LGST820 Legal Studies And Business Ethics

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LGST820 Legal Studies And Business Ethics

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LGST820 Legal Studies And Business Ethics

0 Download5 Pages / 1,237 Words

Course Code: LGST820
University: University Of Pennsylvania

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Country: United States

Question:

The Ethical Challenges of Leadership and Essentials of Business Ethics. As you read, think about the ethical reasons that diversity is ethically the right thing to do.

Write a research paper in which you:
 
1.Create a policy statement that summarizes why diversity is an ethical imperative for your organization.
 
Use both a secular and biblical perspectivein crafting your position.
 
Provide a detailed evaluation that demonstrates clear, insightful critical thinking.
 
2.Summarize the legal arguments of the majority for diversity within an organization.
 
This summary should be an analysis of what the majority decide is important as opposed to what is the right decision (for all, the community, the organization).
 
Provide a detailed evaluation that demonstrates clear, insightful critical thinking.
 
3.Summarize the benefits to an organization for embracing diversity.
 
The output should include content that you can imagine presenting to the organization’s leadership as a policy model.
 
Provide a detailed evaluation that demonstrates clear, insightful critical thinking.

Answer:

Introduction: 
With expansion of business in more than one country the corporate sectors faces problem of diversity management. Diversity in corporate organization is related with various religious of employees and various sects of employees. The religious tenet and beliefs play an important role in shaping behaviour, attitude of an individual. Therefore, it is necessary to manage diversity intelligently to promote a secular environment in the organization along with maximizing employees’ performance
Discussion:
According to Gröschl (2016), diversity of employees should be managed not only with aim of encouraging cooperation and coordination it is crucial to promote secularism within the organization. As Bible support secularism, it will be unethical to curb the religious freedom of employees. The biblical ethos put emphasis on corporate model to follow the secularism idea as the local church community. The corporate sectors hire outsiders with aim of gaining from their talents therefore, it is their responsibilities to provide them secular environment. As stated by Andreoni et al. (2016), if the employees are endowed with secular environment within the organization, they will feel free to work and there will be more attachment from the employees’ perspectives. Hence, according to biblical view, the corporate sectors are gaining from their skills and it is their responsibility to provide them secular environment. Secular environment in the organization help to make them feel that their religious is not under danger in the organization.
Various biblical psalm direct people to inspire them to worship (Ps. 100), therefore it will be unethical from biblical point of view to restrict people from worshiping their desired god. As opined by Khan et al. (2018), the Biblical guidance is helpful in making any decisions in everyday life and the corporate sector can use biblical perspective to make their environment secular. Moreover, secularism is important attributes of modern day world and most of advanced nations of world follow secularism as one of their rule in the nations. Thus, corporate sector cannot deny making their institutions a modern one and secular environment will help the employees to have more satisfaction in serving the nations.     
In the era of globalization, business organizations are devoted to take best skills from world wide in cheap manner. Therefore, it is responsibility of corporate sectors to provide them with comfortable environment in the workplace. As stated by Blanchetet al. (2014), diversity becomes important part of current business trend and no organization can extend their business operation in the international level without including diversity in their organization. Diversity is source of more skills and talents that help the organization to get better performance. The diversity of employees can be managed and channelized for better performance of organization. The diversity of workers if not managed properly can be sourced of breeding ground of conflict and non coordination. One of major factors of diversity among employees is religious diversity and different religious have different tenets. Not all persons have tolerant attitudes and not every employee accepts all religious freely. Thus, according to Hanson (2017), the main branch of business organization may be placed in one country and the management generally uses festivals or holiday planning according to that religious rules. This does not mean that other religious employees will be forced to adopt those religious rules. They must be felt that their religious is in danger and secular attitude in organization will urge them to join the organization by offering their high efforts.
The title VII of civil rights Act 1964 prohibits any kind of discrimination of employees on basis of race, color, religion, national origin and sex. Therefore, management of all organization msut should promote secular attitude in the organization. The American with disabilities Act in 1990 prohibits discrimination of employees against physical or mental disability. Moreover, the civil right Act 1991 codifies the adverse impact theory of discrimination. The civil right act also clarifies and empowers rules for enforcement of anti discrimination provisions (referenceforbusiness.com 2018).  
The cultural diversity in an organization gives various benefits to the organization if diversity is managed and channelized properly. Therefore, one of major instruments of management to approach employees in favor of diversity is the highlighting benefits of diversity. As stated by Dow Cuypers & Ertug (2016), the first advantageous of diversity is to promote innovation and creativity. As there will be more diversity, there will be more talents. More talent will lead to innovation, creativity and new idea, as more employees will give more and more ideas. The diversity of employees will offer pool of diversified employees with various talents, skills and competencies.  Diversity in organization lead to innovation and creativity and many languages help in accessing diversified clients. This help to extend the business operations and open the door of business in large extent. The languages barriers are major obstacles for a company. All these factors help to increase level of productivity in the organization. Moreover, management of diversity along with secular attitude can increase the performance level of employees.  
As opined by Koenig Bolden & Kymlicka (2015), the employees feel comfortable and happy in secular environment where every religious is given desired priority. The equality among employees in all spheres encourages their mental attachment with the organization. Apart from job satisfactions, employees feel valuable in the organization and equality secular behaviour helps to boost their morale. The higher level of morale and satisfaction higher will be level of productivity. Hence, high productivity is obviously favorable for organization growth and management should try to highlight benefits of diversity to the employees.
Conclusion: 
In conclusion, it can be stated that employers in business organization have an obligation to provide employees with a safe work place that is free of discriminations. Free religious discrimination is one of important factors that encourage people from different religious groups to join the organization. Diversity among employees provides various benefits to the organization as the diversity will increase there will be more skills, talents. Thus, management of an organization must try to promote secular attitude within the organization along with managing diversity among the employees.  
References:
Andreoni, J., Payne, A. A., Smith, J., & Karp, D. (2016). Diversity and donations: The effect of religious and ethnic diversity on charitable giving. Journal of Economic Behavior & Organization, 128, 47-58.
Blanchet, H., Gouillieux, B., Alizier, S., Amouroux, J. M., Bachelet, G., Barillé, A. L., & Grall, J. (2014). Multiscale patterns in the diversity and organization of benthic intertidal fauna among French Atlantic estuaries. Journal of Sea Research, 90, 95-110.
Dow, D., Cuypers, I. R., & Ertug, G. (2016). The effects of within-country linguistic and religious diversity on foreign acquisitions. Journal of International Business Studies, 47(3), 319-346.
Gröschl, S. (2016). Diversity Management between ‘Myth and Ceremony’and Strategic Economic Rationale–Theoretical Perspectives and Empirical Evidence from Germany Inéz Labucay. In Diversity in the Workplace (pp. 167-188). Routledge.
Hanson, R. A. (2017). Intergroup Contact through Study Abroad: An Investigation of Effects of Study Abroad on Student Engagement with Racial and Religious Diversity.
Khan, N., Korac?Kakabadse, N., Skouloudis, A., & Dimopoulos, A. (2018). Diversity in the workplace: An overview of disability employment disclosures among UK firms. Corporate Social Responsibility and Environmental Management.
Koenig, M., Bolden, J., & Kymlicka, W. (2015). Governance of religious diversity at the European Court of Human Rights. International Approaches to Governing Ethnic Diversity, 51.
Referenceforbusiness.com (2018). Retrieved from https://www.referenceforbusiness.com/management/Em-Exp/Employment-Law-and-Compliance.html 

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