Topic: Policy for Integration into the Workplace and Mental Health
Examine the research literature on an organizational* work-family benefit, policy, program, or practice (e.g., schedule flexibility, scheduling stability/control solutions, telework/work from home, paid time off, maternity, paternity, and/or parental leave, company sponsored dependent care/eldercare, part-time work, share jobs, alternative career paths, labor force re-entry, sabbatical, etc.) and discuss how the policy helps organizations to carry out their Diversity, Equity and/or Inclusion strategy.
Sample solution
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Sample Answer
Sample Answer
Enhancing Workplace Integration and Mental Health: The Impact of Flexible Work Arrangements
Introduction
In today’s fast-paced and demanding work environment, organizations are increasingly recognizing the importance of promoting work-life integration and supporting the mental well-being of their employees. One organizational work-family policy that has gained significant attention is flexible work arrangements (FWA). This essay will explore the impact of FWA on organizations’ Diversity, Equity, and Inclusion (DEI) strategies, discuss major research theories that have influenced this policy, and provide real-world examples of organizations that have successfully implemented FWA to align with their strategic direction.
Flexible Work Arrangements: Definition and Research
Flexible work arrangements encompass various practices that allow employees to have greater control over when, where, and how they work. These can include schedule flexibility, telework or work-from-home options, part-time work, job sharing, and alternative career paths.
Numerous studies have highlighted the positive effects of FWA on employee well-being, job satisfaction, retention rates, and productivity. For example, a study by Allen et al. (2013) found that employees with access to flexible work arrangements reported lower levels of work-family conflict and higher job satisfaction. Additionally, research by Kossek et al. (2014) showed that employees who had access to FWA had higher levels of work-life balance and reduced stress.
FWA and Diversity, Equity, and Inclusion Strategy
Flexible work arrangements contribute to organizations’ DEI strategies by promoting inclusivity and accommodating diverse needs. By offering FWA, organizations acknowledge the varying responsibilities and demands that employees may face outside of work, such as caregiving responsibilities, pursuing further education, or engaging in community activities.
Flexible work arrangements support diversity by enabling individuals with different backgrounds, abilities, and circumstances to participate fully in the workforce. For instance, FWA can be particularly beneficial for parents who need to balance their caregiving responsibilities while maintaining a fulfilling career. By providing options such as telework or part-time work, organizations create a more inclusive environment that welcomes individuals with diverse needs and promotes gender equality.
Moreover, FWA can help organizations address barriers to equity by reducing biases related to physical presence and traditional notions of work. By focusing on outcomes rather than strict schedules or physical presence, organizations can create an equitable work environment that values productivity and performance regardless of when or where work is completed. This allows employees from various backgrounds to contribute effectively and be recognized for their contributions.
Research Theories Influencing FWA
Several research theories have influenced the development and implementation of flexible work arrangements. One prominent theory is the Work-Family Enrichment Theory. This theory suggests that when individuals experience positive interactions between their work and family domains, it leads to increased well-being and job satisfaction. FWA facilitates this enrichment by providing individuals with increased control over their work-life balance, leading to improved outcomes in both domains.
Another influential theory is the Social Exchange Theory. This theory posits that employees who perceive fairness and support from their organization are more likely to reciprocate with increased commitment and performance. By offering flexible work arrangements, organizations signal their support for employees’ well-being and work-life integration. This fosters a positive exchange relationship between employees and their organization, resulting in increased loyalty and commitment.
Real-World Organizational Examples
Organizations across various industries have successfully implemented flexible work arrangements to align with their strategic direction. For example, PwC, a global professional services firm, offers its employees flexible work options such as compressed workweeks and telecommuting. This approach not only supports work-life integration but also contributes to PwC’s DEI strategy by attracting and retaining a diverse talent pool.
Another example is Unilever, a multinational consumer goods company. Unilever has implemented a flexible working policy that allows employees to choose their working hours and location based on personal needs. This practice aligns with Unilever’s commitment to diversity and inclusion by fostering an inclusive culture that values employee well-being and diverse perspectives.
However, there are instances where organizations fail to align FWA policies with their strategic direction. For instance, Yahoo! famously revoked its telework policy in 2013 amid concerns about productivity and collaboration. This decision resulted in negative perceptions regarding Yahoo!’s commitment to flexibility and inclusion.
Conclusion
Flexible work arrangements play a crucial role in enhancing workplace integration and supporting mental health by allowing employees greater control over their work-life balance. By aligning FWA policies with their DEI strategies, organizations can promote inclusivity, accommodate diverse needs, and foster an equitable work environment. The Work-Family Enrichment Theory and Social Exchange Theory provide valuable insights into the benefits of FWA for individuals and organizations.
Real-world examples from organizations like PwC and Unilever demonstrate the successful implementation of FWA policies that align with strategic goals. However, cautionary tales like Yahoo! highlight the importance of ensuring that FWA policies are well-integrated into the overall organizational strategy to avoid negative consequences.
By embracing flexible work arrangements as part of their DEI strategies, organizations can create a supportive environment that enhances employee well-being, improves productivity, and attracts diverse talent – ultimately contributing to their long-term success.
