Week 7 Discussion

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Liberty University *

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510

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Arts Humanities

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Feb 20, 2024

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docx

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Uploaded by susn33

Dear Dr. Smith, I am writing this letter to inform you of the following information I came across within my research into the following: religious views, and workplace conflict. The two articles that I studied are developing inclusive leaders with religious literacy in the workplace and developing inclusive leaders with religious literacy in the workplace. The first article: Developing inclusive leaders with religious literacy in the workplace. Should Management promote a positive interreligious engagement in the workplace? There have been numerous confrontations in the workplace that point to sizable issues with spiritual prejudice. Loads of debates and disputes have had undulating results outside the community when they consider their terse perspectives that represent an employee's approaches toward their religious belief that may create discrimination and battle as it relates to beliefs. The requirement for many leaders to acquire comprehension and recognition of the importance of spiritual literacy and inclusive conversation in the workplace among associates; it has crafted a breeding ground for several myths, misunderstandings, and even hate on how this conflict with religion can affect someone's life based on their belief. Today in the workplace, a lack of acceptance and knowledge about the various faiths that are encompassed in a social structure of race and religion will create an adverse account of Christians. The researchers focus on culture and religion versus sensitivity with five stages. The stages are the following: (1) Unearthing; (2) Assessing; (3) Journeying; (4) Refurbishing; and (5) Invigorating.

The Equal Employment Opportunity Commission (EEOC) in 2016 was charged with allegations of religious discrimination in the workplace. These cases reveal the complicated character of how superiors administer and lead staff of diverse religions in the workplace, where it was obligatory for organizational diversity training that failed to inform leaders about interdenominational education and religious literateness training properly. They also examine how race, gender, and ethnicity impact diverse religious beliefs and ideologies. The importance of employee responsibility in organizational obligation is the customary theory through which scholars have pursued to recognize employee turnover based on how staff feel associated or detached to the organization and its culture. There must be a directing force to comprehend better the definition, practice, and the idea of religion in the concept of the knowledge of religion. Religious literacy is remarkably like social competence in respecting those whose religious beliefs differ from yours. Therefore, it is critical for leaders to develop some type of religious literacy in their organizations to be more diverse. It would include diversity training in the religion of many different faiths. Then, when people of other faiths come together, it will be a positive dialogue and collaborative activity that will engage in respect and helpful dialogue that will remove hostile views and focus on the values needed for a solitary group. The second article is religious identity in the workplace: A systematic review, research agenda, and practical implications; a systematic analysis of pertinent literature was challenged to see how religious and occupational identities evolve. A total of 53

relevant publications for examination and synthesis were studied to address the value related to religion and occupation, individual tensions, and the connection of religious identity to work outcomes. The review made four key points: (1) They advanced understanding of the relationship between work and nonwork identities and the implications for individuals; (2) it. views an organizing framework clarifying the relationship between religious and occupational identity: (3) direction for future research to encourage more systematic investigation of religious identity; and (4) magnify the standard conceptualization of workplace diversity by linking religious identity. What was detected was how people think, recognize, and evaluate themselves as social individuals. The following identities were their interests, ethics, and capabilities that an individual assigns to a social role. Some studies were linked with clinical professions concentrating on how religious beliefs affect the individual's professional procedure. The fact that spiritual identity has been neglected in the diversity of management. For future study, there are new chances to study religious individuality in the work setting that will help to decrease probable struggle. Most of the older studies have focused on conflict. It is often referred to as a net benefit in contemporary businesses to improve their use while lowering pressure and battle.

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Best regards, Susan L. Sandoval Reference: Burrell, D. N., & Rahim, E. (2018). Developing inclusive leaders with religious literacy in the workplace. Leadership , 14 (5), 567–584. https://doiorg. ezproxy.liberty.edu/10.1177/1742715018793745. Héliot, Y., F, Gleibs, I., H, Coyle, A, Rousseau, D., M, & Rojon, C. Religious identity in the workplace: A systematic review, research agenda, and practical implications. Hum Resource Manage . 2020; 59: 153– 173. https://doiorg. ezproxy.liberty.edu/10.1002/hrm.21983.

Week 7 Discussion

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