Despite its central importance in lives of people all over the world religion and spirituality are often largely absent from management education and management textbooks. However, there is growing acknowledgement of the significance of religion, spirituality and the related concepts of ethics and values for people working in organisations. The preconceptions that people bring about organisations, about wealth creation, about authority and leadership and about the capacity of organisations to contribute to social change - whether for good or ill - are, for many , profoundly influenced by their religious traditions. These traditions can be a source of enormous creativity, for example in Confucian approaches to management, studies of leadership based on Hindu ethics, the enduring influences of Quaker philanthropy, the interest in the potential of spiritual practices such as meditation for managing stress at work to name but a few examples. However, as people are increasingly brought into contact with traditions that are very different to their own, there is also potential for conflict and intolerance. The examples of increasing intolerance towards people of the Islamic faith in the UK and US since 9/11; increasing tensions between Christians and Hindus in India and the resurgance of anti-Semitism in Europe are evidence of the difficulties societies face in creating productive working relationships across different communities. It is essentail that managers working in multi-cultural and multi-religious organisations are confident and skilled at identifying and managing these tensions so that their creative potential is maximised and their destructive potential is