Effect of Enterprise Solutions (Es) on Organisational Performance: A Case Study of Nigeria Breweries.

Eneh, Nnajiofor; Ghasi, Nwanneka C.; Onyejiaku, Chinyere C.; Ohanagorom, Milicent; Isijola, David

doi:10.18374/ijbr-18-4.2

Cited by 1 publication

(2 citation statements)

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“…In today's rapidly evolving business landscape, workplace diversity has become an increasingly prevalent aspect of modern organisations and the academic corridor is not left out (Kriti, 2022). However, while diversity is celebrated for its potential to bring together individuals with varying backgrounds, experiences, and perspectives, it also poses certain challenges that can impact organisational performance via the infusion of certain performance metrics (Onwuzu & Nnamani, 2023). The primary issue lies in understanding how diversity-related factors, such as cultural differences, gender, age, and other dimensions of diversity, can either enhance or hinder an organisation's ability to achieve its strategic goals, foster inclusivity, and maximise overall performance (Chaarani et al, 2022).…”

Section: Statement Of Problemmentioning

confidence: 99%

“…Workforce diversity has become a major emphasis for many businesses. Individuals from various social categories, including age, gender, ethnicity, race, religion, sexual orientation, and disability, are included in an organisation (Onwuzu & Nnamani, 2023). These factors are included because they promote innovation and creativity within an organisation.…”

Section: Introductionmentioning

confidence: 99%

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Effect of Workplace Diversity on Organisational Performance in Selected Private Universities in Southwestern Nigeria

OLU-OGUNLEYE,

AKANJI,

OLANIPEKUN

et al. 2023

LJERHRM

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Organisational performance in this contemporary era is dependent on how much management is able to fully integrate the combination of employees with varied ideologies, age grades and diverse ethnic background and utilise their skills effectively. It was on this note that this study examined the effect of workplace diversity on organisational performance in selected universities in southwest Nigeria with the Social Identity Theory (SIT) and Resource-Based View Theory (RBV) underpinning the study respectively. A total of One hundred and thirtyeight (138) respondents were randomly selected from three (3) private universities in the Southwestern region namely, Achiever University, Owo, Ondo State; Afe Babalola University, Ado-Ekiti, Ekiti State and Bowen University, Iwo, Osun State . Findings from the study demonstrated that task performance was affected by age diversity with (r=0.869, p value <0.05); also, adaptive performance was influenced by gender diversity with (r=0.905, p value <0.05) and ethnic diversity had positive and significant connection with contextual performance with (r=0.959, p-value<0.05). the study concluded that achieving optimal performance via a diverse workforce which reflects the broader fabric of the society is crucial and essential for fostering a sense of belonging and ensuring that tertiary institutions is representative of the diverse perspectives and experiences of its student body. Therefore, it was recommended that management of private university should formulate policies and practices that promote equity, fair treatment, and opportunities for professional growth irrespective of age, gender and ethnicity.

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Section: Statement Of Problemmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%