Multicultural Diversity in Workplace for the Tourism Professional

(Research and Journal Writing)

BH-502

Garcia, Andre Nicolas O.

Guiang, Resie Jane S.

 I. INTRODUCTION TO MULTICULTURAL DIVERSITY

According to the information we discovered on the internet regarding the subject of multicultural
diversity, the term "culturally diverse" is frequently employed as a synonym for the concept of
multiculturalism. Multiculturalism entails a set of beliefs and behaviors that acknowledge the existence
of all diverse groups in society, while also recognizing and valuing their socio-cultural distinctions.
Additionally, Dr. Caleb Rosado, a sociologist specializing in multiculturalism and diversity, discussed the
seven crucial actions that are involved in the description of multiculturalism. These actions include
recognizing cultural differences, respecting each other's distinctions, acknowledging diverse cultural
expressions and contributions, valuing other cultures, encouraging mutual respect and understanding,
empowering individuals to develop themselves, and celebrating the unity and harmony that arise from
these differences.

According to a relevant study we examined, culture serves as a mirror that reflects everything in our
surroundings. Through culture, we can determine what is considered normal, appropriate, or
inappropriate, and individuals often use their own culture as a basis for judging other cultures. This is
why it is crucial to acknowledge and understand the cultures of others, particularly in our country and
workplace. Learning about different cultures helps us gain insight into the diverse perspectives of other
people and enables us to avoid stereotyping and personal biases towards different groups. Furthermore,
cultural diversity facilitates interaction with diverse individuals, fostering trust, respect, and
understanding. Moreover, supporting cultural diversity offers numerous benefits, including:

 Enhanced understanding through interaction with individuals from diverse cultures.

 Avoidance of stereotypes and the imposition of values on others.
 Recognition that even in the presence of language barriers, individuals are still making
efforts to understand one another.
 Opportunities for learning and experiencing new things through cultural diversity.

Cultural diversity promotes the idea that every individual has a distinct and positive contribution to
society, regardless of their differences. Similarly, multiculturalism encourages and empowers the
contributions of diverse individuals within society.

KEY REALIZATIONS AND RELEVANCE

The key realizations and relevance become evident as we grasp the symbiotic relationship between
"culturally diverse" and "multiculturalism," elucidating a roadmap outlined by Dr. Caleb Rosado's seven
essential actions. Emphasizing respect for distinctions, acknowledgment of diverse cultural expressions,
and the celebration of unity underscore the imperative of comprehending various perspectives, steering
clear of stereotypes, and appreciating the unique contributions of individuals. This framework not only
fosters enhanced societal understanding but also cultivates a workplace and community environment
that thrives on mutual respect, trust, and the enrichment that arises from embracing cultural diversity.

II. DIVERSITY IN ORGANIZATION

According to our extensive research, it has been determined that workforce diversity is a significant
concern for the majority of businesses. Workforce diversity refers to the multitude of differences that
exist among individuals within an organization. For organizations that aim to cultivate diverse workplace,
it is imperative to comprehend the factors that contribute to workplace diversity. Diversity encompasses
the coexistence of individuals from various socio-cultural backgrounds within an organization, including
elements such as culture, age, race, ethnicity, origin, religion, and so forth. Managing diversity in the
workplace or within an organization necessitates the proactive creation, management, and appreciation
of a diverse workforce, which should receive full support from the company's management.

There are several strategies or recommendations for effectively managing workplace diversity.

• The organization should establish a conducive work environment that empowers

employees, thereby fostering motivation and job satisfaction.
• Prioritizing communication with employees is crucial, as it enables a comprehensive
understanding of the individual differences that exist among them.
• Implementing training and development programs is an effective approach to managing
workplace diversity. Through these programs, employees can enhance their skills and
interactions with one another, while managers gain insight into the dynamics of
employee relationships, thus minimizing the tendency to stereotype groups.
• It is essential to treat all employees equitably, adhering to clear rules and standards
devoid of any biases.

After acquainting oneself with the strategies for managing workplace diversity, it is also important to
recognize the benefits that arise from having a diverse workforce. These advantages include:

• A diverse workplace facilitates a thorough understanding of target demographics and

enables the organization to develop effective strategies to engage them.
• An organization with a diverse workforce is better equipped to provide excellent service,
as it possesses a deep understanding of customer needs, thereby enhancing customer
satisfaction.
• Lastly, diversity fosters creativity and innovation, as employees with diverse backgrounds
bring forth unique ideas stemming from their cultural experiences, thereby creating a
competitive advantage.

While there are undoubtedly advantages to diversity within an organization, it is equally important to
acknowledge the associated disadvantages, which often lead businesses to view workplace diversity as a
primary concern. These disadvantages include:

• Firstly, the costs associated with implementing training programs.

• Secondly, the potential conflicts that may arise between two or more groups within the
organization.
• Thirdly, mismanaged diversity can have lasting effects on both employees and the
company as a whole.
 • Lastly, inadequate knowledge and understanding among management regarding how to
effectively handle a diverse organization.

In conclusion, workplace diversity is a topic of great significance for businesses, as it requires careful
consideration and proactive management. By implementing the recommended strategies and
recognizing the benefits, organizations can harness the advantages of a diverse workforce while
effectively addressing the associated challenges.

KEY REALIZATION AND ITS RELEVANCE

Diversity pertains to the distinctions within various backgrounds that define personal attributes such as
age, gender, race, marital status, ethnic origin, religion, education, and so forth. As individuals aspiring to
enter the tourism profession, we aspire to become part of the workforce in the tourism and hospitality
sector. This study aids in our comprehension of various aspects, such as the challenges an organization
may face when dealing with individuals from diverse backgrounds and perspectives. Additionally, this
research enables us to acknowledge and appreciate the advantages and disadvantages of diversity within
an organization. Furthermore, this subject matter imparts the understanding that every element
possesses its own purpose and mission to fulfill, as being different should not be considered a problem;
rather, it serves as a determinant in our pursuit of excellence. Moreover, the relevance of this lesson to
our future trajectory within the tourism and hospitality workplace lies in our need to familiarize
ourselves with the intricacies of diversity within an organization, particularly given the wide range of
companies with diverse environments in the tourism and hospitality industry. It is crucial for us to
recognize and learn from the experiences of various employees, as this will aid us in adapting to the
industry we seek to enter. For example, when we find ourselves in a company with a diverse
environment, we will inevitably engage in communication and socialization with individuals from
different backgrounds. Engaging in conversation with them may prove challenging and may even lead to
disagreements. Thus, by internalizing the insights gleaned from this topic, we will develop a greater
understanding and open-mindedness toward their opinions, allowing us to communicate with them in a
clear and respectful manner, thereby avoiding any negative implications.

III. ORGANIZATIONAL CULTURE

Organizational culture encompasses the collection of established standards and principles that are
collectively embraced by individuals and groups throughout the organization. These organizational
values and beliefs represent the shared ideals regarding the organization's objectives and the expected
behavioral conduct that members should adhere to in order to attain these common goals.
Consequently, these organizational values become the foundation for the established norms and
guidelines that distinguish the organization and operate implicitly.

All organizations and companies possess unique cultures that can serve as both their strengths and
weaknesses. As a strength, organizational culture facilitates effective communication among members,
aids in decision-making processes, and cultivates commitment and cooperation within the organization.
Conversely, the presence of multiple subcultures within an organization can result in a scarcity of shared
values and behavioral norms across the entire organization, leading to a lack of tradition. In such
organizations, employees may view themselves primarily as salary earners rather than active members
of the organization, resulting in diminished commitment and responsibility in their performance. These
strengths and weaknesses contribute to the existence of both strong and weak cultures, which can vary
across different industries. Consequently, altering an organization's culture requires a determined and
effective leader who prioritizes the organization's interests above their own.

For a strong organizational culture to be established, it must be deeply ingrained in the organization's
practices and procedures, ensuring that employees and management alike understand the expectations
placed upon them and strive to align their actions accordingly with the organization's core values. A
strong culture creates a sense of well-being among employees and encourages them to work towards
the greater good of the organization or company to which they belong. However, it is important to be
mindful of the potential negative effects of a strong organizational culture, such as the phenomenon
known as "group think."

Meanwhile, an organization characterized by a feeble culture is one in which employees exhibit a lack of
clarity regarding their goals. This becomes glaringly apparent when a majority of employees hold
divergent opinions about the organization's mission and values. The indicators of an organization with a
weak culture encompass a dearth of trust, an absence of focus on challenges, a decline in staff's faith in
their leaders and systems, and a preoccupation with problems rather than opportunities. Consequently,
this leads to an escalation in employee turnover due to a lack of unity and shared purpose within the
company. As a result, employee morale diminishes and disengagement becomes prevalent. In the
context of the tourism and hospitality industry, strong and weak cultures are distinctly identifiable, yet
they are also intertwined, as evidenced across various organizations and cultures within this sector - and
this is known as the Service Culture. The Service Culture represents a collective mindset among tourism
and hospitality employees, wherein they contemplate the provision of exceptional service, actively
endeavor to deliver it, and possess a comprehensive understanding of the how and why behind their
actions; in essence, the service culture is centered around customer service and satisfaction.

KEY REALIZATION AND ITS RELEVANCE

As a prospective tourism practitioner, within this particular field, the acquisition of knowledge and
understanding surrounding organizational culture is of paramount importance to us. Each future
workplace we may find ourselves in will possess a unique culture. The ability to grasp this culture at
present is an immense advantage, as it allows us to comprehend and appreciate an organization's shared
beliefs, values, and objectives once we become part of their workforce. Furthermore, this affords us
insights into the behaviors and attitudes we ought to embody when we enter a tourism or hospitality
establishment. It is common knowledge that organizational culture comprises numerous elements,
ranging from an organization's mission and core values to the manner in which individuals collaborate
and conduct their daily lives. One undeniable fact is that an organization's culture becomes readily
apparent or palpable the moment we encounter an employee or set foot in front of a particular
organization. Consider, for instance, Cebu Pacific. Upon joining their workforce, we must familiarize
ourselves with, commit to, and embrace their culture, in order to provide services that cater to the
needs and demands of passengers, ultimately achieving our common goal of prioritizing passenger
satisfaction. In addition, we are expected to conform by donning the same company uniforms, as this is
an emblematic aspect of their organizational culture that underscores the strength of their
establishment. As tourism students, we must possess a comprehensive understanding of both
organizational culture in general and the culture specific to the tourism industry, namely the service
culture. As future professionals in this field, our commitment lies in providing exceptional customer
service, as it inherently defines our role. It is worth noting that organizational culture is not restricted
solely to the company itself, but extends to encompass the individuals who belong to and work within
the organization.

IV. DEVELOPING INTER-ORGANIZATIONAL CULTURE

Developing inter-organizational culture refers to the intentional process of creating a shared set of
values, norms, and practices that bridge the cultural gaps between different organizations. This involves
fostering a cohesive and collaborative environment where entities can work together seamlessly, aligning
their goals, communication styles, and operational approaches. In the context of inter-organizational
culture, key elements include:

 Alignment of Values: Ensuring that the core values of each organization involved are
understood and harmonized to create a unified set of principles.
 Effective Communication: Establishing communication protocols that enable smooth
information flow, transparency, and understanding across organizational boundaries.
 Collaborative Mindset: Cultivating a mindset that promotes collaboration, teamwork,
and mutual support, emphasizing shared goals and outcomes.
 Adaptability: Recognizing and respecting the diversity of organizational cultures while
being adaptable to changes that contribute positively to the collaborative effort.

KEY REALIZATION AND ITS RELEVANCE

Recognizing that inter-organizational collaboration requires intentional efforts to create a common

ground where values, communication styles, and operational approaches align. This shared culture
becomes the glue that holds diverse organizations together, fostering an environment where they can
collectively achieve their goals and navigate challenges successfully. The elements of alignment, effective
communication, a collaborative mindset, and adaptability are essential building blocks for a robust inter-
organizational culture.

V. SUSTAINING INTER-ORGANIZATIONAL CULTURE

Organizational culture and relationship necessitate the allocation of resources, as well as trust,
congruent values, dedication, stability, frequency, and quality of interactions. The transformation of trust
and commitment into cooperation, and subsequently into action, is contingent upon various factors. The
more individuals engage in shared activities, the greater the number of interactions and the stronger the
emotional connection among individuals. Similarly, the more frequent the interactions, the more
activities and emotions are shared. Additionally, the intensity of emotions influences the degree to
which individuals engage in activities and interact with one another. The benefits derived from
relationships are dependent on the extent to which they are valued at the organizational level and
integrated into the organizational culture. Relationships entail the convergence of diverse cultures.
Similarities among organizations can be identified through past experiences, current actions, and future
expectations. Compatibility of values precedes the establishment of trust and commitment. Ambiguity
and complexity serve as catalysts for cooperation, as organizations with similar interests, despite
differing perspectives, foster a sense of familiarity and jointly develop solutions. Based on shared values,
trust, commitment, cooperation, and perceptions of reality, it is evident that relationships can potentially
impact the involved organizational cultures, taking into account the cultural perspectives.

KEY REALIZATION AND ITS RELEVANCE

Inter-organizational culture can be perceived as a network of meanings and symbols that traverse
organizational boundaries, encompassing interactions and combinations of symbols and meanings that
may give rise to new interpretations. It represents a set of norms or values that are shared among
different organizations. Furthermore, the greater the frequency and level of communication in
relationships, the higher the likelihood of culture integration. Increased cultural understanding among
associates is positively associated with relationship quality. Nevertheless, cultural differences are more
pronounced in relationships characterized by poorer performance, and selecting an associate with
similar values is more likely to sustain long-term cooperation.

A successful corporate culture has been demonstrated to enhance levels of employee engagement,
productivity, and performance. The inter-organizational culture within the hospitality and tourism sector
is strengthened through the implementation of visions that promote equal employment opportunities to
accommodate the diverse nationalities in the market. The composition of the workforce in hospitality
and tourism establishments is extensive and varied. It is indeed imperative to recruit individuals from
diverse backgrounds and nationalities in order to cultivate workplace diversity that yields positive impact
and heightened productivity in the hospitality and tourism industry. Maintaining inter-organizational
culture also enables businesses in the hospitality and tourism sector to foster and exemplify a favorable
image of inclusive equal employment opportunities, irrespective of race, gender, or nationality. For
instance, at Dubai Airports, their employees encompass various nationalities and cultures, including
Filipinos, Pakistanis, Israelites, and many more, thereby constituting an inter-organizational workplace.
They collaborate and communicate with one another by acknowledging and respecting their differences,
which facilitates efficient and cooperative work. They acquire understanding and knowledge from each
other's divergent perspectives, and the multitude of ideas enables them to address challenges
effectively. By means of effective communication and comprehension, they establish connections among
themselves and operate efficiently within a healthy interorganizational workplace.

VI. PERSONALITY DIVERSITY

Personality diversity refers to the variety of individual characteristics, traits, and behavioral patterns that
people exhibit within a group or community. Each person has a unique personality shaped by factors
such as genetics, upbringing, experiences, and cultural influences. Understanding and appreciating
personality diversity is crucial in various contexts, including the workplace, education, and social
interactions. Here are key aspects related to personality diversity:
  Individual Differences: Personality diversity acknowledges that individuals differ in their
preferences, communication styles, attitudes, values, and approaches to problem-
solving. Recognizing and respecting these differences can enhance collaboration,
creativity, and overall group dynamics.
 Myers-Briggs Type Indicator (MBTI): The MBTI is a popular tool that categorizes
individuals into 16 personality types based on preferences in four dichotomies:
Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving.
Understanding MBTI types can provide insights into how individuals perceive the world
and make decisions, fostering better communication and teamwork.
 Big Five Personality Traits: The Big Five traits include Openness, Conscientiousness,
Extraversion, Agreeableness, and Neuroticism (OCEAN). These traits offer a broad
framework for understanding personality differences. The Big Five model is widely used
in psychology to assess and describe personality diversity, influencing areas such as
hiring practices and team composition.
 Cultural Influences: Cultural backgrounds contribute to variations in social norms,
communication styles, and interpersonal behaviors. Recognizing and appreciating
cultural diversity is essential for effective cross-cultural communication and collaboration
in diverse environments.
 Inclusive Environments: An inclusive environment values and respects individual
differences, creating a culture where everyone feels welcome and accepted. Inclusive
workplaces, communities, and educational settings benefit from a wide range of
perspectives, fostering innovation and creativity.
 Conflict Resolution: Personality differences can lead to conflicts, but understanding and
managing these differences constructively can contribute to conflict resolution.
Developing conflict resolution skills that consider personality diversity promotes positive
outcomes and strengthens relationships.
 Leadership Styles: Leaders may exhibit different leadership styles based on their
personalities, influencing their approach to decision-making, communication, and team
management. Recognizing diverse leadership styles contributes to more effective
leadership development and team building.

KEY REALIZATION AND ITS RELEVANCE

The key realization of recognizing and appreciating personality diversity is relevant across various aspects
of personal and professional life. It promotes a culture of inclusivity, effective communication, and
adaptability, contributing to improved collaboration, innovation, and overall success within teams and
organizations. Embracing diversity becomes a cornerstone for building stronger, more resilient, and more
dynamic communities and workplaces.

VII. CROSS-CULTURAL & DIVERSITY COACHING

Race, color, ethnicity, language, nationality, sexual orientation, religion, gender, socioeconomic status,
age, and physical and mental ability are all encompassed in workplace diversity training, along with the
manner in which we collaborate. This surpasses mere adherence to political correctness and delves into
comprehending how to embrace and honor the diversity of employees, as well as the diverse
perspectives and contributions that each employee brings to the organization. Moreover, diversity
training examines the portrayal of different individuals in various contexts, ranging from business
literature to diversity training materials. When it comes to diversity training, the following factors
assume particular significance, as they establish a workplace culture that is inclusive rather than
contentious. Instead of merely "tolerating" the divergent approaches stemming from a diverse
workforce, it demonstrates respect and actively seeks out these perspectives. To truly cultivate
knowledge, it goes beyond a list of do's and don'ts. Successful diversity trainings foster a sense of
inclusion and collective endeavor among employees, leading to greater job satisfaction and retention,
thereby enhancing the overall expertise within the company.

As a Diversity Coach, the key to crafting an effective diversity training program lies in avoiding the
simplistic presentation of a set of prescriptive rules and expecting compliance. This approach runs
counter to the essence of an impactful diversity training program. Instead, diversity training that portrays
acceptance of diversity as a choice that benefits all individuals in the workplace yields longer-lasting
positive outcomes. This entails establishing a shared objective, for it is through common goals that
individuals form a cohesive bond. Confronting unconscious bias is also crucial, as every individual harbor
unconscious prejudices that originate in the mind. The vast array of topics related to diversity training
can be overwhelming. Hence, prior to embarking on such training, it is imperative to conduct a
comprehensive needs assessment to prioritize the training requirements specific to the organization.
Finally, it is essential to introduce the concept of actively embracing a diverse workplace rather than
passively tolerating it, in order to foster a more inclusive and harmonious work environment.

Most definitions of cross-cultural training converge on a few key points, highlighting its focus on culture
and cultural differences. While many interpretations limit the scope to national cultures, such as
American or Chinese, it technically encompasses any form of cultural disparity, including regional and
generational cultures. The majority of formal and commercialized cross-cultural training concentrates on
the variances encountered in business settings, such as proper etiquette and effective communication
when engaging with individuals from different cultures. It is vital to recognize that we often
underestimate the need for caution when interacting with others, as our own culture, values, and beliefs
may differ significantly. The significance of cross-cultural training lies in the opportunity it provides for
individuals to gain a deeper understanding of themselves by learning about others. Through cross-
cultural training, individuals and teams develop a heightened sense of self-assurance, empowering them
to navigate the challenges posed by a diverse workplace with greater confidence.

KEY REALIZATION AND ITS RELEVANCE

The key realization in our research provided the shift from a mere adherence to political correctness to a
deeper understanding of how to embrace and honor diversity in the workplace. The relevance lies in
creating an inclusive workplace culture that goes beyond tolerance and actively seeks out diverse
perspectives.

Here are some key points:

  Comprehensive Understanding of Diversity: our research emphasizes that diversity goes
beyond surface-level characteristics like race, gender, and ethnicity. It encompasses a
wide range of factors, including language, nationality, sexual orientation, religion,
socioeconomic status, age, and physical and mental ability.
 Move Beyond Political Correctness: That effective diversity training goes beyond a
checklist of do's and don'ts. It encourages a shift from merely "tolerating" diversity to
actively respecting and seeking out diverse perspectives. This move fosters a culture of
inclusion rather than contention.
 Cultivation of Knowledge and Inclusion: The realization emphasizes that successful
diversity training goes beyond a set of rules. It aims to cultivate knowledge, foster a
sense of inclusion, and promote collective endeavor among employees. This, in turn,
leads to greater job satisfaction and retention, enhancing overall expertise within the
company.
 Choice and Shared Objectives: As a Diversity Coach, the approach to effective diversity
training involves portraying acceptance of diversity as a choice that benefits all
individuals in the workplace. Establishing shared objectives becomes crucial, as common
goals help individuals form a cohesive bond.
 Confronting Unconscious Bias: That our research acknowledges the importance of
addressing unconscious biases that individuals may harbor. This recognition is crucial for
creating a workplace environment that actively embraces diversity.
 Needs Assessment: Prior to embarking on diversity training, a comprehensive needs
assessment is deemed imperative. This helps prioritize training requirements specific to
the organization, ensuring that the training is tailored to address the unique challenges
and dynamics within the workplace.
 Active Embrace of Diversity: The importance of actively embracing a diverse workplace
rather than passively tolerating it. This proactive approach is seen as essential for
fostering a more inclusive and harmonious work environment.
 Cross-Cultural Training: Our research provided also touches upon the significance of
cross-cultural training. It highlights that such training goes beyond national cultures and
includes regional and generational differences. The goal is to help individuals gain a
deeper understanding of themselves by learning about others, ultimately empowering
them to navigate the challenges of a diverse workplace with confidence.

VIII. EMPLOYEE ENGAGEMENT

Corporate industry's sustainability depends on optimizing income from current capabilities, while
understanding and adapting to the reality that what might work today may not necessarily work in the
future. Business leaders must work hard to engage employees in order to build or sustain the viability of
their businesses. However, in reaction to change, leaders can often fail to modify their company if they
restrict their attention to current goods and processes. For business leaders to ensure a sustainable
future for their businesses, knowing how to navigate the balance between employee relations,
embracing innovation, and optimizing short-term profits is crucial. In several large companies and
businesses, the use of new technology, skilled workers, best practices, and education has helped
improve efficiencies. However, the financial results of many companies have been impacted by
disengaged employees who have decreased productivity. An organization's sustainability is influenced by
employee engagement, which is a factor in the organization's financial success. Improved employee
productivity, on the other hand, had a positive impact on organizational financial efficiency.
Organizational performance is achieved by the actions and engagement of employees. Productivity is
influenced by interpersonal behaviors; corporate leaders have therefore begun to track how various
interpersonal behaviors impact productivity.

Negative productivity effects may be triggered by detrimental interpersonal attitudes that reduce
employee engagement. This research found out that just 13 % of the employees worldwide are
completely engaged at work. In fact, twice as many are so disengaged that this adverse behavior is
transmitted to other workers. Corporate leaders who implement strategic employee engagement
behaviors can experience higher productivity for employees. Disengagement and personal participation
are both the behavioral state of an employee which are key drivers of their motivation to display
professional and personal conduct. The level of engagement of workers determines an organization's
productivity. An employee's motivation level is linked to work satisfaction. An employee's emotional
state also contributes to motivation. They become disengaged and defensive as workers begin to
withdraw and conceal their personalities, thoughts, and emotions, resulting in an adverse impact on
work results. Employee engagement programs adopted by company leaders to contribute to higher
levels of employee engagement, customer satisfaction, efficiency and benefit, and lower levels of
casualties and turnover of employees. In order to encourage workers to have positive attitudes towards
their company, business leaders follow the idea of Self-Determination Theory. Dedicated and meaningful
work enables employees to realize how valuable they are within the organization and makes them
engaged. In today's workplace, employee engagement has emerged as one of the main challenges of an
organization. Employee involvement will continue to challenge organizations in the future, with
challenges and strict rules in many organizations. This factor challenges management because
engagement is a crucial element in sustaining the viability, sustainability, and profitability of the
company.

Based on the research, the following are the factors that increase employee engagement in an
organization and decrease the probable disengagement of them:

 Giving rewards and recognitions to the employees.

 Empowering employees through various activities such as trainings, seminars, and
programs. As well as valuing their worth especially in engaging them in helping to solve
an organizational issue.
 Building a strong and healthy bond between the leaders and employees of the company.

Leaders that are genuine affect employee engagement. Business leaders must work hard to engage
employees in order to build or sustain the viability of their businesses. A byproduct of leaders who have
a direct interaction with workers is increased employee engagement. Engaged workers provide
enhanced organizational and individual efficiency. Maintaining their employee engagement and
preventing the probable cause of their disengagement is important for a company with multicultural
diversity
KEY REALIZATION AND ITS RELEVANCE

Engaging employees is of utmost importance in the retention of valuable talent and constitutes a crucial
component of the employee satisfaction puzzle; as employees who lack engagement are more prone to
leaving their positions. The significance of employee engagement cannot be overstated – strategies
centered on employee engagement have been empirically proven to decrease turnover rates, enhance
productivity and efficiency, retain customers at a higher frequency, and generate greater profits. Above
all, engaged employees experience heightened levels of happiness, both within their professional
spheres and personal lives. According to our research, we have discovered that employee engagement
assumes a pivotal role in effectively managing a prosperous company. Engaged employees are more
inclined to perform at an elevated level, offer a diverse range of solutions to problems, demonstrate
increased innovativeness, exhibit greater loyalty towards their positions, and assume a higher degree of
responsibility in performing their job-related duties. Conversely, the disengagement of employees has
negative repercussions for organizations, as it incurs substantial costs and severely impacts a company's
reputation. Disengagement signifies that employees are withdrawing from their work and disassociating
themselves from the company, eventually leading to their departure. This state of affairs can result in
significant problems, as individuals may recount their experiences of disengagement and subsequently
leave the company, thereby generating a negative perception of said company. Furthermore, the leaders
within an organization must effectively manage training programs, initiatives, and seminars that foster
the engagement of their employees. This is particularly crucial when operating within a multicultural
environment. Employees are prone to leaving their positions when they experience feelings of
disengagement for various reasons, such as feeling unheard due to their differences, lacking
opportunities for growth, and feeling left behind, among other factors. As aspiring professionals in the
field of tourism, it is imperative that we comprehend and appreciate the importance of employee
engagement. Regardless of whether or not we assume managerial roles, it is vital that we strive to
understand and respect one another, despite our differences, in order to cultivate a healthy work
environment. A notable example of an organization that excels in employee retention due to their
emphasis on engagement is Dubai Airports. This is attributable to the value they place on their
employees, provision of their professional development needs, cultivation of mutual respect despite
differences, and the presence of effective leaders who are well-versed in managing a multicultural
workplace and maintaining employee engagement. Therefore, it is paramount to recognize the
significance of employee engagement within an organization, irrespective of the industry one operates
in, as it undoubtedly leads to enhanced employee and customer satisfaction.

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