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Unit III Project
Improving Organizational Culture: Acceptance of Religion and Orientation
Fig Technologies has identified concerns at several of their offices globally. Division has been noted on key teams 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 coworkers making harassing comments to this effect. The Executive Leadership Council has asked for you to draft an assessment of these concerns and then to propose a plan of action for addressing these concerns. Further, include a preliminary draft of policy to be included as an addendum to the organizational policy on discrimination and harassment. In your report, be sure to address the following:
Compare the impact of different religious beliefs and practices (choose three to four different religions) and how these affect the organizational culture, and describe how your new plan and policy will improve organizational culture through inclusion of different religious beliefs and practices.
Compare how belief systems of different gender orientations and sexual orientations may impact the organizational culture, and describe the effects of discrimination against any of these. In your plan of action, address how inclusion and assimilation of different orientations will improve organizational culture.
Support your recommendation through the use of at least two sources, one of which can be the textbook. Content should be two to three pages in length. Length does not include an assessment tool, if used, though it may be added as an addendum (recommended, not required). All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.
Have some fun with the assignment. Use your creative thinking along with your critical thinking to include your perspective of the findings and how to address the issue.
Bell, M. P. (2017). Diversity in organizations (3rd ed.). Boston, MA: Cengage Learning.
BSL 4000, Managing Diversity in Organizations 1
Course Learning Outcomes for Unit III
Upon completion of this unit, students should be able to:
1. Summarize how changes in the demographic makeup of the U.S. population affect fair treatment of
people with different ethnicities.
1.1 Compare the impact of different religious beliefs and practices in the workplace.
1.2 Compare belief systems of heterosexual and homosexual gender orientations and their impact
on the organizational environment.
4. Analyze thought processes related to stereotyping, prejudice, and discrimination.
4.1 Describe how religious practices impact the workplace and organizational culture.
4.2 Contrast different sexual orientation practices and their impact on organizational culture.
4.3 Contrast practices of gender discrimination in the workplace.
6. Appraise methods used to improve organizational cultures.
6.1 Describe how inclusion and assimilation of religion improve organizational culture.
6.2 Describe how inclusion and assimilation of gender and sexual orientation improve
organizational culture.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 12
Unit III Project
1.2
Unit Lesson
Chapter 11
Unit III Project
4.1
Unit Lesson
Chapter 12
Unit III Project
4.2
Unit Lesson
Chapter 11
Unit III Project
4.3
Unit Lesson
Chapter 11
Unit III Project
6.1
Unit Lesson
Chapter 12
Unit III Project
6.2
Unit Lesson
Chapter 11
Unit III Project
Reading Assignment
Chapter 11: Sexual Orientation and Gender Identity, pp. 313-331
Chapter 12: Religion, pp. 339-353
UNIT III STUDY GUIDE
Religion, Sexual Orientation,
and Gender Identity
BSL 4000, Managing Diversity in Organizations 2
UNIT x STUDY GUIDE
Title
Unit Lesson
Religion, Sexual Orientation, and Gender Identity
The impact that we have on society begins with a personal decision. Our convictions will play out due to our
thinking and then our actions. Our upbringing has a powerful impact on our experience, our learning, and our
interpretation or perspective of the world around us. If an individual grows up in a rural setting, away from
metropolitan life, his or her perspective of the world will be very different than the individual who grows up in
the cosmopolitan life of a large city and all that it entails.
Human nature is resistant to change. How individuals view change or that which is different from what they
know will have a strong influence on their perspective and adaptation. The individual who grew up in a
community of like-minded people will struggle to assimilate to those of a different mind, background, and
perceived belief system. The individual who grew up in a community of many blended cultures and
backgrounds may integrate many various characteristics, traits, and intuitions because he or she was not
isolated to a single culture. New cultures and belief systems will be more readily integrated for the individual
who is exposed to many cultures (Bell, 2017). This background provides a foundation for accommodating
change more readily.
Names like Gandhi, King, and Parks (in addition to Shepard, Jenner, and a myriad of others whose names
may be lesser known) have stood to be counted as being true to themselves by standing up and stepping out.
These are the difference makers who change the way we think. These are the influencers who hold a less
conventional perspective of what they believe should be. Diversity under these auspices means opening our
minds, our hearts, and our perspectives. If we have a limited perspective and we have been taught to believe
one way, a new perspective being presented to us will challenge our beliefs and values.
While religious or cultural perspectives are often more prevalent in different regions of the world, some are
more accepted in certain areas of the world than others. If we are raised in a Jewish or Christian heritage,
often the Hindu or Muslim religions will be very foreign to us. In the United States, we may be brought up
under certain religious beliefs and values. These may stem from many religions or no religion at all. Events in
recent years have increasingly brought these various perspectives to light.
The issues of Christians protesting at military funerals and Muslims declaring jihad are issues we observe on
a regular basis. We have seen religion-based attacks on Jews, Christians, and Muslims. There is value in
also considering the impact that social media and Internet coverage provide to allow us to encounter these
events in near-real time. A bombing or execution can go viral very quickly.
One religion denouncing another religion, bombing people and communities because of conflicting beliefs,
and making religious or political statements through vicious attacks are issues we are surrounded by in
society. We hear of covert military operations, media fire as verbal attacks, and belittling or sarcastic or even
violent verbal responses by people in leadership positions. These elements have a heavy impact on the world
scene and how we take in information about people, cultures, and communities as well as religion and our
belief systems (King, Bell, & Lawrence, 2009). Our values, ethics, and thought processes take in this
information. How we process this new information will be compared and assimilated with our established
beliefs, then synthesized to become a part of how we react.
If we do not take the time to further analyze the information we are receiving, we may gain a jaded
perspective based on what, when, where, and how we received the information. The individual who listens to
a news report filled with soundbites, not getting the full story, will gain a skewed interpretation of the events
that have occurred. The individual may not have enough information to adequately balance his or her
perspective in a comprehensive approach.
Society continues to change. As technology has opened new opportunities, it has also allowed a broader
knowledge of different societies around the globe. Philosophy, behaviors, and values that in some cultures
would be ill-considered are widely accepted and vice versa. Dress, language, and interaction by males and
females in different settings across cultures vary significantly. When we consider the leading religions of the
world and the traditions of these religions, we begin to see the similarities as well as the differences.
As there is integration, accommodation, and synthesis of these perspectives, a new degree of acceptance is
required for continued progress of how society evolves. The way business is done also changes in respect to
BSL 4000, Managing Diversity in Organizations 3
UNIT x STUDY GUIDE
Title
external and internal forces. Not only are there the religious and cultural differences in respect to nationality,
tradition, and position, but also new perspectives as to gender and sexual orientation in the workplace as well
as in society. Adaptation and learning take on a new component. Sexual orientation and integration of gender
roles in the workplace or organizational culture are not a new paradigm. Organizations are facing new
challenges in adapting to new legislation and changes in societal acceptance of the lesbian, gay, bisexual,
and transgender (LGBT) community.
Gender roles of males and females have brought their own challenges over the past 70 years since WWII.
The roles in the workplace were more gender specific in the 1940s. Currently, however, gender roles are no
longer limited to traditional male and female roles. Society and the workplace have heterosexual, lesbian,
gay, bisexual, and transgender. These roles have taken on a new look, a new meaning, and a new place in
the work environment. An organization’s position can have a strong impact on how individuals who identify in
these roles are understood or treated.
Organizations offer training on understanding roles. Animosity towards particular roles and how they fit within
the individual or organizational culture is a shifting paradigm. There will be individuals who will be more
accepting, adapting to the roles and the work the identified individuals provide. Other individuals may be less
accepting, thus creating a stigma or conflict in the team and organization. How an organization chooses to
address these issues will carry with it a strong message from all levels within the organization (Bell, 2017).
The corporate office in a large metropolitan city may have a very open and accepting organizational
environment. The remote office in more rural settings may have a very different perspective towards
individuals who are perceived as different from the norm.
Inclusion, acceptance, and assimilation are necessary to develop an effective team. Communication of styles,
approach, and the ensuing challenges are necessary for an open dialogue to occur. Breakdowns in these
areas lead to misunderstanding, segregation, and separation of teams, which, in turn, causes division, loss of
productivity, and resources. Results will be diminished.
Training is key, and gaining knowledge and insight is critical—not to judge but to become informed. Asking
questions, engaging, and interacting are all part of building the dynamics within the teams and the
organization. A shift is continuing to take place as we see more legislation and advocacy for LGBT lifestyles
(Herek, 1993).
Bell (2017) addresses how relationships are displayed in the workplace, whether casual, personal, or
professional. At an after-hours office event, an individual may consider a same-sex couple to be flaunting their
lifestyle by coming together or bringing their partner. The mind shift occurs when we ask how is this different
from the employee who brings his or her heterosexual partner? The employee is bringing the person he or
she values and is committed to in a present relationship.
Organizations today focus on projects and teams. The use of affirmative action is less legislative today than
30 years ago. Today’s broad range of potential job candidates transcends color and gender as was
considered the case a few decades ago. As society has evolved, diversity now includes gender, race, and
orientation. Diversity also entails ethnicity, religion, and beliefs. What and how an individual believes should
not negatively impact his or her ability to conduct work or affect how he or she is accepted as a team member
(Bell, 2017). The formation of the team should include requesting information regarding recognition of
religious or cultural holidays (e.g., Christmas, Ramadan, and Passover). Understanding of the culture and
beliefs will impact worker gatherings. Accommodations for religious beliefs may include prayer times and
practices in the workplace. All of these things are to be addressed by employers in policy and practice.
Assessment and management of any type of discrimination is to be treated as possible harassment and
requires investigation and acceptable, consistent actions. The same holds true based on gender and
orientation.
Diversity has continued to evolve, and no matter how we celebrate diversity, the paradigms are changing.
Assimilation and adaptation are necessary. There is a natural tendency to be acknowledged and accepted for
who and what we identify as. New trends and thereby new understandings are presented consistently. How
we choose to address these issues will have a powerful impact on society, community, and the workplace.
BSL 4000, Managing Diversity in Organizations 4
UNIT x STUDY GUIDE
Title
References
Bell, M. P. (2017). Diversity in organizations (3rd ed.). Boston, MA: Cengage Learning.
Herek, G. M. (1993). The context of anti-gay violence: Notes on cultural and psychological heterosexism. In L.
D. Garnets & D. C. Kimmel (Eds.), Psychological perspectives in lesbian and gay male experiences
(pp.89-107). New York, NY: Columbia University Press.
King, J. E., Bell, M. P., & Lawrence, E. (2009). Religion as an aspect of workplace diversity: An examination
of the US context and a call for international research. Journal of Management, Spirituality & Religion,
6(1), 43-57.
Suggested Reading
In order to access the following resources, click the links below:
The following article is a case study of the interaction of transgender people with “gender normals”:
Schilt, K., & Westbrook, L. (2009). Doing gender, doing heteronormativity: ‘Gender normals,’ transgender
people, and the social maintenance of heterosexuality. Peer Reviewed Articles, 7. Retrieved from
http://scholarworks.gvsu.edu/soc_articles/7
The following article analyzes the need for legislation to protect workers from gender-based discrimination in
the workplace.
King, B. R. (2014). Fired for being gay: Should Arkansas ban this form of discrimination? Arkansas Law
Review, 67(4), 1019-1054. Retrieved from
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=a9h&AN=101202907&site=ehost-live&scope=site
The following article highlights the findings of two surveys that revealed continued discrimination based on
sexual orientation and gender identity.
Collins, K. D. (Ed.). (2010). Two studies show gender discrimination in workplace continues. The Diversity
Factor, 18(4), 1-6. Retrieved from
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=a9h&AN=56672068&site=ehost-live&scope=site
http://scholarworks.gvsu.edu/soc_articles/7
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=101202907&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=101202907&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=56672068&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=56672068&site=ehost-live&scope=site
Running head:
UNIT II PROJECT
1
6
UNIT II PROJECT
Unit II Project
Benefits of Organizational Diversity
Columbia Southern University
Assessment of findings in Miami office, Florida.
Fig Technologies has a work force comprising women. The culture has promoted development of subjective sexual relationships in its call service center based at Miami office. These two offices have witnessed rising tension among staff members who are pro biased associations championed by their colleagues. Some of the issues found bewildering these offices include: personal prejudice towards their seniors which has led to declining marketability of the company’s products like Futbal. Equally, the excursion found out that due to dominance of women workforce from cross cultural and social orientations, same sex- relationships are developing. The influence of university graduates working in the call centers has immensely influenced the professional practices. Lately, it has become common practice among employees to withdraw from their duty posts and engage in gossiping and fist fighting. In addition, the employee conflicts have been rising and cross-manipulation due to transfers between offices in Miami and those at Kansas City.
The present organizational culture at the Miami offices have thwarted growth of Fig Technologies. This has been demonstrated by the poor taste towards their products as revealed by the international employees working in these offices. The employees have noted low morale and zeal to use the utility provided by the Fig Technologies. Indeed, the markets in South Africa and Brazil has frustrated the sales of the utility because of poorly constructed organizational culture. Diversity, both in principle and policy is one solution to the currently dwindling business environment. It is in the interest of the company that it maintains growth, though the existing gender composition of employees is derogative and out for malicious fall of the firm. With such a tendency, impropriety in management of organizational affairs and large scale dysfunctional social relationships will continuously limit its success, (Ostroff & Schulte 2014).
Assessment of findings in Kansas City offices, Missouri
The situation at Kansas office is worse. Lack of sexual diversity at Fig Technologies have indicated increasing same sex relationships developing. At the office, it was found that all staffs, including gate attendants and the senior management officers were predominantly ladies. The office had limited time for social activities which encompassed opposite sex in the cadre. The culture of the organization also barred socializing with men at workplace, as a result, most of the ladies appeared secluded from their social system. They stayed long hours at work place which significantly influenced their desire for opposite sex. In addition, it was established that the employees, mostly women having been indulging in heterosexual practices. Sexual connections have initiated with the liberalized within the social systems of employees. As workers continue to redefine their attachments with their colleagues, there has been diminishing output and creativity. Fig technologies have become the hood for heterosexual people. Ladies with homosexual cravings have found the Kansas office satisfying.
There has been declining interest on their clients. Consequently, the management has opted to counter the tendency. The only sure way is to adopt diversity both at recruitment, job allocation, and social attachments. Lack of organizational diversity at the Kansas City office has worked at the detriment of the organizational growth. So is the need to ban it. Diversity is important in fostering growth through enhanced creativity and problem-solving skills. Presence of highly integrated workforce, characterized by culturally composed gender orientation fosters inclusive engagement towards realization of economic objectives of the organization. Besides, it is noteworthy to highlight the social impacts of diverse culturally composed workforce in effecting change and taste for testing new undertakings, (Ostroff & Schulte 2014).
Recommendation
The relevance of analyzing organizational culture is in finding the best practices that will in the long run enhance output in the organization. As an organization absorbed in delivery of technologies to the market, the management will be interested on practical ways of enhancing diversity, especially, if it is certified as impeccable in profit maximization.
One such way of enhancing organizational diversity at Fig Technologies is improving workplace engagement and associations. This is achieved through improved systems of recruitment, enhanced employee engagement, and composure for retention. Also, it is only through on such benchmark that the management can spearhead establishment of both formal and informal activities in order to enhance interactions between the employees located at different levels of the organization, department and social profiles. This will help in colonizing roaming employees who seldom fight peace at their work stations due to volatile memories, (Alvesson 2016).
The executive committee should consider adopting a functioning work design that facilitates interaction between employees as well as an improved scheme of recruitment where new employees are introduced into the firm in order to strengthen existing employees. A functional system of organizational diversity enhances progress and achievement. This is actualized through open forums for consultative decision making, and has a long-term impact in institutionalizing the organization for social growth, (Gerhart & Fang 2014).
The employees have been commonly seeking their own schemes of adjusting to both informal and formal work challenges. The Executive council should consider establishing as well as improving existing formal and informal channels through which they can express their grievance. It should be complementing these channels with awards and recognition systems is one way of boosting morale of employees. The long-term impact is rising growth in product admissibility and creativity, (Mora 2013).
References
Alvesson, M. (Ed.). (2016). Organizational culture. Sage.
Mora, C. (2013). Cultures and Organizations: Software of the Mind Intercultural Cooperation and Its Importance for Survival. Journal of Media Research, 6(1), 65.
Ostroff, C., & Schulte, M. (2014). A configural approach to the study of organizational culture and climate.
Gerhart, B., & Fang, M. (2014). Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects. Human Resource Management Review, 24(1), 41-52.
