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MULTICULTURAL DIVERSITY IN
WORKPLACE

(Final Task performance)

Research Work and Journal Writing

Submitted by:

Sardual, Leona Joy E.

Submitted to:

Ms. Prietzel Tagupa

ONE LITERATURE OR STUDY FOR EACH OF THE FOLLOWING TOPICS

• INTRODUCTION TO MULTICULTURAL DIVERSITY

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.

• DIVERSITY IN ORGANIZATIONS

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.

• ORGANIZATIONAL CULTURE

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.

• DEVELOPING INTER-ORGANIZATIONAL CULTURE

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.

• SUSTAINING INTER-ORGANIZATIONAL CULTURE

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.

• PERSONALITY DIVERSITY

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.

• CROSS-CULTURAL AND DIVERSITY COACHING

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.

• EMPLOYEE ENGAGEMENT

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.

References;

Tinker, Kaitlin N. (2012). The role of personality and diverse workplace preferences. Retrieved
from https://www.urop.uci.edu/journal/journal16/04-Tinker.pdf on January 14, 2021

Larentis, Fabiano et.al. (2019). Development of Inter-organizational Culture: The elements.

Retrieved fromhttps://www.palgrave.com/gp/book/9783030003913?fbclid=IwAR3-
vNIf5VcqUJiPFoZFhXLhXvejgtobTjEYITmfT_iAvy6_sww1CfRF134 on January 15, 2021

Deal T. E. and Kennedy, A. A. (1982, 2000) Corporate Cultures: The Rites and Rituals of Corporate Life,
Harmondsworth, Penguin Books, 1982; reissue Perseus Books, 2000

Sawyer, K. (n.d.). Importance of Cultural Diversity in the Workplace. Retrieved January 18, 2021,
from https://www.deputy.com/blog/the-importance-of-cultural-diversity-in-the-workplace

Kopp, C. M. (2020, August 28). What You Need to Know About Cross Culture. Retrieved January 19,
2021, from
https://www.investopedia.com/terms/c/cross-
culture.asp#:~:text=Cross%20culture%20is%20a%20concept,become%20critically%20important%20to
% 20business

Macleod, D. (2019, September 04). What is Employee Engagement. Retrieved January 19, 2021, from
https://engageforsuccess.org/what-is-employee-engagement

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.

HAYES, J.; ALLINSON, C. Cognitive Style and the Theory and Practice of Individual and Collective
Learning in Organizations. Human Relations, New York, v. 51, n. 7, p. 847-871, 1998.

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.