Strategic Leadership and Diversity Management in Nigerian Federal Inland Revenue Service Abuja (Published)
This study therefore seeks to investigate the impact of strategic leadership on Diversity Management in FIRS Abuja. Specifically, it explores how distinct leadership attributes—namely visionary direction, decision-making effectiveness, communication skills, and adaptability—diversity Management. This study adopts a survey research design. Data was collected from 425 respondents, the data collected was analysed using multiple regression analysis. The results indicated that visionary direction has the highest standardized coefficient (Beta = .546, B = .544, p < .001), indicating its strong positive influence on Diversity Management. Decision-making effectiveness also demonstrates a significant positive impact (Beta = .214, B = .225, p < .001). In contrast, communication skills, and adaptability exhibit smaller effects (Beta = .087 and .056, respectively) with p-values of .058 and .175, suggesting that their contributions to the model are less pronounced and not statistically significant at the 0.05 level. Based on the findings, the study recommends that FIRS should implement structured Visionary Direction training programmes for supervisors, establish formal Decision Making Effectiveness frameworks that provide ongoing guidance and support to employees and should nevertheless invest in robust communication strategies.
Keywords: Communication Skills, Diversity Management, adaptability, decision-making effectiveness, visionary direction
Age and Perceptions of Diversity Management in Municipal Sports Organizations (Published)
Diversity is any characteristic that creates people different from one another. It is the similarities and differences between workers in terms of gender, age, educational level, ethnicity, sexual orientation, or other dimensions. Workplace diversity is the importance of similarities and differences that exist among employees of athletic organizations. It means a workplace consisted of people who belong to various cultural groups or people with different human qualities. Age is a variable that is rarely discussed as the main point of diversity in sports organizations. Therefore the aim of the present study was to determine the impact of age on the perceptions of diversity management of employees working in east Attica municipal sports organizations. Three hundred and twenty-five subjects working in the sports municipalities in east Attica randomly selected participated in the study. For data collection, we used the scale developed by DeMeuse and Hostager (2001). After results analysis of the questionnaire scores by ANOVA, significant differences were observed in nine of a total of twenty items. It is concluded that employees of older age who work in municipal sports organizations of East Attica had more negative perceptions toward diversity in comparison to other age groups.
Keywords: Age, Diversity Management, Diversity perceptions, Municipal sports organizations, Workplace Diversity