EFFECT OF DIVERSITY IN CONFLICT MANAGEMENT ON ORGANIZATION PERFORMANCE IN FEDERAL POLYTECHNIC MUBI AND FEDERAL POLYTECHNIC, BAUCHI, NORTH EAST NIGERIA

Abstract

This study examined the effect of diversity in conflict management on organizational performance in Federal Polytechnic Mubi and Federal Polytechnic Bauchi, North East Nigeria. The study adopted a descriptive research design. The population comprised staff of both institutions, totaling 3,609 employees—2,407 from Federal Polytechnic Mubi and 1,202 from Federal Polytechnic Bauchi. A sample size of 361 was determined using the Taro Yamane formula. Primary data was collected through direct communication with respondents. Hypotheses were tested using regression analysis at a 0.05 level of significance. The findings revealed a significant positive relationship between cultural diversity and conflict resolution (β = 0.412, p = 0.000), indicating that increased cultural diversity improves conflict management and enhances organizational performance. Additionally, gender diversity positively influenced conflict management, contributing to better organizational outcomes (β = 0.295, p = 0.001). Lastly, the results (β = 0.381, p = 0.000) indicated that organizations with a mix of different age groups benefit from improved conflict management and overall performance. Based on these findings, it is recommended that institutional management implement policies and programs that encourage cultural diversity in the workplace, such as cross-cultural training, inclusive hiring practices, and mentorship programs. Additionally, gender diversity policies should be developed and enforced to support equal opportunities for all employees. Furthermore, institutions should foster an age-diverse workforce by promoting intergenerational collaboration through mentorship programs, flexible work arrangements, and training tailored to different experience levels.