diversity
TABLE OF CONTENTS
Page
Table of Contents……………………………………………………………………………………………….2
INTRODUCTION…………………………………………………………………………………………………3
DIVERSITY…………………………………………………………………………………………………………..4
DIVERSITY AT WORK…………………………………………………………………………………………..5
DIVERSITY MANAGEMENT FOR HOSPITALITY ORGANIZATIONS………………………….7
CONCLUSION………………………………………………………………………………………………………9
REFERENCES……………………………………………………………………………………………………….10
INTRODUCTION
In early 1990, the equal opportunities at workforce dispute and relative to generate the new concept of managing diversity issue (Maxwell, McDougall and Blair, 2000). There is still evidence of discrimination in the public sector even though these sectors asserted commitment to equal opportunities and equality legislation made many years ago (Holly, 1998). Moreover the origins of managing diversity in United States with originally concerns about the concepts and ideals of managing diversity, and developed more focus on organizational implications and benefits, also the interest in managing diversity has become increasingly in recent years (Maxwell, McDougall and Blair, 2000). There are many differences between equality and diversity. For the equality, it is external forces and supported by legal framework to protecting the rights, fair and social justice of workforce (McDougall, 1996). Moreover, organizations should be more interest their workforce and consider the equally, such as ethical and human rights or moral issues (Wilson and Iles, 1999). In addition, managing diversity is driven by an internal need, such as benefits the organizations economic and business needs, search for organizational survival and effectiveness through use of all skill areas (McDougall, 1996). Kandola and Fullerton in 1994, quoted by Maxwell, McDougall and Blair, (2000, p.368), said that equality is more focus and concentrates on
Page
Table of Contents……………………………………………………………………………………………….2
INTRODUCTION…………………………………………………………………………………………………3
DIVERSITY…………………………………………………………………………………………………………..4
DIVERSITY AT WORK…………………………………………………………………………………………..5
DIVERSITY MANAGEMENT FOR HOSPITALITY ORGANIZATIONS………………………….7
CONCLUSION………………………………………………………………………………………………………9
REFERENCES……………………………………………………………………………………………………….10
INTRODUCTION
In early 1990, the equal opportunities at workforce dispute and relative to generate the new concept of managing diversity issue (Maxwell, McDougall and Blair, 2000). There is still evidence of discrimination in the public sector even though these sectors asserted commitment to equal opportunities and equality legislation made many years ago (Holly, 1998). Moreover the origins of managing diversity in United States with originally concerns about the concepts and ideals of managing diversity, and developed more focus on organizational implications and benefits, also the interest in managing diversity has become increasingly in recent years (Maxwell, McDougall and Blair, 2000). There are many differences between equality and diversity. For the equality, it is external forces and supported by legal framework to protecting the rights, fair and social justice of workforce (McDougall, 1996). Moreover, organizations should be more interest their workforce and consider the equally, such as ethical and human rights or moral issues (Wilson and Iles, 1999). In addition, managing diversity is driven by an internal need, such as benefits the organizations economic and business needs, search for organizational survival and effectiveness through use of all skill areas (McDougall, 1996). Kandola and Fullerton in 1994, quoted by Maxwell, McDougall and Blair, (2000, p.368), said that equality is more focus and concentrates on