Multi-cultural Workforce Management

This essay examines the management of a multicultural workforce at Allenby Park Hotel in New Zealand. It explores the hotel's approach to diversity, including employee training, recruitment and selection practices, and union relations. The essay highlights the hotel's commitment to complying with New Zealand employment laws regarding fair treatment and inclusion of diverse ethnic groups. It analyzes the positive implications of these policies for the hotel's reputation, legal standing, and financial viability. The essay also discusses the advantages of a multicultural workforce, such as improved service standards, enhanced problem-solving capabilities, and increased market reach. Finally, it offers recommendations for further improving diversity and inclusion at the hotel, emphasizing the importance of addressing potential discrimination issues internally and fostering stronger employee relations.

Running head: MULTI-CULTURAL WORKFORCE AT ALLENBY PARK HOTEL 1
Multi-cultural Workforce Management
Name
Institution

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Multi-cultural Workforce Management
Introduction
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 the
representation 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 Workplace
Allenby 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.

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Managing 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.

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Recruitment and Selection
Allenby 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 Union
The 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. The
New 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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As a developing organization in the hospitality industry, the firm is keen on rewarding
and training its workers towards growth and development. The company reviews the
performance of employees indiscriminately and offers training and development opportunities
across the cultures. The fair practice coincides with the provision of the Employment Act which
champion for fairness in the workplace whenever promoting, treating, or handling issues dealing
with employees (Kelsey, 2015). On the other hand, the firm rewards its employees based on their
performance as opposed to their cultural belonging. In this respect, the company remains mostly
unbiased offering the best industry practice for its diverse workforce.
Compensation
The human resource department of the Hotel exercises the fair compensation Act
requirements according to the specific job groups and categories. Compensating workers within
the stipulated figures allows for growth and development and fosters a positive financial growth
for businesses. On the other hand, the firm offers equal pay for individuals regardless of their
gender, ethnic group, or age as long as it relates to the fair remuneration policies in the New
Zealand employment Laws. Both genders receive equal pay for similar tasks performed
including the overtime amounts received for work done. Thus, it is evident that the firm acts
according to the stipulated fair employment policies and the remuneration standards prescribed
in the labor laws.
Implications of the Current Policies and Practices for the Hotel
Reputation
Policies are developed by the umbrella human resource body which tasks all employers
to adherence and respect of the same to the latter. In this perspective, the hotel benefits from the
regard to policies set out in the Employment Acts by the New Zealand authorities. The ability to

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act according to the rules boosts the overall standing of the firm, as an organization desired by
employees which turn into a proper achievement of the strategic goals (Chrobot-Mason &
Aramovich, 2013). Dissatisfied employees tend to derail in carrying out their duties more so in
the hospitality field thus turning away customers due to weaker services.
Legal Tussles
Adherence to the current policies assists the business to avoid lots of scrutiny and court
cases with the labor courts on unfair treatment. Organizations which fail to adhere to the rules
and regulations have employees reporting them to various authorities thus leading to increased
expenses in dealing with court fines (Huang & Rundle-Thiele, 2014). Besides, the situation leads
to a tainted image of a hospitality facility which guarantees a low turnout by clients to the
service. Therefore, allowing a diverse workforce in the hotel assists in creating a positive image
for the firm and attracting a high number of customers due to the superior services offered by the
workers (Kelsey, 2015). On the other hand, the situation has a positive implication to its
profitability as it would have a little employee turnout scenario thus upholding a good
performance for the firm.
Risk of Closure
Allenby Park Hotel works within the provisions of the labor and employment Act which
allows it to receive a good standing with the law. Firms which fail to act according to the rules
face the risk of closure or having their practicing certificate withdrawn. As such, it may hurt its
financial standing as well as lead to the death of its strategic growth plans. Organizations with
non-compliance issues report a high amount of cases to labor organizations which translate to
legal tussles which may lead to suspension or withdrawal of a practicing license in the hospitality

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industry. Therefore, the organization has an active standing since it acts according to the law and
is keen on appreciating the diverse workforce and its offering to the business entity.
Advantages and Benefits of Multicultural Workforce
Operational and Strategic Goals of the Hotel
A multicultural workforce allows for the inclusion of different perspectives in the work
environment which, in turn, leads a broad approach in handling various issues. Having one line
of thought limits the ability of businesses handling matters in the present competitive business
world. People from different backgrounds bring their vast experience and problem-solving
capabilities which accelerate resolution pace of issues (Vassou, Zopiatis, & Theocharous, 2017).
Moreover, employees from different backgrounds provide business with the advantage of a
broader coverage in the global marketplace as they seem to understand various issues affecting
individuals.
The ability to accurately speak and communicate with the different sets of clients allows
for global customers to visit such facilities. Therefore, organizations seeking to go global in their
strategic plans have to cater for such issues within their employment and workforce policies. As
such, it is prudent to have a multicultural workforce as it helps to ease the pace of achieving the
operational and strategic goals of an organization.
Maintaining Service Standard and Quality Assurance
A diverse cultural workforce allows for several benefits attached to the maintenance and
quality control issues within the hospitality industry. First, having a diverse workforce allows for
special treatment of individuals according to their preference. For instance, having an Indian
worker handle the dietary needs of a fellow Indian, boost the confidence and service standard

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according to their culture. On the other hand, it assists in training the rest of the staff on handling
the diverse clients thus presenting a wholesome quality and service delivery standards.
At the same time, employee relation is boosted whenever different cultures exist thus
uplifting the service delivery potentials of clients (Manoharan & Singal, (2017). The exchange of
consumer experience according to their cultures assists in positive growth by organizations.
Employees tolerant to each other’s culture will translate the same to the clients thus ensuring a
high service standard and tolerance levels on the side of cultural differences. The high service
standards rendered translate into a superior growth in the reputation thus attracting more clients
due to the right reviews.
Financial Viability/ Sustaining Long Term Growth
Cultural diversity in the force is an important aspect of the economic growth and long
term sustainability of businesses. Clients determine the success rate of firms and by increasing
more customers due to a superior offering ensures a long term growth. According to Kirk (2016),
treating employees with respect and fairness leads to high service standards, which encourage
repeat visits. Moreover, it supports a strong referral opportunity, thus building the profitability of
the business. Over time, the situation leads to business sustainability fostered through the
positive culture that encourages people from a diverse culture to visit the hotel.
On the other hand, having a diverse workforce creates a positive image for the clients
who coincidentally come from the respective cultures. According to Mok, Sparks, and
Kadampully, (2013), the situation stirs a positive image which encourages repeat visits by
individuals into the particular firms offering the hospitality services. Further, the case supports
knowledge acquisition among workers thus allowing them to work coherently with each other

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such that the knowledge of different cultures leads to superior service thus translating to
profitability.
Recommendations
The world is quickly becoming global thus raising the need to embrace a multicultural
workforce at various sectors of the economy. Allenby Park Hotel needs to increase its diversity
to accommodate the global face thus increasing its market share of clients. There is a need to
build more and stronger relations with individuals within the organization to accelerate the
learning path in different cultural services to clients. As a firm receiving constant flow of
customers, there is a need to motivate its employees to boost their performance which would
translate into superior services to clients. More needs to be done within the reward schemes to
boost employee morale and ability to work efficiently.
Moreover, the firm needs to develop an internal dispute management for the little
discrimination cases which might occur from time to time. Escalation of such cases beyond the
organization boundary might lead to poor image thus deprive the hotel its esteemed clients.
Therefore, the need for more inclusion of diverse workforce and ensuring fair treatment is
inevitable for the firm towards attaining its short and long term goals.
Conclusion
As today’s world grows, the marketplace is increasingly becoming competitive and
global. Thus, the need for multiculturalism in the workplace becomes bigger whose advantages
remain in line with most of the strategic plans in the hotel industry. As an industry receiving
guests from diverse locations in the world, there is a need to present a global face and experience
capable of handling the client issues across the board. Cultural awareness and fair treatment of

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diverse groups boosts development and thus the sustainability of hotels in the growing
competition in the hospitality industry.

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