2RUNNING HEAD:6-2 Short Paper: Building Common Ground and Trust Using EvidenceManagers have a great role to play in ensuring they meet their organizations' performanceexpectations, which can be challenging. Furthermore, they deal with employees from differentcultures, religions, and backgrounds; thus, there is a need to embrace diversity and createinclusive working environments (Beane et al., 2017). This case presents Kareem's terminationdue to religious discrimination in ABC Corporation. The treatment, behavior, and reaction hereceives from his colleagues, supervisor, and manager are unacceptable in the evolved workingenvironment. Therefore, this paper aims to compile some relevant facts pertinent to this case,judgment comments used to defect actions, and recommendations of strategies for ABCCorporation to meet Kareem's needs while maintaining performance expectations.Compilation of Relevant Facts Pertinent to the CaseAmong the facts evident in this case is that Kareem was terminated from ABCCorporation due to religious discrimination. According to their religion, Muslims must pray fivetimes a day Fajr the dawn prayer, Dhuhr, the noon prayer, Asr, the afternoon prayer, Maghrib, thesunset prayer, and Isha'a, the night prayer. Common knowledge is that one must pray theseprayers and engage in movement and reciting the Quran in different postures such as bending,standing, or other prostrating postures (White, 2018). During the normal working hours between8 a.m. to 5 p.m., a Muslim generally prays twice at the workplace, the noon and afternoonprayers. For Kareem to practice his cultural needs in the workplace, he requires about two breakseach fifteen minutes to physically cleanse himself and then pray. Section 701 of the Act statesthat "employers must accommodate the religious needs of their employees unless they show it ishard to reasonably accommodate their employees' needs and practices with no suffering hardshipon conducting the employer's businesses" (Beane et al., 2017).
