I hereby confirm that Omar Adan Abdirahman is a student ID no. completed a thesis as a partial requirement for a degree under my supervision and completed a dissertation titled “Workforce Diversity in Enhancing Organizational Creativity and Innovation in the Telecommunications Sector in Somalia”. The introductory chapter contains an overview of the thesis and the aim of the study. The first part of the chapter discusses the context in which this study was conducted and the background of the researcher.
General Objective
The purpose of the research was to discover the impact of workplace diversity on increasing organizational innovation and creativity, especially in the Somali private sector. The project will also focus on the impact of cultural diversity on innovation and creativity in private workplaces in Somalia.
The scope of the study
Cultural diversity, on the other hand, impacts public and private sector workplaces in the region. The findings are intended to provide useful information for developing strategies to monitor or increase the influence of cultural diversity on creativity and innovation in Somalia's private workplaces.
Time scope
Organizational innovation: is the adoption of a new organizational strategy in business operations, workplace design, or external communication to increase knowledge, workflow efficiency, or product or service quality. Telecommunication companies in Somalia: the private companies in Somalia are backed by the government and its part of the country's economic center, owned by individuals, and the majority of the company are profit-seeking companies.
Due to the fact that some of the study objectives will be closed-ended and since close- ended questions are a component of quantitative methods, this study will employ a core-
Many conferences have been held in the last five years focusing on research on the impact of workforce diversity to promote organizational innovation and creativity. The first section of this chapter provides an overview of workforce diversity and its origins in the workplace.
Workplace diversity
Generation and diversity in the workplace
The generative aspect is the most important consideration when it comes to increasing workplace diversity in terms of innovation and creativity. When employees from different generations come together in a company, generational conflicts can occur, requiring effective management action to avoid any backlash. According to Kioko (2013), a perceived lack of work ethic is one of the main causes of generational discord in the workplace. Conventional and fast-paced workers have been characterized as particularly loyal to their employers, younger workers have been accused of being disloyal.
Generational loyalty, according to Tolbize, A. 2008), worsens with age: when the generation is younger, the loyal appear to be less. According to Kyalo (2015), there is a positive relationship between staff performance and age diversity in Kenya's banking sector. In his study on The Effect of Workforce Diversity on Employee Performance in the Nigerian Banking Industry, Akpakip,a (2017) discovered a significant positive relationship between age diversity and employee performance.
According to this research, bringing together employees from different generations has a positive influence on the performance of the organization. Management must ensure that people of different generations perceive each other more favorably to avoid intergenerational conflict.
Gender and diversity in the workplace
On the other hand, other research has found a significant and favorable relationship between gender diversity and perceived organizational effectiveness. According to Akpakip, B.'s (2017) research on The Effect of Workforce Diversity on Employee Performance in the Nigerian Banking Industry, there is a significant positive relationship between gender diversity and employee performance. In addition, he discovered through his studies that gender diversity has a significant effect on worker performance.
Discrimination in the workplace based on ethnicity/race has long been a problem in many organizations around the world. The increased engagement in today's workplace has led to a growth in the number of multicultural employees. Although this research has significantly improved our understanding of the problem, theorists still disagree.
As a result, the problem descriptions bring together current views, with the caveat that our knowledge of the subject is constantly changing. The purpose of the research and recommendations was to guide strategies for workforce development in the emerging global economy.
Conceptual framework
The researcher analyzed and summarized the core concepts of the study, collected the supporting literature of the study, used his own language to highlight the main themes in each article related to his research, and reviewed all literature reviews that were directly related to the study. The researcher has already provided explanations of workforce diversity and the causes of workplace diversity, the role of workforce diversity in fostering organizational innovation and creativity, an overview of diversity in the Somali telecommunications industry, the theoretical framework and an overview of this the chapter. . And since he understood the true purpose of the study, all the above sub-headings provided the researcher with the right knowledge to enable him to carry out his research, ideally in depth.
Several studies have been done on how workforce diversity can increase organizational innovation and creativity. Finally, the results of this analysis show that there is little published material on the details of the topic under study. The results of previous studies on the impact of workforce diversity on creativity and organizational innovation are, in fact, unsatisfactory when viewed as a whole, as they are usually conflicting and not strong or complete.
The following chapters will introduce the survey used to conduct the quantitative research, as well as the measured constructs (or subscales), the adaptations that have been made to adapt it to its specific context, including full details of our participants like us. who the participants actually were, what the qualifying measures are and how they chose. Demographic study design objective and research size, instruments, barriers, and data sources are all covered in this chapter.
Research design
Method approach
Quantitative research
They define quantitative research as “an investigation of a social subject that explains phenomena by acquiring numerical data and evaluating them using mathematically based approaches, especially statistics.”
Qualitative research
34;A population is the set of all units, things or subjects in a given universe of analysis of interest. It refers to a collection of individuals, products, goods and objects, or anything else with certain characteristics or qualities. Meanwhile, the target demographic for this study is 330 employees in the telecommunications industry in Somalia, specifically Golis telecom and Hormuud telecom.
Sample size
Questionnaires
The researcher can use a questionnaire containing questions and comments collected by the unit to obtain feedback from respondents. Online or communication questionnaires may also contain questions that are asked to all respondents in the same way and in the same order. Indicates that the fixed structure of the form avoids variation in question approach, even though respondents might interpret similar questions differently, and that the form consists of a series of questions. the form is intended to collect information from modern researchers from respondents.
Interviews will be used by the researcher to get feedback from the respondents' interview, which can be a discussion and speech contact between two or more people, where the respondents' required questions and interrogations to elicit information or remarks. A private interview gives the interviewer insight into what someone knows about information or their likes and dislikes (values and preferences), which is useful for the research. Because it involves interaction between queries and responses, any confusing queries will also be handled and clarified, which can be an extremely useful feature.
Validity and reliability of the instruments
Reliability of the instruments
Sogunro (2002) By delivering the same instrument twice to an equal population with a delay of two weeks between the first and second testing, the researcher used the test and retest method. This involves giving the same instrument twice to the same set of people, with a two-week delay between the two measurements. The two scores were then compared to see if the content of the measures produced a comparable result when they were used together.
Data analysis
Each study has its own set of limitations and the following potential obstacles to this research are study limitations. Initially, the data collection process was slow due to the fact that most respondents spent time completing and returning the questionnaires. Perhaps aggregated measurements based on such a small number of individuals do not sufficiently reflect organizational-level aspects such as demographic composition, employee diversity, and organizational innovation and creativity.
The sample size of this study may not be large enough to generalize the findings. No causal implications can be drawn from this study because it used cross-sectional data (Choudhary et al., 2017). Because there is no current literature on the role of workforce diversity in fostering organizational innovation and creativity, caution was exercised in extrapolating findings to other African nations.
Sources of the data
Chapter Four
- Demographic information of the respondents Table Gender of the respondents
- Introduction
- Discussion
- Conclusion
- Recommendations
- Future Direction Research
- Workforce diversity has positive impact of enhancing organizational creativity and innovation
- What can we do to increase organizational innovation and creativity through diversity in the workforce?
The researcher suggests that involving workers in decision-making, hiring and scheduling individuals based on their resourcefulness are all examples of workforce diversity. As a result, one of the foundations of creativity is the "creative process. As a result, multiple options are available. Another goal of the study was to determine the impact of diversity in the workforce. Respondents to this research agreed that diverse teams produce more creative results than teams in which all members come from the same environment (74.44 percent), while (25.56 percent) claim that homogeneous teams create more innovative results (No).
The results of this study led to propositions about the importance of workforce diversity in promoting organizational innovation and creativity and achieving success. More in-depth qualitative research studies on the issue are needed to better understand the impact of workforce diversity in promoting organizational innovation and creativity. Due to the importance of employee diversity in the Somali telecommunications industry, more focus should be placed on social events and more research should be conducted to create a more multicultural workplace.
Effect of Workforce Diversity on Employee Performance in Nigerian Banking Industry, A Study of Firstbank Nigeria Ltd., Ota Branch. I, Omar Adan Abdirahman, and I am a Master's student at the United International University and you are kindly requested to help with this study aimed at "workforce diversity in enhancing organizational innovation and creativity among Private organizations: Somalia Perspective". Does your workforce diversity include connecting staff in decision making, recruiting and hiring employees with creativity exposure.
Do you believe that workforce diversity enhances creativity and problem-solving in groups and serves as a source of competitive advantage for the organization?
