some modified in my assignment
2.1 INTRODUCTION
The employees are the main valuable fixed asset in any organization, because they are the manpower that operate any organization, and the organization without enough employees will not has a good production, and without a good production the results is an organization with no profit. So the employee’s integration of course is very important to any organization, because their integration will affect their behaviors’ such as their stability in the organization, and will affect the employee’s loyalty to the organization that lead to so many sub problems inherited under it. So the human resource stuff should always know about the employee’s status, listen to their voice, opinion, suggestions, and we should know how to attract the employees and how to integrate them with each other to grow in the hotel. So the employee’s satisfaction will increase if their suggestions or requests are implemented, or at least if we tried to minimize their problems or the obstacles they face between each other. And this process will start if we asked the employees about what they accept and what they do not accept in their culture, and distribute surveys to find out the aspects of each background and culture of them. Then analyses it to find the best suitable solution, and raising awareness among employees of the importance of diversity in the workplace.
2.2 DESCRIPTION OF THE PROBLEM/ CHALLENGE
The problem was identified in the beginning of my training in the hotel, and I used two ways to find out the problem (observation, survey) which inherited under quantitative and qualitative methods of data collection as well as the studies which I did my research based on. Holiday Inn hotel is having a high rate of diversity in it staff. Multiple nationalities are working together under each department in the hotel. The hotel has people coming different countries including India, Pakistan, Egypt, Sudan, Nepal, Philippines and more. As we know that having diversity in the work place may led to some problems such as lack in communication and miss understand the meaning of the significance between employees within workplace that could affect the productivity at the hotel (Highland, 2007).
It is important to control the diversity in the work place from the outset before the aggravation of things. The hotel should find out the proper solution and create an innovative and comfortable work environment for employees to ensure continues flow of the work productivity.
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2.3 LITERATURE REVIEW
Diversity Management:
Historically, organizations have used four ways to integrate the workplace—equal employment opportunity legislation, affirmative action, valuing differences/awareness-based diversity training, and managing diversity efforts (Highland, 2007). Equal employment opportunity is a commitment not to discriminate in the workplace, based on various categories protected by law (e.g., race, sex, religion, disability, age) (Highland, 2007). Affirmative action is, first of all, a federal regulation that places an obligation on public agencies and many other organizations that receive federal grants or contracts. Affirmative action has been highly controversial in the United States, and its effectiveness in creating a truly integrated workforce has been moderate (Highland, 2007).
Managing a culturally diverse workforce may include changes in various HRD and HRM programs and processes. HRD professionals must be able to adapt current socialization, orientation, and career development processes to the needs of the new workforce. Training programs need to address all forms of workplace harassment. HRM professionals should consider adapting other policies (e.g., benefits) to meet the needs of the current workforce, including such things as day-care services, flextime, interpreters, and multilingual supervisors (Highland, 2007).
Theories of diversity management in the workplace
There are different approaches and specific approaches which can be embraced, regarding managing diversity in an organization. The most fundamental theories which can be employed in this case include; the institutional theory of diversity management, together with the resource-based theory of diversity management.
A) Institutional theory
This theory recognizes the need to determine the overall structure of an organization. There is no way that the social environment can be separated with the organization as a whole. For the management to be able to understand the structure of the organization effectively, there is a need to recognize the different behaviors of employees. Limiting factors such as regulation are put into consideration by this theory as well. Most organizations, especially in the hotel and hospitality industry, are held to similar norms and practices. Through the provision of legitimacy through the actions upheld by the organization governance, organizations will be able to embrace diversity especially in the laws, norms and upholding regulatory requirements. This theory should be embraced in this case, and it the entity fails to comply with the law, its operations ought to be questioned, and it may be terminated for regulatory violation.
B) Resource-based theory
The major focus of this theory is how the implementation of the concept of diversity will impact the resources of an organization. Four basic resources are considered important in an organization setting. These include; physical capital, financial capital, corporate capital resources and the human capital. Such resources can be a hindrance to the operations of the organization. Therefore, every industry and entity should be able to gauge the advantages which will be realized, upon implementation of different diversity strategies. The theory, however, still puts into consideration the importance of diversity management practices, and the relationship this has with innovation. Productivity and better market performance are also assured in this context.
Diversity management model
Diversity management is a conventional approach to management of workplace problems, related to the concept of diversity management. There is a need for the organization to embrace the implementation of a specific model, which will help frame the rationale, and the strategy or processes used in decision making in different organization functional units (Werner, 2012). The expatriate engagement model is one of the best models which should be embraced for diversity management in the entity. Engagement is all about the different connection personnel can feel especially with their host entities. The model takes into account the most reflective elements of engagement in the entity. These include; emotional connection, employee pride and organization goals and values. Embracing the expatriate engagement model will ensure that plans are embraced at a rate of 92% in the industry, without any form of employee reluctance, and everyone will be proud of their working and operational roles in different departments
Having diversity problems creates a massive gap between the employees which will affect their productivity at the end. The solution for all these problems is to have an effective diversity management to make a significant use and positive impact on the Holiday Inn hotel. Having a process of organizing and controlling the diversity in the workplace is much better than acting randomly with all these people who are coming from the different background. The diversity management aims to create an attractive environment that is suitable for all employees. Essential solutions to solve the entire problem include; enhancement of communication among personnel in the organization, reduction in the number of complaints, the creation of effective dispute resolution mechanisms, increasing workplace equality, and increasing the overall productivity of employees. The resource-based diversity management theory is the most effective. It puts into consideration all elements affecting organization operations and productivity (Werner, 2012).
Analysis of the problem:
Data Collection Types:
1. Observation
The observation is considered under qualitative method of data collection. As me work in Holiday Inn Hotel my office was located in the middle of the administration near to HRM office in my capacity as Assistant of the Human Resource Manager, so I dealt with so many cases of complaint submitted to the HRM about conflict of employees with each other. There are many reasons why they always conflict, but the main reason is they are from different background even they are from same country. Here need more explanation
1. Survey
I conducted a survey with 30 employees who are working in Holiday Inn Hotel in Yanbu. This survey aims to know, explore and study the effect of diversity on employees, on their working environment, on their relationship between each other, on their productivity, and on the profit of the company. To help the hotel if any negative impact due to diversity by finding a proper and suitable solution.
Most of the employees work in Holiday Inn Hotel are from 3 to 6 years (46.7%), while only 20% work for more than 7 years which is a good thing. But 33.3% contains new employees and who have up to 2 years with Holiday Inn Hotel.
43.3% of employees are from 31-40 years old, 40 % from 21-30 years old, and 16.7% from 41-50 years old.
76.7% of employees are male, and 23.3 are female.
This survey was conducted with employees from different departments. 30% from kitchen, 20% from sales and purchasing, 16.7% from housekeeping, 13.3% from finance, 10% from front office, and 10% from human resources.
43.3% from employees are strongly agree with company commitment to diversity, 30% agree, 16.7% disagree, around 7% are neutral, and only 3% are strongly disagree.
40% are disagree for the company respecting to their individuals and valuing their differences, which is a big percentage which is an indicator for existing unrespecting for others. This because of lacking in diversity management. 26.7% are strongly agree for company's respecting, 20% agree, 10% neutral, and 3.3% strongly disagree. Even though, I looked for the 40%, and I did not hesitate to this percentage.
36.7% of employees are disagree and they did not saw that other employees appreciate others race and ethnicity. 26.7% are neutral, 20% are agreed to the appreciation between employees. 13.3% are strongly disagree to the appreciation between employees, and only 3.3% are strongly agree.
Around 70% of employees sense a discrimination between each other, which is not a percentage we can ignore it. This make employees feel uncomfortable because of unfairness between them.
43.3% of employees disagreed to the existing of cultural diversity among emplotess when a job candidate visit the hotel for the first time. 26.7% agreed to this expresion, 13.3% are neutral employees, 10% are stongly agreed to that, and 6.7% are dtrongly disagreed.
63.3% think that the employees did not understand the importance of diversity and its benefits to the hotel. While 13.3% are neutral employees, and 23.4% saw that the employees understand the diversity and its importance for them. I can recognize that the employees does not have that much of awareness regarding the importance of diversity. This make the courses which will be about the importance of diversity a mandatory solution in this case.
53.3% see that the company's policies and procedures did not discourage the discrimination between employees, and 6.7% strongly agree about this. 23.3% agree and find that company's policies and procedures discourage discrimination and 10% strongly agreed to that. 6.7% are neutral.
33.3% disagreed with the expression of that, the company will take appropriate action in order to response to incidents of discrimination, 16.7% strongly disagreed, 16.7% neutral employees, 26.7% agreed to that expression, and 6.6% are strongly agreed. The percentage of disagreed employees is more than the agreed employees. I think this may because of the unconfident between employees and the company.
Around 33% of employees are disagreed about that the company provides a free environment for them and allow to exchange their ideas, opinions, and beliefs between each other, and 3.4% are strongly disagreed to that. Only 10% are strongly agreed, and 23.3% are agreed. The remaining employees are neutral. This question evaluate the employee's impression about the working environment's flexibility in the company.
Most of the employees saw that their supervisor does not handle the matters of diversity satisfactorily (around 77%), while 20% of them are neutral, and only 3% of employees saw that their supervisor can handle diversity issues successfully. That means most of the supervisors need basic courses about how to handle diversity matters successfully. And if there is a big problem which they cannot handle, they can refer to the management of diversity.
More than half of employees see and agreed to the affect which will the education about diversity will make it, and how this will enhance the relationship and communication between them. 13.3% are neutral, while around 23% did not see that effect.
Because they are employees who are working inside the company and see how the work is done, I asked them about their opinion about the effectiveness from learning about the importance of diversity on the company's profitability. 46.7% strongly agreed about that effectiveness, 20% agreed, 13.3% are neutral, and around 20% of employees are disagreed about that effectiveness.
Need to WRITE A CLEAR SUMMARY OF THE SURVEY RESULTS. From Q1 to Q16 in two paragraphs.
After this analysis, I found there is a lot of problem caused by less aware the importance of diversity in workplace also the employees didn't know how to deal with other culture in positive way. employees and all the staff about the importance of diversity, and how it effect on the company in general. Teach them the positive impact of diversity on company. Actually, I can evaluate the situation of this company, due to non-understanding of the importance of managing diversity. Make a new position which is responsible for managing diversity will enhance the communication between employees, as well as effects on their productivity. As a result, this will lead to a profitable company.
Proposed Solution:
There is the propose solution of diversity problems in the workplace.
1. Found new position in the hotel which is called (Management of diversity). The diversity manager works closely with the director of human resources regarding diversity initiatives To manage diversity problems (communication between employees). The job description of diversity manager is improve, perform and observes programs that promote and support diversity inside the company. This role is accountable for developing training and initiatives to create and reinforce an open and comprehensive environment. The diversity manager serves as the HR ombudsman for diversity issues.
Just rewrite this part because (copy paste)
The Basis Functions of Diversity Manager:
* Assists with the improve of policies and programs to attract, retain and promote a diverse workforce for the company.
* Determines the appropriateness of introducing diversity initiatives and considers the unique needs of the organization.
* Improve training schedules to educate employees and managers on how to recognize, accommodate and appreciate individual differences and how these can be bridged back to assist in meeting company business plans.
* Conduct some purchase of e-learning diversity training materials and coordinates online training.
* Updating older diversity training materials for transitioning into e-learning formats.
* Enhance metrics for measuring the effectiveness of corporate diversity initiatives implemented and prepares quarterly reports to senior management on the value of the initiatives.
The competencies that should be in the diversity manager:
* Communication Skills.
* High Level of Consultation.
* Global & Cultural Awareness.
* Leadership & Navigation.
* Relationship Management.
Implementation
It is crucial to include a good plan to increase awareness of diversity and respect other cultures, age, gender, ethnic background, sense of humor, religious beliefs, and political affiliations. To maximize positive effect of diversity such as increase productivity and enhance overall work environment must recruit diversity manager as soon as possible. In order to recruit diversity manager first of all it should put clear strategy.
All of these strategy will implement and take into account after recruit manager diversity in Holiday Inn Yanbu by the end of 2018
1- Minimize the discrimination as possible between the employees by give the employees training equality in the workplace
2- Create professional work environment to make employees focus on performance of their work and not take any racist actions.
3- Try to bring integration on their views by participate them into fun activities in the workplace.
4- Make all employees aware about the benefit of diversity by provide training courses to them and gathering them in lunch at the restaurant outside the company.
Need to clear implementation plan here ( How should Implemented it)
Recommendation:
Need at least 4 point future recommendation to the hotel how to deal with employees and about equality
References :
http://www.workplaceanswers.com/resources/blog/diversity-in-the-workplace/
https://www.shrm.org/resourcesandtools/tools-and-samples/job-descriptions/pages/cms_001252.aspx
http://www.workplaceanswers.com/courses/diversity-and-inclusion/diversity-benefits/