Analyzing the effect of employee cultural diversity on organizational performance – a case study of electoral commission –Ghana.
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Date
2018-11
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KNUST
Abstract
Organisations all over the world require resources for their effective operations. These resources include financial, material, and human. Of all the resources however, human resource is the most important (valuable asset) one. It is through employees that all other resources of an organisation are put to use to achieve organisational objectives - be it production of goods or rendering of services to clients. On this premise, this study sought to analyse the effects of employees’ cultural diversity on organisational performance. The study area of this research covered the staff of the headquarters of the Electoral Commission (EC) and the staff of the E.C at the Volta Region. A case study under the descriptive research design was used and data collected using structured questionnaires are analysed using SPSS version 20. From the results, majority of the respondents agreed on elements of cultural diversity existing in Electoral Commission to include age discrimination, gender differentiation, and national origin, etc. These elements gave them the opportunity to accept each other without holding any form of prejudice against their co-workers be it on religious or ethnic grounds. Social relations were also found not to be affected by language barrier which in-turn translates into enhanced productivity. Cultural diversity was also found to reduce turnover intentions which brings about increased market share, promotes creativity among employees, and leads to high levels of organisational performance. It was also found that cultural differences in the Electoral Commission do not have any substantial effect on communication process. Based on the conclusions, it was recommended that, measures must be put in place to ensure that such elements do not have negative effects on the organisation. Also, it was further recommended that, both employees and employers need to play their part in ensuring that there is effective communication in the organisation. Finally, the organisation must ensure that employee cultural diversity is managed effectively to helpthe organisation have competitive advantage, provide quality services to the people of Ghana and enhance organisational performance.
Description
A Thesis Submitted In Partial Fulfillment Of The Requirement For The Award At The Master Of Philosophy Degree In Political Science.