Managing Cultural Diversity in Human Resource Management
Vo, Kim Hang (2014)
Vo, Kim Hang
Saimaan ammattikorkeakoulu
2014
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201401291798
https://urn.fi/URN:NBN:fi:amk-201401291798
Tiivistelmä
There are three aims of the research. The first one is to know the attitudes of Finnish employers in the tourism and hospitality industry towards culturally diverse workforce; how they understand the term “Cultural Diversity” and its advantages for operating business and managing their personnel. Then, the thesis tries to find out approaches to manage cultural diversity effectively in an organization. The last is to answer whether those approaches would be suitable in practices in an organization.
The theoretical part of this research consisted of culture studies, diversity management and human resource management. Information was gathered from literature, books, journal articles and Internet sources. To be more valuable in practice, the primary data of this research was acquired from interviews, using qualitative research method, with two companies operating in different segments of the tourism and hospitality industry: S Group (tourism and hospitality as a niche segment of the business) and Finnish Society Travel Ltd. (travel agency).
As for the results of this research, Finnish employers have been now taking over the fears for accommodating foreign employees who have different backgrounds and cultural bases, compared to the past. They see diverse workforce as their own advantage and competency in the marketable field. Since there are differences between two business environments, strategies and company structures, the approaches they would choose for managing their diverse personnel are different. The research also suggested five approaches to effectively manage cultural diversity in an organization and blend them into three primary practices of Human Resource Management Department, which consists of Training, Designing job and Recruitment.
The theoretical part of this research consisted of culture studies, diversity management and human resource management. Information was gathered from literature, books, journal articles and Internet sources. To be more valuable in practice, the primary data of this research was acquired from interviews, using qualitative research method, with two companies operating in different segments of the tourism and hospitality industry: S Group (tourism and hospitality as a niche segment of the business) and Finnish Society Travel Ltd. (travel agency).
As for the results of this research, Finnish employers have been now taking over the fears for accommodating foreign employees who have different backgrounds and cultural bases, compared to the past. They see diverse workforce as their own advantage and competency in the marketable field. Since there are differences between two business environments, strategies and company structures, the approaches they would choose for managing their diverse personnel are different. The research also suggested five approaches to effectively manage cultural diversity in an organization and blend them into three primary practices of Human Resource Management Department, which consists of Training, Designing job and Recruitment.