Top 5 Biblical Passages for Christian Business Leaders

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1. Mark 10:43-45

“But whoever would be great among you must be your servant, and whoever would be first among you must be the slave of all. For even the Son of Man came not to be served but to serve, and to give his life as a ransom for many.”

This passage from the Gospel of Mark is considered the central image of a Christian leader– a suffering servant. A leader who serves his/her constituents rather than being served by them. Leadership in the Christian sense is service for the sake of the Kingdom and self-emptying to empower others.

Under this model, the leader does not seek glory and power for his/her self but to promote and protect the common good even if this entails dying to one’s self and disregarding his/her self-interest.

In Catholic Church’s teaching, doing business is a form of service to God and people–the customers. Its ultimate goal is not really profiteering but serving the public by providing consumers with high-quality goods and services in order that they can enjoy the fruits of God’s creation.

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A good and Christian leader must then strive to become a servant of God in the business organization, providing the public with quality goods and services.

As managers, they must not abuse their discretionary powers in the workplace but instead empower others to become servants and leaders too in their respective duties and areas of responsibilities.

2. Philippians 2:3

Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves..”

This passage from the Letter of Paul to the Philippians can remind business leaders not to seek selfish ambitions or vain conceit. They must be humble, always conscious that positions of power in the business organization is temporary and meant for service.

Selfish ambition or conceit in the business organization can lead to unhealthy competition, politics, and sidelining of the corporate values just to get ahead of others in the promotion system.

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3. 1 Timothy 3:2

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Now the overseer is to be above reproach, faithful to his wife, temperate, self-controlled, respectable, hospitable, able to teach…”

This passage reminds business leaders to walk the talk, to witness what they preach in the workplace. A good and Christian leader is one who always provides a good example for others to follow.

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4. Proverbs 27:23-24

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“Be sure you know the condition of your flocks, give careful attention to your herds;  for riches do not endure forever, and a crown is not secure for all generations.”
Business leaders must not be only conscious about their position of power and authority, of the benefits and rewards they could get if they perform well in the company.
They must, first of all, know the real conditions of their employees in the workplace. They should check whether they are properly remunerated with a just wage by the company.
Corporate productivity is often tied up with the level of satisfaction of the workers with their wage and social benefits.
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5. Isaiah 41:10

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“Fear not, for I am with you; be not dismayed, for I am your God; I will strengthen you, I will help you, I will uphold you with my righteous right hand.”

In Church’s teachings, work is connected with one’s spirituality: A leader’s duty and role in the company must be part of his/her spiritual life.

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A Christian leader is one who is always conscious that the work of managing others in the workplace is part of his/her quest for salvation. Sanctification is not only expressed inside the Church but anywhere since God’s presence is everywhere. Thus, if business leaders are always aware of God’s presence in the workplace, he/she would never be fearful in his decisions and actions.

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Corporate Leadership is Cultural

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The ideal leader and leadership would depend a lot on the type of culture or corporate culture in business. Culture is a way of life of a society or business organization. The best leader is one who can mirror the corporate ideals or mission-vision of a business organization. Thus, if the business organization is selling cars of a particular country, then the ideal leader is one who knows best about the car industry and the mission-vision and corporate goals of his/her own company on how to promote and sell its cars to its chosen niche. The ideal leader of Ford, for instance, is one who knows by heart the American car tradition and corporate values of his/her company.

Discretionary Powers of Business Leaders

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All managers and business leaders have discretionary powers. What separates them from ordinary clerks or rank-and-file employees are their capacities to decide what to do for the good or bad of the company. Some leaders made bad decisions and inflict damage to the company not so much because they are evil or immoral people who were not screened properly by the management but because there is loose law enforcement system in the corporate culture. The brightest and efficient leader can commit illegal and illegitimate decisions if the checks and balances system of the company is loose and “toxic”. This reflects the type of leadership structure and culture of the organization. A rational and efficient corporate culture encourage transparent and charismatic leadership and provides a strong monitoring system. A company cannot expect its managers to be efficient and good leaders if the leadership structure, particularly the law enforcement system is weak. Business leaders have vast discretionary power and authority. And if these powers are not reined efficiently, the leadership style would be prone to abuse.

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There are basically two ways of strengthening the law enforcement system of the company. The first one is the strengthening of the internal control of the various levels and types of personnel in the company. This can be achieved by strengthening the social bonds of the various social groups in the company through community building activities and programs. A strong social bonding can inhibit corporate deviance, making each employee a brother’s keeper. Spiritual programs too can strengthen corporate bonding of employees and managers.

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The second form is empowering the monitoring and surveillance system of the company. If the social bonding is weak, external control is necessary to monitor abuses of corporate leaders. Putting up monitoring devices can be a great help to policy and law enforcement in the company. Regular evaluations by employees on the performance of their managers can also be of great help to monitor the performance of corporate leaders.

But law enforcement in the company can be of two types. It can be positive by providing incentives to people who perform well in the company and exceed corporate expectations. People respond to incentives. Thus, it is necessary for leaders to achieve higher goals rather mere obedience to the company rules and targets.

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The second and the most common type of law enforcement is, of course, strengthening the rules, sanctions, and punishments to those who commit corporate deviance. This is the negative approach which causes a lot of conflict and distrust in the company and makes managers and leaders despotic. It is often desirable to use the positive approach by providing attractive incentives to those who follow rules and exceed corporate goals and targets.

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6 Quotes from Top Business Leaders and their Sociological Meaning

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Top business leaders may not be social scientists and sociologists but their long journey to success and experience in building their empires have given them some sociological wisdom and theories in their minds on what works or fails in the field of business. They may not have articulated exactly the type of theories and insights they use in the quotes, but they are nevertheless very sociological and empirical from a sociologist’s point of view. Let us examine and analyze sociologically the following quotes from well-known global business leaders:

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This quote emphasizes that media business needs visionary leaders. In sociology, the type of leader with vision is usually the charismatic leader. The German sociologist Max Weber basically classifies leaders into 3 types: Charismatic, Traditional, and Rational-Legal. The charismatic leader is one with extraordinary talents and personal traits. His talent includes a vision of the future.

It is proven that today’s great business leaders are people who think and see ahead of their times. They have the talent to spot opportunities which ordinary entrepreneurs cannot see. Charismatic leaders are creative and innovative people who are willing to break traditions just to actualize their visions. Steve Jobs, Bill Gates, Mark Zuckerberg, and Jack Ma, to name a few, are examples of charismatic business leaders. In contrast, the traditional leader is usually a conservative person who only follows the tradition and culture of what is handed down from the past to the firm, while the rational-legal leader is one leads only to the laws and policies of the company.

Photo Credit: azquotes.com

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This quote emphasizes that the customer is the ultimate boss in business. Without customers, the business cannot survive and grow. The resources and capital of the business firm must be used wisely to serve the customers. Managers have no business in the company if they cannot provide the best products and services to the customers.

Photo Credit: rdcooperr.us

Image result for quotes from top business leaders

This quote stresses that one must take risks in business but only if it is a good cause, if it can lead to a good life, presumably for the customers and the public. A business firm and its leaders cannot takes risks if what they do are contrary to law, custom, and needs of the public. It cannot engage in shady deals and corruption just to increase its profit. Some companies, for instance, pollute rivers by dumping their wastes at the expense of the inhabitants and environment.

Photo Credit: Pinterest.com

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Bill Gates may not be a sociologist, but he knows that life is not equal. It is part of urban society’s social stratification where people are classified according to wealth or social class and according to their skills and level of education or social status. In a capitalist society, the social structure always favors and rich and entrepreneurs, while the poor and workers are oftentimes exploited and forgotten.

Photo Credit: danieldigest.com

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This is a very good observation by Jack Ma. Not many people can see that complaints are actually gaps in the system and opportunities for the business firm to grow and even create new products and services to address them.

Image result for jack ma quotes

Jack Ma, because of his vision and long experience in business, is correct. The right people for the job or task in the company are not necessarily the best ones. The best people are actually difficult to train in the company. They usually have a strong sense of entitlement. They tend to be good at commanding rather than obeying people who know the needs and problems of the company. That is why, aside from the necessary qualification, the employees must possess the right attitudes, values, and personalities which are consonant with the company’s mission-vision. A business firm is a system with interdependent parts and functions. It requires a teamwork. If the firm hires the best people rather than the right employees, it can result in disharmony and systemic dyfunction which are not good for business.

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6 Quotes from Top Business Leaders and their Sociological Meaning

books billionaires GIF by Product Hunt

Top business leaders may not be social scientists and sociologists but their long journey to success and experience in building their empires have given them some sociological wisdom and theories in their minds on what works or fails in the field of business. They may not have articulated exactly the type of theories and insights they use in the quotes, but they are nevertheless very sociological and empirical from a sociologist’s point of view. Let us examine and analyze sociologically the following quotes from well-known global business leaders:

Image result for quotes from top business leaders

This quote emphasizes that media business needs visionary leaders. In sociology, the type of leader with vision is usually the charismatic leader. The German sociologist Max Weber basically classifies leaders into 3 types: Charismatic, Traditional, and Rational-Legal. The charismatic leader is one with extraordinary talents and personal traits. His talent includes a vision of the future.

It is proven that today’s great business leaders are people who think and see ahead of their times. They have the talent to spot opportunities which ordinary entrepreneurs cannot see. Charismatic leaders are creative and innovative people who are willing to break traditions just to actualize their visions. Steve Jobs, Bill Gates, Mark Zuckerberg, and Jack Ma, to name a few, are examples of charismatic business leaders. In contrast, the traditional leader is usually a conservative person who only follows the tradition and culture of what is handed down from the past to the firm, while the rational-legal leader is one leads only to the laws and policies of the company.

Photo Credit: azquotes.com

Image result for quotes from top business leaders

This quote emphasizes that the customer is the ultimate boss in business. Without customers, the business cannot survive and grow. The resources and capital of the business firm must be used wisely to serve the customers. Managers have no business in the company if they cannot provide the best products and services to the customers.

Photo Credit: rdcooperr.us

Image result for quotes from top business leaders

This quote stresses that one must take risks in business but only if it is a good cause, if it can lead to a good life, presumably for the customers and the public. A business firm and its leaders cannot takes risks if what they do are contrary to law, custom, and needs of the public. It cannot engage in shady deals and corruption just to increase its profit. Some companies, for instance, pollute rivers by dumping their wastes at the expense of the inhabitants and environment.

Photo Credit: Pinterest.com

Image result for quotes from top business leaders

Bill Gates may not be a sociologist, but he knows that life is not equal. It is part of urban society’s social stratification where people are classified according to wealth or social class and according to their skills and level of education or social status. In a capitalist society, the social structure always favors and rich and entrepreneurs, while the poor and workers are oftentimes exploited and forgotten.

Photo Credit: danieldigest.com

Image result for jack ma quotes

This is a very good observation by Jack Ma. Not many people can see that complaints are actually gaps in the system and opportunities for the business firm to grow and even create new products and services to address them.

Image result for jack ma quotes

Jack Ma, because of his vision and long experience in business, is correct. The right people for the job or task in the company are not necessarily the best ones. The best people are actually difficult to train in the company. They usually have a strong sense of entitlement. They tend to be good at commanding rather than obeying people who know the needs and problems of the company. That is why, aside from the necessary qualification, the employees must possess the right attitudes, values, and personalities which are consonant with the company’s mission-vision. A business firm is a system with interdependent parts and functions. It requires a teamwork. If the firm hires the best people rather than the right employees, it can result in disharmony and systemic dyfunction which are not good for business.

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How to Manage Rumors in the Workplace

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Nature of Company Rumors

“[W]orkplace rumors are systematic and can be spread faster than the organization’s formal communication channels. Mishra (1990) further states, “the grapevine is also capable of penetrating even the tightest security because it cuts across organizational lines and deals directly with people in the know” (p. 52). Organizations should not ignore rumors in the workplace that have the potential to harm its brand/image. This being said, organizations need to take responsibility and address rumors in the workplace before the situation becomes out of control.

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Rumors abound in office conversations. Although 90% of employees are usually passive listeners, 10% take gossip seriously and are said to be active links in the passage of information (Hunter, 1983). Rumors in the company may contain different types of topics. But rumors in the workplace tend to focus on three most prevalent categories: on the quality of someone’s work, tenure (whether or not someone’s keeping their job] and personnel changes.

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Rumors are outcomes of interpersonal relationships. Research indicates that rumors among employees result from an organizational structure that frequently exposes employees to role conflict and ambiguity. Thus, a company with a “toxic” organizational culture can be prone to office rumors. The higher is level interpersonal conflicts in the company; the higher would the level of office rumors. In addition, employees experience rumors because of conflict between the instrumental and expressive functions that they perform (Rosnow, 1983)” (Akande and Odewale, 1994, p. 28).

Despite its destructive force in the workplace, a major percentage of employees considered the grapevine as the main source of information about organizational affairs. Since it is perceived by employees as a personal type of communication, it frequently has a strong impact on them than formalized channels of communication. The grapevine is much more flexible than formalized channels of communication. It is also a rapid source of informal news. After a “news” event occurs in an organization, the grapevine makes information available almost immediately (Akande and Odewale, 1994, p. 28).

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The existence of rumors during crises and uncertainties is a fact of life. “The good news is that preventive and remedial actions are possible, allowing professional communicators to minimize or even to stop the damage from rumors. Effectively preventing or controlling rumors requires an understanding of the psychological and sociological factors that drive people to listen to, pass along and believe rumors” (Doorely & Garcia, 2007).

How to Deal with Rumors in the Company

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There are essentially three ways to manage rumor in a company (Koller, 1992). The first is to try “to wait them out.” Some rumors dissipate over time and do little harm. Only rarely are rumors serious enough to require action. Second, if waiting fails, the rumor must be publicly refuted. When the rumor is refuted and also made to look unreasonable in public it negates its “news value” (Shiburani, 1966). This strategy is the most straightforward and aggressive. The company (or other target) names the specific rumor and discredits its usefulness and the credibility of its source through an advertising campaign, a press conference or highly publicized event such as one used by a company while denying the accusation of promoting Satanism (Pettijohn, 1987). This technique is effective in making people disregard those still interested to pass the rumor along. Third, truth or authentic information should be released or positively advertised as swiftly as possible. The last point strives to associate the target of the rumor with positive features such as the company’s traditional commitment to quality, excellence and consumer satisfaction. For instance, a Canadian brewery has used this strategy in strengthening the link between its company and positive features, while simultaneously at the same time dissociating the company and the rumor that is it owned by a Pakistani shareholder. Kaferer (1990) has suggested alternative, but not empirically acceptable, rebuttal strategies, such as creating counter-rumor and spreading disinformation” (Akande and Odewale, 1994, p. 28).

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If rumors seem to threaten the business organization, there are basically two ways to deal with them. The first is to try to prevent them. The supervisor must recognize that rumors have definite causes, most anchored on the lack of information about things important to employees and on the insecurity and anxiety that go with them. Whatever the cause, it must remember that rumors are received and transmitted by people in terms of their biases. Thus, the general theme of the rumors may be maintained, but the details are often altered to serve vested interests.

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The second is to try to vanquish rumors if they already affect productivity, community relations, or interdepartmental cooperation (Keith, 1975). “In refuting a rumor, a manager or supervisor should release the truth as quickly as possible. If a rumor is not subdued or quashed quickly, employees will interpret later events in the light of the rumor” (Akande and Odewale, 1994, p. 29).

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