Impact of Religious Discrimination on Organizational Productivity

This research project aims to determine the impact of religious discrimination on organizational productivity. It explores the issues arising from religious discrimination in McDonald's organization and identifies ways to manage it. The study uses a literature review and data analysis to provide insights into the topic.

RESEARCH PROJECT

Table of Contents
INTRODUCTION.....................................................................................................................................4
LITERATURE REVIEW.........................................................................................................................6
METHODOLOGY AND DATA COLLECTION...................................................................................9
DATA ANALYSIS AND INTERPRETATION....................................................................................12
CONCLUSION AND RECOMMENDATIONS...................................................................................24
REFLECTION AND RECOMMENDATIONS FOR ALTERNATIVE METHODOLOGY...........25
REFERENCES........................................................................................................................................26

Title: To determine impact of religious discrimination on the organisational productivity.
INTRODUCTION
Background of Research
Religious discrimination is linked to the disparity in the care of a person because of their
religious beliefs. In this case, because of practices and beliefs, people work differently. At work
religion can contribute to the difficulties managers in particular. It is against the law and
develops the negative working environment at workplace. There are number of the actions
manager should not be engage in context to assure they are mainly complying with legislations
(Bell, 2017). McDonald's is a US-based fast-food company, founded by Richard and Maurice
McDonald in 1940 as a restaurant.The religious discrimination impacts on productivity of an
organization. Religious discrimination arise the communication barrier stemming from the
religion is persons lack of the information or knowledge regarding religion as well as the belief
system. In regards to this, these beliefs or the discrepancy among the beliefs and this impact on
how the people interact with each other.
Rationale of Research
Current investigation is related to impact of religious discrimination on the organizational
productivity. Throughout research area, person differentiate against both their religion
and influence on performance and their organizational productivity because of their religion and
this influence. Such religious discrimination is differentiated between people of diverse
ethnicities as well as cultures (Cantone and Wiener, 2017). There is a personal and professional
context to conduct of research. Investigator needs to ensure his personal understanding of
religious discrimination. The investigator is able to pursue the research study for personal
interest. In a professional regards, an investigator can determine how to conduct a research.
Researcher will be undertake same types of investigation in the future.
Aim
To determine impact of religious discrimination on the organisational productivity. A
study on McDonald's harrow, station Road.
Objectives
 To examine impact of religious discrimination organisational productivity.

 To determine issues arising from the religious discrimination in McDonald's organisation.
 To identify the various ways McDonald's should use to manage the religious
discrimination at workplace.
Questions
 In which manner, discrimination based on religion effect on organisational productivity?
 What are different complexities faced by McDonald's from religious discrimination?
 What are the strategies McDonald's need to be used for manage religious discrimination?

LITERATURE REVIEW
This part of current study described secondary information on Impact of religious
discrimination, including issues, through various external sources like books, published research
articles, newspapers, and more. In addition, various ways needs to be used for managing the
religious based discrimination was also explored by summary opinions of different experts.
Impact of religious discrimination on organisational productivity
Leila Canaan Messarra (2020) stated that Religious discrimination is a distinct treatment
of person or a group due to various their special religious beliefs. It covers situations in which
members of various religions, religious sects or non-religions, before either law or in institutional
circles like work are treated unequally because of specific beliefs. The most serious examples of
religious persecution are cases where individuals have been performed for beliefs that are
considered to be heretical. Laws that only have light penalties are characterized as mild forms or
forms of religious persecution. The constitution prevents, in addition to people who are members
of traditional organized faiths such as Christians, Muslims, Jews or other religions, persons who
hold religious, moral and ethical beliefs sincerely. A person could have experienced unfair
religious discrimination if it is refused work, shot, threatened or otherwise affected in jobs
because of faith, religious convictions and practices or request to change religious convictions
and practices. Other than this, if company does not treat the employees of different religion in a
better manner, then this arisen the complexities and develop the negative impact on performance
of staff and organisational productivity. Providing equal opportunities to different culture or
background people is helpful in enhancing their motivation level and also sustains them at
workplace for longer time period.
The religious discrimination impacts on the organisational productivity in a negative
manner. If in an organisation, person discriminated on the basis of religion then this impact on
their performance and also productivity. This kind of discrimination minimizes the performance
as well as the productivity. In order to reduce it, company should implement the Title VII of the
Civil Rights Act of 1964 and Equal Employment opportunity. This helps in treat all religion
employees on equal basis.
Issues arising from the religious discrimination in McDonald's organisation

As per viewpoint of Jonathan Fox (2020) Workers are engaged in religious diversity may
be more vulnerable, attributable to a religious identity, to increased confusion and relationship
conflict. As a result, several issues such as increased absenteeism, decreased employee morale,
created a hostile work environment and decreased organizational efficiency. The religious belief
throughout the workplace will affect how people view work and influence productivity. The
inability to understand or recognize other cultures and religions is one of the key barriers to
contact arising from religion. These convictions or contradictions can affect the interaction of
people. On the other hand, religious discrimination arise the issues about reducing employees
performance and also minimizing the organizational productivity. Treating the different culture
people differently reduces their motivational level and fro this they leave the organization. In
addition to this, not to work effectively or not focus on attaining aim and objectives develops
negative impact on the organizational productivity. The issues arising from the religious
discrimination at workplace consist reducing employee’s performance, not attaining the
organizational goals on given time period, impact on company goodwill, reduce organizational
productivity and others. Through all these issues, employees will not sustain at workplace for
long time and this will enhance employee turnover rate.
For part-time maintenance man at McDonald's in Longwood, practicing Hasidic Jew has
been applied. The recruit manager told candidate he was being recruited all through his interview
but he had to pick up his barrel to adhere to McDonald's clothing policy (Colella and King,
2018). The candidate advised manager that he would not shave his beard as his religious beliefs.
Nevertheless, applicant suggested a compromise to wear the beard cover but was not permitted
to do so. This behaviour violates Title VII of the 1964 Civil Rights Act, which forbids
discrimination on grounds of faith and obliges employers to properly respect the religious views
of an individual or employee if they are disproportionately kept.
Various ways McDonald's should use to manage the religious discrimination at workplace
As per opinion of James Tamm (2020) Company can decrease risk of discrimination in
jobs by setting out written objective requirements for assessing and applying these requirements
to all applicants consistently. Employers may have non - discrimination treatment in process of
performing work interviews through asking all candidates the very same questions regarding a
specific job or occupation and examining matters specifically relevant to the role in question. By

carefully and easily recording specific business motives for disciplinary or results, employers
will reduce exposure of religious discrimination lawsuits. Related behaviour and sharing with
affected workers these factors. Other than this, there are some of the effective ways to manage
religious discrimination in an organisation mention below:
Conduct training programs- Develop training program to increase knowledge of
organizational diversity issues. Have a corporation policy written. Irrespective of religion,
discipline workers are consistently. In order to avoid any prejudice from other workers, take
effective and fair action. With the help of providing training, employees are aware about the
culture of each other and also respect it (Griffiths, 2016).
Take no tolerance policy- It is also important to stress that religious discrimination is go
be not tolerated while this is apparent. Staff must recognize that it is not always the company that
is passive to address issues and cases of religious discrimination. Such an emphasis will make
workers more mindful of their professional work and provide a significant disincentive in the
workplace.
Develop complaint process- An effective way to counter discrimination based on
religion on workforce is to remind staff that a transparent dispute process is taking place. It
can have diminishing impact if workers know that religious discrimination can be opposed and
that the organization continues its policy to continue with complaints. As a result, employees
may have less chance of engaging in discrimination (Krahnke and Hoffman, 2016).
Address religious discrimination in employment policy- This is important to have
policy on discrimination in jobs, and this is a must to be articulated in explicit racial
discrimination. It deals in particular with cases of religious discrimination, like company's
position on religious clothes and workplace styles. Misconceptions and complications can easily
be avoided later.

METHODOLOGY AND DATA COLLECTION
Methodology for research is a necessary part of the whole research project because it
helps to gather information and also data for business decisions. Publication investigation,
surveys, interviews and various other previous researches may be involved and both historical
and current information may also be associated (Padela, and et. al., 2016). Research onion has
been used in doing the methodology.
Research philosophy- There has been two kinds of philosophy of research, namely
positivism and interpretativism. In this, the philosophy of positivism research uses the
researchers who rely on observation and the forecast of results. Instead of providing law-like
generalizations, interpretivism utilizes the investigator who is interested in gathering deep
insights into symbolic interpretations (Scheitle and Corcoran, 2018).
Research Approach- The research approach is known as the set of steps that the
researcher takes to perform this analysis in order to actually help achieve research results
properly. There are primarily two research approaches like deductive and inductive research
approaches. For the evaluation of quantitative data consisting of numerical data, the researchers
mainly acquire a deductive type of the research approach. For this data test, clearly determine if
analysed knowledge supports or does not support the generalized theory (Scheitle and Ecklund,
2017).
Research Choice- In this, Quantitative choice has been used because this gives
comprehensive understanding and performance. It provides a summary of the data supporting the
generalization of the study phenomena. This choice of investigation is used primarily because
this is focused more (Scheitle and Ecklund, 2018).
Research strategy- The survey strategy has been used because this is an economic
strategy and concerned with quantitative method. This enables the investigator to gather large,
reliable information. Data collection using surveys is much less costly and requires less time.
The features of a large population are useful for describing and ensuring that a valid study
gathers relevant data that can be derived from the positive conclusion (Van der Walt, Mpholo
and Jonck, 2016).

Data collection method- Methods of data collection are two types, primary and
secondary. Both use authentic information and data collection. To order to obtain accurate
information, primary data are obtained by researchers. This is a first-hand form of data that has
never been used or published in books, articles etc. There are various sources of primary data
collection or collection, like surveys, interviews, observation etc. Secondary is also another data
gathering method, which includes previously published information and data. Several secondary
data sources, like TV, newspaper, articles, newspapers, books and others are collection.
The primary and secondary methods for data collection have been used in current
study. Of this reason, the investigator used questionnaires, papers and journals. As these two
methods help researchers to effectively carry out research and help them to achieve better results
(Vickers, 2016).
Sampling- The total number of surveyed people used for the collection and analysis of
relevant data by the researchers. There are different methodologies that involve random sampling
or non-random sampling techniques when collecting information. In this investigation, the
researchers follow a random sampling approach. By random sampling, there has been 30 sample
size chosen and they are the employees. The reason for use this method that this reduces biasness
to selected participants (Vickers, 2017).
Time horizon-

Cost- In order to conducting an investigation, cost is one of the necessary factors. It is the
responsibility of researcher to arrange the funds on the basis of research activities so that they
can be completed on the given period of time.
Access- In order to reach proposed respondents, investigator must first simply reach out
to company website, from where the basic details of the business at the official level are easily
created. In this to be done, the researchers must first take permission from the McDonald's top
management team and then ensure that the employee's consent document is signed successfully,
so that they can remain unable to deal with any kind of legal problems in the immediate future.
Ethical consideration- In any action carried out by the person when working for others,
ethics plays a crucial role. With regard to research, this could be said that this is of considerable
significance for the researchers to focus on ethical implementation of all research activities, so
they can be clear of all legal requirements in the future. In order to perform this research,
primary and secondary methods for the collection of data have been used to achieve significant
information on subject within the specified timeframe. Investigator shall obey all ethical
requirements such as the permission of respondents to notify them of their use. If a secondary
method is discussed, the researcher ensures that the information obtained recently on the research
topic is used to gather new information. In addition, for performing the correct details promptly,
the researcher always valued confidentiality. Moreover, the researcher ensures that all data are
kept confidential or used for academic purposes only.

DATA ANALYSIS AND INTERPRETATION
QUESTIONNAIRE
Q1) Are you know regarding religion based discrimination?
a) Yes
b) No
Q2) Do you ever face religious discrimination issue?
a) Never
b) Rarely
c) Sometimes
d) Often
e) Always
Q3) Does the religious discrimination impact on communication in an organisation?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q4) Does religious discrimination negatively influence on organizational productivity?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q5) Which various complexities faced by McDonald's organization related to religious
discrimination?
a) Arise conflict
b) Minimize employee performance
c) Minimize organizational productivity
Q6) Which different methods used through McDonald's for managing discrimination on
the basis of religion?
a) Modify workplace policies

b) Celebrate staff different culture
c) Provide equality training
Q7) What are benefits of allowing the employees to express religious values at workplace?
a) Employee satisfaction
b) Strengthened loyalty
c) Increased productivity
Q8) Does improving the religious discrimination helps in sustaining different culture or
religion employees?
a) Yes
b) No
Q9) Which advantages McDonald's can get to prevention of workplace from religion based
discrimination?
a) Reduces conflict
b) Increases employees productivity
c) Improve employee performance
Q10) Suggest ways by which conflict at workplace can be minimized due to religious
discrimination.
Data Sheet
Q1) Are you know regarding religion based discrimination? Frequency
a) Yes 26
b) No 4
Q2) Do you ever face religious discrimination issue? Frequency
a) Never 5
b) Rarely 10
c) Sometimes 5
d) Often 5
e) Always 5
Q3) Does the religious discrimination impact on communication in an
organisation?
Frequency
a) Strongly agree 10

b) Agree 5
c) Neutral 5
d) Disagree 3
e) Strongly disagree 7
Q4) Does religious discrimination negatively influence on organizational
productivity?
Frequency
a) Strongly agree 10
b) Agree 5
c) Neutral 5
d) Disagree 4
e) Strongly disagree 6
Q5) Which various complexities faced by McDonald's organization
related to religious discrimination?
Frequency
a) Arise conflict 12
b) Minimize employee performance 10
c) Minimize organizational productivity 8
Q6) Which different methods used through McDonald's for managing
discrimination on the basis of religion?
Frequency
a) Modify workplace policies 13
b) Celebrate staff different culture 12
c) Provide equality training 5
Q7) What are benefits of allowing the employees to express religious
values?
Frequency
a) Employee satisfaction 10
b) Strengthened loyalty 10
c) Increased productivity 10
Q8) Does improving the religious discrimination helps in sustaining
different culture or religion employees?
Frequency
a) Yes 20
b) No 10
Q9) Which advantages McDonald's can get to prevention of workplace Frequency

from religion based discrimination?
a) Reduces conflict 10
b) Increases employees productivity 10
c) Improve employee performance 10
THEME 1: Know regarding religion based discrimination
Q1) Are you know regarding religion based discrimination? Frequency
a) Yes 26
b) No 4
a) Yes b) No
0
5
10
15
20
25
30 26
4
Interpretation: From above mentioned information that there are 26 respondents and according
to them they have understanding regarding the religious discrimination. According to them, there
is an unfavorable treatment with the different religion people. There are 4 respondents which do
not have information regarding the religious discrimination in a detailed manner.
THEME 2: Ever face religious discrimination issue
Q2) Do you ever face religious discrimination issue? Frequency
a) Never 5
b) Rarely 10
c) Sometimes 5
d) Often 5
e) Always 5

5
10
5
5
5
a) Never
b) Rarely
c) Sometimes
d) Often
e) Always
Interpretation: It has been interpreted that there are 5 respondents which said that they never
face the problem of discrimination. 10 respondents said that they face the religious
discrimination on the rarely basis. 5 respondents said that they are sometimes face discrimination
on the basis of religion. 5 respondents are agree with face often discrimination. 5 remaining
participants said that they face the religious discrimination always and it develops the negative
impact on their performance.
THEME 3: Religious discrimination impact on communication
Q3) Does the religious discrimination impact on communication in an
organisation?
Frequency
a) Strongly agree 10
b) Agree 5
c) Neutral 5
d) Disagree 3
e) Strongly disagree 7

10
55
3
7
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Interpretation: According to 10 respondents that they are strongly agree and said that religious
discrimination impact on the communication at workplace. 5 respondents are agreeing with that
discrimination on the basis of religion influence on the communication. 5 participants have the
neutral response. 3 respondents are not agreeing with the given respondents. 7 respondents are
strongly disagree and said that communication is not effective from the religious discrimination.
THEME 4: Religious discrimination negatively influence
Q4) Does religious discrimination negatively influence on organizational
productivity?
Frequency
a) Strongly agree 10
b) Agree 5
c) Neutral 5
d) Disagree 4
e) Strongly disagree 6

10
55
4
6
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Interpretation: There are 16 participants and they are strongly agreed with the negative impact
of the religious discrimination on the productivity of an organization. 5 respondents are agreeing
and they said that religious discrimination reduced the performance of staff members and reduce
company productivity. 5 participants do not give any response. There are 4 participants who are
disagree and said that religious discrimination develops the positive impact as the different
culture and religion people have the different opinion and it arise the innovation. 6 remaining
respondents are strongly disagreeing with it.
THEME 5: Complexities faced by McDonald's organization
Q5) Which various complexities faced by McDonald's organization
related to religious discrimination?
Frequency
a) Arise conflict 12
b) Reduce employee performance 10
c) Minimize organizational productivity 8

a) Arise conflict b) Reduce employee
performance c) Minimize
organizational
productivity
0
2
4
6
8
10
12
12
10
8
Interpretation: There are 12 respondents and they said that religious discrimination arises the
conflict among the employees. In this, different culture people are not able to communicate with
each other in an effective manner because they have less understanding about the culture or
religion of each other. This kind of issue arises a conflict at workplace and develops the negative
environment. 10 participants and they stated that religious discrimination minimizes the
employee’s performance because if company discriminated among the employees of different
culture than they unable to effectively perform as well as it minimize their performance level.
There are 8 remaining respondents and according to them religious discrimination reduce the
organizational productivity as employees are not perform and leave the organization.
THEME 6: Ways methods used through McDonald's
Q6) Which different methods used through McDonald's for managing
discrimination on the basis of religion?
Frequency
a) Modify workplace policies 13
b) Celebrate staff different culture 12
c) Provide equality training 5

a) Modify workplace
policies b) Celebrate staff
different culture c) Provide equality
training
0
2
4
6
8
10
12
14 13
12
5
Interpretation: There are 13 respondents and they said that company should make changes in
workplace policies and make improvement. It is necessary for company to give the equal job
responsibilities and roles through the different religion people because they have the different
opinions and idea to performing the activities in a better way. There are 12 respondents and
according to them company should celebrate the differences in culture. From this, the employees
can understand the culture of each other and also respect them. There are 5 remaining
respondents and according to them company should give equality training for employees so they
can get knowledge about the cultural differences in a detailed manner.
THEME 7: Advantages of permitting staff
Q7) What are advantages of permitting staff to express religious values? Frequency
a) Employee satisfaction 10
b) Strengthened loyalty 10
c) Increased productivity 10

a) Employee
satisfaction b) Strengthened
loyalty c) Increased
productivity
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Interpretation: 10 participants stated that employee satisfaction is major benefits of allowing
the staff members to express the religious value in an organization. If company or other
employees will respect the other religion then the employees will be satisfied from their job roles
and the working environment. There are 10 respondents and according to them along the staff
members to express the religious value is to make the employees loyal towards company and
retain. 10 respondents said that it helps in enhancing the productivity of company and develop
the positive reputation at marketplace.
THEME 8: Religious discrimination helps in sustaining different culture employees
Q8) Does improving the religious discrimination helps in sustaining
different culture or religion employees?
Frequency
a) Yes 20
b) No 10

a) Yes b) No
0
2
4
6
8
10
12
14
16
18
20
20
10
Interpretation: 20 participants stated that religious discrimination is helpful in improving and
sustaining the different culture of people at workplace. If the company does not make
discrimination among the different religion people and also understand the importance of each
other culture then they can perform and also session at the workplace for longer period of time.
10 remaining participants are not agreeing with mention statement.
THEME 9: Benefits McDonald's can get to prevent workplace
Q9) Which advantages McDonald's can get to prevention of workplace
from religion based discrimination?
Frequency
a) Reduces conflict 10
b) Increases employees productivity 10
c) Improve employee performance 10

a) Reduces conflict b) Increases employees
productivity c) Improve employee
performance
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Interpretation: This has been examined from the above-mentioned graph that there are some
benefits gained by the company to prevent environment from the discrimination. 10 respondents
stated that religious discrimination is helpful in reducing dispute. There are 10 remaining
respondents which said that preventing environment from discrimination on the basis of religion
assist in increasing performance of staff and growth. 10 participants are agreeing with improving
performance of the staff in an effective manner.

CONCLUSION AND RECOMMENDATIONS
Conclusion
This has been examined from above information that company should not disconnect the
employees on the basis of religion. The different culture people have the different experience to
perform the activities and job role in an effective manner. It is necessary for the company to give
the equal treatment to the different culture people so they can effectively work and also focus on
achieving aim and objective within the given period of time. There has been discussed about the
influence of the religious based discrimination on organizational growth. The impacts on
organizational efficiency are negative and optimistic. Many issues resulting from religious
discrimination in the workplace have been addressed. The organization must find best way to
make efficient use of religious discrimination in the workplace.
Recommendations
It is necessary for the company to make changes in its workplace policies in order to
provide the equal job responsibilities and roles to the different religion people so that they can
use their skills and capabilities to performing the work activities. Company should celebrate the
different culture of employees because from this they feel that they are the part of company and
firm gives the equal importance to them. Training is one of the most effective methods to
eliminating the discrimination. There is a need to improve to give training to employees so they
can understand the importance and value of each other culture and also work effectively for
achieving the aim.

REFLECTION AND RECOMMENDATIONS FOR ALTERNATIVE
METHODOLOGY
Reflection
Based on my overall research experience, it was examined that I had a number of phases
that have made me aware of my core strength as well as poor ones. The knowledge on these
strengths helps me to use them in the appropriate execution of my work within the time frame.
Present investigation is related to influence of gender equality in leadership and management on
organisation. This is essential for company to give the equal job opportunities to male and female
at workplace. The female employees are more capable to performing the job responsibilities and
leadership roles at workplace. In conducting the present investigation, I used the different
methods such as qualitative method, positivism research philosophy, deductive research
approach and random sampling method. For gathering of information, primary method of Data
Collection has been used by developing the questionnaire. Main reason to use the questionnaire
is that this gives authenticated as well as reliable information regarding the specific subject area
from the different opinions of chosen respondents. In order to fill questionnaire form, there have
been 30 respondents choosing to use the random sampling method. On the other hand, when the
negative experience in research gets mentioned, this has been examined that biggest problem
facing me applies only to those surveyed. It can be seen here that the respondents did not pay
attention to research during the initial phase, as they thought it would take time and not be
worthwhile. I was demotivated by this negative interest of those surveyed because I felt no
matter how well I worked, but I cannot achieve profitably for study.
Alternative methodology
A questionnaire has been established in the conduct of current research. Questionnaire is
among the efficient ways of collecting primary knowledge for both savings and saving time.
Through this method, large samples of more population can be obtained. Another possible
methodology may be an interview. There are interview between the interviewer and interviewee
either face to face or one to another. It requires longer effort to gather information and therefore
costly approaches because they are not using the process of data collection.

REFERENCES
Books & Journals
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religious discrimination claims. Psychology, Public Policy, and Law, 23(3), p.351.
Colella, A. and King, E. eds., 2018. The Oxford handbook of workplace discrimination. Oxford
University Press.
Griffiths, E., 2016. The ‘reasonable accommodation’of religion: Is this a better way of advancing
equality in cases of religious discrimination?. International Journal of Discrimination
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Krahnke, K. and Hoffman, L., 2016. The rise of religion and spirituality in the workplace:
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Online
Messarra, L.C., 2020. Religious Diversity at Work: The Perceptual Effects of Religious
Discrimination on Employee Engagement and Commitment. [Online]. Available through:
<https://www.researchgate.net/publication/264985160_Religious_Diversity_at_Work_Th
e_Perceptual_Effects_of_Religious_Discrimination_on_Employee_Engagement_and_Co
mmitment>.
Tamm, J., 2020. 5 mistakes an employer must avoid to prevent religious discrimination.
[Online]. Available through: < https://elliswhittam.com/blog/prevent-religious-
discrimination/>.
Fox, J., 2020. The Causes and Consequences of Religious Discrimination. [Online]. Available
through: <https://www.cambridge.org/core/books/unfree-exercise-of-religion/causes-and-
consequences-of-religious-discrimination/4A23DEDBC4A08E19A03EF42699201BA3>