Effect Of Cultural Diversity Management On Job Satisfaction At The International Planned Parenthood Federation In Nairobi

Abstract

Despite the geographic location, we have so many professionals working in any part of the world which can be attributed to globalization which has disintegrated national boundaries. As globalization intensifies almost all industries have felt its great impact as most people with diverse backgrounds bring forth great new perspectives on the methodologies of implementing events which simplifies the time taken to complete a task. One of the main issues associated with cultural diversity is that it is perceived very differently by each manager and each organization. Some managers and organizations regard it as more of a problem than a benefit, while others see it as a necessity to be capitalized upon. This study therefore sought to investigate effect of cultural diversity management on job satisfaction at International Planned Parenthood Federation in Nairobi. Semi structured questionnaire were used as the main method of data collection. Descriptive statistics including frequencies, percentages and mean were used to analyze data on the demographic information of the respondents. The study adopted a multiple linear regression model which was used to determine the extent to which cultural diversity management influenced job satisfaction. The study revealed that cultural diversity awareness, cultural diversity communication competence and cross cultural trainings affected positively the level of job satisfaction in International Planned Parenthood Federation. The study concluded that majority of the employees in International Planned Parenthood Federation often make positive comments about the organization and individuals of different cultural backgrounds, are rarely absent from their work, display joy and happiness at their workplace very often, help other staff members and are helped by other staff members very often, feel a sense of belonging when with individuals of different cultural backgrounds and have love, respect and trust towards individuals of other cultural backgrounds in the organization. The study recommends that the organization should introduce mentorship programs, establish and recognize champions for diversity, use cultural images, symbols and organize cultural events where respective cultures are represented as well as organizing training on cultures and planning events around cultures to help in understanding the cultural diversity.