Jewish Case Study for Discussion

People differ from each other due to their religions, customs, traditions, and jobs they have. Working in one team should not cause any issues related to religious beliefs as colleagues should respect the views of others. However, Jews sometimes feel discriminatory attitudes that reflect on their work. A great example of such situation is Lisas conflict with the supervisor who considered her request without understanding employees religious views. This paper discusses Lisas case study, my attitude to her petition as well as supervisors incorrect position that violates the basic rights of the employee. In addition, the essay suggests the ways the woman may present her concerns at a team meeting.

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Considering the role of religion for practicing Jews, it is my belief that Lisas request is justified for being the most ancient and religious culture, Judaism requires strict obeying rituals and ceremonies. One of their traditions is to follow Sabbath. Due to this custom, Friday evenings and Saturdays must be days off for Lisa (Selekman, 2013). Moreover, during this period it is not allowed to perform any kind of work, use phones, or watch television as it is a time of stillness for Jewish people in their life. On the one hand, womans aspiration to observe the religious customs including Sabbath, keep kosher food at home as well as at work proves her desire to become a pious Jew. Thus, all prior mentioned religious obligations are significant to her. On the other hand, her colleagues, other nurses of the Emergency Department can consider such claim as an unfair action because all of them have to work in equal conditions.

In order to honor Lisas request, it is necessary to adjust the schedule according to her religious traditions. The good solution will be working on any five days as all other nurses do except Saturday. Besides, religious Jews can work on Sundays (Selekman, 2013). Thus, it will not look so unfair to others when she continues working on one of the weekend days just changing Saturday to Sunday. In such case, the interests of the organization will also be addressed as there is always a lot of work in the Emergency Department. If the supervisor rejects such a solution to Lisas request, it is possible to contact other nursing departments suggesting them a shift nurse with a proposed schedule. Nevertheless, this option is much better than advising her to turn back to New Jersey because such unethical suggestion proves supervisors incompetence in the current situation.

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Analyzing managers reply to Lisas request, it is clearly seen that he or she was not culturally competent while considering the situation for cultural competence is an essential condition to facilitate quality in health care system (Garneau, & Pepin, 2015). If the supervisor had any knowledge about Sabbath, he or she would have been more responsive to the needs of the Jewish nurse as well as recognized the holiness of Saturday that should be free of work for the Jews (Selekman, 2013). Nevertheless, despite his or her incompetence, the employer must respect all the personnel, always consider their requests through deep understanding of each situation, and, finally, make correct and fair decision. Additionally, every manager should possess maximum information about the employees regarding their cultural believes, religious views, and also their family status. Despite the fact that Lisa provided the explanation of her request in details and presented it in a written form, the supervisor insisted on similar working conditions both for Lisa and other colleagues. Alternatively, the chief suggested Lisa might leave the company.

Consequently, the Jewish nurse should consider any legal means for defending her rights and satisfy her request. One of the great opportunities that can resolve the touchy situation is a team meeting where she would have an opportunity to express her concerns and discuss all possible ways of solving her issue with colleagues. First, she may tell them about the Jewish culture, main traditions as well as put the emphasis on the importance of Sabbath to her, which would make work on Saturdays not suitable for her. However, she is free to perform all professional responsibilities on Sundays if it is necessary. Additionally, Lisa should note that she does not want the changes in her schedule to affect the work of other nurses and offer her help to any of her colleagues when needed. In this way, she would be likely to obtain the teams respect of her rights instead of getting any personal benefits.

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The Equal Employment Opportunity Commission (EEOC) states that requests similar to Lisas are consistent due the American legal norms. According to the regulatory organization, there is an obligation of all employers to respect the employees race, color, religious beliefs, and any attempts of discrimination on any of these grounds are impermissible (EEOC, 2016). As a result, the supervisor should be as respectful to Lisas rights in the same way as to the rights of her colleagues at the ER. Furthermore, as it was mentioned before, shifting The womans working day to Sunday will not cause any notable problems for the organization. EEOC (2016) emphasizes that employers should respect the employees requests for holidays and days off. Therefore, the Equal Employment Opportunity Commission justifies Lisas position.

To conclude, although people differ due to their race, religious beliefs, cultures, and traditions, they should have equal rights at their workplace as well as in the society. According to Jewish case study, the supervisor has to take into account the employees request by reaching a compromise with her. Cultural competence is an essential condition in promoting equality and quality within healthcare system. Internally, Lisas request can be satisfied after building rapport with other nurses at the team meeting. Externally, EEOC regulations can also provide her the support in the process of obtaining positive outcomes to her request.

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