THE INFLUENCE OF DIVERSITY MANAGEMENT ON EMPLOYEE MORALE IN BREWING INDUSTRY IN SOUTHEASTERN NIGERIA

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TABLE OF CONTENTS

Pages

Declaration ii

Approval iii

Dedication iv

Acknowledgements v

List of Tables x

Abstract xi

CHAPTER ONE: INTRODUCTION

Background to the Study 1
Statement of the Problem 3
Objectives of the Study 4
Research Questions 5
Research Hypotheses 5
Significance of the Study 5
Scope and Delimitations of the Study 6
Profiles of the Four Breweries Studied 6

1.8.1 The Profile of Guinness Nigeria Plc 6

1.8.2 The Profile of Nigerian Breweries Plc 7

1.8.3 The Profile of Hero Breweries Plc 10

1.8.4 The Profile of Continental Breweries Plc 10

Operational Definitions of Terms 10
Limitations of the Study 11

References

CHAPTER TWO: REVIEW OF THE RELATED LITERATURE

Introduction 14

2.2 Conceptual Framework 15

2.2.1 Concept of Diversity Management 15

2.2.2 The Concept of Demographic Workplace Diversity 19

2.2.3 The Concept of Socio Cultural workplace Diversity 19

2.2.4 The Concept of Workplace diversity Management 20

2.2.5 The Concept of Workplace Management 20

2.2.6 Concept of Employee Morale 20

2.2.7 Concept of Potency Aspect of Employee Morale 21

2.2.8 The Concept of Participation Aspect of Employee Morale 21

2.2.9 The Concept of Polarization Aspect of Employee Morale 22

2.2.10 The Concept of Autonomy Aspect of Employee Morale 22

2.3 Theoretical Framework 22

2.3.1 The Theory of Diversity Management 22

2.3.2 General Dimension Theory of Diversity 24

2.3.3 Demographic Theory of Workforce Diversity 24

2.3.4 The Socio-Cultural theory of Workforce Diversity 25

2.3.5 The Framework Theory of Workforce Diversity Management 31

2.3.6 The Reason Theory of Employee Morale 31

2.3.7 Addressing a Problem of Employee Morale Theory 32

2.3.8 Leadership Approach Theory for Solving Morale Problem 33

2.3.9 Application Theory to Solve the Employee Morale Problem 37

2.3.10 Managing Workplace Diversity: Issues and Challenges 38

2.3.11 The Impact of Diversity Training on Commitment, Career Satisfaction

and Innovation 41

2.4 Empirical Review 45

2.4.1 The Influence of Diversity Management on Employee Morale 45

2.4.2 The Influence of Workforce Diversity Management on the

Polarization aspect of Employee Morale 46

2.4.3 The Influence of Workplace Management of Diversity on the

Autonomy Aspect of Employee Morale 47

2.4.4 The Nature of the Effect of Demographic Workplace Diversity on the

Potency Aspect of Employee Morale 47

2.4.5 The Effect of Social-Cultural Workplace on the Participation

Aspect of Employee Morale 47

2.5 Model Specification 48

2.5.1 Employee Morale Index Model Formulation 48

2.5.2 Employee Morale Membership Function Model 49

2.5.3 Leadership Commitment Model 49

2.5.4 Strategic Planning Model 50

2.6 Critique of the Literature 51

2.7 Summary of the Literature Review 53

References

CHAPTER THREE: RESEARCH METHODS

3.1 Methodological Review 59

3.2 Research Design 59

3.3 Sources of Data Collection 60

3.4 Population of the Study 60

3.5 Sampling and Sampling Technique 61

3.6 Operationlisation of the Variables 61

3.7 Description of Research Instruments 61

3.8 Data Analysis Technique(s) 62

3.8.1 Degree of freedom 62

3.8.1.1 Decision Rule 62

3.8.2 Confidence Level./Level of Significance 62

3.8.3 Spearman’s Rank Correlation Coefficient 62

3.8.4 The z-test statistic 63

3.9 Validity of Instrument 63

3.10 Reliability of the Research Instrument 63

3.11 Pest Model Formulation 64

References

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

4.1 Introduction 66

4.2 Data Presentation 66

4.3 Reliability Analysis 67

4.4 Validity Analysis 67

4.5 Percentage Analysis 69

4.6 Hypotheses Testing 78

4.7 Theoretical Analysis 86

4.8 Model Solution 87

4.9 Analysis Using Z Test of Population Proportions 88

4.10 Discussions of Findings 91

4.10.1 Findings Related to the Personal or Demographic Data of the 740 Respondents 91

4.10.2 Discussions of the findings on the Dimensions of Workplace

Diversity Management 92

4.10.3 Discussion of the Findings on the type of Diversity Management 92

4.10.4 Discussion of the Findings on the Dimensions of Employee Morale 93

4.10.5 Discussion of Findings on the levels of influence of Diversity

Management on Employee Morale 93

4.10.6 The Discussion of the Findings Related to the First Objective 94

4.10.7 Discussion of the Findings related to the Second Objective 96

4.10.8 The Discussion of the Findings related to the Third Objective 99

4.10.9 The Discussion of the Findings related to the Fourth Objective 102

4.10.10 The Discussion of the Findings related to the Fifth Objective 105

4.10.11 The Discussion of the Findings related to the PEST Model 106

References

CHAPTER FIVE: SUMMARY, CONCLUSION, RECOMMENDATIONS,

CONTRIBUTION TO KNOWLEDGE AND SUGGESTIONS

FOR FURTHER RESEARCH

5.1 Summary 110

5.2 Conclusion 111

5.3 Recommendations 112

5.4 Contribution to Knowledge 112

5.5 Suggestions for Further Research 113

References

Bibliography

Appendix I: Letter of Introduction

Appendix II: Oral Interview Schedule for Implementing the Objectives

Appendix III: Dichotomous Interview for Implementing the PEST Model

Appendix IV: The Spearman’s Rank Correlation Coefficient of the Scores given by the Respondents to the Variables in the Five Objectives in the Questionnaires at two points in time

Appendix V: The 750 Sample Numbers Using the Table of Random Numbers

Appendix VI: Calculation of Cronbach’s Alpha Coefficient of Reliability

Appendix VII: Table of Random Numbers

LIST OF TABLES

PAGE

Table 1: The Summary of the Personal Data on the distribution of the questionnaires 66

Table 2: The summary of the personal data of the 750 respondents 67

Table 3: The analyses of the responses on the dimensions of workplace diversity

Management that influence employee morale 69

Table 4: The analyses of the responses on the two types of Diversity Management

that influence Employee Morale 70

Table 5: The analysis of the responses on the Level of Influence that Diversity

Management has on Employee Morale 70

Table 6: The analysis of the responses on the Dimensions of Employee

Morale that are influenced by Diversity Management 71

Table 7: The analysis of the responses related to the First Objective 71

Table 8: The analysis of the responses related to the Second Objective 73

Table 9: The analysis of the responses related to the Third Objective 74

Table 10: The analysis of the responses related to the Fourth Objective 76

Table 11: The analysis of the responses related to the Fifth Objective 77

Table 12: The computational details of the First Hypothesis 79

Table 13: The computational details of the Second Hypothesis 80

Table 14: The computational details of the Third Hypothesis 82

Table 15: The computational details of the Fourth Hypothesis 83

Table 16: The computational details of the Fifth Hypothesis 84

Table 17: The analysis of the responses from the dichotomous interview

schedule for implementing the PEST model 87

Table 18: The categorization of the brewing companies studies according to how

they responded to the objectives 89

ABSTRACT

There is a challenge of the difficulty in determining the effect of Diversity Management on Employee Morale in the Brewing Industry in Southeastern Nigeria. The specific objectives of the study were to determine the type of influence diversity management has on employee morale in the brewing industry in Southeastern Nigeria, to determine the nature of the effect of demographic work-place diversity on the state of the minds aspect of employee morale in the brewing companies that were studied, to establish the effect of socio-cultural work place diversity on the willingness to perform aspect of employee morale in the brewing companies in the area studied, to determine the influence of workplace diversity management on the polarization aspect of employee morale of the brewing companies in the area studied and to ascertain the effect of workplace management on the autonomy aspect of employee morale of the brewing companies in the area studied. The research design was a combination of the survey, oral interview and PEST model modification. Hypotheses 1, 2, 3 were tested using the Z test of population proportions while 4 and 5 used the Z test for Likert Scale Responses. It was found that Diversity Management had a positive influence on employee morale in the brewing industry in Southeastern Nigeria (Z_c = 5.936 > Z_t = 1.645), the demographic workplace diversity had a positive influence on the state of the minds aspect of employee morale in the brewing companies in the area studied (Z_c = 7.139 > Z_t = 1.645), the socio-cultural workplace diversity had a positive influence on the willingness to perform aspect of employee morale in the brewing companies in the area studied (Z_c = 8.343 > Z_t = 1.645), the demographic workplace diversity management had a positive influence on the polarization aspect of employee morale in the brewing companies in the brewing companies in the area studied (Z_c = 33.904 > Z_t = 1.645) and that the workplace management had a positive effect on the autonomy aspect of employee morale of the brewing companies in the area studied (Z_c = 33.990 > Z_t = 1.645). The conclusion was that Diversity Management had a positive influence on Employee Morale in the brewing industry in Southeastern Nigeria which implied that the management of the differences and similarities of the behaviour, attitude to work, culture, religion and management styles of the workers would make for an increase in the performance factor of employee morale which determines the extent to which the workers of the brewing companies are doing their work. Recommendations were made along that line.

CHAPTER ONE

INTRODUCTION

BACKGROUND TO THE STUDY

Managing diversity and employee morale have had early influences. Management of diversity naturally has been of some concern to organized history throughout the history of civilization. Most of the early contributions came from practitioners such as Taylor and Fayol. Taylor is the father of scientific management and wrote his book in 1911 while Fayol developed the fourteen principles of administration (Koontz and O’Donnel, 2000). Management in antiquity shows the interpretation of early Egyptian papyri, extending as far back as 1300 B.C., that indicates the recognition of the importance of organization and administration in the bureaucratic states of antiquity with similar records of such existence for ancient China. Confucius’s parables include practical suggestions for proper public administration, and admonitions to choose honest, unselfish, and capable public officers (Koontz and O’Donnel and Weihrich, 2000).

The Roman Catholic Church, if one is to judge by age, is probably the most efficient formal organization in the history of Western civilization. Its long organizational life has been due not only to the appeal of its objectives but also to the effectiveness of its organization and management techniques. The development of the hierarchy of authority with its scalar territorial organization, the specialization of activities along functional lines, and the early use of the staff device are st

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