Spirituality and Archetype in Organizational Life

Abstract

<jats:title>Abstract:</jats:title><jats:p>Spirituality is an undeniable human need and is thus the subject of increasing interest among management scholars and practitioners. In this article, we propose using archetypal psychology as a framework for understanding the human need for spirituality more clearly because it provides important insights into spirituality and organizational life. Because most spiritual needs reside in the deepest aspects of the self, an archetypal approach helps us recognize not only that we have spiritual needs but also<jats:italic>why</jats:italic>we have them. We present three common archetypes and their implications in a management context. That is followed by an application of the archetypal approach to some of the more spiritually corrosive aspects of organizational life and a discussion of the implications of archetypes as a source of motivation.</jats:p>

Trust, Faith, and Betrayal: Insights from Management for the Wise Believer

“…Those asked to trust or to demonstrate faith may struggle to maintain their commitment due to their need to protect themselves from the risk of potential betrayal (Reina and Reina, 2006). Consistent with the growing management trend to study issues associated with spirituality in the workplace, (Hart and Brady, 2005;Marques et al, 2005), this article examines both trust and faith as related constructs, comparing and contrasting how betrayal applies to both concepts.…”

A new framework for analyzing organizational workplace religion and spirituality

“…Mismanagement of the presence of religious expression in the workplace can bring not only marginalizing affects upon some members of the workforce, but also potential lawsuits and litigation on the organization itself (Atkinson 2000, Schley 2008, Gregory 2011. The second development is the increasing resistance against the compartmentalized life and the desire of workers to live an integrated life -to bring their whole selves to work (Mitroff and Denton 1999, Nash and McLennan 2001, Hicks 2003, Fogel 2004, Giacalone and Jurkiewicz 2005, Hart and Brady 2005, Miller 2007). This integrated life, of course, includes fundamental convictions about life and its meaning, which are often understood through some religious world view (Miller 2007).…”

Spiritual identity, stakeholder attributes, and family business workplace spirituality stakeholder salience

“…For example, (1) definitions include self-transcendence as a descriptor (Elkins et al 1988, Mauritzen 1988, Benner 1989, Schneiders 1989, Chandler and Holden 1992, Barnett et al 1999, Delbecq 1999, while (2) others focus on the quest for ultimacy (Tart 1975, Elkins et al 1988, Schneiders 1989, Wong 1998, Emmons 2000, and (3) still others on a combination of divinity, transcendence, and ultimacy as important definitional attributes where spirituality has, as a result, been conceptualized as both a subjective experience personal expression (Elkins et al 1988, Schneiders 1989, Fort 1995, Delbecq 1999, Lewis and Geroy 2000, as an objective reality which involves ultimate and personal truths (Wong 1998), or as self-awareness regarding one's basic psychological nature (Hart and Brady 2005). Consequently, spirituality has begun to acquire distinct meanings and connotations shaped by these trends.…”