Assessing the Relationship: Diversity and Job Satisfaction Report

This report investigates the relationship between workplace diversity and job satisfaction. It begins by highlighting the diminishing role of traditional offices and the rise of practices like BYOD, and then explores the opinions of social engineers and psychologists regarding the importance of a physical work environment. The research focuses on the impact of biological diversity, particularly gender diversity, on employee motivation, efficiency, and turnover rates. A qualitative case study, involving surveys and questionnaires, was conducted to gather data on socio-demographic details and job satisfaction levels. The findings reveal that while biological diversity is a factor in job satisfaction, it is not the sole determinant. Other organizational practices and technological advancements also significantly influence employee well-being. The report emphasizes the importance of technology-based communications and recommends that future research explore the human factor in the workplace, with gender diversity as a sub-topic. The study concludes that while diversity contributes to a positive work environment, quantifiable metrics like salary and growth opportunities remain more impactful motivators. The research aligns with the theory of similarity, emphasizing the need for fair co-existence among all genders within an organization.

Abstract
After the arrival of virtual offices, the culture of the real world offices is diminishing fast.
Practices like “Bring Your Own Device (BYOD) are adding convenience in the life of an
average office goer. Most of the technology experts are of the opinion that by the year 2030 the
culture of “ real-world offices” will become a distinct culture. However, social engineers and
psychologist have a different opinion over the issue. According to them, work environment and
the presence of an office is a human need, a lack of human factor in the immediate society of a
human being can change the dymamism of the society, it can cause severe psychological
problems. Representatives of the Human Resource mechanisms across the world are facing a
different type of problem, according to most of them apart from the presence of human, a certain
ratio of gender diversity is also essential for the mental and emotional well being of an
employee.
Chapter 5
Implementation, Recommendation, and Conclusions
A brief review of the problem statement & the statement of purpose
Biological diversity is the spice of office of life, employees working in the “Lean Six Sigma
Technology Group” showed behavior that confirmed the fact related to the lack of diversity and
its impact over the performance of the employees. The primary studies established that lack of
diversity caused “loss of motivation”, reduction in the efficiency,” and “reduction in

performance.” The cumulative impact of these factors was causing high turnover rates of the
employee.
This set of causative factors supported the researcher to establish a statement of purpose for the
research program. The primary purpose of this research program is connected to identify the key
result areas of dissatisfaction among the employees caused by the lack of biological diversity.
The supplementary purpose of this research is related to the identification of the organizational
practices that suffers most because of the lack of diversity in an office. The identification of the
problem areas can be further studied for the purpose of establishing job satisfaction levels of the
employees in both types of environments where biological diversity is present and where the
biological diversity is not present in sufficient quantum.
Methodology & Design
In order to find an answer for two questions related to the socio-demographic details and the job
satisfaction levels and the role of bio-diversity as a causative factor for job satisfaction. The
researchers adopted a methodology that corresponds to a qualitative case study based on the
feedbacks of 15 males and 15 females from the same organization. The number of male and
female respondents is equal with an intention to keep the biases of the study at bay. In order to
collect the data an online survey was conducted with the help of Survey Monkey, the identity of
the respondents was kept as anonymous. This methodology supports both types of data collection
and analyses. This survey was designed with two types of questions, in the first section, the
respondents were told to answer questions on the merit of the freewill. In the second part of the
survey a word sequence query was also presented. With the help of this word sequence query

was also added with an intention to add a quantitative collection of the facts to study the data in
various pre-specified segments derived from the results of the quantitative analysis.
The questionnaire was derived in accordance with the principles established by Corporate
Culture Questionnaire Lite (CCQL) and Work and Life Circumstances Questionnaire (WLQ),
both these agencies can be considered as premium agencies working in the direction of employee
welfare and research. The findings of the research were cross-validated from multiple sources
with an intention to check their trustworthiness. The process of triangulation was also adopted to
check the trustworthiness of the data.
Limitations and Results
The scope of these results and the study are derived by a liming factor associated with the age
group and other details of the respondents. The findings of this research are confined to a single
sector of the industry.
33 percent of the female respondents said that the organization has done justice to their career
and followed the mission of ensuring best employee-related practices. More than 30 percent of
the female employees were happy with the current status of the diversity, 20 percent male
respondents also voted in favor. 26 percent of the employees felt that the organization needs of
biological diversity.
Discussions around the main hypothesis in relation to the findings of the research
The theory of similarity and the theory of categorization played a key role in forming the
discussion area of the research. Most of the findings collected in the data collection phase were
only presenting a picture of the satisfaction levels related to various issues. In order to identify

the role of biological diversity, data related to the promotion in the job and its implications due to
the gender factors were evaluated. While conceiving this discussion factors like glass barrier and
“undue favors dependent upon” the biological diversity were considered as an important factor in
the list of biological diversity.
This assessment drifted the flow of discussion into a direction where the connection of biological
diversity with the job satisfaction registered a regressive pattern, other factors, like the attitude
and policy of the employers, came in the foray and contributed more.
Implications
The processing of the findings gives us an idea that biological diversity cannot be ruled out
completely, it is one of the most important factors behind the job satisfaction quotients
associated with a job. However, it is not the only factor because many more practices and
policies of the organization can play a key role. Technology is also weaving a working
environment. Any researcher seeking to figure out the causative factors behind the job
satisfaction levels, should consider the evolution of a technological environment from a different
viewpoint and explore it more in the terms of satisfaction levels of an employee.
Research question one was attempted to explore the role of the biological diversity clearly states
that biological diversity is a minuscule factor, its contribution in the job satisfaction levels cannot
be denied, however, many other factors supersede.
The second research question deals with the demographic details of the employees opens the
scope for some discussion where arguments can be drawn more valiantly. This section has more
implications on the job satisfaction levels of a person.

The factors that could have to change the results
A focus on the age groups and marital status of both male and female employees could have
made a difference into the calculations. For instance, younger people want more biological
diversity because of their higher energy levels and capacity to form bonds. Married people or the
settled people follow the job routines more objectively. The connection of the age with the need
for biological diversity cannot be denied. The present research emphasizes more on the
procurement of a healthy technological environment, however, a younger group of employees
can also count a feel-good factor associated with the job as the primary draw.
The results from the point of view of existing literature available
Most of the existing literature covering biological diversity as the means of job satisfaction
considers it as the tertiary factor. They take it in an account after considering the pay packets and
growth prospects that an organization is offering. Most of the literature available in this
direction consider that after the arrival of virtual offices the involvement of the “human factor”
in a working environment is emerging as the key question. Biological diversity can be
considered as a subfactor. The results of the present research program are in synchronization
with the existing literature present on the issue.
The synchronization of the results with existing literature and probable reasons behind the
divergence
During the phase of a literature review an interesting point came forward, according to it quite
often the minority fraction of the gender groups complain about gender diversity. They feel that
policies are not supporting them, at the same time majority groups can also complain that
minority groups are getting undue favors. The results from this research endeavor negate this

point completely. Equations like gender minority groups are disseminating because technology is
playing a key role and setting up honest and strict performance measures.
The results of this survey show a certain type of divergence because the test sample taken by the
researchers ensures equal participation of all the groups. Factors like minority and majority of a
particular group have taken a back seat.
The recommendation made by this study and its relevance with the literature
The current study identifies technology-based communications as a crucial factor behind the
levels of job satisfaction. During the phase of the literature review, the researchers figured out
many systematic reviews of the social media platforms where employees expressed their
displeasure about the jobs. One of the findings of present research establishes technology as the
new frontier for the employers where maximum number of experiments can be done. Author
Anwar and his research team presented an account of t.he biological work behavior and the
relevance of the communication (Anwar et al. 2017). The present study confirms his
recommendations and recommends an affinity of technology-based communications with gender
diversity.
Scope for future researchers
Future researchers can work upon the areas related to the presence of “human factor” at the
workplaces. This is the primary problem that individuals are going to face in an office
environment. Gender diversity can serve as a sub-topic. On the scale of the evolution we can also
say that under the present circumstances the priority of the employees is different, they are more
focused on other issues like working environment and the chances for growth, simple issues like
gender diversity are the second layer of the same problem on the scale of the exploration.

Summary
This research clearly states that gender diversity is an important factor behind job satisfaction
which cannot be ruled out, however, it implies that gender diversity is not the ruling factor as
well. The presence of gender diversity can create a feel-good in the environment but the impacts
of this feel-good cannot be measured directly.
Takeaway message
Quantifiable metrics of motivation like a hike in the salary and growth in the job profile are
better motivators in comparison with factors like gender diversity. An employer should focus
more on bringing in the culture of gender equality. Factors like gender diversity can contribute,
however, the role of this contribution or the motivation will be more on a subconscious level.
The relevance of the research with existing theories
At the starting point of this research program, the researchers identified the theory of similarity
as the key pointer; the present study confirms this point. The equations of gender diversity are
more inclined towards creating a fair co-existence for all the genders in an organizational setup.
They want the presence of other genders; however, it should not be there at the cost of their own
interests.

(Anwar Et al, 2017) please fix this reference from the literature review part, I checked the
document it is not given to me