God’s words, and the Bible is not the main content during missionary work, because in the eyes of those who do not obey God’s words, the Bible is just words and cannot be connected with life, so Reading out God's words is boring because it doesn't have any life experience, so it cannot be connected with human life. I will give a few examples in the hope that this situation can be changed. A375
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https://www.slideshare.net/ohteikbin/presentations
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2nd issue of Volume 15. A magazine in urdu language mainly based on spiritual treatment and learning. Many topics on ISLAM, SUFISM, SOCIAL PROBLEMS, SELF HELP, PSYCHOLOGY, HEALTH, SPIRITUAL TREATMENT, Ruqya etc.A very useful magazine for everyone.
2. The purpose of the spiritual
organisation
• “The purpose of the spiritual organisation
is to support the spiritual development of
employees, customers and other
stakeholders and for the organisation to
be an agent of change for positive good
in the world “(Harman in Neal &
Biberman, 2004:7).
2
3. Definitions
• Spirit
breath, vitality, life force of
individuals
Atmosphere place and
effect on people
Vitality and mood of group
• Spirit at work
individual experience –
employees passion, energy
group culture – trust,
cohesiveness, fairness
3
5. 5
Table 1: Clusters of terms identified in definitions of spirituality
Virtue Morality Self-
actualisation
Wholeness Interconnect
edness
Meaning Emotion Life force
Wisdom Values Self-
fulfillment
Holism Interdepend
ence
Purpose Passion Energy
Discernment Peace Self-
awareness
Integration Inter-
relationship
Feeling Vitality
Courage Truth Self-
consciousne
ss
Integrity Cooperation Heart Life
Creativity Freedom Self-
discovery
Authenticity Community Intrinsic
motivation
Justice Balance Teamwork
Harmony
Source:Hicks, 2002:387
6. Definition of Spirituality
3 main themes:
Energy force or life force
Sense of unity with the universe
Meaning in life
(De Klerk, 2005:69)
6
7. Organisational Spirituality
• An organisation can be regarded as
being spiritual when it “recognizes that
employees have an inner life that
nourishes and is nourished by
meaningful work that takes place in the
context of community” (Ashmos & Duchon,
2000:134).
•
7
8. Spirituality at work
• Definition:
• “The search for spiritual wholeness
within the context of the workplace. It
involves seeking to discover one’s true
self, higher life purpose and meaning
through one’s work activities and roles”
Coetzee & Roythorne-Jacobs, 2007:201
8
10. Spirituality vs. Religion
Spirituality
• Belief within all
individuals
• Internal focus
• Goal: determine common
principles, values and
ethics
• Beliefs about what is
Good, True and Beautiful
• Unites people
Religion
• Expressly stated;
organized belief system
• External focus, formal
structure
• Goal : salvation through
one truth; one right way
• Differentiates between
groups of people who
believe that only their
Truth is absolute
10
Adapted from Hicks (2002:380-382 ); Mitchell & Denton (1999:83-92) and Pursig (1974: 362).
11. Spirituality and Religion:
what do they have in common?
• Beliefs about purpose and meaning
• Underlying principle of hope and faith
• Non-material ; beyond the physical
• Transcends time
• Service to others; community with others,
betterment of society
• Limit greed: money and power
• Beliefs guide decision making
• Ethics and values
11
Sources: Bavister & Vickers, 2008:242; Bennett, 2001:164-166;
Hicks, 2002:380-382; Mitroff & Dentron, 1999:89-90
12. Relationship with other
constructs: ethics and values
12
SpiritualityEthics Values
Doing the right thing:
moral choices
Beliefs, that which is
important or esteemed
Spiritual leaders demonstrate ethical behaviour and
authentic expression of spiritual values
13. Spiritual values of leaders
compassion , forgiveness, hope,
perseverance (Dalai Lama, 1996:64)
integrity and honesty (Neal, 1997:121, Reave,
2005)
respect for others, humility. Reave, 2005
altruistic love ; community well-being (Fry
& Slocum, 2008, 89; Mbon, 1991:108)
Affiliative values: self respect; personal growth;
responsibility; social rights; purposeful living; self
discipline; personal integrity; fairness/justice; self-
acceptance (Coetzee & Roythone-Jacobs, 2007:202)
13
14. Models of Spirituality in
Organisations
• Religious based
• Evolutionary
organisation
• Recovery based
organisation
• Socially
Responsible
• Values based
organisation
Chick Fil –A
YMCA (evangelism to
general service -1877)
12 Step AA ideology
and principles (1935)
Medicins Sans
Frontiers
Johnson & Johnson
14
Mitroff & Denton, 1999:83
15. What triggers a move towards a
more spiritual organisation?
Employee
workforce in crises:
high turnover,
stress-related
illnesses and
absenteeism
Wellness
Interventions:
Body , Mind ,
Spirit
15
16. What triggers a move towards a
more spiritual organisation?
Leaders who aspire
to integrate their
spirituality , ethics
and values into
work
Greed: profit,
self interest,
unethical
behaviour
16
17. What triggers a move towards a
more spiritual organisation?
17
• Create mission
• Implement Strategy
Spiritual
owner
• Revise mission
• Add spiritual focus
New
leader
• Current leader
• Change/ implement
Leader
Epiphany
18. Why bring spirituality to work?
Spiritual Construct Outcomes
Spiritual development Increased individual effectiveness
Cumulative effect on organizational
performance and profitability - Dent et al.
2005:639
Spiritual well-being psychological well-being (degree of
happiness and satisfaction with life)
Temane & Wissing (2006:592).
Meaning in life Career commitment,
Motivation (instrinsic motivation and goal
orientation)
Work orientation (De Klerk, 2001:
upetd.up.ac.za)
Spiritual behaviour of leaders:
positive eg. Respect for personal
and inner life
Psychological well-being of followers
Higher commitment (Rego, Cunha &
Oliveira, 2008:165)
18
19. Why bring spirituality to work?
Spiritual Construct Outcomes
Lack of spiritual behaviour from
leaders: negative behaviour e.g.
bossiness, laziness, disrespect
Negative emotions, protest, disobedience,
decrease in performance (R ego, Cunha &
Oliveira, 2008:165)
Meaning in life Healthy and balanced lifestyle
Positive work attitude
Contribution to community and welfare
work (De Klerk, Boshoff & Van Wyk, 2009)
Workplace spirituality – of work
unit
Workplace spirituality of leader
Increase in work unit performance as
measured by customer satisfaction
Covariance of attitudes of leader to
spirituality , group spirituality and
performance (Duchon & Plowman,
2005:826) 19
20. Integrated performance and
Spirituality
People
• compassion
• Care
• Employee
well being
• Social
responsibility
Planet
• Sustainable
caretakers
• Responsible
use of
resources
Profit
• Avoid short
term greed
• How did you
make your
profit?
20
21. We all have a moral duty to ensure that
whatever we do today doesn’t compromise the
needs of those who come after us. None of us is
the owner of this Earth. We are all caretakers,
and transient at that.”
King & Lessidrenska, 2009:4
21
22. Implications of spirituality at
work – the individual level
• Communicate honestly, act ethically
• Recognize multiple employee commitments
• Spirituality and religion part of cultural
diversity – respect and understanding
• Develop employees professionally and
personally
identify their own individual values;
Develop Emotional Intelligence
Develop Spiritual Intelligence
22
23. Implications of spirituality at work
– the individual level cont.
• Appreciation for individual and their
contribution
• Manage ethically and impartially
• Promote workplace wellness – incl. physical,
mental, emotional and spiritual wellness
23
24. Implications of spirituality at
work – the group level
• Promote understanding, tolerance and
acceptance of diversity (Hicks, 2002:380)
• Promote interpersonal experience: sense
of connection to others and common
purpose
• Encourage and explore values of
affiliation and altruistic love
• Consider group rituals that enhance
spirituality (Raelin, 2006:68)
24
25. Implications of spirituality at
work – the group level cont.
• Examples of group rituals:
Meaning-making “What do we plan to
care about?” (Raelin, 2006:68)
Contemplation practices such as
reflective dialogue, cycles of action
and reflection, council circle
(Duerr,2004:50)
Team based community upliftment or
environmental care activities (Kinjersky &
Skrypnek, 2004:28)
25
26. Implications of spirituality at
work – the organisation level
• Spiritual leadership
• Value statement and mission
• From values to action
• HR policies and procedures
(congruence, authenticity, consistency)
26
On an intuitive level the concept of a spiritual organisation appears to be a paradox. How is it possible for the “other-worldly, transcendental” spiritual realm to exist in a secular profit-making organisation?
the statement of Harman above appears idealistic and a bit naive as spiritual development seems unlikely to get you a year end bonus and seems incongruous with facts, figures and the financial bottom line. Yet organisational behaviour scholars and respected journals such as the Academy of Management and Journal of Organizational Change Management are spending considerable time, energy and effort on spirituality in organisations (Dent, Higgins & Wharff, 2005:631).
Spirit can be defined as the life force or “breath”; a “vital animating force” within individuals (Pfeffer, 2001:6). Spirit can also be used to describe “the general atmosphere of a place or situation and the effect that it has on people” (Wordweb, 2009). A culture, organisation or workgroup can be seen as having “spirit” or being “spirited” when the vitality and mood of the group is considered (Tichsler, Biberman & McKeage, 2002:206). A group of Blue Bull Currie Cup supporters can be described as “spirited” but not necessarily as spiritual . Kinjerski and Skrypnek (2004: 27) define “spirit at work” at both an individual and group level:
*the individual spirit or “experience of employees who are passionate about and energised by their work, find meaning and purpose in their work, feel that they can express their complete selves at work , and feel connected to those with whom they work”;
*an organisational culture that supports “autonomy, trust, cohesiveness, support, recognition, innovation and fairness through leadership and work processes”
Bennet (2001:164) offers a generic view on spirituality by describing it as “the answer to the questions what you believe in and what do you think life is all about? “. Spirituality is an extremely broad phenomenon as indicated by classical philosophical debate on meta-physics and existentialism (Stangroom, 2006:20; 40) inter-faith dialogue (Erricker, 2001:11-12); discourses on universal morality (Dalai Lama, 1996:73) and multiple spiritual paths (Zohar & Marshall, 2000:225). Spirituality extends to the arena of spiritual communion and cosmic rituals of renewal (Steiner, 2001:30); new age mysticism such as neo-paganism and urban shamanism (Possami, 2005:3) and at times runs the risk of being dismissed as resulting from an “other-worldly spatial delirium” (Berger, in Erricker, 2001:4).
Hicks (2002:387) reviewed 100 articles on workplace spirituality and identified eight clusters of terms frequently presented in definitions of spirituality. Although the terms identified are extensive they are by no means exhaustive and point to the multi-dimensional nature of spirituality.
There is a potential overlap between spiritual beliefs, religious beliefs and cultural beliefs and traditions. Acknowledging spirituality requires acknowledgement of religious diversity as well as cultural diversity. Mysticism lies at the heart of spirituality, culture and religion and involves a fascination with that which cannot be explained, discovering the unknown: reality revealed through mystical experiences and intuition. Recent developments in science and technology have created awe and wonder again enhancing mystical experiences or the connection between self, nature and something greater (Universe and cosmos; quantum physics and neuroscience). (King, 2001:16 –for relationship between religion, spiritual and mysticism) (Mitroff & Dentron, 1999:88-89) (Erricker, 2001:xv for relationship between culture and religion and spirituallity)
There is considerable debate about the difference between spirituality and religion at work. A number of scholars insist that spirituality is not religion and differs from religion in significant ways (Mitroff & Denton, 1999:88-89) and that organisational behaviour should concern itself with the study of spirituality because “spirituality unites while religion divides”. Opposing academic voices insist that it is not so easy to distinguish between spirituality and religion especially for religious employees and that in organisations that purport to be spiritual and are focussed on the whole person it is inconsistent to bring your spiritual self to work but leave your religious self at home (Cash & Grey, 2000; Hicks, 2002; Garcia-Zamor,2003). These authors suggest the importance of acknowledging diverse spiritual, religious and cultural views in the workplace. In the USA 95% of Americans say they believe in God (Dent et. Al. 2005:633) Local research (De Klerk, Boshoff and Van Wyk 2009 in press) found that 72.9% of managers (n=458) indicated a “strong” or “very strong” religious conviction.
Table 2: Adapted from (Hicks) 2002:380-382 and Mitchell & Denton (1999:83-92) and Pursig (1974: 362).
There is an overlap between spirituality, ethics and values but they are not identical constructs. Ethics is about doing the right thing and making moral choices (Coetzee & Roythorne-Jacobs, 2007:182). It is easier for a spiritual person to be ethical but ethics can exist independently. Ethics is a way of behaving that can be prescribed by organisations in a code of conduct (Garcia-Zamor, 2003:359). Ethical behaviour is required in order to demonstrate spirituality (Reave, 2005:659) and expression of care and concern for employees is an example of ethical and spiritual behaviour.
Values: “what is liked, prized, esteemed, approved or enjoyed”; values form the basis of ideologies and determine the political, economical and social behaviour of people (Mbon, 1991:108). Values are our beliefs about that which is important to us (Coetzee & Roythone-Jacobs, 2007:202). Covey (1989:288) cautions that values are not principles and that even a gang of thieves can have values (1989:35). Reave (2005:655) reviewed 150 studies that link spiritual values and practices to effective leadership for example, integrity, honesty, respect for others, humility.
Religious based organisation: affiliated and run according to religious principles; usually based on one religion. For example Chick-fil-A has 1300 highly successful franchises in the USA and 2.3 billion in sales; the lowest turnover rate in the industry (5% compared to 60%). Christian based: bible study and prayer groups: Company run on biblical principles. Company mandate “Glorify God”. Risk: employment discrimination (Fry & Slocum, 2007:90).
Evolutionary organisation: started out as religious but evolved to a more universal spiritual position
Recovering organisation Promotes recovery from addiction, gambling, drug-abuse, over-eating, sex-addiction
Uses the 12 Steps of Alcoholics Anonymous and the reference to a Higher Power to develop spirituality; may include regular businesses that use the principles of AA.
Socially responsible: Strong spiritual principles or values that they apply directly to support and improve society or local communities – at times may have a strong external than internal focus:
Values Based: Guided by principles, philosophies or values that are not aligned with spirituality or religion. For example Johnson & Johnson have altruistic values of respect, fairness, honesty, care, compassion that help to build a culture of trust (Fry & Slocum, 2007:87).
An attempt to restore balance:
Awareness that the employee workforce may be in crises could be triggered by exposure to facts and figures on employee absenteeism, turnover rates or stress for example, an estimated 78% of employees in the USA say that work is their biggest source of stress (Farrell, 2005:543). This awareness can in turn trigger a move towards wellness interventions such as physical, psychological, social or spiritual interventions (Danna &Griffin, 1999:359; Farrell, 2005:543). For example Tichsler, Biberman and Mc Keage ( 2002:212) refer to 600 studies of Transcendental Meditation in organisations as a spiritual practice which has reduced physical, psychological symptoms and increased people’s ability to cope with large problems and stressors outside of their control (Tichsler, Biberman and Mc Keage, 2002:212).
And findings Spiritual well-being related to psychological well-being (Temane & Wissing, 2006:592)
Fry & Slocum (2007:87) point to disturbing cases of greed, corruption, immoral and unethical behaviour by leaders of Enron, Arthur Anderson, Tyco International and Worldcom . They cite an example of a 210 million dollar severance package paid to Bob Nardelli by the board of Home Depot which further indicates greed and self-interest. Spiritual epiphanies experienced by an organisational leader may result in a counter-point reaction to the greed and corruption in others and the leaders aspire to integrate their personal spirituality with their work (p.89)
If the owner of a new business is spiritual: then he can create the mission statement and implement spiritual strategy and business practices from the start. Interstate batteries was founded in 1952 and has developed into 200 000 retail dealers: The mission statement of the company is “To glorify God as we supply our customers worldwide with top quality, value-priced batteries….. (Fry and Slocum, 2007:91).
New leader: If a new leader is appointed with a strong spiritual focus he may revise the mission and value statement or re-emphasize the spiritual nature of meaning of what they do.
Leader epiphany: when the current leader or CEO of an organisation has a spiritual epiphany (A moment of sudden understanding or revelation or even a divine manifestation – WordWeb 2009) this spiritual awakening causes personal transformation and results in a need for spiritual renewal at work (Dent et al. 2005:635). Spiritual awakenings can be as a result of personal crises or intense suffering in the company. The crises can be caused by actual trauma and death such as companies who were traumatized during the September 11th terrorist attack on the World Trade Centre or by vicarious exposure (watching the suffering of those who are involved.) (Hazen, 2008:78).This can produce an existential crises of faith and meaning which may be resolved in a spiritual manner: moral purpose, support from outside the organisation , excellent leadership and creation of meaing through work (Hazen, 2008:82).
Spirituality reinforces sustainability by contributing to integrated performance and the triple-bottom line:Fry & Slocum, 2008:86-96
Source: King & Lessidrenska, 2009:4;10-11; 183, 185