CULTURAL DIVERSITY AND ORGANISATIONAL PERFORMANCE IN NIGERIA USING EDO STATE CIVIL SERVICE AS A CASE STUDY

Abstract

The study examined the effect of cultural diversity on organization performance among staffs in the Edo state civil service. To achieve the purpose of this study, four research questions were raised and interrogated. Data were given to four hundred (400) respondents which consisted of a sample size of the total population. However, out of the 400 questionnaires administered, 385 out of 400(96.25%) were returned. The questionnaire was the instrument for data collection which were self administered. A descriptive survey research design was adopted for the study. The analysis of data was done using frequencies and percentages while to analyse the research questions, the multiple linear regression was used. The findings from this study revealed there is no significant relationship between individualism and collectivism, masculinity and femininity, power distance, cultural diversity and organisation. But collectively there was a significant relationship between dimension of cultural diversity and organisational performance. That is, when all the dimensions of cultural diversity which includes individualism and collectivism, masculinity and femininity, power distance and cultural distance were carried out concurrently. It tended to have a positive influence on organisational performance. Some recommendations were made. To get the best performance from an organisation, Edo state civil service must work to promote a balanced cultural approach and they can help foster inclusivity and diversity within the organisation, it also emphasise on equal distribution of power and lastly there should be continuous monitoring and adaptation of their practices in response to changing cultural dynamics and the evolving workforce.