Rationale

Introduction
The necessity of diversity management derives from this fact that diversity in work
environment is an organizational issue that has many opportunities and treatments and
also influences its performance (Esfahani and Hashemi, 2014).In the Philippines,
specifically in the public sector where diversity in terms of religion and age are part of
the popular social diversity among government employees. Diversity management will
play a vital role in the organization in terms of performance, job satisfaction and
motivation.
Review of related literature
There was a study on the relationship between diversity management and work related
outcomes specifically, perceptions of work group performance and job satisfaction. It
focuses on racial diversity and differences between racial groups in how they respond to
diversity management. The results was that diversity management is strongly linked to
both work group performance and job satisfaction, and that people of color see benefits
from diversity management that go above those experienced by white employees (Pitts,
2006).
Our research builds on prior research investigating various aspects of contextual and
intervening variables to articulate a more comprehensive understanding of the
relationship between social diversity and individual job satisfaction.
The recruitment and hiring of muslim individuals in the public service as part of
governments commitment on cultural equality, gave rise to religion diversity and the
implementation of the rationalization plan as part of the government efforts of
professionalizing the agencies, bureaus and departments. Young and competent
professionals are being integrated in the government service providing fresh and
patriotic public servant. With the following changes and development, there are possible
immediate impacts among employees and its satisfaction towards work.


Significance of the Study

The findings can be utilized to help improve, develop and design policies and programs
enhancing diversity management that will benefit the organization and increase
employees job satisfaction. It can also be integrated in the reform efforts of the
government against corruption.

Conceptual Framework

Theories related to job satisfaction

A survey of literature about the theories of job-satisfaction suggests that theories are
commonly grouped either according to the nature of theories or their chronological
appearance. Dr S. Shajahan & Linu Shajahan (2004:90-99) have noted that there are
Content-theories (Maslows Needs Hierarchy, Herzbergs Two Factor theory, Theory X
and Theory Y, Alderfers ERG theory, and McClellands theory of Needs) and Process-
theories (Behavior Modification, Cognitive Evaluation Theory, Goal Setting theory,
Reinforcement theory, Expectancy theory, and Equity theory). This division of theories
is acknowledged across the literature. Fred Luthans (2005: 240-256) suggests that
there are Content (Needs Hierarchy, Two-Factors, and ERG theories); Process
(Expectancy theory and Porter & Lawler model); and Contemporary (Equity, Control and
Agency theories) theories. While, Stephen P. Robbins (2005:48-61) uses chronology
and categorizes the theories into Early-theories (Hierarchy of needs, Theory X & Y,
Two-Factor theory) and Contemporary theories (McClellands theory of needs, Goal
Setting theory, Reinforcement theory, Job Design Theory (job-characteristics model),
Equity theory and Expectancy theory). It is however, notable that content and process
theories have become standard classification(Saif, et al,2012)
The arguments presented in this section supported the underlying theories
behind the conceptualization of the present study. In which, this study theorized that
diversity management significantly affects employees job satisfaction. Figure 1 shows
Comment [l1]: Decide which among these
theories you used as basis for coming up with this
study.
the model which this study claimed to confirmed. It hypothesized that the diversity
management bears and evidently support and influenced employees job satisfaction.






Figure 1. Schematic Presentation
Hypothesis
There are effects in diversity management on employees job satisfaction.
Research Questions
1. What is the current level of job satisfaction of employees in the organization?
2. What is the level of awareness and acceptance of employees with regard to
diversity in the workplace?
3. What are the diversity management programs being implemented by the
organization
Objectives
1. To explore how members of each age group and each religious orientation
respond to diversity management;

2. To determine the effects of the diversity management on the job satisfaction
of employees in the organization

Diversity
Management
Job Satisfaction
(Public Sector)
Employees
Comment [l2]: This objective does not support
the research questions.
Method
A survey strategy will be employed in this research. A survey will be done in public
organizations through a questioner which will be developed to capture information and
data about the respondents such as age and religious orientation. For job satisfaction
survey the questioner will contain questions about their level of satisfaction about their
job, organization, management. Responses will range from 1 to 5 with 1 representing
very dissatisfied and 5 representing very satisfied. The average of the scores of all
questions will be computed to determine the level of satisfaction of the respondents. For
the Diversity Management survey the questioner will contain questions to capture
information about the presence of diversity management programs and policies to
promote diversity in the workplace and the appreciation or discontent of the
respondents about such programs. Respondents responses will range from 1 to 5 with
1 representing strong disagreement and 5 representing strong agreement. The level
of response rate should be at least 80% to ensure higher rate of representation. The
data collected will be analysed by the use of Exploratory Data Analysis Method ( EDA ).
This involves the presentation of data of the variables in charts such as bar chart,
histogram or pictogram. Questioners with incomplete information and data will not be
included in the analysis.

Sample Population and Sampling Technique
This study will be conducted in a public organization with a workforce of diverse
age and religious orientation. The population will be divided into three age groups such
as baby boomers (50 years old and older), generation X (35 to 49 years old) and
Comment [l3]: Stae yhe basis for this
questionnaire.
generation Y ( 34 years and younger). There will be only two religious orientations that
will be considered in this study which are Christians and Non-Christians. Thirty people
will be the total sample size for each organization and 50% of which are Christians (15
people) and 50% are Non-Christians (15 people). For every religious group 5 persons
will represent each of the three age groupings.

In the presentation, please follow the template presented during the start of the
class.













Comment [l4]: How are the participants chosen?
What is the total number of partiicpants?

References:

Esfahani, A. N. and Hashemi S., (2014). The Effect of Diversity Management on the
Employees Happiness (the Case of Yaran Paper Company). International
Journal of Academic Research in Business and Social Sciences, 4(5),168-176

Luthans, F. (2005) Organizational behavior. 10th ed. McGraw-Hill.

Pitts,D.W., (2009)Diversity Management, Job Satisfaction, & Performance: Evidence
from U.S. Federal Agencies, Department of Public Administration and Policy.
American University

Robbins & Stephen P. (1998). Organizational behavior: Concepts, controversies and
Applications. Prentice-Hall.

Saif, S.K., Nawaz, A., Jan, F.A., and Khan, M.I., (2012). Synthsizing the Theories
of Job-Satisfaction across the cultural/attitudinal dementions. Interdisciplinary
journal of contemporary research in business.

Shajahan, D. S. & Shajahan, L. (2004) Organization behavior. New Age International
Publications.