Through this grid, she encourages leaders and participants to evaluate each worship element. If these primary goals are accomplished, then worship will not be empty and simpleminded. Instead the worship atmosphere would be held to a higher standard and, she believes, both pleasing to God and attractive to those who do not know God. “Reaching Out without Dumbing Down” seems to be constructed for the church leader, elder, or pastor who is considering altering their current, historic worship style for a more modern one that may attract greater numbers of unsaved people. She provides excellent standards to help Pastors and Worship Leaders plan, execute, and evaluate worship services.
The number of employed people and the different kinds of religious faith in this country, and the freedom we have to voice our views, the subject of religious discrimination continue to pose tough questions for employers and the courts. Employers may hire employees of different countries and religious backgrounds. In an good work environment the religious beliefs of a employee, or of the employer, do not create conflicts. Either is free to practice their religion as he or she chooses and, as long as the work is done satisfactorily, neither will conflict due to that. In the real world, a number of issues can arise to create friction.
Retrieved from http://exproxy.liberty.edu/login?url=https://search-proquest-com.ezproxy.liberty.edu/docview/886552633?accountid=12085 The author, Patricia Borstorff, is a distinguished professor of management at Jacksonville State University. In this article, Borstorff (2011) contributes to the discussion of accommodating religious expression in the workplace. The article discusses the increasing diversification of today’s workforce regarding ethnicity, culture, religion and language. It also discusses the need for employers to become better prepared to deal with religious issues. “Businesses should
Today many churches are reexamining their efforts along these lines in light of the changing cultural and social situation. As concern for the plight of the aged has increased, so too have the resources available to the church. Health systems, social agencies and informational services all stand ready to provide support to churches taking on new projects or otherwise strengthening their ministry with the aging. The purpose of this section is threefold: 1. To provide general guidelines as to how a church can plan a program to serve and involve the older adult.
For example, new leaders may be promoted, job responsibilities may change, employees may have to learn new talents and competences, there will be a lot of uncertainty and resistant. Adaptation to change has predictable psychological stages that resemble the grieving process and describe normal reactions to change (SHAM, 2011). A manager has to appreciate how change effects people and the emotional pain that will be present because of the change. Being a Christian can hurt a manager’s ability to affect change because the manager’s concentration is on the objective of the change not the person’s problems. The point is to increase, not decrease their ability to effectively implement change.
Furthermore, I will enter into the question how employers and employees should handle religious discrimination in the workplace. Since discrimination in the workplace cannot only cause costly lawsuits, but also has an impact on the moral of the employees, I will name some preventive measures. After that, I will switch to the employee’s view and give the reader an idea of what an employee should consider when filing a charge because of religious discrimination. Then, I will present the case Cloutier v. Costco Wholesale, which shall illustrate how everything fits together – from the broad definition of religion to the handling of a filed charge. According to statistics of the Equal Employment Opportunity Commission (EEOC) and state and local fair employment practices agencies, the number of charges alleging workplace discrimination based on religion or national origin has been significantly increased after September 11, 2001.
In today’s society, managers must be able to recognize a complex and fundamental religious social structure in the workplace. Often at times, our beliefs, ethics, and practices are formulated by our religious system. Even though many people are becoming less religious now than in the early 1900s, identifying and understanding different people’s belief systems can enhance creativity, diversity, and productivity in a multicultural world. Both private and public organizations should explore the cultural consciousness and historical significance of Christianity, Islam, Hinduism, Buddhism, Confucianism, Judaism, and Shinto faiths to interlink business firms and people alike and different. In this paper, I will examine the ways in which the most
Managing Conflict Between Religion and Human Resource Management Legal/Ethics: Hobby Lobby Introduction and Purpose In Matters of Faith: Make a Good Faith Effort to Accommodate, Patricia Digh writes, “Religion is often an important aspect of a person’s identity” (shrm.org). She continues, “Religious devotion and diversity are on the rise in the United States, and the combination of these trends is creating new challenges and new demands for employers. As a result, handling employees’ future requests for religious accommodation may require Human Resource (HR) professionals to demonstrate greater sensitivity, tolerance and understanding of various religious beliefs” (asaecenter.org). The research material on this topic almost exclusively focuses on the topic from the employee perspective with regard to Title VII. Existing laws clearly protect the individual worker.
Religious and Disability Accommodation: The current employment laws require employers to make certain reasonable accommodations in order to promote equal employment opportunity and avoid discrimination in the workplace. Some of the most important accommodations for employers are those concerning religion and disability because of the increase in workplace discrimination on the basis of religious beliefs and disability. These reasonable accommodations are explained in Title I and Title VII of the Americans with Disabilities Act. The two basic governmental agencies in the United States mandated with the task of enforcing equal employment opportunity laws are the Equal Employment Opportunity Commission (EEOC) and the Office of the Federal Contract Compliance Programs (OFCCP). An employee’s religious beliefs or practices may contradict the job requirements.
Why Estreicher and Gray (2010) listed three factors that exacerbate the problems managers face today with accommodating religion in the workplace. The three factors include: immigration increasing religious diversity in the workforce, r... ... middle of paper ... ...012). Balancing employee religious freedom in the workplace with customer rights to a religion-free retail environment. Business and Society Review, 117(3), 281-306. Desjardins, J.