Christian Perspectives and Work

Christian Perspectives and Work

Christian perspectives could prevent an employee from performing their assigned or required duties in several ways. First, Christian perspectives and observances such as praying, attendance of worship services, refraining from specific activities, adherence to certain dietary lifestyles, and wearing religious symbols or garb could prevent an employee from performing required duties (Héliot et al., 2019). For example, an employee could be late for work or absent on Sundays to attend worship services. Second, Christian perspectives, such as the observance of specific Christian holidays like Easter and Christmas, could prevent an employee from performing their required obligations (Héliot et al., 2019). For instance, an employee could fail to attend to assigned duties when work schedules conflict with Christian holidays. Last, Christian perspectives, such as anti-abortion views, could prevent an employee from performing assigned duties (Etherington, 2019). For example, a Christian doctor could refuse to perform abortion procedures.

As an HR representative, one has legal and ethical responsibilities to ensure all employees’ views and beliefs are considered. According to Dessler (2020), an HR practitioner has several legal responsibilities to ensure all employees’ views and beliefs are considered. For instance, HR practitioners must adhere to the provisions of Title VII of the 1964 Civil Rights Act and the amendments of the 1972 Equal Employment Opportunity Act, which prohibit discrimination against employees based on religious beliefs and views (Dessler, 2020). Additionally, HR practitioners have ethical responsibilities like including employees’ input when planning company events and being inclusive when scheduling company meetings or events. For example, some Muslims and Christians do not consume alcohol and certain diets; thus, an HR practitioner has an ethical responsibility to consider such beliefs and views when scheduling and planning company events.

References

Dessler, G. (2020). Human Resource Management. New York: Pearson Education.

Etherington, M. (2019). Religion as a Workplace Issue: A Narrative Inquiry of Two People—One Muslim and the Other Christian. SAGE Open, 1-13.

Héliot, Y., Gleibs, I. H., Coyle, A., Rousseau, D. M., & Rojon, C. (2019). Religious identity in the workplace: A systematic review, research agenda, and practical implications. Human Resource Management, 153-173.

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How could Christian perspectives prevent an employee from performing their required duties?

As an HR representative, what legal and ethical responsibilities do you have to ensure all employee’s views and beliefs are being considered? Provide an example.