Case Study: The Employee Who Has Been With The Company For F

Case Studythe Employee Who Has Been With the Company For Four Years

The employee, who has been with the company for four years, reads a devotional, morning, noon, and in the afternoon at the desk. It is called Dao de jing (Dow day jing) and the Zhuangzi (Chuang Tzu). But never reads it when a customer is at the employee’s desk. The recently hired manager fires the employee for reading religious material while on the clock. What religion does the employee practice? What are some beliefs and practices of this religion? Did the new manager do the right thing? Why or Why not? If you are the manager, how would you handle this situation?

Paper For Above instruction

The case presents a situation where an employee, who practices certain religious or philosophical traditions, is dismissed from their position due to reading religious or philosophical texts during work hours. Specifically, the employee reads Dao de jing (Tao Te Ching) and the Zhuangzi (Chuang Tzu), which are foundational texts of Taoism, a spiritual tradition originating from China. This incident raises important questions about religious freedom, workplace policies, and managerial responsibilities within a diverse organizational context.

The employee’s religious or philosophical practice appears rooted in Taoism, an ancient Chinese tradition emphasizing living harmoniously with the Tao (the Way). Taoism advocates principles such as simplicity, humility, compassion, and naturalness. Practitioners often engage with texts like the Dao de jing, attributed to Laozi, which serve as guiding philosophies rather than strict religious doctrines. The Zhuangzi, attributed to the philosopher Zhuang Zhou, further expands on Taoist ideas through stories, parables, and dialogues that encourage spontaneity and harmony with nature. These texts represent core teachings of Taoism and are engaged with by practitioners as a means of spiritual reflection or philosophical exploration.

In terms of key beliefs and practices, Taoism emphasizes the importance of aligning oneself with the natural order, embracing humility, and practicing wu wei (non-action or effortless action). Many Taoists incorporate meditation,Tai Chi, qigong, and ethical living into their practice. It is often an individual’s personal philosophical orientation rather than a formal religion with rigid dogmas. For practitioners, reading Taoist texts is a way to deepen understanding of their worldview, seek guidance, and cultivate inner harmony.

The core issue in this scenario is whether the employee’s reading of Taoist texts constitutes a violation of workplace policies or interferes with job performance, and whether firing them for such activity infringes upon their religious freedom. Employee rights in the workplace are protected under laws such as the Civil Rights Act (in the U.S.) and similar statutes worldwide, which prohibit discrimination based on religion. Religious accommodation laws require employers to reasonably accommodate employees’ religious practices unless doing so causes undue hardship to the business.

The manager’s decision to fire the employee for reading religious/material philosophical texts during work hours raises questions about the appropriateness and legality of such action. If the employee was not engaging in disruptive behavior or neglecting their duties, then firing them solely for reading spiritually or philosophically significant texts could be viewed as discriminatory or an infringement of religious freedom. The fact that the employee refrains from reading the texts when customers are present indicates a respect for professionalism and customer service. Therefore, their activity during free time or at their desk might be acceptable and protected under employment law.

From an ethical managerial perspective, the manager’s actions may be considered inappropriate and potentially unlawful if they stem from a lack of understanding or bias against the employee’s beliefs. Effective leadership involves promoting diversity, inclusion, and respect for employees' individual practices. Managers should foster an environment where employees can practice their beliefs so long as it does not impair their professional responsibilities or workplace safety.

If I were the manager, I would handle this situation by engaging in a dialogue with the employee to understand the context of their reading activities. I would clarify workplace policies regarding personal time and the use of reading materials. Assuming the employee’s activity does not interfere with their work performance or offend clients, I would uphold the principles of religious freedom and non-discrimination. I would also educate myself and staff about religious diversity to prevent future misunderstandings. If necessary, I would establish clear policies that distinguish permissible personal activities from job duties, while respecting employees' spiritual or philosophical practices. Such an approach promotes a respectful, inclusive work environment and aligns with employment laws protecting religious exercise.

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