Impact of Diversity on Organisation's Performance : Assignment
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Chapter 4: Results and discussionsThis main of this research is to find the impact of the diversity on performance of theorganization taking the case of the Kings College Hospital). To examine the same bothqualitative and quantitative data has been collected. Quantitative data was collected among 100respondents using the close ended questionnaire, whereas for the qualitative analysis data haswas collected from 10 line managers using the open ended questionnaire. Results from the dataanalysis have been presented in this chapter. In the first section the results from the quantitativeanalysis has been presented. In the second section results from the qualitative analysis has beenshown.Results from quantitative analysisDescriptive statisticsResults from the descriptive analysis are shown in table below for the demographic variables.The descriptive analysis provides the overview of the data and it also helps the researcher to findwhether the sample selected from the population is appropriate for the analysis or not(IMF 2016;Hubbard 2012).StatisticsAgeEducationWork experienceNValid100100100Missing000Mean2.702.102.60Minimum111Maximum444Percentiles252.001.002.00503.002.002.50753.003.003.75Table1Descriptive statistic of demographic variablesAs shown in the table above the sample size for this study is 100 and there are no missing valuesin the data set. Similarly the results for mean and maximum & minimum values are also shownin the table above. However mean, median, maximum and minimum values are appropriate forcontinuous variable. Since the variables in this case are categorical no useful information can beextracted from these values(Beridze 2016).
20-2930-3940-49above 500.05.010.015.020.025.030.035.040.045.050.0AgeAgeFigure1Age of the respondents included in the sampleThe bar graph for age is shown in the figure above and the results shows that most ofrespondents were in the age group of 40 to 49 years followed by respondents in the age group30-39. This indicates that most of the employees are in their mid age and the proportion of theyoung employees is less. However on the other hand there are employees from all age groupwhich shows that there is diversity in the workforce in terms of age.collegeDiplomaDegreemaster/phd0.05.010.015.020.025.030.035.040.0EducationEducationFigure2Education level of the employees in the data setIn terms of educational qualification most of the employees holds diploma degree. Results alsoshow that proportion of employees having educational level of college and degree is same. Theproportion of respondents with master/phd degree is very less.
2-5 years6-10 years10-15 yearsabove 15 years0.05.010.015.020.025.030.035.040.0Work experienceWork experienceFigure3Work experience of the respondents included in the data setThe next demographic variable included in the current study is work experience and the resultsshows that around 35 % of the respondents have work experience of 6 to 10 years. Similarlyproportion of employees having 10 to 15 years of work experience and having more than 15years of experience is 25 % each. The proportion of employees of having 2-5 years of workexperience is the lowest (15 %).Objective variablesIn this section the results for the objectives variable are discussed and the results from thissection have been used to test the hypothesis proposed in the beginning of the research paper.
Strongly agreeAgreeNeutralDisagreeStrongly Disagree0.05.010.015.020.025.030.035.0lack of confidence due to my educational backgroundlack of confidence due to my educational backgroundFigure4Response from the sample about the confidence and educational backgroundWhen asked whether the employees experience lack of confidence because of educationalbackground most 30 % of the employees agree that their educational background affect theirconfidence level. Whereas 30 % of the employees strongly disagree on the fact that confidencelevel is affected by the educational a background. The percentages of the employees which areneutral are only 10 %. Respondents who said that the educational background do not effectconfidence level can be from the higher educational background or the work environment maybe good so that the employees do not experience such feelings(Simons & Rowland 2011).Strongly agreeAgree0.010.020.030.040.050.060.070.0hospital diverse workforce helps in increasedinnovationhospital diverse workforce helps in increased innovationFigure5Response when asked about hospital diverse workforce in increased innovation
Furthermore the respondents were asked whether the diverse workforce helps in increasinginnovation in the workplace all them agreed. In other words all the employees thinks that diverseworkforce helps to increase innovation as the ideas from different group are different and morecreative ideas are developed with people from diverse background as compared to the employeesfrom the same background.Strongly agreeAgreeNeutralDisagreeStrongly Disagree0.05.010.015.020.025.030.035.040.045.0organization is defined by the diverseworkforceorganization is defined by the diverse workforceFigure6Response related to diversity in the workforceSimilarly when asked whether the structure of the organization is defined by diverse workforce,40 % of the employees agree and 20 % strongly agree that structure of organization is defined bydiverse workforce. On the other and 10 % of the employees disagree and % strongly disagreeson the same. However majority of the employees agree so it can be concluded that the diverseworkforce is used do define the structure of the organization.
Strongly agreeAgreeNeutral0.05.010.015.020.025.030.035.040.045.050.0Training that are undertaken by staffs helps indiversity awarenesstraining that are undertaken by staffs helps in diversity awarenessFigure7Responses related to the training for staff and diversityDuring the primary survey one of the questions asked was whether the training undertaken by theemployees in the organization helps in the awareness about diversity. As shown in the figureabove more than 40 % of the employees agree that training helps in improving awareness aboutdiversity and 40 % of the employees strongly agree. Remaining employees were neutral. It alsoshows that none of the employees disagree with the given statement(Bed et al. 2014).Strongly agreeAgreeNeutral0.010.020.030.040.050.060.0Younger employees benefit from sharedexperienceYounger employees benefit from shared experienceFigure8Response for benefit for younger employees