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Questions and Answers
Organizations only focus on employees' physical health in the holistic well-being approach.
False
Flexible work arrangements aim to ensure work-life integration by catering to employees' diverse needs.
True
Cultural competence involves fostering an understanding of diverse cultures and perspectives to better serve international travelers.
True
Organizations do not provide any resources or support to maintain a healthy work-life balance for their employees.
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Continuous learning about diversity, equity, and inclusion topics does not involve unlearning biases or behaviors.
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New staff members at the resort are not required to learn about the local culture of the island and the traditions of indigenous communities.
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Customer-Centric Leadership in the hospitality and tourism industry does not prioritize training employees to be customer-focused.
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Sustainable and Responsible Tourism Leadership does not involve promoting sustainable practices that preserve the environment.
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Collaborative Leadership in the tourism sector does not involve building partnerships with local communities and government agencies.
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Adaptive Leadership in the hospitality and tourism industry is not necessary due to the industry's stability.
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Inclusive Leadership focuses solely on diverse hiring practices without encouraging all employees to participate and lead.
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Allyship does not play a role in supporting and advocating for colleagues from underrepresented groups in organizations.
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Primary dimensions in the Griggs Model refer to characteristics that are more malleable and can change over time.
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Secondary dimensions interact with primary dimensions to create a simpler understanding of diversity.
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The Griggs Model was developed by Roosevelt Thomas Jr. and Verna Myers.
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The Griggs Model categorizes diversity dimensions only into primary categories.
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Primary dimensions are considered inherent traits that don't significantly influence a person's life experiences and perspectives.
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Secondary dimensions are typically less visible compared to primary dimensions in the Griggs Model.
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Cultural Sensitivity can increase the chances of cultural misunderstandings or offenses in interactions with guests.
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A diverse and inclusive workplace often results in lower employee satisfaction.
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The UNESCO Universal Declaration on Cultural Diversity was adopted by UNESCO in December 2001.
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One of the types of diversity issues mentioned is Gender Equality.
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Implicit Bias is not considered an issue in workplace diversity.
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One of the key points of the UNESCO Universal Declaration is Cultural Heritage Preservation.
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Cultural diversity in the hospitality industry only benefits employee engagement.
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Primary dimensions interact with secondary dimensions to create a more complex understanding of diversity.
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Exclusion, Denial, and Suppression are examples of responses to diversity described in the text.
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Embracing cultural diversity in hiring limits access to a broader talent pool.
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Diverse teams are usually less innovative compared to teams with less diversity.
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Cross-Cultural Communication is not emphasized as a crucial skill in the hospitality industry.
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Study Notes
Customer-Centric Leadership in Hospitality and Tourism
- Leaders should prioritize training employees to be customer-focused, ensuring positive interactions and memorable stays for visitors.
- The hospitality and tourism industry relies heavily on providing exceptional customer experiences.
Sustainable and Responsible Tourism Leadership
- Leaders should promote sustainable practices that preserve the environment, respect local communities, and contribute to the long-term viability of tourist destinations.
- The Philippines boasts natural beauty and diverse ecosystems, making sustainable practices crucial.
Collaborative Leadership
- Building partnerships with local communities, government agencies, and other stakeholders is crucial in the tourism sector.
- Leaders should facilitate collaboration to ensure the holistic development of tourism destinations while benefiting the local population.
Adaptive Leadership
- Leaders must be adaptive and quick to respond to changes, guiding their teams through challenges.
- The industry is subject to changes due to economic fluctuations, environmental concerns, or global events.
Inclusive Leadership and Allyship
- Organizations should emphasize inclusive leadership, encouraging all employees to participate, contribute, and lead, regardless of their background.
- Allyship encourages employees to support and advocate for colleagues from underrepresented groups.
Flexible Work Arrangements and Work-Life Integration
- Organizations should offer flexible work arrangements that accommodate employees' diverse needs, promoting work-life integration and recognizing employees' responsibilities beyond their jobs.
Holistic Well-being and Mental Health Support
- Organizations should provide resources and support to maintain a healthy work-life balance, focusing on employees' overall well-being, including mental health.
Global Mindset and Cultural Competence
- Organizations should promote cultural competence, fostering an understanding of diverse cultures and perspectives to better serve international travelers.
Continuous Learning and Unlearning Bias
- Organizations should encourage ongoing learning about diversity, equity, and inclusion (DEI) topics, including unlearning biases and behaviors that hinder inclusive environments.
Cultural Adaptation and Competence
- Cultural adaptation involves educating staff about local culture and traditions, helping them adapt their communication styles to be more warm and accommodating.
Primary and Secondary Dimensions of Diversity
- Primary dimensions refer to characteristics that are typically less changeable and have a significant impact on a person's identity, such as race, ethnicity, and gender.
- Secondary dimensions represent characteristics that are more malleable and might change over time, such as education level, work experience, and language proficiency.
Responses to Diversity
- Responses to diversity include exclusion, denial, suppression, segregation, assimilation, tolerance, connection, and promoting mutual adaptation.
Concept and Characteristics of Cultural Diversity
- Cultural diversity is essential for market expansion, enhanced customer experiences, a broader talent pool, global perspective, innovation, and cultural competence.
Issues in Workplace Diversity
- Types of diversity issues include ethnic and racial diversity, gender inequality, age discrimination, cultural diversity, LGBTQ+ inclusivity, disabilities and accessibility, and socioeconomic diversity.
- Issues in workplace diversity include discrimination, implicit bias, inequitable pay, underrepresentation, tokenism, cultural clashes, lack of inclusion, resistance to change, retaliation, inadequate training, and lack of representation in decision-making.
UNESCO Universal Declaration on Cultural Diversity
- The declaration emphasizes the importance of cultural diversity and its role in promoting peace, fostering dialogue among cultures, and advancing sustainable development worldwide.
- Key points and principles include cultural diversity as a human right, cultural heritage preservation, and cultural expressions.
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Description
Test your knowledge on primary and secondary dimensions of diversity, and how they impact individuals and organizations. Understand the visible and less changeable aspects of a person's identity.
