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Human Resource Diversity And Organizational Outcomes
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1.2 Statement of the Problem:
Research
on the impact of diversity on employee’s performance lends strong
support to the contention that well managed workplace diversity
increases employee’s productivity and industrial harmony. For example
Voorde, Paauwe and Veldhoven (2010) suggests that unmanaged workplace
diversity is most likely to impede group functioning and lead to
ineffectiveness.
With the intent of maximizing profits and wealth for
the business owners, many business managers/owners have given little or
no thoughts to the issues of workforce diversity without minding its
implications on organizational outcomes. With an extremely heterogeneous
workforce in terms of race, ethnicity, culture, language, sexual
orientation, religion, conceptions, business organizations face a very
complex task to safeguard society or business organizations from
potentially destructive conflicts that arise easily in a radically
pluralistic or diverse organization.
Studies shows that organizations
with high levels of well managed diversity are effective and steering
ultimately producing corporate cultures that has new perspectives,
pioneering capabilities and fresh ideas necessary to survive and improve
employee’s productivity (Jackson, 2003; McKay and McDaniel, 2006).
An
average Nigerian organisation is a collection of heterogeneous
workforce comprising of different races, tribes, culture, religious
beliefs, gender mix, age and different conceptions. The management of
such organisation has the daunting task of insulating the organization
from unmanaged workforce diversity which could actually do the opposite
of what it promises, creating internal conflict and reducing
organizational performance and effectiveness.
Also the inability of
human resource managers and administrators to foster teamwork in
organizations may lead to poor performance in organizations. Lack of
teamwork between management and workers creates an environment of
mistrust and could lead to grievances. It is against this backdrop that
this study seeks to investigate the relationship between Human Resource
Diversity and Organizational Outcomes with special references to MTN
Nigeria Ltd.
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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---
