Perks or a Sense of Calling?

Should a servant of Jesus Christ be primarily motivated from within? What are some healthy external incentives for God’s servants? Commonly enough, external appeals aimed at stimulating higher performance abound in the workplace. In fact, certain entitlements are a normal part of the vocational landscape in Europe and the United States. Even junior executives and mid-level managers enjoy attractive bonuses and awards to encourage efficiency in their various departments. This is fairly normal in the Western world.

The most impressive perks packages include lucrative financial compensation bundles for high powered Fortune 500 CEOs and corporate executives. These handsome benefit packages can hardly be referred to as a mere “carrot on a stick” anymore.  Some executives have intricate expense accounts, luxurious company cars, a company jet, and other multi-million dollar benefits. In some instances these packages add up to tens of millions of dollars (Strauss, 2013, http://work.chron.com/).To top it all off, they also receive lucrative seven figure annual salaries with additional rewards from exercising vested stock options (Strauss, 2013, http://work.chron.com/). In the event they are terminated, they still have their golden parachute option—a deluxe multi-million dollar severance package (Edwards, 2013, http://www.businessinsider.com/). Honestly, five average corporate workers could retire very contentedly on what a select of these CEOs receive upon being fired! Assuming such individuals are largely incentivized by external benefits is no stretch of the imagination. Fortune, power, recognition, rewards, and other tangible privileges are given to encourage the highest and most profitable professional performance. 

Whether considering the corporate world, small businesses, professional athletes, or trained professionals, the things that attract and motivate people vocationally appear to be external rewards. Generally, the average person has an insatiable appetite for more money—a lot more money. Others want more power, prestige, or a generous package of benefits and privileges. Financial security with a blend of high self-esteem and a measure of personal success in meaningful pursuits address some internal desires. Nevertheless, desirable packages include medical/dental insurances, retirement accounts, shares in company stock, and a business expense account. The ironic development is eventually these benefits are taken for granted and cease to stimulate higher performance. Transactional leaders, who rely heavily on external motivations, inevitably encounter this persistent paradox. The same external rewards cease to motivate over the course of time.

Of course these behavior patterns for the average individual are to be anticipated. These folks have little else to live for besides this existence and more things as they plunder through life searching for real meaning. As a result, many try to make the best of it for their families and themselves hoping to discover the real meaning of life along the way. When God is not the core of a person’s life, a gaping vacancy persists. That is, a Grand Canyon size soul-emptiness persists deep within. This vacuum drives the diluted to indulge almost anything for a sense of fulfillment. In order to find satisfaction and purpose, they lunge for yet another more attractive “carrot on a stick.” Unfortunately, history repeatedly demonstrates that people will grab for just about anything. That is, anything except God; resultantly, the hunger in their souls continues.

However, this disturbing reality is not only a part of society and the professional culture at large. The fact is many Christians seem more inspired to serve for identical reasons. If they are promised exciting incentives, given plenty of public recognition, some tangible rewards, and a guarantee that their rights and privileges are secure, they will invest themselves with greater intensity (Stanley, 1996). Many have not even considered how their spiritual values should inform their personal and professional ethics. A sense of divine calling seldom enters their minds. Movement stemming from the core of their being—their true identity in Christ—does not seem to influence the average believer. Internal and holy motivations have been significantly silenced or largely deprioritized. As a result, we are left to incentivize exactly like those without Christ. Either externally with money and prestige or internally by stirring legitimate desires with sugar-coated ‘blessings’ laced with selfishness and double dipped in pride. These can only lead to disillusionment with God’s service, and depression because of preoccupation with self.

The nagging inescapable question lodged at the back of the honest mind is, “Should not Christians be primarily motivated from within instead of from without?” Should not biblical values and a clearer grasp of reality govern our philosophy of life and service? What about a sense that we are called to a certain vocation and the fulfillment of God’s plan for us? My ultimate aim is to demonstrate that there are holy motivations for believers desiring to serve Christ in a pleasing manner. Servanthood is the believer’s calling (John 12:26; Gal. 5:13). Servant leadership is the correct motivation and strategy for accomplishing God’s design for us as individuals and Christian organizations.

Servanthood is the proper inner motivation for Christians transfixed on following our Lord Jesus Christ (Mark 10:35-45). God desires for us to be thoroughly committed to His service from the heart, whatever the occupation or professional vocation (John 12:24-26). To be sure, it is not wrong for God’s servants to be properly compensated for their time, energy, and expertise. This is in good order and fully consistent with other biblical teachings. Nevertheless, servanthood/servant leadership is the strategy God’s people must embrace to advance his cause his way (Luke 22:24-30). While many external incentives are not wrong in and of themselves (God repeatedly used them), they do not persistently provide stimulation, nor do they sustain momentum. This leaves the servant of Christ with a need for something deeper that will—Christ through servanthood/servant leadership is the only legitimate paradigm (Phil. 2:5). A heart-devotion to service rising out of Christlike attitudes and motives is our prescribed concentration, not just more external incentives.