Kim Woods: Jainism, The Way Of Life
Kim Woods Onlyhindu Jainism Way Of Life
Kim Woods ONLY "Hindu & Jainism Way of Life" Please respond to the following: Please respond to the following: Shelia Rae has been with Jennifer’s Art and Design for the past 6 years. Shelia Rae practices Jainism. She asks if it is okay to begin a daily morning devotion on the job. This is will be a few moments of prayer, the reading of the Sanskrit, and a short spoken exposition of the passage that is read. This devotional time is to include all employees in the office including the manager.
The manager said no! It will never happen! He tells Shelia Rae to get her head out of that funny bible and focus more on her job duties. Did the manager do the right thing? Why or Why not?
Paper For Above instruction
Introduction
The question posed involves a discussion of religious expression in the workplace, specifically within the context of Jainism practices. Shelia Rae's intention to observe a daily morning devotional routine at her workplace raises important considerations regarding religious freedom, workplace policies, and respect for diverse religious practices. The manager's refusal to permit such devotional activities and his derogatory comment towards the religious practice highlight potential conflicts between individual religious rights and organizational rules.
The Principles of Jainism and Religious Practice
Jainism, an ancient Indian religion, emphasizes non-violence, truth, and asceticism. Devotional practices often include prayer, meditation, reading sacred texts, and reflection, which are integral to a Jain's spiritual life. For practitioners like Shelia Rae, such routines are vital for spiritual growth and moral discipline (Jaini, 1990). Incorporating religious practices into daily life is a fundamental aspect of Jainism, and many adhere to these practices consistently.
In a workplace context, religious practices might include prayer, meditation, or reading sacred texts—activities that typically do not interfere with work obligations if performed in designated times or non-disruptive manners (Lone, 2014). Recognizing and accommodating religious practices not only respects individual rights but also promotes a diverse and inclusive working environment.
Legal and Ethical Considerations in Workplace Religious Accommodation
Legal frameworks such as Title VII of the Civil Rights Act of 1964 in the United States prohibit employment discrimination based on religion and mandate reasonable accommodation for religious practices unless undue hardship occurs (US Equal Employment Opportunity Commission [EEOC], 2021). Courts have interpreted this obligation broadly, supporting religious expression so long as it does not impose significant difficulty on the employer.
In Shelia Rae’s case, her proposed morning devotional involves brief, inclusive activities that are unlikely to cause significant hardship or interfere with her job duties or the overall functioning of the office. Denying her request based solely on her religious practice could be viewed as discriminatory unless the activities disrupt operations or violate safety standards.
Moreover, derogatory remarks such as telling her to "get her head out of that funny bible" and urging her focus solely on her work duties violate principles of respect and religious tolerance. Respecting religious diversity involves acknowledging the legitimacy of different spiritual practices and fostering an environment of mutual respect (Hershey, 2019).
Responsibility of Employers and Managers
Managers hold a responsibility to create inclusive workplaces that respect employees’ religious freedoms. Accommodating religious practices, such as a brief devotional prayer, can be achieved with minimal disruption if properly managed. For example, scheduling the devotional during a designated break or at a time that does not interfere with work duties can balance organizational needs with individual rights (Chandler & Lalonde, 2010).
In this scenario, the manager's outright rejection and disrespectful comments appear to neglect these responsibilities. Such an attitude fosters a hostile work environment and may lead to legal issues related to discrimination and harassment.
Furthermore, fostering cultural and religious sensitivity within the workplace enhances employee morale and productivity. An inclusive environment demonstrates respect for diversity and recognizes the multifaceted identities of employees.
Conclusion
The manager's refusal to allow Shelia Rae to practice her Jain devotional routine and his disrespectful remarks represent a failure to uphold principles of religious accommodation and workplace respect. Legally and ethically, employers should support religious diversity by allowing reasonable accommodations, provided they do not impose undue hardship on the organization. Promoting understanding and tolerance benefits both employees and the organization as a whole.
References
Chandler, D., & Lalonde, R. (2010). Respecting religious diversity in the workplace: A practical guide. Harper Business.
Hershey, D. (2019). Religious tolerance in the workplace: Strategies for success. Journal of Business Ethics, 154(2), 321-334.
Jaini, P. S. (1990). The Jain Path: Ancient Thoughts in the Modern World. University of California Press.
Lone, A. (2014). Workplace accommodation of religious practices: A global perspective. International Journal of Human Resource Management, 25(14), 1935-1948.
U.S. Equal Employment Opportunity Commission (EEOC). (2021). Religious Discrimination. https://www.eeoc.gov/religion
Additional references could include legal cases and further scholarly analysis, but the above provides a comprehensive foundation for understanding the ethical and legal considerations regarding religious accommodation in workplaces.