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Human Resource Diversity And Organizational Outcomes
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CHAPTER ONE
INTRODUCTION
1.1 Background to the Study:
The
human capital is one of the most important factors for any organization
since it forms the engine that drives that organization. As the
organization seeks to achieve its objectives, it requires people to
manage or run the other factors of production. The workforce is becoming
increasingly diverse. Many organizations, particularly multinationals,
realize that diversity is an inevitable side effect of social changes,
but a factor and reality, which can bring new perspectives and enhance
the development of new products and services (Bedrnova andNovy, 2007;
Rašticova and Senichev, 2011).
The world’s increasing globalization
requires more interaction among people from diverse cultures,
beliefs,and backgrounds than ever before. People no longer live and work
in an insular marketplace; they are now part of a worldwide economy
with competition coming from nearly every continent. For this reason,
profit and non – profit organizations need diversity to become more
creative and open to change. Maximizing and capitalizing on workplace
diversity has become an important issue for management today (Green,
Lopez, Wysocki and Kepner, 2012). In diverse workplace managers are
dealing with individuals of different age, gender, nations, cultures,
individuals who graduated from different universities and have different
mental and physical skills, etc. all of these is just one of the
results of the globalization process (Rašticova, Senichev, 2011).
Diversity
Management is not only related to the human resource diversity
management, but it is an important part of the company’s operations,
long – term planning, strategic management, and it is as well one of the
factors of survival in turbulent and uncertain future.
Diversity
refers to the coexistence of employees from various socio-cultural
backgrounds within the company. These includes their cultural factors
such as race, gender, age, colour, physical ability, ethnicity e.t.c
(Loden, 1996).
Diversity issues are now considered important and are
projected to become even more important in the future due to increasing
differences in the Nigerian population. Companies need to focus on
diversity and look for ways to become totally inclusive organizations
because diversity has the potential of yielding greater productivity and
competitive advantages (SHRM, 1995). Managing and valuing diversity is a
key component of effective people management, which can improve
workplace productivity (Voorde, Paauwe and Veldhoven, 2010).
Organizational outcomes of managing diversity on the other hand, are
largely measured in terms of employees’ commitment, team spirit, sense
of ownership, turnover and productivity (Idowu, 2012). It is on this
foundation that this study seeks to explore the relationship between
Human Resource Diversity (HRD) and Organizational Outcomes (OO).
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ABSRACT - [ Total Page(s): 1 ]The study investigated effect of Human Resource Diversity on Organizational Outcomes and having MTN Nigeria Ltd as its case study. Descriptive Survey Technique was adopted in the study. Structured questionnaires were used for data collection, data collected were analyzed using the statistical tools of frequency counts and simple percentage for the demographic data while Chi-square (X2) test statistics was employed for the test of the stated hypotheses. The study was limited to a sample size of o ... Continue reading---
