This study sought to establish the influence that a diversity responsive organizational strategy has on the implementation of workforce diversity policies in Public Universities in Kenya. A positivist paradigm using descriptive cross sectional survey research design was used. The population of the study comprised of employees of 22 Public Universities in Kenya that existed prior to December, 2014. Purposive sampling was used to select seven universities that participated in the study while Yamane’s (1967) formula was used to calculate the sample size. A sample size of 393 was used. A structured questionnaire with Likert-type interval scale anchored on a five-point scale was developed to collect primary data. Descriptive statistics of mean and standard error were calculated for the respective variables through use of Statistical Package for Social Science (SPSS) Version Nineteen. Inferential statistics were used to test the significance of the overall model at 95% level of significance. Contrary to the study expectations, streamlining of diversity policies in organizational strategy is seen to negatively influence the rate at which the institutions implement such policies. The study recommends for further research that adopts a time series design aimed at gathering continuous data to monitor organizational strategies by public universities and their effect on the already developed diversity policies particularly as stipulated in the Constitution of Kenya.
Ali, S. (2006). Why Does Policy Fail? Understanding the Problems of Policy Implementation in Pakistan - A Neuro-Cognitive Perspective. International Studies in Educational Administration, 34(1), 1-20
Aoife, M. M., Edel, C., Denise, M., & Patrick, C. F. (2013). Human Resource Management, 52, 2, 289 – 310. doi:10.1002/hrm.21529
Bathseba, O. (2012). Barriers to participation of Women Students with Disabilities in University Education in Kenya. Journal of Postsecondary Education and Disability, 25(1), 65 – 79. Retrieved from http://files.eric.ed.gov/fulltext/EJ970020.pdf
Beijing Platform for Action. (1995). Retrieved from
http://www.un.org/womenwatch/daw/beijing/platform/plat1.htm
Bryan, E., & Varat, J. (2008). Strategies For Promoting Gender Equity in Developing Countries: Lessons, Challenges and Opportunities. Washington DC, Windrow: Wilson International centre for Scholars.
CEDAW. (1979). Retrieved from www.un.org.
Cooper, R. D. & Schindler, S. P. (2006). Business Research Methods (9th ed.). New Delhi-India. McGraw-Hill Publishing Company.Creswell, J. W. (2009). Research Design: Qualitative and Mixed Methods Approaches. London: SAGE
CUE. (2013). Universities authorized to operate in Kenya. Retrieved from http://www.cue.or.ke/
Hammermesh, R. (1986). Making Strategies Work: How Senior Managers Produce Results. USA, John Wiley & Sons.
Heike, M. K., Edeltraud, H. E. & Gumato, U. (2011). Institutional Change: The impact of Kenya’s new constitution on the workforce diversity of the public service sector. Retrieved from http://www.hbs.edu/faculty/conferences/
Ibua, M. P. (2014). The Influence of Institutional Factors and Job Related Attitudes on the Relationship Between Employee Empowerment and Performance of Public Universities in Kenya. (Doctoral Dissertation, University of Nairobi).
Johnson, G., & Scholes, K. (1984) Exploring Corporate strategy. Prentice Hall International
Jones, P. (2008). Communicating Strategy. Abington, Oxon, England. Gower Publishing Limited.
Josephine, B. B. (2005). A lot of them thought I would not last there. African women & career Advancement in Academic scientific careers. Journal of Technology Transfer, 30, 397-407.
Kibaji, E. (2010, June 24). Major Challenges: We need to rethink strategies on university Education. Daily Nation .p13.
Kinyanjui, S. (2013). Innovative Strategies for Managing Workforce diversity in Kenyan Leading Corporations in Present Global Scenario. International Journal of Business and Management, 8(15), 2-32. Retrieved from http://dx.doi.org/10.5539/ijbm.v8n15p20
Knouse, S. B. (2009). Targeted Recruiting for Workforce Diversity: Strategy, Impression Management, Expectations, and Workforce Diversity Climate. International Journal of Management, 26, 347- 353
Konrad, A. (2003). Special issue Introduction: Defining the Domain of Workplace Workforce Diversity Scholarship. Group and Organization Management, 28(1), 4–17.
Kothari, C. R. (2011). Research Methodology: Methods and Techniques. New Delhi: New Age International Publishers.
Kundu, S., & Mor, A. (2017), "Workforce diversity and organizational performance: a study of IT industry in India", Employee Relations, 2(39), 160-183. https://doi.org/10.1108/ER-06-2015-0114
Liswood, L. (2010). Moving beyond Workforce Diversity While Embracing Differences to achieve Success at Work. Hoboken, New Jersey: John Wiley & Sons, Inc.
Lockwood, N. R. (2005). Workplace Workforce Diversity: Leveraging the Power of Difference for competitive advantage. SHRM Research Quarterly, 2, 9-15.
Loden, M., & Rosener, J. (1991). Workforce America!: Managing Employee Workforce Diversity as a Vital Resource. Homewood, IL: Business One Irwin.
Makinde, T. (2005). Problems of Policy Implementation in Developing Nations: The Nigerian Experience. Journal of Social Sciences, 11(1), 63-69
Mendonca, M., & Kanungo, R. N. (2007). Ethical Leadership: Work and Organizational Psychology. New York: Open University Press.
Munjuri, M. G.,
In-Text Citation: (Kaimenyi, 2020)
To Cite this Article: Kaimenyi, C. K. (2020). A Paradox Matrix of Organizational Strategy and Implementation of Workforce Diversity Policies. International Journal of Academic Research in Business and Social Sciences, 10(1), 144–160.
Copyright: © 2020 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
