Religion in Organizations - Essay Example

Conversely, the likes of Dr. Ramsey suggest that accommodating such a workforce of myriad religions is cumbersome for HRM professionals. For example, attending to religious needs such as holidays, dress codes, private prayer spaces, and certain foods may be overwhelming. Moreover, the requests may be contrary to organizations’ policies such as those regarding dressing. For example, an employee’s religious need to wear the catholic cross conflicts with British Airways’ policy against wearing any visible jewelry. As such, Dr. Ramsey argues that organizations should not accommodate religious requests that may reduce profits or harm other employees. In response to such conflicts of interest, organizations may offer policies giving employees choices on their dress codes. For example, organizations may offer choices for employees to pick positions that do not require uniforms.

Moreover, organizations may offer educational seminars allowing employees to express their religious beliefs and the symbols they would like to wear to work. In addition to allowing expression, these seminars offer a platform for other employees to understand the perspectives of other faiths. This approach has already been adopted by some leading companies such as IBM and Texas Instruments. The increasing religious issues have prompted HR departments to spend more time with spirituality and religion. This is in a bid to incorporate spirituality and religion into the organization’s culture. However, the incorporation of religion in organizations should be done keenly since surpassing a certain threshold may be problematic. As such, most organizations believe that less religious expression in workplaces is better and hence cater for limited special arrangements such as granting off days during major religious holidays.

Nevertheless, the inclusion of religious policies in organizations is essential since some religious attributes provide underlying values that motivate and guide the organizations. For example, all religions highly value family, integrity, and personal industriousness, and are committed to shaping morally upright behaviors. Additionally, Miller argues that religious inclusion gives recruiters an advantage since religion somewhat gives practice meaning. Religious matters have also been addressed legally with laws preventing discrimination or coercing based on religious lines. This implies that organizations are obliged to accommodate reasonable religious requests such as prayers and religious holidays. Employees may seek legal assistance in scenarios where organizations seem discriminatory on the lines of religion (Lupu and Tuttle, 2010). In this response, many organizations in America and other parts of the world have reviewed their policies to accommodate various religious needs.

Answer

Matters relating to religion in the workforce are relatively sensitive hence organizations need to address them appropriately. This may involve the evaluation of organizations’ goals and objectives and measuring them against the religious needs of employees. This is because although religion is important it should not affect the expected productivity. Some organizations do not accommodate religious needs due to fear of negative implications that may arise (Fernando, 2007, p. 76). As such it is crucial for organizations to find a balance between religion and organizational goals. Nevertheless, religion is an important aspect of people’s lives since it is a symbol of hope and reason. Additionally, different religions have their ways of expression hence in organizations comprising employees from diverse religions there is bound to be some difference. However, there are always ways of accommodating all religious needs to ensure a favorable working environment free from conflicts.

The most notable differences arguably emanate from dress codes associated with each particular religion. Major challenges facing organizations include determining whether employees should be allowed to wear religious symbols and attire. Research studies have found that allowing employees to express religion boosts morale and commitment to the organization (Borstorff and Cunningham, 2013). As such, individual performance is increased while simultaneously strengthening employee retention (Bond, Hollywood, and Colgan, 2009). This implies that it is in the interests of organizations to allow religious expression. Nonetheless, organizations need to be sensitive to symbols allowed since some may have negative implications on customer satisfaction thereby reducing profits. In response to this organizations may allow employees to pick positions that have low customer interactions. This would ensure that employees’ religious needs are met while simultaneously ensuring customer satisfaction. Therefore, organizations should accommodate employees’ religious needs since it improves the general working environment.