HRM 635 How could Christian perspectives prevent an employee from performing their required duties?

HRM 635 How could Christian perspectives prevent an employee from performing their required duties?

HRM 635 How could Christian perspectives prevent an employee from performing their required duties?

Religion impacts not just employee values but also lifestyles. Such differences can put employees at odds with one another. It can also create conflict regarding their assigned job duties, dress codes, scheduling, and other workplace issues as people struggle to honor their commitment to their faith. An example would be if your Jehovah’s Witness and generally employees at restaurants get together to sing happy birthday to patrons as part of the birthday dining experience. Or even celebrate Christmas and other holidays that as Jehovah’s Witness may consider paganistic.

Civil Rights Act of 1964 (“Title VII”), under this federal law, employers are prohibited from discriminating against employees on account of their religion. The law extends to recruitment, hiring, training, pay, discipline, firing, and other terms and conditions of employment.

Title VII also requires covered employers to provide a reasonable accommodation when an applicant or employee experiences conflict between work and faith-based obligations—as long as doing so would not present undue hardship upon the employer. Reasonable accommodation can be simple and/or creative solutions that eliminate the work/religion conflict without creating undue hardship. Such examples are flexible/adjusted schedules, use of floating holidays, swapping shifts or specific job duties with other workers or job reassignment.

Reference

Homepage. Tanenbaum. (2021, November 1). Retrieved May 29, 2022, from https://tanenbaum.org/

 

Feffer, M. (2021, July 6). Ethical vs. legal responsibilities for HR professionals. SHRM. Retrieved May 29, 2022, from https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/ethical-practice/pages/ethical-and-legal-responsibilities-for-hr-professionals.aspx

Thank you so much for your post. I agree with you that religion impacts employee values as well as their lifestyles and sometimes there can be differences can place employees at odds. I appreciate that the Civil Rights Act of 1964 protects employees against employers’ discrimination when it comes to hiring, recruitment, pay, discipline, and training. I have worked in the medical field and the healthcare system has evolved drastically. The healthcare field cares for individuals from many countries with diverse cultures, faith, values, economic backgrounds, and religion. It is crucial that clinicians understand all the diverse types of cultures they care for. This is where nurses should be educated on the Transcultural Nursing Theory. Understanding and implementing Transcultural Nursing Theory in my field of work with my own culture as well with others would give me the opportunity to acknowledge and value cultural differences in healthcare, beliefs, religion, and cultural traditions. Understanding culture would enable nurses and clinicians to best serve and care for their patients which would lead to better healthcare outcomes. Nurses who lack cultural ability will endure a great loss by limiting the care or services that patients and families deserve at end of life. The Transcultural Nursing Theory emphasized the importance of understanding all the diverse cultures. By understanding the diverse cultures nurses or clinicians would be better equipped to provide care to patients based on their cultural beliefs and values and allowing for better healthcare. According to Leininger, “transcultural nursing uses knowledge to provide culturally specific and universal nursing care to people. The goal of transcultural nursing is to provide care that is congruent with cultural values, beliefs, and practices – culturally specific care (DeNisco & Barker, 2016, p. 558).

 

References

Dessler, G. (2016). Human resource management (15th ed.). Pearson/Prentice Hall. ISBN-13: 9780134235455

 

DeNisco, S. & Barker, A. (2016). Advanced Practice Nursing: Essential knowledge for the Profession (3rd ed.). Jones and Bartlett Learning.

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The workplace should be an environment that offers equal opportunity. There is a constant fear of lawsuits against a company for not offering equal opportunities. Laws have been protecting these employees for decades and setting a standard against discrimination. Title VII of the 1964 Civil Rights Act states, “an employer cannot discriminate based on race, color, religion, sex or national origin” (Dessler, 2016, p. 95). This act forbids discrimination in the workplace, both in the private and public sector.

Religion is everywhere in the hospital. Where there is prayer, there is religion. The religions of employees must be respected as much as they are for the patients they serve. The Christian perspective can create some barriers in the hospital setting when it comes to the beliefs of the staff. For example, Sundays are a day for worship. These are hard days to staff and also honor their religious wishes. Another example is people of the catholic faith wishing to receive ashes on Ash Wednesday or not eating meat on Fridays during Lent. It can also be a test of faith to care for patients that have made life choices not in line with the Christian faith. In Atlanta, we had a patient that had taken a medication to induce abortion of her pregnancy but had experienced excessive bleeding. One of my staff members was very upset about this situation and came to me that she was uncomfortable caring for someone that had decided against her beliefs. My first step was to call HR. Legally, the nurse has a responsibility to care for her patients. Ethically, I could understand her despair in the choice and situation of the patient. We ended up having a great discussion on why the patient was here and the nurse’s role in care. She did ask for an assignment switch, which we were able to grant as another nurse was agreeable to switching assignments.

Human resource management is a great tool to lean on during ethical and legal dilemmas when it comes to decision making. Truly, societies can’t rely on a workplace’s sense of morality to do the right thing, that’s why there are laws in place to enforce the protection of patient rights but also the employees (Dessler, 2016). Human resources are aware of these laws and can help guide in a decision-making process to ensure that a respectful environment is maintained when honoring employees’ views and beliefs.

 

 

References

Dessler, G. (2016). Human Resource Management (15th ed.). Pearson Education.

Nurses have the responsibility to provide care to their patients, authority to influence their care, and an ability to

HRM 635 How could Christian perspectives prevent an employee from performing their required duties
HRM 635 How could Christian perspectives prevent an employee from performing their required duties

advocate for them. Nurses follow the Nightingale Pledge where they promise not to cause harm to patients, practice discretion, dedicate themselves to their work, will not do anything evil or malicious, and will not knowingly give harmful drug or assist in malpractice. Hospice nurses play a vital role in the holistic care they provide to their patients. In 2016, California became the seventh state in the country to permit physician-assisted death and since then the law has gone through several challenges. This law allows physicians to prescribe qualifying patients with legal doses of medications that the patients administer themselves to end their life. Christians nurses believe that life is sacred, and that life was given by God, and only God can decide when life ends. The dilemma lies when Christian nurses are not able to separate their Christian views and those of their patients. Nurses have a responsibility to care for their patients but not judge them for the choices they make. Nurses must be able to separate their values and believes when caring for their patients. The nurse’s responsibility during a patient’s time to end their life is to be present for the patient, family, and physician although they do not agree with their decision. The American Nurses Association states that nurses must deliver high-quality compassionate care, holistic and patient-centered care, including end-of-life care. End-of-life care include respect for patient decision making, non-judgmental support for patient’s end-of-life preferences and values, prevention, and alleviation. Nurses are ethically not allowed to administer or aid in dying but must be comfortable supporting patients with end-of-life conversation and understand and reflect on their personal values related to the medical aid in dying and be aware of their values from one’s ability to prove objective information in response to a patient’s request.

The Human Resources professionals must be able to manage moral, ethical, and legal responsibilities. Human Resource professionals are now tasked with bigger responsibilities of dealing such as addressing issues of inequality, setting standards around workplace conduct, uphold ethical standards, and strive for fair work environment. Human Resources must know and understand labor laws so they can make complex decisions and hold employees accountable for wrongful actions. Human Resource representatives must be ethical leaders that assist in conflict resolution between colleagues. Human Resource representatives must be committed in doing the right thing regardless of the cost. They should have awareness to act consistently and apply moral convictions to daily behavior. They must be competent to collect and evaluate information, develop alternatives, and foresee potential consequences and risks.

 

References

American Nurses Association. (2016). Nurses’ role and responsibilities in providing care and support at end of life. https://www.nursingworld.org/practice-policy/nursing-excellence/official-position-statements/id/nurses-roles-and-responsibilities-in-providing-care-and-support-at-the-end-of-life/

Dessler, G. (2016). Human resource management (15th ed.). Pearson/Prentice Hall. ISBN-13: 9780134235455