Diversity Management: An Organisational Culture Audit To Determine Individual Differences

Abstract

<p class="Default">The purpose of this study was to conduct an organisational culture audit to determine individual differences of employees within the South African army. A quantitative study was conducted with a random sample size n=238. The participants completed the biographical questionnaire and the Organisational Culture Inventory (OCI) which was used to measure organisational culture. Descriptive and inferential statistics were used to identify the existing culture type in this organisation and the statistically significant individual differences of the employees regarding their perception of the organisational culture. The findings of this study are valuable for organisational development practitioners and managers who are responsible to manage diversity in their organisation because it enables organisations to understand the culture of their diverse workforce and to propose relevant measures for improving employee performance using individual differences. These findings also provide opportunity for future research. This study also adds knowledge regarding organisational culture diagnosis and the nature of individual differences, especially within the South African work context.</p>

Workforce diversity management: A systematic literature review

“…and invisible (education, competencies and skills, motivation, work experience, etc.) (Ledimo, 2015 Cortese, 2020; Yadav & Lenka, 2020b). Most of the authors acknowledge DM as a tool that has to be considered if an organization wants individuals to contribute to organizational performance.…”

“…Diversity management as individual differences among employees Cui, Jo, Na & Velasquez (2015) DM is explained by the definition of Harrison and Klein (2007), who provide a general explanation of diversity as "the distribution of differences among the members of a unit with concerning a common attribute, such as tenure, ethnicity, conscientiousness, task attitude, or pay." Ledimo (2015) The definition of DM states that a group of employees is diverse if it consists of people with diverse features on which they base their individuality. Lee & Kim (2020) DM is defined as a combination of individual characteristics among the workforce in an organization.…”

Mediating Effects Of Governance on Audit Culture, Internal Control and Audit Quality in Indonesia: Basis for Model

“…This finding is related to the article of Institute Internal Auditor (2013) that stated 6udit culture for the line management needs to improve in communication, set an example of the value and behaviour which the organization expects. The 6udit culture supports the organization because it refers to a created assumption, which is accepted as a way of doing things and passed to new members of the organization (Ledimo, 2015).…”

The impact of organization culture on competitive advantage "An empirical study of hotels and tour operators in Egypt"

“…The benefits of the culture in organizations direct the organization towards goal attainment, organizational success, enhance organizational citizenship, loyalty, customer satisfaction, motivation and increase the consistency of employees' behaviour (Pressing and Loennies, 2011;Martins and Von der Ohe, 2006;Robbins, 2005;Struwig and Smith, 2002). Also, culture is able to create a unifying force that increases organizational performance and it is able to positively affect employee behavior, the financial performance of the organization and creates a competitive advantage (Ledimo, 2015;Manetje and Martins, 2009;Ivancevich et al, 2005;Werner, 2007;Mazur, 2010;Madu, 2012;Davidson, 2003 andBarney, 1991).…”