Impact of Workforce Diversity Management on Employees’ Performance A Study of Niger State Polytechnic, Zungeru, Nigeria
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Abstract
People from various walks of life and different social and economic backgrounds have found it easier to interact with each other than ever before. This study investigates the impact of workforce diversity management on employee performance with the objective to: determine the effect of gender differences on employee task performance and evaluate the effect of age differences on employee contextual performance. A survey research design was adopted for the study. The population of the study was one thousand eight hundred and forty-two (1,842) from Niger State Polytechnic, Zungeru. A statistically acceptable sample size of three hundred and twenty-nine was drawn using Taro Yamane formula. Research constructed questionnaire of five-point Likert scale was administered to the respondents and the analysis was run based on the validly returned questionnaires using SPSS. Findings revealed that the relationship between gender differences and task performance was significant (R Square = .664, Sig. = .000) and age differences are not statistically significant to organizational performance (R Square = .553, Sig. = .000). The study, however, recommends that management should ensure support working with and relationship with opposite gender at work to promote employees’ performance, management of the sampled institution should ensure that age difference group is peer to work together on a task to encourage employees’ contextual performance, and lastly management should be in a state to drive and align employees’ educational knowledge to foster employees’ adaptive performance which is a good way of improving employees’ performance towards organizational success.
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