2.1 INTRODUCTION The employees are the main valuable fixed asset in any organization, because they are the manpower that operate any organization, and the organization without enough employees will not has a good production, and without a good production the results is an organization with no profit. So the employee’s integration of course is very important to any organization, because their integration will affect their behaviors’ such as their stability in the organization, and will affect the employee’s loyalty to the organization that lead to so many sub problems inherited under it. So the human resource stuff should always know about the employee’s status, listen to their voice, opinion, suggestions, and we should know how to attract the employees and how to integrate them with each other to grow in the hotel. So the employee’s satisfaction will increase if their suggestions or requests are implemented, or at least if we tried to minimize their problems or the obstacles they face between each other. And this process will start if we asked the employees about what they accept and what they do not accept in their culture, and distribute surveys to find out the aspects of each background and culture of them. Then analyses it to find the best suitable solution, and raising awareness among employees of the importance of diversity in the workplace. 2 2.2 DESCRIPTION OF THE PROBLEM/ CHALLENGE The problem was identified in the beginning of my training in the hotel, and I used two ways to find out the problem (observation, survey) which inherited under quantitative and qualitative methods of data collection as well as the studies which I did my research based on. Holiday Inn hotel is having a high rate of diversity in it staff. Multiple nationalities are working together under each department in the hotel. The hotel has people coming different countries including India, Pakistan, Egypt, Sudan, Nepal, Philippines and more. As we know that having diversity in the work place may led to some problems such as lack in communication and miss understand the meaning of the significance between employees within workplace that could affect the productivity at the hotel (Highland, 2007). It is important to control the diversity in the work place from the outset before the aggravation of things. The hotel should find out the proper solution and create an innovative and comfortable work environment for employees to ensure continues flow of the work productivity. 1 6 2.3 LITERATURE REVIEW Diversity Management: Historically, organizations have used four ways to integrate the workplace—equal employment opportunity legislation, affirmative action, valuing differences/awareness-based diversity training, and managing diversity efforts (Highland, 2007). Equal employment opportunity is a commitment not to discriminate in the workplace, based on various categories protected by law (e.g., race, sex, religion, disability, age) (Highland, 2007). Affirmative action i ...

1. 2.1 INTRODUCTION
The employees are the main valuable fixed asset in any
organization, because they are the manpower that operate any
organization, and the organization without enough employees
will not has a good production, and without a good production
the results is an organization with no profit. So the employee’s
integration of course is very important to any organization,
because their integration will affect their behaviors’ such as
their stability in the organization, and will affect the
employee’s loyalty to the organization that lead to so many sub
problems inherited under it. So the human resource stuff should
always know about the employee’s status, listen to their voice,
opinion, suggestions, and we should know how to attract the
employees and how to integrate them with each other to grow in
the hotel. So the employee’s satisfaction will increase if their
suggestions or requests are implemented, or at least if we tried
to minimize their problems or the obstacles they face between
each other. And this process will start if we asked the
employees about what they accept and what they do not accept
in their culture, and distribute surveys to find out the aspects of
each background and culture of them. Then analyses it to find
the best suitable solution, and raising awareness among
employees of the importance of diversity in the workplace.
2 2.2 DESCRIPTION OF THE PROBLEM/ CHALLENGE
The problem was identified in the beginning of my training in
the hotel, and I used two ways to find out the problem
(observation, survey) which inherited under quantitative and
qualitative methods of data collection as well as the studies
which I did my research based on. Holiday Inn hotel is having
a high rate of diversity in it staff. Multiple nationalities are
working together under each department in the hotel. The hotel
has people coming different countries including India, Pakistan,
Egypt, Sudan, Nepal, Philippines and more. As we know that
having diversity in the work place may led to some problems
such as lack in communication and miss understand the meaning

2. of the significance between employees within workplace that
could affect the productivity at the hotel (Highland, 2007).
It is important to control the diversity in the work place from
the outset before the aggravation of things. The hotel should
find out the proper solution and create an innovative and
comfortable work environment for employees to ensure
continues flow of the work productivity.
1
6
2.3 LITERATURE REVIEW
Diversity Management:
Historically, organizations have used four ways to integrate the
workplace—equal employment opportunity legislation,
affirmative action, valuing differences/awareness-based
diversity training, and managing diversity efforts (Highland,
2007). Equal employment opportunity is a commitment not to
discriminate in the workplace, based on various categories
protected by law (e.g., race, sex, religion, disability, age)
(Highland, 2007). Affirmative action is, first of all, a federal
regulation that places an obligation on public agencies and
many other organizations that receive federal grants or
contracts. Affirmative action has been highly controversial in
the United States, and its effectiveness in creating a truly
integrated workforce has been moderate (Highland, 2007).
Managing a culturally diverse workforce may include changes
in various HRD and HRM programs and processes. HRD
professionals must be able to adapt current socialization,
orientation, and career development processes to the needs of
the new workforce. Training programs need to address all forms
of workplace harassment. HRM professionals should consider
adapting other policies (e.g., benefits) to meet the needs of the
current workforce, including such things as day-care services,
flextime, interpreters, and multilingual supervisors (Highland,
2007).
Theories of diversity management in the workplace

3. There are different approaches and specific approaches which
can be embraced, regarding managing diversity in an
organization. The most fundamental theories which can be
employed in this case include; the institutional theory of
diversity management, together with the resource-based theory
of diversity management.
A) Institutional theory
This theory recognizes the need to determine the overall
structure of an organization. There is no way that the social
environment can be separated with the organization as a whole.
For the management to be able to understand the structure of the
organization effectively, there is a need to recognize the
different behaviors of employees. Limiting factors such as
regulation are put into consideration by this theory as well.
Most organizations, especially in the hotel and hospitality
industry, are held to similar norms and practices. Through the
provision of legitimacy through the actions upheld by the
organization governance, organizations will be able to embrace
diversity especially in the laws, norms and upholding regulatory
requirements. This theory should be embraced in this case, and
it the entity fails to comply with the law, its operations ought to
be questioned, and it may be terminated for regulatory
violation.
B) Resource-based theory
The major focus of this theory is how the implementation of the
concept of diversity will impact the resources of an
organization. Four basic resources are considered important in
an organization setting. These include; physical capital,
financial capital, corporate capital resources and the human
capital. Such resources can be a hindrance to the operations of
the organization. Therefore, every industry and entity should be
able to gauge the advantages which will be realized, upon
implementation of different diversity strategies. The theory,
however, still puts into consideration the importance of
diversity management practices, and the relationship this has
with innovation. Productivity and better market performance are

4. also assured in this context.
Diversity management model
Diversity management is a conventional approach to
management of workplace problems, related to the concept of
diversity management. There is a need for the organization to
embrace the implementation of a specific model, which will
help frame the rationale, and the strategy or processes used in
decision making in different organization functional units
(Werner, 2012). The expatriate engagement model is one of the
best models which should be embraced for diversity
management in the entity. Engagement is all about the different
connection personnel can feel especially with their host entities.
The model takes into account the most reflective elements of
engagement in the entity. These include; emotional connection,
employee pride and organization goals and values. Embracing
the expatriate engagement model will ensure that plans are
embraced at a rate of 92% in the industry, without any form of
employee reluctance, and everyone will be proud of their
working and operational roles in different departments
Having diversity problems creates a massive gap between the
employees which will affect their productivity at the end. The
solution for all these problems is to have an effective diversity
management to make a significant use and positive impact on
the Holiday Inn hotel. Having a process of organizing and
controlling the diversity in the workplace is much better than
acting randomly with all these people who are coming from the
different background. The diversity management aims to create
an attractive environment that is suitable for all employees.
Essential solutions to solve the entire problem include;
enhancement of communication among personnel in the
organization, reduction in the number of complaints, the
creation of effective dispute resolution mechanisms, increasing
workplace equality, and increasing the overall productivity of
employees. The resource-based diversity management theory is
the most effective. It puts into consideration all elements
affecting organization operations and productivity (Werner,

5. 2012).
Analysis of the problem:
Data Collection Types:
1. Observation
The observation is considered under qualitative method of data
collection. As me work in Holiday Inn Hotel my office was
located in the middle of the administration near to HRM office
in my capacity as Assistant of the Human Resource Manager, so
I dealt with so many cases of complaint submitted to the HRM
about conflict of employees with each other. There are many
reasons why they always conflict, but the main reason is they
are from different background even they are from same country.
Here need more explanation
1. Survey
I conducted a survey with 30 employees who are working in
Holiday Inn Hotel in Yanbu. This survey aims to know, explore
and study the effect of diversity on employees, on their working
environment, on their relationship between each other, on their
productivity, and on the profit of the company. To help the
hotel if any negative impact due to diversity by finding a proper
and suitable solution.
Most of the employees work in Holiday Inn Hotel are from 3 to
6 years (46.7%), while only 20% work for more than 7 years
which is a good thing. But 33.3% contains new employees and
who have up to 2 years with Holiday Inn Hotel.
43.3% of employees are from 31-40 years old, 40 % from 21-30
years old, and 16.7% from 41-50 years old.
76.7% of employees are male, and 23.3 are female.
This survey was conducted with employees from different
departments. 30% from kitchen, 20% from sales and purchasing,
16.7% from housekeeping, 13.3% from finance, 10% from front
office, and 10% from human resources.

6. 43.3% from employees are strongly agree with company
commitment to diversity, 30% agree, 16.7% disagree, around
7% are neutral, and only 3% are strongly disagree.
40% are disagree for the company respecting to their
individuals and valuing their differences, which is a big
percentage which is an indicator for existing unrespecting for
others. This because of lacking in diversity management. 26.7%
are strongly agree for company's respecting, 20% agree, 10%
neutral, and 3.3% strongly disagree. Even though, I looked for
the 40%, and I did not hesitate to this percentage.
36.7% of employees are disagree and they did not saw that other
employees appreciate others race and ethnicity. 26.7% are
neutral, 20% are agreed to the appreciation between employees.
13.3% are strongly disagree to the appreciation between
employees, and only 3.3% are strongly agree.
Around 70% of employees sense a discrimination between each
other, which is not a percentage we can ignore it. This make
employees feel uncomfortable because of unfairness between
them.
43.3% of employees disagreed to the existing of cultural
diversity among emplotess when a job candidate visit the hotel
for the first time. 26.7% agreed to this expresion, 13.3% are
neutral employees, 10% are stongly agreed to that, and 6.7% are
dtrongly disagreed.
63.3% think that the employees did not understand the
importance of diversity and its benefits to the hotel. While
13.3% are neutral employees, and 23.4% saw that the employees
understand the diversity and its importance for them. I can
recognize that the employees does not have that much of
awareness regarding the importance of diversity. This make the

7. courses which will be about the importance of diversity a
mandatory solution in this case.
53.3% see that the company's policies and procedures did not
discourage the discrimination between employees, and 6.7%
strongly agree about this. 23.3% agree and find that company's
policies and procedures discourage discrimination and 10%
strongly agreed to that. 6.7% are neutral.
33.3% disagreed with the expression of that, the company will
take appropriate action in order to response to incidents of
discrimination, 16.7% strongly disagreed, 16.7% neutral
employees, 26.7% agreed to that expression, and 6.6% are
strongly agreed. The percentage of disagreed employees is more
than the agreed employees. I think this may because of the
unconfident between employees and the company.
Around 33% of employees are disagreed about that the company
provides a free environment for them and allow to exchange
their ideas, opinions, and beliefs between each other, and 3.4%
are strongly disagreed to that. Only 10% are strongly agreed,
and 23.3% are agreed. The remaining employees are neutral.
This question evaluate the employee's impression about the
working environment's flexibility in the company.
Most of the employees saw that their supervisor does not handle
the matters of diversity satisfactorily (around 77%), while 20%
of them are neutral, and only 3% of employees saw that their
supervisor can handle diversity issues successfully. That means
most of the supervisors need basic courses about how to handle
diversity matters successfully. And if there is a big problem
which they cannot handle, they can refer to the management of
diversity.
More than half of employees see and agreed to the affect which
will the education about diversity will make it, and how this

8. will enhance the relationship and communication between them.
13.3% are neutral, while around 23% did not see that effect.
Because they are employees who are working inside the
company and see how the work is done, I asked them about their
opinion about the effectiveness from learning about the
importance of diversity on the company's profitability. 46.7%
strongly agreed about that effectiveness, 20% agreed, 13.3% are
neutral, and around 20% of employees are disagreed about that
effectiveness.
Need to WRITE A CLEAR SUMMARY OF THE SURVEY
RESULTS. From Q1 to Q16 in two paragraphs.
After this analysis, I found there is a lot of problem caused by
less aware the importance of diversity in workplace also the
employees didn't know how to deal with other culture in
positive way. employees and all the staff about the importance
of diversity, and how it effect on the company in general. Teach
them the positive impact of diversity on company. Actually, I
can evaluate the situation of this company, due to non-
understanding of the importance of managing diversity. Make a
new position which is responsible for managing diversity will
enhance the communication between employees, as well as
effects on their productivity. As a result, this will lead to a
profitable company.
Proposed
Solution
:
There is the propose solution of diversity problems in the
workplace.

9. 1. Found new position in the hotel which is called (Management
of diversity). The diversity manager works closely with the
director of human resources regarding diversity initiatives To
manage diversity problems (communication between
employees). The job description of diversity manager is
improve, perform and observes programs that promote and
support diversity inside the company. This role is accountable
for developing training and initiatives to create and reinforce an
open and comprehensive environment. The diversity manager
serves as the HR ombudsman for diversity issues.
Just rewrite this part because (copy paste)
The Basis Functions of Diversity Manager:
* Assists with the improve of policies and programs to attract,
retain and promote a diverse workforce for the company.
* Determines the appropriateness of introducing diversity
initiatives and considers the unique needs of the organization.
* Improve training schedules to educate employees and
managers on how to recognize, accommodate and appreciate
individual differences and how these can be bridged back to
assist in meeting company business plans.
* Conduct some purchase of e-learning diversity training
materials and coordinates online training.
* Updating older diversity training materials for transitioning
into e-learning formats.
* Enhance metrics for measuring the effectiveness of corporate

10. diversity initiatives implemented and prepares quarterly reports
to senior management on the value of the initiatives.
The competencies that should be in the diversity manager:
* Communication Skills.
* High Level of Consultation.
* Global & Cultural Awareness.
* Leadership & Navigation.
* Relationship Management.
Implementation
It is crucial to include a good plan to increase awareness of
diversity and respect other cultures, age, gender, ethnic
background, sense of humor, religious beliefs, and political
affiliations. To maximize positive effect of diversity such as
increase productivity and enhance overall work environment
must recruit diversity manager as soon as possible. In order to
recruit diversity manager first of all it should put clear strategy.
All of these strategy will implement and take into account after
recruit manager diversity in Holiday Inn Yanbu by the end of
2018
1- Minimize the discrimination as possible between the
employees by give the employees training equality in the
workplace

11. 2- Create professional work environment to make employees
focus on performance of their work and not take any racist
actions.
3- Try to bring integration on their views by participate them
into fun activities in the workplace.
4- Make all employees aware about the benefit of diversity by
provide training courses to them and gathering them in lunch at
the restaurant outside the company.
Need to clear implementation plan here ( How should
Implemented it)
Recommendation:
Need at least 4 point future recommendation to the hotel how
to deal with employees and about equality
References :
http://www.workplaceanswers.com/resources/blog/diversity-in-
the-workplace/
https://www.shrm.org/resourcesandtools/tools-and-samples/job-
descriptions/pages/cms_001252.aspx
http://www.workplaceanswers.com/courses/diversity-and-
inclusion/diversity-benefits/

12. 0. ANALYSIS OF THE PROBLEM
An over view that comprise of a brief on the purpose of the
study, how the data was collected, description of data types, and
instruments, and any assumptions made in the course of the
study. The actual collected data gathered from a research
methodology together with the statistical, mathematical and
qualitative analysis that has been performed. Detailed
description Analysis methods. For MIS Students, use UML
diagram to find user requirements. Summary that will offer a
brief review of the analysis.
0. DESCRIPTION OF PROPOSED SOLUTION
This section will discuss the objectives of the proposed solution
for the existing problems that are mentioned in the previous
section .For example, the reasons for pointing out the customer
dissatisfaction problem are to increase the company profit and
improve customer loyalty. Show some studies that support your
proposed solution.0. IMPLEMENTATION
This section tells the plan of how you are going to implement
the suggested solution. The implementation could be system
proposed or an event you organized. If the solution is not
implemented, then, explain the requirements for implementing
it. Describe the actions or the processes that have been taken.

13. Analysis of the problem:
Data Collection Types:
1. Observation
The observation is considered under qualitative method of data
collection. As me work in Holiday Inn Hotel my office was
located in the middle of the administration near to HRM office
in my capacity as Assistant of the Human Resource Manager, so
I dealt with so many cases of complaint submitted to the HRM
about conflict of employees with each other. There are many
reasons why they always conflict, but the main reason is they
are from different background even they are from same country.
Here need more explanation
1. Survey
I conducted a survey with 30 employees who are working in
Holiday Inn Hotel in Yanbu. This survey aims to know, explore
and study the effect of diversity on employees, on their working
environment, on their relationship between each other, on their
productivity, and on the profit of the company. To help the
hotel if any negative impact due to diversity by finding a proper
and suitable solution.
Most of the employees work in Holiday Inn Hotel are from 3 to
6 years (46.7%), while only 20% work for more than 7 years
which is a good thing. But 33.3% contains new employees and

14. who have up to 2 years with Holiday Inn Hotel.
43.3% of employees are from 31-40 years old, 40 % from 21-30
years old, and 16.7% from 41-50 years old.
76.7% of employees are male, and 23.3 are female.
This survey was conducted with employees from different
departments. 30% from kitchen, 20% from sales and purchasing,
16.7% from housekeeping, 13.3% from finance, 10% from front
office, and 10% from human resources.
43.3% from employees are strongly agree with company
commitment to diversity, 30% agree, 16.7% disagree, around
7% are neutral, and only 3% are strongly disagree.
40% are disagree for the company respecting to their
individuals and valuing their differences, which is a big
percentage which is an indicator for existing unrespecting for
others. This because of lacking in diversity management. 26.7%
are strongly agree for company's respecting, 20% agree, 10%
neutral, and 3.3% strongly disagree. Even though, I looked for
the 40%, and I did not hesitate to this percentage.
36.7% of employees are disagree and they did not saw that other

15. employees appreciate others race and ethnicity. 26.7% are
neutral, 20% are agreed to the appreciation between employees.
13.3% are strongly disagree to the appreciation between
employees, and only 3.3% are strongly agree.
Around 70% of employees sense a discrimination between each
other, which is not a percentage we can ignore it. This make
employees feel uncomfortable because of unfairness between
them.
43.3% of employees disagreed to the existing of cultural
diversity among emplotess when a job candidate visit the hotel
for the first time. 26.7% agreed to this expresion, 13.3% are
neutral employees, 10% are stongly agreed to that, and 6.7% are
dtrongly disagreed.
63.3% think that the employees did not understand the
importance of diversity and its benefits to the hotel. While
13.3% are neutral employees, and 23.4% saw that the employees
understand the diversity and its importance for them. I can
recognize that the employees does not have that much of
awareness regarding the importance of diversity. This make the
courses which will be about the importance of diversity a
mandatory solution in this case.

16. 53.3% see that the company's policies and procedures did not
discourage the discrimination between employees, and 6.7%
strongly agree about this. 23.3% agree and find that company's
policies and procedures discourage discrimination and 10%
strongly agreed to that. 6.7% are neutral.
33.3% disagreed with the expression of that, the company will
take appropriate action in order to response to incidents of
discrimination, 16.7% strongly disagreed, 16.7% neutral
employees, 26.7% agreed to that expression, and 6.6% are
strongly agreed. The percentage of disagreed employees is more
than the agreed employees. I think this may because of the
unconfident between employees and the company.
Around 33% of employees are disagreed about that the company
provides a free environment for them and allow to exchange
their ideas, opinions, and beliefs between each other, and 3.4%
are strongly disagreed to that. Only 10% are strongly agreed,
and 23.3% are agreed. The remaining employees are neutral.
This question evaluate the employee's impression about the
working environment's flexibility in the company.
Most of the employees saw that their supervisor does not handle
the matters of diversity satisfactorily (around 77%), while 20%
of them are neutral, and only 3% of employees saw that their

17. supervisor can handle diversity issues successfully. That means
most of the supervisors need basic courses about how to handle
diversity matters successfully. And if there is a big problem
which they cannot handle, they can refer to the management of
diversity.
More than half of employees see and agreed to the affect which
will the education about diversity will make it, and how this
will enhance the relationship and communication between them.
13.3% are neutral, while around 23% did not see that effect.
Because they are employees who are working inside the
company and see how the work is done, I asked them about their
opinion about the effectiveness from learning about the
importance of diversity on the company's profitability. 46.7%
strongly agreed about that effectiveness, 20% agreed, 13.3% are
neutral, and around 20% of employees are disagreed about that
effectiveness.
Need to WRITE A CLEAR SUMMARY OF THE SURVEY
RESULTS. From Q1 to Q16 in two paragraphs.
After this analysis, I found there is a lot of problem caused by
less aware the importance of diversity in workplace also the
employees didn't know how to deal with other culture in
positive way. employees and all the staff about the importance
of diversity, and how it effect on the company in general. Teach

18. them the positive impact of diversity on company. Actually, I
can evaluate the situation of this company, due to non-
understanding of the importance of managing diversity. Make a
new position which is responsible for managing diversity will
enhance the communication between employees, as well as
effects on their productivity. As a result, this will lead to a
profitable company.
Proposed