Discuss about the Workplace Diversity In Auckland City Hotel.
The cultural diversity is referred to the different levels of the individual differences in the organization in relation to the sex, gender, ethnicity, social status, sexual orientation and others (Banks, 2015). The people from different backgrounds interpret the organizational events in a different manner and they look at the organizational problems in their own unique ways. The multi-cultural workforces bring strength for the company in which the diversity enhances the organizational productivity. The company practices as well as philosophy should be well-integrated with the diversity component and it should be supported by the organizational commitment. The organization should embrace cultural diversity with open-minded approach as well as being non-judgmental about the individual differences.
This report would discuss about the organizational approach to workplace diversity and discuss about the relevant HR practices. The selected organization is Auckland City Hotel. The scope of the project would include the employment policies regarding the multi-cultural workplace. The operational as well as strategic goals of the organization along with maintenance of the service standards as well as quality assurance would be discussed. The project would also discuss about the financial viability as well as long-term growth of the hotel. The research methodology would include the secondary sources collected from the international publications, company website, books and others.
Auckland City Hotel has great deal of cultural diversity since it has variety of people with different cultural background working together (Kim et al., 2016). The hotel has witnessed that the cultural diversity has benefitted a lot in several ways. The research findings have indicated that there are almost 15 kinds of nationalities that are working in the hotel. This ensures that the individual personalities are working in coordination so that they can achieve common organizational objectives (Auckland City Hotel, 2017). The hotel has witnessed a wide mixture of employees belonging to different race, gender, culture, working style and others. The company has started to embrace the cultural diversity since it is advantageous to the company in many ways (Auckland City Hotel, 2017). There has been an increase in the organizational productivity due to the fact that the individuals have been able to contribute differently in different circumstances. The multi-lingual staffs have ensured that the company would be able to provide good customer service as the hotel deals with different types of customers (Auckland City Hotel, 2017). The hotel is able to give unique experiences to the customers and make good decision-making initiatives (Auckland City Hotel, 2017). The company is able to fulfill the objectives by working on the same corporate goals and by working as a team.
Auckland City Hotel has maintained good policies regarding the cultural diversity in the hotel. There has been self-awareness regarding the cultural differences in the hotel (Auckland City Hotel, 2017). The hotel does not make any biases as per their socio-cultural background and they give equal opportunities for all the members. They believe in the fact that if the employees are treated equally, then there would be an increase in the organizational productivity.
The multi –cultural workforce brings different abilities, skills and diverse experiences to the organization, which is helpful in fulfilling the organizational goals (Nichols, Horner & Fyfe, 2015). Auckland City Hotel has policies that initiate the equal importance to all the candidates while the recruitment process is going on (Auckland City Hotel, 2017). They do not discriminate between the candidates so that they can form static work environment. The recruitment policies also ensure that there is the selection of diverse workforce and there are different programs or creative strategies used by the company for on boarding a diverse set of employees (Auckland City Hotel, 2017). The company engages in performing “culture assessment” of all the individual departments of the organization with the help of interviews, focus group discussions and employee surveys (Heritage, Pollock & Roberts, 2014). The culture changes in the organization are always driven by the senior management in the hotel and address all the relevant issues.
The hotel aligns its recruitment activities as per the Equal Employment Opportunities provided by the Equal Employment Opportunities Trust (EEO), which was set up in the year 1992 so that the employees enjoy equal rights in the workplace (Diversity Works NZ, 2017). This organization helps in the better understanding of the diversity in the workplace and how it can be well integrated into the organization. The hotel works closely with this entity, which ensures that the organizational culture is supported by fairness, equality and the opportunity to help others to contribute against the diversity (Auckland City Hotel, 2017). It also improves the hotel capacity to see as well as connect with the outside world.
The training and development used by the organization is one a basic one and it only includes the orientation about the basic job duties, organizational values and the job expectations from the candidates (Auckland City Hotel, 2017). However, there is no training for fostering the cultural diversity of the employees. The organization also doesn’t have any training process for improving the communication gaps that are fostered by the multicultural team members. The ITO is the Industry Training Organization in the country which is recognized by the Associate Minister of Education (Tertiary Education) which is responsible for enhancing the national sill standards of the New Zealand labor industry (Nzqa.govt.nz, 2017). It also provides adequate information as well as advice to the employees and the new candidates. They are also responsible for monitoring of the quality training of the organization. The hotel works in close association with this association and makes sure that the employees are well trained.
The modern-day organizations are gearing hard to accommodate the multiplicity of the viewpoints as well as supports cultures that drives decision-making and innovation in the organizations (Motoyama, 2016). These organizations strive to enhance the employee productivity and enhance the employee retention so that the organization is able to serve the customers well. The following are some of the best practices that are concerned with the multi-cultural workforces-
The hotel authority has improper communication mechanisms that exist between the various departments (Auckland City Hotel, 2017). There is presence of lots of cross-cultural employees, but there are inadequate channels of communication between the employees. This prevents the smooth functioning of the organization and there is inadequate team work that is reported in the organization. There are instances when there are language barriers between the employees as the employees from one country is unable to interpret the words of the employees coming from diverse backgrounds (Auckland City Hotel, 2017).
The current organizational framework of Auckland City Hotel focuses more on the jobs and there are insufficient team interactions, in which the cross-cultural teams would be able to talk with each other and share their points of views. This often prevents the organization from realizing the team effectiveness (Auckland City Hotel, 2017). The hotel has bureaucratic management style in which the employees have least saying in the organizational decision-making. This often forces the government to make incorrect decisions as they do not consider the viewpoints of the employees.
The organization does not provide professional training sessions to the front line employees, which are important for enhancing operational excellence. Apart from the basic organizational induction, the employees are not trained on soft skills, customer service etiquettes and other essential parameters, which help them to face customers in a better manner(Auckland City Hotel, 2017). The lack of training degrades the service quality of the organization, which in turn reduces the organization’s capability to achieve organizational mission.
The organizations have a lot of potential benefits when it comes to employment of the cross-cultural labors. They present a diverse pool of talents as well as corresponding ideas that is based on the different kinds of background of the employees (Barak, 2016). The following are the benefits of recruiting cross cultural employees-
Auckland City Hotel should foster the cultural differences in the workplaces so that the employees are able to understand as well as appreciate each other. It should implement sensitivity training which would make the employees to act and communicate properly in the corporate scenario. There should be various kinds of topics that should be covered in the sensitivity training such as appropriate terminology, proper etiquette, and improvement of the communication styles and the elimination of the sexual harassments in the workplaces.
The hotel should be open to hiring of the persons with physical as well as mental disabilities as they have immense potential in contributing well to the organizational growth. The advent of the new technologies is helpful in the recruitment of disabled persons in the organization. It has been seen that the disabled workers have unique set of talents as well as abilities, which should be well appreciated by the organization.
The third recommendation for Auckland City Hotel would be foster more training and team meetings, in which the employees of the organizations would have a chance to interact with each other. This would enable the diverse workforce to interact with each other and know about their differences well. This would also ensure that there would be an improvement of the interpersonal relationship between the employees, which would enhance team productivity.
Conclusion
The management of the multicultural workforce is a tough affair and it requires perseverance as well as effort to ensure smooth functioning of such teams. Auckland City Hotel had several issues in managing their cross-cultural teams. There are many benefits of the multicultural workforce and these are responsible for enhancing the organizational productivity. The combined team effort of the cross-border team ensures that the organization is able to fulfill its mission. However, there are some issues concerned with the multi-culture team as well. I feel that the challenges concerned with the multicultural workforce can be solved with the help of focus on training and development, which should address the cultural diversity at the workplace. Adequate care should be taken so that the employees can contribute to improving the customer service quality of the hotel. The company should also try to address the issue of the language barriers by recruiting an interpreter or with the help of improving the English-speaking capabilities of the employees. This would ensure that the company has sufficient opportunities for increasing the revenue generation.
References
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