Intercultural Aspects of Tourism and Globalisation: A Detailed Report

This report explores the intricate relationship between globalisation and the tourism industry, highlighting the increasing interdependence of the global economy and its effects on travel and tourism. It delves into the challenges faced by the tourism workforce due to globalisation, such as taxation, underdeveloped infrastructure, and income inequalities. The report further examines the complexities of managing a culturally diverse workforce within the tourism sector, including challenges like increased costs, discrimination, and communication issues. It proposes various management techniques to address these challenges, such as promoting cultural awareness, establishing effective communication systems, developing diversity training programs, and implementing language banks. The report concludes by emphasizing the importance of cultural sustainability and cooperation in the tourism industry for long-term growth and sustainable development, including the need for effective development cooperation to promote cultural diversity and address workplace issues.

Intercultural Aspects
of Tourism

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES ...............................................................................................................................7

INTRODUCTION
Globalisation cite to the increased consolidation and interdependency of the global
economy. It is not a new physical process. The global economy has turn increasingly dependent
for a prolonged time . Still, in recent time period the procedure of globalisation has expedited,
this is because of different factors, but essential ones involve increased labour, improved trade,
improved technology and capital mobility (Crippen, & Brew, (2013). Increasing globalisation
and its impact on travel and tourism sector is mentioned in this report. Further, challenges faced
by the workforce due to globalisation are also explained. Along with this, techniques to deal with
the challenges and how to manage cooperation and cultural diversity in the organisation is
described in this project.
MAIN BODY
Globalisation refers to the process of physical phenomenon and integration among
people, organisations, and governments all over the world. It is increasing due to progressive
communication and transportation technology. In other words, it is a process through which
businesses or companies acquire global influence or start their business on planetary scale.
The circulating global recess is affecting the travel and tourism industry in the world and
some places are unaffected. Travel and tourism is the largest growing industries all over the
world, and it is affected by globalisation at large level. Therefore, it can be said that tourism is
constituted with globalization and its fast growth assist the globalisation. It also supports in
meeting various cultures. It also leads to rapid development and changes in countries which
provide support to tourist needs and demands. The travel industry offers services and products
which permit the travellers to see something new that they have ever experienced ahead. The
tourism industry faces different challenges due to increasing globalisation. Taxation mostly
affects the travel industry as they paid taxes on hotel rooms, airlines tickets, etc. which clearly
shows that how it impact in the industry (Everingham, (2015). Tourism infrastructure at many
places is underdeveloped and outmoded. Government, destination marketing, tourism boards
should work on improving the circulating substructure with foresight and they must address the
upcoming challenges. Globalisation due to accelerative cooperation and the possibilities of
marketing aid the alteration of the technological improvement. Technology also setup the
infrastructure of each state influence by the globalisation. The more alterations occur in
economy. The liberalise economic system open to extrinsic markets, depreciating the current
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effects with the inaugural of competition and private businesspersons are increasing speedily all
over the world. The direct investment and world trade volume among different countries reached
at a high magnitude. It snap opportunities to industries culture to be component of the world
culture. One of the effect of globalisation is it produce income inequalities among different
countries in tourism department. In the recent 50 years it is undergoing changes in the countries,
as the rich are very rich and the poor are very poor (Kirillova, Lehto, & Cai, (2015). The
globalisation pressure has a great impact on tourist destinations all over the world. The
imputations for destination marketers are intense and the outcome will need a fresh strategic
concentration and approach.
The globalisation also creates challenges in managing culturally diversified workforce in
the travel and tourism sector. Culture implies some social inheritance of group of persons,
society, community which is substantial with the help of learned patterns of activities, feelings,
opinions, etc. culture refers to the process or environment in which individuals consume their
time. It is trend in developing countries to expend much time in fun, which will be possible with
the help of changes in values. Cultural values impact tourism and innovative trends come out that
can be utilised to plan new products. Changes in tourism demand structure and character are
influenced through alterations in lifestyle and value systems. The diversified workforce is a
realness in the modern business world. The influence of cultural diversity differs with the
environment types and overall strategy of tourist companies. Diverse workforce is said to be
existence of people from different socio-cultural prospect in the company. It involves cultural
factors like – age, race, ethnicity, colour, gender, physical ability, etc. It also includes every
group of people at various levels in the tourist company. Diversity needs a company culture by
which employees can engage their career plans without being repressed by colour, race, age,
abilities, etc. There are many challenges which are to be faced by travel and tourism businesses
in managing culturally diverse personnel. One of them is advanced cost of diversity
administration. It is very costly in some cases like – to improve job satisfaction. When an
administration strives effectively to maintain the diverse workforce, it provides required diversity
training to managers, workers and supervisors trough which they learns the better ways of
interaction clients and individuals. Many training programmes needs high travelling and
involvement cost. Other challenge in diverse workforce is discrimination in both employees and
manager’s relation. It can subsist but invisible aspect of sickly managed working place. When
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employees are affected from the discrimination, it reduces their ability to give best performance
and also impacts the equity perception and increases proceeding issues.
Communication problems is also one of the challenges in managing diverse workforce.
The workplace diversity lead to obstacles in the effective communication system in the
organisation. Ineffective communication decreases employee’s productivity and inhibit the
consistency among them. Myriad accommodation is also a big problem in the diversified
workforce. The postulate of workplace variety is mutual esteem, making means to accommodate
different workers petition can be heavy for employers, which create problems in managing
diversity. Incorporations issues are also of the problems among all the above. Social integration
in the organisation cannot be affected to the upper limit. Forming only social groups is rarely a
natural procedure which cannot be obsessed sometimes (MacCarthy, (2015). Therefore, it can be
said that the tourism sector need to interpret and direct personnel diversity in effective manner.
By doing this the business can overcome the challenges occur in managing the workforce.
To deal with challenges in managing culturally diversified workforce there are various
management techniques which are used by tourism industries. First of all, it should be
determined that culture does not share experiences. Along with this the company can use various
strategies which assist in removing these cultural barriers and provide advantages through
cultural diversity. The administration of tourism industry must create programs which increase
awareness about cultural diversity. They should improve and create affirmative attitudes
towards cultural variations. Further it is essential to realise the aforesaid points of perspective
and relationships between various social groups. The management should establish effective and
flexible communication system between the employees and the organisation. They should show
individual confusions and concerns while encountering cultural problems. Along with these they
should setup committees for cultural diversity. The travel and tourism industry can use all the
above strategies to overcome the problems in cultural diverse workforce.
Apart from all these strategies the company can also use many other effective
approaches, in order to deal with cultural diversity in the organisation. The values and
organisational policies must be defined effectively (Martin, & Nakayama, (2013). The
management should ensure that the fundamental policies and morals decided by them are able to
provide solutions for different problems in the culture diversity. The ethics and policies should
be prepared by considering questions such as – what image is required to encourage to utilise
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effectively ethnic diversity personnel in the travel and tourism management. It must also be
determined that what type of manpower the company required in future and the characteristics
which are essential for the better performance. Another important technique is following
employee relationship administration system (Moufakkir, (2013). The management should
establish better relations with employees to integrate them into the organisation from various
cultures. They can improve relations through different programmes such as – teaching, language,
celebrating various religious or conventional holidays of workers, including their families in
company's programmes. Along with this creating healthy and pleasant atmosphere in the
workplace lead to improve retention. The management should have overall information about
employee’s backgrounds and personalities, in order to execute relationship development
programmes. For an example the managers can communicate with the workers at the social
events or they should listen and respect their ideas and views. Another important approach is
developing diversity administration training curriculum. Training is one of the important
element which assures effectiveness in cultural diversity. Amid enhanced globalisation in
tourism industry, different programmes like cross-cultural training which assist managers in
knowing about various cultures and improve their skills to deal with problems in cultural
multiplicity. It will decrease the expected cost failure which occurs due to ethnic difference
issues. These training programmes should be implemented at each level of tourism industry.
Among different techniques of maintaining culture diversity another one is optimising training
for it. The ethnic diversified training includes that – why it is essential, knowledge about it,
information about different level of cultures such as individual, organisational and national level.
The trainer should have all information about cultural behaviours, its influences on the work and
phenomena of anticipations, stereotypes, prejudice, etc. This training is essential, as it assist in
understanding and knowing innovative things, etc. It must be applicable for everyone –
supervisors, workers and management. There should be also responsibility and measurement
in the training (Pearce, (2013). It must also consider assessments to make employees more
attentive for any task, as it supports in reaching learning intentions such as change in attitudes,
behaviour, improve knowledge, etc. The trainer should have appropriate skills, information and
attributes which are best for the project. They should be capable to deal with conflicts and
managing unit dynamics. The training can be implemented in the organisation by different
teaching methods such as theatre, role play, tiny group work, video, quiz, etc. The management
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should select that method which easily help the whole organisation in learning. Last one or
important and effective method of cultural diversity is language bank. This is a program
through which employees can understand variety of languages for another one who requires
translators (Wilks, Stephen, & Moore, (Eds.). (2013). It assists workers in understanding and
communicating various languages among other employees in effective manner in travel and
tourism sector.
Therefore, it is also necessary to develop and promote understanding, cooperation in
organisation culture and culture diversity. Culture refers to resource for social, ethical, economic
and environment sustainability. It is the essential component of developing cooperation and
policy. Thus, cultural sphere provide broad links with the substance of democracy and ensure
relief from poverty. Development policy programmes of government can be implemented to
maintain sustainability of humanity policy in travel and tourism sector. Expanding globalisation
breed new opportunities and give challenges to ethnic diversity among poor and wealthy
countries, in order to improve cross-cultural dealings. Development cooperation regarding
cultural industries provide strength to the cultural department and ethnic capacity of the relative
countries and encourage progressive engagement in social group and system development. It has
clear overlap with the development of human rights, good governance and cross-cultural
perception. Cultural sustainability needs that development should be in effective manner with the
ethnic values of the economy concerned (Reisinger, & Turner (2012). The objective of
development cooperation in culture sector is to promote and prevent cultural expressions
diversity. It provides better opportunities to solve critical problems in the workplace environment
of trust, mutual respect and cooperation in the tourism sector. Therefore, it is essential to
promote culture diversity in the travel industry for its long term growth and sustainability.
CONCLUSION
From the above essay report it is concluded that tourism is deeply connected to global
economic, political, social and environmental trends. Globalisation is the process which help in
integrating various organisations and businesses at different levels all over the world. It has large
impact on travel industry. Increasing globalisation also have both positive and negative impacts
on the tourism sector. Further, there are various obstacles or challenges in managing culturally
diversified workforce. Along with this there are different techniques of management to deal with
the challenges in cultural diversity which can be used by the travel and tourism concern to
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overcome the issues in business. Furthermore, the understanding and cooperation of cultural
diversity is necessary to manage culture diversity in the travel industry.
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REFERENCES
Books and journals
Crippen, C., & Brew, L. (2013). Strategies of cultural adaption in intercultural parenting. The
Family Journal. 21(3). 263-271.
Everingham, P. (2015). Intercultural exchange and mutuality in volunteer tourism: The case of
intercambio in Ecuador. Tourist Studies. 15(2). 175-190.
Kirillova, K., Lehto, X., & Cai, L. (2015). Volunteer tourism and intercultural sensitivity: The
role of interaction with host communities. Journal of Travel & Tourism Marketing.
32(4). 382-400.
MacCarthy, M. (2015). ‘Like Playing a Game Where You Don't Know the Rules’: Investing
Meaning in Intercultural Cash Transactions Between Tourists and Trobriand Islanders.
Ethnos. 80(4). 448-471.
Martin, J. N., & Nakayama, T. K. (2013). Intercultural communication in contexts. New York:
NY: McGraw-Hill.
Moufakkir, O. (2013). Culture shock, what culture shock? Conceptualizing culture unrest in
intercultural tourism and assessing its effect on tourists’ perceptions and travel
propensity. Tourist Studies. 13(3). 322-340.
Pearce, P. L. (2013). The social psychology of tourist behaviour: International series in
experimental social psychology (Vol. 3). Elsevier.
Reisinger, Y., & Turner, L. (2012). Cross-cultural behaviour in tourism. Routledge.
Wilks, J., Stephen, J., & Moore, F. (Eds.). (2013). Managing tourist health and safety in the new
millennium. Routledge.
Yu, J., & Lee, T. J. (2014). Impact of tourists’ intercultural interactions. Journal of Travel
Research. 53(2). 225-238.
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