MANAGING DIVERSITY
Pettinger,
(2007) indicates that the managing of diversity is much focused through making
sure that individuals from an extensive variety of upbringings, ethnic grounds,
and societal groups are carried together and coordinated into a fruitful employees.
Ellis and Sonnenfield (1994: 82) cited in (Nickson,2007)define managing
diversity as, ‘the challenge of meeting the needs of a culturally diverse
workforce and of sensitizing workers and managers to differences associated
with gender, race, age and nationality in an attempt to maximize the potential
productivity of all employees’.
Pettinger
continues that managing diversity ensures equal treatment and same
opportunities. Cresta Hotel Group has managed to incorporate managing diversity
in organization. For example Cresta group has incorporated into the organization
employees with disabilities especially the deaf. They are treated like just everyone.
Nickson continues by giving an example of an act which is Disability
Discrimination Act 2005: This simply means all affected people or disable
people like deaf are not discriminated against at work (Nickson, 2007).
Can
we say the Cresta Hotel Brand is managing diversity well especial in the work
place?
Yes. According to Pswarayi and Alkern, (2013) Hospitality organisations have implemented diversity policies as a reaction to indication of inequality and to permit them to work within equality legislation (for example, the Equality Act 2010. It requires equal treatment of all employees). Therefore, organisations should conform to legislation and statutory rights. These rights include equal pay, non-discriminatory practices because of sex and race and non-practices of unfair dismissal (Pswarayi and Alkern, 2013).
ReplyDeleteManaging diversity can be improved through diversity training.
ReplyDeleteKriesman, (2002) indicates that businesses that have splendidly recognized and applied diversity strategies have also developed diversity-training programs for their employees. All of the training programs surveyed where advanced with employee research and input, and are implemented using a mixture of inner and outer resources (Kriesman, 2002). Cresta Group is no exception it has on-going training for the already employed staff and they also have trainee managers programs. It supports hospitality education. Diversity should apply from corner to corner across the board, to entirely levels of staff regardless of occupation, location, length of service and hours.
Cresta Group is committed both to supporting and guarding the lifestyle of groups such as showcasing and promoting their individual cultural heritage. In addition such promotion includes the presence of local designs and same which is evadible in all their Cresta Hotels. They have classified their hotels into four gateways namely: Urban Heartbeat, Urban Oasis, African Roots and African Fingerprint (Cresta Marakanelo annual report, 2012).
ReplyDeleteI agree,this four gateways are indeed a way of differentiating the group but at the same all their customers whether they go to any hotel gateway they get same treatment and are treated equally.
DeleteThe Cresta Hotel group maintains a high standard of ethical standards, which it expects all of its employees to adhere to. It does not tolerate anti-competitive practices. It ensures fair treatment of each employee (Cresta Marakanelo annual report, 2012). Maxwell et al, 2000 cited in Pswarayi and Alkern, (2013) advises that disquiets over standards of service quality in the hospitality sector calls for additional employer interest in managing diversity. It is still not easy to find equal opportunities in business. However legislations have been put in place to reduce discrimination at work to ensure equal opportunities for everyone. (Nickson, 2007). Further debate has been suggested.
ReplyDelete