Faith Integration week 5

Werner & DeSimone (2012) assert that managers play a significant role in managing the employees' performance, setting goals, delegating tasks, motivating employees among other roles. Managers are able to achieve effectiveness in these areas by acting as coaches. Coaching creates a partnership between managers and the workforce and as a result, employees increase performance and achieve organizational goals. The authors define coaching as a method used to improve performance and the method entails face-to-face discussion-where the manager and workers identify undesirable behaviors, solve the problem and perform desirable behaviors (Werner & DeSimone, 2012). Also, a conversation of self-discovery where the workforce thinks critically about an issue and focus on changing undesirable behavior and work toward positive behaviors and superior performance.

 

 From the biblical context, Jesus was a coach and he used different styles of coaching.  In all the methods he used, his aim was to improve the performance and behavior by helping the followers move with him on their spiritual journey. There are various instances of Jesus' coaching practices in the bible and the paper looks at Luke chapter 24 and John chapter 21. In Luke chapter 24, Jesus uses non-directive coaching where his followers listen to Jesus' talk and questions and engage in reflective learning to solve the problem.  For example in verse 26 and verse 37, Jesus asks them questions and these questions allow the followers to evaluate their actions, they become open-minded, understands the issue at hand and finds solutions to the problem. In using a non-directive method, Jesus uses powerful questions to allow the followers to discover and solve the behavior. The chapter is a powerful example as it teaches today's organization leaders the usefulness of the non-directive coaching and the  need to ask questions to allow  the employees  examine their actions,  become critical thinkers, identify and solve problems and look forward to performing desirable behaviors (Werner & DeSimone, 2012).

 

 The coaching approach used by Jesus in Luke chapter 24 differs from the approach in John chapter 21, in that in the latter chapter, Jesus uses a directive coaching or in other words, he gives the followers an answer or advice to their problem.   In Luke 24, Jesus confronts and asks questions to allow the followers interpret the question and formulate answers whereas, in John 24, Jesus finds his disciples in the boat fishing and gives them direction on how to do fishing.   The disciple benefits from the given solution, wisdom and shared experience. However, both coaching methods are similar since they have a similar goal of building a relationship with the followers.  Jesus' interest is based on improving performance and building relationships (Werner & DeSimone, 2012).  There are also some connections between the scriptures and practices found in the 10th chapter of the textbook. In the scripture, Jesus used a transformational process to bring a positive change to the life of the followers. Jesus' aim is to promote higher performance by directing them on a path to success.  Similarly, Werner & DeSimone (2012) say that the managers' aim of coaching is to help employees solve problems and increase performance.  In addition, they set goals and help managers change behaviors, adjust to changes, and aim higher toward superior performance. The same way Jesus confronts his followers by asking them questions is the same way managers confronts employees by presenting the problem and allowing them to evaluate their behaviors.  Generally, the aim of coaching is to replace undesirable behaviors with desirable behaviors.

 

 

Reference

 

Werner, J. M., & DeSimone, R. L. (2012). Human resource development. Mason: South-

Western/CENGAGE Learning.