The topic of religion has constantly been subjected to controversy in human society, and business is not an exception. While faith can significantly contribute to people’s identification, it can cause workplace disruption when specific issues are brought to the discussion. Consequently, the question of religion should be carefully incorporated into a company’s strategic vision to address potential problems among employees adequately. According to Valentine et al. (2020), the leading practice that companies should incorporate regarding religion is increasing awareness, both among employers and employees. Religious diversity awareness can prevent misunderstandings at the workplace simultaneously, allowing managers to prepare various religious accommodations accordingly. These accommodations include scheduling and employees’ job task changes, exceptions to grooming rules and dress code, and creating space for necessary religious expressions, such as prayer or proselytizing (Valentine et al., 2020). If correctly implemented, the company can benefit from increased motivation and overall performance. However, employers should not be making too many exceptions. Some accommodations might create an undue hardship for the company. In addition, the public image always has to be considered when allowing certain freedoms in general appearance.
Another two sound HR practices can be derived from the Christian vision of job occupation as one’s vocation. In this context, Hardy (1990) states that a job position can be viewed from two points: a personal career choice and a social job design. Considering common associations people have about their work, such as tediousness, boredom, and routine, it can become challenging to view personal career choices as vocations (Keller, 2012). Thus, the required practices are to target the employees’ personal attitudes and job position design.
Firstly, HR management should consider techniques that motivate and encourage employees regarding their professional choice. Consequently, leadership styles, performance appraisal, and compensation can prove valuable. According to Singh (2019), responsible leadership has three main components: support for social and ethical norms of behavior, inclusive and fair HR practices, and encouragement of employee development. In other words, a responsible leader’s inclusive attitude and support can significantly contribute to employees’ confidence in their career choice. Performance appraisal is a tool by which leaders can communicate with employees. It involves general guidance and feedback to further increase employees’ sense of belonging in the collective and the company. Last but not least is the compensation employees receive for their work. From the size of their regular paycheck to various benefits and bonuses, compensation can provide an indirect motivation for employees that will solidify their conviction.
Secondly, HR management should emphasize job design to bring more sense and purpose to work. A properly developed job position framework can ensure diversity, autonomy, tasks’ meaningfulness, individuality, and other highly valued qualities among employees (Malik, 2018). At the same time, emphasis on job allocation results in more thorough strategic planning. For a goal-driven organization, job analysis provides information about both the positions to be filled and their contribution to the long-term business objectives. Moreover, a proper job design involves transparent and adequately structured promotion opportunities. These opportunities have a significant effect on the employees’ feeling of development (Kamalaveni et al., 2019). In addition, the presence of development and career growth opportunities allows employees to map and monitor their professional progress, which simplifies the association with a vocational path.
To conclude, if a company’s management wishes to incorporate strategically and theologically sound HR practices, they have to consider three essential aspects: religious awareness, vocational attitude, and job design. Improving religious awareness allows to avoid conflicts in the workplace and increases employee inclusivity. Approaching personal motivation in the context of vocational philosophy adds clarity and purpose to assigned tasks, whereas proper job design solidifies these factors.
References
Hardy, L. (1990). The fabric of this world: inquiries into calling, career choice, and the design of human work. Wm. B. Eerdmans Publishing.
Kamalaveni, M., Ramesh, S., & Vetrivel, T. (2019). A review of literature on employee retention. International Journal of Innovative Research in Management Studies, 4(4), 1-10.
Keller, T. (2012). Every good endeavor: Connecting your work to God’s work. Penguin.
Malik, A. (2018). Work design and HR planning: A strategic perspective. In A. Malik (Ed.), Strategic Human Resource Management and Employment Relations (pp. 75-84). Springer. Web.
Singh, D. (2019). A literature review on employee retention with focus on recent trends.International Journal of Scientific Research in Science and Technology, 6(1), 425-431. Web.
Valentine, S. R., Mathis, R. L., Jackson, J. H. & Meglich, P. A. (2020). Human resource management. Cengage.