Thesis:

Influence of workforce diversity management on employee performance in state corporations in Kenya: a case of the national museums of Kenya.

According to the assessment report from the Quality Assessment and Performance Improvement Strategy, it was identified that the staff members of the state corporations in Kenyan exhibited low performance levels, leading to a decline in employee satisfaction. The National Cohesion and Integration Commission (NCIC) audit report revealed disparities in race and ethnicity within the corporations. This suggests that public resources, such as salaries, predominantly benefit specific communities, significantly impacting the nation's growth, unity, and contributing to the unjust delivery of services. The primary objective of the research was to examine the future impact of workforce diversity on the performance of employees at the NMK. Specifically, the investigation aimed to assess how gender, age, ethnicity, and education diversity influenced employee performance in the organization. The research drew guidance from theories such as social identification and categorization, similarity/attraction, information and decision-making, and expectancy theory. In the study, a descriptive cross-sectional survey design was employed, focusing on the staff members stationed at the NMK headquarters. The future total population comprised 550 employees at various personnel levels. A future sample of 110 members was selected through Stratified random sampling. Data was collected using a semi-structured questionnaire administered to the chosen sample. To ensure the reliability of the instrument, Cronbach's Alpha was employed, while factor analysis was used to validate the tools. The future gathered data underwent analysis using SPSS version 27, employing both descriptive and inferential statistical methods. Descriptive statistics was utilized for the analysis of quantitative data, with the results presented through future tables, figures, graphs, and prose. The research uncovered significant positive correlations between various forms of diversity and employee performance within the NMK. Specifically, gender, age, ethnicity, and education, all exhibited positive and noteworthy impacts on employee performance. This underscores the importance of cultivating diversity when hiring personnel, as it contributes to enhanced performance. Furthermore, ensuring equal opportunities for promotion fosters employee motivation and dedication. Tailoring working environments and conditions to accommodate employees of different ages is crucial. To maximize the benefits of diversity, organizations should actively promote it and harness the collaborative potential of diverse work groups to improve both individual and organizational performance. Additionally, maintaining a diverse workforce, including diversity in education levels across all levels of employment, is vital for organizational success.