MOTIVATIONAL GIFTING - RULER/ORGANIZER
- One who leads.
- Giving leadership to aid others for achievement of common goals - co-ordination.
- One who helps others develop their ministry.
- Maintenance of ministries in the church (Tit. 3:14).
- Meets functional needs.
- A ruler/organizer must: (Rom. 12:14)
- Bless those who curse them.
- Do whatever he can to make their life happy and spiritually prosperous - curse not.
- Weaknesses of ruler/organizer motive:
- Greatest weakness - resentment.
- Need to understand suffering - causes the organizer to be sensitive to others.
- Can see over all picture - plans for long range goals - visionary.
- Likes to distinguish major objectives and help those around him to visualize them.
- Makes job look easy by breaking task down into achievable goals.
- Able to be decisive - make quick evaluations on request and situations - firm decisions.
- Organizes his responsibilities.
- Very alert to details which are essential to complete task.
- Tends to remove himself from distracting details to focus on the goal.
- Knows what is available to complete the task.
- Sees task as completed and what it will take to complete it.
- Likes to use charts and diagrams to illustrate job parts and pieces.
- Job not finished until all pieces are in place again.
- Doesn't matter if others appreciate job if completed according to plans.
- Wants to complete work quickly - highly motivated to complete task.
- Begins before start of project by checking out and securing needed resources.
- Knows what can and cannot be given to others to do.
- Ability to delegate - can sense which workers will need more assistance.
- Able to maintain accountability with workers.
- Likes to see others working together to get the job done.
- Needs to know who and what his resources are.
- Needs loyalty in workers - rather have a few can count on than more can't count on - his efficiency depends on his workers.
- Likes to have another task when present job is finished.
- Must make provision for maintenance of the completed task.
- Never content with jobs he has not completed.
- Stands on the side until asked to take over.
- Will assume authority if no one else does.
- Will take reactions from workers to get the job done.
- Can endure opposition from insiders or outsiders.
- Knows that without continued pressure the final goal will not happen.
- Will inspire and encourage workers to finish job by approval, praise, reproof, and challenges.
- Dangers and misunderstandings:
- Using people to accomplish his goals rather than meeting their needs.
- Can misuse abilities of persuasion and decisiveness by manipulating for his own personal ambition.
- Building loyalty with favoritism - may single out people whom he thinks are essential and important to his goals and show favoritism and partiality.
- Overlooking major character faults in those who are useful to reaching his goals.
- Appoints workers based on their ability to get job done not on their character - infers approval of character causing reactions or imitation.
- Delegating of responsibilities may appear as lazy - his authority or others may react to his irresponsibility.
- May delegate his own responsibilities escaping character training.
- Wanting job done fast he may ignore tiredness or priorities or time schedules of workers.
- Puts projects before people - can be very insensitive to workers.
- May react to inefficiency and disorganization in others - damaging important relationships.
- Neglects to tell people how or why they fit into the big picture.
- Gives instructions without explanations.
- If does not praise or show appreciation to workers - they feel like a number to him.
- Being proud of his power.
- Must be disciplined by his authority or he builds attitudes of resentment and pride.
- May sow seeds of disharmony by frustration if not in charge.
- Enduring reactions of workers may appear as callousness.
- Being unresponsive to appeals results in pressures causing him to become harsh and to resign.
- Tends to view people as resources - making the project more important than people.
- Tends to make suggestions and react when his suggestions are not followed - must earn the right to be heard and patiently explain his steps to completion.
- Often has difficulty with attitudes towards authority - resenting his authority while demanding respect from those under him.
- Discerning Spiritual Gifts, Institute In Basic Youth Conflicts
- Seven Gifts To Success, tapes, Marilyn Hickey
BACK TO: Perfecting of the Saints; Giftings; EFI; THE EDIFIER
For the perfecting of the saints, for the work of the ministry, for the edifying of the body of Christ, Ephesians 4:12
© 1981, Jacqueline L. Davis
WWW © 1999, EFI