M3D1_BUS222
docx
keyboard_arrow_up
School
Rochester Institute of Technology *
*We aren’t endorsed by this school
Course
222
Subject
Philosophy
Date
Feb 20, 2024
Type
docx
Pages
2
Uploaded by AmbassadorJay4076
Discuss how you would address this cultural conflict and how you would approach this situation. Also, discuss any other solutions that you considered before coming to your final resolution decision. What did you learn in your research this week that you could use when mentoring your employees on the Muslim religion?
Class,
Through this week’s reading and listening along with some research into the matter these would be the steps to obtain resolution on the matter.
1.
Have an open conversation with the employee to understand the timing needed to perform this prayer including any potential flexibility. Although it seems rigid this initial conversation could be an excellent means of demonstrating care for the individual and entering into a dialogue.
2.
Have a team meeting to understand the expected work schedule and deliverables from the organization. On its face this does not seem like a manufacturing or other similar type job that the individuals would be clocking in and out of. Opening the conversation to the broader team will show concern as a leader for their feelings on the matter but likely allow for a self-revealing resolution.
3.
Provide the team members with a flexible schedule that maintains the team but allows for accommodation for not just the single individual. My recent experience as a manager tells me this is something that more than one person would want, which may include not solely working in the office. As the leader it is important to set ground rules for all individuals and ensure there are no singular rules set out for the individual.
4.
Communicate to the individual that they will still need to ensure they are meeting the hours commitment and more importantly the productivity commitment that the position demands.
The plan above keeps in the needs of the individual while not placing an undue burden on the organization which would be grounds for denying the request (Questions and Answers). Considering the situation given and the readings this seems like a clear situation as the group leader an accommodation can be made. By opening the discussion to the team, the lead demonstrates a leadership trait focused on
diversity and inclusion. Opens dialogue and helps teach others who could be future potential project leads on the needs to be inclusive and open minded. Simple steps could then be worked on together such as appropriately scheduling team meetings for example. Although not noted above, making a space
available for the individual as to not be a (potential) distraction to others would also be a part of the plan.
The only other consideration for this situation would have been if the team was in a setting such as a factory or similar in which the removal of an individual for an extended break such as this would halt of significantly diminish production. The SHRM discussion on undue hardships does discuss the following “To prove undue hardship, the employer must demonstrate how much cost or disruption the employee's
proposed accommodation would involve.” (Navigating Religious). However, upon quick review of the situation this case seems to fall directly in line with the examples provided by Kathy Dean in her Ted Talk.
Kathy spends a deal of time talking about how the courts typically rule in favor of the employee. Kathy and her colleagues studied over a hundred similar cases and the explanation she provides seems as if an easy compromise without significant bottom line impact can be made here (TED, 2016).
In this week’s readings I learned a good deal about the practices of Muslims and their strict adherence to
religious practice. Considering this I think it would be helpful for mentoring to include some reading and dialogue about the topic. Perhaps even share the TED Talks from this week and last on individual experiences and how the landscape has changed in the last twenty or so years. Tim
References
Navigating Religious Beliefs in the Workplace
. (n.d.). https://www.shrm.org/resourcesandtools/tools-
and-samples/toolkits/pages/accommodating-religion,-belief-and-spirituality-in-the-
workplace.aspx
Questions and Answers about the Workplace Rights of Muslims, Arabs, South Asians, and Sikhs under the
Equal Employment Opportunity Laws
. (n.d.). US EEOC. https://www.eeoc.gov/fact-sheet/questions-and-answers-about-workplace-rights-muslims-
arabs-south-asians-and-sikhs-under#:~:text=Whether%20your%20employer%20can
%20accommodate,to%20make%20up%20the%20time
.
TED. (2016, May 17). Religious Discrimination is “Un-American” | Kathy Dean
[Video]. YouTube. https://www.youtube.com/watch?v=7365IO9l-tw&t=865s
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help