8.1. How could Christian perspectives prevent an employee from performing their required duties? As an HR representative, what legal and ethical responsibilities do you have to ensure all employees views and beliefs are being considered? Provide an example.

Discussion Question: 8.1

Employees differ in cultures, ethnicity, and religions, among other elements. These differences are natural and expected in the workplace and affect how employees relate. They can be strength sources or adversely affect employees’ interaction.

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As a widespread religious issue, Christian perspectives can prevent employees from performing their required duties. Mazur (2020) observed that most employees interpret many issues based on their religious and cultural backgrounds. Unfortunately, many religious and cultural views are rigid and far from accommodating modern life changes and perspectives. In the same view, perceiving and interpreting workplace issues from a Christian dimension could adversely affect how employees relate and understand each other. It can lead to discrimination or discomfort when associating with employees that perceive an issue differently. The possibility of isolation is also high where people are deeply religious, further hampering workplace relationships.

Human resource (HR) representatives have a legal and ethical obligation to ensure that all employees’ views and beliefs are considered. A suitable example of such a responsibility is enacting anti-discrimination laws to ensure that no employee is discriminated against based on their religious beliefs. Workplace policies should also promote religious tolerance (Etherington, 2019). For instance, all religious holidays should be respected to ensure that all religions get the recognition they deserve. HR representatives also need to promote a diverse and inclusive workforce. Such a workforce embraces differences and learns to accommodate everyone irrespective of their cultures, ethnicity, religions, and social status, among other factors.

Christian perspectives affect how employees relate and perceive issues. The discomfort associated with such problems could prevent employees from performing their duties since they cannot move freely or collaborate as expected in a healthy workplace. To prevent such adverse outcomes, HR representatives should enact anti-discrimination laws and promote a diverse and inclusive workforce.

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8.1. How could Christian perspectives prevent an employee from performing their required duties? As an HR representative, what legal and ethical responsibilities do you have to ensure all employees views and beliefs are being considered? Provide an example.

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References

Etherington, M. (2019). Religion as a workplace issue: A narrative inquiry of two people—One Muslim and the other Christian. SAGE Open, 9(3), 2158244019862729. https://doi.org/10.1177%2F2158244019862729

Mazur, B. (2020). Organizational culture under religious influence.In A Closer Look at Organizational Culture in Action.IntechOpen. https://doi.org/10.5772/intechopen.90898

Please respond to each question individually.
7.2. What are legally required benefits and why are they required by law? Can any of these benefits be waived? Provide an example. Provide one additional benefit that should be made into a legally required benefit.
8.1. How could Christian perspectives prevent an employee from performing their required duties? As an HR representative, what legal and ethical responsibilities do you have to ensure all employees views and beliefs are being considered? Provide an example.

8.1. How could Christian perspectives prevent an employee from performing their required duties? As an HR representative, what legal and ethical responsibilities do you have to ensure all employees views and beliefs are being considered? Provide an example.