RELIGION AND WORKPLACE

Religion and Workplace

Religion and Workplace

Religion can include a number of components which affect employees. These components include but are not limited to: ethnicity, gender, age, sexual orientation, occupation, and personality traits. This paper will focus on only four of these important issues. These issues: age, gender, personality traits, in addition to religion can hinder work in addition to cause uncomfortable working conditions for the employees, slowing production and bringing down morale (Hahn, 2008). We will discuss each role and what can be done by managers to keep religion from causing such issues.

Generation differences can have many impacts on individual behavior with regard to age differences. These differences can become a big distraction, hurt morale, as well as teamwork, unless managers learn how to accommodate the uniqueness of each group (Esty, & Schorr-Hirsh, 2007). Typically older persons tend to take his or her work related responsibilities very serious unlike their younger counterparts. Older employees take pride in doing a job well whereas younger employees want to just get the job done and move on to the next assignment. Although each person is working toward the same goals, the approach or techniques used to reach these goals may vary. The key is to get all workers focused on the goal, rather than his or her different approaches to meeting that goal (Hahn, 2008). The goal will prove to be the common ground in an age-diverse workforce.

Title VII of the Civil Rights Act of 1964 required employers to reasonably accommodate the religious observances of their employees unless doing so would impose an "undue hardship" upon the employer. The Workforce Religious Freedom Act (2005) is a bill that seeks to amend Title VII of the Civil Rights Act to reinstate the protection religious workers require so that they may be faithful to ...