Managing Diversity in Australia - Assignment Example

Name Class Unit Week One 1. What is meant by the term “diversity”? Diversity refers to a group of people who have different identities and are in the same social system. Diversity occurs when members of a group or an organisation differs in dimensions such as age, sex race or ethnicity. It is any dimension that can be used to differentiate groups of people from each other. Diversity involves respect and appreciation for differences in gender, sex, education, age, nationality and religion (Strachan, French and Burgess, 2010). 2. Name 3 dimensions associated with diversity or what is meant by “the diversity wheel”? Three dimensions associated with diversity are; Age Sex Race A diversity wheel is used to explain and show the dimensions of diversity. The centre of the diversity wheel shows the most permanent or visible dimensions. The outside of the wheel represents the dimensions which are acquired and change over time. Combinations of all dimensions have an influence on beliefs expectations, behaviours and values and makes people unique (Strachan, French and Burgess, 2010). 3. The 6 key dimensions are in the centre of this diagram: The six key dimensions at the centre of the wheel are; Religion & belief Gender Disability Sexual orientation Age Ethnicity. a. What are the benefits and limitations in diversity for any business, especially in tourism and hospitality? Benefits of diversity are; Diversity leads to increased creativity in the industry. This is through bringing together diverse experience and viewpoints together. Diversity makes it possible to come up with new ideas and share them leading to high levels of innovation in hospitality industry (Strachan, French and Burgess, 2010). Diversity leads to effective global relations in hospitality industry. Through diverse employees, the industry is able to portray a positive image as an equal opportunity employer without regard for race, gender or nationality. Diversity had been proven to reduce staff costs in turnover, sick leave, stress and absenteeism. The main limitations are; Diversity does not necessarily acknowledge or include social justice aspects. In most cases, diversity fails to consider inequality Through use of diversity in the industry, it is not possible to reduce all individual rights or abilities to tangible productivity gains. b. What are some of the trends in the workforce that makes diversity more important in the current climate? Diversity in the current climate has been made more important through use of legislation such as anti-discrimination act. This makes discrimination on certain ground unlawful in the workforce. There has been push for equal employment opportunity for the employees. There have been advocacy for valuing diversity in the organisations where accommodation of different individuals is encouraged. It has been proved that diversity can enhance productivity when well managed (Strachan, French and Burgess, 2010). Weeks 2 and 3 1. Explain the difference between culture and ethnicity. Culture can be defined as the way in which a group defines itself. It is the framework for the accepted modes of behaviour among the members in a given society. The members have similar value systems, common attitudes and perceive things in a similar way. Ethnicity refers to a group of people who are able to identify with who they belong to. It is a measure of cultural affiliation (Strachan, French and Burgess, 2010). 2. What is meant by the term discrimination? Discrimination according to the international labour organisation (ILO) convention is any distinction, exclusion or preference made on basis of race, colour, social origin, national extraction sex, religion and political opinion which has an effect in nullifying or impairing equality of opportunity or treatment in employment or occupation. 3. What is the difference between assimilation and multiculturalism? Assimilation involves joining the main culture while multiculturalism allows peoples to keep their culture and diversity of cultures is respected. In multiculturalism, different cultural groups are allowed to keep their cultural identity while existing with others. In assimilation, a group is made to lose their cultural identity and take the customs of dominant group. Assimilation Individuals adopt the existing culture Individuals have to fit in to be accepted into the society or workforce. Multiculturalism Diversity of culture is accepted Individuals do not need to change themselves and differences are accepted as part of the whole. 4. What is meant by the term equal employment opportunity (EEO)? This allows all workers to have equal chance to seek and obtain employment and promotion. The policy ensures that employees are selected, promoted and treated based on their talents and capabilities. The main aim is to eliminate all forms of discrimination during recruitment, selection, training and personal practice (Strachan, French and Burgess, 2010). 5. What is cultural awareness? And why it is important in the hospitality industry? Culture awareness involves realizing that all people are not the same. It involves knowing that people have different ways of living, values, behaviours, styles of communication and approach to life. In the hospitality industry, cultural awareness helps in meeting the needs and expectations of different customer groups. It also allows workers to work as a team and avoid disputes which arise due to lack of awareness (Strachan, French and Burgess, 2010). 6. Name and define two of Hofstede’s 6 cultural dimensions. Explain how these dimensions vary across 2 different cultures. Two Hofstede cultural dimensions; Power distance index- japan has a high power index compared to United Kingdom where power distance is low. In japan, the society is hierarchical where those in low positions are expected to show respect to higher authorities. High power distance implies that those in low positions are expected to take orders without questioning. The low power distance in UK implies that the society is less hierarchical. There are consultations and those in lower positions can question those in higher positions. Individualism vs. collectivism- United Kingdom and United States among other western countries are individualistic while Japan among most of Asian countries is collectivists. In a collectivist culture, there is high social cohesion among the individuals. In an individualism culture, more emphasis is put on individuals as opposed to society. The ties between individuals are loose and everyone is expected to look after themselves (Strachan, French and Burgess, 2010). Week 4: Religion, Beliefs and Perspectives 1. Compare and contrast 2 religions of your choice, and discuss what the implications of tourists of this religion would be in terms of requirements. (Islam and Christianity) Similarities Both believes in supreme beings Prayers are upheld in both religions Both religions have festivals Contrasts Christianity Based on the life of Jesus Christ Follows scriptures known as bible Sunday is the holy day of rest Main festivals are; Christmas, lent and Easter Islam Brought to world by Prophet Muhammad in the 7th century Follows scriptures called Quran which guides Muslim in all aspects of their life- spiritual, social, moral and economic. Denounces gambling and alcohol Women wear traditional veil and long flowing gowns. Strict dietary laws such as eating beef, lamb, mutton slaughtered by prescribed rituals. Pork is forbidden and any animal that scavenges. Adhere to five pillars of Islam (profession of faith, prayer, almsgiving, fasting and pilgrimage). 2. What are the key strategies for dealing with international tourists? Do not ridicule the guests- this involves showing respect to the person feeling irrespective how unusual they may seem based on your perspective. If problems occur, do not give excuses of reasons. Use of excuses or reasons may embarrass or upset the person more. Learn from your mistakes-work out what went wrong and develop ways to avoid errors. Mistakes will happen from time to time, tolerance understanding and respect are key to deal with different cultures and religions. Ensure workers study different cultures and religions to learn more- this helps in finding out what offends others and why. Ensure staffs have cultural awareness training. Week 5 Gender and Sexual Preference 1. Describe 3 areas covered by the Sex Discrimination Act 1984, and explain how each of these areas impact business in Tourism and hospitality The three areas covered by sex discrimination act are; Sexual orientation- this covers at discrimination that happens when a person is treated less favourably than another person in similar situation due to sexual orientation such as persons of same sex, persons of different sex and person of same sex and a person of different sex. This ensures that hospitality industry caters for all genders (Strachan, French and Burgess, 2010). Gender identity- this covers form of discrimination that happens when one is treated less favourably than another person in a similar situation due to gender related characteristic. It does not matter birth assigned sex of the individual or whether they have undergone any medical intervention. Hospitality industry caters for all genders hence no one should be discriminated due to their gender (Strachan, French and Burgess, 2010). Intersex status- intersex status discrimination occurs when one is treated less favourably in similar situation due to their physical, hormonal or genetic features (the features incudes neither wholly male nor female, combination of both or being either male or female). No one should ne treated less favourably due to their sexual discrimination (Strachan, French and Burgess, 2010). 2. What are the reasons for women being less successful in achieving management levels in organisations? Reasons are; Individual Social Organisational 3. What is the concept of EEO? According to the lecture notes, how successful has this been? Why? Equal employment opportunity is a common equity policy which is used by organisations to ensure equality in employment for all. It ensures that all employers informs the employees on their rights and ensures they are free from discrimination and retaliation. The employer should not discriminate any group. Also, EEO ensures that workplace discrimination, harassment are eliminated. Procedures for lodging complaints are also included. The firm is expected to be an equal opportunity employer. EEQ has not been very successful as evidenced by the slow progress of women into senior management positions. There is need to revisit the EEO legislation on areas which has made it fail (Strachan, French and Burgess, 2010). These include; Requiring more strategic reporting of the outcomes. Enhancing the sanctions for non-compliance Extending the sanctions to outcome based measures Extending the EEO reach to organisations which has less than 100 employees. 4. What does LGBT stand for? Comment on the potential of LGBT tourism as an opportunity for the tourism and hospitality industry. LGBT stands for Lesbian, Gay, Transgender, Bisexual and Transgender. LGBT has a great opportunity for the hospitality and tourism sector. LGBT is thought to be 5% of the US market. They have a higher prosperity to travel. With their visibility increasing and changes to laws being made, their travel patterns will affect the industry positively. This implies more cash to the economy. This is a great opportunity for hospitality and tourism. Week 6: Age and the Intergenerational Work Environment 1. What are the major age related population trends occurring in Australia? The older workers have been on increase. The youth workers are on rise aged between 15 to 24 years. Busy couples and families living in towns with little time to enjoy life. Parents with children older than 20 years living with them Women who delay settling down to a different lifestyle Generation Y kids who moves out of their homes and later returns with their young children. Baby boomers who are sandwiched between caring for their dependent children and their older parents. 2. What are some of the challenges and risks for employers in managing younger workers? Complying with young person specific legislation especially for under 16s. Minimising occupational health and safety (OHS) such as bullying and harassment. Staff motivation Provision of appropriate induction and training Ensuring effective supervision Week 7: Physical and mental capacity 1. Name three forms of disability. What are the barriers to employment of people with a disability? Three forms of disability; Sensory or speech Intellectual Physical Barriers to employment Discrimination to the disabled people is the major barrier to employment. This occurs through: Negative stereotyping Stigmatisation Negative bias Anxiety Resentment by fellow workers 2. How can a business determine if a person with a disability is able to do a particular job? What is meant by the term “Accommodation” in this context? A person who is qualified to do a particular job is one who can perform the essential job functions with or without reasonable accommodation. This should be used to determine whether the person with a disability is capable of doing a job. Reasonable accommodation is one which an employer can implement to enable a qualified person carry out essential job functions without causing undue hardship to the employer (Strachan, French and Burgess, 2010). Week 9: Family and Work-Life Balance 1. Explain the term “work life balance”. Work life balance refers to the ability to balance working demands with other aspects of life such as family recreation, rest and relaxation. Employees are expected to have flexible working hours where they can work and have time for other activities such as leisure and family (Strachan, French and Burgess, 2010). References Strachan, G., French, E., and Burgess, A. (2010). Managing Diversity in Australia: Theory and Practice. McGraw-Hill. ISBN: 0070146276 Read More