Managing Financial Roles

The organization's ideal capital structure is chosen by financial management. It chooses how much debt and how much equity should be included in the capital. It is important to strike the right balance between debt and equity to reduce the cost of capital. Financial managers keep an eye on how each dollar is spent and make sure it is going toward greater assets. They carefully assess the risk and return associated with each investment opportunity before devoting any money to it.

Name: Chiedza Antonatte M
Student id: GBE-1900945
Company name: Botswana Accountan
Module name: Understanding and M
Due date: 13 Friday 2020, 3:00

Table of Contents
PRINCIPLES OF RESPONSIBILITY MANAGEMENT EDUCATION- SELF MAPPING .............. 3
MY PREFERRED WORK REGION ................................................................................................................... 7
GROUP CRITIQUE OF THE HARDVARD MODEL OF HRM ............................................................................. 9
TEAM WHATSAPP PARTICIPATION ............................................................................................................ 16
I AM MISUNDERSTOOD CORRECTION OF MISCONCEPTION .................................................................... 18
MY PREFERRED INTERVENTIONS ............................................................................................................... 20
CLASS DEBATE PARTICIPATION ON EFFECTIVE STRESS MANAGEMENT ................................................... 20

PRINCIPLES OF RESPONSIBILITY MANAGEMENT EDUCATION- SELF MAPPING
Looking at the principles of responsibility management theory, it is proving to be an
effective framework that fosters change at the school level and beyond as communicated
by (Adombent & Godemann, 2014). Moreover, It has been the motivating force for leading
the entire faculty towards responsible management education and has provided a better
understanding for the need of integrating triple bottom line issues in functional
management areas as asserted by (Marcinkowska, 2011). I am going to reflect on these
principles of responsible m a n ag e m e n t education that are purpose, values, method, research,
partnership, and dialog. The mission of this reflective is to learn from past events and
ensure if it is necessary for BAC to apply these principles.
According to (Escadero, 2012), purpose is whereby my capabilities are being developed
to be a future generator of sustainable value for business and society at large. BAC has
helped me to discover and to develop my purpose. Before I came to BAC, I was an
introvert student, I never talk or know how to express my feelings. After learning financial
analysis, I discovered that my purpose was to lead and guide people especially in decision
making and to help people that struggle with mathematics problems. This will enable me
to help BAC with my leadership style to help the first years in making decisions. Looking
on how my life was impacted by this principle it shows that it is feasible, and it resonate
with my personal development. In order to help the students to continue developing their
capabilities, BAC lecturers must continue in diversifying in terms of doing both in class
and outreach that is learning connected to the outside world as indicated by (Steiner,
2013). More so, BAC must promote community service and civic engagement. Lastly BAC
lecturers are supposed to serve as our mentors and do self-awareness programs so that
we can discover our purpose.
Moving on to values, this incorporate into academic activities and curricula activities as
portrayed in international initiatives such as the united nations global compact (Walton,
2010).This principle focuses on explicitly adopting the values of global social
responsibility into the educational organization and learning experience. In my own views
this is a feasible principle because it generates awareness of ethical assessments,

perspectives, and conflicts or instill values within and through educational activity. As I
was growing, values were something that was so insignificant in my culture and we never
valued them. When I came to BAC, I came across a certain module called professional
accountant. In the process of doing that module I learned about values and their
important. Although it was a tough process to try to adjust from what you used to do
shifting to what is right. At the end of semester, I was someone different, I became
discipline, obedience and my understanding were even more. In the future this will help
me to educate others on the importance of values to promote sustainable development.
BAC lecturers have managed to instill this in all the students especially those who wanted
to change. And I hoped that I will be able to help BAC by following those values weather
at home, market, or workplace. For BAC lecturers to continue instilling values in us, they
must set as an example so that we learn from them. As well said by Shribery, (2013) that
examples and experiences are the best teachers. Most time we find out that what we
teach is not what we live, hence BAC lecturers must try to avoid that and set as examples
to students.
On Method, it will create educational frameworks, materials, processes, and
environments that enable effective learning experiences for responsible leadership. In my
own views, to become professionals and managers that act more responsibly, it is
essential for us students to be taught effective methods with which to use this knowledge
in the business world (Shribery, 2003). Looking at where the world is going, only those
who are familiar with education framework will survive as well said by (Verbos, 2016).
Few months ago, there was lockdown in the whole world, and no one could move from
place to place. All institutions where closed. This means that we were now behind time,
instead of closing May, we end up closing school around July. This was a whole two
months being wasted. If only BAC has introduced and implement E learning before we
would not have waste the time. Hence, I found this principle feasible and it resonate with
my personal development. It is worth noting that, BAC is supposed to continue with the
process of E learning regarding the circumstances. And I will make sure I attend the
lessons even online as my contribution to help BAC lecturers in stilling the method.

Looking at research, it helps me engaging in conceptual and empirical research that
advances my understanding about the role, dynamics, and impact of corporations in the
creation of sustainable social, environmental, and economic value (Kostera, 2005).
Exploring on feasible, researchers are involved in various projects dealing with aspects
of a sustainable and future-oriented society, therefore, this principle is feasible, and it also
resonate with the current study I am doing accounting and finance. In terms of research,
BAC lecturers have tried all what they can to implement this principle. Moreover, they
have even provided the necessary equipment needed in researching such as computers
and data bundles. And it is worth noting that, it is important for lecturers to continue in
providing us with assignments that need research, to gain the complete understanding to
impact the corporations with my knowledge. As a second-year student, I am going to help
BAC in terms of providing my colleagues with the research techniques without charging
them.
Exploring on partnership, it is whereby there will be an interaction between managers of
business corporations and schools to extend their knowledge of challenges in meeting
social and environmental responsibilities and to explore jointly effective approaches to
meet these challenges (Adombent & Godemann, 2014). BAC lecturers are supposed to
contribute to this principle by hosting alumni events with relevant themes and speakers.
Moreover, they are supposed to do student business plan competitions with relevant
theme and prizes, and give support for Enactus to enable sustainable future (Escadero,
2012). In addition, BAC should do collaboration with various companies and sector bodies
to address relevant critical issues as supported by (Kostera, 2005). Lastly, do partnership
with companies to provide tailored programmers and modules for the students and
engaging in joint research on sustainability issues (Shribery, 2003). As a result, I will help
BAC with my support and engaging in all the activities that will be taking place.
Lastly but not least dialog, it facilitates and support dialog and debate among educators,
students, business and other interested groups and stakeholders on critical issues related
to global social responsibility and sustainability. Like what I have said under purpose that
I was an introvert but due to participation in class I became an extrovert. Hence, this
principle is feasible as it boosts confidents in students. In responses to this principle

lecturers must include relevant industry seminars, lectures series open to community and
wider public as supported by (Verbos, 2016). For example, Institute of Business Ethics
(Walton, 2010), and international exchanges by faculty and students with PRME
signatories. As a result, I will be a part of all these seminars to support BAC lecturers.
In conclusion all the above principles are feasible and therefore, they all resonate with my
personal development. Hence, BAC lecturers are supposed to help us to instill them in
us.

MY PREFERRED WORK REGION
Looking at how the economy of Africa is mostly affected by the pandemic. We do not
know what future holds for us as accountants. Due to this uncertainty, it is important for
me as accountant to consider a region that I need to work after my graduation. As soon
as I graduate, I would want to work outside Africa in United Kingdom. I was attracted to
this region since when I was growing up. This is because I like the weather that is there
and the way the economy is stable. Looking at the current situation that all nations are
facing, still UK had managed to increase the demand of accountants’ jobs regardless that
it is affected by both Covid and Brexit. Sounding on the report that was reported by Brain
(2020) about 300 companies were looking for accountancy, hence there is a chance for
me to get a job there. Although we do not know where the economy is going and what
future hold for us but for now the market for UK is certain.
Looking at the environmental factors that are most situatable for me in UK is quite difficult
as I am mobile and flexible in terms of environmental factors. However, I performed best
when I have a relatively quiet space so I can drill into the numbers without distraction.
I did a pest analysis, and I came to understand that as well as I am flexible, but I am more
efficiency in certain environment. I was able to explore on the environmental factors that
are more favorable and that I will use as my advantages to improve my accounting skills
such as Political, Economic, Technological, and Geographic.
Looking at economic indicator it includes growth, inflation, and government spending of
the market. Regardless of the brevity there is a hope that there will be a growth in the
market. More so in terms of inflation. The economics of UK is stable, and this will enable
me to develop my carrier in accounting. More so, because of stable economic,
government spending is also high hence low tax is charged.
Unemployment has been falling for the last five years and is currently reported at under
4% (Verbos, 2016). This shows that there is a possibility that unemployment rate will
continue to fall. The political landscape in the UK is currently dominated by Brexit but
there is a hope that by 2021 things will be stable. Technology seems to increase day in,

day out. Despite all these challenges that UK is facing, it manages to keep up to date with
new technology for accountancy this made me get interested in this country.
Looking at my working style, I enjoyed working under challenges and I believe if I go
there. I will be able to bring change to the whole nation of UK. Looking at how people are
becoming more educated during these days and how professionals are thriving in
accounting fields, I would want to go further with my education by doing short course and
improving in my accounting field.
On the issue of which company, I would want to work, I would prefer to work on big four
companies as they are already developed companies and it will be easier for me to
develop my career. However, since I believe more in myself, even if I do not get the job
there no matter which company I get the job, I will still be able to develop my career as I
am not much influenced by environment.
Looking on how I want to develop my career since many opportunities are found in UK
and they only require a well-focused and determine individual (Kostera, 2005). This
seems to me that I will be able to improve and grow within short term period.

GROUP CRITIQUE OF THE HARDVARD MODEL OF HRM
Members: Praise, Raheela, Chiedza, Ishmael, Malebogo, Pearl
The Harvard Model Critique
Steve Wynn once said that “human resources is not a thing that we do, it is the thing that
runs our business”. Human beings are vital resources to most organisations and
employees often play a major role in determining whether the business will become a
success or not This function deals with hiring, compensation, performance, safety,
welfare, benefits and training. It is a hands-on premeditated approach to manage people
and the work culture. The Harvard Model for Human Resource Management Framework
was a strategic step taken to enhance the Human Resource management to benefit the
organisation and employees by making them more efficient. The achievement of crucial
HR outcomes has got an impact in long term consequences, increased productivity,
organisational effectiveness which will in turn influence situational factors and
shareholder interests making it a cycle. (Guest, 2017).
Applicability of model in Different Regions and Cultures
Often the intended purpose of a model is compromised or not fully executed due to
different factors. It is important to analyse the applicability of the model to different
organisations with different cultures as well as locations.
The model is applicable on some aspects but on other aspects it is not applicable. Looking
at how situational factors affect the stakeholder interests; this is very applicable to most
organisations. For example in Botswana companies pay a tax of about 22% but other
countries such as Zambia have a corporate tax of about 35% (PWC, 2020) . That
difference in taxes affects the amount of profit the business can make, thus reducing the
amount employees can earn. Therefore, this is proof that the different situations can affect
how a business’s stake holders will be affected, the model is applicable in this manner.
According to the model, the situations and the stake holder interests affect the policies
made by the organisation. This is also true as the situations can affect how policies are
made by an organization being influenced by the laws of a country and even the

technology available can support the stakeholder interests such as the shareholders who
receive information on performance of the company through emails instead of travelling
miles (Bondar Ouk & Brewster, 2016). However, some organizations may decide to make
their own policies not based on the situation on hand. This is very common in Centralized
organisations. In centralized organisations, situations are not put into mind but rather the
policies are solely based on the parent organisation (Kaufman, 2016). This often results
in employee and customer dissatisfaction as different cultures and regions often require
different kinds of policy or service to satisfy the need of a certain economy.
Moreover, outcomes of the model are all outlined as positive, this is true to a certain extent
but to a larger extent, the outcomes are not always obvious or fixed. In as much as the
policies may contribute to commitment and congruency as well as others. it is not always
the case as the commitment of an employee is determined by other factors such as their
availability due to running businesses on the side and even personal life issues requiring
therapy such as childhood traumas and depression (Thompson, 2011).
Comprehensiveness of Model
The Harvard system has categorized the inputs and outcomes at the organization and
society level. Unlike the Forburn, Tichy and Devanna which have no consistent theoretical
foundation to determine the relationship between HR inputs and performance outcomes.
Harvard model is incorporated and most commonly analytical. Howbeit, all these models
have homogeneity as they all focus on policy/strategy to influence the desired outcome
(Ebeid, Tej , & Kathleen , 2011)
Furthermore, in comparing the Harvard HRM Model to The Guest Model 1997, it is
notable that The Guest model is much more simple and easier to follow. The Guest model
clearly maps out the field of HRM and outlines the inputs and outcomes. The guest model
inversely insinuates that financial results depend on employee performance, which in turn
is the result of action-oriented employee behaviors. Behavioral outcomes are the result
of employee commitment, quality and flexibility which are impacted by HR practices. HR
practices need to be in tune with HR strategies which are invariably aligned with

organizational strategies (Kukreja, 2018). However, the Harvard Model has more details
which can help the reader have a better understanding than a model which looks simple
at one glance but lacks meaning (Wilkinson, 1998).
With regards to direction of the model, the Harvard model is ‘soft’ HRM because it gives
attention on outcomes for people, especially their well-being and organisational
commitment. It does not rank business performance or one of the stakeholder interests –
for example, shareholders – as being inherently superior to other legitimate interests,
such as the community or unions (Kukreja, 2018). Organisational effectiveness is
represented in the Harvard model as a critical long-term consequence of HR outcomes,
but alongside the equally important consequences of individual and societal well-being.
An organisation putting this model into practice would therefore aim to ensure that its
employees were involved in their work and were able to participate in decision making
(Wilkinson, 1998). HRM policies would be developed and implemented to meet
employees’ needs for influence, but within the limitation of having to be consistent with

the overall business strategy and management philosophy. The model being described
as a soft approach and in analysing further one could recognize that the model is meant
to benefit both the employees and the organisation. Nevertheless, in practice, the
organisations often tend to benefit more from the employees than the employees do. The
workplace is often a place of emotional abuse because of the pressures and performance
based cultures in organisations (Ebeid, Tej , & Kathleen , 2011). A better framework will
be suggested toward the end of the report.
Strengths and weaknesses of Harvard HRM Model
Strength of HRM Model
• HRM model mostly focusses on the soft approach which recognizes employees as
important resource within the business as they influence the direction of the
business and that is motivates employees.
• It recognises the needs of stakeholder as they all influence the success of the
business through decision making which consequently reduces conflict of interest
(Noon, 1999).
• The model also appreciates that businesses cannot operate in a vacuum therefore,
outlined the external factors like situational and stakeholders as they influence the
way in which HR Policies and Practices are developed (Edgar & Geare, 2005).
• It is important to note that the Harvard model is premised on the belief that it the
organisation's human resources that give competitive advantage through treating
them as assets not as costs. The bright side of this model is that it encourages
high levels of employee satisfaction, communication, and teamwork, decentralises
the company structure to increase productivity and it eliminates procrastination and
monopoly.
Weakness of the model
• It can increase the cost of the organization as its emphasis more on employee
financial rewards without taking account other factors like economic factor.

• The absence of the hard approach can bring more social loafing and process which
can increase conflicts in the workplace (Babalola, Patience & Afolabi, 2018).
• Employees can also lose discipline, misuse, and take advantage of the concept
leaving middle managers unsatisfied feeling that they value they add is not
appreciated because of democracy.
• It is likely to cause ineffective communication and inefficiency due to employee
being involved in decision making
Instead of the model focusing only on soft approach, it must adopt the hard approach to
ensure that there is close supervision.
REVISED HRM FRAMEWORK

The Harvard Model is not very applicable as there is too much democracy in the Harvard
model and it neglects important aspects of employment such as trust and fairness.
Without these being put in place, the workplace becomes a horrible place to work in as
those core ethical and moral values lack. Therefore, the above model will be better and
will be easily applied in the real world as well as improve employee wellbeing. If the hard
approach is used to explain the strategic approach to HRM, then hard and soft methods
are not compatible. Nevertheless, hard approach may contain some elements of the soft
approach and soft approach vice-versa. This means that both hard and soft coexist in any
strategy of HRM in any organisation. Manging the productive use of people of the
organisation to achieve its strategic objective whilst upholding a healthy employer-
employee relationship is vital. But it entirely depends on the business goals to adopt the

soft Harvard model of HRM or not, the corporate culture and a good HR manager would
demonstrate all models to ensure balance and control.

TEAM WHATSAPP PARTICIPATION
Communication is crucial between all members regardless of what roles each member
play. Good communication, competence among the group together with clear group
objective can lead to the highest level of success in teams (Bass, 2018). In addition to
that excellent teamwork and group interaction can ease good communication and makes
it easy for the receiver to decode the message for ease of feedback.
The team decided to play Charades at first and this was because they considered it to be
a challenging game. However, the team member on the spotlight was on point. He was
able to decode the meanings given by the rest of the team. The team also showed good
communication skills as they interacted with each other before speaking to the member
on the spotlight to reduce confusions. The team used verbal and non-verbal
communication including gestures. Thus, the game turned out to be too easy for the group
and they decided to divert onto another game being the Top down Blind drawing.
Top down blind drawing proved to be challenging. The leader had to describe an item
and the rest of the team individually drew what they had understood or comprehended.
Howbeit, this game showed that different individuals in a team have different perceptions
or interpretations even on simple things such as the interpretation of light. This game
also helped the listeners to pay attention to details and listen before they draw. The team
leader could improve by giving detailed descriptions for all the member to have a common
understanding. Moreover, other team members can improve their listening skills by
allowing the speaker to finish speaking before they can give feedback.
Tuckerman (1965) establishes the stages of group development in small groups as
forming, norming, storming and performing. Our team has started off by forming in the
past as we made good first impressions on each other. Norming refers to finding
similarities with each other and establishing a common ground, of which we believe we
have managed to achieve (Natvig & Stark, 2016). However, during the blind drawing
game we experienced the storming stage as we had conflicts of our team leader who
failed to describe the drawings to the rest of the team (Johnson, Suriya, Yoon, Berrett &

La Fleur, 2002). This was disappointing. Regardless, we managed to perform by
managing to finish the game and we established synergy together.
In addition, the blind drawing game illustrated that non-verbal communication is key and
this was shown by the fact that since the team could not see their leader it was harder to
decode the information being given.
We had a lot of fun and we were able to harness our strengths by selecting our roles
depending on how we know who is good at explaining and who is good at listening or
drawing. Howbeit, there was a word given that all team members failed to understand
since it was foreign to them. This is a good example of what may happen in the workplace.
A person can be given work that they cannot relate to and without good communication
it becomes difficult to complete a task due to those differences.
Overall, teamwork and good communication in the work environment can help the whole
team to have the common understanding in achieving the organisation’s objectives. As
accountants it will be important to work well within the team allocated and give appropriate
report on company performance to the company management (Crawford & LePine,
2013).

I AM MISUNDERSTOOD CORRECTION OF MISCONCEPTION
Misunderstandings in academe are common and often innocuous, yet they can create
conflict as supported by (SUYONO, 1981). Perhaps someone misheard something you
said, and now they are angry with you. Perhaps they heard your words correctly but
comprehended them in a manner that did not align with your intent as shown in the
Heisenberg Uncertainty Principal. Or perhaps they interpreted your silence in a way that
was inconsistent with the message you wanted to send. According to KOWALEWSKI,
(1988) misunderstanding is often due to an absence of facts, or miscommunication
around intentions.
At a team meeting when we were playing games, I shift my attention to a group at the
end of the table, and I think I just heard one of my peers say something that left me feeling
disrespected. As I started to process the comment, I wondered why someone would say
something like that. There were several people around and the lecturer, so I decide not
to say or do anything at that moment. I felt hurt, and wronged and leave the meeting not
sure what to do next.
That time no one talked to each other. My team members misunderstood my silent, and
I misunderstood one of my peers who said something that hurt me. The bad part of it is
that, although I may have become upset, but the other person was unaware why I seem
to be behaving differently around him. And also, that the group members we unaware
why I left them without saying anything.

See now where misunderstood is leading us. From that day everyone in my team was
neglecting me and no one was willing to ask me what I was going through. I came to
understand that where there is misunderstanding, there is no perfect relation as well said
by (FREEDMAN, 1987). Big Bang theory emphasize how difficult it is to speak what you
felt now, and tomorrow so he preferred to be misunderstood. Since Pythagoras was
misunderstood, and Socrates, and Jesus, and wise spirit that ever took flesh, hence, to
be great is to be misunderstood (FERN, 1982).
However, on the aspects like this, I was not supposed to walk away and say to be great
is to be misunderstood, but I was supposed to solve the problem. If next time I am to be
given an opportunity, I will behave differently. I will seek to understand and gain clarity
before forming judgmental or becoming defensive. Moreover, instead of walking away
from team member without saying anything, I will simply ask the person in a non-
threatening manner, saying “In the team meeting today, I thought I heard you say
something about me, did I hear you properly or”. I will seek for clarity to avoid being
misunderstood by all team member as being rude and not willing to participate with others.
This incident has made me realize that perception is also clouded by the perceiver’s own
experiences, emotions, and biases, which also contributes to misunderstandings
between people, as that day I came to school sad because of life issues. As Halvorson
model puts it, everyone has an agenda when they interact with another person. That
agenda is usually trying to determine one of three pieces of information about the
perceived. Halverson once said for you to solve the problem of perception it is much more
practical for you to decide to be a good sender of signals than to hope that the perceiver is going
to go into phase two of perception.
In conclusion, feeling understood is a basic human need. When people satisfy that need,
they feel more at peace with themselves and with the people around them, who see them
closer to how they see themselves. Hence in the process of attaining my degree, I must
strive to understood people based on their weakness and strength as understood is a
basic need. Moreover, I must also strive to be understood not to make people have a
wrong perspective leading them to misunderstood me.

MY PREFERRED INTERVENTIONS
Employment cycle is a human resources term concerning the stages of a employees
working life, hence, it is important to evaluate what is required (Simon, 2016). Combining
multiple interventions seems to be effective in reducing sitting time and time spent in
prolonged sitting (Ryan, 2013).
The theories of reasoned action and planned behavior both assume that the most
immediate and important predictor of behavior is the person’s decision or intention to act
(Shribery, 2003). They also state that the behaviors that you develop when you are young
you grow up with them. They add on saying, tertiary is the moments were everyone is
supposed to learn and what ever habit you develop there, will always follows you.
Henceforth, when I was doing my first year, I made a promise to myself that I am going
to learn what I could not learn during my high school time. Although that was a very hard
task to me but as well said by Simon, (2017) that where there is sacrifice there is life.
Because I choose to learn and develop myself, I have been learning and adopting a lot
of skills, behaviors, and my expectations as well.
I managed to learn soft skills like Communication skills, Interpersonal skills, Problem
solving skills, Teamwork skills, Analytical skills, Strong work ethic, Organizational skills
and Leadership skills.
Based on my communication skills, a lot of people used to misunderstand me. This was
because I was an introvert student, and my way of communication was very poor. After
my first year I found myself different. I am now confident with myself and the way I
communicate. I did not know how to relate with people, most of the time I would give
people silent treatment. Hence, BAC helped me to learn how to relate with other. I recalled
in bridging, I did one of the modules called business mathematics and it helped to solve
problems well, that is when I develop my skills of solving problems.
Moreover, I am now enjoying working in an environment where the members of the team
have a strong sense of camaraderie and a good work ethic though I was not like that. I
now like working with competent, kind, funny people who like to get things done. More

so, it is now important to me to feel that I can trust my team members to always do their
best because I do. I now love a fast-paced environment where I can have a collaborative
relationship with the people around me and develop my skill set by learning from other
members of the team. Although personally I was that kind of person who do best work on
her own in a quiet atmosphere, but now I really enjoy grabbing coffee with team members
in my spare time and running through ideas together.”
I am now analytical, whenever I am given a situation, first before commenting anything I
first analyses and then comment later. Of which I was not like that. It is a skill that I
developed during my journey of accounting and finance. Looking on strong work ethics, I
am now more considerate about ethics of which this was insignificant to me.
I had an attitude of ignoring people when their talking to me, it was like a habit, howbeit
when I was doing professional accountants I came to understand that this attitude will not
take me anywhere but it will cause problem.
My behavior was not that bad, although I came to develop more good behavior. Looking
at my expectations, I came to BAC with an expectation of just getting a degree. Hard
working was never in my mind. So, as I was doing my first year one of my lecturers made
me realize that hard work is the key to success.
Based on what I have possessed during that period, my employer will benefit in terms of
my hardworking, soft skills as I will be able to communicate well with other employees. I
am now a workaholic. This means that at my workplace I will spend more time efficiently.
Despite, me having all the above characters, I am short-tempered when people do not do
what they are supposed to do. I easy get irritated by my surroundings. Hence, I must work
on my anger. Moreover, it is very hard for me to say no to anyone. I feel like I am being
selfish. Although it is a good attitude, but it has its own effects. There are times where I
am busy and I cannot say no to anyone, hence this means I will be working under
pressure and end up stressing myself. Therefore, I must work on that since a lot of people
will be taking advantage of that. Moreover, whenever I am given a task to do, as long I do
not finish that task. It is very hard for me to rest. I can prefer to miss my breakfast, lunch
and supper doing my task of which it might be seemed to be an advantage since I will be

producing efficient results. However, this might cause my healthy to deteriorate and I
might end up messing the task in the name of finishing it. Henceforth, it is important for
me to deal with that as I am about to the industry.

CLASS DEBATE PARTICIPATION ON EFFECTIVE STRESS MANA
Spirituality as a stress management in the workplace
Many companies are not operating in their most effective way, this is because of failure
of their employees to manage their stress. Managing stress is all about taking charge:
taking charge of your thoughts, your emotions, your schedule, your environment, and the
way you deal with problems. However, there are many strategies to be adopted for
minimizing stress management of which allowing spirituality in the workplace can be ideal
(Spencer, 2012). Spirituality is more of an individual practice and has to do with having a
sense of peace and purpose. It also relates to the process of developing beliefs around
the meaning of life and connection with others (Terry Lynn Gall, 2005). During one of our
lessons there was a debate that took place in which we discussed the pros and cons of
using spirituality as a stress management strategy in the workplace. The discussed pros
and cons are going to be tackled below.
Workplace spirituality helps the employee accomplish more work and so there is
employee effectiveness. According to Hassan, Nadeem, & Akhtar (2016) a company with
a leader who is spiritually strong and enables spirituality methods in the workplace, the
workplace will be well motivated and there would be healthy communication between the
employers and employees. This leads to employee satisfaction as they enjoy what they
do due to their stress being relieved, leading to more effective work being done. The
employees feel responsible and radiate positive energy which increases the employee’s
commitment and there is more work that gets done. In addition, Improvements in a
company’s internal culture of health predicted lower levels of obesity, poor diet and
tobacco use and less stress for employees when they incorporate yoga and motivational
speakers (kent, 2019). However, spirituality can result in losses in the workplace (Tripathi,
2013). The cost of bringing a motivational speaker or buying candles and yoga mats may
be expensive for the company especially looking at the cost benefit analysis. That time
wasted on spiritual activities could be used to serve customers and earn an income, it
can be argued that spirituality is best left at home than to be brought in the workplace

Furthermore, theoretically it is argued the world is full of diverse people who meet in the
workplace and allowing them to exercise their spirituality freely without judging them can
help them feel accepted and tolerated in the workplace. This brings about harmony in the
workplace and promotes inclusiveness of everyone (Gotsis & Grimani, 2017). Howbeit,
in practice one cannot overlook the possibility of religious clashes. Since spirituality
involves religion and it is notable that in the world that we live in, we are very different,
and we uphold different beliefs. Because of these differences bringing spirituality into the
workplace may cause conflicts and misunderstandings (Alan Bester, 2017). We cannot
turn a blind eye on the constant war that goes in between the Arabians and Israelites due
to difference in religion (Office of the Historian, 2013). If we incorporate spirituality in the
workplace are, we then not bringing chaos in the workplace. For example, a collegue who
burns candles in the office may seem harmless, but some people may be allergic to such.
Why bring such conflicts in the workplace? All In the name of spirituality.
Moving on, on the positive side, spirituality can only manifest itself under the right
conditions. Be the type of person who takes the responsibility to create an environment
that fosters it. (Titi, 2016) We are all called to do and be more. So forget about having to
go undercover to discover. Invite spirituality into the workplace to cultivate purpose. Then
enjoy the fruits of multiplying well. The increasing interest in how religion and spirituality
impact work is not surprising considering that many scholars have highlighted the
importance of religious and spiritual identity in the global identity construction of diverse
individuals. (Mattis, 2012). In as much as this may sound good, there will be stereotyping.
This is because companies often apply the same methods to all individuals within an
organization and this is a good example of stereotyping (Stanton, 2017). Because we are
diverse individuals with different values, bringing spirituality in the workplace would
require the company to cater for everyone is need accordingly. That would mean
spending numerous moneys on sponsoring different kinds of spiritual activities. If not,
then the company will be forced to implement only one activity to reduce costs. It is a no
to spirituality for that reason as it continues to be stereotyping, hence that is undesirable.

Lastly, it causes inequality. It is normal for human being to favor activities that go along
with what they believe in. A boss is more prone to give a promotion based on one's religion
or spiritual activities since they feel a mutual connection. This distorts the perception of
the performance of employees (Iqbal & Ahmad, 2020). Hence the need to keep spirituality
under wraps incorporating spirituality in the workplace. If spirituality is incorporated in the
workplace the whole aspect must be brought in including the attire if employees. Since
they want to stay true to themselves and their beliefs, they should be allowed to dress the
way that makes them feel comfortable. For example a Muslim woman would have to
allowed to cover her whole body so that her spirituality is kept alive and this helps her
relive from stress as she won't have to be judged by fellow members on her dress code
(Galadari, October 2012). Now imagine a scenario where everyone can dress up in any
way. What kind of environment will that be? Spirituality in the workplace is unprofessional
and in incorporating it, it should not be done half heatedly otherwise it is best left on days
allocated for such as the weekend.
In a nutshell, spirituality in the workplace may have its benefits but overall, it often results
in a mess as discussed above. Yes, it can be practiced at home so that employees
maintain their sanity and reduce stress levels but not at workplace as it may cause more
harm than good.

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