LAHORE BUSINESS SCHOOL Spiritual Leadership Implications on Workplace This article discusses various spiritual leadership theories and their implications on today’s workplace. This also gives an idea what are the main advantages of implementing spirituality in workplace Zunair Muhammad Ameer MI-01091057, Sadia Akram MI-01091064, Ahmad Afzal MI-01091041, Khubaib Ayub MI-01091071, Imran Ali MI-01091075, Muhammad Fahd Rizwan MI-01091024 5/26/2010 “Spirituality in general, and in the workplace in particular, has become an important topic in recent years, reaching even the front page of the Wall Street Journal”(Miller, 1998, p. A1). Given the many perspectives and definitions of spirituality, research has failed to produce a common definition of spirituality. However, if one word could be used to capture the meaning of spirituality, it would be “interconnectedness”. This article discusses those interconnections and their effects on workplace Spirituality in Work Place True Nature or spirituality may be considered as the last think on one’s mind when one starts thinking about workplace. But according to the advancement in management studies it is now a days emerging as one of the most important parts of studies. This article tries to identify and explain some of the latest concepts in this field. The Inevitable Role of Spirituality in the Workplace Recently, the term spirituality has gained greater currency in organization and management development circles. The study of spirituality has begun to be seen as peripheral concern in management praxis but rather as a subject that can throw considerable light and understanding on managerial issues and the process of leadership as well as on learning processes in the workplace and organization. Furthermore spirituality has begun to be seen as an indispensible part of managerial and organizational success. There is an explosion of interest in spirituality as a new dimension of management. “An aspect of existential life which includes emotions, feelings and intellectual components that provide meaning to the life” There are two types of spirituality: Pure spirituality and applied spirituality Pure spirituality refers to silent, unbounded, inner experience of pure self awareness to devoid of customary content of perception, thoughts and feelings. While applied spirituality refers the domain of practical applications and measurable outcomes that automatically arise from the inner experience of pure spirituality” The holistic process of positive transformation through experience of pure spirituality is called spirituality development. The scope of this study is closely related to its purpose and significance. It has also a relation with the thought that the manager and leader in contemporary society and in the workplace have a responsibility that extends beyond the routine task of running business. Solomon combined feeling and understanding into the meaning of the word compassion. The majority of studies and researches on management are strongly related to a rigorous, systematic and methodical investigative process. Essential to the background on any study on spirituality in the work place is that in the context of spiritual leadership positive attributes and attitudes might contribute to healthy organizations. Spirituality has obvious implications for a number of managerial and leadership criteria that will be explored in this study; this refers to the aspect of leadership and management such as morality, stress and unawareness of human welfare. The lack of spiritual cohesion and a concomitant sense of shared and unified morality can be seen fraud and corruption in business. The qualitative research will explore the managers perspectives in three problem areas; namely, morality, stress and lack of compassion and love; and discover if spiritual practices help them to lessen these problems. In the first sense the significance of this study builds on the results and the potential for further study have been revealed in contemporary research. Spirituality helps the business person to become more centered on the important things in life: God, family and a physical word that can be passed on to our children. Spirituality engaged leadership can build moral solidarity by enabling integration of intellectual, affective, material and social elements of collective morality. The conceptual approach in this study is therefore aligned to a subjective and inter-subjective stance in terms of data collection. The theoretical approach is reliant on subjective interpretations from individual responses to spirituality. There is a sense of progression or movement from a sense of pure spirituality to an applied spirituality. The management field will benefit greatly from incorporating a spiritual perspective into our theories as well as into our research and theory development process. Reflection on Current Thinking of Spirituality on Organizations The most important thing to understand here is that spirituality is not the monopoly of one religion but is informed by wide variety of faiths it is not a single though but a mixture of all related things such as feelings, ideas, and etc. spirituality cannot be said or informed but it can only be done, in other words it cannot be completed without actually implementing the concepts Meaning of spirituality Spirituality is “Relationship with supernatural or spiritual realm that provides meanings and a basis for personal reflection. The connection with the spiritual thoughts connected with our inner feelings that are connected with each of others.” Effect of Spiritualty Following main effects may be seen once spirituality is implemented Animating Life Force The main effect of spirituality is the “animating Life Force”, this means to Change the life of everyone with positive thinking and not with negative thoughts. Inner, intangible experience Spirituality is unique because the experience that can be gained is not touchable but to feel it. Relationship with something more Spirituality in an organization educates of team work or to be connected with all of them and make a hierarchy to make it better for long time Concerning the meaning in life Spirituality is connected with life of everyone and makes a smell that can be touched but to realize it how its work one has to be spiritual in nature as well. Inner human spirit Spirituality brings out inner human spirit, makes work fun and makes it spiritual to do it hence making impossible happen. Something scared at the core of existence that breathes in life Spirituality makes work sacred it feels like it’s a part of one’s soul, like it actually existed within oneself and no one can deny this fact. Key Elements Of a spiritual organization Now the question arises what are the key elements of a spiritual organization? What makes an ordinary organization spiritual? Following elements have been theorized to impart spirituality in workplace 1. Vision & Values. 2. Services & love for others. 3. Empowering others. 4. Courage to overcome fear. 5. Changing from within. They are briefly explained as under Vision and values Vision is very important in making an organization spiritual. Vision tells what the meaning of an organization is. Why it actually exists? The vision and values in an organization must be in accordance with following Role of super natural spirit The most important thing to do is in vision make a spirit that can touch your soul and making things happen. This is a key motivator for organization. Non-economic values & empowering culture It is healthy to feel like it’s not a calculation but something that can say you are a part of this, and realize that culture can lie in the context of the spirituality. Value transmitting activity Value can be delivered to everyone and all of them accept it and think about that it is better for all Creator of meaning Be a creator of meaning do not make just one perspective to build a strong belief of doing something Set of fundamental values deeply embedded This means to capture the whole soul and connected with values Service and Love for Others One needs to widen wider community through corporate social responsibility programmed. Make a clear sense of meanings that everyone is equally acceptable and realize that it is better for all of us Lack of love and affection Love with all of them and make an affection attraction that it can be possible through sporting of all of them. Capacity to influence others Attract the whole hierarchy that can be lying in the area of all of them. Empowering Others Empowering others means to perceive more about relationships and internal connections in workplace. This also includes capturing more you feel about. Free to take decision Make a clear sense of decision that can be implemented din correct way Develop potential and work creativity with others Share the feelings, ideas, and thoughts with all and make a wide variety of meaning Saying Great is not enough Saying it is great is not enough but to make it great is what you would like to achieve Courage to overcome fears Lead from an inner place of trust and hope. Hope and trust are the two main stones that can build this spirituality Changing From Within Following path may be attained in order to have a change from within Interconnected whole. Make a hierarchy. Increased awareness. Everyone should be aware about this that this is the thing that I must do. Self-aware, without being self-centered. Not dependable but to make with self-power not depend on others. Role of Supernatural Spirit The supernatural spirit if imparted in an organization empowers the work of human spirit. It gives contagious energy (exceptional and often unexpected). It is available to all and everyone is open to it The core result of imparting supernatural spirit is “inspired Performance” Appreciative Inquiry: Creating Spiritual Resonance in the workplace Appreciative inquiry referred to as positive revolution in the field of human and organization change management. It also creates spiritual resonance and enhances performance in the workplace (Cooperrider and Whitney 2005). AI is actually a process where people are invited to talk with one another about their work, organization, community etc. they are free to share their ideas, feelings and experiences. Since its origin in 1980 AI has been used by many change agents and leaders to bring dramatic changes in their organizations, health care, communities, government agencies (Whitney and Trosten –Bloom 2003, cooperrider, Whitney and Stavros 2008). But there was some critic on it in the beginning as it always encourages the positive aspects and ignores the negative and problems. It is actually an attempt to change an organization from classical form to a new form where people are encouraged to work together and in the meetings rather than focusing on problems it focuses on positive stance. Now after twenty years of its beginning the positive impacts of AI are recognized (Cameron, Dutton and Quinn 2003). With the success of Appreciative Inquiry another set of questions have emerged. “Is Appreciative Inquiry a spiritual process?” “How does Appreciative Inquiry create such positive energy?” “What is it about Appreciative Inquiry that enables us to talk about what is really meaningful to us? Appreciative interviews are the starting point of AI where people are encouraged to share their ideas, feelings and experiences and interviewers feel such interviews are more informative, enlightening, spiritual, engaging, connected and authentic. These comments reflect the four dimensions of spirituality (Whitney 1997), spirit as energy, spirit as meaning, spirit as sacred and spirit as epistemology Since AI have significant positive impact on business results we seldom hear the interview process described using business terms as result oriented, strategic, efficient or effectiveness. So from here we conclude that it is the spiritual vocabulary and spiritual resonance (positive collective consciousness), created by AI actually leads to strategic business results AI is a viable high engagement process for positive change (Cooperrider and Sekerka 2003). It enables large number of stakeholders to join with each other for better future (Whitney, Cooperrider, Trosten Bloom and Kaplin, 2002, vii). So appreciative inquiry actually works like a bridge that join the people. AI is most often applied in what has come to be known as AI 4-D process (Whitney and Trosten-Bloom 2003).the 4-D process enable members of an organization to discover their shared foundation of strengths (Cooperrider and Whitney 2005). AI process started with identification of affirmative topic and move through 4 phases of Discovery, Dream, Design and Destiny (Whitney and Trosten- Bloom 2003,7). The starting point for AI and positive change is the selection of affirmative topics for inquiry. Topic selection requires the articulation of what is wanted, what is valued, what is most essential to success. Topic selection invites a spiritual vocabulary and in so doing creates the field for spiritual resonance. Participants in an AI process are guided by the notion that “words create worlds.” They are asked to select topics that describe what they want more of, rather than they don’t want. By talking about and describing what is wanted managers and leaders unleash a tremendous amount of life affirming energy and provide clear guides for performance. When managers and leaders talk in the negative people feel blamed and shamed. And more significantly, good people who want to contribute and succeed cannot understand how to do so (Thatchenkery and Metzker 2006). The 4‐D Process enables members of an organization to discover their shared foundation of strengths (Cooperrider and Whitney 2005). By doing this before envisioning the future (dream), articulating designs for change (design), and establishing a path forward (destiny) they create organization wide confidence and hope for the future. Individuals experience pride and recognition as they share their unique stories of success, and hear others build upon them and weave them into dreams for the future. When people engage with each other in conversations about what works well, they learn each other’s capabilities and they gain tremendous resonance that fosters human well‐being and contributes to strategic business results Spiritual Resonance Often when people work well together a kind of communion occurs, a spiritual resonance which is described as collective wisdom, a palpable sense of connection to each other and to large forces which is more than just collaboration (Briskin, Erikson, Ott and Callanan 2009). So from here we conclude that spiritual resonance occurs when people work well together by sharing and encouraging ideas of each other (AI) so spiritual resonance is the result of appreciative inquiry. Spiritual resonance is always a plural phenomenon and always reflects co creation and withness. Actually when people work from their strengths and seek to support each other they feel themselves the part of a powerful “we” Spirituality in the workplace Spirituality in workplace can be defined as the fusing of spirit, character, human values and decency in the workplace and in life as a whole or the ability to behave with wisdom and compassion while maintaining inner and outer peace regardless of the circumstances To better understand how AI creates spiritual resonance I think it is useful to consider it through the lens of spirituality in work place. And inside an organization spirituality is talked in 4 different ways (Whitney 1997). Spirit as energy, spirit as meaning, spirit as sacred and spirit as epistemology. The energy of a workplace may be positive or it may be negative. The way people talk about their workplace not only describes the energy it also creates it. When people say things like, “It is a drag to work here,” “Regularly, I go into a staff meeting happy and I come out depressed,” “People give each other the cold shoulder around here these are actually reflecting the spiritually negative energy and vice versa. The purpose of AI here to convert negative energy to positive Spirit as Meaning Spirit as meaning is the recognition that people want more from work. The search for meaning in life, which was once a philosophical or religious question, is now central to conversations about quality of work life, job assignments and career paths. This means in order to create a faithful workforce is to make their work meaningful Spirit as Sacred Spirit as Sacred is the recognition of work as something sacred and to die for, in simple words the worker may be allowed to give his heart and soul to the workplace if they think their work which they do is sacred. The thing to understand is we cannot mind and soul, this approach tells to integrate both in order to create harmony and order Spirit as epistemology Spirit as Epistemology is the integration of all the above approaches it states that the workplace must be in an integration of all the above approaches it also includes alternative realities, intuition, psychic knowledge, and faith in the workplace. Diversity in workplace is also discussed in this part the end result is combined effect of all the above approaches. AI practices to enhance spiritual resonance Appreciative check in: The practice of starting a meeting by asking people to check in with an appreciative story or comment. Whether it is a face‐to‐face meeting or a conference call, begin by asking people to share stories about something that they feel good about, are proud of, are grateful for or value. It is a simple practice that makes a big difference Strength spotting: Strengths spotting is the practice of seeing, articulating, and aligning strengths of people and situations. It has three steps: one, gathering information and stories about success; two, analyzing them to discover strengths and positive potential; and three, sharing the strengths and positive potential with the people involved The flip: The Flip is the practice of talking about potential rather than problems, of inquiring into affirmative topics rather than deficit topics. For example, a director of education habitually asked why 18 % of our students are failing. By flipping her question to ask, what are we doing to help 82% of our students excel she, and her team, learned what was needed to help the failing 18%. 4-D meeting agenda: The 4‐D Meeting Agenda is the practice of using the AI 4‐D process as a template for meetings. The 4‐D process can be used in a phone call, for a two‐day workshop or as the framework for a yearlong change initiative. When using it as template for a meeting agenda rather than list issues for discussion create your agenda by asking: What do we need to discover? What do we need to dream and envision? What do we need to decide and design? And what do we need to do? Using the 4‐Ds in this way keeps your meeting focused in the affirmative. It also ensures that people with differing learning styles will find a topic and time to contribute. Spirituality in workplace and implications for employees and organizations To understand this concept we should start from spirituality vs. religion what is the main difference they have. Spirituality vs. Religion Spirituality is not to be confused with religion. “It’s not about converting people. It’s about knowing that we are all spiritual beings having a human experience” (Laabs, 1995, p. 61). While religion looks outward focusing on rituals, adhering to dogma, and attending church services, spirituality looks inward focusing on personal experiences, manifesting itself through behaviors, principles, and practices. Laabs (1995) concluded “its spirituality not about making people believe a system or a thought system or a religious system. It’s about knowing that every person has within themselves, a level of truth and integrity, and that we all have our own divine power” Research has shown that spirituality and religion are not one in the same. Based upon a study conducted by Mitroff and Denton (1999), the participants viewed religion as a highly inappropriate topic in the workplace. They saw spirituality, on the other hand, as a highly appropriate subject for discussion. Furthermore, spirituality’s focus is inward, while religion’s is outward. Spirituality is broader in scope and religion more narrow in scope. Defining Workplace Spirituality “Work spirituality is expressing our desires to find meaning and purpose in our lives and is a process of living out one’s set of deeply held personal values” (Neck & Milliman, 1994, p. 9). It’s not about bringing religion to the workplace, but about being able to bring one’s entire self to work. Without the existence of the human spirit at work, there is no meaning in work. In order for people to find self-fulfillment not only in their personal lives, but at work as well, they must be able to express their values, dreams, and creativity. “A future-focused corporate culture will make a place for such spiritual expression, which may take many different forms, resulting in benefits ranging from better internal communication to new product design” (Herman et al., 1998, p. 28). There is no question that the interest in spirituality in the workplace is steadily increasing. Because of social and economic changes in the workplace like downsizing, scandals, and low morale, people are looking to include the spiritual aspects of their lives into their work. They are trying to create meaning and purpose in the workplace. “Whether it’s uniting or dividing, benefiting corporations or individuals, religion is a force that can’t be ignored in the 9-to-5 world” (Gogoi, 2005, p. 3). Benefits of Spirituality in Workplace Research has shown that there are numerous benefits associated with integrating spirituality in the workplace. The employees and organization alike reap the benefits. This means higher profits, less absenteeism, higher morale, and less stress. Brandt (1996) suggested “By recognizing and appreciating colleagues not only for the professional roles they play, but also for the interesting, diverse and worthwhile people they are, you will take the most effective step possible toward a more spiritually sustaining workplace” Wong (2003) asserted “A healthy dose of spirituality and meaning at the workplace is good for business, because it improves moral and productivity” (p. 1). These are just two of the many benefits of incorporating spirituality in the workplace. Other benefits include, but are not limited to higher profits, less absenteeism, more positive attitudes, increased commitment, greater satisfaction, and team performance. When an individual feels connected with self, others, and the organization, optimal performance is achieved, thus rendering the organization a success. Perceptions of Spirituality Although there are various perspectives and definitions of spirituality, it is important to remember that its focus is on the individual. It is about individual personal behaviors, principles, practices, and values. Howard (2002) concluded: Spirituality encompasses the way an individual lives out his or her sense of interconnectedness with the world through an ability to tap into deep resources. It encompasses truth, service, and wholeness. It is about self-awareness and unity. The role of emotional intelligence: Implications for Individuals in an organization Just as a child must learn to crawl before being able to walk and run, relationship between emotional intelligence and the latter stages aspects of an individual’s spiritual path may be hierarchical. European- based psychologist provides a definition of spirituality that crosses religious boundaries and allows for an appropriate consideration of spirituality within the context of work. Spirituality is people’s search for meaning, in relation to the big existential questions. The second definition of spirituality offers a world- oriented perspective of the construct. This research exploring an African-centered view, the construct of spirituality was defined as, “… the vital life force that animates and connects us all to the rhythms of the universe, nature, the ancestors, and the community. Workplace Emotion and Employee relation We propose a hierarchical relationship between workplace emotional intelligence and employee spirituality. An explanation of how spirituality and an employee’s spiritual practice can enhance the demonstration of emotional intelligence at work is provided. Emotional intelligence based principles and activities within organizations provide employees with additional skills to better understand and integrate their personal spiritual experience into their work. Spirituality provides organizations and employees with an entirely different way of knowing and experiencing work (Flier, 1995). It is a way of experiencing work that does result in measurable market advantage (Aburdene, 2005). Application of the relation The relationship between the effective application of emotional intelligence at work and another emerging indicator of enhanced organizational performance: workplace spirituality (Aburdene, 2005; Mitroff & Denton, 1999), spiritual attentiveness and understanding both interrelates and builds upon other developmental lines of the ‘Self’ or Selves such as: Cognitions, what do I think about what I am aware of?; Needs, what do I require?; Morals, what should I do?; Self-Identity, who am I?; Values, what is significant to me?; Kinesthetic, how do I physically do that?; Aesthetics, what appeals to me?; Emotions/Affects, what are the range of emotions I experience?; Intrapersonal, how resilient and confident am I?; and Interpersonal, how do I socially relate to others? Resulting relationship effects Organizations that provide employees with the feeling they belong to a community willing to support, guide and help them through the many emotional peaks and troughs of work will be more engaged and committed to achieve organizational goals. Emotional intelligence is also related to a leader’s capability to show sensitivity and empathy towards others; build on other work colleagues’ ideas; influence others to accept alternative points of view; demonstrate integrity and; act according to prevailing ethical standards by remaining consistent with one’s words and actions. The following four attributes are applicable to any organizational context: Commitment to the ‘Inner Journey’ Spiritually aware leaders are committed to understanding who they are by looking deep within ( self- awareness) and in so doing set their spiritual compass for the search for truth, authenticity and meaning (Lowney, 2003). A search for meaning and significance Spiritually aware leaders are able to rise above the mundane nature of daily life to try to make sense of the world and their place in it. An acceptance and expression of one’s ‘Wholeness’ Spiritually aware leaders do not shy from expressing who they are – both their inner and outer worlds – to those with whom they work. An embracing of “Connectedness” For many employees, the workplace has become their primary community and source of social support. The development of the competencies of emotional intelligence has been found to underpin a spiritual leader’s effectiveness with regard to each of these four attributes. Growth of Spiritual emotionalism Transpersonal theorist and human potential philosopher, Ken Wilbur, suggests spiritual growth could occur both concurrently and consequently to other aspects of human potential. Spiritual growth is only available to individuals who have attained latter stages of human consciousness. Latter stages of consciousness allow the individual to concurrently consider different perspectives, and to integrate these differing perspectives and world-views without judgment or recourse. The Shifting Territory of Organizational Performance A different way of knowing is required. Such levels of human consciousness are available to less than 10% of the world’s population. The application of spirituality and spiritual principles results in improved employee tenure, increased employee motivation and enthusiasm, and greater work productivity as well as the promotion of an employee’s responsibility in molding a personally meaningful career. Development of individual spiritualism In highlighting the relationship, the present authors demonstrated the hierarchical nature between other developmental lines of human potential (including the emotional awareness and intelligence lines) and the transpersonal aspects of spirituality. Just as emotional intelligence development can support an individual’s spiritual growth, the practices of spirituality can be used to facilitate the enhancement of individual and organizational emotional intelligence. Research into spirituality shows the positive impact of spiritual development on organizational performance. Workplace emotional intelligence provided a strong foundation for the development of an employee’s spiritual capacity which, in turn, can contribute to employee attraction, engagement and retention. The effects of spiritual leadership on organizational learning capacity In order to proper understand the effects of spiritual leadership on organizational learning a research has been conducted on steel industry of turkey the description of this research is as under Research Background This research report is based on the development of organizations The question of the research is increasing the development process of an organization through spiritual leadership (SL) and organizational learning capacity (OLC) The business should follow the new improvements in their sector and adapt them to their organizations in order to survive in the market This research develops relation between organizational learning capacity and spiritual leadership The main focus of research is on metal industry because o No research has been undertaken in this respect o According to Pitarch and Marhuenda (2002), the mentality of work on metal sector does require high educated personnel The research was done on 578 employees of the sector and results were generated by SPSS. The research was then analyzed by correlation and regression analysis The results of this research are as under Spiritual Leadership The notion of spirituality in the workplace has come into a considerable prominence in the last decade (Gibbons, 2000). It becomes in the mind (Maxwell, 2003) and has the property of inspiring. Spirituality should be thought as an integrated component of leadership in today’s businesses. It is related with the member’s inquiring, thinking, perceiving, valuing, and acting in the community with the team spirit rather than acting individually. Hence team work is more supported in SL rather than individual work. Organizational learning is a wide concept and many authors emphasized on it on reaching better and healthier organizations. Organizational Learning Capacity to contribute to business development, the strategy planners should take into consideration the spiritual leaders (and focus on them) in providing organizational learning in metalworking area (which is also the main question of this research). Spiritual Leadership is concerned with moral, transformational and ethical leadership and it defends integrity, goodness, honesty, teamwork, knowing, congruency, wholeness and interconnectedness. Thus, cynicism, impatience, greed, envy or moral decline will be avoided in the businesses Model Used for research The model used for research is by Fry et al. (2005) as it best suits to their research model. According to this followers are strictly motivated with the spiritual leaders To accommodate the theory of Fry et al. (2005), research model investigates the Spiritual Leadership in terms of vision, hope/faith, altruistic love, meaning/calling and membership. ‘Vision’ defines the attractive future for an organization, which is also in motivator role. ‘hope/faith’, which keeps followers looking forward to the future and provides the desire and positive expectation that ensures to create effort through intrinsic motivation ‘Altruistic love’, is to love everybody with no exception. ‘meaning/calling’, means the organization members believe that the job they do is important and meaningful for them. Organizational Learning Capacity Learning at the organizational level is becoming greater in importance for businesses and is a complex process. Organizational learning, is, developing and applying new knowledge has the potential to change employees’ behavior. Organizational Learning Capacity goes one step further in that it is an organization’s capacity to develop the capabilities to acquire new information and convert that information into knowledge. In order to survive in the global business; organizations need to develop their productive learning capacity, which is related with how more they can learn. Organizational Learning Capacity is investigated in this report on four components, systems orientation, organizational climate for learning orientation, knowledge acquisition and utilization orientation and information sharing and dissemination orientation ‘Systems orientation’ makes the person a systems thinker and provides identifying the problems and solving them faster. ‘Organizational climate for learning orientation’ analyzes how the organization members’ learning is affected by the environmental conditions. Knowledge acquisition and utilization orientation o knowledge acquisition represents the extent to which an organization is skilled in obtaining knowledge o utilization orientation is making that knowledge a part of the organization that is necessary for improvement and innovation ‘Information sharing and dissemination orientation’ facilitates reaching the information within the organization. Information sharing helps the colleagues to gain new knowledge The research model Here in Organizational Learning Capacity the big circle minus the four small circles represent there may be other factors affecting OLC but these four are significant in the metalwork sector Result of the Analysis Following results were observed in this research Out of 578 respondents, the average age of individuals who joined the survey is 32.75 (Mean = 32.75, standard deviation =7.94) The average of total working year is 11.01 (Mean =11.01, standard deviation = 7.91) The average of working year on their current employer is 7.69 (Mean = 7.69, standard deviation = 6.21). 8% of 578 employees are graduated from primary school (44/578), 67% of them are graduated from high school (387/578), 25% of them are graduated from university (147/578). The rate of the respondents whose job-life is between 1 and 10 years is 54% (314/578), 11 and 20 years is 32% (183/578), more than 20 years is 14% (81/578). The rate of the respondents who have been working on their current firm for 1 to 10 years is 71% (410 /578), for 11 to 20 years is24% (138/578), for more than 20 years is 5% (30/578). Results of the descriptive statistics The researchers found that “Through correlation analysis statistical test, we have found that there are positive significant correlations (at 0.000 levels) between Organizational Learning Capacity and each Spiritual Learning dimensions (vision, hope/faith, altruistic love, meaning/calling and membership). The correlation analysis gives the result about the variables that they tend to vary together and implies that as the vision, hope/faith, altruistic love, meaning/ calling and membership varies, the learning capacity of the organization also changes. Therefore, if the managerial level employees need to make sense on Organizational Learning Capacity, they should try to focus on the values of Spiritual Leadership.” Conclusion from the research Following points inspire the learning process of an organization however not at a considerable rate Acting as a systems-thinker and seeing the big-picture in organizational learning processes. Creating a climate that facilitates organizational learning. Increasing the skill of employees in knowledge acquisition and utilizing that knowledge in their work Sharing information, trying to convert it into knowledge and disseminating that knowledge through the organization Spiritual leaders have very low impact on OLC in the metal industry. This finding may refer that metalworking manufacturing is heavy industry and trading in this sector requires great monetary power. Therefore, these businesses may be more finance-focused rather than spiritualism. The spiritual leaders should more focus on organizational learning concept and try to find the factors that hinder or facilitate the learning business. Acquiring the knowledge utilization orientation, sharing the information and disseminating through the organization are value chain activities and each should have different mission for the respondents. Whenever a new knowledge comes into the organizations it must be shared rapidly. Recommendations for Organizational Implementation An effort should be made to help employees feel comfortable expressing themselves and or their ideas. Provide them with immediate feedback. Let them know that you are listening and that their ideas/suggestions or even complaints are not falling on deaf ears. Efforts should be made by organizations to encourage balance between work and family. Life off the job is just as important as life on the job to employees. 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