But Spirit does not always mean obtaining from a religious or heavenly realm. Thus, Hegel's Phenomenology of Spirit is translated in one contemporary translation as Phenomenology of Mind. Thus, "spirit" in English sometimes translates Geist in German. In the same way, it can mean experiencing psychological enjoyment at something or merely enjoying it for non-material reasons.
Specifically pertaining to support for employees with religious/spiritual commitments, Bennett (2008) described four levels of organizational action. The first focuses simply on compliance with laws that protect employees’ rights to express their religion. The second entails normalization strategies that intentionally promote a culture of tolerance for religious expression (e.g., support for employee-led Bible study or meditation groups). "Utilization" describes the third level, in which employees are encouraged to draw from their religious/spiritual meaning systems to inform organizational procedures and goals. The fourth is maximization, which occurs when the organization draws from religious/spiritual meaning systems to inform the broader organizational mission and ultimate aspirations.
The number and varied types of factors reviewed in Lysova et al.’s (2019) model mean that such interactions are many and multifaceted. Thus, the model offers several key pathways for future research and theorizing to follow in pursuit of increased clarity. In practice, the point is that the factors do not operate in isolation