The Pros And Cons Of Gun Control - 875 Words

With an increase in the number of mass shootings that have occurred in the United States in the last few years the issue of gun control laws has become a prevalent topic of debate throughout American society. This debate stems from two opposing arguments over gun control. Some feel gun control laws are fair and not the contributing factor to these mass shootings, whereas, others feel that there is an urgent need for strict laws in order to end the problem of mass shootings. There are numerous pros and cons to the enforcement of stricter gun control laws but we must note a few things: stricter gun control laws would interfere with the second amendment, it is not the gun that kills it is the individual, and it is ultimately not laws that are†¦show more content†¦We deserve the right to continue to preserve our protection and banning guns conflicts with that right. Stricter gun control laws would simply give rise to more societal problems regarding second amendment rights. Next, it is important to ask who are the people that really kill? Is it the gun or the person? People who defend the right to bear arms often state that it is not the gun that kills it is the individual that kills. Some feel the answer lies in that we need to introduce stricter laws on who is able to apply for license to carry guns. Gun laws vary from state to state with California being the most restrictive state to Arizona with the most lenient laws. These laws include background checks, waiting periods, and registration requirements to who can purchase and sells guns. Even with these laws in place we have still witnessed an increase in the number of mass shootings over the past few years. Implementing stricter gun control laws will ultimately not eliminate individuals from acquiring access to guns if they truly desire. State governments may require licenses to purchase guns but there remains an underground and online market to purchase guns, which does not monitor whether a person truly has a license or not. Rather than focusing on implementing stricter laws for control and ways to make the purchaseShow MoreRelatedThe Pros And Cons Of Gun Control1225 Words   |  5 Pagesto discuss in this paper is gun control as I feel it is a hotly debated issue in the country today, especially after the incidents we have had throughout the recent years. Gun control has and probably will always be an issue that is argued for or against from all political sides, regardless, of your own beliefs one must look at the pros and cons of gun control to determine what is necessary. To address this, we must first look at the statistics on deaths involving guns and then apply the currentRead MoreGun Control: Pros and Cons1986 Words   |  8 Pages| Page(s) | 1 | Table of Content | 1 | 2 | Introduction | 2 | 3 | Gun Control: Pros (i) Disarm and Control Citizens (ii) Better Management (iii) Reduce Crime Rate and Death Rate | 3-4 | 4 | Gun Control: Cons (i) People’s Life Unsecured (ii) Women’s Safety Unguaranteed (iii) Spring Up of Black Markets (iv) Conflict with Democracy | 5-7 | 5 | Conclusion | 8 | 6 | References | 9 | Introduction: A gun is a normally tubular weapon or other device designed to discharge projectilesRead MorePros And Cons Of Gun Control1511 Words   |  7 PagesGun control is a policy that the government limits the keeping and using of guns by citizens. According to Firearms and Federal Law: The Gun Control Act Of 1968, the Gun Control Act is designed to provide support to Federal, State, and local law enforcement officials in their fight against crime and violence. (Journal of Legal Studies). Firearm is an epochal invention. But unfortunately, no matter in the past or now, guns and firearms are often misused. Therefore, gun control policy exists. InRead MoreThe Pros And Cons Of Gun Control897 Words   |  4 PagesGun control is an on going debated rather guns should be allowed or to be banned. Gun control, politics, legislation, and enforcement of measures intended to restrict access to, the possession of, or the use of arms, particularly firearms. Gun control is one of the most controversial and emotional issues in many countries, with the debate often centring on whether regulations on an individual’s right to arms are an undue restriction on liberty and whether there is a correlation between guns andRead MoreThe Pros And Cons Of Gun Control785 Words   |  4 PagesGun control is a big topic in the United States today, a lot of people have many different opinions on this. They are usually about whether we should we have gun control or not. We should not need gun control to solve crime in the United States. We need laws, background checks and more. The conversation about gun control will continue on as long as guns are made and used. The argument about gun control is doubled sided. This means that on one side citizens want the government to have control overRead MoreThe Pros And Cons Of Gun Control1329 Words   |  6 PagesGun control is an extremely controversial topic in America. There are many advocates of weapon control - individuals who wish to have stricter laws to keep certain groups of individuals from acquiring a gun. In any case, there are likewise the general population who cant help contradicting gun control laws and accept there ought to be a more tolerant gun control to moreover enable individuals to protect themselves amid dangerous circumstances. On the two sides of this issue, sentiments extend fromRead MoreThe Pros And Cons Of Gun Control1474 Words   |  6 PagesGun control laws are an ongoing process that varies from location, to time of history. Throughout history different laws and regulations have been made about gun control across all continents on earth. These laws change frequently and will continue to do so till the end of time. Many people are either for or against these laws depending on their religion, moral beliefs and location. Although increasing gun control is used for the protection of citizens, it could be deemed unnecessary to many becauseRead MoreGun Control, Pro and Con.850 Words   |  4 PagesAmerica is the most well armed nation in the world. The reason why Americans own so many guns is because of the second Amendment, which states â€Å"The Right to Bear Arm†. This amendment guarantees U.S. citizens the right to have firearms. In the freedictionary.com, weapon is defined as, an instrument of attack or defense in combat, as a gun, missile, or sword. There are many kinds of weapons and almost all of them are illegal to use without registration. Weapons are changing over times. Looking backRead MorePros And Cons Of Gun Control1073 Words   |  5 Pages Implementing gun control in the United States would only result in more chaos and increased rebellion from citizens who responsibly and legally own firearms. In doing so, the law-abiding citizens would be left defenseless against the criminals who continue to obtain guns illegally. Not only that, but the 2nd amendment rights of the United States Constitution would be diminished and the crime in the community would remain the same or perhaps increase. Gun control would not stop criminals from illegallyRead MorePros And Cons Of Gun Control738 Words   |  3 PagesGun control has become a huge political topic after the numerous violent killings in recent years. It has been debated whether gun control policies should be more lenient or more restrictive to best protect the American public. Many studies have been conducted in comparison to other countries that have stricter gun laws showing that crime has not dropped with increased gun control measures, nor has it affected a decline in h omicide rates. Other reports have shown that countries with more lenient

The Contra Affair Of The Reagan Administration - 1686 Words

In 1992, George H.W. Bush ran for President for a second time, this time though, something was different. More information linking Bush to the Iran Contra Affair of the Reagan Administration had become public, and the news media was beginning to make the connections. In one of the first articles released regarding his involvement in 1992, the author, Walter Pincus, began to openly criticize Bush for his deception. Pincus, who wrote a lot about Bush and his involvement, explains that â€Å"In the almost six years since the scandal surfaced, records and testimony from congressional and legal proceedings reveal that Bush, while vice president, watched Iran-Contra unfold from a front-row seat in the White House.† (Pincus, Walter, 1). Pincus is†¦show more content†¦In another article by Pincus, he digs into Bush’s integrity as well, especially when Bush had seemed to be blatantly lying. Pincus wrote that â€Å"during an NBC interview Sept. 6, he replied that Ã¢â‚¬Ë œthis seems to me to be just a late smokescreen out of that dead old saw out there. And I have nothing to explain. . . . And nobody has suggested that I ve done anything wrong.’†(Pincus, Walter, 1). Pincus, although not explicitly attacking Bush in this instance, it taking a subtle dig at Bush. He is calling out Bush on his apparent hypocrisy, and failure to come clean. The true sentiments of the news media though were exemplified in a San Francisco Chronicle article from August of 1992. This article openly attacked Bush, picking apart his claims one by one. This article criticizes him for being ignorant, hippocritical, deceitful, and generally a liar.(Note Contradicts Bush, 1) During this period of resurgent media coverage of the Iran Contra Affair, somewhat surprisingly, the news media never turned its attention toward Reagan. This provides some further insight into the reasoning behind this phenomena. Reagan was a second term president, a widely liked communist fight er, an older trustworthy man whose memory may not have been what it used to be, and when some fresher meat came into the picture, the media pounced. Bush’s involvement presented the opportunity to blame

Converse Shaping the Customer Experience free essay sample

Converse: Shaping the Customer Experience BY QualitYRate2012 What are some examples of the needs, wants, and demands that Converse Customers demonstrate? Concepts? Converse was dominate in Basketball, but slowly turn to market to everyone with there unique sneaker. Converse high top became well known because of its rare look and gave a unique statement to the customers. Per case little has been done to change the market. The need from the physical apparent for sports, then customers wants of the traditional Chuck Taylor hoe. The demands are in the hands of the customers with great price and the authenticity of the style of shoe. What are Converse and customers exchanging in the purchase transaction? Describe detail all the facets of Converses product and its relationship with customers. Converse are a legend in the shoe industry even though the only have a small percent in the world. Converse lets the customer drive the brand. We will write a custom essay sample on Converse: Shaping the Customer Experience or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Converse traditional style respects and trust the customer which is different nd unique in the marketing approach. Customer truly have a say in what they wear. Which of the five marketing management concepts best applies to Converse? Out of the five I would state that Converse is Customer driven, the marketing concepts are minimum. I think that if I have to base it on one of the five it would be number five, retaining lifetime values with their customers. What are the benefits and drawbacks of Converses stand back approach? The positive is the lifelong customers that they attracted. The negative or drawbacks is that they are in the lowest part of the market earning. They filed BK and are owned by Nike and are a limited part of the shoe industry. How can Converse continue to grow its brand while at the same time maintaining its authentic images? Converse rose to fame for the traditional shoe, its unique style from sports to artistic. They grow with respect and trust in its customers. The changes with promoting charities/raising funds to fight diseases have been successful. The drives are customer based.

Spirituality in the Workplace

Introduction General Overview The interest in organizational spirituality partially derives from the necessity to balance organizational performance and to improve the codes of ethics within an organization. Specifically, a growing attention to the workplace spirituality allows people to construct and sustain fundamental values at work and facilitate various management operations and practices.Advertising We will write a custom essay sample on Spirituality in the Workplace specifically for you for only $16.05 $11/page Learn More Appeared in the 1990s, this domain of organizational ethics has captured the attention of the leading theorist examining management and workplace environment (Giacalone and Jurkiewicz, 2010, p. 27). In particular, contemporary researchers are primarily dedicated to the analysis of spirituality with regard to organizational performance and relationships between the employers and their employees. One way or another, these theoretic al frameworks provide promising perspectives for successful development and advancement of company’s philosophies and values allowing to adjust to social and cultural changes. In this regard, there is a growing necessity to study various dimensions of workplace spirituality to define how they influence organizational performance, ethical behavior, and overall atmosphere within an organization. Defining Spirituality in the Workplace So far, spirituality was not considered in relation to work and business and organizational workplace could be compared with oxymoron. However, since 1990 and several decades after, a dramatic interest in the examination of this term as an inherent component in understanding organizations and management provide a solid ground for providing a new definition of spirituality. Manz and Neal (2005) provide the following explanation: â€Å"Spirituality in the workplace is about people seeing their work as a spiritual path, as an opportunity to grow pers onally and to contribute to society in a meaningful way. It is about learning to be more caring and compassionate with fellow employees, with bosses, with subordinates and customers. It is about integrity, being true to oneself, and telling the truth to others. Spirituality in the workplace can refer to an individual’s attempts to live his or her values more fully in the workplace.† (p. 121)Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Analyzing this meaning, organizational spirituality touches upon various dimensions of employed environment such as organizational ethics, organizational performance, integrity, cultural diversity, and psychological factors in relations between managers and their subordinates. Literature Synthesis: Elements of Organizational Spirituality Spirituality and organizational performance The introduction of spirituality and virtuous approaches to bus iness management is largely predetermined by the necessity to increase organizational performance, productivity, and revenues. In this regard, a wide range of researches and reports are dedicated to the analysis of these relations. Cavanagh and Bandsuch (2002) question, â€Å"how does [spirituality] maximize the benefits and minimize the problem of spirituality in the workplace† or â€Å"how does one best judge whether a particular spirituality is ‘appropriate’ for the workplace†(p. 109). In this regard, the scholars pay attention to the fact that spirituality contributes significantly to improving cooperation and motivation. More importantly, they believe that spirituality positively affects organizational performance and productivity, thus dictating a person-oriented approach to human resource management. The same position is held by Collins (2010) who also believes that spirituality in the workplace is the primary condition for achieving impressive fina ncial performance and productivity and for striking the balance between company’s goals and ethical and spiritual behaviors within an organization. In particular, the scholar provides an original approach for proving that ethics and ethical codes, ethical decision making, and diversity training are closely correlated with performance analysis. More importantly, the research carried by Collins (2010) provides evidence that proper management of organizational spirituality will lead to the improvement of quality of goods and services and facilitates spiritual development and growth. Examinations of relation of spirituality to organizational efficiency and performance have also been proved by Karakas (2010). Specifically, the researcher has managed to successfully outline the main factors affecting high productivity and organization’s prosperity.Advertising We will write a custom essay sample on Spirituality in the Workplace specifically for you for only $16 .05 $11/page Learn More The researcher believes that a successful performance is based on three factors: employee’s welfare and living standard, employees’ motivation and incentives, and employees’ interaction with community. All these factors are effectively enhanced by spirituality. Kolodinsky et al. (2008) have proved the research question provided by Karakas (2010). However, the researcher is more focused on the structuring the main elements of spirituality believing that it should be views through the prism of individual, organizational and interactive aspects. Milliman et al. (1999) agree with this idea that the introduction of the organizational spirituality triggers the increase of company’s profits and provides new incentives and motivation for employees to work harder and more efficiently. With regard to the considerations presented above, it should be stressed that all the researchers have provided completely different positions toward the connection between spirituality and organizational performance. Nevertheless, all of them emphasize the importance of spirituality penetration to the workplace. Spirituality and organizational ethics The fact that spirituality and ethics are closely interconnected is undeniable. This is obvious when it concerns the world of business and organizational management, which is another dimension of social world. Therefore, there are plethora of researchers and explorations that provide exhaustive information about codes of ethics, organizational ethics, personal development and how they are connected with spirituality in the workplace. Sheep (2006) sufficiently explains two important factors – spirituality in the workplace and ethical dilemmas – with regard to the overall atmosphere within an organization. In particular, the researcher believes that harmonic co-existence of several ethical climates will not provide serious problems, but they can trigger ethical mi sconceptions within differently oriented working teams. In order to eliminate and to prevent such dilemmas, the researcher pays attention to â€Å"quiet desperation† and the problem of instrumentality (Sheep, 2006, p. 538). What is more important, Sheep (2006) suggests a comprehensive approach to solving the problems.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Specifically, he refers to instrumentality, societal good, and individual fulfillment as the main pillars for striking the balance between ethical issues and organizational spirituality. The same view is held by Manz and Neal (2008) who believe that â€Å"[w]hile virues offer a blueprint for ideal ethical and moral workplace conduct, the realities of the market are often largely in opposition to these lofty intentions† (p. 131). The researchers also suggest that performance can often encounter the problems of spirituality and virtue formation because such aspects as compassion and integrity can conflict with high productivity. In contrast to Sheep’s suggestions, Pawar (2009b) provides a completely different view on the consideration of spirituality and ethical issues. Unlike previous statements, the researcher does not refer to spirituality in the workplace as to the cornerstone for constructing and adapting ethical codes, but as to the basics of organizational ethics. Like Kolodinsky et al. (2008), Pawar (2009b) offers a three-dimensional approach to the evaluation of various techniques for facilitating spirituality in the workplace. These dimensions touch upon personal, group, and organizational viewpoints on the connection between spirituality and ethics. Judging from the above assumptions and evidence, the connection of spirituality and ethics in relation to organizational performance is quite controversial. Therefore, this concept should be carefully considered before introduced in the working environment. Spirituality, religion, and social interaction in the business world The contradictions derived from considering organization spirituality are largely connected with wrong understanding of this definition. The problem is that religion and spirituality are closely interconnected because religion can be considered as the main source of spirituality (Manz and Neal, 2008, p. 121). However, this is only one of the basic components included in t his definition which are not properly revealed and explained. Therefore, it is imperative to understand the differences between those terms because there are people are spiritual enough, but do not belong to any of the known religions. Some researchers believe that spirituality in the workplace does not presuppose religion as its main component (Pavlovich and Corner, 2009). The scholars insist on the idea that organizational spirituality identifies various techniques for consolidating and connecting employees. More importantly, Pavlovich and Corner (2009) provide comprehensive models for analyzing environmental and social issues and connect spirituality management with ecological levels. In the studies provides by Pawar (2009a), there is no mentioning about religion as the basic precursor of workplace spirituality. Instead, the scholar provides that this phenomenon is constructed on the basis of self-interest transcendence, organizational behavior, transformational leadership, proce dural justice, and organizational support. Being the main concepts of organizational behavior, spirituality, thus, is presented as a component of organizational ethics where religion cannot be considered, or should be presented apart from business ethics. In order to separate religion from spirituality, it is necessary to consider several dimensions these two aspects encounter. According to Hill and Smith (2003), religion is more community-focused while spirituality tend to be more individualistic; religion is more observable, measurable, and objective while spirituality is less visible and quantifiable and more objective†¦.religion tend to be behavior-oriented with an emphasis on outward practices while spirituality tend to be more emotionally oriented and inwardly directed;†¦and religion is more oriented toward doctrine, especially that which distinguishes good from evil while spirituality stresses harmony and unity and is less concerned with doctrine (p. 233). With rega rd to these distinctions, it is possible to conclude that spirituality and religion create a two-polar opposition where the coincident point can be observed in case emotional and inward states of an individual are based on religious concerns only. Alternatively, considering spirituality and religious are homogenous terms can lead disorganization and misconception of the established theories and approaches. In particular, according to Hicks (2003), spirituality should be presented in the opposition to religion; otherwise, it can create negative connotations in the employed environment. Therefore, spirituality should be set before religions to avoid frictions and conflicts in the workplace. Summing up the presented evidence, spirituality in the workplace is based on numerous aspects and influences, among which are organizational behavior, leadership, organizational ethics, self-interest transcendence, and religion. It should be emphasized that the latter provokes numerous controversie s because it is often confused with the spirituality in the workplace. Hence, the analysis of differences and peculiarities has revealed that religion may serve as a component of organizational spirituality, but it does not provide fundamental conceptions for constructing business ethics. Discussion and Findings An in-depth examination and assessment of the presented sources have infused several valuable assumptions and findings concerning different dimensions of spirituality in the workplace. This specifically relates to the ethical dilemmas in the business environment, strategies for handling an organizational behavior, factors affecting an organizational performance and productivity, and the main elements of spirituality. In addition, the definition and explanation of the term have also been identified. To begin with, the literature analysis has provided several discoveries concerning organizational spirituality and performance. Specifically, it has been found that the majority o f the researchers (Cavanagh and Bandsuch, 2002; Collins, 2010; Karakas, 2010; Kolodinsky et al., 2008; Milliman, 1999) agree with the assumption that this aspect positively influences company’s performance and employees’ performance because meeting workers’ spiritual and ethical requirements provides more incentives and more solid motivations for working harder. Second, there are some difficulties in defining the relations between spirituality and ethical issues due to some reasons. Hence, it has been found that such controversy is predetermined by various theoretical orientations of both terms with regard to organizational management. Hence, spirituality is more individual-oriented, it provides subjective outlooks and positions that should be tackled carefully by organization (Sheep, 2006; Manz and Neal, 2009; Pawar, 2009). More importantly, it is more connected with cultural and emotional diversities that are sometimes difficult to adjust because they may cont radict some established conceptions within an organization. In contrast, organizational ethics is more concerned with inventing some integral and universal concepts that could contribute to establishing favorable working environment and to meeting high levels of performance and productivity. Third, religion and spirituality are not identical notions, specifically with regard to organizational ethics and behavior. Certainly, both spirituality and religions have similarities if considering them apart from the business world. But within it, spirituality prevails where religion may be included only as one of the components along with leadership, organizational behavior, self-interest transcendence (Hill and Smith 2003; Hicks, 2003). At the same time, businesses should treat religion carefully cultivating tolerance and respect being the basic of cultural considerations. All it can be seen spirituality involves a plethora of complicated issues and dilemmas that are carefully studied and c onsidered at interdisciplinary level. This also implies that organizational spirituality is, indeed, crucial for constructing efficient strategies in the field of human resource management and organizational ethics. Limitations to the Presented Literature The majority of the selected scholarly works provides positive perspectives and connotations for introducing organization spirituality. However, little research has been done to analyze the reasons and negative outcomes of implementing spirituality in the workplace. Mostly all reviewed works relate to the analysis of spirituality from the viewpoint of organizational ethics. Specifically, the point is that this notion is not considered as a separate concept, but inherently affiliated to ethical and cultural considerations. Another explicit gap presented in the researches is absence of sufficient models for implementing spirituality in the workplace with regard to psychological factors and professional growth issue. Rather, the intro duction is primarily aimed at improving organizational productivity and performance. Consequently, there is a great distinction between spirituality in the workplace and that presented in the community. The latter is closely associated with individuals’ religious concerns rather with inward emotional state. Finally, there are no accurate studies dedicated to the measurement of spirituality with regard to different organizations. In particular, irrelevant identification of spiritual goals and approaches can lead to theories ethical conflicts. Therefore, it is necessary to expand the meaning of organizational spirituality to keep pace with recent cultural, social, and political changes. This can serve as serious reasons for further researchers in this field. Conclusion The spirituality in the workplace is connected with a wide range of disciplines and studies. Specifically, this notion concerns such areas as human resource management, business ethics, and organizational behavio r, and conflict management. The examination and assessment of presented theories and models for treating organizational spirituality provides great perspectives for further exploration and encouragement for building company’s values and codes of ethics and allows to establish a more favorable ground for adapting to cultural and social shifts. The analysis and review of presented scholarly sources have proved numerous hypotheses and provides a solid ground for further explorations. More importantly, the review has also presented the most urgent problem connected with organizational ethics and establishing spirituality in the workplace. The concerns are specifically connected with failure to correctly define the essence of spirituality which is often confused with religion. Numerous findings have proved that these concepts belong to completely different dimensions and studies, especially when they are considered in relation to business and management. Another problem occurs whe n searching place for spirituality within the ethical frameworks. Ethics and spirituality can also be subjected to a two-polar confrontation because sometimes organizational ethics is not congruent with moral and spiritual concerns of individuals. In this respect, there are still many issues and aspect that are worth further examination and discussion to provide more accurate explanations for the place of spiritual issues in the employed environment. Reference List Cavanagh, G. F., and Bandsuch, M. R. (2002). Virtue as a Benchmark for Spirituality in Business. Journal of Business Ethics. 38(1/2), pp. 109-117. Collins, D. (2010). ‘Designing ethical organizations for spiritual growth and superior performance: an organization systems approach’, Journal of Management, Spirituality Religion, 7(2), pp. 95-117. Giacalone, R. A., and Jurkiewicz, C. L (2010). Handbook of Workplace Spirituality and Organizational Performance. US: M. E. Sharpe SharpeLtd. Hicks, D. A. (2003). Reli gion and the workplace: pluralism, spirituality, leadership. Cambridge: Cambridge University Press. Hill, P. C. and Smith, G. S. (2003) Coming to Terms with Spirituality and Religion in the Workplace. In R. A. Giacalone and C. L. Jurkiewicz. Handbook of Workplace Spirituality and Organizational Performance. US: M. E. Sharpe SharpeLtd. Karakas, F. (2010). Spirituality and performance in organizations: A literature review. Journal of Business Ethics, 94, pp. 89-106. Kolodinsky, R. W., Giacalone, R. A., and Jurkiewicz, C. L. (2008). Workplace Values and Outcomes: Exploring Personal, Organizational, and Interactive Workplace Spirituality. Journal of Business Ethics. 81(1), pp. 465-480. Manz. C. C., and Neal, J. (2008). The virtuous organization: insights from some of the world’s leading management thinkers. US: World Scientific. Milliman J., Ferguson J., Trickett D., Condemi B. (1999). Spirit and community at Southwest Airlines: An investigation of a spiritual values-based model. Journal of Organizational Change Management, 12 (3), pp. 221-233. Pavlovich, K. and Corner, P. (2009). Spiritual Organizations and Inter-Connectedness: The Living Nature Experience. Journal of Management, Spirituality and Religion, 6 (3), pp. 209-229. Pawar, B. S. (2009a). Some of the Recent Organizational Behavior Concepts as Precursors to Workplace Spirituality. Journal of Business Ethics. 88(2), pp. 245-261. Pawar, B. S. (2009b). Workplace spirituality facilitation: A comprehensive model. Journal of Business Ethics 90, pp. 375–386. Sheep, M. L. (2006). Nurturing the Whole Person: The Ethics of Workplace Spirituality in a Society of Organizations. Journal of Business Ethics. 66(4), pp. 357-375. This essay on Spirituality in the Workplace was written and submitted by user Lexi House to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.