Cultural Management Practices and Performance in Humanitarian Non-governmental Organizations in Nairobi County
Abstract
Cultural diversity is “experienced at work as a result of coexistence of staff from
divergent backgrounds”. Information technology has enabled businesses to trade
globally. The overall objective of this study was to establish the influence of cultural
management practices on performance of Humanitarian Non-Governmental
organisations in Nairobi County, Kenya. The study was anchored on the Social Dualism
theory and Hofstede cultural dimensions theory and a descriptive study design was
adopted. The population of the study consisted of 77 humanitarian Non-Governmental
Organizations operating in Nairobi County, Kenya. Online questionnaires were
administered to the respondents and the data collected was analysed qualitatively as
well as by the use of inferential statistics. Quantitative data was analyzed using
descriptive statistics and presented through, means and standard deviations. Inferential
statistics analysis included the use of correlation and regression analysis. The study
found that, employees of different backgrounds interact well within the firms,
employees who are different from the majority and are treated equally and have access
to knowledge within the organization leads to employees improved capability, aids in
the generation of new knowledge and increases employee and customer satisfaction.
This means that organization performance increased when there was creativity,
innovation, cross cultural diversity and the organizations had knowledge strategy.
Correlation analysis indicated that all the cultural management practices (creativity,
innovation, cross cultural diversity and knowledge strategy) had significant positive
correlations with organization performance. Regression analysis results indicated that
cultural management practices was a strong predictor of organisation performance. The
study recommended that organizations to come up with conducive environment
whereby all employees have a chance to excel and implement policies that encourages
recruitment of workers from different ethnic background so as to retain workers and be
effective in their respective markets. The organizations should make efforts to make
staffs skills more diverse, focusing on diversity in education and experience which
creates various sets of knowledge and professionalism.
Publisher
University of Nairobi
Rights
Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
- School of Business [1311]
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