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Question: Discuss About The Organizations Should Promote The Strategies? Answer: Introduction The cultural diversity in a workplace is a kind of appreciation, which acknowledges the differences among employees irrespective of sex, age, gender, race and ethnicity, social status and sexual orientation, personality, education, organizational function and more (Barak, 2016). The cultural diversity in a workplace has some advantages and disadvantages. The advantage includes the highest range of productivity from any employees ignoring the differences. The disadvantages include the communication problem due to differences in language and cultural values. However, the organizations should promote the strategies that minimize the challenges of cultural diversity in the workplace (Kirton Greene, 2015). The Langham, Auckland, a five-star luxury hotel in New Zealand promote cultural diversity and give equal opportunities in promotion to all its employees irrespective of any differences. It is one of the famous hotels in the history of Hospitality service, which offers total 411 rooms and suites with another top class facility. The hotel authority values the workplace diversity of culture and people. They have separate policies and principles to respect it employees rights upholding the principles of equality and fair opportunities to all. The purpose of this report is to analyze the cultural diversity approach of the Langham Hotel in terms of HR policies and practices. The report will also discuss the advantages and disadvantages of the HR policies to cultural diversity of the Langham and recommendations to improve the policies in references to New Zealands legislation and workplace ethics guidelines that overviews the Employment Relations Act, the Human Rights Act and equal employment opportunities. Research Findings Cultural Diversity in Langham Langham Hotel, Auckland, promotes, celebrates and respects the importance of the cultural diversity in the workplace and will implement and adopt the inclusive policies, which will advance the cultural diversity positively. The colleagues are the valuable assets for the organization. In its Human Resource Principles, it is stated clearly that the company has commitments to promote the value of diversity of the employees who have come from the different cultural background (Langhamhotels.com, 2017). They have certain policies and principles in order to respect the employees rights and diversity. Equal Opportunity The hotel management provides equal opportunity to all its employees irrespective of any cultural or ethical or language differences they might have. The relevant Human Resource Policies promote the principle of Equity that all the employees in this organization are equal in spite of any sociocultural differences they have and have equal access to the employment opportunities and promotion. The equal opportunity is the practice of fairness integrity and trust to all its employees (Boella Goss-Turner, 2013). This belief is completely reflected in their HR policy. In case of recruitment, training, promotion, compensation and transfer the hotel management has equal access and opportunities for all its employees. Integrity The Langham hotel management acknowledges and understands the diversity among its colleagues. The diverse backgrounds and different cultural experiences among employees represent an integrated form of wisdom, which is necessary to understand the guests needs. For maintaining and leading a successful hospitality business, it is important to know and anticipate the guest's requirement. The guests have come from the different cultural background. By promoting the cultural diversity among employees, the hotel management forms integration, which will help them in their business to grow (Langhamhotels.com, 2017). PRIDE System The PRIDE system offers a method to develop and retain the internal talents of the Langham. The PRIDE stands for Performance Result Indicator and Development Engine and is the internal system of performance management of Langham (Langhamhotels.com, 2017). The PRIDE will concentrate on managing and planning the career graphs of all the employees from different working level. The total number of the achievements and the competency attainments in a year assess the overall performance of an employee in this organization. The organization offers specific training and the development plan to upgrade the performances of the employees to the next level (Langhamhotels.com, 2017). The peak performers have opportunity to join the hotel's talent pool and access to the talent development program. The hotel management provides training on the strategic topics, different types of functional and cross-functional projects to them, which enhance their skills and help them to advance in their career path. Learning and Development The hotel authority has a commitment to all its employees to provide appropriate learning and development procedures that will assist them to get success in the career at the Langham Hospitality Group. The learning and the development process has five levels in total. At the core of the hospitality service centres around its guest and for fulfilling this purpose mainly the learning and development procedure has been developing for employees. The visions, values and commitments are reflected by the learning and development procedure. However, its values and vision are based on the HR policies of the equal opportunities and rights to all its employees accumulating the cultural diversity in the organization. Certification Program The Langham Hospitality Group provides a systematic training program, which will give an overview and broad understanding of the companys culture to the new employees. The training program helps them to acquire the knowledge about its product, standards and process of service. By the PASSION training course, the new joiners will develop customer service skills. The Langham Leadership Training program helps the leaders to perform their best in the Langham Leadership model. This training will also help them to understand the quality systems and tools of Langham Hospitality Group. Human Resource policy The Human Resource Policy in the Langham acknowledges the cultural difference and makes it for drawing maximum potential from its employees (Langhamhotels.com, 2017). The management select, preserve and develop employees based on the professionalism and potential only. They provide their colleagues with a healthy working environment where the employees have chance to maximize their potential and reinvented their hidden talent in the structure of the organization (Langhamhotels.com, 2017). Discussion Langham hotel always fosters respectful work culture and environment for the employees and they want to create an environment that can provide the opportunity to the employees to grab the career opportunities. Moreover, the organisation invites the HR to be joined the senior management to discuss the HR strategies and policies. Most importantly, implementation and evaluations of the HR policies are mainly done to make a positive work environment. The positive factors of HR practices within Langham are to bring out the employees skills and competencies. The training of the employees is needed and the skill-based competencies can increase the quality work of the employees. Without training, employees cannot be skilled and organization HR polices can be developed through this (Storey 2014). HR practices can improve the employee motivation and employees can feel satisfied with the workplace environment. Increasing employees' satisfaction can enhance the acknowledgement and appreciation o f the employees. Moreover, HR practices of the Langham increase the effective workforce utilization and that provides scope to enhance the employees' productivity. HR practices can waste the financial resources of Langham as purchasing of machinery costs the financial burden of the organisation. Operational and strategic goals of the establishment Langham hotel has its own operational and strategic goals in HR practices and HR department tries to solve these issues. One of the operational objectives of Langham organisation is to expand the services that they offer to the customers through the implementation of HR practices at core level. In order to achieve this operational objective of the organisation, Langham wants to recruit more staffs and employees within organisation system. Langham in this issue, hire staffs that are mainly fresher and the supervision is required for the new employees. The new fresher will be given the on-the-job training by the managers of the Langham. Langham hotel cares about the personal and professional development of employees and their growth as well as the well-being. The learning process and career development are needed employees. In this way, the organisation spends money to give the training and now Langham wants to reduce the staff costs. In this light, Langham needs to reduce the staffs by one full-time equivalents. The implication of this strategy may give negative impact on the staffs' morale and job design will be changed (Sparrow et al. 2016). Langham hotel gives the value in diversity and culture of the employees. The organisation provides equal opportunity and anti-discrimination in HR practices for employees. However, the most important part of operational practices is to starting new recruitment structure where the organisation will give equal opportunity in recruitment (Riley 2014). These operational tactics must have an implication of less discrimination and employees are motivated. The legislation of the organisation is complying with the fact. Maintaining service standards and quality assurance In Langham, HR practices provide greater emphasis on the trust, integrity and respect. However, the organisation gives stress on quality and efficiency of customer services with team working and ownership. Responding to the individual needs The customers' services of the hotel are judged by various perspectives, like organisation structure, training, following quality standards and quality assurance. Service quality of the hotel is depended on staffs' behaviour and hotel policies. Whenever possible, the receptionists can call the guests by their name and it helps to increase the comfort level. There is no I' in a team work. Smiling can be helpful when handling the guests in trouble (Nickson 2013). Langham staffs use the eye-contact in serving the guests and HR practices provide the quality service to the guests in asking the employees to respect the guests and professionalism should be there. Anticipating the guests need is helpful and employees should think before speaking. Governance and management Langham organization follows the governance and management that is transparent and accountable for the employees. The manager of the governing body has the knowledge to implement the vision. Langham has effective information management that can check the control and privacy of the stakeholders. Governance management is essential to maintain the cultural diversity within the organisation as the hotel needs to provide effective management system and customer services. Service access Another standard is service access of the target group of the hotel and organization has a responsibility to entry and exit time of the hotel and staffs of the hotel should interact correct way with the guests. If an employee is unable to meet the needs of the guests, another person should be there to help (Hoque 2013). Safety and well-being Langham provides services to the people in maintaining the legal and human rights. The HR practices are implemented in a way that proactively prevents, responds the risks within the hotel. The HR practices strictly tell the employees to report the issues in case ensuring any harm. Services should be enabled in case of any support needs (Chelladurai and Kerwin 2017). Langham has processes the rights of the individuals in making choices of the staffs and as well as the guests. However, HR practices have some disadvantages as well in wasting the time of the employees. Training classes and on-the-job training of Langham hotel can waste the time of the employees as competencies and capabilities of the human resources are wasted this way. Financial viability and sustainability and long-term growth Financial viability is important for any organisation as financial management needs significant amount of idea and information. Financial management is the part of a financial department, HR just allocates that amount to the cost effective way and hiring the accounts department. In long-term, Langham needs the money availability that needs sketch of exact spending. HR practices in Langham mainly focus on the cultural diversity and work within multicultural workforces. This gives the benefits to have sustainable approach in human resource development. However, the focus can be made on time-based strategy of the organisation that enables the employees to have work-life balance (Boella Goss-Turner 2013). Information based strategy of Langham includes the internet based system to regulate the employees and reach to the customers. Another sustainable strategy of the organisation is direct services strategy, within a hotel; it is needed to have multicultural background as this diversity h elps to know the customers who are from different background. Cultural changes of the customers are obvious as guests come from various backgrounds. The managers, as well as the staffs, should take the training in handling the multicultural clients. Recommendation Langham Hospitality group believes in Tradition of Excellence' and they provide genuine services with innovation. However, in enhancing the cultural diversity, the organisation faces issues and existing equal opportunity does not support the cultural diversity. NZ legislation and workplace ethics guidelines: Langham should follow the New Zealand legislations in recruiting the people and managing the employees within the hotel. Cultural diversity can be applied to HR practices and NZ legislations would be helpful. Employment Relations Act: Langham hotel should make an employment relations framework which must increase the flexibility of working culture. The employees and employers relations must be balanced. HR practices of the Langham should reduce the regulations of compliances with making flexible working culture arrangements. Employment relations act helps to induce the fair work culture within Langham that would help the organisation in having diverse background and integration of culture. The Human Rights Act The Human Right Act 1998 of New Zealand deals with discrimination; in the workplace, any kind of discrimination will not be tolerated. Basic human right is unfairly treating of one person than other in similar situation. Any persons from the ethnic background will be treated equally like others in any circumstances. Equal employment opportunities guidelines Langham needs to strive to retain, select and develop the employees from all cultural background and professionalism should be there in the workplace. Diversity training and community engagement Development of cultural awareness is the main focus of diversity training and Langham needs to invest on this. Cultural awareness can bridge the gap between the employees' lack of knowledge of the surrounding employees and their orientation, age, disabilities and background. In addition, Langham can engage the community to increase the understanding of community and that can give the benefits organization in making aware of different culture. Employee referrals Employee referral is internal recruitment policy of the organisation. Langham can internally recruit some ethnic background employees from taking the referrals of the employees. Employee referrals system gives the benefits of having the cultural diversity in the workplace as it is needed in the Langham hotel. Conclusion Cultural diversity is important within hospitality sector as the globalization is the recent trend in a hospitality industry. People from the diverse background can work together and it enhances the corporate work ethics and culture. However, diverse work culture can create conflict; however, managing the workplace culture through HR practices and NZ legislations can be fruitful for Langham hotel. In global perspective, the culture within an organisation is getting more homogenization as cultures are blending effectively within the organisation. The hospitality industry is global now and it sees the internationalization and it is influenced by technology. Langham Hospitality applies the communication systems and transportation that implies the culture of different background. Langham already has HR practices, however, some of the practices are age old in recent global perspective to maintain the culture. However, the organisation needs to make a framework in increasing cultural diver sity and legal framework will be helpful for this. Moreover, Langham can implement the culture as ranges of learned human behaviour patterns. References Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications. Boella, M. Goss-Turner, S., (2013).Human resource management in the hospitality industry: A guide to best practice. Abingdon: Routledge. 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