It is been asserted
in the literature that creativity in teams is expected to be greater when there
is diversity in expertise, nationality, culture, gender, ethnicity, sex,
character, and experience among others. Performance could also be referred to
the degree of achievement of the mission at work place that builds up an
employee’s job. Different researchers have different thoughts about
performance. Mostly researchers use the term performance to express the range
of measurements of transactional efficiency and input and output efficiency.
Organizational performance can be measured by different variables such as
service delivery, market analysis, competitive advantage, profitability, and
among others.
a.
Service Delivery
According to Posti
(2015), service delivery is the ability of the employee to deliver services to
the organisation effectively. It serves as one that would make the customers
patronize the industry. In considering this, Hersey (2014) asserts that service
delivery is geared towards improved and increased service delivery (that is,
the aim of conflict management which should be to improve service delivery of
the organisation). The employee performance would increase service delivery
only when the conflicts among the staff are fully managed (Churchill, 2012).
b.
Market Analysis
This involves market
description, listing the tasks, duties, and responsibilities of a specific
market. Having up-to-date, accurate and professionally written market analysis
is critical to an organisation’s ability to attract qualified candidates,
orient and train employees, establish job performance standards, develop
compensation programmes, conduct performance reviews, set goals and meet legal
requirements. Workforce diversity will help the management of organisations to employ
employees of different diversity so as to improve their performance following
the market analysis (Swanepoel, 2013).
c.
Profitability
Profitability is the
act of making more gains during and after transactions (DeVaro, 2015). The aim
of every organisation is to see that they make profit in every venture of the
business and for this reason, organisations are employing quality decision making
so as to boost the organisation in terms of motivating the morals of the
employees and make them put more effort in discharging of their duties and at
the end of everything, make more profit. Profitability is one factor to
consider while taking a good and quality service delivery (Granovetter, 2015).
d.
Competitive Advantage
It is widely accepted
that the performance of an organisation field is built upon four main pillars,
which are staffing, training and development, motivation, and maintenance and
retention respectively (Dessler, 2015). The staffing pillar is mainly broken
down into three main functions, namely human resource planning, also known as
work force planning, recruitment, and functions respectively. Competition
between private organisations improves their efficiency and can save significant
amounts of money. Cooper (2014) posits that competition creates very clear diversification
for organisations to become more efficient. But this is not a one-size-fits all
policy where more competition is unambiguously better. For Nigerian Breweries
Plc, Enugu to have a competitive advantage, it needs to have a diversified
workforce so as to take advantage of better performance of the organisation.
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