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Multi-cultural Workforce Management

   

Added on  2019-10-30

12 Pages2784 Words177 Views
Running head: MULTI-CULTURAL WORKFORCE AT ALLENBY PARK HOTEL1Multi-cultural Workforce ManagementName Institution

MULTI-CULTURAL WORKFORCE AT ALLENBY PARK HOTEL2Multi-cultural Workforce ManagementIntroduction Multicultural diversity is an important aspect in the employment Act which at the same time doubles up as a human right in the New Zealand employment Act. People from a diverse cultural background ought to be considered in the employment opportunities, receive equal treatment, and have their traditions and religious beliefs respected. Cultural diversity refers to therepresentation of differences in race, gender, sexual orientation, socioeconomic status, language and age in a community or working environment. The office of Ethnic Affairs is established to ensure organizations conform to best practice in recruitment and selection as well as fair treatment and inclusion of people from diverse ethnic groups and culture. Positively oriented organizations have to consider the legislation and practice a multicultural approach in their human resource operations. Thus, organizations are encouraged by the employment legislations to take up the benefits of an ethnically diverse workforce. The research focuses on the multicultural issues at Allenby Park Hotel and its approach to multicultural work and the benefits of in-cooperating the same to their profitability and reputation. Overall Approach to Diversity in the WorkplaceAllenby Park Hotel is a hospitality firm located in the city of Manukau on the Great South Road, Papatoetoe. The company offers a perfect environment for corporate events, conference facilities, accommodation, and leisure for travelers. As such, the firm has several employees coming from a diverse cultural background which assists in handling the needs of the various clients visiting the facility.

MULTI-CULTURAL WORKFORCE AT ALLENBY PARK HOTEL3Managing Cultural Diversity at Allenby Hotel Cultural competency refers to the ability of firms to interact with people from different cultures. The ability relies on individual’s awareness of one’s cultural perspectives, knowledge of other cultures, and the possession of a tolerant attitude towards the present cultural differences. According to the Human Resource Institute of New Zealand (2017), development to cultural competence yields in the ability to effectively communicate, boost interaction, and consider cultural beliefs and schedules within a work environment. Allenby human resource department has an important consideration to the cultural issues and strives to create a perfect balance to ensure proper work environment.Employee Training The staff receives training on diversity issues and ways to accommodate each other during work concerning their diverse beliefs. In doing so, the firm organizes some team building events where the workers get to learn about the differences and skills possessed by individuals out of the work environment. The training activities do not discriminate but rather cooperate all persons in the organization ready for any training activities. In this respect, the fair policy open to all is observed thus ensuring a proper workplace standard. At such events, individuals can discuss and air out issues of concern while fostering good relations amongst themselves. On the other hand, the firm places special consideration for the different religious groups in its staff schedule to accommodate different practices in respect to the time of worship. Select calendar days are observed where individuals can have their off days planned in time to allow them freedom of religion and an appropriate work-life balance according to the employment Acts. Such practices boost cultural diversities and enable individuals to work harmoniously with each other.

MULTI-CULTURAL WORKFORCE AT ALLENBY PARK HOTEL4Recruitment and SelectionAllenby Park Hotel has an open policy that accommodates employment opportunities from a diverse cultural base. The firm advertises jobs with overall requirements based on the hotel industry but then places it open to both genders thus allowing a large percentage of inclusivity. The hotel acts according to the human rights deliberations which call for the right to inclusion thus dispelling any discrimination issues in employment.According to the Human Rights commission (2017), employers have a responsibility to prevent harassment and discrimination on employees and thus consider its policies and regulations on the same. The same commission has relevant guidelines where individuals can seek redress in case their rights have been overlooked thus allowing them to file complaints and have issues addressed. At the same time, most of the jobs are open to all ages stipulated form the minimum employment age based on one’s qualifications. The Right to UnionThe human resource department allows for adherence to the employment policies where its workers are open to seeking union membership in the protection of their rights and needs. TheNew Zealand employment regulations allow for union membership where individuals have the right to present their deep-rooted issues affecting them in the workplace which cannot be resolved internally (Houkamau & Boxall, 2011). For instance, individuals experiencing discrimination or harassment based on their faith, ethnic, or age can seek solutions should the internal channels to resolving the same fail to assist. As such, the reality satisfies the firm as one who observes the cultural diversity issues keenly towards its positive development. Rewards and Training

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