Fukunaga, Misaki

Research one (1) related literature or study for each of the following topics of this
course.

 Introduction to Multicultural Diversity

The term "diversity" refers to the presence of a variety of elements. When it comes
to humans, variety refers to the distinctions that exist between people of various races,
nationalities, and cultures. The term "multiculturalism" also refers to the diversity of
humanity's cultures. If we recognize other people's experiences, history, distinctiveness,
and problems, these distinctions have the ability to link us via our universal humanness.
Conflict, persecution, division, and strife have all resulted as a result of differences. The
goal of variety and multiculturalism is to highlight and enlarge on our universal
humanness, while also acknowledging and accepting differences.
Diversity at its core is about differences. In education they refer to the differences that
can be found in human beings. It defines diversity as “the variation of social and cultural
identities among people existing together in a defined employment or market setting”.
The differences are best described by the term social identities. These social identities
include race/ethnicity, gender, social class, sexual orientation, religious beliefs,
language, and national origin. Social identities can be incredibly unifying or divisive.
These differences are unavoidable in most cases because they constitute our makeup
as human beings.
The presence of numerous cultural groups within a specific region, such as a country or
state, is referred to as multiculturalism. Finally, diversity multiculturalism has the ability
to create a sense of interconnectedness between people by confronting the challenging
issues of justice, inclusion, social identity, and personal philosophy. Accepting and
comprehending diversity multiculturalism is the key to harnessing its transformative
power. It can also boost problem-solving, creativity and innovation, organizational
flexibility, personnel quality through better recruiting and retention, and marketing tactics
if well-managed diversity activities are implemented. Multiculturalism, on the other hand,
has had a significant impact on society and education.

As a hospitality student, we will be able to use the concept of multicultural diversity

because it will provide a wide range of benefits for us in the future. Diversity and
multiculturalism foster better working relationships and more opportunities, as well as
emotional skills like understanding, empathy, and compassion. It’s also critical to provide
us with reliable information to base our decisions on. It has also allowed us to work on
enterprises to establish teams that bring a variety of viewpoints and talents to the table,
resulting in increased creativity and revenue, problem-solving and innovation, increased
organizational flexibility, improved personnel quality through better recruiting and
retention, and improved marketing tactics, which are all things that can be done.
Multiculturalism, too, has had a significant impact on society and education.
  Diversity in Organizations

Individual differences, regardless of race, gender, age, class, ethnicity, physical

ability, or race, are recognized, understood, and accepted as part of diversity. Sexual
orientation, religious beliefs, and so on. Gobbler adds to this viewpoint by stating that
while each person is unique, they all share a variety of environmental and biological
features. Diversity can be divided into two categories. Age, gender, sexual orientation,
and other key dimensions shows the primary differences between different people. This
major distinction has the most impact on first impressions, is clearly noticeable, and
serves as a filter through which individuals interpret the world. Secondary dimensions,
such as religion, education, geographic region, money, and so on, are characteristics
that are not apparent in the initial contact and can even alter over time. These
characteristics are only discovered after a series of interactions between individuals.
Globalization has resulted in more interaction between people of many cultures and
backgrounds in recent years than ever before.
With competition coming from nearly every corner of the continent, people are
becoming more open- minded in the marketplace. Diversity can be an issue for an
organization, but it can also be a solution. It has drawbacks as well as benefits, and it
can be harmful as well as productive. The task therefore becomes extracting the
essence of diversity and tactically managing it for the benefit of people and
organizations.
For us, in order to become more innovative and open to change, most firms incorporate
diversity within their workplace or organization. Due to the realization of how the
workplace is evolving, increasing and improving workplace diversity has been an
essential problem for management in recent years. Because managing diversity in the
workplace remains a challenge, managers are increasingly learning the managerial
skills required in a multicultural workplace and preparing to teach others in their
businesses to recognize cultural differences and treat all employees with dignity.
Diversity is a major barrier for some corporate leaders and managers, despite the fact
that it knows no organizational boundaries and has no bounds. Diversity skills will help
us to be competitive and enhance productivity levels in small firms in the future as a
manager or employee as a hospitality student. As a future manager or employee, I can
contribute to a firm that supports and promotes diversity in order to reduce turnover,
increase job happiness, and increase creativity, as well as attract and keep the best
talent. Diversity skills are the ability needed to adapt to a wide range of lifestyles and
demands, as well as appreciate the viewpoints and knowledge that various people
contribute to the workplace.
  Organizational Culture

The term "organizational culture" refers to a collection of values, expectations, and

practices that influence and shape the activities of all team members. You might think of
it as a set of traits that define your company. Strong corporate cultures have positive
traits that help companies operate better, whereas dysfunctional companies have
characteristics that can hinder even the most successful businesses. The self-image,
inner workings, interactions with the outside world, and future expectations of members
are all examples of organizational culture, which incorporates an organization's
expectations, experiences, philosophy, and values that control member behavior.
Common attitudes, beliefs, rituals, and written and unwritten rules that have evolved
over time and are considered as valid are the foundations of culture (The Business
Dictionary).
Though both might help define it, culture should not be mistaken with company goals or
a mission statement. Rather than through press releases or policy declarations, culture
is built by consistent and actual actions. You may see corporate culture in action when
you see how a CEO responds to a crisis, how a team changes to changing client needs,
or how a manager corrects an employee who makes a mistake. From punctuality and
tone to contract terms and employee benefits, your company's culture has an impact on
every aspect of it. Workers are more likely to feel at ease, supported, and valued if your
workplace culture aligns with their requirements. Companies that emphasize culture are
more likely to thrive in the face of adversity and changes in the business environment.
Culture is a significant factor when it comes to attracting talent and outperforming the
competition. Before applying for a job, 77 percent of employees research the business's
culture, and over half would leave their current job for a better-paying position at a
company with a superior culture. A company's culture is also one of the most important
determinants of employee satisfaction and one of the main reasons why nearly two-
thirds (65%) of employees stay with their present workplace.
As we all know, organizational culture helps improve workflows and guides the
decision-making process. It also helps teams overcome barriers of ambiguity. Having a
clear culture that unites employees and promotes organized work structures helps
people work together with purpose. As a student, we can use this to know how
important it is to have a strong work culture is because it can help us in the future when
looking for a permanent position and the opportunity to grow. Also, the best way to
improve a company's culture is to learn how to communicate effectively. People get
dissatisfied with their work as a result of miscommunication and begin to hunt for new
options. Help your team have a better time by being a good communicator yourself, and
as we know, people feel more secure when you are consistent in your efforts. We must
maintain processes and procedures as much as possible once a company's
organizational structure is in place. We can also avoid offering preferential attention to
anyone and treat everyone equally.
  Developing Inter-Organizational Culture

In order to be developed, inter-organizational relationships, as well as organizational

cultures, rely on communication, learning, trust, commitment, and shared meanings and
symbols. It discusses the emergence and development of an inter-organizational culture
in which the meanings, beliefs, and values of people from different companies interact.
It proposes that inter-organizational culture can be seen as a culture of intersection
because of the association of cultural perspectives between suppliers and
intermediaries. The more the parties are motivated to maintain the relationship, the
more willing they are to invest in that relationship, which minimizes the risk of
dissolution, promotes interaction, and contributes to cultural changes. Organizations
are symbolic entities because they work by followingmodels implicit in their members’
minds, which will impact on the satisfaction of the individuals involved and,
consequently, on the company’s performance. In this sense, people from a determined
culture, although they may disagree about the cultural boundaries, the reconciling
contradictory beliefs and multiple identities, still sustain that they belong to a culture:
they share a common orientation and a wide purpose, facing similar concerns and
having comparable experiences.
Organizational cultures and inter-organizational ties are both complicated. However,
in some management circles, both are regarded as a panacea for all ailments. Their
progress, however, is dependent on the process of communication, learning, forming
trust, commitment, sharing of meanings, and the production of symbols. They are based
on human interactions and, as a result, interpersonal relationships. Relationships are
formed rather than selected. Relationships, in addition to goals and interests, require
certain circumstances for growth, which are primarily related to trust, commitment,
learning, and cultural challenges.
For us, as a student, we can use this study in the future by communicate properly,
create a good relationship and understanding about our coworker or to the people that
we’ve encountered. Organizational culture supports our decision-making and assists us
in improving my future workflows as a hospitality student. It also helps my teams get
through the stumbling blocks of ambiguity. It is easier for people to collaborate on my
purpose if there is a defined culture that unites staff and supports structured work
procedures.
models implicit in their members’ minds, which will impact on the satisfaction of the
individuals involved and, consequently, on the company’s performance. In this sense,
people from a determined culture, although they may disagree about the cultural
boundaries, the reconciling contradictory beliefs and multiple identities, still sustain that
they belong to a culture: they share a common orientation and a wide purpose, facing
similar concerns and having comparable experiences.
Organizational cultures and inter-organizational ties are both complicated. However, in
some management circles, both are regarded as a panacea for all ailments. Their
progress, however, is dependent on the process of communication, learning, forming
trust, commitment, sharing of meanings, and the production of symbols. They are based
on human interactions and, as a result, interpersonal relationships. Relationships are
formed rather than selected. Relationships, in addition to goals and interests, require
certain circumstances for growth, which are primarily related to trust, commitment,
learning, and cultural challenges.
For us, as a student, we can use this study in the future by communicate properly,
create a good relationship and understanding about our coworker or to the people that
we’ve encountered. Organizational culture supports our decision-making and assists us
in improving my future workflows as a hospitality student. It also helps my teams get
through the stumbling blocks of ambiguity. It is easier for people to collaborate on my
purpose if there is a defined culture that unites staff and supports structured work
procedures.
 Sustaining Inter-Organizational Culture
As a firm expands, its cultural values evolve and strengthen. A company's
culture's early values have an impact on its future values. An organism that defends
itself against external stimuli is referred to as an organizational culture. The types of
employees who are employed and those who are not are influenced by the culture of
the company. In addition, once new employees are hired, the company integrates them
and teaches them how things work in the company. These are the processes of
attraction, selection, attrition, and onboarding. We'll also consider the role of leaders
and reward systems in establishing and maintaining a company's culture.
Organizations are symbolic entities. Cooperation between organizations is facilitated by
ambiguity and complexity which means that both inter-organizational relations and
organizational cultures are diverse. Inter-organizational culture can coexist with other
cultures in this way because it is a by-product of their interactions, which can broaden
the reach of those engaged. To date, there has been little research into theorizing inter-
organizational relationships. Gray and Wood have shown that ships are rich and
diversified. The most often used agreed-upon reason for the creation of inter-
organization culture. Organizational relationships focus on the importance of shared
goals and mutual benefits drawing upon resource dependency theory (Pfeffer and
Salancik 1978). Such thinking suggests that inter-organizational relationships form and
sustain based upon participants’ expectations. (Phillips et al. 2005). These theoretical
analyses highlight the importance of balance and commonality in building and
sustaining inter-organizational relationships. However, it is less clear what they have to
say about the presence of conflicting logics or asymmetrical power relationships (di
Domenico et al. 2009).
 As a hospitality management student, sustaining inter-organizational culture has been
shown to improve levels of employee engagement, productivity and performance. It is
important for us to know more information in this industry especially making sure that
every employee is represented and counted is an important component of developing a
great work culture. Your company's culture should unite its personnel and drive them
toward a common objective.

 Personality Diversity

Wider personality diversity means there is a bigger balance in strengths and

weaknesses which is an important thing to consider in a company. Every individual has
their own differences in terms of personality which helps a company to be able to move
forward. According to McKinsey, businesses that encourage gender and ethnic diversity
are more likely to outperform their competitors in terms of financial performance (Prins,
2020). When different personalities work together, you receive a wider range of
viewpoints on the difficulties and circumstances that your company will eventually
undergo. If everyone thinks the same way, the chances of addressing an issue are
weak. Ideally, you'll need a variety of viewpoints that can be discussed and contested to
make the greatest conclusion for the company. It pertains to the strengths and
weaknesses of everyone in a company because a diverse variety of personalities offers
a greater workforce of abilities, experience, and viewpoints to bring upon.
As a hospitality student, the relevance of this personality diversity matters as it will show
my skills, experience, and perspectives to other hospitality students. If I will ever be in a
group, my strength could be the weakness of my other groupmates and my weakness
could be their strengths that is why personality diversity is important in a group or
company because it differs us from each other which balance the task that should be
completed. An example of this is in a hotel, if I am better at communication with people
and excellent in English, I can be a front desk receptionist, and the other staff who are
good in leadership and managing can be the hotel general manager or others are going
to be waiter, housekeeper and more. We are going to do different tasks where we have
our different strengths.
 Cross-Cultural and Diversity Coaching

According to Christian et al (2006), major challenge for organizations and institutions

today is to manage an increasingly diverse workforce. Individuals must learn to adapt to
multicultural diversity, and hence to differences in race, ethnicity, gender, sexual
identity, education and language – in addition to a fast-paced, continually changing
corporate environment. it has become critically important for business coaches to
understand the impact of diversity on team performance, co-operation and conflict,
particularly as organizations work more and more in team-based and highly competitive
environments. Understanding the influence of diversity on team performance,
collaboration, and conflict has become increasingly crucial for business coaches,
especially as firms increasingly work in team-based and highly competitive situations.
Team coaching is becoming increasingly popular in today's enterprises as a more
effective technique to increase team performance.
There are various realities, and each circumstance presented by each client requires a
distinct strategy, according to one of the principles of cross-cultural coaching. There are
many scenarios in which cultural differences develop in the workplace, but there are
also many variances in our clients' thinking, feelings, and actions that we may
encounter. Coaches commonly deal with limiting beliefs or irrational thinking habits,
which can take on a new dimension when working with people from different cultures
and backgrounds. These could be a result of a society's cultural survival practices,
religion, or value system.
The relevance of cross cultural diversity coaching for me as a hospitality management
student, I can use this as key influence in the future. I can improve my interaction and
communication to other people and learn more about myself through learning and
engaging with others. Cross cultural awareness is a necessary practice in a
multicultural environment and investing in the development of people and teams.
by providing training in topics related to intercultural communication skills, cross-cultural
teamwork or international cooperation.
 Employee engagement

According to Harvard Business Review Analytic Services, senior leaders have made
employee engagement a primary corporate objective. Business leaders recognize that
having a high-performing workforce is critical for development and survival in today's
fast-paced environment. They understand that a highly engaged workforce can boost
creativity, productivity, and bottom-line results while lowering hiring and retention costs
in today's highly competitive personnel markets. Employee engagement isn't a magic
pill, but it may have some amazing results for your company. It not only correlates with
excellent organizations, but it may also generate them. (Wickham, 2020) Employee
engagement represents a worker’s degree of passion and commitment to their position.
Employees that are interested and so much engaged care about their work and the
company’s performance, they also believed that their efforts do matter which is why
they provide hard work, focus, and commitment to their organization.
The relevance of employee engagement in my future career as part of the tourism and
hospitality workforce is that I will go to a company that care for their employee and
appreciate their work. I just realized that the more I engaged and focused on work, the
more my employer will be productive because both of us are motivated to work beyond
personal factors. We are more concentrated and driven than those who are
disengaged. This means we work more effectively and with the organization's success
in mind. An example of this is when I feel safe and comfortable in my workplace. With
my income and bonuses, I am properly paid. I will feel more dedicated and motivated to
work.