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ANALYSIS OF CULTURALLY

DIVERSE WORKFORCE IN

HOSPITALITY ORGANIZATION:

HILTON HOTEL

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INTRODUCTION

Globalization is an existing drift and has a

huge influence on hospitality sector

Hospitality sector specifically has huge

implication concerning cultural diversity A culturally diverse workforce comprises of

diversity in the form of sex, age color,

community, background, religion and skills

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IMPORTANCE OF CULTURAL DIVERSITY

A culturally diverse workforce comprises of diversity

in the form of sex, age color, community,

background, religion and skills

It is significant for hospitality business organization

to recognize cultural diversity in progress when

increasing globally

Workplace cultural diversity encompasses an

immense socio-cultural feature

Cultural diversity boosts problem solving by means

of information resources and develops flexibility and

elasticity in a hospitality business, together with

work forces and clientele

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CHALLENGES

Communication happens to be an

enormous challenge for culturally diverse

business owing to perceptual, edifying and

speech difficulties It is very difficult to uncover elucidations and

negotiations to intricate moral quandaries

It is difficult for the organization to generate

efficient diversity management internally.

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CORPORATE STRATEGY FOR CULTURAL

DIVERSITY

Corporate strategy vitally facilitates a

company to enhance its cultural diversity

The administration and managerial groups

are required to consign themselves tocultural diversity

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CULTURAL DIVERSITY TRAINING

Training on cultural diversity is essential in

generating consciousness and supporting

people build up familiarity and abilities

Helps in behavior transformationEncompass a variety of confronts, such as

annoyance

The organization should be consciousregarding varying thoughts, outlooks, and

traditions as about rules and actions

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AIMS AND OBJECTIVES

To identity the challenges of and benefits of

cultural diversity for hospitality business

To put forward methods of enhancing

cultural diversity in hospitality businessTo identify best practices of managing

diversity

To find out how companies in hospitalitybusiness can accommodate diverse

cultures

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RESEARCH METHODS

Qualitative Research

In-depth qualitative research methodology

Interview session

Area Hilton UK

Islington, London

Respondents

2 managers, 2 administrators, 2 directors and 1executive manager

Duration

30 minutes

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CORPORATE STRATEGY FOR CULTURAL

DIVERSITY IN HOSPITALITY ORGANIZATIONS

Organizations must recognize their existing

condition about diversity and enhance the

self-awareness

Evaluation facilitate the administration teamto recognize problems and challenges of

diversity

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SUGGESTIONS FOR HILTON TO DEVELOP

CORPORATE STRATEGY

Determining cultural diversity complexities

and promote staff regulation

Encompass a diversity plan

Cultivating and training the staff

Encouraging diversity in leadership places

provides visibility and knowledge of the

actual advantages of diversity

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CONCLUSION

To sum up, the aim of this research was to

demonstrate the issues associated with

management, leadership and motivation within a

culturally diverse business environment and also to

study the impact of cultural diversity in hospitalitymanagement and enhance consciousness of its

significance in the expanding industry at present

The cultural diversity will carry on developing in the

upcoming period as the international market turnedout to be more varied and cultures infuse all over

the planet so as the issues will be.

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CONCLUSION CONTD…

Collecting data on human resource and

their feelings on cultural diversity is an

element of an organizational plan of cultural

diversity.Primarily the quantity of reactions was

inadequate, and hence organizations’

interviews were employed for the reason

that the reactions did not accomplishpreferred aim

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FURTHER RESEARCH

The study could deeply highlights on

enhancing training on cultural diversity

This study would be advantageous for

organizations to gain access to techniquesand realistic models for understanding and

varying the mind-sets of both human

resource as well as employees in the

organization.

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