Managing Culturally Diverse Workplace - Coursework Example

Managing Culturally Diverse Workplace Name: Institution: Managing Culturally Diverse Workplace Introduction The Australia’s assimilation policy seeks that every individual of Aboriginal descent will have to achieve a similar living standard to that of other non-aboriginal Australians as well as living as members of one Australian community (Zeldenryk, 2006). Basically, cultural assimilation can be defined as the process through which an individual or a language of a group and/or culture ends up resembling those of a different group (Caytas, 2012). In this case, assimilation is utilised to connote both groups as well as individuals, and with regard to culture it can connote either native inhabitants who end up being culturally conquered by a different society or immigrant Diasporas. The other concept, integration signifies the process whereby one culture gets products, technologies and ideas of another culture. Multiculturalism, on the other hand, exemplifies an ethic of recognition of, as well as admiration for, inclusion, community harmony, and cultural diversity (Collins, 2013). Multiculturalism was initially utilised in Switzerland (1957) to explain the different cultures’ mosaic and since then it has been extensively utilised within linguistically, culturally, and ethnically diverse societies. In this case, multiculturalism can be defined as communities’ cultural diversity within a certain society as well as the policies enacted to support this diversity. The report seeks to define the concepts of assimilation, integration and multiculturalism as they apply to immigration policies in Australia, and explain the differences between these concepts when applied to recruitment, retention, training or promotion. Discussion Concepts Review from immigration policies perspective The Australia’s immigration policy on assimilation connotes that all indigenous groups together with part-Aborigines must achieve the same living standard as other Australians. So as to as to make a single community from different cultures, all enjoying equal privileges as well as rights, acknowledging the similar customs as other Australians (Castles et al., 2012). Assimilation policies which cruelly affected aboriginal Australians consisted of separate schooling for indigenous children, alcohol prohibitions, town curfews, poor salary and lack of social security, State protection of every Aboriginal child as well as laws which isolated aboriginal persons making them to live in remote and inaccessible areas. An additional major characteristic of the Australian assimilation policy was increasing the aggressive removal of aboriginal children from their families as well as their posting them in foster homes or white institutions (van Krieken, 2004). Since the start of the 21st century, Australian government's uncompromising policies to prevent illegal entrance by immigrants coming with unseaworthy vessels have been a subject of intense debate both domestically and internationally. However, Flanagan (2014) argue that to crack down on this somewhat tiny number of purported boat-people is to ignore the far bigger numbers of short-term and permanent immigrants whose entrance in Australia has made certain the ongoing growth of Australia's diverse populace. At the moment, Australia is facing competing cultural, political, and economic forces. A number of groups, particularly the hospitality sector, intend to ease easy access for temporary movements of skilled human resources as well as tourists, in order to attract skilful immigrants. However, other sectors have expressed concern concerning sustainable development, cultural identity in addition to, progressively more security threats brought about by assimilation. Therefore, in such environment, creating harmony around assimilation issues remains to be a setback for policy makers in Australia. Evidently, by late 60s, policies of assimilation were unsuccessful in addressing the increasing difficulties and disadvantages amongst immigrants who could not speak English, igniting mounting pressures amongst service providers as well as the freshly naturalised immigrants (Inglis, 2004). Consequently, policies of assimilation were finally substituted by integration policy. Since assimilation policies were a failure; aboriginals and migrants held on to their cultures; thus, forcing the government to introduce policy of integration. In this policy, government persuaded migrants and aboriginals to retain their traditional cultures, and still become part of the broader Australian community. Integration in Australia has two expressions; the initial application surfaced in 1960s as an approach for post-assimilation so as to manage the program of immigration (Chui & Wilson, 2006).The 1960s unexpected immigration crisis, when immigrants rate of returning to Europe started to increase considerably, shoved the previous assimilation policy out of balance. Those (immigrants) who felt the Australian government was marginalising made their voice be heard, and the then government listened, and also opinion of the public was shifting hasty and they started accepting diversity. Policies reforms were performed prohibitions of White Australia was slackened off, and so government policy acknowledged the fact that immigrants and aboriginals should cling to their culture. However, by 70s Integration policy was substituted by multiculturalism as the official Australia’s settlement policy. While Integration connoted a single culture wherein every immigrant could in the long run share, multiculturalism took into account a progressing diversity into future generations, in the wide culture of a universal civic or political culture. Australia’s Multiculturalism history has been a journey; from British-oriented nationalism as well as the Australian lifestyle, through unwilling recognition of the desire increase population after post White Australia Policy as well as to the diversity inclusion to the considerable Asian migration growth (Collins, 2013). Hitherto, Australia has an encased multicultural immigration policy as well as diverse programs to put this policy into practice. Even though there were a number of key disparities between multicultural policies of different governments, the multiculturalism policy was formulated cumulatively by past Australian governments frequently for political benefit. Already most Australian public together with political parties acknowledge the key aspects of multiculturalism policy. However, the policy is subject of changes to reflect the opinion of contemporary public. The intent of modern Australian multiculturalism is for every person to take part equally, to concentrate on building Australia, access opportunities with no desire for cultural ghettos or community separateness in general. Case Study In the past, hospitality industry defined diversity to include attributes like ethnicity, race, age, sexual characteristics, religion, as well as disability. These days, diversity as well includes less traditional attributes like sexual orientation, cultural background, marital status, and class. Scores of studies have established that to succeed in hospitality industry, managers must promote an environment where workers desire to be loyal on a long-standing basis. So as to realize this goal, Australia hospitality industry is helping its workers leverage current HR systems as well as generate a work setting in the whole organisational culture that makes all workers irrespective of culture desire to stay (Sourouklis & Tsagdis, 2013). In case, there is inadequate diversity within the worker base or the turnover is higher for specific groups of workers, then the organisation will lack the ability to leverage the diversity power. Hotels in Australia, understand that building diversity in the organisation by means of recruiting as well as retention is a vital step toward creating an all-inclusive place of work. However, score of individuals who run or own restaurants/hotels lack adequate knowledge concerning how to carry out interviews, especially for potential immigrant workers. Whether the restaurant is defined as a casual dining, fast food, or classy, Reynolds, Rahman, and Bradetich (2013) posits that recruiting the wrong individual for the job may ultimately become costly. Considering that the marketing costs for potential candidates, time of interviewing, interrupted customer service, severance pay, as well as training (Sourouklis & Tsagdis, 2013). So as to offer globally competitive service levels, and realise competitive advantage it is very important that hotels can attract as well as retain diversified quality workforce. Scores of frontline occupations in hospitality industry are part-time and/or seasonal, leading to higher worker turnover as compared to other industries. Cultural integration can result in both positive and negative impacts on the company, but without a doubt, such differences cannot be measured as threats but instead as benefits and opportunities if well managed (Reynolds, Rahman, & Bradetich, 2013). In this case, the benefits and opportunities include knowledge transfer, competitiveness, and innovation; heightened attraction to marginal customers; enhanced recruitment and retention of talent; in addition to reduction of labour cost. In hospitality industry, effective management of cultural diversity has as well assisted firms in this industry to diversify the base of supply by creating business partnership with vendors from minority communities to cut cost down and drive quality up, as well as assist firms to improve business images in other marginalised communities as well. Taking for instance the immigrants who are estimated to soon surpass aboriginal Australians as Australia’s most skilled minority group: Hotel managers have focussed on recruiting and training immigrants to make use of their ideas and input, which has in one way or another helped the hospitality industry to develop product and marketing strategies to target this growing demographic in Australia. The advantages of targeting this increasing immigrant culture in Australia can help hospitality companies to increase profitability as well as market share (Reynolds, Rahman, & Bradetich, 2013). By and large, amongst the advantages of cultural diversity, multiculturalism in hotels results in effective transfer of knowledge, valuable innovation, growing competitiveness as well builds corporate image. Of the three concepts of assimilation, integration and multiculturalism, it is evident that multiculturalism often promotes new business innovations, resulting to competitive advantage. Workers with multicultural experience as well as backgrounds can bring to the hotels more enhanced novelty by offering novel ideas from their diverse points of view. If organisations in the hospitality industry can comprehend and be thankful for their different types of values as well as distinct means of seeing the world, the organisation may significantly profit from the benefits brought by these differences. Scores of surveys disclose that if the whole workforce or a team includes persons with diverse cultural backgrounds, more valuable solutions may be presented for the organisational setbacks. In comparison to other concepts of integration and assimilation, multiculturalism in the hospitality industry demonstrates improved long-term performance and resourcefully makes the company achieve a competitive advantage. This disparity is to some extent brought about the heightened novelty as well as creativity in multicultural teams that derive from the diverse experiences, views and perspectives of their workforce. Conclusion In conclusion, it has been argued that diversity enhances recruitment, retention as well as employee morale; heightens worker productivity and relations; enhances brand loyalty and customer relations; improves associations with other workers from different cultural backgrounds; and heighten market share for minority groups. In Australia, hospitality companies are starting to espouse the broader concept of multiculturalism to include the majority of attributes possessed by persons that have an effect on their way of thinking as well as carrying out tasks. Since introduction of Multiculturalism policy in Australia, the policy has maintained key values such racial tolerance, religious and cultural difference, strengthened by the approval of Australian values like employment fairness as well as the rule of law. References Castles, S., Vasta, E., & Ozkul, D. (2012). The internal dynamics of migration processes and their consequences for Australian government migration policies. University of Sydney. Sydney: Department of Immigration and Citizenship. Caytas, J. D. (2012). Conundrum of an Immigrant: Assimilation versus Cultural Preservation. Journal of Identity and Migration Studies, 6(2), 36-54. Chui, W. H., & Wilson, J. (2006). Social Work and Human Services Best Practice. Sydney: The Federation Press. Collins, J. (2013). Multiculturalism and Immigrant Integration in Australia. Canadian Ethnic Studies, 45(3), 133 - 149 . Flanagan, R. (2014, February 28). Australia's boat people crisis. Retrieved from The Saturday Paper: http://www.thesaturdaypaper.com.au/opinion/topic/2014/02/28/australias-boat-people-crisis/1393555275 Inglis, C. (2004, August 1). Australia's Continuing Transformation. Retrieved from Migration Policy Institute: http://www.migrationpolicy.org/article/australias-continuing-transformation Reynolds, D., Rahman, I., & Bradetich, S. (2013). Hotel managers’ perceptions of the value of diversity training: an empirical investigation. International Journal of Contemporary Hospitality Management, 26(3), 426-446. Sourouklis, C., & Tsagdis, D. (2013). Workforce diversity and hotel performance: a systematic review and synthesis of the international empirical evidence. International journal of hospitality management, 34, 394 - 403 . van Krieken, R. (2004). Rethinking Cultural Genocide: Aboriginal Child Removal and Settler-Colonial State Formation. Oceania, 75(2), 125 - 151 . Zeldenryk, L. (2006). Occupational deprivation: A consequence of Australia's policy of assimilation. Australian Occupational Therapy Journal, 53(1), 43 - 46. Read More