Chapter organization or it may imply changing work

Chapter
One

1.1
Background of Study

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Workforce
diversity is considered as a valuable asset that a business or an
organization will need in seeking a competitive advantage in a global
economy. In order to maintain success and maintain the competitive
advantage, the organization must be able to draw on the most
important resource such as the skills of the workforce.
Despite
it being viewed as a valuable asset it is also conceptualized in many
different ways over the years and signifies different things to
different groups and individuals within organizations and society.
Some may see diversity as proportional representation of various
demographic and social groups in the workplace. Others may see it as
the involvement of overcoming cultural prejudice and instilling new
values about difference in the organization or it may imply changing
work practices to encompass cultural influences of different social
groups. The research aims in outlining the effect of workforce
diversity based on the performance of the employees in the County
Government of Nairobi.
The global
perspective of diversity is no longer just a black and white, male
and female, old and young issue It is considered to be actually more
complicated and interesting than that. Harris Sussman states that
diversity is about our contentedness, interactions and relatedness.
Diversity ranges from a bridge between the organization life to the
reality of how people live, building corporate capability, the
interrelationship framework between people, the learning exchange,
strategic lens on the world. With this it implies that a diverse
workforce is the ability to tap into the many talents that employees
from different backgrounds, perspectives, abilities and disabilities
bring to the workplace.

1.2
Statement Of The Problem

Workforce
diversity is considered a global workplace and marketplace topic,
therefore business that wishes to be successful and having a
border-less view and an underlying commitment to ensuring that
workforce diversity is part of its day-today business conduct (Child,
2005). Sungjoo and Rainey,
(2010) argues that understanding the impacts of diversity on
organizational outcomes, for example organizational performance,
employee satisfaction, and turnover, is essential. In the mid-1980s
this trend emerged, thus being proclaimed as an opportunity for
organizations to become more creative, hence reaching previously
untapped markets, and in return achieving and maintaining a
competitive advantage (Loriann and Carol, 2007).
In
2010 Victoria and Mary argued that companies have a tendency to train
employees upon hire, conduct ethics test but at the end employees
will still make decisions to break the rules with their behavior when
it comes to diversity.
The
County Government of Nairobi has a workforce drawn from almost all
the 42 ethnic groups of Kenya who work under unique social and
environmental circumstances that provided a case study on workforce
diversity. This study focused on the relationship among ethnicity,
gender and educational background, towards employee performance at
the County Government of Nairobi.

1.3
Research Objectives

The
main objective is to establish a better understanding on the social
background of employee performance in relationship with demographic
variables.

1.3.1
General Objectives

The
general objective of this study is proposed in order to gain an
accurate and deep understanding of the effect of workforce diversity
on employee work performance at the County Government of Nairobi.

1.3.2
Specific Objectives

To
determine the effect of education level on employee work performance
at the County Government of Nairobi

To
determine the effect of ethnicity on employee work performance at
the County Government of Nairobi.

To
determine the effect of gender on employee work performance at the
County Government of Nairobi.

1.4
Research Questions

The
research questions this proposed research are;

Does
education have an effect on employee work performance at the County
Government of Nairobi?

Does
ethnicity have an effect on employee work performance at the County
Government of Nairobi?

Does
gender have an effect on employee work performance at the County
Government of Nairobi?

1.5
Scope of the Study

This
proposed study is for gaining and having an accurate and deep
understanding of the effect of workforce diversity on employee work
performance at the County Government of Nairobi. The study will
involve the use of interviews, use of questionnaires and
observations. The study duration is two months.

1.6
Significance of Study

Diversity
is viewed as part of the key strategy rather than a business expense.
The importance of this study is diversity would lead to synergistic
performance when team members are able to understand and appreciate
each other hence capitalize on one another experiences, knowledge and
perspectives. Through effective communication, members would be able
to evaluate problems and situations from various viewpoints,
determine underlying cultural assumptions and create a common social
reality, ascertain and explain culturally synergistic alternative
solutions appropriately, and establish agreed-upon norms for
interaction.

Diversifying
workers from different education background creates opportunities for
greater innovation and more creative solutions to problems.
Consequently, the management is diversified and work on the effects
of increasing diversity is the key to assuring that the organization
will be able to fully benefit from bringing underrepresented groups
into the organization.

Workforce
diversity is closely related with Human Resource Management thus
attract and recruit the most talented people from a pool of diverse
workforce. Such a diversity-driven approach towards recruiting a
range of qualified candidates is needed not least because of the
country’s diverse population of gender and age. therefore a
diversified human resources will contribute to determining and
realizing strategic objectives of the organization, and have a
systematized approach for making a linkage between organization
excellence and effective people management is critical to
organizational continuity.

The
study improves the understanding toward culture difference and at the
same time promotes a better communication with workers from different
ethnicity background.

The
optimum outcome of this study is to benefit the county government of
Nairobi by getting along with the top management and workers from
different backgrounds that would find the information in this study
useful in accessing the value of workforce diversity in their county.

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