Diversity in Workforce Within the Hospitality Industry, Dissertation – Abstract Example

Presentation of References

Crosby, B. (et al) (2012). The State of Diversity in Today’s Workforce: As Our Nation Becomes More Diverse So Too Does Our Workforce. http://www.americanprogress.org/wp-content/uploads/issues/2012/07/pdf/diversity_brief.pdf. (Retrieved on October 15, 2013). ABSTRACT: This reading provides a distinct indication on how the workforce in the American society has been changing through the years due to the emergence of immigration of individuals from different nationalities. Such aspect of change has been noted to create specific alterations on how the human resources are managed and these differences are featured in this document.

Civil Service. (2012). Best practice guidance on monitoring equality and diversity in employment. http://www.civilservice.gov.uk/wp-content/uploads/2012/03/Equalities-Monitoring-Guidance-final.pdf. (Retrieved on October 15, 2013). ABSTRACT :Referring to workforce diversity as an asset for an organization, this document provides a clear distinction between the pros and cons of working with a highly diversified population of employees. Through distinct procedures, it also provides great suggestions on how administrators could actually manage around such conditions at work.

Day, J. (et al). (2008). Diversity in Tourism and Hospitality: An examination of diversity initiatives in the tourism and hospitality industry by students from Purdue University’s Department of Hospitality and Tourism. http://www.purdue.edu/servicelearning/documents/Day_Diversity_in_Tourism_and_Hospitality_Report_Fall2010.pdf. (Retrieved on October 15, 2013). ABSTRACT: This document features a research handled by the students of Purdue University as they try to identify the different aspects that make up workforce diversity in tourism and hospitality industries. They relate their findings to the actual performance of the industry in line with such condition of the working environment.

Delloite. (2011). Only skin deep? Re-examining the business case for diversity. http://www.deloitte.com/assets/Dcom Australia/Local%20Assets/Documents/Services/Consulting/Human%20Capital/Diversity/Deloitte_Only_skin_deep_12_September_2011.pdf. (Retrieved on October 15, 2013). ABSTRACT: Considering the fact behind having to handle workers from different nationalities, this document shows how particular organizations have successfully used diversity to their best benefits thus making their workers realize their best potential while also reaping the best for the sake of the organization’s progressive stance.

Deloitte. (2010). The road to inclusion Integrating people with disabilities into the workplace. http://www.deloitte.com/assets/Dcom-Canada/Local%20Assets/Documents/About%20us/Diversity/ca_en_dialogue_on_diversity_v2_080710.pdf. (Retrieved on October 15, 2013). ABSTRACT: What place do disable individuals have in huge workplaces? This document provides a distinct suggestion on how to deal with disabled workers as they are helped to provide their best and work their way alongside other members of the organization.

Gong, Y. (2008). Managing cultural diversity in hospitality industry. http://digitalscholarship.unlv.edu/cgi/viewcontent.cgi?article=1510&context=thesesdissertations. University Libraries, Las Vegas. (Retrieved on October 15, 2013). ABSTRACT: This study provides a distinct indication on how diversity in the hospitality industry has improved the manner of serving clients from different nationalities. It is assumed through this document that working with a diverse workforce is an asset to the industry than a hindrance to its success.

Korjala, V. (2012). Cultural Diversity in Hospitality Management: How to Improve Cultural Diversity Workforce. https://publications.theseus.fi/bitstream/handle/10024/55331/Korjala_Veera.pdf?sequence=1. (Retrieved on October 15, 2013). ABSTRACT: This reading provides several indicative procedures that have been proven effective in managing the aspect of diversity in the workforce. It provides vital points that the management could consider in establishing a more stable workforce amidst the existence of differences between individuals.

Legal Services Board. (2011). Increasing diversity and social mobility in the legal workforce: transparency and evidence . http://www.legalservicesboard.org.uk/what_we_do/consultations/open/pdf/diversity_consultation_publish.pdf. (Retrieved on October 15, 2013). ABSTRACT: although this documentation is dedicated to defining the environment of work in the legal industry, it provides a vital background on the legal clauses that binds managers of organizations to treat and manage their workers effectively even beyond the existence of diversity.

Tanenbaum: Combating Religious Prejudice. (2007). Religion and Diversity in the Workplace. https://www.tanenbaum.org/sites/default/files/Religion%20and%20Diversity%20in%20the%20Workplace%20Fact%20Sheet%20FORMATTED.pdf. (Retrieved on October 15, 2013). ABSTRACT: Religion is one of the most crucial aspects of diversity. In the hospitality industry, such point of differences should be managed well and particular points to consider [especially ethical matters] are included within the discussion in this material.

National Integration Working Group for Workplaces. (2008). Managing Workplace Diversity: A Toolkit for Organizations. http://www.mom.gov.sg/Documents/employment-practices/WDM/Workplace%20Diversity%20Management%20Tookit%20and%20Manager’s%20Guide.pdf. (Retrieved on October 15, 2013). ABSTRACT: Every industry has a story to tell. In this reading, it is acknowledged that very operating organization needs to rise to the challenge of managing diversity among employees. This reading the provides vital examples and procedures to successfully deal with issues of having to handle unique individuals to work as a team.

Reference List

Crosby, B. (et al) (2012). The State of Diversity in Today’s Workforce: As Our Nation Becomes More Diverse So Too Does Our Workforce. http://www.americanprogress.org/wp-content/uploads/issues/2012/07/pdf/diversity_brief.pdf. (Retrieved on October 15, 2013).

Civil Service. (2012). Best practice guidance on monitoring equality and diversity in employment. http://www.civilservice.gov.uk/wp-content/uploads/2012/03/Equalities-Monitoring-Guidance-final.pdf. (Retrieved on October 15, 2013).

Day, J. (et al). (2008). Diversity in Tourism and Hospitality: An examination of diversity initiatives in the tourism and hospitality industry by students from Purdue University’s Department of Hospitality and Tourism. http://www.purdue.edu/servicelearning/documents/Day_Diversity_in_Tourism_and_Hospitality_Report_Fall2010.pdf. (Retrieved on October 15, 2013).

Delloite. (2011). Only skin deep? Re-examining the business case for diversity. http://www.deloitte.com/assets/Dcom-Australia/Local%20Assets/Documents/Services/Consulting/Human%20Capital/Diversity/Deloitte_Only_skin_deep_12_September_2011.pdf. (Retrieved on October 15, 2013).

Deloitte. (2010). The road to inclusion Integrating people with disabilities into the workplace. http://www.deloitte.com/assets/Dcom-Canada/Local%20Assets/Documents/About%20us/Diversity/ca_en_dialogue_on_diversity_v2_080710.pdf. (Retrieved on October 15, 2013).

Gong, Y. (2008). Managing cultural diversity in hospitality industry. http://digitalscholarship.unlv.edu/cgi/viewcontent.cgi?article=1510&context=thesesdissertations. University Libraries, Las Vegas. (Retrieved on October 15, 2013).

Korjala, V. (2012). Cultural Diversity in Hospitality Management: How to Improve Cultural Diversity Workforce. https://publications.theseus.fi/bitstream/handle/10024/55331/Korjala_Veera.pdf?sequence=1. (Retrieved on October 15, 2013).

Legal Services Board. (2011). Increasing diversity and social mobility in the legal workforce: transparency and evidence . http://www.legalservicesboard.org.uk/what_we_do/consultations/open/pdf/diversity_consultation_publish.pdf. (Retrieved on October 15, 2013).

Tanenbaum: Combating Religious Prejudice. (2007). Religion and Diversity in the Workplace. https://www.tanenbaum.org/sites/default/files/Religion%20and%20Diversity%20in%20the%20Workplace%20Fact%20Sheet%20FORMATTED.pdf. (Retrieved on October 15, 2013).

National Integration Working Group for Workplaces. (2008). Managing Workplace Diversity: A Toolkit for Organizations. http://www.mom.gov.sg/Documents/employment-practices/WDM/Workplace%20Diversity%20Management%20Tookit%20and%20Manager’s%20Guide.pdf. (Retrieved on October 15, 2013).