S

The Effects of Multigenerational Workforce Diversity on Organizational Performance: A Case Study of National Hospital Insurance Fund

Show simple item record

dc.contributor.author Sunkuli, Immaculate Namunyak
dc.date.accessioned 2018-01-05T09:30:15Z
dc.date.available 2018-01-05T09:30:15Z
dc.date.issued 2017
dc.identifier.uri http://erepo.usiu.ac.ke/11732/3478
dc.description A Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA) en_US
dc.description.abstract The general objective of this study was to establish the effect of multigenerational workforce diversities on organizational performance in government parastatals in Kenya. This study was guided by three specific objectives: to establish effects of work-value differences in multigenerational workforce on organizational performance in NHIF; to establish the effects of communicational differences in multigenerational workforce on organizational performance in NHIF; to establish the effects of cultural differences in multigenerational workforce organizational performance in NHIF. A descriptive research design was used for this study and questionnaires were used to collect data. The target population included 80 employees that were randomly sampled from employees at NHIF. Data analysis was done through both descriptive and inferential statistics. Data was presented in tables, graphs and charts. The findings on the effects of work-value differences in multigenerational workforce on organizational performance, revealed that at NHIF employees’ performance was enhanced by opportunity for learning new things through their job, advancement and promotion, opportunity to serve the society, job security, public recognition and salary. However, money was not placed above personal sense of satisfaction. Findings showed that, communicational differences in multigenerational workforce affected organizational performance. It was established that employees’ performance was affected by, reputation of direct communication, questioning of each other on their assumption, carefully decision making, distant and formal relationship among employees in the organization, phone communication also enhanced performance even though they preferred communicating face-to-face or on a one-to-one basis when working. Employees also make appropriate use of e-mail to perform tasks, they did not have a problem communicating with their authority, and these enhanced their performance. The findings on the effects of cultural differences in multigenerational workforce on organizational performance: established that employees’ performance was enhanced by upheld discipline in the organization and employees’ good behavior. Performance was however undermined by bad behaviors, hostile employees. The findings also noted that employees’ performance was affected by behavior of different generation cohorts, The findings on the performance of NHIF showed that there was a growth in sales, expansion of business operations, retention of customers’ growth in market share and customer base, improve in level of customer satisfaction while there were less customer complains, timely accomplishment of short term goals and the level of innovation of the organization was high. However, findings were not conclusive on budget reduction in the business. The regression analysis revealed that the diversification in multigenerational workforce positively influenced organizational performance. It accounted for 47.1% of the organizational performance at NHIF (R Square = .471; p-value < 0.05). This study concludes that employees’ performance was enhanced by work values such as learning opportunity, job promotion and advancement, community service through job, job security, public recognition and making money. However, money was not placed above personal sense of satisfaction as motivational factor. This study also concludes that performance in the organization was affected by communication styles such as, direct communication, phone communication, face-to-face communication, e-mail communication. Lastly, the study concluded that performance in the organization was also being affected by the discipline upheld in the organization. Performance was also enhanced by controlling behavior in the organization and maintaining good behavior. The different behaviors of different generational cohorts of employee also affected performance. Finally, the study concludes that negative bad behavior undermined performance while hostile employees also affected performance. This negative bad behaviors include, fights, gossip and stealing of colleagues’ property and also damage to the organization property and image. This study recommends for organizations to clearly understand the work-values of their workforce and align their motivational programs along these values. Additionally, this study recommends that organizations should ensure effective communication across the organization in order to enhance performance in the organization. Lastly, the organization should promote good behavior in the organization to enhance performance. The organizations should also facilitate an understanding of different behavior of employee in the organization to bring cooperation at work. en_US
dc.language.iso en en_US
dc.publisher United States International University - Africa en_US
dc.subject Multigenerational Workforce Diversity en_US
dc.subject Organizational Performance en_US
dc.subject Effects en_US
dc.subject National Hospital Insurance Fund en_US
dc.title The Effects of Multigenerational Workforce Diversity on Organizational Performance: A Case Study of National Hospital Insurance Fund en_US
dc.type Thesis en_US


Files in this item

This item appears in the following Collection(s)

Show simple item record

Search Repository


Browse

My Account

Context