The paper summarizes the arguments and counterarguments within the scientific discussion on the issue cultural and age diversity of workforce and the level of workers’ productivity in the multinational companies. Three hundred and seventy-five employees from five multinational food companies in Southwest Nigeria form the object of the research. Methodological research tools contain questionnaires; the regression analysis methods was used when testing hypotheses on the existence of a correlation between cultural diversity and team performance; cross-tabulation analysis method; inter-position correlation test, and ANOVA method for generalizing and interpreting the results. The results of the study regarding the relationship between a company’s cultural diversity and its market share showed that cultural diversity does not affect the performance of the organization’s employees, while work experience has a non-linear impact on the company’s productivity. The results of findings conclude that there is a link between workforce diversity and the organizational effectiveness of the company, as well as the positive relationship between the cultural diversity of employees and their work experience. The findings of the study are agreed with the work of other scientists on the subject and complement their results. According to the results of the analysis, it was concluded that it is necessary to increase the level of awareness of the staff about the cultural diversity that exists in the organization. The reason is that it is necessary to increase the employees’ morale and their work efficiency, which will increase the level of customer satisfaction with the work of the company. The study recommends that; multinational food producing industries should not only ensure employee diversity in their businesses but they should also make sure that diversity is used to improve organizational performance. Future research in this area should focus on consideration of all stakeholders’ opinions in the formulation of multinational company’s personnel policies. Keywords: Employees Diversity, Organizational Performance, Cultural Diversity, Work Experience Diversity, MNCs.
The study focused on the actors in industrial relations and their contributions towards the growth and dwarfism of Nigeria’s industrial relations system. It identified some problems which have been brought by other actors in industrial relations - the employees. In pursuit of the previously mentioned objectives, a survey research was employed. The population used for the study was 160 staff of Micheal Imoudu Institute for Labour Studies, Ilorin, Nigeria. A sample size of 114 was determined using Taro Yamani’s formula (1964). The study made use of both primary and secondary data and questionnaires were administered to 114 staff but only 99 were collected, analysed and interpreted. The multiple regression analysis was used to test the hypotheses at 0.05 significant level using SPSS v.20. It was found that governments at all levels have significant impacts on the growth and dwarfism of the industrial relations system of Nigeria. The study concluded that actors in industrial relations in Nigeria affect the growths and dwarfisms of Nigeria’s industrial relations system and it is recommended that further research be extended to other industries such as construction, agriculture and telecommunication. The study can also be used as guidelines for human resource aficionados and industrial relations experts.
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