MULTICULTURAL

DIVERSITY IN
WORKPLACE
(Final Task performance)
Research Work and Journal
Writing
ONE LITERATURE OR STUDY FOR EACH OF THE FOLLOWING TOPICS

I. INTRODUCTION TO MULTICULTURAL DIVERSITY (Juntura)

Literature or study

Culture is a broad word that includes beliefs, principles, standards, attitudes, which can be

understood as our "way of being." You can come into contact with people from various backgrounds

and walks of life when you go out into the world. To respect cultural diversity with your acts is a

successful rule of thumb. Multicultural Diversity is the view that cultures, races and ethnicities,

especially those of minority groups, deserve special consideration of their differences within the

dominant political culture.

Having a Multicultural Diversity in a workplace is like getting a multilingual team, having a wide variety

of ages working together, having policies that are vocally anti-discrimination, etc. Economic globalization

is one of the guiding forces behind cultural diversity in the workplace. The modern workforce is made up

of people of different races, genders, race, faith and nationality. Employers also recognized that

diversity in the workforce offers both material and intangible advantages. In order for employers to take

advantage of the benefits of cultural diversity at the workplace, they must communicate their

commitment to addressing the challenges of a diverse workforce. Employers must be seen to celebrate

the diversity of their employees in order to avoid problems in the workplace, such as embarrassment

and hostility. When you think of diversity, it can mean a lot of things. Here are just some of the many

kinds of organizational diversity. Race, education, ethnicity, generations, gender, religion, sexual

orientation, workers with disabilities, and etc. these are the common organizational diversity that you

can found in a diverse organization, like Nike, reddit, Mckinsey and many more. Having a diverse

multicultural system in an organization makes the organization more capable of imrproving through

time.
Author, Date of published & Title of article: Deal T. E. and Kennedy, A. A. (1982, 2000) Corporate

Cultures: The Rites and Rituals of Corporate Life, Harmondsworth.

Key realization and relevance of it to future career in tourism and hospitality workforce

It is one of the greatest factors that the tourism and hospitality industry must adapt. Because

having a diverse organization in our industry makes us improve continually for giving quality service and

also good interaction and communication in our customers. Knowing that multicultural diversity in a

workplace is promoting and understanding different beliefs and culture, that leads for the employee

understand the situations in the tourism and hospitality industry. And also, there will be a big possibility

of continual changes or innovation for the organization, and also the never-ending growth of each

individual in the industry, knowing that we are exposed in different people which means we are

continuously improving. And also, leadership in a workplace diversity can have a prominent impact on

your leadership. Your leadership is the face and voice of your organization, from building company

culture to recruiting diverse candidates during recruitment. And lastly, the value of cultural diversity in

the workplace cannot be underestimated. Getting multiple workers increases the bottom line and helps

to remain on the right side of the law as well. Companies with a consistent strategy on diversity and

inclusion benefit from happy and more active workers and a great reputation.
 II. DIVERSITY IN ORGANIZATIONS (Chavez)

Literature or study

This book is entitled Diversity at work "The practice of Inclusion Bernardo M. Ferdman and

Barbara R. Deane. The book give emphasis and shows that not only in industrial - organizational

psychology, in human resources, in management, and in related fields, but also in the world at large,

they give emphasis, and widely discussed that diversity matters for organizations and society and how

they highly accepted it.

In the present and even tomorrow's societies and in workplaces, it is important to eliminate, or reduce,

prevent having discrimination or biases to avoid conflicts, to increase fairness. This can lead the

organizations to have a better innovation, and better outcomes for more people and for society as a

whole. The cutting edge of diversity practice for different organizations addresses the challenge of

inclusion in which the organizations and their members or employees are able to fully connect with,

engage, and utilize people across all types of differences.

Diversity does not only have a disadvantage, but also have a advantages only when its practice and

changes in individual behaviors and attitudes, group norms and approaches, and organizational policies,

and procedures that may result in their people feeling valued, appreciated, respected, listened to, and

engaged both as individuals and as members of multiple social identity groups.

In their research, they show that diversity, represents multiple identity groups and their cultures in

particular organization or workgroup. Inclusion has emerged as important asset as a approach to benefit

from diversity. The term diversity and inclusion are often treated almost like a two side of the same

coin. That inspite of distinctions and relations between the are not always sufficiently specified. It also
refers to a growing area of professional practice in organizations commonly referred to as diversity and

inclusion.

Author, Date of published & Title of article: Ferdman, B. M., I.,. (2012). Diversity in organization and

cross-cultural work psychology: What if they were more connected?. Industrial and Organizational

Psychology: Perspectives on Science and Practice, 5(3), 323-345.

Key realization and relevance of it to future career in tourism and hospitality workforce

Practicing and discussing that understanding the diversity is important for and organization

especially in hospitality industry. It is not a quota, or a social responsibility of a certain individual, we did

not notice that we instinctively know that it is a pathway where everyone in the workplace need to walk

along, since this will bring prospects, company culture, employee retention, fight biases and productivity

to our work. As William Sloane Coffin Jr said, “Diiversity may be the hardest thing for a society to live

with, and perhaps the most dangerous thing for society to be without it. As a future employee of a

hospitality industry, we need to keep in our mind that we do not only want our selves to improve and do

a hardwork to accomplished a certain task that is given but we want our organizations to reach their

goals, mission and vision by giving effort and make a fulfilling experience for its workers. Because we

cannot achieve achieved something if we will not work together because group of people work together

to achieve their goals in an organization, and can perform much better when diverse. Discussing and

bringing diversity in the workplace is one of the topmost priorities for business leaders and managers

should do today.
 III. ORGANIZATIONAL CULTURE (Juntura)

Literature or study

Organizational culture involves the aspirations, experiences, ideology, and values of an

organization that direct the behavior of members and are reflected in the self-image of members, inner

workings, interactions with the outside world, and future expectations. Culture is based on common

attitudes, values, traditions, and written and unwritten rules that have been developed over time and

are considered valid. Although the above cultural concepts express how the term plays out in the

workplace, other definitions emphasize the interpersonal components of workers and how

organizational culture specifically affects employee activities within an organization.

Author, Date of published & Title of article: Sawyer, K. (January 18 2021). Importance of

Cultural Diversity in the Workplace

Key realization and relevance of it to future career in tourism and hospitality workforce

As a student of hospitality management, it makes me realize the importance or we can say the

relevance of the organizational culture for a tourism and hospitality workforce. This will allow each

employee to be more motivated and responsible in their duty. Or we can say providing an

Organizational culture in an industry or workforce can result for a continuous improvement. For

instances a hotel that promotes the total quality culture will help the workforce to be obsessed for the

quality of services that they provide and also continuous improvement of the organization.

Having a good culture in an organization makes the customer taste of what your business is all

about every time they interact with your staff. And also, having a culture in an organization makes the

flow of the system way easier, because employees will love their job, knowing that the organization is

giving them the culture that they think is reliable for them. So, for the future of tourism and

hospitality
industry I see different organizations that promotes different culture but similar in single term that is the

continual improvement and continual quality service for all customer.

Literature or study

The conceptual framework proposes that the development of an inter-organizational culture,

based on initial elements (shared meanings and symbols, openness to new ideas, frequency and quality

of interactions, role of boundary spanners, past experiences and paths, role of leadership and

asymmetry power), is influenced by inter-organizational relationships, through intermediate elements

(trust related to information, to actions and to people, commitment to actions, to results and to people,

learning processes and results), which will be able to contribute later with the resultant elements

(cooperative practices, new, redefined and strengthened meanings and symbols, reduction of boundary

spanner role conflict and approximation of companies’ organizational areas). These elements, and

relations between them, are influenced by the weakening elements (level of boundary spanner turnover

and non-shared meaning and symbols). Furthermore, this development is related to the context, beyond

the involved organization (cultural aspects, like other organizational cultures and elements of national

cultures, as well as environmental dynamics).

Author, Date of published & Title of article: F. Larentis et. al (2019). Development of Inter-

organizational Culture: The elements

Key realization and relevance of it to future career in tourism and hospitality workforce

I realized that the study of F. Larentis et. al is the same context on the handout/topic that we

learn from this subject, multicultural diversity in workplace, wherein the three elements which are

intial, intermediate and resultant elements are being discussed. But for further realization the Initial

elements is about the foundation of an inter-organizational culture in a workplace because this

elements is about the shared culture, ideas and relationship of people from one another, without having
this in a framework, the next elements will be unstable have no concrete result. Initial means first

actions, so employees, top managers and all the leaders and members of departments should

knowledgeable enough in performing this first elements early in their first meeting, it can be on training,

seminars and introduction, for them to know what will be the next step and forecast the conclusion of

success. In the future career I tourism and hospitality workplace, the development of inter-

organizational culture will happen and strengthen if leaders and managers are able to performed and

educate one another about the company’s one goal and one culture, because it will be their basis on

performing the whole operations and how to conduct and follow the culture system in their workplace.

Second is intermediate element, it is about being committed, have integrity and being trust worthy on

conducting and applying the knowledge on the Initial element. For instance, there’s an employee of a

burger store, he/she is the one who is trained and knowledgeable enough on preparing the product, and

they have a culture or rules that they should maintain the temperature of the burger patty in 160 ℉, but

unfortunately, he doesn’t care for that rules instead he has an own rule that when the burger patty is

look cooked, it can be serve, the temperature is not important for him. On this scenario, he/she should

follow it or else he will classify as uncommitted worker that has a different and violated the rules.

He/she is not trust worthy enough since he doesn’t apply the knowledge/learnings he absorbs in

procedure on initial elements. Though, it is just a small error but if he/she continuous to execute that

wrong application, the conflict will arise sooner or later. Lastly the resultant element, it is about the

classifying the overall culture system if from the start at the end the culture is still strong and executed

properly and effectively. It is where people in the industry identify if every employee or part of team is

working properly based on the initial and intermediate element. It can be shown on the feedback of the

customers, if their first expression and expectations was reached or extend. Also, it can identify if their

growth rate, their sale and probability of success increases. And the success for resultant elements will

identify if the establishment don’t experience downfall but only victory.

Literature or study

According to Mohr and Sengupta (2002), Learning in inter-organizational relationships rests on a

paradox for researches, academics and managers of organizations. There studies shows that inter-

organizational learning as an extension of organizational learning, developing a knowledge base that ca

n present real opportunities and can provide new insights for the implementation of strategies and the

conquest of new markets. It also seeks complementary skills to achieve strategic objectives and

maximize the effectiveness and efficiency in the use of their resources in order to access and expand

their participation in the market. According to Amato, Neto (2000), it can also help increase their

competitive position. For Hayes and Allinso, in order to understand the individual learning styles, the

cognitive style influence how the members of an organization gather and interpret the received

information, and how they will be able to incorporated it to their own mental mindsets, which guide

their behavior.

In Identifying learning styles, this will allow a better understanding on the preferences of people

in relation to learning and will be a basis to design training and development programs with the purpose

of developing a set of abilities and qualifications that may assist and will develop and empower the

organizational learning.

Author, Date of published & Title of article: Mohr, j. Sengupta, S. Managing the paradox of Inter-firm:

the Role of Governance Mechanisms. The Journal of Business & Industrial Marketing, [S.l.], v. 17, n. 4,

p. 282-301, 2002.
Key realization and relevance of it to future career in tourism and hospitality workforce

Just as inside the workplace, we might encounter various learning styles. Because people differ in

how they prefer to receive information and what and how strategies they coming with to improve their

skills. There are employees that may read better than others, while others may process spoken

information better. If we will become a future employee especially in the hospitality industry we should

have a goal to train all employees to help them more effectively. We can detect different learning styles

usually from our directly observing our employees. Yes, it takes time to understand what each employee

needs to become a high performer to his/her tasks. We should remember that some takes time to learn

but once they learned, they can be better and outperform others. That is why we should take focus to

the different learning styles to our employees.

Literature or study

This study examines whether personality factors influence individuals’ preferences for racially

diverse, versus non-diverse, workplaces. We hypothesized that individuals who are high in openness to

experience, extroversion and agreeableness would be more attracted to a racially diverse workplace,

whereas individuals high in neuroticism and conscientiousness would be less attracted to a diverse

workplace. Undergraduate participants completed an online survey after viewing a company fact sheet

with either high or low minority representation among its employees and a traditional or open company

culture. After viewing the fact sheet, participants indicated the extent to which they found it an

appealing place to work and completed the Big Five Personality Scale. On average, participants

significantly preferred the racially diverse workplace to the one that had few minorities. In addition,

participants who were high in openness to experience especially preferred the racially diverse

organization. These findings are important because they aid in a better understanding of individual

differences in workplace preferences, especially as organizations are trying to become more diverse.

Author, Date of published & Title of article: Tinker, Kaitlin N., (2012). The Role of Personality and

Diverse Workplace Preferences

Key realization and relevance of it to future career in tourism and hospitality workforce

Based on the journal wrote by the author named Kaitlin Tinker, I realized that their study shows

that the person who had the big 5 personality traits which are high in openness to experience,

extroversion, agreeableness, high in neuroticism and conscientiousness are the one who is perfectly fit

to the workplace that has a multicultural diversity. A person who has an openness to experiences are

the ones that is able to accept any challenges, seek for adventures and willing to do out of the box
experiences for them to feel the uniqueness in everything and to learn something from the different life.

Let us make a relevance in the future career in tourism and hospitality workplace, if an employee is

hired as front office clerk in a Hotel, but suddenly conflict arise. The Hotel needs someone that can

handle back office tasks, a person who has openness to experiences will accept that changes. He/she

will able to adapt new environment, new task and new people. This personality is somewhat related on

being flexible to work, since he/she is able to do different task, it is for them to learn new things and to

have a more experiences to share and keep on. Second, a person that has extroversion personality are

also fit in diverse workplace since this person are able to show his/her true self, share their thoughts,

their likes and dislikes without thinking for the judgments of other people. This person has a big impact

and contribution in brainstorming in a workplace scenario. Also agreeableness personality is included

to 5 big personality traits in diverse workplace because without a person who is able to understand and

accept the differences of other people, and without a person who is agree in a right decision, people in

the workplace will don’t have smooth operation and will have no concrete way to face on. If people are

always disagreed in suggestions and recommendations of others, and will stick to his/her decision only,

the workplace will have a big conflict. Being disagree to an opinion is fine, but if they’re always dislike

things, and will not seek for the brighter side, the chances of having a right decision in problem solving

or development will prevent in happening. Lastly is having a high neuroticism and conscientiousness,

these are somewhat the same in having a sensitive personality, wherein they are able to have empathy

and concern on persons feelings, culture, personality and life. But high in neuroticism is about a person

who has high understanding in deeper level of emotions and feelings like anxiety, depression, stress,

worry, fear, frustration, envy and even jealousy, because on some point they are related and involved to

the person who experience these emotions or they have it also. On the other hand, a person who has a

high conscientiousness is a person has a guilt on doing wrong actions and decisions, but only seeks on

doing the right things in his/her general life, including in the workplace.
VII. CROSS-CULTURAL AND DIVERSITY COACHING (Lobarbio)

Literature or study

Cross culture is a philosophy that accepts the differences between business people from various

countries and backgrounds. With globalization, cross-cultural education has become important to

industry. In order to be effective, business people working abroad need to understand subtle differences

in style and substance. Cross-cultural education is perceived to be imperative for workers acting in

managerial capacity abroad. Failure to communicate or understand their behavior effectively with

subordinates can lead to cascading issues within the organization. Cross culture covers body language,

physical contact, and personal space perceptions. Interactions between members of the opposite sex,

even in the business sphere, may be complicated in cultures that adhere to strict religious standards.

Upon applying in an organization that promotes cross cultural interaction, employees must go

under the Cross-Cultural training where this training helps raise awareness, break down barriers and

improve collaboration. Where people will learn the positive intention that through understanding more

about one another, we are able to get the best out of each other, regardless of culture. This will allow

the employees to be aware on what cross cultural and diversity coaching where they will develop a good

understanding between differences.

Author, Date of published & Title of article: Kopp, C. M. (2020, August 28). What You Need to

Know About Cross Culture

Key realization and relevance of it to future career in tourism and hospitality workforce

Having a cross cultural interaction within an organization makes the company more diverse, which

means employees are more different in terms of culture, belief and also religion or we can also say in

their communication. That is why a cross cultural and diverse coaching is a must, it will allow them to b
guided appropriately for the culture or the benefits of each differences in the company and also for their

selves. Knowing that in our industry there are still organizations or establishments that is not promoting

the Multicultural diversity, but in the future purposes of the tourism and hospitality workforce they

should established it. for the reason that we are more interacting in different kinds of people, and also

having a diverse organization means we are working with different people in terms of beliefs, and

culture that they have. Having a cross cultural and diverse coaching will make the workforce in tourism

and hospitality industry more reliable and understanding in terms of differences and for being diverse.

This will serve as a preparation for the industry, that differences in an establishment can be used as a

asset for the company, that just need to have a better understanding on how diverse culture can help

the organization and how coaching will apply to it.

Literature or study

Employee engagement is an approach to the workplace that provides all members of an

organization with the right conditions to give their best every day, committed to the goals and ideals of

their organization, inspired to contribute to organizational progress, with an enhanced sense of their

own well-being. The engagement of employees is focused on faith, honesty, two-way dedication and

cooperation between an organization and its members. It is a strategy that increases the probability of

company performance, leading to organizational and individual success, efficiency and well-being. It

could be assessed. It fluctuates from bad to fantastic. It can be nurtured and heightened dramatically; it

can be lost and thrown away.

Actively disengaged employees are described as employees who are not just unhappy at work;

they are busy acting out their unhappiness. These workers weaken what their committed co-workers do

every day. Employee disengagement is linked to employee engagement, these phenomena are often

studied as being linked to each other, and disengagement is often discussed in the context of its

negative impact on the company.

Employees who are not involved are not enthusiastic. They don't invest extra time on helping

team work. They follow a "wait-and-see attitude" and act in a similar way that needs a push to join.

Workers with a low level of involvement are disinterested and not curious about their business and their

own place in it. With their managers and co-workers, they often have poor connections. Disengaged

workers may have a negative impact on the morale and revenues of the organization. They often have

trouble, they complain, and they have accidents. They can harm the organization in the way they talk to

customers, their negative behavior affects the satisfaction of the client and can lead to the loss of the

client. Disengaged workers are generally dissatisfied at work and express this feeling actively. The
detrimental effect of such employees continually influences other people in the team and damages the

successes of dedicated workmates.

Author, Date of published & Title of article: Macleod, D. (2019, September 04). What is Employee
Engagement

Key realization and relevance of it to future career in tourism and hospitality workforce

Handling a diverse organization is quite challenging but upon understanding it can give a benefit

not just for the organization but for employees. So as an employee or a future leader in a tourism and

hospitality industry I realize that implementing good leadership and motivation for employees are

needed, because this will benefit the whole organization and it will boost the engagement status of the

employees on their duty. For the reason that tourism and hospitality employees are far more under

pressure because of the demand of each customer that can lead for unmotivated and disengaged

employees. So as a leader or an employee we need to show the good communication and also

motivation for the employees this will help for the future career of both tourism and hospitality

workforce. Each organization should know the reasons why employees are experiencing disengagement

in their organization and plan for the solution and make an organization the engaged on their duties.
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