Acknowledging religious diversity: Opportunities and challenges

Gelb, Betsy D.; Longacre, Teri Elkins

doi:10.1016/j.bushor.2012.06.001

Cited by 21 publications

(14 citation statements)

References 5 publications

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“…Additionally, Title VII prevents harassment due to one's religious beliefs or practices. In this context, "harassment" includes a quid pro quo requirement of participating in some religious experience or set of activities to receive some reward, like a promotion, or to avoid some sanction, like being fired (Gelb and Longacre 2012). Harassment here also includes making "derogatory or insensitive statements about others' religious beliefs or practices" (Gelb and Longacre 2012, p. 511).…”

Section: Journal Of Management Spirituality and Religionmentioning

confidence: 98%

“…As workplace diversity trends upward, employees who bring religious expressions or practices to the workplace will be characterized by an increasing diversity of beliefs (Gregory 2011, Kelly et al 2011, including beliefs defined outside of well-established traditions (The Pew Forum on Religion &Public Life 2009a, Gelb andLongacre 2012). As diversity has increased, the number and scope of belief-based disputes in the workplace has also increased (Glynn et al 2000, Beatty and Kirby 2006, Beaumont 2012.…”

Section: Introductionmentioning

confidence: 97%

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Bad apples, behaving badly? Workplace religious discrimination disputes and resolution behaviors

Dean

Safranski

Lee

2015

Journal of Management, Spirituality & Religion

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Compared to other Title VII workplace discrimination protections, religious discrimination research has received little attention. This study compares workplace religious discrimination disputes with more common forms of discrimination claiming including race, sex, and sexual harassment. We analyzed 72 Federal Circuit Court of Appeals religious discrimination cases to ascertain what organizational roles both plaintiffs and perpetrators held, and at what organizational levels. We also examined differences in dispute resolution behaviors employed by both plaintiffs and perpetrators/defendant firms. Consistent with other forms of Title VII complaints, most plaintiffs in religious discrimination cases hold technical or line positions, and most perpetrators are the plaintiff's direct supervisor. Also consistent, we found that plaintiffs utilize internal voicing processes prior to alerting an external body. However, we found differences, including evidence that plaintiffs themselves may obstruct complaint resolution and that some organizational policies contribute to religious discrimination complaints. Executive reactions to our findings conclude the article.

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Section: Journal Of Management Spirituality and Religionmentioning

confidence: 98%

Section: Introductionmentioning

confidence: 97%

Bad apples, behaving badly? Workplace religious discrimination disputes and resolution behaviors

Dean

Safranski

Lee

2015

Journal of Management, Spirituality & Religion

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“…Therefore, religious studies provide enrichment to the economic discipline, illustrating how economical models can, and should be modified in order to 1) aggregate questions related to norms, values and beliefs, and 2) further explore the relationship between religion and economic activities ( Byron, 1977 ; Iannaccone, 1998 ; Demerath et al., 1998 ; Gelb and Elkins Longacre, 2012 ; Menezes Montenegro, 2016 ). Tervo-Niemelä (2016) conducted a survey in 2014 among the clergy in the Evangelical Lutheran Church of Finland showing that the clergy have clear and distinctive work orientation profiles and that these profiles also have a clear linkage to wellbeing at work.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Productivity in religious orders: A management by values applied approach

Jurado-Caraballo

Rodríguez‐Fernández

2021

Heliyon

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Purpose In this theoretical-empirical study, we analyse work methodologies of Spanish Religious Orders, and their relationship with productivity, efficacy and efficiency. Design/methodology/approach In the literature review we have compiled all the applicable theories. Amongst them, Management by Values stands out and has served as the framework for the hypotheses. To test the latter, we have obtained data from face-to-face surveys, obtaining 112 valid answers. Ordinary Least Squares and Logit Model have been proposed. Findings A greater compromise of the individual with the organization generated greater values of productivity, and its higher value in the case of the female Orders when compared to the male Orders. Research limitations The conclusions presented here only refer to the data of religious organizations of Málaga (Spain) that have been analysed. Future research should consider the changes brought about by the possible merger of the different Orders and the analysis of the social work of the Church through its non-profit organizations (Cáritas or Manos Unidas). Practical implications This study can be translatable to profit-seeking organizations. If work methodology and coordinating tasks are appropriate for religious organizations, then they should also be beneficial for-profit companies. Originality/value Management by Values occupies an essential place in the direction and coordination of daily tasks and the life of religious communities. Their levels of productivity, efficacy and efficiency are a result of the strong link that joins the members to the aim of the organization.

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“…Understanding factors that impact religious accommodation decisions is the first step toward building organizational cultures that embrace religious diversity, promote inclusion and prevent religious discrimination. These are important goals, as organizations with cultures supportive of inclusion experience increased connections with diverse customers, can recruit a more highly skilled workforce, and outperform competitors (Gelb and Longacre, 2012).…”

Section: Practical Implicationsmentioning

confidence: 99%

Beyond the law: processes underlying religious accommodation decisions

Tabesh¹,

Jolly²

2019

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Purpose Currently, the academic understanding of religious accommodation in the workplace is skewed toward a consideration of legal decision making. The purpose of this paper is to move beyond these legal considerations and provide a fresh perspective on antecedents of religious accommodation decisions when managerial discretion is high. To this end, the authors present a model that incorporates psychological and relational processes. Design/methodology/approach This research draws on a variety of theoretical perspectives from psychology, organizational behavior and human resource management to theorize a descriptive model of managerial decision-making regarding religious accommodation requests. Findings The authors develop a conceptual framework and research agenda for examining front-line decision-makers’ responses to employees’ religious accommodation requests. The focus is on characteristics of the decision maker, the requester and the request that can influence the perceived sincerity of a request and the perceived accommodation cost. Research limitations/implications The proposed model moves beyond US-based legal perspectives of religious accommodation and facilitates the identification of novel theoretical perspectives for better understanding accommodation decisions. Practical implications Twenty-first century managers are faced with a wide variety of religious accommodation requests. Identification of underlying mechanisms through which these decisions are made facilitates effective interventions to build and sustain an inclusive culture. Originality/value This work is among the first efforts in the management literature to theorize about the process of religious accommodation decision making. The authors address the paucity of academic research in this area by introducing perceptual drivers of religious accommodation decisions.

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Acknowledging religious diversity: Opportunities and challenges

Cited by 21 publications

References 5 publications

Bad apples, behaving badly? Workplace religious discrimination disputes and resolution behaviors

Bad apples, behaving badly? Workplace religious discrimination disputes and resolution behaviors

Productivity in religious orders: A management by values applied approach

Beyond the law: processes underlying religious accommodation decisions

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