WORKFORCE DIVERSITY AND EMPLOYEE PERFORMANCE IN THE CONSTITUTIONAL COMMISSIONS OF KENYA
Abstract
The study’s objective was to establish the influence of workforce diversity on employee performance in constitutional commissions of Kenya. Specifically the study sought to determine the influence of gender diversity and age diversity on employee performance in constitutional commissions of Kenya. The study was guided by social identification and categorization theory, similarity/attraction theory. The study adopted a descriptive cross-sectional survey. Targeted population was 15 Kenyan Constitution Commission. The population of the study was staff members in the headquarters of the organization which was a total of 623 employees at managerial level. The sample of 244 members was used in the study and they were selected using Stratified random sampling method. Questionnaire was selected as data collection too where the researcher administered them to the entire sample selected. The study conducted pilot study to enable Validation and pretesting. The data gathered was analysed using SPSS version 23. The study analysed the data using descriptive and inferential statistics. Descriptive statistics were used in analysing quantitative data and the findings presented in tables, figures and graphs and in prose form. The study found that gender diversity positively and significantly affects performance of staff members in Kenyan constitutional commissions; diverse age positively and significantly affect performance of staff members in Kenyan constitutional commissions. Therefore, when employing staff, it is important to ensure that they are diverse; this will encourage their improved performance. Equal promotion of employees is important because it motivates employees to be dedicated to their work. It is also important for the organization to provide favorable environment and working conditions for employees depending on their age. The organization should increase diversity and use work groups to maximally utilizing their great participation and synergy in order to boost employee and organizational performance. The organization should ensure that there is education diversity among its employees, both management employees and juniors.
Key words; Age Diversity, Diversity, Employee Performance, Gender Diversity
CITATION: Lemunen, S., Were, S., & Namusonge, G. (2020). Workforce diversity and employee performance in the Constitutional Commissions of Kenya. The Strategic Journal of Business & Change Management, 7(3), 1673 – 1689.
Full Text:
PDFReferences
Ali, M., Kulik, C.T. & Metz, I. (2018). Effects of diverse gender on the way companies dealing with service provision and manufacturing perform. Australia, Emerald Publishers.
Allen, D. (2018). Ethnomethodology study on inside and outside association in ethnography nursing in the healthcare setup. Healthcare Inquiry. 11(1), 14-24.
Armstrong, M, (2019). Practice of HRM. London. Bath Press Ltd.
Ashforth, B. E., & Humphrey, R. H. (1995). Office behavior; a reappraisal. Workers relations, 49, 97-125.
Backes-Gellner, U., & Veen, S. (2017). Positive impact of diverse age in innovative organizations; proof of organizational productivity. Journ. on HRM, 23(3), 279-295.
Barlow F.K., Hornsey M.J., Thai M., Sengupta N.K., & Sibley C.G. (2016). Wall paper impact: failure of contact hypothesis for minorities living in regions of high proportion of majority members of a group. PLoS ONE. 2013; 8(12):e82228
Barlow J., Parsons T., & Stewart-Brown S. (2015). Prevention of Emotional and behavioral issues: effective parenting programs for kids below 3 years. Journal of development and healthcare of children, 3(11), 33–42.
Barrington, L. & Troske, K. (2017). Productivity and diverse employees: Analysing matched data of Employer-Employee. Journ. of HRM, 20(2).
Bekele, F. (2015). African women participation in politics activities of transformation, edited by Kwesi Kwaa Prah and Abdel Ghaffar M. Ahmed, research on social science in Eastern and Southern Africa, Addis Ababa.
Berman, M.G., Jonides, J., & Kaplan, S., (2018). Cognitive advantages of nature interaction. Psychological Science, 19 (12), 1207.
Brown, S. L. (2018). Office diversity; research on gender, age, race and salary. UMI Number: 3297416 by ProQuest Info. and Learning Company.
Cameron, K.S., & Quinn, R.E. (2016). Diagnosis of the culture of an organization and changing it based on competing value framework. Addison-Wesley publishers, Inc.
Carrel, M. R. (2016). Definition of employee programs on diversity and organizational practices: Longitudinal Research. Journ. on Labour Law, 3(1).
Childs, J., (2015). Diversity of workers; Global HR topic. HRM future 64: 110-118.
Choi, S. & H. G. Rainey (2015). Diversity management in federal agencies in US: Impacts of diversity and managing diversity on perception of workers on performance of an organization. Review on Public Administration 70(1): 109-121.
Christian, J., Porter, L. W., & Moffitt, G. (2016). Diversity of workers and their relations as groups: Processes of groups ad their inter-group relations, 9(4), 459-466.
Cooper, D., & Schindler, P. (2018). Research methodology for Business (10th ed.). New York, McGraw-Hill/Irwin.
Corporate Leadership Council (2016). Canada and the World; Trends that reshape or future. Ottawa: Basic Books.
Cross-Cultural Foundation of Uganda (2017). Yearbook Uganda, Kampala: Ugandan Government Publishing Press.
Dessler, G. (2016). Management, int. ed., Prentice-Hall, Inc. New Jersey, NJ.
Gellner. P., & Veen S. (2019). Effects of diverse age and aging on organizational performance. New York: McGraw-Hill.
Herring, C. (2015). Do Diversity Pay? Gender, Race diversity for business case. Sociological Review of America. Retrieved from www.sciencedaily.com.
Hogg, M. A., Terry, D.J. and White. K.M. (1995). Two Theory tales: Critical Comparison of Identity Theory with Social Identity Theory. Social Psychology Quarterly, 58:255-6
Hoogendoorn, s., & van Praag, M., (2016). Diverse ethnicity and performance of a group: Experimental field. Discussion Paper No. 6731. Retrieved from http://ftp.iza.org
Hoogendoorn, S., Oosterbeek, H., & van Praag, M. (2016). Effects of diverse gender on performance of business groups: proof from Field Experiment. Articles in Advance, 1–15.
Jackson, S.E.; Joshi, A., & Erhardt, N.L. (2016). Studies on diversity of groups and organizations: SWOT Analysis and Implications, Management Journal, 29, 801-830.
Jehn, K. A. (1997). Examining multi-technique advantage and detriments of intra-team conflicts. Administrative Science Quarterly, 40,256–282
Jehn, K. A.; Northcraft, G. B.; Neale, M. A. (199). Reasons why diversity makes a difference; study on conflict, diversity and workgroup diversity. Administrative Science Quarterly, Ithaca, NY, 44(4), 741-764, 199.
Joseph R.D., & Selvaraj, P.C. (2015) Impacts of diversity of Work Force on performance of employees in Singapore companies. Int. Journ. of BA 6, (2), 17 -29.
Joseph, R.D., (2018). Diverse age and its effects on performance of employees in Singapore. Int. Journ. of Development and Research, 21 (5).
Joshi, A., & E. Jackson, S. (2016). Management of diverse workforce to improve organizational corporation. Int. Handbook on team work and cooperation in organizations.
Kelly, C., Ramirez, E. & Brady, M.K. (2018). Religious Affiliation: Buffering Negative Reactions to failing service, Services Marketing Journ., 28(1), 1-9
Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., Leonard, J., Levine, & Thomas (2016). TC review on performance of companies dealing with manufacturing. International Symposium on Tm and Emerging Technologies, 27 - 29, Bandung, Indonesia
Kossek, E., Lobel, S. A. & Brown, J. (2015). Theory of organizational learning. New York: Addison-Wesley.
Kulik, C. T. & H.T. J. Bainbridge, (2016). Performance of the bank; analyzing efficiency, competition and profitability using theoretical and empirical evidence. New York, Routledge.
Kundu, S. C. (2016). Effects of diversity of the company, Journal of Applied Business Research, 12(1), 30-41.
Kunze, F., Boehm, S., & Bruch, H. (2016), Understandings diversity of MFIs in Ghana’s Accra metropolitan. Marketing Management African Journal of 3(2): 45-55.
Leonard, J. S., & Devine (2016). Clarity on conditions and limits that contribute to ordinary as well as diversity in performance of a company. Journal on Strategic Management 32(2), 254-279
Mazin R. (2015). Impacts of diverse of knowledge and its application on the way commercial banks in Kenya perform, International Journal of Education and Research, 3(10).
Mugenda, A.G. (2018). Impacts of usage of key advancement on the execution of business banks in Kenya; a contextual analysis of value bank. The Strategic Journal of Business and Change Management; 4, 2 (35), 605 – 630
Namachanja, N. C. & Okibo, W. (2015). Hierarchical Capabilities as a Source of Competitive Advantage at Airtel Kenya.(Unpublished MBA Project).Nairobi, University of Nairobi
Naqvi, R., Ishtiaq, M., Kanwal, N., Butt, M.U., & Nawaz, S. (2016). Impact of bank developments on budgetary execution of business banks in Kenya. Unpublished Thesis.
NCIC (2016). Ethnic and Diversity Audit of the County Public Service.
Nel, P., Gerber, P., Van Dyk, P., Haasbroek, D., Schultz, H., Sono, T. & Werner, A. (2018). The impact of vital learning society capacity on execution of seller oversaw retail medium and extensive stores in Nairobi County, Kenya. Global Journal of Social Sciences and Information Technology; 2(7), 739
Nkomo, S.M. (2015). Assessment of the capacities for advancement by little and medium industry in Nigeria. African Journal of Business Management. 1(8), 209-217.
Nyambegera, S. M. (2017). Scientific Solution for Free Vibration Analysis of Beam on Elastic Foundation with Different Support Conditions. Scientific Problems in Engineering, 1(5), 1-7.
Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). The Influence of Information Technology Capability, Organizational Learning, and Knowledge Management Capability on Organizational Performance (A Study of Banking Branches Company in Southern Kalimantan Province). Data and Knowledge Management; 3(11), 112-120
Ramirez, E. (2016). Client Perspectives on E-business Value: Case Study on Internet Banking. Diary of Internet Banking and Commerce, 15(1).
Rubaii-Barrett, N., & Wise, L. R. (2018). The Effect of diversity on Implementation of Business Strategy among organizations: A Case of Banking Institutions In Chuka Town, Kenya. European Journal of Business and Social Sciences, 4(08), 260-284
Thomas, D. (1999). Cultural diversity and teamwork. Vital Management Journal, 18(7), 509– 533.
Tjosvold D, Yu Z-y & Hui C (2018) Systems for overseeing information resources: the job of firm structure and modern setting. Long Range Planning 33(9), 35-54.
Tsui, A., Egan, T., O’Reilly, C., (1992). How innovative ability impacts business execution: a coordinated structure dependent on the possibility approach. Diary of Technology Management in China, 1(1):27-52.
Waiganjo, E. W., Mukulu, E., & Kahiri, J. (2016). Enterprise and employee diversity: a survey, model and research motivation. Diary of Management Studies 43, 917-955
Waller, B. N. (2016). Distinguishing ethnic diversity as indicators of development and business execution. The Business Review, Cambridge, 5, 109.
Wentling R. M. & Rivas N. P. (2015). Scientific Solution for Free Vibration Analysis of Beam on Elastic Foundation with Different Support Conditions. Scientific Problems in Engineering, 1(5), 1-7.
Williams, K. Y., & O’Reilly, C. A. (1998). Canada and the World; Trends that reshape or future. Ottawa: Basic Books.
DOI: http://dx.doi.org/10.61426/sjbcm.v7i3.1985
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.