ISLAM'S GROWTH AFFECTS WORKPLACE POLICIES!
With more than 5 million adherents, Islam is expected to soon surpass Judaism
as the second-most commonly practiced religion in the United States (Christianity
being the first). As a result, managers will need to ensure that their organizations
consider both Muslim employees and customers when designing their
management policies and programs. An initial challenge for employers will be to
overcome anti-Muslim sentiment in the workplace. Distrust and limited
understanding often characterize Americans' perceptions of Islam. In a recent
Roper poll, for example, more than half of the respondents indicated that Islam
was, by definition, anti-American, anti-Western or supportive of terrorism.
Employers cannot afford to ignore the growing influence of Muslims, both as
consumers and employees. Much of the global market consumers and
employees are now Muslims. In 1997, for example, after it received complaints,
Nike recalled a shoe line imprinted with a logo that resembled the Arabic script
for Allah. The company offered refunds for returned shoes, issued a public
apology, implemented sensitivity training for employees and provided financial
support for a Muslim elementary school in the United States. In another example,
the July issue of US Airways' Attaché magazine contained a picture of the
Prophet Muhammad. After receiving letters and phone calls saying that it is both
inappropriate and offensive to Muslims to attempt to portray the Prophet
Muhammad, the company issued an apology in the magazine.
Religious discrimination cases are likely to increase as Muslims become more
willing to assert their rights in the workplace. Many of the cases filed to date
relate to disagreements over religious dress, daily prayers or derogatory remarks
by co-workers and supervisors. Misunderstandings seem to occur frequently over
the issues of head scarves worn by women and facial hair for men. The problem
here lies with the understanding of workforce diversity.
Due to globalization, companies now see the world as a single market. Thus to
remain competitive in the global market, managers need to manage the
workforce properly so that they can get the best performance out of the
workforce. Whatever the goal a company is having, one issue is linked with the
other. It is not only a matter of diversity and globalization anymore. So current
managers should eliminate these barriers.
Questions
1. Globalization and workforce diversity is an important factor for management.
What are the consequences if the managers ignore these factors?
(15)
2. What can managers do to resolve the tension related with Islam and Muslims
in their organization?
(15)
3. Being an HR manager how you will respond to such diverse issue?
(10)