Individual Essay for Tourism and Hospitality- myassignmenthelp.com

Question: Write about theIndividual Essayfor Tourism and Hospitality Management. Answer: Introduction The diversity of culture is quite relevant to the tourism and hospitality management sector, and it has influenced its business largely too. The cultural diversity is an important concept in tourism and hospitality because of the global customer related industry and management of international business. The cultural diversity though can bring several challenges too like barriers to communication between employees. The most important technique is to develop a cultural diversity committee such as a particular cultural event or language event where the tourism and hospitality sector can promote its services delivered and make people aware of the kinds of services delivered by the companies within the hospitality and tourism sector (Bharwani and Butt 2012). The customs and rules are considered as the major cultural components that the organisations want to identify and ensure that they adapt to the new culture while expanding business globally and furthermore improve the efficiency of th e business. Cultural diversity in tourism and hospitality Though cultural diversity is an important aspect, still it needs careful planning and proper education and training programs are needed to make the workers of the hospitality and tourism sector gain relevant skills and knowledge regarding that. The managers and employees must understand the importance of cultural diversity within the tourism and hospitality industry and bring a lot of benefits in the workforce with ease and effectiveness. The cultural diversity has brought other benefits such as employing the best individuals from a large pool of individuals and improve the quality of workforce as well as gain benefits regarding cost effectiveness and time of training provided to them (Bharwani and Jauhari 2013). Cultural diversity can promote a positive culture within the organisations and allow the employees to perform to their full potential and make them feel valued, encouraged and motivated as a whole too. The psychological involvement further increases the performances of emplo yees and enhances the organisational efficiency by creating a responsive and adaptable environment. By maintaining cultural diversity, the rate of retention of employees is increased, thereby reducing the chances of turnover of employees and rate of absenteeism. Not only these are the advantages of maintaining cultural diversity, but also it has helped in developing a flexible working environment where there are a strong and diverse workforce that can respond to critical and pressurized situations with ease and manage flexible working hours for employees to remain focused and satisfied (Chen, Cheung and Law 2012). This would enhance the sales and production level for the company too and allow the company to gain competitive advantage in business too. This is an effective way of anticipating the needs of customers and fulfill their demands. The abilities of teams are improved, which further creates successful management of cultural diversity and allows the company to promote innovation, creativity, solve problems with ease and furthermore make good decisions by outperforming the homogenous groups (Duncan, Scott and Baum 2013). Benefits and gains The cultural diversity within tourism and hospitality industry has also improved the services provided to customers and enhanced the skills and abilities of employees to communicate across cultures by reducing the communication and language barriers and create a strong customer base. The efficiency of the team depends not only on cultural diversity but also on the nature of tasks allotted to team members, abilities and skills of team members and urgency of tasks allotted to them. With the help of a managing cultural diversity, the company would be able to enhance its reputation as well as encourage more innovation and creativity and create effective solutions for overcoming problems with ease and effectiveness. This would help in gaining profit and competitive advantage in business as well (Fullagar and Wilson 2012). The diversity of culture within tourism and hospitality has created a corporate vision so that the employees can move in the right direction to accomplish the organisati onal goals and objectives and enhance the delivery of services to the customers. There are many advantages of cultural diversity in tourism and hospitality business because it has improved the interpersonal skills of individuals and increased the ability of people to work as teams by expanding their creative and innovative thinking. The production level also increases on the complex tasks, which further helps in adapting to the culture of a new place and fulfill the requirements and needs of customers effectively. By understanding other cultures, there would be ease of managing customer interactions and promote good communication with them too. The individuals belonging from different cultures have different needs and preferences, and thus workers are needed to be aware of that by understanding their culture and improve the customers' services (Janta et al. 2012). The betterment of customers' services could also lead to a better brand image, reputation and loyalty among customers. Cultural diversity can result in forming a good marketing strategy, and the companies within the tourism and hospitality sector can identify the target audiences easily. Creating cultural awareness is possible by understanding their values, beliefs, customers' behaviours and attitudes and deliver services according to their preferences to develop an useful marketing strategy for connecting to the market and prevent wastage of time and resources too. By understanding the culture of people, it would be easy to manage the production of tourism and hospitality services and furthermore conduct market research for ensuring the development of products and services that can fulfill their demands and preferences (Madera, Dawson and Neal 2013). Cultural diversity promotes vision to create equal opportunities for employment for individuals and appreciates the socio-cultural and economic differences to recruit individuals from various diversified backgrounds and culture. Costs and consequences The main aspect of the development of tourism and hospitality is to allow the tourists to purchase goods and services through exchanging the leisure and recreation. The economic backwardness and rural poverty can also have good quality. The resort hotels are mainly foreign owned, and the same happens for the tourism agencies, which make people travel from one place to another. The cost that is incurred and profit generated is provided to the parent companies for improving the quality of services furthermore. The tourists mainly focus on accommodation and cuisine, and these are all added to the import costs for materials and food (Mak, Lumbers and Eves 2012). The hotels manage huge amounts of expenditures for good quality food, water and other services available to the customers so that they can enjoy and relax during their stay without making any complaints regarding the services. There could be different consequences when culture mix with the tourism and hospitality businesses in case there had been a lack of proper management. Tourism and hospitality focus on the needs and satisfaction of customers, and often it becomes difficult to deal with customers from different backgrounds and to establish a business in a new location. The policies and principles are not followed properly, which can even lead to disaster (Nickson 2013). The cross-cultural business environment is established, and in many cases, immigration policies are not up to the mark, which creates difficulties to select the right candidate for the right job. Though there are few drawbacks, still the cultural diversity can create a positive impact by developing a diversified group of people and handle critical problem solving tasks with ease and effectiveness (Obrador 2012). Actions are taken for improving the position in cultural diversity There is need of providing training to the workers of the tourism and hospitality industry for reducing the communication and cultural barriers and improve the nature of interaction with people from various culture, colour, race, creed or ethnicity. The higher management of the companies within the tourism and hospitality industry must create a corporate vision for facilitating the understanding of various cultural and social behaviours and furthermore improve the delivery process by keeping the customers satisfied and happy too (Solnet, Kralj and Kandampully 2012). It is important to provide equal opportunities for all without considering race, religion, age, gender or ethnicity. A strong diversified workforce is maintained for allowing employees to create a good culture and understand the market segments that they are serving. The social media involvement has further helped in spreading awareness of the company and even promotes a healthy culture and workplace where people can work in coordination and as a unit to bring successful outcomes (Torres, Fu and Lehto 2014). The handling of regulatory frameworks is also essential for incorporating a high level of cultural awareness and understands the cultural norms and behaviours properly for working properly with local authorities. Human resource management is essential as well for managing the local employees who will need cultural sensitivity to the local norms, rules and expectations. The managers if companies must also develop policies of HR aligned with the cultural diversity within the tourism and hospitality industry too (Bharwani and Butt 2012). Conclusion The essay covered the most important aspects of cultural diversity within the tourism and hospitality industry. The tourism and hospitality industry is worldwide based, and thus it is important to adopt the culture of different places and ensure that the needs and requirements of local people are kept satisfied. The benefits gained from maintenance of cultural diversity within the tourism and hospitality business included reducing communication barriers, creating a good culture within the workplace and even enhancing the productivity of the organisation largely. The costs incurred and impact created by the cultural diversity had been demonstrated here as well along with the development of most suitable approaches for improving the position in the form of diversity. References Bharwani, S. and Butt, N., 2012. Challenges for the global hospitality industry: an HR perspective.Worldwide Hospitality and Tourism Themes,4(2), pp.150-162. Bharwani, S. and Jauhari, V., 2013. An exploratory study of competencies required to co-create memorable customer experiences in the hospitality industry.International Journal of Contemporary Hospitality Management,25(6), pp.823-843. Chen, R.X., Cheung, C. and Law, R., 2012. A review of the literature on culture in hotel management research: what is the future?.International Journal of Hospitality Management,31(1), pp.52-65. Duncan, T., Scott, D.G. and Baum, T., 2013. The mobilities of hospitality work: An exploration of issues and debates.Annals of Tourism Research,41, pp.1-19. Fullagar, S. and Wilson, E., 2012. Critical pedagogies: A reflexive approach to knowledge creation in tourism and hospitality studies.Journal of Hospitality and Tourism Management,19(1), pp.1-6. Janta, H., Lugosi, P., Brown, L. and Ladkin, A., 2012. Migrant networks, language learning and tourism employment.Tourism Management,33(2), pp.431-439. Madera, J.M., Dawson, M. and Neal, J.A., 2013. Hotel managers perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict.International Journal of Hospitality Management,35, pp.28-34. Mak, A.H., Lumbers, M. and Eves, A., 2012. 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