-
The Management Of Workforce Diversity In Public Organizations In Nigeria
CHAPTER ONE -- [Total Page(s) 3]
Page 2 of 3
-
-
-
When left un-managed, employee diversity is more likely to damage
morale, increase employee turnover, and cause significant communication
problems (Jehn et al., 1999), in Eugene et al., (2011).
There are different dimensions of diversity. They are:
1. Primary diversity which involve race, ethnicity, gender, age and disability
2.
Secondary diversity which involve religion, culture, sexual
orientation, family status, education, language, nationality, lifestyle,
work experience etc.
3. Tertiary diversity which include
beliefs, assumptions, perceptions, attitudes, feelings values, group
norms etc. (Odita and Egbule, 2015).
Diversity creates groups of like
minds within an organization. In the public organizations in Nigeria,
there are several ways diversity affect efficiency both among the
employees and employers as well. From the stage of searching for
employment to the stage of retirement, diversity has played its role in
all of the stages. This most times led to conflict in organizations.
Today,
before one can get an employment in the Nigerian public sector, there
has to be a kind of connection between the applicant and an important
person in government or that particular organization.
1.2 STATEMENT OF THE PROBLEM
The
21st century managers are saddled with the responsibility of both
leading employees and responding to the needs of customers who are more
ethnically and culturally diverse from each other. Leaders in both the
public and the private sectors are focusing more attention on the issue
of diversity. Whether the goal is to be an employer of choice, to
provide excellent customer service, or to maintain a competitive edge,
diversity is increasingly recognized and utilized as an important
organizational resource. Leaders and managers within organizations are
primarily responsible for the success of diversity policies because they
must ensure that the policies are effective. It points out that,
countless studies have been conducted on work place diversity. This
study is provoked by the gap left unfilled by a substantial number of
research works that has been conducted on workplace diversity and its
significance on the corporate culture. In recent years Diversity
Management and workforce diversity have been substantial and as such
have forced companies to embrace these concepts in their companies with
the aim of increasing productivity and profit. This forced integration
has created divergence and uncertainty in the workforce, as management
is not skilled enough to control the concept of diversity management and
its ethics, and so managers are finding it difficult to effectively
practice diversity management, which in turn has become an albatross on
their neck. Managers find it difficult in knowing the factors that
contribute to effective diversity management or the exact leadership
tasks that can be achieved to effectively and efficiently deal with
issues related to workplace diversity. In completing this study,
relevant theoretical works are considered in order to ascertain the
factors that could lead to the formation of a favorable working
environment that pertains to diversity management. In reality, it is
also important to establish the implications this has had on companies
so as to create a very conductive working atmosphere through workplace
diversity management.
CHAPTER ONE -- [Total Page(s) 3]
Page 2 of 3
-
