ABSTRACT

This study focused on "Impact of diversity conflict management on organizational performance ” A study of two selected financial institutions in Abia State. On the course ofthis study relevant literatures were reviewed to ascertain the views of authors on the said topic. The specific objectives of the study are to: Examine the impact of cultural gap in the workplace on organizational performance in the selectedfinancial institutions. Determine the challenges of non-utilization oj established organization language on organizational performance in the selected financial institutions. Ascertain to what extent prejudice affects organizational performance in the selected financial institutions. Examine the relationship between gender discrimination and organizational performance in the selected financial institutions. The population was 477stafffrom which 218 was derived as the sample size and also served as the number ofquestionnaire distributed and 200 questionnaire was duly returned. Respondents were drawn through stratified random sampling technique. The instrument used for data collection was questionnaire which responded on five point likert scale ofstrongly agree, agree, neutral, strongly disagree, disagree . The instrument was confirmed to have high validity and reliability. Four research questions were analyzed using frequency and percentages and, four research hypothesis were analyzed using Pearson’s Correlationcoefficient and ANOVA method of data analysis, Statistical Package for Social Science (SPSS) tool was used to determine the result. The majorfindings are Hypothesis 1 resultshowed that Cultural gap in the workplace has significant impact on organizational performance in the selectedfinancial institutions ( (F= 1079.674, R2 =0.845; adjusted R2=0.844; P=0.000). P< 0.05 at significant level). Hypothesis 2 indicates that Ethnicity and attitude differences are challenges ofnon-utilization ofestablished organizational language which affects organizational performance in the selected financial institutions. (F= 931.259, R2 =0.825; adjusted R2=0.824; P=0.000) P< 0.05 at significant level) Hypothesis 3 analysis result signifies that, Prejudice inversely affects performance, effectiveness and efficiency ofthe selected banks((F= 535.037, R2 =0.730; adjusted R2=0.729, P=0.000). P< 0.05 at significant level) and Hypothesis 4 analysis indicates that gender discrimination has no positive relationship with the institutional performance of the selected banks (F= 291.926, R2 =0.596; adjusted R2=0 594 P=0.000 P< 0.05 at significant level) The researcher recommended that Integration of cultural diversity should be highly encouraged by the management of the banks as it enhances employees’ performance which results to organizationalperformance.