Dealing with Rumor-mongers and Gossips in a Christian Way

ID-10067259

Web Hosting

The best way to minimize rumors and gossip in your life is to turn your enemies into friends and allies. Take a look at this testimony of a person who turned his enemy into a friend:

pexels-photo-327540.jpeg

“Early in my career, I was once figuratively stabbed in the back by a colleague, which nearly led to me being fired…Rather than waste time and energy by dragging around a bag of resentments, I worked on my negative attitude…Whenever we ran into each other, I would smile and say “Hello, how are you?” I was met with a scowl or ignored. This continued for three months, but I was determined not to let the person ruin my day. I no longer wanted to give away my power. Then, suddenly, my adversary had a change in attitude, and became a trusted associate.”

pexels-photo-601170.jpeg

Try active non-violence and apply the biblical teaching of loving your enemies. It is not a sign of weakness and cowardice of trying to win the hearts of your gossips and rumor mongers. If you believe in something supernatural and have a solid philosophy in life, loving your enemies is a sign of courage and ultimate wisdom. After all, we are only pilgrims of this earth. Let us condemn and sue those who spread unjust and malicious acts of rumors and gossip. Let us condemn the acts but forgive the person as every individual can also be a victim of his/her past and social environment.

pexels-photo-551652.jpeg

In the Gospel,  an adulterer and sinner was brought in front of Jesus. Some people wanted to trap him in order to accuse Him of violating the Judaic law. But Jesus instead said to the accusers:

jesus-christ-good-shepherd-religion-161289.png

“He that is without sin among you, let him cast the first stone at her.”

The  people around him were so touched by their own consciences that they departed. So Jesus found himself alone with the woman. He asked her where were her accusers.

She replied, “No man, lord.”

Jesus then said, “Neither do I condemn thee: go and sin no more.”

pexels-photo-786924.jpeg

The best way to fight rumors and gossip is to accept and forgive people despite their sins of spreading unverified information or fake news. Applying the Christian teaching of fraternal correction, genuine Christians approach rumor-mongers and gossips in the spirit of charity. They reach out to their enemies and convert them into friends. Christian love unites people and transform them into real believers of the Truth.

Photo credit: Pexels.com free photos, Freedigitalphotos.net

Thank you for reading this post. Feel free to comment, like, or share. Cheers and God bless!

 

 

 

Culture is Important in Job Hiring

achievement-adult-agreement-327540

Introduction

Culture matters in job recruitment. Hiring people to fill up vacant positions in the company requires that the new recruit does not only possess the necessary skill and talent for the job but also a “perfect fit” in the company’s organizational culture. Assuming that the applicant has all the qualifications, the primary question a recruiter should ask himself/herself before hiring an applicant must be this: “Can this person, if hired, persist in his/her job despite the negative traits of the company’s culture? Can his/her personality and value system tolerate if s/he discovers the most toxic trait or aspect of the company’s way of life? For instance, if s/he discovers that the company has strong power cliques or lacks career plan, can this new recruit capable of and willing to adjust and stay in the company? Will s/he be loyal in spite of….?

2 Dimensions of Hiring People

men-1979261_640

There are basically two major dimensions of hiring new applicants into the company: the technical and the cultural. The technical dimension includes the educational background, talent, experience and expertise of the applicant for the job. The cultural includes the applicants’ personality, value system, beliefs, attitudes to rules, power and authority or work ethic.The technical aspect is easier to handle than the cultural one. The resume or CV can be an important guide with regard to the technical aspect of the job. But there seems to be no comprehensive guide or tool for the recruiter or interviewer to understand the applicant’s cultural orientation. A well-planned interview guide can probably handle this, revealing the applicant’s basic cultural attitude and value system vis-a-vis the hiring company’ core values. The psychological exams may reveal some aspects of the person’s cultural life but not enough to cover all about the person’s character, value system, disposition, interpersonal skills and attitude towards work: all these are important characteristics which can determine the recruit’s longevity in the company.

The Recruiter Must Have a Sufficient Knowledge of Company’s Culture

adult-agreement-beard-541522

It is difficult for a recruiter to know whether the applicant fits into the company’s culture if s/he is not part of the company or lacks an emic (insider’s knowledge) perspective of the organizational culture of the hiring company. Well, if the position is basically a technical one which doesn’t require much social networking or managing people, this internal knowledge of the corporate culture may not be that necessary. But people are not robots. They react to situations based on their cultural values and beliefs. Most failures in hiring–in a sense that recruits do not stay longer in the company–is probably due to lack of sufficient knowledge of the recruiter about the organizational culture of the hiring company. In this sense, the hiring company is accepting people who are technically capable but incompatible to its overall cultural mold. The result: fast turnovers due to cultural incompatibility between the new recruits’ cultural orientation and the cultural expectations of the hiring company.

Fast turnovers in the company’s hiring can therefore be an indicator of a mismatch between the recruit’s cultural values and the company’s organizational culture. And ultimately, the recruiting team can take the blame for hiring people whose cultural and mental frames as well as corporate values are in conflict with those of the company. The technical aspect of the job may be a perfect match but not the value system of the new employee and that of the hiring company.

Final Reminder

Remember: Hiring is like finding a missing spare part of a particular brand of car. The recruiter may find a spare part similar to the original one but not in design and brand; thus, it will never fit into the car system. It will only damage the car. Thus, if the cultural orientation and value system of the newly-hired employee do not jibe with that of the company’s culture, s/he never fit into the firm’s cultural system. S/he can only cause harm rather improve the brand and productivity of the company. It is therefore important that the recruiter knows the brand and make of the car in order that s/he can spot and buy the correct spare part for the car. The ideal recruiter is one who knows the “basic parts and their interdependence in the entire system” of the hiring company.

Photo credit: Pexels.com

Thank you for reading this post. Sign up with our newsletter or follow this blog via email for more updates.

Dealing with Rumor-mongers and Gossips in a Christian Way

ID-10067259

Web Hosting

The best way to minimize rumors and gossip in your life is to turn your enemies into friends and allies. Take a look at this testimony of a person who turned his enemy into a friend:

pexels-photo-327540.jpeg

“Early in my career, I was once figuratively stabbed in the back by a colleague, which nearly led to me being fired…Rather than waste time and energy by dragging around a bag of resentments, I worked on my negative attitude…Whenever we ran into each other, I would smile and say “Hello, how are you?” I was met with a scowl or ignored. This continued for three months, but I was determined not to let the person ruin my day. I no longer wanted to give away my power. Then, suddenly, my adversary had a change in attitude, and became a trusted associate.”

pexels-photo-601170.jpeg

Try active non-violence and apply the biblical teaching of loving your enemies. It is not a sign of weakness and cowardice of trying to win the hearts of your gossips and rumor mongers. If you believe in something supernatural and have a solid philosophy in life, loving your enemies is a sign of courage and ultimate wisdom. After all, we are only pilgrims of this earth. Let us condemn and sue those who spread unjust and malicious acts of rumors and gossip. Let us condemn the acts but forgive the person as every individual can also be a victim of his/her past and social environment.

pexels-photo-551652.jpeg

In the Gospel,  an adulterer and sinner was brought in front of Jesus. Some people wanted to trap him in order to accuse Him of violating the Judaic law. But Jesus instead said to the accusers:

jesus-christ-good-shepherd-religion-161289.png

“He that is without sin among you, let him cast the first stone at her.”

The  people around him were so touched by their own consciences that they departed. So Jesus found himself alone with the woman. He asked her where were her accusers.

She replied, “No man, lord.”

Jesus then said, “Neither do I condemn thee: go and sin no more.”

pexels-photo-786924.jpeg

The best way to fight rumors and gossip is to accept and forgive people despite their sins of spreading unverified information or fake news. Applying the Christian teaching of fraternal correction, genuine Christians approach rumor-mongers and gossips in the spirit of charity. They reach out to their enemies and convert them into friends. Christian love unites people and transform them into real believers of the Truth.

Photo credit: Pexels.com free photos, Freedigitalphotos.net

Thank you for reading this post. Feel free to comment, like, or share. Cheers and God bless!

 

 

 

Dealing with Rumor-mongers and Gossips in a Christian Way

ID-10067259

Web Hosting

The best way to minimize rumors and gossip in your life is to turn your enemies into friends and allies. Take a look at this testimony of a person who turned his enemy into a friend:

pexels-photo-327540.jpeg

“Early in my career, I was once figuratively stabbed in the back by a colleague, which nearly led to me being fired…Rather than waste time and energy by dragging around a bag of resentments, I worked on my negative attitude…Whenever we ran into each other, I would smile and say “Hello, how are you?” I was met with a scowl or ignored. This continued for three months, but I was determined not to let the person ruin my day. I no longer wanted to give away my power. Then, suddenly, my adversary had a change in attitude, and became a trusted associate.”

pexels-photo-601170.jpeg

Try active non-violence and apply the biblical teaching of loving your enemies. It is not a sign of weakness and cowardice of trying to win the hearts of your gossips and rumor mongers. If you believe in something supernatural and have a solid philosophy in life, loving your enemies is a sign of courage and ultimate wisdom. After all, we are only pilgrims of this earth. Let us condemn and sue those who spread unjust and malicious acts of rumors and gossip. Let us condemn the acts but forgive the person as every individual can also be a victim of his/her past and social environment.

pexels-photo-551652.jpeg

In the Gospel,  an adulterer and sinner was brought in front of Jesus. Some people wanted to trap him in order to accuse Him of violating the Judaic law. But Jesus instead said to the accusers:

jesus-christ-good-shepherd-religion-161289.png

“He that is without sin among you, let him cast the first stone at her.”

The  people around him were so touched by their own consciences that they departed. So Jesus found himself alone with the woman. He asked her where were her accusers.

She replied, “No man, lord.”

Jesus then said, “Neither do I condemn thee: go and sin no more.”

pexels-photo-786924.jpeg

The best way to fight rumors and gossip is to accept and forgive people despite their sins of spreading unverified information or fake news. Applying the Christian teaching of fraternal correction, genuine Christians approach rumor-mongers and gossips in the spirit of charity. They reach out to their enemies and convert them into friends. Christian love unites people and transform them into real believers of the Truth.

Photo credit: Pexels.com free photos, Freedigitalphotos.net

Thank you for reading this post. Feel free to comment, like, or share. Cheers and God bless!

 

 

 

Culture is Important in Job Hiring

achievement-adult-agreement-327540

Introduction

Culture matters in job recruitment. Hiring people to fill up vacant positions in the company requires that the new recruit does not only possess the necessary skill and talent for the job but also a “perfect fit” in the company’s organizational culture. Assuming that the applicant has all the qualifications, the primary question a recruiter should ask himself/herself before hiring an applicant must be this: “Can this person, if hired, persist in his/her job despite the negative traits of the company’s culture? Can his/her personality and value system tolerate if s/he discovers the most toxic trait or aspect of the company’s way of life? For instance, if s/he discovers that the company has strong power cliques or lacks career plan, can this new recruit capable of and willing to adjust and stay in the company? Will s/he be loyal in spite of….?

2 Dimensions of Hiring People

men-1979261_640

There are basically two major dimensions of hiring new applicants into the company: the technical and the cultural. The technical dimension includes the educational background, talent, experience and expertise of the applicant for the job. The cultural includes the applicants’ personality, value system, beliefs, attitudes to rules, power and authority or work ethic.The technical aspect is easier to handle than the cultural one. The resume or CV can be an important guide with regard to the technical aspect of the job. But there seems to be no comprehensive guide or tool for the recruiter or interviewer to understand the applicant’s cultural orientation. A well-planned interview guide can probably handle this, revealing the applicant’s basic cultural attitude and value system vis-a-vis the hiring company’ core values. The psychological exams may reveal some aspects of the person’s cultural life but not enough to cover all about the person’s character, value system, disposition, interpersonal skills and attitude towards work: all these are important characteristics which can determine the recruit’s longevity in the company.

The Recruiter Must Have a Sufficient Knowledge of Company’s Culture

adult-agreement-beard-541522

It is difficult for a recruiter to know whether the applicant fits into the company’s culture if s/he is not part of the company or lacks an emic (insider’s knowledge) perspective of the organizational culture of the hiring company. Well, if the position is basically a technical one which doesn’t require much social networking or managing people, this internal knowledge of the corporate culture may not be that necessary. But people are not robots. They react to situations based on their cultural values and beliefs. Most failures in hiring–in a sense that recruits do not stay longer in the company–is probably due to lack of sufficient knowledge of the recruiter about the organizational culture of the hiring company. In this sense, the hiring company is accepting people who are technically capable but incompatible to its overall cultural mold. The result: fast turnovers due to cultural incompatibility between the new recruits’ cultural orientation and the cultural expectations of the hiring company.

Fast turnovers in the company’s hiring can therefore be an indicator of a mismatch between the recruit’s cultural values and the company’s organizational culture. And ultimately, the recruiting team can take the blame for hiring people whose cultural and mental frames as well as corporate values are in conflict with those of the company. The technical aspect of the job may be a perfect match but not the value system of the new employee and that of the hiring company.

Final Reminder

Remember: Hiring is like finding a missing spare part of a particular brand of car. The recruiter may find a spare part similar to the original one but not in design and brand; thus, it will never fit into the car system. It will only damage the car. Thus, if the cultural orientation and value system of the newly-hired employee do not jibe with that of the company’s culture, s/he never fit into the firm’s cultural system. S/he can only cause harm rather improve the brand and productivity of the company. It is therefore important that the recruiter knows the brand and make of the car in order that s/he can spot and buy the correct spare part for the car. The ideal recruiter is one who knows the “basic parts and their interdependence in the entire system” of the hiring company.

Photo credit: Pexels.com

Thank you for reading this post. Sign up with our newsletter or follow this blog via email for more updates.