Introduction
ABC Corporation is involved in producing electronics units, and its main products are cellular phones and tablets. As the firm has twenty-four operational bases in different countries throughout the globe, it considers after-sales service as the key element. The main characters are Thomas, the manager of the call centre; Janet, the supervisor; and representatives for customer service, Michael, Kathy, and Kareem. The situation is a case where Kareem, a Muslim, was reportedly dismissed due to productivity problems and his religious activities. Kareem’s religious practice did not align with productivity standards, thus his dismissal. Diverse opinions appear among employees and management, hinting at the possibility of discrimination problems.
Main Issues and Concerns:
In the case study, Kareem’s termination at ABC Corporation’s call centre involves multiple questions regarding religious accommodation, productivity standards, and communication barriers. Kareem’s religious obligation to pray five times daily did not allow him to meet the call centre’s productivity requirements, so he was laid off. While maintaining productivity, Thomas showed little compassion and empathy towards Kareem, unveiling a strong lack of empathy. The supervisor, Janet, conversely, was in this coal, which could have helped more in terms of ease of communication.
As for Michael, although he was also aware of how Kareem was acting, he chose not to engage with him and reported the matter to management instead. Kathy empathized with Kareem but did not advocate for him (Fine et al., 2020). This instance points out the necessity of ensuring an open and fair working environment where religious needs are observed while the targets are met. Successful communication, cultural understanding, and efficient problem-solving methods are the keys to resolving religious conflicts and improving a work environment where various religious practices can be harmoniously accommodated (Rayner & Lewis, 2020).
Evaluation of Policies and Procedures:
ABC Corporation’s policies and procedures regarding employee performance management, religious accommodations, diversity and inclusion, and termination practices need critical evaluation in light of the issues presented in the case study (Beslin & Reddin, 2024). The current policies prioritize productivity over religious accommodations, leading to conflicts such as Kareem’s termination. There is a lack of clear guidelines on handling situations where employees’ religious practices intersect with job expectations. Moreover, the performance evaluation process, as indicated by Janet’s infrequent feedback to Kareem, may need more consistency and formal structure, contributing to employee misunderstandings and dissatisfaction (Fine et al., 2020). There is a need for enhanced training on cultural sensitivity and religious accommodation for both managers and employees to foster a more inclusive workplace environment. Additionally, termination decisions should be guided by comprehensive performance assessments and clear communication, ensuring fairness and transparency. ABC Corporation’s policies require revision and reinforcement to address better the complexities of managing a diverse workforce and promote equitable treatment for all employees.
Recommendations:
Recommendations to address issues and enhance ABC Corporation’s situation include policy review, diversity and performance management training, clear communication channels, improved performance evaluation processes, and legal compliance. These measures foster inclusivity, prevent future issues, and uphold company standards. ABC Corporation can create a supportive work environment that demonstrates commitment to diversity, fairness, and employee well-being through these actions.
Implementation Plan:
Collaboration between HR and Legal Departments will be critical to successfully implementing the suggested changes at ABC Company. These are two months old, and at this point, existing policies will be checked and amended to match religious freedom and adherence to the law (Beslin & Reddin, 2024). At the same time, we will develop the cultural sensitivity training modules in three months to build an inclusive workplace culture. An effective communication strategy that involves rapidly sharing policy changes and creating a platform for open dialogue would be implemented. Supervisors will get trained on fair performance evaluation, among which there is a distinct process proposed by this time. To monitor progress, a constant review will be carried out to measure the achievement of KPIs, wherein employee satisfaction and legal compliance can be measured. On-going assessments and surveys will be performed to collect feedback; thus, the organization’s directions will mainly focus on legal requirements and organizational goals.
Conclusion
Lastly, the company can achieve this by referencing the anomalies identified in the case study and adopting the suggested solutions. The business environment will develop into a more diverse and supportive setting. Companies can better accommodate religious practices, improve performance management and increase organizational sensitivity through their well-crafted policies, training programs and effective communication. ABC Corporation can achieve higher organizational success and employee satisfaction by emphasizing these two aspects: employee well-being and diversity.
Reference
Beslin, R., & Reddin, C. (2024). How leaders can communicate to build trust. Ivey Business Journal, 69(2), 1-6.
Fine, C., Sojo, V., & Lawford‐Smith, H. (2020). Why does workplace gender diversity matter? Justice, organizational benefits, and policy. Social Issues and Policy Review, 14(1), 36-72.
Rayner, C., & Lewis, D. (2020). Managing workplace bullying: The role of policies. In Bullying and harassment in the workplace (pp. 497–519). CRC Press.
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