I would wish to address the key behavior that affects the relation of managers and their co-workers in a job environment. The above is directly proportional to the quality of the output they generate in their workplaces and life in general. A good relationship between the two is thus important for progress in organizations and companies. Many health centers tend to give an upper hand in the morals and ethics as a measure of workers standard code of conduct in their working place, a move that has been found to bring discrimination in their work place.
Some workers have been found to be practicing their religion while at work and even delaying work procedures to partake the same. This act of some workers practicing spirituality as outlined by their religious norms, rather creates a gap in relation to those other co-workers who are of different religions. There are some workers that openly pray and worship their separate deities while at work. There is diversity in religious beliefs and thus the act makes some people feel left out and consequently uncomfortable. These acts of religious separation greatly affect performance as well as the working environment; it also influences the emotional part of workers too.
Workers who differ from their counterparts beliefs will suffer both mental and physical challenges. Some managements end up isolating them and even denying them some other privileges at work because of their religious inclination. This condition may even worsen if there is no real solution. Some workers who share the same belief will receive privileges from their manager if they also have a common belief; these privileges will assume a large gap to those of other faiths.
The above is brought up by the numerous hospitality organizations, when they begin to favor those of their faith and discriminate those of other faith. This, however, led to groups that are more religious to sway away from other doctrines. They set faith as a standard measure of morals and ethics in their working places. The relation of separate religious groups with their managers will depend on the individual groups with their manager; managers will always give priority to the groups that share a common faith with him or her. The talk about a case of Noyes v. Kelly services Inc. (2007) in their Journal article. Its outcome and ruled that the employer has committed an act of religious discrimination because a woman was promoted due to the fact that she did not share the same religious beliefs as her employees, while the other employees who were members of the Fellowship of Friends religious group were promoted.
The assertion of faith in organizations that outline and favors each group in relation to the position of the manager creates more discrimination among the workers; this cut of some workers against receiving promotion, benefits, and fair treatment. The act of spirituality division promotes work-related conflicts that have always hinder production in the employment system; this is contrary to the fact that beliefs in relation to faith solving workforce-related disputes.
Managers and co-workers' disagreement will forever be a great challenge as much as there is difference in religious understanding. This is well observed from the point that conflicts among the co-workers and inmates from spirituality adaptation. To achieve the best out of this great challenge we need to adopt a neutral in the field of work as far as religion and faith is concerned. There will be less conflict and discrimination arising among the workers and this will curb the issues of managers and co-workers conflict.
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Essay Sample on Managers-Workers Relations: Key to Quality Productivity & Workplace Ethics. (2023, Sep 17). Retrieved from https://proessays.net/essays/essay-sample-on-managers-workers-relations-key-to-quality-productivity-workplace-ethics
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