Religion and Spirituality in the Workplace Faith in the workplace and the level of accommodations that employers should allow is a growing problem. Additionally, the influx of people from different backgrounds bringing with them different religious practices has led organizations to seek help from organizations such as the Equal Employment Opportunity Commission (EEOC), the courts and law firms to find out how to deal with this new reality. Thus, the complexities surrounding religion and spirituality in the workplace and recommendations on the cause and solutions were examined. Faith at Work Scenario One1. What are the possible explanations for the person's behavior? The need to be accepted or included is a fundamental principle of the human race. Additionally, people express themselves through their relationships. Examples include community involvement, employment relationships, and religious affiliations (Baker, 2001). Additionally, acceptance by others improves a person's overall well-being and improves their ability to give and receive friendship (Baker, 2001). Thus, when a person is or perceives to be degraded by others, this can harm their behavior (Lueders, 2011). This is therefore the genesis of a hostile work environment (Williams, 2011). Offensive behavior can create a hostile work environment (Williams, 2011). Thus, a hostile work environment refers to “any change that results in an alteration in an employee’s mood or behavior based on their conduct” (Williams, 2011, p. 1). Thus, unwanted comments from her colleagues based on negative stereotypes about Sonia's religious attire caused her to feel embarrassed and withdraw.2. How should management and leaders respond to this situation? Religion is a federal protection ... middle of paper ... Additionally, there are many people in my office who share the same faith. We have an online prayer page where people share prayer requests and worship reports. Fortunately, the number of people involved continues to grow. So I know that my faith has made me a better supervisor, colleague and employee. ConclusionFaith in the workplace offers varying degrees of complexity. The rights of individuals, combined with the demands of organizations, represent a daunting task. Therefore, employers must use all resources at their disposal, such as the EEOC, to fairly and adequately align business objectives with employees' accommodating religious practices. Furthermore, in order to manage conflicts, resentments and misunderstandings, the organizational culture must transform into an environment of inclusion, understanding and continuous communication..