RELATIONSHIP BETWEEN DIVERSITY MANAGEMENT PRACTICES AND PERFORMANCE OF DEVOLVED MINISTRIES IN THARAKA SOUTH SUB COUNTY
Keywords:
Age Consideration, Ethnicity Contemplation, Performance of Devolved Ministries
Abstract
Globalization because of advancement in technology in the 21st century has brought about diversity in workforce in business enterprises, government and civil society. Arguably, an organization that exploits diversity in human resources improves its competitiveness in the market by offering quality and customized services. Therefore, organizations should value both differences and similarities of individuals within the work environment. This study investigated the growing impact of diversity management practice and its relationship to performance of devolved ministries in Meru-county. The factors underlying diversity management practices were Age Consideration and Ethnicity Contemplation. The target population was 150 employees, however, a sample of 109 employees was studied which comprised 73% of the total population. The study employed probability sampling design whereby stratified sampling and simple random sampling determined sample for the study. The underpinning theories of the study were Upper Echelon theory, Strategic Choice theory and Social Identity theory. Questionnaires containing open and closed ended questions were used to collect the data. The responses from the questionnaires weresummarized in form of descriptive and inferential statistics with the aid of SPSS (Version 20). Multiple linear regressionshowed the relationship between the performance of devolved ministries and the independent variables (Age Consideration and Ethnicity Contemplation). Frequency tables, pie charts and bar graphs were used to present the analyzed data. The study found that age consideration was a positive significant factor while ethnicity contemplation was a positive albeit insignificant in explaining the performance of devolved ministries in Meru County. Devolved ministries should therefore adopt diversity in ethnic contemplation and especially age consideration in order to improve their performance.
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Milliken &L. L. Martin, (2006).Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups. The Academy of Management Review.
Mugenda O. M. &Mugenda A. G. (2008).Research Methods, Quantitative and qualitative Approaches. Nairobi: Acts Press.
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Osborne, J. W. & Waters, E.(2002). New look at outliers and fringelier. Their effects on statistic accuracy and Type I and Type II error rates.North Carolina State University.
Ozgen, C. & et al. (2011b).The impact of cultural diversity on innovation: Evidence from ditcher-level data. IZA Discussion Papers.
Ozgen, C. & et al, 2011).The impact of cultural diversity on innovation: Evidence from Dutch RM-level data. IZA Discussion Papers.
Pelled, L. H., et al. (2009). "Exploring the black box: An analysis of work group diversity, conflict and performance."Administrative science quarterly.
Prasad, P. &Konrad, A. M. (2010).Handbook of Workplace Diversity.Sage.
Richard et al. (2010).Measuring OrganizationalPerformance: Towards Methodological Best Practice. Journal of Management.
Robinson, C. L. (2010). Diversity Management Pantheons: A Regime of Truths. India: Fultus Corporation.
Saji, B. (2004). Workforce diversity, temporal dimensions and team performance. Cross Cultural Management.
Shume H. (2013). Diversity management practices adopted by non-governmental organizations in Kenya Universitiesunpublished MBA Project university of Nairobi.
Stefamcic, J. & Delgado, R. (2011).Critical Race Theory.The Cutting Edge.Temple University Press.
Stets J. E.& Burke P. J. (2000).Identity Theory and Social Identity Theory.Social psychology journal.
Tabachnick, B. G. &Fidell, L. S. (2001) Using Multivariate Statistics. Michigan: Allyn and Bacon.
Tajfel, H.& Turner.(2004). Social stereotypes and social groups.In J. C. Turner & H. Giles (Eds.), Intergroup Behaviour. UK: Blackwell. Oxford.
Taylor, P. (2003). Global ageing – meeting the business challenges. Paper prepared for symposium: An Ageless Workforce – Opportunities for Business, Sydney, 27th August.
Thomas, D. A. & R. J. Ely (2006)."Making differences matter: A new paradigm for managing diversity." Harvard business review.
Timmermans,& et al. (2011). Does a different view create something new? The effect of employee diversity on innovation.Research Policy , 500-509.
Webber L. D. (2001).Impact of highly and less Job related diversity on workgroup cohesion and performance Meta Analysis. Journal of Management.
White, R. D. (2012). Managing the diverse organizations: The imperative for new multicultural Paradigm.
Whittington, R. (1989). Corporate strategies in recession and recovery: Social structure and strategic choice.London:Unwin Hyman.
Williams, K. & O’Reilly, C. (2008).Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behaviour.
Wood, W. (2000).Meta analytical review of sex differences in group performance.Psychological bulletin.
(www.harrisinteracitve.com, viewed on 17th November 2016).
Zenger, T. R. & Lawrence, B. S. (2009).Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management Journal.
Armstrong, M. A. (2005). Handbook of Human Resource Management Practice. New Delhi: Kogan Page India.
Armstrong, M. A. (2012). Handbook of Human Resource Management Practice. New Delhi: Kogan Page India.
Astley, W. G., & Van de Ven, A. H. (2003).Central perspectives and debates in organization theory. Administrative science quarterly.
Bagshaw M. (2004). Is Diversity Divisive?Journal of Industrial and Commercial Training.
Button, S. B. (2004). Organizational efforts to affirm sexual diversity: A cross-level examination. Journal of Applied Psychology.
Byrd, M. Y. & Scott, C. L. (2014). Diversity in the Workforce: Current Issues and Emerging Trends. Taylor & Francis Publishers.
Carbery, R. Cross, C. (2013). Human resource management: a concise introduction. Mcmillan International Higher Education.
Childs, J., et al. (2005). "Workforce diversity: A global HR topic that has arrived." The future of human resource management.
Choi, S. & Rainey, H. G. (2010)."Managing diversity in US federal agencies: Effects of diversity and diversity management on employee perceptions of organizational performance."Public Administration Review.
Chuang, R. & Fong, M. (2014).Communicating Ethinc and Cultural Identity. India: Rowman&Littefied publishers.
Cox, T. (2014). Cultural diversity in organizations: Theory, research, and practice. San Francisco: Berrett Koehler.
Davey, J. (2006). The labour market.Boston and Davey (Eds.), Implications of Population Ageing Opportunities and Risks.Institute of Policy Studies, Victoria University, Wellington.
Field, A (2009). Discovering Statistics Using SPSS. London: SAGE Publishers.
Frink, D. D. & et al (2003) Gender demography and organizational performance: A two-study investigation with convergence. Group andOrganization Management.
Greenberg, J. (2004). The social side of fairness: Interpersonal and informational classes of organizational justice. Justice in the Workplace. Hillsdale, NJ: Erlbaum.
Gupta, R. (2013). Workforce diversity and organizational performance.International Journal of Business and Management Invention.
Hanappi-Egger, E. &Ukur, G. (2011): Challenging Diversity Management: on the meaning of cultural context: the Case of Kenya. 7th Critical Management Studies Conference, Nepal, Italian.
Ilmarinen, J. (2005). Towards a longer work life!Ageing and the quality of work life in the European Union.Finnish Institute of Occupational Health, Ministry of Social Affairs and Health, Helsinki.
Jackson, S. E. & et al (2005). Recent research on team and organizational diversity:SWOTanalysis and implications. Journal.
Jackson, S.E. & et al (2013).Recent research on team and organizational diversity: SWOT analysis and implications. Journal of Management.
Jain, H. C., and Verma, A. (2006).Workforce Diversity, Employment Equity/Affirmative Action Programs and Public Policy in Selected Countries.International Journal of Manpower.
Jehn, K. A., et al. (2009). "Why differences make a difference: A field study of diversity, conflict and performance in workgroups." Administrative science quarterly.
Jehn, K. A. & et al. (2007). "Why differences make a difference: A field study of diversity, conflict and performance in workgroups." Administrative science quarterly.
Johnson, W. B., & Packer, A.E. (2003).Workforce 2000: Work and Workers for the 21st Century. Indianapolis: Hudson Institute.
Kelly & Dobbin (2008).How Affirmative Action Became Diversity Management. Employer Response to Antidiscrimination Law 1961 to 1996. In American Behavioral Scientist.
Kinyanjui, S. (2013).Innovative Strategies for Managing Workforce Diversity in Kenyan Leading Corporations in Present Global Scenario. International Journal of Business and Management: Canadian Center of Science and Education.
Kossek, E.E. &Lobel, S.A. (2011). Introduction: transforming human resource systems to manage diversity – an introduction and orienting framework, Human Resource Strategies for Transforming the Workplace. Blackwell. Cambridge, MA.
Kreitner, R. &Kinicki, A. (2011). Organizational behavior (12nded). Europe: MC Graw Hill.
Konrad, A. & et al. (2006). (eds), Handbook of Workplace Diversity. London: Sage Publications.
Kothari, C.R. (2003). Research Methodology.Methods and Techniques. New Delhi: New Age International Publishers.
Kothari, C.R. (2013). Research Methodology.Methods and Techniques. New Delhi: New Age International Publishers.
Kothari, C.R. (2014). Research Methodology.Methods and Techniques. New Delhi: New Age International Publishers.
Lee, N., & Nathan, M. (2011).Does cultural diversity help innovation in cities: evidence from London firms.LSE Research Online Documents on Economics 33579, London School of Economics and Political Science, LSELibrary.
Lewis, K. & Gibson, C. (2000).The efficacy advantage: observing and modeling the relationships between team heterogeneity, group efficacy, and outcomes. Paper presentedat the 15th annual meeting of the Society of Industrial and OrganizationalPsychology. Louisiana: New Orleans.
McGregor, J., & Gray, L. (2002).Stereotypes and older workers: the New Zealand experience.Social Policy Journal of New Zealand.
McMillan-Capehart, A. (2003). Cultural diversity's impact on firm performance: The moderating influence of diversity initiatives and socialization tactics. Unpublished doctoral dissertation, Louisiana Tech University, USA.
Michalle, E. M. (2015). Managing Diversity.Toward a globally inclusive workplace. London: Sage.
Milliken &L. L. Martin, (2006).Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups. The Academy of Management Review.
Mugenda O. M. &Mugenda A. G. (2008).Research Methods, Quantitative and qualitative Approaches. Nairobi: Acts Press.
Mugenda O. M. &Mugenda A. G. (2013).Research Methods, Quantitative and qualitative Approaches. Nairobi: Acts Press.
Osborne, J. W. & Waters, E.(2002). New look at outliers and fringelier. Their effects on statistic accuracy and Type I and Type II error rates.North Carolina State University.
Ozgen, C. & et al. (2011b).The impact of cultural diversity on innovation: Evidence from ditcher-level data. IZA Discussion Papers.
Ozgen, C. & et al, 2011).The impact of cultural diversity on innovation: Evidence from Dutch RM-level data. IZA Discussion Papers.
Pelled, L. H., et al. (2009). "Exploring the black box: An analysis of work group diversity, conflict and performance."Administrative science quarterly.
Prasad, P. &Konrad, A. M. (2010).Handbook of Workplace Diversity.Sage.
Richard et al. (2010).Measuring OrganizationalPerformance: Towards Methodological Best Practice. Journal of Management.
Robinson, C. L. (2010). Diversity Management Pantheons: A Regime of Truths. India: Fultus Corporation.
Saji, B. (2004). Workforce diversity, temporal dimensions and team performance. Cross Cultural Management.
Shume H. (2013). Diversity management practices adopted by non-governmental organizations in Kenya Universitiesunpublished MBA Project university of Nairobi.
Stefamcic, J. & Delgado, R. (2011).Critical Race Theory.The Cutting Edge.Temple University Press.
Stets J. E.& Burke P. J. (2000).Identity Theory and Social Identity Theory.Social psychology journal.
Tabachnick, B. G. &Fidell, L. S. (2001) Using Multivariate Statistics. Michigan: Allyn and Bacon.
Tajfel, H.& Turner.(2004). Social stereotypes and social groups.In J. C. Turner & H. Giles (Eds.), Intergroup Behaviour. UK: Blackwell. Oxford.
Taylor, P. (2003). Global ageing – meeting the business challenges. Paper prepared for symposium: An Ageless Workforce – Opportunities for Business, Sydney, 27th August.
Thomas, D. A. & R. J. Ely (2006)."Making differences matter: A new paradigm for managing diversity." Harvard business review.
Timmermans,& et al. (2011). Does a different view create something new? The effect of employee diversity on innovation.Research Policy , 500-509.
Webber L. D. (2001).Impact of highly and less Job related diversity on workgroup cohesion and performance Meta Analysis. Journal of Management.
White, R. D. (2012). Managing the diverse organizations: The imperative for new multicultural Paradigm.
Whittington, R. (1989). Corporate strategies in recession and recovery: Social structure and strategic choice.London:Unwin Hyman.
Williams, K. & O’Reilly, C. (2008).Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behaviour.
Wood, W. (2000).Meta analytical review of sex differences in group performance.Psychological bulletin.
(www.harrisinteracitve.com, viewed on 17th November 2016).
Zenger, T. R. & Lawrence, B. S. (2009).Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management Journal.
Published
2018-11-30
How to Cite
Matara, M. (2018). RELATIONSHIP BETWEEN DIVERSITY MANAGEMENT PRACTICES AND PERFORMANCE OF DEVOLVED MINISTRIES IN THARAKA SOUTH SUB COUNTY. IJO -International Journal of Business Management ( ISSN 2811-2504 ), 1(11), 01-18. Retrieved from https://www.ijojournals.com/index.php/bm/article/view/27
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