The Jew's Views
Business Case: Significant Influences of Religion in the Workplace
The planning and implementation of a business case is often influenced by certain cultural and political aspects. In a business case, there are rare tendencies when religion and spirituality influence and affect the decisions of the people involved therein. Followers of certain religions must have their own set of perspectives and values that they should prioritize whenever they go through their own daily lives. They try to bring these to play whether they are at work or at home.
If peace is the main goal, a person may feel outraged by accidents and other people’s unfavorable behavior and responses. However, in the long run, these peace-loving people learn to calm down and try to understand the other person who caused them trouble.
May centuries have passed and history shows us the unfavorable events that took place in the name of religion. There have been occasions in history when some people committed crimes in the name of their self-serving interpretations of their religiosity and faith.
In the workplace, it is always a best practice of the human resources managers to provide employment equality as well as genuine occupational requirements that faithful and religious people should consider, respect, and observe during their entire employment period with the business.
Thus, every business should be aware that they have a corporate obligation to ensure improved employee morale that totally discourages discrimination. The employer and supervisors should be wary of the significance of employee retention and recruitment if they are more tolerant and more politically correct by broadening their employment appeal and pool based on their indicated minimum qualifications. As respect for religion occurs in the workplace, the business itself gradually gains a positive public image and avoids any employment issues related to religion and faith of the employee.
Thus, religious attributes must be considered when planning and executing employment and work policies. First, it may be a sign of respect and tolerance to allow prayer time and even a prayer room accessible and available for any employee. Food and fasting may also be considered. More importantly, with regards to the attendance of employees, employers and managers should take into account holidays and festivities related to the practice of an employee’s religion and faith. Dresses and symbols that signify one’s religion must not be discouraged in the workplace. Thus, there should be certain processes whereby the employee can file a request to wear their garments for religion instead of wearing an office uniform.