In the s, more than titles on workplace spirituality flooded the bookstores. Many corporations are encouraging the development of this new trend because they believe a humanistic work environment creates a win-win situation for both employees and the organization. If members of an organization are happy, they will be more productive, more creative, and more fulfilled.
Share through Email advertisement In this empirical study of spirituality in the workplace, 1 we report on our results from interviews with senior executives and from questionnaires sent to HR executives and managers.
They viewed religion as a highly inappropriate form of expression and topic in the workplace. They saw spirituality, on the other hand, as a highly appropriate subject for discussion. This does not mean that they had no fears, reservations, or ambivalence with regard to the potential abuse of spirituality.
Nonetheless, they still felt it was essential. They could deploy more of their full creativity, emotions, and intelligence; in short, organizations viewed as more spiritual get more from their participants, and vice versa.
People are hungry for ways in which to practice spirituality in the workplace without offending their Research papers spirituality in the workplace or causing acrimony. In recent years, a large amount of mostly popular literature on spirituality has grown steadily, 3 a significant portion of which deals with spirituality in the work-place 4 and the benefits of such workplaces.
In spite of or perhaps because of this literature, there have been, until now, no serious empirical studies of what managers and executives believe and feel about spirituality or assessments of its purported benefits. If spirituality is a fundamental, important human experience, why has it not received serious attention and systematic treatment?
Spirituality is generally believed to be a phenomenon that is too soft, too nebulous, and too ill-formed for serious academic study. It is difficult to define, thereby rendering it nearly impossible to examine. Many current treatments of spirituality give it a bad name.
If academics are too critical of spirituality and, thereby, are reluctant to study it, then what may be loosely called New Age proponents are not critical enough. Although very little spirituality qualifies for study by traditional academics, almost any feeling or sentiment with regard to spirituality is accepted by New Age advocates, often at its face value, for example, reports of past-life and out-of-body experiences, speaking in foreign tongues, and reincarnation.
Even the few studies of spirituality in the work- place by respected academics are written more from the heart than from a stance of critical inquiry.
This does not mean that we object to writing from the heart; too much academic writing is arid and, hence, unable to affect people deeply. What we do object to is the lack of accompanying evidence.
The preceding arguments merely indicate why such an important topic has been neglected.
We believe that one of the best ways to counter each argument is to explain our study of spirituality in the workplace and present our results. For the past two years, we have conducted more than in-depth interviews with senior managers and executives to discuss what gives them meaning and purpose in their work, in particular, and their lives, in general see the sidebar for the interview format.
The discussion of meaning and purpose served as a natural bridge to the more general topic of spirituality. To verify the applicability of our results, we surveyed a large sample of managers and executives by mail for more details on the participants in the study, see the sidebar.
The more we learned about the topic, the more we learned how to ask better questions. The interviews began with a set of questions designed primarily to put the participants at ease. They were also meant to capture such basic data as birthplace, school, job history, number of direct reports, and so on.
Next, we asked about the top three things that gave the participants the most meaning and purpose in their jobs. They chose from a list of items, such as associating with an ethical or good organization, doing interesting work, serving others, making money, realizing full potential as a person, and so on.
We then asked them about the basic values that guided them in making important decisions in their lives and how often they were forced to compromise those values in making important decisions at work and why. Then we asked about how often they, their parents, and their partners or spouses attended religious services, prayed, and what their religious denominations were, if any.
We also asked if they believed in God or a deity. After broaching these somewhat sensitive issues, we explored the main topics: We also asked whether interviewees were aware of any methods that organizations could use to foster fruitful discussions of spirituality without causing people to feel violated or leading to uncontrolled discussions.
We then inquired how often they felt joy or bliss in the workplace and when. Had they ever had an epiphany or a strong spiritual experience at work? Had they ever cried or felt depressed by the nature of their job or their organization?
An important part of the interview was con cerned with how much, and which parts, themselves people could bring to work; for instance, complete self, complete soul, total intelligence, total creativity, or sense of humor.
Next we asked if they ever prayed at work and for what.
Winding down, we tried to determine what their organizations had done that they were most proud of or most ashamed of. We queried them about organizations that they considered role models for fostering spirituality in the work place and took a brief inventory of the employee programs in their organizations such as alcohol treatment, counseling, and so on.
Finally, we asked whether interviewees agreed that long-term organizational success demanded that organizations learn how to foster spirituality in the workplace. Many of these questions have not been asked before in this type of format.In this empirical study of spirituality in the workplace,1 we report on our results from interviews with senior executives and from questionnaires sent to HR executives and managers.2 In general, the participants differentiated strongly between religion and spirituality.
They viewed religion as a highly inappropriate form of expression and topic . Workplace spirituality is the method of incorporating one’s personal idea of “spirituality” in their daily work schedule.
Spirituality can give a sense of balance and security to many individuals and therefore improve their organizational efficiency and effectiveness. Alienation in the workplace has long been recognized in modern times. Growing evidence suggests that one important influence job satisfaction and good performance is spirituality involved in .
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View Spirituality in the workplace Research Papers on schwenkreis.com for free. In this empirical study of spirituality in the workplace,1 we report on our results from interviews with senior executives and from questionnaires sent to HR executives and managers.2 In general, the participants differentiated strongly between religion and spirituality.
They viewed religion as a highly inappropriate form of expression and topic in the workplace.