Purpose: This study will examine the factors that contribute to conflict between Muslim employees and their non-Muslim managers, specifically in relation to Muslim religious practices in the workplace. Originality: (Key Literature and theoretical perspective) Studies have made positive contributions to our understanding of issues relevant to Islam, HRM and discrimination against Muslim workers in the workplace. There is yet to be a study that explicitly identifies the key religious practices enacted by Muslim employees in the workplace and managers’ response to these practices which might have potential for conflict and be difficult to manage. Failure to recognise the impact of external factors on organisational culture, such as culture and social identity, still exists in the literature, in particular consideration of the direct effect of religion on workers. The classic approach, such as that presented by Hofstede (1980), is seen as too simplistic and outdated because the future of such research must combine and consider connected research areas which are the concepts of culture, social identity theory, managing diversity, and the concept of cultural conflicts which will be investigated in this research. Methodology: Cultural studies need both quantitative and qualitative research methods. 200 surveys will be conducted to find out What are the key religious practices of Muslim workers that cause cultural conflict in the workplace. In-depth interviews also will be used to know how do managers respond to these religious practices. This study will be in western countries, especially Australia, the USA and the UK.
|Number of pages||1|
|Journal||Expo 2010 Higher Degree Research : book of abstracts|
|Publication status||Published - 2010|
|Event||Higher Degree Research Expo (6th : 2010) - Sydney|
Duration: 19 Nov 2010 → 19 Nov 2010
- religious practices
- workplace and discrimination