IMPACT OF EMPLOYEES DIVERSITY ON ORGANIZATIONAL PERFORMANCE OF SELECTED MULTINATIONAL FOOD PRODUCING INDUSTRY IN SOUTH-WEST NIGERIA
DOI:
https://doi.org/10.30837/2522-9818.2020.11.044Keywords:
Employees Diversity, Organizational Performance, Gender Diversity, Age Diversity, MNCsAbstract
Subject matter: Diversity has, nonetheless, been a powerful influence on terminology and practice worldwide. Employee diversity encompasses a wide variety of differences, including age, gender, culture, work experience, parental status, educational background, geographic location, and much more. Goal: Examine the effect of gender diversity on sales Patronage of multinationals Food Industry and also to determine the effect of age diversity on multinationals operational cost. Tasks: The optimum outcome of this study is to benefit the Multinational Food industry in Nigeria by getting along with the top management and workers from different backgrounds that would find the information in this research study useful in accessing the value of workforce diversity in their organization. Methods: Two research questions were posed for the study and two hypotheses formulated in line with the objectives. The paper adopted descriptive research design. Simple random sampling was employed. The total population of the study consists of 9,376 employees of Multinational Food Companies in South-West Nigeria. The study made used of macorr sample size determination. The research questionnaire was administered to three hundred and seventy-five (375) employees which was the sample size representing the chosen study population of the 5 selected multinational food industry in South-West Nigeria. The study made use of statistical tools such as Hierarchical regression analysis in testing hypotheses, Cross tabulations, Inter-item correlation test and ANOVA which helped in the interpretation of results. Results: The study found out that there is a positive relationship between gender diversity and sales patronage such that sales patronage is affected by gender diversity. The findings of the study further revealed a positive relationship between age diversity and operation cost such that operation cost is affected by age diversity in the organization. Conclusions: The research concludes that there exists a relationship between employee diversity and organizational performance and organizations should ensure that diversity existent in their employees is aimed at improving organizational performance. The research recommends that multinational food industry should not only ensure employee diversity in their businesses but they should also make sure that diversity is used to improve organizational performance. Further studies should focus on other sector and not limited to food and beverage and conglomerate sectors of the Nigeria economy.
References
Afolabi, F. & Aina, O. (2014), "Gender differentials in subjective well-being among religious elderly Yoruba people in Southwest Nigeria", Ageing International, No. 39 (2), P. 180–193. DOI: 10.1007/s12126-014-9197-8
Ajala, A. O. A and Alonge, K. S. (2013), "Gender Issues in basic education and national development in Nigeria", Journal of Emerging Trends in Educational Research and Policy Studies (JETERAPS), No. 4 (4), P. 644–649.
Atta-Asamoah, A. (2012), "Overview of the Nature and Management of Diversity in Africa", Prepared for the Office of the Special Adviser on Africa (OSAA), Institute for Security Studies, Pretoria, South Africa.
Adler, N. J. (2015), Cultural Synergy: Managing the Impact of Cultural Diversity, London : Sage Publications.
Afolabi, O. A. and Omole, E. O. (2011), "Personality Type and Workforce Diversity as Predictors of Ethical Behavior and Job Satisfaction Among Nigerian Policemen", Current Research Journal of Social Sciences, No. 3, P. 381–388.
Al-Lamki, S. M. (2002), "Orientation: The essential ingredient in cross-cultural management", International Journal of Management, Vol. 19, No. 4, P. 568–575.
Akinnusi, D. M., Sonubi, O., & Oyewunmi, A. E. (2017), "Fostering Effective Workforce Diversity Management", International Review of Management and Marketing in Nigerian Organizations: The Challenge of Human Resource Management, No. 7(2), P. 108–116.
Armstrong, M. (2012), Armstrongs Handbook of Human Resource Management Practice, 12th ed, London : Kogan.
Allen, D. Bryant, P and Vardaman, M (2010), "Retaining Talent: Replacing Misconceptions with Evidence-Based Strategies", Academy of Management Perspectives, P. 48–64
Blau, P. M. (1977), Inequality and heterogeneity, New York : Free Press.
Borman, W. C., and Penner, L. A. (2001), "Citizenship performance: Its nature, antecedents, and motives", In Personality psychology in the workplace, ed. B. W. Roberts and R. Hogan, Washington, DC : American Psychological Association, P. 45–61.
Carrel, M. R, Mann, E. E., Sigler, T. H. (2016), "Defining Workforce Diversity Programs and Practices in Organizations: A Longitudinal Study", Labor Law Journal, available at : https://www.questia.com/library/journal/1P3-1021348691/defining-workforce-diversity-programs-and-practices
CIPD (2014), "Employee Turnover and Retention", CIPD, available at : http://www.cipd.co.uk/hr-resources/factsheets/employee-turnover-retention.aspx
Creswell, J. W. (2009), Educational research Planning, conducting and evaluating quantitative and qualitative research, 2nd Ed, Upper Saddle River, N. J : Pearson Education.
Childs, J., (2016), "Managing workforce diversity at IBM: A global HR topic that has arrived", Human Resource. Management, No. 44 (1), P. 73–77. DOI: http://dx.doi.org/10.1002/hrm.20042
Cox, T.H. (2001), "Cultural diversity in organisations: theory, research and practice", Human Resource Development Review, San Francisco, CA : Berrett-Koehler, Vol. 7.
Danladi, S. S. (2013), "Language policy: Nigeria And the role of English language in the 21st Century", European Scientific Journal, No. 9 (17).
Daudi, P and Nguyen, K. (2010), "The Ethical Challenge of Multinational Corporations in Inadequate Institutions: The Case of Shell in Nigeria", November 30, 2010. DOI: http://dx.doi.org/10.2139/ssrn.2039786
Ditomasso, N. (2015), "Understanding the Effects of Workforce Diversity on Employment Outcomes: A Multidisciplinary and Comprehensive Framework", Paper presented at the annual meeting of the American Sociological Association, Hilton San Francisco and Renaissance, San Francisco, Emerald Group Publishing Limited, International Journal of Academic Research, available at : http://www.allacademic.com
Duncan, C, (2013), "Assessing Ant-Ageism Routes to Older Worker Re-Engagement", Work Employment And Society, Vol. 17, No. 1, P. 101–120.
Erasmus, L. J. (2016), "The Management of Workforce Diversity and the Implications for Leadership at Financial Asset Services" Business Management, University of Johannesburg.
Friday, E., & Friday, S. S. (2013), "Managing diversity using a strategic planned change Approach", Journal of Management Development, No. 22, P. 863–880.
Griffeth, W. and Hom, W. (2001), Retaining valued employees, Thousand Oaks, CA : Sage.
Gelner, B. & Veen, S., (2013), "Positive Effects of Aging And Age Diversity In Innovative Companies: Large Scale Empirical Evidence on Company Productivity", Human Resource Management Journal, Vol. 3, No. 3, P. 279–295.
Gellner & Veen. S. (2014), The Impact of Aging and Age Diversity on Company Performance.
Greenberg, J. (2014), Workplace Diversity: Benefits, Challenges and Solutions, Alpha Measure.
Gupta, R. (2013), "Workforce Diversity and Organizational Performance", International Journal of Business Management Invention, Vol. 2, Issue 61, P. 36–44.
Hassan, O. M. (2013), The Inevitability of Multinational Corporations towards Achieving Sustainable Development in Developing Economies: A Case Study of the Nigerian Economy, Vol. 2.
Harrison, D. A., Price, K. H. & Bell, M. P. (1998), "Beyond relational demography: Time and the effects of surface- and deep-level diversity on work group cohesion", Academy of Management Journal, No. 41 (1), P. 96–107.
Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., Leonard, J., Levine, & Thomas (2012), The Effects of Diversity on Business.
Konrad (2003), "Managing Workforce Diversity in Competitive Environment", International Journal of Business and Management Invention (IJBMI).
Long, S., Perumal, P. and Ajagbe, M., (2012), "The Impact of Human Resource Management Practices on Employees", Interdisciplinary Journal of Contemporary Research in Business, No. 4 (2), P. 629–641.
Maurer, T. J., Wrenn, K. A., Pierce, H. R., Tross, S. A. and Collins, W. C. (2013), Beliefs about ‘improvability’ of career-relevant skills: Relevanceto job/task analysis, competency modelling, and learning.
Maxwell, G. A., et al (2015), "Benefits of Workforce Diversity", International Journal of Business and Management Invention (IJBMI).
Maxwell, G. A., Blair, S. and McDougall, M. (2015), "Edging towards managing diversity in practice", Employee Relations, No. 23 (5), P. 468–482.
Advertising, Patricia Cafferata and Alice Tybout, eds. Lexington, MA : Lexington Books, 229 p.
Meyer and Sternthal (1991), "Gender Differences in the Use of Message Cues and Judgments," Journal of Marketing Research, No. 28 (February), P. 84–96.
Ndubisi, N. O. (2006), "Effect of gender on customer loyalty: a relationship marketing approach", Marketing Intelligence and Planning, No. 24 (1), P. 48–61.
Oliver, R. L. (1999), "Whence Consumer Loyalty?", Journal of Marketing, No. 63 (Special Issue), P. 33–44.
Otike, W, Messah, B, & Mwaleka, K, (2010), "Effects of Workforce Diversity on Organizational Effectiveness: A Case Study On Kenya Commercial Bank Ltd", Journal Of Business And Management.
Ozbilgin M., Tatli, A. (2016), Global diversity management: An evidence-based Approach, London, England : Palgrave.
Ogunyinka, E. K. (2013), "Higher education funding and cost sharing: case study of universities in Nigeria", Academic Research International, No. 4 (5).
Ojo, G. U. (2012), "Economic diversification and second-tier political conflict:assessing bitumen political ecologies in southwest Nigeria", Singapore Journal of Tropical Geography, No. 33 (1), P. 49–62. DOI: 10.1111/j.1467-9493.2012.00447.x
Okpanachi, E. (2012), "Ethno-religious Identity and Conflict in Northern Nigeria", available at : http://www.cetri.be/spip.php?article2470&lang=fr
Porter, M. (1987), "From competitive advantage to corporate strategy", Harvard Business Review, May – June, P. 43–59.
Pan, Y., & Zinkhan, G. M. (2006), "Determinants of retail patronage: A meta-analytical prospective", Journal of Retailing, No. 83 (1), P. 229–243.
Price, J. L. (1977), The Study of Turnover, Ames, Iowa : Iowa State University Press.
Richard, O. C. (2014), "Racial diversity, business strategy and firm performance: A resource based view", Academy of Management Journal, No. 43, P. 164–177.
Ricardo, R, (2016), "Corporate Performance Management: How to Build A Better Organization Through Measurement Driven Strategies Alignment", Butterworth Heinemann.
Roberson, M. Q & Park, H. J, (2007), "Examining The Link Between Diversity And Firm Performance: The Effects of Diversity Reputation and Leader Racial Diversity", Group & Organizational Management, Vol. 32.
Singh, Ramadhar, and Soo, Yan Ho (2000), "Attitudes and Attraction: A New Test of the Attraction, Repulsion and Similarity-Dissimilarity Asymmetry Hypotheses", British Journal of Social Psychology, No. 39 (2), P. 197–211.
Sungjoo & Rainy, G. (2014), "Managing Diversity In U.S Federal Agencies: Effects of Diversity and Diversity Management On Employee Perceptions Of Organizational Performance", Public Administration Review, P. 109–120.
Tajfel, H. (1986), Differentiation between social groups: studies in the social psychology of intergroup relations, Academic Press, New York.
Thomas, D. A. & Eli, R. J. (2014), "Making differences matter: A new paradigm for managing diversity", Harvard Business Review, September-October, P. 77–90.
Torrington, D., Hall, L., and Taylor, S. (2015), Human Resource Management, Sixth Edition, London : Pearson education Ltd.
Taylor, S. (2002), The Employee Retention Handbook, London : CIPD.
Zheng, C., Hyland, P., & Soosay, C. (2013), "Training practices of multinational companies in Asia|", Journal of European Industrial Training, Vol. 31, Issue 6, P. 472–494.
Downloads
How to Cite
Issue
Section
License
Copyright (c) 2020 Solomon Akpoviroro Kowo, Ismaila Bolarinwa Kadiri, Abu Zekeri
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Our journal abides by the Creative Commons copyright rights and permissions for open access journals.
Authors who publish with this journal agree to the following terms:
Authors hold the copyright without restrictions and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License (CC BY-NC-SA 4.0) that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
Authors are able to enter into separate, additional contractual arrangements for the non-commercial and non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
Authors are permitted and encouraged to post their published work online (e.g., in institutional repositories or on their website) as it can lead to productive exchanges, as well as earlier and greater citation of published work.
