(PDF) Cultural diversity in organisational theory and practice
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Added on 2019-12-03
(PDF) Cultural diversity in organisational theory and practice
Added on 2019-12-03
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Managing cultural issue in hospitality
Table of ContentsIntroduction................................................................................................................................................4Task 1.........................................................................................................................................................4LO 1 Evaluating theories and concepts to manage cultural diversity at workplace..............................4LO 2 Strategy to utilise workforce diversity in order to gain competitive advantage..........................7Conclusion.................................................................................................................................................9references.................................................................................................................................................11
Illustration IndexIllustration 1: Social Identity Theory.........................................................................................................5Illustration 2: Strategies to manage diversity.............................................................................................7
INTRODUCTIONModern day workplaces have evolved significantly as they have now become more and moreculturally diversified. This phenomenon has gained substantial popularity in the recent times. One ofthe main reasons behind it is that countries such as UK have now become multi-cultural (Chhokar,Brodbeck and House, 2013). This means that, people from different countries and cultural backgroundsare living in UK as permanent residents of the nation. Due to this, aspect of managing human resourcesin a proper manner has become a difficult task. Hospitality organizations such as Marriott need to pay alot of attention towards managing this cultural diversity in a proper and effective manner because if anymistake is made in this regard, then it can prove dangerous for the firm. Present report sheds light ondifferent theories and concepts of managing cultural diversity. Additionally, it also discusses aboutstrategies through which diversification can be managed to gain competitive advantage. TASK 1LO 1 Evaluating theories and concepts to manage cultural diversity at workplace'Diversity' is essentially a very broad topic and entails in giving considerations to a variety oftopics. For companies especially the ones operating in hospitality industry, it is of utmost importancethat cultural diversity at workplace is managed in a proper manner otherwise it could serious negativeramification for the enterprise (Festing and Maletzky, 2011). This concept basically is related toemploying people belonging to different cultural backgrounds, ethnicities, etc. Since UK is a multi-cultural country, therefore taking steps for managing such diversity a proper manner is crucial forcompanies operating in the nation. Therefore authorities at Marriott need to consider theories andapproaches which are developed by various past authors and experts on the topic of 'managing culturaldiversity' (Gefen and et. al, 2005). One such theory is Social Identity Theory. It was developed by Henry Tajfel and John Turnerduring 70s and 80s. By it is considered to be a highly effective theory for managing cultural diversity atworkplace. It is the portion of an individuals' self-concept, i.e. how they perceive themselves. It can bemuch described as a concept which predicts certain intergroup behaviours on basis of status of anindividual and also their perception of self (Hogg, 2006). According to this theory, in order to presentone in front of different people, individuals tend to enhance the status of group which they belong. Thismeans that if cultural diversity is to be managed in a proper and in an effective manner, then authoritiesat Marriott can employ people belonging to different cultural backgrounds at a 'higher ground'(McLeod, 2008). This means that attention and importance must be given to people so that they get apositive feeling and they may develop same image of the company. This way they can be motivated to
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