Workforce Diversity on Employee Performance in the Office of the Attorney General and Department of Justice, Kenya

Hellen Kanaiza Barang’a, Chrispen Maende
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引用次数: 2

Abstract

Embracing and managing diversity in today’s business world is an essential part of successful business practices as it brings various voices to a team, improves morale and increases overall productivity. However, manager face difficulties in understanding the value of each person’s unique abilities or voice, there may arise some instances where certain employees still have conflicts. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. In the office of the attorney general and department of justice now going through a massive influx of young workforce in both gender with diverse educational background and from different ethnic groups have brought a challenge of having different sets of values, expectations, and work styles in the work place and also understanding the other’s culture has been a heavy task on managing work force in the organization. It is due to this regard that this study sought to investigate the influence of workforce diversity on employee performance in the office of the Attorney General and Department of Justice in Nairobi City County, Kenya. The study specific objectives were to examine the influence of educational background diversity, ethnicity diversity, age diversity and gender diversity on employee performance. The theories guiding the study were the human capital theory, social identity theory, social exchange theory and social categorization theory. This study will use descriptive survey research design. The unit of observation was office of the Attorney General and Department of Justice in Nairobi City County, Kenya and the unit of observation was 5 Human Resource Managers and 50 Support Staff from HRM department. A census of 55 respondents was carried out. Primary data was collected using questionnaires. Quantitative data was analysed with the use of descriptive statistics such as mean and standard deviations and presented using tables, graphs, charts and figures. Content analysis was used to test data that was qualitative in nature or aspect of the data collected from the open ended questions. Multiple regression analysis was used to test the extent to which the variables relate to each other. The study examined that educational background diversity, ethnicity diversity, age diversity and gender had a positive and significant relationship on employee performance. The study concluded that employees with diverse educational background promote higher levels of consistency, creativity because of their unique perspectives. Ethnicity diversity management improve gains in worker welfare and efficiency, leads to reduced turnover costs, fewer internal disputes and grievances, prevention of marginalization and exclusion of categories of workers, improved social cohesion and so on. Age diversity in the workplace provides a larger spectrum of knowledge, values, and preferences. Having a diverse gender within the organization leads to a wider talent pool, encourages different points of view and approaches that come from different life experiences and the organization to challenge gender stereotypes. The study recommended that the organization should employ people of different backgrounds in education so as to improve creativity and innovation. The organizational management has responsibilities when it comes to promoting and monitoring ethnic diversity policy in the workplace. It is highly essential for the organization to find effective ways to meet the challenges of age diversity because both the old and the young employees can make tremendous contributions to the organization, in their own unique way. The organization should encourage team leaders to select diverse groups for projects to ensure the genders do not naturally separate.
肯尼亚总检察长办公室和司法部员工绩效的劳动力多样性
在当今的商业世界中,拥抱和管理多样性是成功商业实践的重要组成部分,因为它为团队带来了不同的声音,提高了士气,提高了整体生产力。然而,管理者在理解每个人的独特能力或声音的价值方面面临困难,可能会出现某些员工仍然存在冲突的情况。关键目标的无效沟通导致混乱、缺乏团队合作和士气低落。在司法部长办公室和司法部现在正在经历大量年轻劳动力的涌入男女都有不同的教育背景,来自不同的种族这带来了在工作场所有不同的价值观,期望和工作方式的挑战,同时了解对方的文化对管理组织中的员工来说是一项艰巨的任务。正是由于这一点,本研究试图调查肯尼亚内罗毕市县总检察长办公室和司法部的劳动力多样性对员工绩效的影响。研究的具体目的是考察教育背景多样性、种族多样性、年龄多样性和性别多样性对员工绩效的影响。指导本研究的理论有人力资本理论、社会认同理论、社会交换理论和社会分类理论。本研究将采用描述性调查研究设计。观察单位是肯尼亚内罗毕市县总检察长办公室和司法部,观察单位是人力资源管理部门的5名人力资源经理和50名支助工作人员。对55名受访者进行了普查。主要数据采用问卷调查方式收集。定量数据分析使用描述性统计,如平均和标准偏差,并提出了表格,图形,图表和数字。内容分析用于测试从开放式问题中收集的定性数据或数据方面的数据。使用多元回归分析来检验变量相互关联的程度。研究发现,教育背景多样性、种族多样性、年龄多样性和性别对员工绩效有显著的正向影响。该研究得出结论,具有不同教育背景的员工因其独特的视角而促进了更高水平的一致性和创造力。种族多样性管理提高了工人福利和效率的收益,减少了流动成本,减少了内部纠纷和不满,防止了边缘化和排斥工人类别,提高了社会凝聚力等等。工作场所的年龄多样性提供了更大范围的知识、价值观和偏好。在组织中拥有多元化的性别会带来更广泛的人才库,鼓励来自不同生活经历的不同观点和方法,并鼓励组织挑战性别刻板印象。该研究建议,该组织应聘请不同背景的人从事教育工作,以提高创造力和创新能力。当涉及到促进和监督工作场所的种族多样性政策时,组织管理层有责任。对于组织来说,找到有效的方法来应对年龄多样性的挑战是非常重要的,因为老年员工和年轻员工都可以以自己独特的方式为组织做出巨大贡献。组织应该鼓励团队领导为项目选择不同的群体,以确保性别不会自然分离。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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