Abstract
The world-wide shift in demographics, changing immigration patterns and social change are all factors that affect the work environment. (Brevis & Vrba, 2014: 194). The demands of globalization, technological innovation, economic imperatives, ecological sensitivity and the need for sustainable development are the challenges that business organizations worldwide face in order to survive. From the human perspective the challenges are about socio-political transformation and especially about managing and celebrating diversity (Magretta, 1999). The diversity aspect of the topic is an important part of the economic landscape in post-apartheid South Africa where phrases like “economic freedom†are voiced from labor unions and political figures alike. These calls from the likes of Julius Malema, the then leader of the African National Congress Youth League, Zwelinzima Vavi, the General Secretary of the Congress of South African Trade Unions and Matthews Phosa, Treasurer-General of the African National Congress are often the focus of news reports (ANCYL march – Day 2, 2011; Phosa calls for economic freedom, 2012; Vavi, 2012). Almost half the organizations reported that the biggest challenge facing organizations over the next ten years is obtaining human capital and optimizing their human capital investments (HR Magazine. 55, no.11 (November 2010): 80) in Bohlander & Snell (2013: 21). Bohlander & Snell (2013: 21) further answer the question of why is this so? Changes in the demographic makeup of employees, such as their ages, education levels, and ethnicities, are part of the reason why. In this current study, a population study of 50 public servants in a selected public sector industry was used. Data was collected through the administration of the organizational diversity questionnaire and job satisfaction questionnaire. Individuals in the population sample were instructed to complete a questionnaire as a measuring instrument. The copies of ODQ and JSQ were distributed among public servants at a selected public service department.
Highlights
The workplace environment has become increasingly diverse, and this holds true in the South African context
The results reject the alternative hypothesis which is the existence of workforce diversity management programs are positively correlated with job satisfaction. This current study focused on the relationship between organizational diversity management and job satisfaction
The final conclusions of the current research study tend to indicate that practitioners should view organizational diversity management within the context of the business strategy of the particular organization in which they are operating within, and should take into account the fact that organizational diversity management may have an impact on the performance of the organization
Summary
The workplace environment has become increasingly diverse, and this holds true in the South African context. The aim of this study is to clearly define what workplace diversity is and explore the nature of the relationship between diversity and employee's job satisfaction in a selected public sector. Some key challenges identified in the South African context include creating a supportive and attractive work environment that’s inclusive of diversity, staff retention and an organizational culture that will work in unison with diversity. Organizational diversity management and job satisfaction among public servants in South Africa has become a pertinent issue because of the diverse nature of the South African society the need for this research study. The importance of the research presented here is that diversity facilitates mutual exchange for the creation, elaboration and sustainability of organizations; democratic, organizations within the Republic of South Africa
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
