Given the explosive rise of atheism over the past two hundred years,i organizational leaders undoubtedly will be confronted with job applications from professing atheists. The question is, should they be hired?
One must first consider the atheist worldview. The fundamental axiom of atheism is the denial of the existence of God. Some corollaries are the denial of spiritual reality and the supernatural. Also, the theory of evolution is embraced as the explanation of natural reality, which assumes randomness and relativity. There is, therefore, no innate order in the universe and no universal truth or absolutes—all truth is relative. Consequently, there is no basis for logic and science, both of which presume timeless universal principles. This destroys education including science. Furthermore, logic and reason are predicates of an orderly society, which requires laws that inculcate meaning to right and wrong. Atheism offers no basis for ethics. Consequently, there is no way to distinguish good from evil. This destroys the “me too” movement that presumes sexual abuse is wrong. Atheists contend that whatever order now exists is the consequence of random events over prolonged periods of time. This means that order came out of nonorder—a giant leap of faith. The bottom line is that atheism doesn’t work; it does not explain reality. Therefore, anyone seeking to live with integrity as an atheist will be irrational because rationality is based on order.
Hiring a true atheist is, therefore, irrational for an organizational leader. The only way that an atheist can produce useful work is through common grace. Common grace refers to the grace of God extended to all humans enabling them to obey God’s laws on a rudimentary basis. For example, human hunger moves people to work well enough to be employed.ii And even a fool can demonstrate wisdom by talking less.iii So, when an organizational leader or manager hires an atheist, he or she is gambling on the degree of common grace active in the worker. But the truth is, as noted by the apostle Paul, that there are no atheists.iv There are only people who claim to be atheists.
Since atheism is not a tenable worldview, professing atheists are hypocrites, though they would be reticent to admit it. The only way atheists survive is by divinely imparted common grace that enables them to steal virtues from Christianity. Because of common grace, they can embrace many Christian values, such as honesty, fairness, kindness, excellence, faithfulness, gentleness, self-control, and hard work. Atheism offers no basis for these values; they are uniquely Christian.
The greatest challenge in working with atheists is their value of autonomy, which makes them proud, insubordinate, and unteachable. Without humility, submission, and teachability, atheists are extremely difficult to lead and manage, and they can never produce consistently high-quality work.
Here is your business tip. Wise organizational leaders recognize that the work product of all workers reflects their worldview. The atheist’s untenable worldview provides no basis for producing consistently high-quality work. When an organizational leader hires an atheist, he or she is hoping that the person is an inconsistent atheist who is operating with an elevated level of common grace. There is no other way for atheists to be productive. Consequently, as a maxim, hiring atheists is risky and should generally be avoided. If there are legal issues surrounding this matter, please seek wise godly legal counsel.
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i http://strategieswork.net/publications/gleanings/2018/2018-08.htm.
ii Proverbs 16:26.
iii Proverbs 17:28.
iv Romans 1:32.
