Abstract
This paper examines whether the spiritually-based organization (SBO) can be regarded as an imperative for the third millennium. As a result, it draws on the literature review of organizational spirituality, psychology of religion, positive psychology, and spirituality leadership theory in order to support its conclusions, as well as it offers some research propositions. Overall, the evidence gathered throughout this paper suggests that the spiritual paradigm starts to play a key role alongside with the concept of SBOs. Rather, it concludes that these topics can be regarded as authentic imperatives for this millennium. Nonetheless, it argues that is likely to take some time until the spirituality topic may mold, so to speak, organizations' character regarding that spiritual theme is starting to become a noteworthy topic. Furthermore, it argues that the logic that has prevailed on business enterprises has been largely economic, except some honorable initiatives. The findings also indicate that the material paradigm is not suited to deal with germane problems that shape our today's world. Finally, it suggests that the concept of SBO embraces positive changes and, as such, it may be potentially conducive to improving people lives and the planet's health and equilibrium.
Highlights
We are living in an era of great scientific advances, huge technological breakthroughs, conflicting societal demands and uncertainties there is no compelling evidence that organizations are getting to be aligned with deeper changes
As proposed by Vasconcelos (2011b), at the simplest level, the concept of spiritually-based organization (SBO) should embrace at least some salient features, namely: (1) it should meet the needs and demands of society through ongoing corporate social responsibility actions; (2) it should show consistent internal marketing policies in order to value its employees
First and foremost, I recognize that SBO literature is extremely descriptive and conceptual in nature, requiring further reliable evidence-based data in order to support its assumptions
Summary
We are living in an era of great scientific advances, huge technological breakthroughs, conflicting societal demands and uncertainties there is no compelling evidence that organizations are getting to be aligned with deeper changes. As proposed by Vasconcelos (2011b), at the simplest level, the concept of SBO should embrace at least some salient features, namely: (1) it should meet the needs and demands of society through ongoing corporate social responsibility actions (e.g., by adopting the practices of doing good, promote the well-being of stakeholders, behaving ethically, going beyond its own interests, satisfying societal wants, and building strong reputation); (2) it should show consistent internal marketing policies in order to value its employees (e.g., by fulfilling internal customers’ needs, providing strong human resources policies, promoting work motivation and job satisfaction, enabling happiness in the workplace and getting employee’s trust, involvement, engagement, and commitment with organizational goals). With reference to these points, it is notorious that the concept of SBO presents, to some degree, convergences, commonalities, and overlaps with both OD and virtuousness theory; it appears to have more theoretical ambitions
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