Students Will Identify Or Allocate An Organization Operating

Students Will Identify Or Allocated An Organisation Operating Broadly

Students will identify or allocated an organisation operating broadly in the tourism and hospitality sector. An organisation will be allocated on the basis that it has some exciting diversity challenges to explore. You will research and review this organisation in terms of its approach to manage the key elements of diversity amongst both its workforce and clients/customer base. Review the difficulties and challenges faced by this organisation in terms of diversity and consider what impact this had had on the business. Explore what extent you would consider this organisation to be successful in dealing with diversity and provide recommendations on how the organisation’s approach to diversity should be improved.

Paper For Above instruction

The tourism and hospitality industry is renowned for its diversity, accommodating individuals from myriad cultural, linguistic, and social backgrounds. However, with this diversity come significant management challenges. This paper explores the approach of Marriott International, a leading global hospitality company, in managing diversity among its workforce and customer base, examining the difficulties faced, their impacts, and recommendations for improvement.

Introduction

In an increasingly globalized world, diversity management has become a critical success factor for organizations within the tourism and hospitality sector. Marriott International exemplifies a multinational organization that actively embraces diversity, recognizing its importance in enhancing service quality, fostering innovation, and maintaining competitive advantage. This paper reviews Marriott's diversity management strategies, addresses the challenges encountered, assesses the effectiveness of their approach, and offers recommendations for future improvement.

Overview of Marriott International's Diversity Approach

Marriott International is committed to fostering an inclusive environment that values differences among employees and guests. Its diversity and inclusion (D&I) initiatives encompass recruitment, training, leadership development, and community engagement. The company's 'People First' philosophy emphasizes respect for individual backgrounds, promoting equity and inclusion at all levels. Marriott’s Diversity & Inclusion strategy aligns with its core mission to create a welcoming environment for its diverse workforce and customers.

Specific initiatives include unconscious bias training, Employee Resource Groups (ERGs), mentorship programs, and targeted recruitment efforts in underrepresented groups (Marriott, 2022). Furthermore, Marriott’s global presence necessitates adaptive policies that respect cultural differences across various regions.

Challenges Faced in Diversity Management

Despite progress, Marriott faces several challenges. One significant difficulty is managing cultural differences across its global locations, where local customs and societal norms can conflict with corporate diversity policies (Smith & Johnson, 2021). Language barriers also pose communication issues among a multicultural workforce, affecting teamwork and service delivery (Kumar & Bhatia, 2020).

Another challenge involves dealing with unconscious biases that persist despite training efforts. Resistance to change within some managerial layers can hinder diversity initiatives from being fully effective (Lee, 2019). Additionally, gender disparities remain prevalent, especially in leadership roles, impeding the realization of true gender equality (Davis, 2020).

Moreover, maintaining consistency in diversity practices across numerous international sites presents logistical and managerial difficulties, risking inconsistent experiences for employees and clients alike.

Impacts of Diversity Challenges on Business

The challenges linked to diversity management can have tangible negative impacts on Marriott’s business performance. Miscommunication and cultural misunderstandings can lead to service inconsistencies, customer dissatisfaction, and potential reputational damage (Gomez & Park, 2021). Internal conflicts stemming from diversity issues can decrease employee morale and productivity (Brown, 2022).

In regions where diversity efforts are inadequate, Marriott risks losing market share to competitors with more inclusive practices (Nguyen & Lee, 2020). Furthermore, failure to address biases can result in legal issues and penalties, especially concerning discrimination claims (Fletcher, 2019). Conversely, effective diversity management enhances employee engagement, broadens market reach, and improves customer satisfaction, ultimately driving revenue growth (Johnson et al., 2021).

Evaluation of Marriott’s Success in Diversity Management

Marriott’s strategic initiatives reflect a robust commitment to diversity, and the organization has received awards recognizing its inclusive practices, such as the Human Rights Campaign’s Corporate Equality Index (Marriott’s annual reports, 2022). These accolades suggest a level of success. However, the persistence of cultural and gender disparities indicates room for improvement.

Metrics such as employee satisfaction surveys and customer feedback demonstrate incremental progress, but comprehensive evaluations reveal gaps. For instance, gender imbalance at executive levels and regional disparities in inclusion scores reveal that diversity efforts are uneven (Davis, 2020). Therefore, while Marriott has made significant strides, continuing challenges point to the need for more tailored, continuous improvement strategies.

Recommendations for Improvement

To enhance its diversity management, Marriott should adopt several targeted strategies. First, expanding cultural competence training tailored to regional specifics can address local diversity challenges more effectively (Ahmed & Sharma, 2019). Second, increasing leadership accountability by linking diversity goals to executive performance metrics can ensure sustained commitment (Thomas, 2021).

Third, establishing more comprehensive feedback mechanisms, including anonymous reporting channels, can better identify ongoing issues and facilitate proactive resolutions (Kumar & Bhatia, 2020). Fourth, fostering a culture of allyship and inclusive leadership through ongoing education can mitigate biases and resistance (Nguyen & Lee, 2020). Lastly, promoting diversity within the supply chain and community engagement initiatives can strengthen Marriott’s reputation and social impact.

Conclusion

Marriott International’s efforts in managing diversity reflect a commendable commitment to inclusion, yet challenges remain. By addressing cultural nuances, enhancing leadership accountability, and implementing continuous feedback systems, Marriott can further refine its approach. Sustainability in diversity management is vital for maintaining competitive advantage in the global hospitality sector, and ongoing strategic refinement will be essential to achieving true organizational inclusivity.

References

  • Ahmed, S., & Sharma, P. (2019). Cross-cultural competence and its impact on global hospitality organizations. International Journal of Hospitality Management, 82, 67–75.
  • Brown, L. (2022). Employee morale and diversity initiatives in hotel chains. Journal of Business Ethics, 175(4), 737–750.
  • Davis, K. (2020). Gender disparities in hospitality leadership. Leadership & Organization Development Journal, 41(3), 399–412.
  • Fletcher, R. (2019). Legal challenges of diversity management in multinational corporations. International Journal of Law and Management, 61(2), 161–175.
  • Gomez, C., & Park, S. (2021). Cultural competence and customer satisfaction in hospitality. Journal of Travel & Tourism Marketing, 38(2), 205–219.
  • Johnson, M., Smith, A., & Lee, H. (2021). Diversity as a driver of innovation in hospitality. International Journal of Contemporary Hospitality Management, 33(1), 113–130.
  • Kumar, R., & Bhatia, S. (2020). Addressing language barriers in multicultural hotel teams. Tourism Management Perspectives, 36, 100781.
  • Marriott. (2022). Diversity & Inclusion Annual Report. Marriott International. https://www.marriott.com/diversity-report
  • Smith, J., & Johnson, P. (2021). Managing cultural diversity in global organizations. Journal of International Business Studies, 52(4), 629–645.
  • Thomas, D. (2021). Leadership accountability in diversity management: Strategies and outcomes. Strategic HR Review, 20(5), 225–232.

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