Study on the Impact of Diversity in workplace in Marriott International staffing performance
The project’s focus is on the results of diversity in the workplace on Marriott’s international staffing output. The project’s main aim is to carefully and critically analyze the most likely causes of workplace diversity and, in nature, try to analyze Marriott International Staffing about the impacts altogether.
The sole aim of this paper is to find the benefit and disadvantages of place of work diversity on my chosen organization which is Marriott international. We are looking mainly at the staff performance. Is diversity really necessary and does in really have a good impact on the overall staff performance. The study was done with the help of my two assistants who really helped me in the process. We had to choose participants from the selected organization since they had more information on the organization. I chose from different sections of the organization in order to get a good and credible finding which may be relatable in all situations in different organizations
Diversity of workforce was mentioned as a primary strategic skill which brings value to the rivalry between firms. The research aims to study the effects of differences of the force on the workers’ performance in Marriott International, a big company with many employees. Many factors of diversity can influence employee performance. Still, this research included only the most essential elements, such as age diversity, education, religion, background, job experience, and attitudes towards the work of independent employees and employees’ performance in an enterprise that was a factor dependent on. The study uses a random straightforward sampling methodology also collects information by sending 159 questionnaires to one Marriot international company staff. To determine the impact amongst variables, a regression analysis methodology was used. The results reveal a strong and good impact on various years, education, religion, job experiences, and behaviors towards staff effectiveness. Either the organization’s success, since it performs its roles, depends on its employees or personnel. Diversity means age, sex, talent, handicap, culture, and religion, but is not restricted to; Diversity (Srivastava & Agarwal, 2012). In the past few of years, the importance of the “Navigation cyberspace for social and economic transition also management redefined in the context of the digital economic world” of employee diversity has been obvious. 8th International Management and Economics Conference proceedings. The ISBN 978-955-1507-66 international conference on business and management. 4 Competitive necessity, one of the most crucial variables recognized and used. Every company that aims to succeed must have an excellent perspective and dedication to make sure diversity in employees is part of its daily business. Diversity of employees will provide the company both important difficulties and opportunity (Childs, 2010). If firms were able to handle these personnel variances, they would be much better. With the mix of skills from different cultures, sex, age, education, skills and the religion, an organization can respond faster and more creatively to commercial opportunities (Srivastava & Agarwal, 2012). It is a major corporate objective to be achieved. More crucially if diversity is not broadly promoted by the organization, more volunteer turnover, communication difficulties and interpersonal conflicts will be possible (Christian, Porter, & Moffitt, 2006). In general, management can’t deal successfully with diversity-related difficulties if they don’t know what aspects contribute to effective diversity management. It will be contrary to the performance of the organization (Child, 2005). This study therefore examined the influence of personnel diversity in one clothing.
In the field of development of human capital, defined capital is effectively exercising its duties. Krishnan, 8 434 at the International Conference for Economics and Management described (Zhuhai, 2019) the performance of an employee and the successful execution of responsibilities for a chosen person. (Nagaraj, 2018) recognized the use of limited resources efficiently and effectively within a continuously changing context. The goal was to classify, count and build statistic models to explain what has been seen. The researcher can only know about what he/she wants approximately in advance. The investigator knows well what he/she is searching for in advance. In the early stages of research initiatives, it is recommended, recommended for research projects throughout the final phases. When the study develops, the design emerges. Before data are collected, every part of the study is meticulously designed. The investigator is the tool for data collection. The researcher employs numerical data gathering instruments, such as questionnaires and equipment. Data shall be in text, image, or object form (Bell, 2005.). Data is represented as statistics also numbers. Subjective – the analysis of certain events by persons is crucial, e.g., using observations by participants, thorough interviews, etc. Objective: to accurately measure & analyze target concepts, for example by using questionnaires and surveys etc. Data in the qualitative nature is ‘enhanced, time intensive and less widespread (Bell, 2005). Quantitative data are more effective and can prove theories, but contextual details may be missing. The investigator tends to subjectively immerse himself in the equation. The investigator is likely to be objectively removed from the research subject). Most people and interactions were involved in the study technique l utilized. For this study, the research methodology utilized was inductive. This strategy allows scientists to start with special observations that yield widespread research theories and conclusions. The reason for the inductive technique was that the setting in which the research efforts are active is taken into account, while small samples producing qualitative data are also best suited (Freedman, 2007) The fundamental shortcoming of the inductive methodology is that, based on only a small number of observations, general hypotheses and conclusions are produced, thus, a reliable approach to the study findings is called into question (Freedman, 2007)
(I). Workforce Diversity
Child Jr (2005) identifies the heterogeneity between worker which is b specifically bound to cultural attributes such as class of employees the difference in the age, the race of the employees to mention but a few the breeds, differences in terms of financial capability, education, marital status, membership of a union, content of the job, orientation of sex, moral principles, interests and spiritual and social beliefs.
. Concept of Diversity
Model of Iceberg The iceberg model shows the dimensions of diversity according to Sartorius, Merino, and Carmichael (2011). These dimensions feature three faces as an allusion to the iceberg. Size of the D In light of the aforementioned, the research examines the impacts of employee diversity on employee output through a diverse age, educational backgrounds, religious diversity, working experience diversity and attitudes. These five variables had a larger effect on the performance of employees than other dimensions, according to earlier studies. First Dimensions Secondary Measures Dimensions Tertiary Beliefs of race religion Assumptions of ethnicity education Sexual orientation of gender Perceptions Attitudes of Age Thinking Style Disability Feelings of Geographic Origin Values for marital status Political guidelines Standards for Group Work experience work experience Language of Culture Management and Economics International Conference.
. Diversity in Age
Diversity in age can be explained in terms of disparities in range of age among employees (Kunze, 2013) and can be used to illustrate an organizational or work group composition of an agency. The increasing diversity of ages has become part and parcel of many organizations. Diversity of education (Pretty,2009) have showed variability of schooling at different levels of education. Many organizations, in order to urge employees to effectively work with others, adopt educational diversity efforts to meet their organizational goals.
Religious variety is that religious views and practices differ significantly (Watson, Johnson, 2008). According to Hicks, cultural differences influence team performance that might be viewed as the upper hand that differing religious perspectives have led to a higher performance in the team after they learned to make use of them.
Experience in work diversity
The distinctions in knowledge, skills and capabilities earned in a certain vocation are defined in expertise by Carry, Pearson, Vest and (Boyar, 2006). Cary states job experience is described as the duration of the expertise got in a particular job.
Differences or diversity of workplace
. Diversity in attitude at work is a group of jobs that make up our various feelings, convictions and attachments to the workplace (Jones, 2016). Positive employment attitudes aid to anticipate constructive behaviors, according to (Shore, 2009), while negative employment views aid to forecast unwanted behaviors. My study is focused on satisfaction in job among employees, their attitude towards the job, commitment to organization and work participation. International Management and Economics Conference
Studies conducted on variables
Different studies on the diversity of the workforce and management of diversity have been undertaken. For example, a survey has been carried out about the effect of a person’s traits on the Marriott international organizational performance ( Mkoji, 2012). They have done a study of the impacts on the performance of workers within Egyptian drug organizations of cross-cultural diversity. The historical research on diverse workplaces has shown that diversity is either detrimental or favorable to the performance of a working group, according to Leonard, Levine, and Joshi (2004).
This research uses statistical analysis tools to analyze the effects of workplace diversity on employees’ performance. In line with the methods of this investigation, I took a quantitative approach. The approach used was self-administered non-interactive data collection questionnaires. The measurement analyzing unit
They are the individual staff. The main population in Sri Lanka is the manufacturing of clothing workers. In the Marriott international companies in the USA, the study population is employees at the production level. The exact population sample, although 153 reactions from staff were intended because of the response rate, was 120; the researchers were obliged to cut the answer objective to 120. Diversity of the employee’s ages Diversity in the educational field Diversity of religion Diversity of work experience Diversity of attitudes at the 436 International Management and Economics Conference. The method of sampling was and was the probability sampling method. As mentioned previously, all participants indicated a signed consent and briefing letter to give written approval for their involvement in the research. At the same time, a letter of debriefing and withdrawal was requested of sample members. Both letters aimed at ensuring people participate voluntarily in research and are free to withdraw from study at whatever time and for whatever cause. Next, participants were thoroughly informed of the study’s aims while reassuring them that their replies were handled as confidential and utilized only for academic and solely research purposes (Turner, 2014). With the exception of this, during the conduct of research, the subjects have not been damaged or abused, both physically and mentally. The researcher, however, tried to produce and maintain a comfortable climate.
Simple Random Sampling (SRS)
The methodology was employed. The strategy for collecting data was examined in an interactive way and questionnaires were used. The interrogatories were physically distributed. The answers were then examined statistically using version 20 of the SPSS. Five hypotheses were created to encompass the scope of the investigation after a comprehensive literature assessment. These have been formulated by an earlier study. Most researches have shown that the increased diversity of years is linked positively to staff effectiveness (Zhuwao, 2017). The first hypothesis was created asH1 after consideration of these facts. Age diversity has a favorable impact on the performance of employees. Most researchers found that educational diversity has a positive and significant impact on the performance of employees (Elsaid, 2019). So, the second hypothesis was formulated as H2: educational diversity has a beneficial effect on the performance of employees. The third hypothesis was developed on the basis of the literature as H3: Religious diversity has a favorable impact on employee performance. Existing studies showed the beneficial relationship of the level of performance of employees to rising religious diversity (Green, 2009). Most investigations have shown that diversity in employees’ previous work experience and work performance are favorable (Kotur, 2019). A hypothesis has been generated after consideration of these facts as H4: The diversity of work experience has a positive impact on employee performance. The new hypothesis was developed on the basis of literature as H5: The difference of attitude has a favorable effect on the job performance of the employees. Existing literature showed that the increasing diversity of attitudes at the job is favorable for the performance of employees (Saeed, 2010).
The hypothesis formed the basis for the questionnaire. A hypothesis illustrates the conceptual context produced so the links between those components in the questionnaire may be clearly understood. The questionnaire was developed to address the general issues in the first section, in Section Two, the questions related to independent variables, and finally, in Section 3, the questions asked on dependent factors. A Likert scope of five was utilized to gather responses by operational staff, enabling them to make a strong agreement, agree, neutral, disagree and strongly disagree with their level of agreement. These meetings have taken place in April and June 2021, in order to receive acceptance of their involvement in the research, with the executives of the hospital personnel indicated above. More specifically, after telling the nature and the nature of the research, I as the researcher contacted and invited them to join in the research. In general, interviews took place between the meetings in executive offices and lasted roughly 20 to 25 minutes, which were willing to participate in research. The interviews mostly consisted of notes to help the scientist assess the data collected (Turner, 2014). During the interview, participants could express themselves freely even in the issues not included in the sections discussed. Finally, the interactions have been smooth and comfortable.
Analysis based on the Demographics
I chose 100 20 employees to ensure that they came from different departments in this firm. Of 120 replies, 78.2 percent Concept Dimension Source Measurement Variables. Demographic Method of Categorical Male Gender Method Unmarried marital status Workforce Widowed Diversity of age Mentoring of staff (Elsaid, 2012) Conflict Management Five-point Bonding with other education l History d Diversity Growth and progress (Elsaid, 2012) Scale support for additional training and development five-point Likert Diversity of religion Creating Solution (The Holy See, 2012) Culture, Likert scale values five-point customs Work experience Problem resolution and decision making for diversity (Jane, 2017). Scale Likert 5-Point Adapting Effective Work attitude to the organization of culture Status of work (Saeed, 2013) Scale Likert 5-Point Ownership of the Job Organization of employee performance (Elsaid, 2017) Satisfaction with Five-Point Likert Scale Cooperation Motivation. Female workers and 28.8 percent male workers were at the International Conference on Management and Economics. When looking at the Sri Lankan clothing sector, women employees were more attracted than men. This example also showed that it involved higher number of women compared to male workers in reference to results of frequency statistics. Most people have been married (60 percent). 26.5% of those interviewed were hence unmarried. That makes 2.3 percent of the respondents widowed and no divorced).). Some questions were prepared to direct the one on one conversation towards the achievement of the research goals, but further questions were raised during the interview. For the sample of the research under consideration, the method for purposeful sampling was adopted. This method is part of the technical sampling group and is based on their expertise and know-how in the research subject. The sample Members are selected (Freed, 2006). The samples selected in the present study had a specific relationship with the phenomena, suitable and relevant tourism work experience, strong participation in various tourism projects and collaborations, as well-known background on research and a grasp of raw information data.
Assessment for Measurement Model
It was vital to assess the model for measurement before doing a correlation, regression analysis. This has been used to examine validity and reliability testing. To assess the validity of the items on the questionnaire, a factor analysis methodology was employed. The test result was 0.542 for KMO and Bartlett. The samples were over 0.67 and the study was shown to be adequately sampled.
Correlation of Analysis
The correlation analyzes are helpful for determining how the variables relate to the single-on-one variable. The coefficients of Pearson’s correlation were utilized to demonstrate the way, strength and value. The data have shown that there is a favorable correlation of diversity on the ages of the employees, their attitude in relation to their performance and variety of employee performance attitudes. Many components of the research were pertinent to my reading in the findings. There were numerous aspects involved in my literature review. This is the literary review of my study findings. In order to examine data collected from personal interviews, content analysis was performed. This form of research is, according to (Moore & McCabe, 2005) whereby the collected data is classified as equivalent in themes and sub-themes. The fundamental benefit of content analysis is the reduction and simplification in the obtained data and the simultaneous production of outcomes which can then be measured by means of quantitative approaches. The content analysis also allows researchers the capacity to organize the qualitative data that are obtained to achieve the research goals (Turner, 2014). However, the possibility that researchers misunderstand the collected data and hence create erroneous and unlikely conclusions is greatly implied in the examination of the material.
Testing of Hypothesis
The analysis of the variables which are independent (diversity, race, background of education, religious diversity, job diversity and experience in workplaces and diversity) predict the variables which are dependent was conducted on several lines of regression. the analysis was conducted (employee on performance) As mentioned previously, all participants indicated a signed consent and briefing letter to give written approval for their involvement in the research at the same time, a letter of debriefing and withdrawal was requested of sample members. Both letters were designed to reassure participants of their choice engagement and of the freedom to resign from the research at any stage and for whatever the reason. Next, persons participating were thoroughly enlightened on the objective of the research. while reassuring them that their replies were handled as secretive and utilized only for academic and solely research reasons(Turner, 2014). Except for the aforementioned, during the performance of research, volunteers were neither abused or harmed mentally or physically. The researcher, however, tried to produce and maintain a comfortable climate
The main agenda of my paper is to investigate impacts on diversity of personnel on worker’s output. In terms of age variety, academic background variation, religion diversity, diversity and work experience at a workplace, the consequences of workforce diversity were calculated (Watson, 1993). Regression analyzes showed that there was a favorable and important impact on the output of the workers within the organization of workforce diversity. The results demonstrated that the connection between age diversity and employee performance was positive and substantial. All this research shows that the growing diversity of age is positively associated positively with the performance of our workers. The analytical results showed that the education and the performance of employees were significantly and positively related. Earlier (Caren, 2018) research study by Elsaid all concluded that educational diversity has a strong and beneficial relationship with the performance of employees. Once again, the outcomes of this investigation have shown these past conclusions. The results demonstrate a good and strong association between religious and employee performance previous expertise on job and work output in employees. The results of the analysis demonstrated a substantial positive link between the diversity of attitudes at the job and workers output in the analysis of regression results produced for the current study. Further religious distinctions in the method for team resolution show that improved employee performance was contributed to following a research of earlier literatures by McLeod, Lobel, and Cox Jr (1996) (Watson, 1993). The results show a positive and significant impact on employee performance in the diversity of professional experience. Earlier Dokko, Wilk, and( Rothbard, 2009) studies all concluded that diversity had a beneficial relationship, whereas study papers revealed that diversity of attitudes had a good impact on employee performance the study therefore recommended a stronger focus on diversity management in the business to improve the output of the company employees. It was also suggested that leaders in the organization develop equal employment policies and laws in order to promote creativity and innovation within the firm, irrespective. This International Management Conference and Economic Human Resources Policies benefited the workplace by enhancing the performance of employee’s cultural background and ethnic group, and that they ensure the recruitment of the most skilled workers.
Upon careful analysis of the research findings, workplace diversity depending on the diversity of employees in many aspects such as tribe, language, sex to mention but a few does have a big impact on employee performance. The aspects do have different performances index relative to each other. An example, when a lady is placed or employed in a male dominated environment, she will have some impacts on her wellbeing. Positive impacts of diversity in offices really outweigh the negatives. So, we could put it that a diverse office environment is better than an office that is associated with only one time or one kind of employees. After careful analysis of the finding l have realized that a diverse environment in a business or an organization is key as it sheds a good image to the society, the business will be seen to be fair and open to all kind of employees regardless of their background religion and association. I would therefore made certain recommendation basing my argument on the findings of my research or to say study. Employees are the most important people in a business environment they should be accepted regardless of the diverse environment they come from. The employers should welcome the thought of diversity since diversity brings forth results since employees are brought from different places. This diversity brings innovations which boost business growth hence success to the business. Companies in this era should embrace diversity since it has many advantages compared to disadvantages. A company will also gain good image which will help it push its brand.
Despite this, its level and the nature of measurement can vary depending on assumptions which are made and how people tend to view satisfaction in general. A good number of the main approaches that are used in the measurements can be identified easily. Some of these measures include the expectancy disconfirmation, technical functional split, performance only, as well as satisfaction versus the service quality. In order to examine data collected from personal interviews, content analysis was used. (Moore & McCabe, 2005) reports that it a kind of research that samples the collected data on topics and subtopics. One major benefit of content analysis is to help reduce and simplify the collection of data while simultaneously producing results which can be measured using various methods such as doing a quantitative method. After a completing the research using the above-mentioned methodologies, I came up with results. Results were calculated on the basis of pure mathematical basis. This means that arithmetic precision took center stage in my result analysis. The overall result was based on assessing the implementation of the diversity in employees. This was mainly done through compete transparency and honesty (Griffin, 2014). The tabulation and analysis of data l used were subject to keen to produce findings that would not seen bias. I came up with my results by analyzing the answers from the questionnaire’s which were used to conduct the research. The good thing about interviews is that they have a personal touch. To explain further there is a one-on-one touch between the interview and the respondent. This is very advantageous since one can ask questions where there is need for clarification. In the case of the research conducted it was very useful and it brought good results which l was able to tabulate in the form of a bar graph and a table. They are in the section of the Appendices.
Looking at the data collection methods we see and find the use of various methods such as the questionnaires and on one facial interview which were very effective in producing results which have been tabulated in the table below. The below table is a vivid tabulation of the interviews and data gotten. This was gotten after careful sampling of the results done.
The following is a tabulation of the interview done.
|Interviews done(no)||Data gotten|
The below is a graph shows the representation of data from the interviews and questionnaires. Category one is the questionnaires data analyzed category 2 is the interviews done. The other categories are the data.
In relation to this method used as seen in the above bar graph used in the tabulation of the results, we see the categories above as the members are selected based on the skills and know how. Different employees had different perspective depending on each diversity. To such it all up, I found that there was difference in the intensity of the of each impact as l have put them on the graph above. We find that there is category one to category 4 which represent the 5 diversities l used.