Building Trust in Organizations: Addressing Religious Discrimination

1 Building Common Ground and Trust Using Evidence Student's Name Institutional Affiliation Course Name and Code Professor's Name Due Date

2 Building Common Ground and Trust Using Evidence Relevant Facts Managing staff while striving to reach organizational performance goals can be problematic for managers since each staff has his expectations from the company. Organizations must, however, discover methods to initiate inclusive work atmospheres to improve the morale of the employees and the overall productivity. A better working environment motivates employees to work harder, improving productivity. Kareem's dismissal from ABC Corporation illustrates religious discrimination on the surface, which results in demotivation and a decline in employees'' productivity. In today's workplace, his coworkers', supervisors', and managers' actions and answers are deplorable. As a result, it is essential to examine the description of key factors used to justify Kareem's case with ABC organization and the strategies that can be implemented to change its operation. Kareem is a victim of religious discrimination. He faces religious discrimination in the workplace. Religious prejudice is not encouraged in the workplace since it affects employees' motivation, decreasing productivity since employees tend to become less motivated to work in the organization. Therefore, the decrease in employees'' morale leads to a decrease in the firm's production ( Farrell, 2016). Employees discriminate against Kareem in the organization due to his religious behavior. For instance, Michael analyzed Kareem as e washed his hands and feet in preparation for prayers. According to Michal, it was evident that Kareem was performing a ritual, although that is how Kareem prays. Additionally, Janet and Thomas would analyze Kareem'sreligious behaviors since their behavior is different fromKKareem'sbehavior. ABC Corporation is also an economically productive workplace. Because there is little human connection and limited spare time, it might

3 be difficult for certain people to integrate into such a work atmosphere. Therefore, Kareem may feel unappreciated in the organization. Except for Kathy, other employees did not try and understand Kareem's behavior, especially during break time. Kareem's religious beliefs lead to his termination from the organization. Thomas analyzed and assessed Kareem's behavior in the organization and decided that his behavior did not meet the corporation's requirements. Janet noticed that Kareem continuously went outside to pray during working hours. Therefore, Janet analyzed Kareem's behavior and noticed that the employee performance had decreased. However, the supervisor did not inquire about the change in Kareem's behavior and decided to report the change in performance to the manager. On reporting the behavior, Thomas conducted an analysis and concluded that Kareem failed to reach the company's expectations. After assessing Kareem's behavior, Thomas terminated Kareem's ABC organization contract. However, Kareem has filed a discrimination lawsuit against ABC Corporation through his attorney. Judgment Comments The case study of ABC corporation has more components of a judgment call, which justifies Thoma's action of firing Kareem. According to Green (2013), Manages to make judgments in an organization that is mainly based on the behavior of the employees by applying an assumption about the employee. Therefore, the assumption based on the current behavior of employees allows managers to decide whether to terminate the employee's contract or improve the employee's relation in the organization. In the case study, Janet and Thomas made their decision based on the behavior pattern of the employee, and they acted by terminating Kareem's contract since he was always an asset from his working desk, which contributed to his underperformance in the company.

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4 In addition, Thomas and Janet made judgemental remarks to justify their actions of terminating Kareem's employment contract. After assessing Kareem's conduct in the organization, the manager informed Kareem that his performance did not reach the corporation's goals. Additionally, Thomas added that Kareem was frequently absent from his working desk, which led to unproductivity. However, the manager did not inquire why Kareem's absenteeism had increased since he was only concerned with the organization's goals. On the other hand, Janet did not indicate that Kareem's productivity could be increased by motivating the employee instead of terminating the contract. Being a supervisor, Janet could have provided guidance and advice to Kareem on time management and performance improvement. Strategies In terms of tactics, businesses must formulate policies on anticipated feedback and performance evaluations of the employees. The organization conducts performance reviews once a year, indicating the employees' productivity, although supervisors should provide further reviews that may emerge ( Shortland, 2019). For employees to continue being productive, it is essential to motivate them and remain them the company's expectations. When the organization has set clear expectations, employers can improve their performance to achieve the company's goals. There Thomas and supervisors should be retrained to improve their productivity. Additionally, ABC corporation should incorporate cultural diversity in the company to improve its performance. Thomas should recognize that employees are sometimes frightened to address their displeasure. Therefore, the manager should provide retreat opportunities to allow employees to express themselves. Additionally, the manager must learn new ways to communicate with his employees, such as holding frequent group sessions to get all employees involved in discussions.

5 Additionally, good communication between the manager and employees would lead to an increase in performance and productivity.

6 References Farrell, M. (2016). Collegiality in the workplace. Journal of Library Administration, 56(2), 171- 179. Green, M. E. (2013). Painless performance conversations: A practical approach to critical day-to- day workplace discussions. Hoboken, NJ: John Wiley & Sons Shortland, S. (2019). Towards an inclusive workplace: Fostering a culture of authenticity, inclusiveness, and well-being. Relocate, 18-20

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