Improving Organizational Culture: Acceptance of Religion & Orientation in “Fig Technologies”

Assessment of the concerns faced by Fig Technologies

As the Executive Leadership Council has asked to draft an assessment of the major concerns in order to propose a plan of action for addressing these concerns, there is a need to consider all types of  identified behaviour in the company. Fig Technologies has problems associated with unequal treatment of employees based upon religion and sexual orientation. Several team members have complained that the non-Christian holidays and LGBT celebrations are not recognized by the established company celebrations or paid time off for observance. There have been complaints with regard to co-workers making harassing comments to this effect. These concerns can be found at the global level. This fact means that several offices share the same HR problems.       

Preliminary draft of the policy to be included as an addendum to the organizational policy on discrimination and harassment

The policy that should be included as an addendum to the organizational policy on discrimination and harassment will be the following:

Fig technologies maintains equal treatment of employees at all organizational levels, taking reasonable measures to prevent workplace discrimination and harassment based on religious beliefs and practices and sexual orientation.

Comparing the impact of different religious beliefs and practices, such Christianity, Islam and Buddhism, it is possible to conclude that each religion has its own traditions that should be strictly observed by the people who practice these religions. It is prohibited to practice different forms harassment and discrimination in the workplace, which include a wide range of employee behaviours, such as denigrating religious customs and traditions and disallowing observation of religious based holidays and cultural events. These practices affect the organizational culture to the great extent because discrimination and harassment in the workplace lead to poor performance, low employee morale, poor motivation and job satisfaction (Gelfand et al., 2013).

The new plan and policy will improve organizational culture through inclusion of different religious beliefs and practices. The new plan and policy will include the proper strategies to increase employee awareness of the need to avoid discrimination and harassment in the workplace, such as cultural training, leadership practices, HR management initiatives, and improved organizational climate.  It is critical to provide conditions for religious observances inside the workplace in order to ensure that different religious beliefs are welcomed in the company (Cash & Gray, 2000).

Comparing how belief systems of different gender orientations and sexual orientations may impact the organizational culture, it is possible to identify the following impacts: interpersonal conflicts, misunderstandings, and event criminal acts. The effects of discrimination against any of these  are considerable to decrease retention rate in the company. According to researchers, “greater spiritual and religious accommodation has become a source for achieving that meaning and support” (Cash & Gray, 2000, p. 124).

Plan of action

The plan of action will include the following steps to deal with the identified concerns in Fig Technology:

  1. To improve leadership practices in order to allow inclusion and assimilation of different orientations.
  2. To foster training of employees at all organizational levels in order to provide guidance in resolving internal conflicts.
  3. To promote self-assessment practices that can help employees, managers and supervisors to test their knowledge religious and sexual discrimination.
  4. To initiate diversity programs that can  help to prevent the spread of inequality in the workplace.
  5. To ensure that all employees are competent to deal with the acts of discrimination and harassment in the workplace.
  6. To improve HR function through effective reviewing of the organizational policy.

Currently, there are several factors that affect the success of the organizational policy. According to researchers, “technology, global competition, downsizing, and re-engineering have created a workforce of employees seeking value, support, and meaning in their lives that finds expression not only at home but also on the job” (Cash & Gray, 2000, p. 124). The major goal of Fig Technologies is to help employees express their religious beliefs and sexual orientation without negative effect on performance, employee morale, motivation and job satisfaction.

References

Cash, K. C. & Gray, G. R. (2000). “A framework for accommodating religion and spirituality in the workplace,” Academy of Management Perspectives, 14(3): 124-133.

Gelfand, M. J., Nishii, L. H., Raver, J. R., Schneider, B. (2013). “Discrimination in Organizations: An Organizational Level Systems Perspective,” in Discrimination at Work: The Psychological and Organizational Bases, ed. by Robert L. Dipboye, Adrienne Colella. Psychology Press.

The terms offer and acceptance. (2016, May 17). Retrieved from

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016.

[Accessed: October 27, 2021]

freeessays.club (2016) The terms offer and acceptance [Online].
Available at:

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: October 27, 2021]
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