Quebec Values Proposal - Research Paper Example

? Issues Introduction The purpose of this report is to identify the issue raised in the article. “Quebec Values Proposal Is Discrimination, Experts Say,” written by Catherine Skrzypinski and to postulate the reasons behind addressing this issue in the workplace (Skrzypinski, 2013). The contemporary business environment is constantly changing imposing certain challenges to the human resource managers to deal effectively with a number of intricate arising issues. Correspondingly, workplace diversity and employee discrimination have emerged as vital issues to be addressed by the managers in order to ensure cordial workplace environment and attain increased productivity. The process of globalization has led large organizations towards increasing interactions with people belonging to diverse cultures, beliefs and backgrounds than it was ever before. In other words, the diversity at the workplace has made employees vulnerable to experience discriminations at the place of work. As a consequence, managers are required to identify the changes occurring at the workplace and resolve those challenges effectively for mutually benefitting both the organization and the employees engaged in carrying out the various operations within the organization (Green et al., n.d.). Issues Raised In the Article According to the selected article, it has been identified that Quebec is planning to prohibit civil servants from wearing religious costumes and certain symbols in the workplace. It has been believed that if this proposal is enforced, Qubec’s Charter of Values would ban religious symbols, including large Christian crucifixes, the Jewish yarmulke, Muslim hijab or Sikh turbans. It has been believed that such proposal is an attempt towards creating separate and unique culture and society from the rest of Canada. At the same time, strict measures are likely to be put forward for those employees breaching the legislature. It is believed that these measures will possibly seek for serious conducts resulting in firing of employees from the organization. It is forecasted that a considerable number of employees working in different sectors of Quebec province would be affected by the enactment of such legislature. An in-depth analysis of the article reveals that the attempt behind the enactment of this legislature is to promote equality and equal opportunities in all the aspects of the organization and employees working in the organization. Metaphorically, this legislature can also be associated with the violation of basic human rights. Correspondingly, the enforcement of this legislature is perceived as an attack on self-determination and personal dignity of employees to work and survive in the different sectors of the economy. From the close study of the article, it can be opined that the enactment of legislature will have negative influence on the faith of employees working in Quebec (Skrzypinski, 2013). Importance of the Issue to Be Addressed In the Workplace The above identified issues are crucial to be addressed in the workplace as it deals with the dignity and self-determination of employees. Moreover, the identified issue is closely related with the moral of employees as it is possible that after the enactment of this legislature many employees may get de-motivated towards their work. Possibly, it can be opined based on the issue that such an approach may also result in decreasing the productivity of employees and in turn causing a reduction in the ability of the organizations to perform efficiently. Drawing from psychoanalytic and cognitive theory, it can be stated that the enactment of this legislature will adversely affect the level of job satisfaction as well as employees commitment towards the organization. It can be identified that the sustaining employees’ commitment by an organization is often a very challenging task particularly amid women employees and workers belonging to minority section. In this regard, it can be stated that enactment of such legislature will increase the responsibility of managers and supervisors to a considerable extent. It is possible that the employees will start feeling discarded and devalued which may create serious tension between the employees and the management. It is further perceived that although the employees may not breach the legislature due to the fears that they might be fired from the organization but they may not demonstrate required dedication towards the accomplishment of common organizational goals and objectives. In generalized terms, it can be argued that any type of discrimination or policy having adverse effect on the personal dignity or the faith of the employees can have fatal consequences for the organization. Thus, it can be argued that owing to the aforementioned significance, it is extremely crucial to address the issues in the workplace (Ensher et al., 2001). Recommendation to Overcome the Challenges Imposed By the Issues As stated earlier, the issue identified from the article is of paramount importance from the organizational viewpoint as such policies may adversely affect the performance of the organization. It is thus essential for Chief Executive Officer (CEO) of the organization to promote an organizational culture where every religion is respected and every employee working for the accomplishment of the common organizational goals and objectives is treated with utmost dignity. It would be vital for the CEO to devise policies and articulate code of conduct with the intention to govern the behavior of employees and managers so that the basic human rights of every individual regardless of the country of origin and culture duly are secured and protected. Additionally, strict measures should be drawn prudently against the practice of employee discrimination based on any ground. It is crucial for an organization not to interfere in the personal affairs of any individual which may possibly hamper the faith and personal dignity of any employee. The CEO should spread an organization wide massage that every individual worker irrespective of their culture, race, religion and social class is a valuable asset for the success of the organization and is an integral part of the organization. Furthermore, any conflict arising at the workplace needs to be resolved prudently without any discrimination or biases in the result. It is vital for the CEO of the organization to frame strategies that are essential for increasing the productivity of the employees rather than indulging in adopting policies that would create the sense of discrimination and hamper the overall efficiency of the organization. It would be vital for the CEO to place greater importance on the core principle of equal opportunity for all the employees this would facilitate him/her to attain loyal and committed employees. The CEO should also design training for the employees that are embedded towards creating a sense of uniformity among all the employees. Furthermore, it is suggested that the organization instead of attempting to eliminate the workplace diversity, it would be crucial to acquire an understanding regarding the effective management of workplace diversity. Essentially, it is vital for the organization to accept that every individual is unique in terms of beliefs and country of origin. Precisely stating, workplace diversity should be prudently valued within organization and any type of employee discrimination persisting in the organization should be strictly discarded (Yavasi, 2007) Conclusion The analysis of the article revealed two major issues including employee discrimination and workplace diversity. Correspondingly, these two issues have emerged as amid the most widely discussed topics in the contemporary business world. It has been ascertained that employee discrimination based on religious ground or any other aspect such as the country of origin often creates adverse and serious problems for the organization. The implication of employee discrimination is perceived to extremely unfavorable for both the employees along with the performance of any organization. It is thus crucial for organizations to prudently address these issues in order to resolve any adversities arising from such policies or practices. It is thus advised to the CEO of the organization that there is a requirement to promote an organizational culture where workplace diversity is highly valued and respected. Essentially, it has been advised that the CEO of the organization should establish policies and code of conduct that would promote the core principle of equal prospect for all the employees working in the organization. Correspondingly, such policies would facilitate the organization to develop its performance and augment the productivity of the employees. References Ensher, E, A., Grant-Vallone, E. J., & Donaldson, S. I. (2001). Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances. Human Resource Development Quarterly, 12 (1), 53-72. Green, K. L., Lopez, M., Wysocki, A., & Kepner, K. (n.d.). Diversity in the workplace: benefits, challenges, and the required managerial tools. University of Florida, 1-3. Skrzypinski, C. (2013). Quebec values proposal is discrimination, experts say. Retrieved from http://www.shrm.org/hrdisciplines/global/Articles/Pages/Quebec-Values-Charter-Discrimination.aspx Yavasi, M. (2007). Elimination of religious discrimination at workplace in the EU with Particular reference to the UK. Uluslararas? Hukuk ve Politika, 10, 115-128. Read More