Impact of Religious Discrimination on Organisational Productivity

This presentation explores the impact of religious discrimination on organisational productivity, with a focus on McDonald's Harrow, Station Road. It examines the issues arising from religious discrimination and suggests strategies for managing it in the workplace.

RESEARCH
PROJECT

Table of Content
 Introduction
 Aims & Objectives
 Research Questions
 Approaches and Methodologies
 Findings
 Conclusion & Recommendations

Introduction
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.

Research Aim & Objectives
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.

Research 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?

Research Objectives
• To understand age based workplace discrimination
concept.
• To analyse impact of age based discrimination on the
performance and productivity.
• To determine ways to prevent workplace from age
discrimination.

Findings
Religious discrimination is differential classification of people or groups
because of certain religious beliefs. This involves circumstances wherein
members of different denominations, religious groups and non-religions
are treated unequally because of particular views, before or in social
contexts such as employment. Stakeholders are individuals who participate
in the activities of organization. All results need to be conveyed to all
stakeholders who are effectively involved in the research project. This
leads to the positive effects and goals are set by stakeholders for company
activity.

Conclusion & Recommendations
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.

References
• Bell, M., 2017. Leaving Religion at the Door? The European Court of
Justice and Religious Symbols in the Workplace. Human Rights Law
Review, 17(4), pp.784-796.
• Cantone, J.A. and Wiener, R.L., 2017. Religion at work: Evaluating hostile
work environment 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.

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