It is important for any successful company or organization to have competent managers. While discrimination is frowned at in any organization, it is however important to have managers who are spiritually and philosophically compatible with the head of the organization. Paul reiterates this when he said to Timothy that the things Timothy had heard from him, he should commit to faithful men who will be able to teach others.


Should all Managers be Christians?

For most businesses, it is illegal to discriminate on the basis of religion in either hiring or promotion. However, you can put measures in place and have criteria to ensure that the managers model the company after Godly principles.


The guiding rule is to have clear, written criteria for managers and apply them equally to everyone.


Lifestyle Criteria For Managers

When recruiting for management positions or elevating someone to that position, you can look out for managers who have the qualities listed by Paul for the office of a bishop. These standards can easily apply to any decision-level manager. These include:



A temperate person has self-restraint and is moderate in all matters. He is not quick tempered and has ability to put his emotions in check. The best and most productive employees are generally those with the supportive personality.



A prudent person is careful, sensible and exercises sound judgment. He is not swayed by sentiments in making decisions.





A respectable person displays appropriate conduct or mannerisms. Managers who have the ill repute of being drunkards or carousers, sexually loose, fraudulent or liars will not command respect from their subordinates and from those around them.

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You are to establish the basic policies for managers in written format, identifying the minimum expected.


What To Do When A Manager Ignores The Rules


  1. Communicate your policies in writing so they could be clearly understood.
  2. Evaluate each manager’s performance against the written standard, and communicate your dissatisfaction clearly with those who do not measure up. Then establish a review period to evaluate performance.
  3. Deal with any manager who does not still comply by issuing written reprimand and, if necessary, dismissal or demotion.

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