Diversity In Tourism

MANAGEMENT OF DIVERSITY IN TOURISM/HOSPITALITY
By

Jurio Doi - ID# 1545184
Carlos M. Martinez Garcia - ID# 1548248







Fairleigh Dickinson University
MADS6600 Theory & Practice Administration
Professor Aries Sutantoputra






TABLE OF CONTENTS



INTRODUCTION………………………………………………………………………….…3
MANAGEMENT OF DIVERSITY IN TOURISM/HOSPITALITYBACKGROUND………………..……………………………………………….…....4
CURRENT THINKING / ISSUES………………...….....………………..…………..4
ANALYSIS……………………………………………….……....……………….......9
CONCLUSION……….……………….......................................................................12
REFERENCES……………………………………………………………………….13














INTRODUCTION
This proposal is intended to analyze the impact of qualifications and skills in terms ofefficiency and effectiveness that of a manager in the hospitality/tourism industry based on the Four Layers of Diversity:
1. Personality
2. Internal dimensions
3. External dimensions
4. Organizational dimensions
The purpose of this essay is to identify what kind of manager a hospitality/tourism company needs and why.













BACKGROUND
There are many publications relatedto diversity within the workforce and the needs of managers to take advantage of this diversity for the benefit of organizations, in this case focused on the area of tourism and hospitality. The diversity within the tourism and hospitality industry, rather than a problem, must be seen as an advantage. When diversity is addressed and well-focused, it can bea strength to a company’s success.According To Mc Innes (1999) there are several reasons that motivate companies to focus on diversity. These include:
Social Responsibility
Economic Payback
Resource Imperative
Legal Requirement
Marketing Strategy
Business Communications Strategy
Capacity-building Strategy

CURRENT THINKING / ISSUES
In many definitions, diversity refers to human characteristics that make individualsdifferent from each other. According to Robbins, S. & Langton, N. (2007) “Workforce diversity is the mix of people in organizations in terms of gender, race, ethnicity, disability, sexual orientation and age, and demographic characteristics such as education and socio-economic status” ¶2 page 16. The management and exploitation of labor diversity in business is one of its greatest strengths, especiallyin the area of tourism and hospitality. The diversity provides new insights, experiences and perspectives on the various topics covered in the organizations contributing to the development in this globalized world. The concept of workplace diversity includes the principles of equal employment opportunity in business and government to deal with people of different nationalities and ethnic groups,cultural and religious.


Sources of diversity or the characteristics of each person may be many, D'Annunzio-Green, N. (2004) say “The greater the number of primary differences between people, the more difficult is to establish trust and mutual respect” ¶1 pag.214. Therefore, tourism and hospitality managers must be sensitive to employee’s differences. To understand what kind of changes mustoccur within an organization to maximize their workforce and meet the needs of your employees must apply the golden rule; treat others, as you want to be treated. “By capitalizing on the potential benefits of diversity, organizations will have added value and competitive advantages over organizations which do not respond to this challenge” (Kandola & Fullerton 1994; Karpin
1995).

Diversitycan be group into four categories: The first one is the personality, which is often described as the way you are, think, and act. The second includes the internal dimensions: individual characteristics that people have no control, these comprise certain biological characteristics such as race, gender, the age, certain psychological attributes, family, and the society in...