Matthew Cramer - Academia.edu (original) (raw)

Papers by Matthew Cramer

The inspiration for this study is rooted in several painful, personal experiences of faulty manag... more The inspiration for this study is rooted in several painful, personal experiences of faulty management in both secular and Christian organizations. A casual analysis of those mistakes suggested that serious dysfunction was at work and that both groups had much to learn from each other. Thus, a project was devised to examine the Christian and secular literature to determine with sufficient rigor whether or not adequate evidence could be assembled to demonstrate that each camp should take the other's management wisdom seriously.
Three subject areas were selected:

• Conflict - because it is one of the most difficult management issues encountered in both camps;

• Group Behavior - because it is one of the largest determinants of conflict;

• Authority and Power - because it is one of the main roots of group behavior.

A substantial bibliography was assembled and 592 quotes were collected from the various works. The quotes were analyzed for keywords, catalogued and entered into an electronic data base totalling 1.2 megabytes.

Conflict

Twelve secular notions about conflict were identified, of which seven were found to have significant benefit for Christian groups. Most noteworthy among these are the secular understandings about conflict's sources in power plays, how conflict can increase creativity, conflict resolution techniques, and the notion that conflict should be managed as a strategic asset.
Fourteen biblical conflict management principles were identified, of which six showed benefit for secular groups. Among these are two additional causes of conflict (damaged human nature and attacks from evil), techniques for reconciliation, the concept of deferent-yielding love and the notion that following God's laws and values reduces conflict.

Group Behavior

The study of group behavior was divided into five sub-groups: culture, leadership, values, participants, and dysfunctional systems. Eleven secular management principles were identified in these categories, of which five were shown to benefit Christian groups. Most significant is a detailed understanding of how overcontrolling cultures work and how they stifle creativity and innovation. The developing secular concept of participative management, and its appreciation of the group's members as an untapped resource for creativity and problem solving capability, is also a major contribution.
Fifteen biblical management principles about group behavior were observed, including six that are helpful for secular groups. Most important among these six are: finding one's identity in a covenantal relationship with God, the effectiveness of practicing spiritually based love, and the biblical warnings to avoid pantheistic, idolatrous pursuits.

Authority And Power

Most striking is the absence of any significant discussion about authority in secular literature during the last ten years. Secular concepts of authority seem almost to have vanished. While the term leadership appears to be a substitute notion, it represents a subtle but significant shift from an overarching concept of authority to the relativistic personal values and agendas of individual leaders.
Four foundational concepts about authority and power were identified in the secular camp. Several of these notions are particularly helpful to Christian groups. They are: the inevitably of organizational power plays, substantial material about how to diagnose and manage the use of power in organizations, the ability to reduce one's susceptibility to power plays through personal integration, and the congruence of the emerging secular servant leader concept with an equivalent biblical principle. A model of the secular view of authority and power is presented in Figure 8.
Ten biblical principles about authority and power were observed. Four were found to have benefit for secular groups. They are: the notion of a loving God eager to be involved with His creation, the revelation that God is the source of authority and power, an explanation of the specific purpose or mission for authority and power, and the concept of self-sacrificing love. A model of the biblical view of authority and power is presented in Figure 9.

Conclusions

A total of 66 management principles were identified and analyzed, distributed among both camps in roughly equal proportions. Approximately one-half of the management principles in each camp were shown to have value in the other camp. Considerable congruence was demonstrated among the groups. Many of the notions are immediately transferrable to the other camp; others will require further study and application. A listing of all the principles is presented in Appendix B.
While empirical, statistical analysis was not attempted, there is notable numerical evidence that each camp has wisdom of exceptional value for the other. Further investigation and empirical study is warranted and significant return on such investment is foreseen.
Even though considerable congruence was detected among the two camps, there are major differences in the paradigms that govern them. These paradigmatic differences are sufficient in themselves to demand serious thought and a choosing of sorts as to what value sets and paradigms the manager will follow. The study demonstrates that:

• The choice is personal.

• The choice is free.

• The consequences are significant.