Home > Contemporary Business > Vol 2 No 1 June 2013 Abstract 4
Employee Attitudes towards Organizational Diversity on Business Performance; Perspectives from the Small and Medium Enterprises Employees in Kisii Town
Erick Nyakundi Onsongo, Zirwel Rasugu Maina
Review of Contemporary Business Research, 2(1), pp. 30-40.

Abstract
This essay is an analysis of the rituals in African cosmology. It will deal with a comprehensive interpretation of ritual and their meaning or meanings. This essay starts with a definition of ritual and its comprehensive interpretation. This is followed by a discussion of several approaches to the study of ritual. The discussion then turns to an analysis of two classic types of rituals. The first type are those rites that are connected to the human life cycle-such as birth, marriage, and death-and to human crises-such as illness. These rituals often reflect a distinctive structure that is analyzed and illustrated in rites associated with birth, puberty, and initiation into a religious vocation. A second classic type of rite is associated with fixed points in the yearly calendar and is connected either with the changing of the seasons or with the commemoration and rehearsal of a momentous historical event.

Full Text: PDF

Onsongo, Nyakundi Erick., & Maina, Rasugu Zirwel . (2013). Employee Attitudes towards Organizational Diversity on Business Performance; Perspectives from the Small and Medium Enterprises Employees in Kisii Town. Review of Contemporary Business Research, 2(1), pp. 30-40.

Al-Lamki S. M. (2002). Orientation: The essential ingredient in cross-cultural n Management, International Journal of Management, 19, 568.

Cox T. H., Blake S. (1991). managing cultural diversity: Implications for organizational Competitiveness. Academy of Management Executive, 5, 45-56.

Cox, T., Jr. (2001). Creating the multicultural organization: A strategy for capturing the Power of diversity. San Francisco: Jossey-Bass

Dass, P., & Parker, B. (1999). Strategies for managing human resource diversity: From Resistance to learning. Academy of Management Executive, 13, 68-80.

Dobbs, M.F. (1996). Managing diversity: Lessons from the private sector. Public Personnel Management, 25, 351-368.

Friday, E., & Friday, S.S. (2003). Managing diversity using a strategic planned change Approach. Journal of Management Development, 22, 863-880.

Gilbert, J. A Stead B. A., Ivancevich J. M. (1999). Diversity management: A new organizational Paradigm. Journal of Business Ethics, 21(1), 61-76.

Hofstede G. (1994). Cultures and organisation: Intercultural cooperation and its importance for Survival: software of the mind. London, England: HarperCollins.

Johnson D. W. (2003). reaching out: Interpersonal effectiveness and self- Actualization (pp. 360). Boston, MA: Allyn & Bacon.

Kwak, M. (2003). The paradoxical effects of diversity. MIT Sloan Management Review, 44, 7-8.

Knippenberg D. V., de Dreu C. K. W., Homan A. C. (2004). Work group diversity and group Performance: An integrative model and research agenda. Journal of Applied Psychology, 89, 1008-1022.

Kossek, E.E., & Lobel, S.A. (Eds.). (1996). managing diversity: Human resources strategies for Transforming the workplace. Cambridge, MA: Blackwell.

Lockwood, N.R. (2004). The glass ceiling: Domestic and international perspectives. SHRM 2004 Research Quarterly.

Maier, C. (2005). A conceptual framework for leading diversity. International Journal of Human Resources Development and Management, 5, 412-424.

Makower, J. (1995). Managing diversity in the workplace. Business and Society Review, 92, 48-54

Mor Borak, M. (2005). Managing diversity: Toward a globally inclusive workplace. Thousand Oaks, CA: Sage Publications.

Moore, S. (1999). Understanding and managing diversity among groups at work: Key Issues for organizational training and development. Journal of European Industrial Training, 23, 208–217

Ozbilgin M., Tatli A. (2008). Global diversity management: An evidence-based Approach. London, England: Palgrave.

Patrick H. A. (2010). Organization culture and its impact on diversity openness in the Information technology organizational context. Dimensions, 1(1), 67-72.

Pierce, K. (2006). Nine habits of effective data-driven performance management. Government Finance Review, 22, 36-40.

Plummer, D.L. (2003) Diagnosing diversity in organizations. In D.L. Plummer (Ed.), Handbook of Diversity Management: Beyond Awareness to Competency Based Learning (pp. 243-269). Lanham, MD: University Press of America.

Reagans R., Zuckerman W. (2001). Networks, diversity, and productivity: The social capital of Corporate R&D teams. Organization Science, 12, 502-517.

Rodriguez R. (2006). Diversity finds its place. HR Magazine, 51, 56-61.

Schein, E.H. (1996). Three cultures of management: The key to organizational learning. Sloan Management Review, 38, 9-20.

Simlin J. (2006). Organization culture and impact of diversity openness in the IT-ITES Sector (Unpublished MBA dissertation thesis). Christ College Institute of Management, Karnataka.

Stoner, C.R., & Russell-Chapin, L.A. (1997). Creating a culture of diversity management: Moving From awareness to action. Business Forum, 22 (2-3), 6-12.

Thomas, R.R., Jr. (1992). Beyond race and gender: Unleashing the power of your total Work force by managing diversity. New York: AMACOM.

Von Bergen, C.W., Soper, B., & Masters, R. (2001). Mismanagement by the golden rule. Industrial Management, 43, 6-11.

Wright, P.M., & Snell, S.A. (1999). Understanding executive diversity: More than meets The eye. HR Human Resources Planning 22, 49-51.

Zane, N.C. (2002). The glass ceiling is the floor my boss walks on: Leadership challenges In managing diversity. The Journal of Applied Behavioral Science, 38, 334-354.

Erick Nyakundi Onsongo is a lecturer in the Department of Business Administration of the Faculty of Commerce in Kisii University. The author holds a Master of Science in Human Resource Management and Bachelor of Arts Degree from Moi University Eldoret-Kenya.

The author has published articles and academic papers in local and international peer reviewed journals. The author has majored in the area of Management, Human Resource Management, Education management, Arts and Human Resource Economics

 

Zirwel Rasugu Maina
Part time Lecturer
Department of Business Administration,
Kisii University