WCM-620 4-2

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Southern New Hampshire University *

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620

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Management

Date

Jun 11, 2024

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docx

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Uploaded by christophermalcovish

Short Paper: Assessing Cultural Needs October 13, 2023 WCM-620 4-2 Short Paper: Assessing Cultural Needs Christopher Malcovish Southern New Hampshire University

Short Paper: Assessing Cultural Needs 2 Cultural Perspectives In many countries, employers are legally required to provide reasonable accommodations for religious practices as long as it doesn't cause undue hardship to the employer. If ABC Corporation operates in such a jurisdiction, they may be in violation of these laws by not accommodating Kareem's religious needs. Regardless of the legalities, there's an ethical component to consider. Businesses that promote diversity and inclusivity often enjoy a broader range of perspectives and ideas, which can lead to more innovative solutions. Denying Kareem's religious needs may be seen as ethically questionable, especially if the company promotes values of diversity and inclusion. On the other hand, from a strict operational perspective, companies have targets and goals to achieve. It's essential to understand if Kareem's breaks indeed affected his productivity or if there were other underlying issues leading to his termination. A significant point of contention seems to be that ABC Corporation was unaware of Kareem's religious practices. This situation could have been alleviated if Kareem and the management had open communication about his needs from the beginning. ABC Corporation was primarily focused on Kareem's productivity and performance, without knowledge of his religious beliefs or practices. However, it's crucial for employers to engage in an interactive process with employees who request religious accommodations. Employers should assess whether accommodating the request would cause undue hardship to the business (Naseem 2019). If accommodating Kareem's religious needs was reasonable and didn't create an undue hardship, the termination based solely on performance might raise concerns about religious discrimination.

Short Paper: Assessing Cultural Needs 3 Gaps Between Kareem's need for breaks based on his religious practices should have been communicated clearly from the beginning. By proactively sharing his needs, management could have been better equipped to accommodate him or discuss possible solutions. Conversely, ABC Corporation should also ensure that there is a clear channel for employees to communicate such needs without fear of repercussions. ABC Corporation can further invest in training sessions focused on religious accommodations and the importance of religious diversity in the workplace (Cole, 2020). By doing this, they can ensure that supervisors and employees are educated on the nuances and requirements of various religious practices and understand the importance of accommodation. While it's essential for companies to have policies in place to maintain productivity and ensure smooth operations, it's equally important to have a degree of flexibility in these policies to account for unique circumstances. In Kareem's case, perhaps a compromise could be found where he is allowed his breaks but makes up for the time in some other way, ensuring that company productivity is not compromised. Employees should feel safe and comfortable approaching management with any concerns. Having a designated diversity and inclusion officer or a related committee can be beneficial. This entity can facilitate dialogue between employees and management, ensuring that issues are addressed before they escalate. A diverse and inclusive workplace has been shown to boost employee morale, reduce turnover, and even improve company performance. When employees feel valued and understood, they are more likely to be motivated, committed, and loyal to the company. By accommodating religious practices and other unique needs, companies not only adhere to ethical and legal standards but also enjoy tangible business benefits. It's always better to address potential

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