DIVERSITY MANAGEMENT

Theory of Diversity Management

Theory of Diversity Management

The diversity manifests itself in a paradox, on one hand carries the risk of disintegration and disunity in the labour force and the other is a factor of creativity and competitiveness." - Nigel Bassett-Jones

Introduction

Today, a large percentage of companies worldwide have undergone over the years a series of transformations to be more competitive and adapt to rapidly changing markets, the explosion of information, and globalization, requiring people who can create, plan and act quickly. On the other hand, being at the forefront of human resource management and participatory solid is to have a position in the national or international market and especially to achieve optimal productivity that allows companies to grow and stay in time (Siliciano, 2006, 55). For the tourism sector, this adaptation is vital for business development because it allows to offer a quality service and grow at an organizational level, so it is essential that small and large companies, be aware that the Human resources are the key element in achieving its objectives.

Personnel management in a tourism organization has to be permanent and should be considered as one of the first internal order within the strategic plans of the company, as an axis transverse to all areas of constant evaluation. Not only have workers committed to the company but also with the client and their social environment. Many companies have a business philosophy for employees exposed and established since its inception and have a clear objective with respect to its workforce, its main purpose to ensure that each team member feel part of it (Selden, 2009, 84).

But what is Diversity Management? Some companies define the principle of diversity and variety of people can be found in an organization where there are all kinds of people, diverse, (race, sex, colour, personality, style) an accurate reflection of reality that surrounds it, and it is important to manage it well so that the person is enthusiastic, friendly, outgoing, eager to grow and develop (Robinson, 2007, 5).

The principle of diversity is a concept that has been driving for over ten years in academia and business, but as often happens, sometimes the concepts are just that and not take the daily practice of companies. The concept of diversity is considered to be inclusive of everyone. That is, it focuses on a broader set of qualities other than race and gender. Diversity is interpreted to include other dimensions which influence the perspectives and identities that people bring which include parental status, religion, education background, sexual orientation, geographical location, work experience and style and profession. Diversity looks at more than just the perception of people towards themselves but also how they too perceive others and these perceptions affect work place interactions (Richard, 2007, 50). Diversity is about learning from others who are not the same, about respect and dignity for all and also about environments in the work place and practices that encourage learning from others and capture the advantage of diverse ...