Chapter 5

2. EFFECTS OF DIVERSITY IN THE WORKPLACE (EMPLOYEE PERFORMANCE)

2.1 Difference in communication

“Makes sure to double check, email, letters and messages to avoid misunderstanding” is the highest
weighted mean with 3.92, followed by “often leads people to respond with a yes or no without
fully understanding the scope of the inquiry” with a mean of 3.87, the third highest mean is
3.73; drives up the cost of doing business when they miscommunicate. The mean of 3.71 which
is “Effects team performance of a project through miscommunication” and the least weighted
mean being “causes them to be less productive” equals to 3.64.

2.2 Difference in attitude towards power distance

3.94 being the highest weighted mean on this frame; Involves participation in the decision making
practices in the workplaces. ‘Communication is two way between supervisor and subordinate in the
workplace’ is the second highest which weighs to 3.92, followed by a mean of 3.81 the overall of
“contrast opinions and feedback to the superior”. “Feels unease, reverence and compliance when
interacting with the superiors” with a mean of 3.78 and “holds them back for showing the true
potential of the employee” is the least weighted mean out of the five items that falls under the
framework of difference in attitude towards power distance with a weighted mean of 3.71.

2.3 Differences in goals and values

In this framework “Diverse goals and values motivates learning” ranks the highest in weighted mean
with a mean of 3.76, followed by “differences in values causes social exclusion” which weighs 3.75. With
a mean of 3.69 “Conflicts on diversity in goals and value”, “various goals impacts negative teamwork”
has a weighted mean of 3.64 and the least weighed is “Affects differences of diverse employee
performance that results negatively” with a mean of 3.57.

REFERENCE:

benuwa (2019) https://www.igi-global.com/article/impact-of-workplace-diversity-on-employee-

performance/250272 Andoh (2019) dapat

wafula (2018) https://www.sagepublishers.com/index.php/ijssme/article/view/17

daniel (2022) https://journals.sagepub.com/doi/10.1177/0144739420921918 Daniel Baracskay

muthoni (2017) https://ir-library.ku.ac.ke/handle/123456789/18715 Doreen Muthoni Muthiora;

Published 2017

Houston (2019) https://skift.com/2020/01/06/how-houston-turned-diversity-into-its-biggest-selling-

point/ university or business site si houston

Juneja (2022) https://www.innovatingcanada.ca/diversity/celebrating-canadian-diversity/how-

companies-can-reimagine-leadership-for-women-dei-initiatives/

Cornell (2022) https://diversity.cornell.edu/ University si cornell

Conclusion:

Based of the indicated finding, the final conclusions were drawn:

Recommendation:

1. The significance of the study