全部坦白的益處

By Rick Boxx

一位我姑且叫他提姆的朋友在聘雇一個重要主管時,犯了一個重大的錯誤。在那雇用被證明是一項失敗後,提姆承認在面試的過程中,他沒有適當地傳達他們機構的宗旨與價值觀。

雖然那新主管有很好的資歷,但在工作六個月後,很明顯地看出他不適合提姆公司的文化。當他辭職時,他告訴提姆:「在面試時你有提到你們的信念,但我沒有很認真的看待。假如我一開始能更了解,我就會告訴你那對我是行不通的。」

提姆可能以為那位來面試的人會了解與信念相關的價值觀是公司營運的基礎,或是認為那主管有他們公司所需要的專業和經驗,所以他就選擇不去強調公司的信念和價值觀。

許多公司在表達和強調他們公司的使命和價值宣言時都很審慎。這提醒員工們這公司代表了什麼,以及公司認為什麼是最重要的,所以排在第一順位。在招募員工的過程中,尤其是聘雇重要的主管時,介紹公司價值觀的這些文件並簡短地說明是非常有幫助的。

一開始就坦白地說出公司領袖們所相信的是什麼,他們所奉行的理念,這也讓可能被雇用的人有機會評估自己是否能支持那些價值觀。

這並不表示有可能受雇的員工一定要與私人公司、家族企業的企業主或公司領袖有一樣的宗教信仰。在許多案例中,法律都禁止在宗教信仰上的歧視。然而,若一位應徵者無法認同公司的價值觀,例如正直、公平、客戶服務、品質、誠實和卓越,最好在犯聘雇錯誤,傷害到相關的每個人之前,就先作出最好的決定。

耶穌基督也處理這種議題,祂在馬可福音4章21-22節說:「人拿燈來,豈是要放在斗底下,床底下,不放在燈臺上嗎?因為掩藏的事,沒有不顯出來的;隱瞞的事,沒有不露出來的。

耶穌也用光來代表信念與價值觀,祂說:「你們是世上的光。城造在山上是不能隱藏的…你們的光也當這樣照在人前,叫他們看見你們的好行為,便將榮耀歸給你們在天上的父」(馬太福音5章14-16節)。

一個高效率、和諧的公司團隊不僅有不同才幹和能力的人一起工作,彼此競爭。他們也有相同的價值觀和共同的使命感。若你期望你的員工奉行公司的價值標準,並向客戶和供應商適切地表現出那價值觀,在面試時清楚地強調公司的價值觀就是明智之舉。若要向任何組織的成員說明價值觀,並讓他們印象深刻,沒有什麼比一開始就說更好了。

本文版權為正直資源中心(Integrity Resource Center, Inc.)所有。本文獲得授權改編自「瑞克.博克思 的正直時刻Integrity Moments with Rich Boxx」。這系列的文章是以一個基督徒的觀點評論職場的正直議題。想要更多了解正直資源中心或想要收到電子文件的「瑞克每天的正直時刻Rick”s daily Integrity Moments」系列文章,請上網www.integrityresource.org。他的書「如何生意興隆而不犧牲正直」提供人們正直地作生意的方法。

省思 / 討論題目
你如何概述你們公司或組織的基本價值觀和信念?你的公司一開始如何向你傳達? 你曾否看過有人來你的公司應徵,但卻不接受你們公司的價值觀?結果如何? 你認為維繫一家公司的價值觀、原則和信念為何重要?若員工不同意那些價值觀仍然可以有效率地為那公司工作,且仍能為公司賺取利潤嗎?為什麼? 在本文引述耶穌所說的兩段話中,祂形容祂的跟隨者是燈和光。你認為這兩個類比適用於世俗的工商專業界的環境中嗎?請解釋。註:若你有聖經且想要看有關此主題的其他經文,請看:箴言4章18-19節,10章9節,11章14節,12章15節,15章22節,20章18節,20章25節,22章1節,24章5-6節,27章17節,29章18節


BENEFITS OF FULL DISCLOSURE
By Rick Boxx

A friend I will call Tim made a critical mistake during his process of hiring a key executive. After the hiring proved to be a failure, Tim admitted that in this situation, he had neglected to adequately communicate his organization’s purpose and values during the recruitment and interview process.

After six months, it had become evident the new executive, despite very impressive professional credentials, did not fit the established culture of Tim”s company. When the executive was resigning, he told Tim, "I know your faith was mentioned during my interview, but I did not take it seriously. Had I better understood, I could have told you then that it would not work.”

Tim either presumed the interviewee would understand the faith-related values that served as a foundation for the company”s operations, or in perceiving this executive had the job expertise and experience the company needed, he chose not to emphasize them.

Many companies have found it prudent to express and reinforce their corporate values on mission and values statements. These serve as reminders for employees of what the organization stands for and what it holds as top priorities. In the hiring process, particularly for key individuals, it can be very helpful to introduce these written documents and briefly review them.

This serves to candidly state from the start what the company”s leaders believe and the philosophy to which they ascribe, and also gives the potential hire an opportunity to evaluate whether those values are ones that he or she can support.

This does not mean prospective employees must be aligned spiritually with company owners or leaders, such as in a privately held, family-owned business. In many instances, laws prohibit discrimination on the basis of religious belief. However, if a job applicant cannot embrace corporate values such as integrity, fairness, customer service, quality, honesty and excellence, it is best to determine that before a hiring mistake is made to the detriment of everyone involved.

Jesus Christ addressed this when He said in Mark 4:21-22, "Do you bring in a lamp to put it under a bowl or a bed? Instead, don’t you put it on its stand? For whatever is hidden is meant to be disclosed, and whatever is concealed is meant to be brought out into the open."

Again describing beliefs and values in terms of light, Jesus also said, “You are the light of the world. A city on a hill cannot be hidden…. In the same way, let your light shine before men, that they may see your good deeds and praise your Father in heaven” (Matthew 5:14-16).

A highly effective, harmonious corporate team not only has people of different talents and abilities working together, complementing one another. They also ascribe to similar values and share a common sense of mission. If you expect your staff to model company values and represent them appropriately to customers and suppliers, it would be wise to emphasize them clearly during interviews. In articulating and impressing values on members of any organization, there is no better place to start than at the beginning.

Copyright 2014, Integrity Resource Center, Inc. Adapted with permission from "Integrity Moments with Rick Boxx," a commentary on issues of integrity in the workplace from a Christian perspective. To learn more about Integrity Resource Center or to sign up for Rick”s daily Integrity Moments, visit www.integrityresource.org. His book, How to Prosper in Business Without Sacrificing Integrity, gives a biblical approach for doing business with integrity.

Reflection/Discussion Questions
How would you summarize the central, foundational values and beliefs of the company or organization where you work? How were they initially communicated to you? Have you ever observed a situation where someone was brought into your company that did not – or could not – accept those values? What were the results? Why do you think values, principles and beliefs that undergird a company are important? Is it possible for people that do not agree with these to function effectively for the organization and still work toward the bottom line of making a profit? Why, or why not? In the two quotes from Jesus Christ, He described His followers as lamps and light. Do you think those comparisons are appropriate, particularly for the secular business and professional environment? Explain your answer.NOTE: If you have a Bible and would like to read more about this subject, consider the following passages: Proverbs 4:18-19, 10:9, 11:14, 12:15, 15:22, 20:18, 20:25, 22:1, 24:5-6, 27:17, 29:18

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