Impact of Workplace Diversity Management on Employee Commitment in Nigerian Regulatory Agencies: A Theoretical Framework | Chapter 6 | Business, Management and Economics: Research Progress Vol. 2

 

Every company desires to make a profit, and the only way to make that happen is to satisfy customers and get them to pay for products and services. The uneven implementation of Workplace Diversity Management laws across countries is a global concern. The potential for bias is increased when there is unequal treatment of all employees regardless of background, gender, ethnicity, race, social status, etc. This study focuses on the Nigerian regulatory agencies and looks at how different academics have interpreted the impact of workplace diversity management on employee engagement. The relationship between the significant variables was examined using the constructs of inclusion, fairness, equal opportunity, policies and programs, leadership style, and the moderating effect of organizational support. Additionally, a theoretical framework methodology was applied, emphasizing two theories (Salad Bowl and Thomas and Ely’s perspectives) that served as the foundation for the investigation after a thorough review of several pertinent literature sources from reputable journals. To ensure currency, however, only studies that were released in the previous five years were included in this analysis. Using keywords from the independent and dependent variables, as well as their corresponding proxies, one hundred and thirty-one (131) pertinent bodies of literature from respectable journals were consulted and included to find theories that were used. The findings revealed that these theories were best fit for multicultural nations like Nigeria as they were adopted by private and public sector organizations in India, Indonesia, and the United States which are rich in diversity. The findings revealed that Nigerian public agencies lack effective implementation of diversity management policies and are therefore encouraged to embrace diversity, absorb minorities where applicable, and leverage the variety. By encouraging unity in diversity and recognizing individual differences, employees’ commitment will increase which will result in loyalty. Organizations are therefore advised to embrace diversity, absorb minorities where necessary, and leverage variety.

 

Author(s) Details

Uchechi Chinazom Ekejiuba
Faculty of Management Sciences, Nile University of Nigeria, Abuja, Nigeria.

Hauwa Lamino Abubakar
Faculty of Management Sciences, Nile University of Nigeria, Abuja, Nigeria.

Frank Alaba Ogedengbe
Department of Business Administration, Faculty of Management Sciences, Nile University of Nigeria, Abuja, Nigeria.

 

 

Please see the book here:- https://doi.org/10.9734/bpi/bmerp/v2/1267

Ethics of AI | Chapter 3 | Digital Crossroads: Integrating Humanities, Science and Technology Edition 1

Intelligence represents the cognitive capabilities and progressions that are exclusive to mankind. It comprises the ability to reason, conceive, judge, and relate, and to reach conclusions about what is factual and false. Intelligence encompasses various higher-order cognitive abilities that enable one to traverse, comprehend, and communicate with the world meaningfully. The vital aspects of human intelligence are Reasoning, Conceptualization, Judgment and Decision-Making, Problem-Solving, Language and Symbolism, Self-Awareness, Reflection, and Emotional Intelligence. Together, these facets make human intelligence unique and allow them to engage in science, art, philosophy, and moral reflection—pushing beyond survival instincts to shape societies and develop civilizations. Artificial Intelligence (AI) is a branch of computer science dedicated to developing machines capable of simulating human-like intelligence in innovative ways. Artificial intelligence (AI) technologies have become increasingly significant in our day-to-day lives in recent years involving equipping machines with the ability to understand language, make decisions, and control other machines—functions traditionally linked to human cognition.  The ethics of artificial intelligence involve moral considerations surrounding its development and use. AI systems promote fairness, transparency, accountability, and privacy while adhering to regulations and minimizing negative societal impact and aim to benefit all of humanity, be sustainable, and remain environmentally friendly. The present paper aims to discuss the emergence of AI intelligence and its ethical issues related to various stages and its development in all fields.

 

 Author (s) Details

 

D Bhagavathi
R.B.V.R.R. Women’s College, Narayanguda, Hyderabad, India.

 

Y Jayanthi
R.B.V.R.R. Women’s College, Narayanguda, Hyderabad, India.

 

Please see the book here:- https://doi.org/10.9734/bpi/mono/978-93-48859-10-5/CH3

Management of Workplace Diversity and Employee Commitment: A Conceptual Review in the Nigerian Public Sector | Chapter 3 | An Overview on Business, Management and Economics Research Vol. 3

 In this study, the impact of business diversity management on laborer engagement in the Nigerian public area is examined from the perspectives of many academicians. The impact of workplace diversity administration constructs such as justice, inclusiveness, egalitarianism, policies, and programs on employee assurance were examined from the perspectives of many consultants. Diversity management is a process intended to found and maintain a definite work environment where the correspondences and differences of individuals are costly. The literature on diversity administration has mostly stressed on organization culture; allure impact on diversity openmindedness; human resource management practices; bland environments and administrative contexts to diversity-accompanying pressures expectations, requirements, and inducements; perceived practices and organizational consequences related to directing employee diversity; and various other issues. One of the current global concerns in many regions is the inconsistent application of institution diversity administration regulations across nations. The event that only workers from a particular tradition are treated properly and fairly raises the possibility of bias. A conceptual review methodology was secondhand in the study, which consulted any of relevant bodies of brochure from numerous good publications. However, only research that was published inside the last five years was cited in this place analysis in order to convince currency. The quoted studies, show that fewer articles have existed published in recent age. The scholars agreed that difference management that entails the effort fix by employers, to ensure unity in difference was necessary to elicit operator commitment. The verdicts also revealed that business diversity management procedures in multicultural countries with its own government like Nigeria were poorly implemented even though they endured, and this was reflected in lopsided jobs, promotions, and nominations at the top administration level. From the foregoing decision, the review recommends that organizations adjust minorities, integrate difference and leverage on the variety. For the Nigerian public subdivision, the review recommends that supervisory bodies such as Federal Character Commission, National Salaries, Income and Wages Commission ought independent and empowered to monitor the management agencies for adherence to the foundation of diversity administration policies, with the aim of administering penalties for non-compliance while restricting interference in the public instrumentalities. The implementation concerning this policy will ensure extent, fairness, and equal opportunity to all inhabitants.

Author(s) Details:

Uchechi Chinazom Ekejiuba,
Department of Business Administration, Faculty of Management Sciences, Nile University of Nigeria, Abuja, Nigeria.

Taiwo Adewale Muritala,
Department of Business Administration, Faculty of Management Sciences, Nile University of Nigeria, Abuja, Nigeria.

Faiza Haruna Maitala,
Department of Business Administration, Faculty of Management Sciences, Nile University of Nigeria, Abuja, Nigeria.

May Ifeoma Nwoye,
Department of Business Administration, Faculty of Management Sciences, Nile University of Nigeria, Abuja, Nigeria.

Please see the link here: https://stm.bookpi.org/AOBMER-V3/article/view/12000