ABSTRACT
The study investigated effect of Human Resource Diversity on Organizational Outcomes and having MTN Nigeria Ltd as its case study. Descriptive Survey Technique was adopted in the study. Structured questionnaires were used for data collection, data collected were analyzed using the statistical tools of frequency counts and simple percentage for the demographic data while Chi-square (X2) test statistics was employed for the test of the stated hypotheses. The study was limited to a sample size of one hundred (100) respondents. Data analysis was undertaken at five percent (5%) level of significance. The outcomes of the findings showed that human resource diversity is positively related to organizational performances. The study recommended that organisation must ensure that diversity policies, processes, and procedures provide all employees the opportunity to participate in organisation’s mission accomplishments, and to compete fairly and equitably for career enhancement and advancement irrespective of individual differences and capabilities.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study:
The human capital is one of the most important factors for any organization since it forms the engine that drives that organization. As the organization seeks to achieve its objectives, it requires people to manage or run the other factors of production. The workforce is becoming increasingly diverse. Many organizations, particularly multinationals, realize that diversity is an inevitable side effect of social changes, but a factor and reality, which can bring new perspectives and enhance the development of new products and services (Bedrnova andNovy, 2007; Rašticova and Senichev, 2011).
The world’s increasing globalization requires more interaction among people from diverse cultures, beliefs,and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non – profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today (Green, Lopez, Wysocki and Kepner, 2012). In diverse workplace managers are dealing with individuals of different age, gender, nations, cultures, individuals who graduated from different universities and have different mental and physical skills, etc. all of these is just one of the results of the globalization process (Rašticova, Senichev, 2011).