The Value of Faith

Strong organizations need good vision and or mission statements. They also need capable, passionate employees who share their values. It is one thing to have an employee who possesses the right tools to do the job it’s yet another to have an employee that incarnates the values of the company. The value of the latter is found in his/her ability to carry out their duties motivated by the same values that motivate the organization. Hiring for fit is an important consideration significantly reducing turnover and recruitment costs. Using Chick-Fil-A and the Salvation Army as examples, Pellet states that it is important for a company to have a clear message regarding values. “Stating the organization’s mission and values early in the candidate selection process allows candidates to self-select out if they feel there is a misalignment with their personal values” (Pellet, 2013). This can be a tough task in our pluralistic culture. However if we are unwilling to define our values others will do so for us and probably inaccurately. The success of both The Salvation Army and Chick-Fil-A testify to the importance of strong values alignment. If we know who we are we are better able to attract to us passionate, motivated people who will help us carry out our vision. Jesus said “let your light shine before others, that they may see your good deeds and glorify your Father in heaven.” (Matthew 5:12 NIV)

Works Cited
Pellet, L. (2013). The value of faith. Diversity Executive. Retrieved from


Leave a Comment

  1. Michelle Pritzel says:

    I agree that organizations must have strong mission and values that need to be communicated to current and future teammates. I work for a great organization that strives to live our mission and values in all we do. In fact, our mission and values are outlined in almost every aspect. Most importantly, our Professional Development Reviews are ranked based on our performance during the year based on the Mission and Values.

    I agree that if we are unable to state what values we hold near to us, we will begin to see others developing what our values are and as stated probable no accurately. Christians leaders have an additional responsibility in that we set and example of leadership for others to follow and we are also seeting an example for God’s Word.

  2. azilliza13 says:

    I agree that when hiring or promoting within a company you have to have a set cannon of who you want to work in the company. I think it is also helpful for the employee to know the mission or values so that they know, understand, and believe that they fit in the company. I see this concept time and time again failing, as when the economy goes down either business and prospects get more persnickety about job positions, or individuals will be passed up for a position because they don’t fit the mold. It is for this reason that I see this concept as being hard to maintain in certain situations.

  3. Katherine says:

    I agree that organizations should hire employees that share the same values, however, how do you manage the fierce opposition that occurs when people who do not hold the same values claim discrimination against them for not hiring them because they do not share the same values. For instance, even though Chick-fil-a hires homosexuals, the CEO made a clear stand that Chick-fil-a supports traditional marriage between a man and a woman and receive horrible opposition from numerous critics. How can we, then, say we are free to hire those who share our values and free to not hire those that do not share our values without getting sued or persecuted? I believe not hiring someone because they do not share your values can elicit legal action for discrimination. I would agree with the posting of azilliza13 when they wrote, “I see this concept as being hard to maintain in certain situations.”

  4. Jude Johnson says:

    I could not agree more. It is very important during the interview process to begin communicating the moral values of a company. This is equally important for a Christian company trying to apply Apostle Paul’s writing – “Do not be unequally yoked together with unbelievers. For what fellowship has righteousness with lawlessness? And what communion has light with darkness? And what accord has Christ with Belial? Or what part has a believer with an unbeliever” (2nd Corinthians 6: 14 -15, New King James Version).

    If a company communicates its values and worldview, it will help with being unequally yoked in areas of employment.

  5. SWVA says:

    I love this article and as I was reading Chick-fil-A came to my mind as well. I can’t help but think of how successful that company is — and the day last year with all of the support they received when Dan Cathy stated his stance on homosexuality.

    Do not be ashamed of what you believe or what you stand for “Mark 8:38 – Whosoever therefore shall be ashamed of me and of my words in this adulterous and sinful generation; of him also shall the Son of man be ashamed, when he cometh in the glory of his Father with the holy angels.” If that day were ever to come to be true, what blessing would we have in God’s eyes? It is important to establish your faith as an integral part of your company immediately. I also believe, that although you may be ridiculed for believing the things a Christian does, that with these values will come respect. Staying strong is important and should never be abandoned.

    You will be blessed by God in unimaginable ways by following His path and never straying.

  6. dokken08 says:

    This post really hits home to me. After I retired from the United States Army, my wife and I, bought a family entertainment dinner theater in Manitou Springs. While we kept a few of the older employees because they “knew the business”, we had to hire some new ones, most importantly the chef. In one year of business we are about to hire our fourth chef because of values/ethic type of behavior. While they were all fabulous cooks and could do the job with their eyes closed, they had values that did not at all align with the family entertainment setting we were promoting. One would do his job and then get so drunk he would pass out in his car or just not show up due to drinking and one felt the need to smoke maraijunia on a nightly basis after cooking and would go home (sometimes before dinner was over) because he was too impaired. Both my wife and I are Christians and while we know we cannot discard an applicant due to their beliefs we do put our values on the table during the interview and hope the applicant will do some “self reflection” as to wether or not our place would be a good fit.
    You are correct that if you do not put your values out there they will be defined for you by others, this is not a position you want to be in as an employer. All employees must know BLUF what your values/character and expectations are, otherwise you are wasting your time and will be interviewing again for that position. Thanks for the post, I need to read more of the posts here to stay on the right path.

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