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6Spiritual Intelligence for Organizational Sustainability and Success in the Age of 5th Social RevolutionCertainly, SQ strengthens human integrative perception of wholeness and thinking beyond materialism, which push people towards spiritual path and also help them to cope with painful circumstances in the organizations especially during the 5th Social Revolution age. ReferencesGeorge, M. (2006). Practical application of spiritual intelligence in the workplace. Human resource management international digest, 14(5), 3-5. Inglehart, R. (1990).Values, Ideology and Cognitive Mobilization in New Social Movements.King, D. B., & DeCicco, T. L. (2009). A viable model and self-report measure of spiritual intelligence.Klaus, L., Fernando, M., Humphreys, P., & Humphreys, P. (2016). Enacting spiritual leadership in business through ego-transcendence. Leadership & Organization Development Journal, 37(1). Mirzaaghazadeh, M., Farzan, F., Amirnejad, S., & Hosseinzadeh, M. (2016). Assessing the correlation of Machiavellian beliefs, spiritual intelligence and life satisfaction of Iran's national team athletes (The Iranian national athletes as a Case Study). Pacific Science Review B: Humanities and Social Sciences, 2(3), 88-93.Ronel, N., & Gan, R. (2008). The experience of spiritual intelligence. Journal of Transpersonal Psychology, 40(1), 100-119. Zohar, D., & Marshal, I. (2004). Spiritual Capital: Wealth We Can Live By (Using Our Rational, Emotional and Spiritual Intelligence to Transform Ourselves and Corporate Culture). London: Bloomsbury. Zohar, D. (2012). Spiritual intelligence: The ultimate intelligence: Bloomsbury Publishing.Introduction In the age of 5th Social Revolution (5th SR), organizations are very much concerned on behavioural issues of the workforce related to integrity and ethical problem of their employees which is beyond what the Intelligence (IQ) and Emotional quotient (EQ) can do. Thus, people’s quality and values are the top priority of current and future determinants in hiring and developing employees for organizational success and sustainability. Therefore, the 3rd intelligence or quotient which is Spiritual Intelligence (quotient) (SI/SQ) had been considered very important in human development process as early as in the family institution, society and country systems as a whole. Deterioration of the SI or values of the people resulted in huge destruction of the country development and great failure of the organisations leading to bankruptcy and close down of companies.  Battling the issues of deviant behaviour of the workforce, present organizations allocated greater effort in enhancing their employee’s values and quality to perform their tasks in effective and efficient manner via types of behavioural development programs such as ethical workplace training, integrity awareness program, organizational citizenship behaviour, Islamic work ethic, ethical leadership training, etcetera. Spiritual Intelligence (SI/SQ) Employee behaviour is the most critical aspect in HRD program design, delivery and implementation. SQ is one of the ultimate intelligences that can develop employees’ sincerity in organisations (Zohar, 2012) and exhibit huge impact on a person’s life (Mirzaaghazadeh, Farzan, Amirnejad, & Hosseinzadeh, 2016). The SQ practices can help organisations to develop employees’ values and citizenship behaviour (King & DeCicco, 2009; Ronel & Gan, 2008), increase the flexibility of employees (George, 2006), decrease the ego of the employees (Inglehart, 1990) could unite the employees and lead to more meaningful work (George, 2006; Klaus, Fernando, Humphreys, & Humphreys, 2016), and help to identify what people and the organisation are about (Zohar & Marshal, 2004). Conclusion Organizations must holistically develop their employees by giving fair and just development of collective intelligence which is IQ, EQ, and SQ to make sure employees are able to perform effectively and efficiently for the organizational sustainability and success. Furthermore, with a crucial challenge of 5th SR which witnessed the deterioration of SI of people all over the world has made an urgent wake up call to organizations to re-develop better employee’s development program. マレーシア科学大学 経営学部 上級講師Dr. Mohd Anuar Arshad, PhDGraduated from Murdoch Univeristy, Perth, Western Australia (PhD)Raised and born in Kuala Kurau, Perak, MalaysiaArea of expertise: Human Resource Development, Human Resource Management and Spiritual IntelligenceF abroadrom

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