Robertson, and Hayden Woodward

A framework for accommodating religion and spirituality in the workplace

Spirituality, on the other hand, is viewed as both personal and universal. On Fridays the mid-day prayer is communal, so many Muslims need time to visit the local mosque. Washing stations, used before prayer, have at times been supplied by employers. Robertson, and Hayden Woodward.

The author exposes the

This article investigates the current state of religious and spiritual practice in business organizations and discusses the impact of employment law on such activity. The authors suggest that if having religion and spirituality in the work place makes employees happier and more motivated it makes sense to have them present. Legal interpretations have historically required that employees requesting religious accommodation meet certain tests relative to the sincerity and meaningfulness of their belief. Defining spirituality is difficult in itself. Though religion was addressed in the original laws, the primary focus was accommodation for religious observances outside the workplace.

They argue such a framework

But some scholars make an important conceptual distinction between spirituality and religion. Supreme Court and other federal courts have backed definitions that do not differentiate between formal religion and other forms of spirituality.

The author exposes the flaws in the regulation. They argue such a framework could be used for measuring workplace spirituality and its impact on organizational performance. He points, for example, to a proliferation of faith-based books dealing with management subjects, especially leadership.

Even more compelling is the reported increase in the number of religion-based employee affinity groups. The Pluralism Project has developed a case study of the controversy at the Minneapolis St. Recent Posts We're the leading research firm that discovers the people practices of high-performance organizations. We offer a broad and inclusive interpretation of religious and spiritual belief relevant to the workplace and provide a framework of analysis in addressing accommodation concerns.

From this perspective, workplace spirituality becomes more about espousing and managing value systems than about creating diversity programs for people with traditional religious beliefs. They must manage religious diversity and perhaps even encourage some types of workplace spirituality while avoiding acrimonious and divisive charges of religious discrimination. Breathing Life into Organizations. Those practicing formal religion want the same opportunities and rights provided to employees who practice spirituality.

Employers stuck in the middle with age legislation.