The effect of workforce diversity on organizational performance

Abstract

The purpose of the study was to investigate the relationship between workforce diversity and organizational performance using a case of Halliburton International Inc, through the objectives of the study; effect of cultural diversity on the performance of an organization, effect of organizational equality on performance of an organization, and the effect of working conditions on the performance of an organization. This study used a case study research design to collect data from the respondents. The researcher also used a case study design since it is a good method for obtaining true and a comprehensive data for the study. The study used quantitative methods to collect data to gain an in-depth understanding of the study. This allowed the researcher to collect a variety of data and in turn achieve a higher validity and reliability. The study was carried out at the headquarters of Halliburton International Inc., located at Plot 21 Yusuf Lule Road, Kampala –Uganda, with a sample size of the study being 41 respondents using Slovins Formulae. Quantitative data was entered in a computer program known as a Special Package for Social Scientists (SPSS) for analysis. Descriptive statistics were used to determine the distribution of respondents on the questions under each of the variables. Inferential statistics Anova tests were used to test the hypothesis, and correlation analysis was used to determine the relationship between variables. The study revealed that the company employs people from different cultural backgrounds, and that the firm carries out training programs giving managers diversity related goals and making sure they are met. However, ethnic groups did not fairly have the same number of people employed at the firm, people from different ethnic backgrounds were not given priority at work, and that the firm does not set out strategies to bring out the best from diverse workgroups and avoid conflicts. Employees of the firm are given equal treatment to enhance participation in decision making, and that employees are given an opportunity to perform in decision making and resolution of work related issues. However equal opportunity approaches are not aimed only at the disadvantaged (sex, ethnic backgrounds) and gender inequalities are more pronounced in xi the organization. Employees of the firm are offered attractive salaries with good working benefits covered by the firm. But there was no teamwork, participation and cohesiveness created, and there were no set rules and regulations in the company. The researcher recommended that the company should encourage fairness in the number of employment of people from different ethnic backgrounds thus increasing work force diversity. The company should carry out seminars to teach supervisors strategies on how to bring out the best from diverse workgroups and avoid conflicts at work. The researcher also recommended that the firm should clearly state out the company set rules and regulations on the notice board so that the employees are aware of it