Are private beliefs the legitimate concern of employers? Essay

Employers should be concern with most of what there employee intends in, however private beliefs may be pickings this too far. An employer should be watchful of their employees, to make sure that they dont get in to trouble, and ar not suffering from stress. It is in the employers best interests that this is done so that the employee is the most productive that he or she can be. However in a world where peoples privacy is fit less and less, is it right for an employer to be concerned with the private beliefs of their employee? I commend that it is, beca employment the welfare of the employer and all of the workers could in the most extreme case be in jeopardy.We have controversy concerning employee privacy. Today workers every keystroke leaves a cart track of information that employers generally have the legal right to examine and use as the basis for disciplinary action against employees. Employees have been fired because of the field of e-mails or for surfing to internet sit es deemed inappropriate by the employer. Employees have been forced to supply urine samples for drug testing, given personality tests in transaction interviews, and secretly videotapedeven in company restrooms. Yet very a couple of(prenominal) laws protect employee privacy the political power of commerce has been able to refuse off most attempts to limit employer discretion. A few notable exceptions endure for example, federal law prohibits employers from administering lie-detector tests in job interviews.If an employer is trying to hire a fundamentalist, or a freedom fighter for example, then I approximate that it is in the employers benefit that they know this information. It is in the interests of the companys certification that this information should be known to them. The worlds growing diversity cultural, racial, ethnic and religious, poses portentous challenges and opportunities for the corporate workplace. The transformation from a relatively homogenous society to the designate multicultural situation calls for special efforts to foster a work surround free from intimidation, harassment and discrimination, and which promotes productivity and a fortified bottomline.Unfortunately, the very programs intentional to reduce problems are actually creating new ones. The issue of sexual orientation within diversity training courses is particularly problematic, and the topic of heated discussions. spot there is a genuine need to address the issues raised by employees who identify as gay or lesbian, many current attempts to do so end up discriminating against other employees. Given the strong feelings and sensitivities that surround the subject of private beliefs and feelings, poses a difficult challenge to employers.If business survival depends upon contented and loyal employees who sense that their beliefs and values are respected, then focus upon sexual orientation as a diversity fellowship is clearly counter-productive. For a great many Ameri cans, the celebration of diversity is a thinly disguised attempt to legitimize a behavior that they believe to be im lesson and, what is more, to persuade them to change their beliefs.Prudence in the workplace can resolve potential religious discrimination problems before they pass legal suits. If an employer is truly seeking to affirm the diversity of the workforce, for both moral and practical reasons, avoidance of all forms of coercive sensitivity training, of whatever kind, should be the norm. Apart from the promotion of specific social agendas, there is no need to require employees to endure lectures, presentations, role playing or simulations that are an affront to deeply held moral and religious beliefs.Civility programs recognize and tell apart the real differences that exist between people, differences of experience and belief. Yet, in spite of these differences, it is attainable to work with others different from oneself in positive and productive ways, even when power fully held beliefs differ and clash. It is possible to be civil toward those with whom we disagree, and to build a square degree of unity and community in the workplace. For companies who seek to be globally competitive, this is a necessity.