Research Method on Culture
CHAPTER 1
INTRODUCTION
1.0 Introduction
In order to provide a clear insight into this study, this chapter starts with the background of the study, problem statement, purpose of the study, research objective, research question, research hypothesis, significance of the study, study of framework, and the outline for chapter 2 and chapter 3. This chapter outline about an overview of managing cultural diversity among employees toward the effectiveness working environment in hotel industry in Malaysia. Subsequent sections deal with contribution of the study to the literature and discuss the structure and the research design of the proposal. 1.1 Background of the study
Cultural diversity has become a hot-button issue when applied to the workplace (Kimberly Amadeo, 2012). What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives, thinks, interacts, behaves, and makes judgments (Alpert, 1992). Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to ages, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, 1995). Hence, cultural diversity is when differences in race, ethnicity, language, nationality, religion, and sexual orientation are represented within a community. A community is said to be culturally diverse if its residents include members of different groups. The community can be a country, region or city (Kimberly Amadeo, 2012). Malaysia is one of the most culturally and economically diverse regions of the world (Fisher, 1996).
Malaysia is one of the most diverse countries in terms of ethnicity, religion, spirituality, language, and culture (Malaysia Info, 2009). Ethnicity refers to shared cultural practices, perspectives, and distinctions that set apart one group of people from another
INTRODUCTION
1.0 Introduction
In order to provide a clear insight into this study, this chapter starts with the background of the study, problem statement, purpose of the study, research objective, research question, research hypothesis, significance of the study, study of framework, and the outline for chapter 2 and chapter 3. This chapter outline about an overview of managing cultural diversity among employees toward the effectiveness working environment in hotel industry in Malaysia. Subsequent sections deal with contribution of the study to the literature and discuss the structure and the research design of the proposal. 1.1 Background of the study
Cultural diversity has become a hot-button issue when applied to the workplace (Kimberly Amadeo, 2012). What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives, thinks, interacts, behaves, and makes judgments (Alpert, 1992). Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to ages, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, 1995). Hence, cultural diversity is when differences in race, ethnicity, language, nationality, religion, and sexual orientation are represented within a community. A community is said to be culturally diverse if its residents include members of different groups. The community can be a country, region or city (Kimberly Amadeo, 2012). Malaysia is one of the most culturally and economically diverse regions of the world (Fisher, 1996).
Malaysia is one of the most diverse countries in terms of ethnicity, religion, spirituality, language, and culture (Malaysia Info, 2009). Ethnicity refers to shared cultural practices, perspectives, and distinctions that set apart one group of people from another
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