The Effect of Discrimination in a Work Performance in Organization (a Case Study of Nigeria Police Force)
CHAPTER ONE
Objective of the study
The objective of this study was to examine the effect of discrimination in a work performance in organization using Nigeria Police force, Lagos state as a case study. The specific objectives include to:
- examine the nature of discrimination in the Administration of Nigeria Police force.
- identify the root causes of workplace discrimination and how they can be addressed.
- assess the effect of workplace discrimination on employee performance in the Nigeria Police force.
- identify legal remedies available to victims of workplace discrimination at the Nigeria Police force.
CHAPTER TWO
LITERATURE REVIEW
Introduction
The increasing diversity of the workforce presents myriad opportunities and challenges to Nigerian organizations. Organizations that manage diversity effectively reap a number of positive benefits, such as increased productivity, higher rates of retention, and greater ability to recruit high-potential candidates. It is a challenge for organizations not only to manage diversity effectively by implementing fair policies and reinforcing appropriate managerial behaviours but also to pay attention to their employees’ perceptions of discrimination. This chapter is devoted to literature on workplace discrimination. We shall look at the theoretical approaches to underpinning workplace discrimination, and its impact of productivity.
Theoretical Background on Workplace Discrimination.
Several theoretical approaches from social psychology and organizational behaviour provide useful perspectives from which to understand the phenomenon of perceived discrimination (Alderfer, Alderfer, Tucker, and Tucker, 1980; Cox, 1993; Tajfel and Turner, 1985). One main approach, social identity theory, maintains that individuals categorize themselves and others into distinct groups based on shared salient characteristics, such as personal demography (Tajfel and Turner, 1985). Perceived discrimination is an individual’s perception that he or she is treated differently or unfairly because of his or her group membership (Mirage, 1994; Sanchez and Brock, 1996). Furthermore, when individuals feel they are mistreated because of their group membership, they often feel alienated and angry, which can result in negative work-related behaviours.
CHAPTER THREE
METHODOLOGY AND ORGANIZATIONAL PROFILE
Introduction
This chapter outlines the process, methods and design with which the research was conducted. It therefore covers the research design, sampling procedures for data collection, sources of data and mode of data analysis thereby giving the framework or guidelines with which the research was conducted to arrive at the findings and conclusions.
Research Design
Before selecting a research design, it is important to be clear about the role and purpose of research design. We need to understand what research design is and what it is not. We need to know where design fits into the whole research process from framing a question to finally analyzing and reporting data.
Although some people dismiss descriptive research as `mere description’, good description is fundamental to the research enterprise and it has added immeasurably to knowledge of the shape and nature of our society. Descriptive research encompasses much government sponsored research including the population census, the collection of a wide range of social indicators and economic information such as household expenditure patterns, time use studies, employment and crime statistics and the like.
The research is descriptive in nature. The descriptive approach portrays an accurate state of the effect of discrimination in a work performance in Nigeria police force.
The study focused on selected police stations or offices within Lagos state. This provides a comprehensive strategy for the researcher to make appropriate inferences with respect to discrimination in a work performance
CHAPTER FOUR
DATA ANALYSIS, PRESENTATION AND INTERPRETATION
Introduction
This chapter comprises presentation and analyses of data from the field work to investigate the effect of workplace discrimination on employee performance in the Ghana Police Service. In using SPSS statistical tool of presentation, the data is represented in tables. In all 150 questionnaires were administered to the respondents (personnel of the police service) out of which 110 was retrieved after a scheduled period representing a recovery rate of 73%. Items which were not answered on the questionnaires are treated as missing. The valid percentages were used that is percentages excluding missing values.
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
Introduction
This chapter presents the summary of the previous chapter and also focuses on the findings, conclusion and recommendations. The chapter also gives some recommendations for further studies in the area of effect of discrimination in a work performance within the Nigeria Police force.
Summary of findings
This section presents summary of findings from the data analysis stage. This, the researchers believe is an abridged and accurate account of the feedback gathered from the field work.
Nature and Root Causes of Discrimination in the Nigeria Police force
The study revealed that discrimination exists in the police service. This was affirmed by approximately 56 per cent of the respondents contacted. Approximately 44 per cent however denied ever experiencing any form of discrimination in the service.
The study found that discrimination on the grounds of ethnicity recorded the highest percentage (38%). Discrimination based on gender recorded approximately 24 per cent. Discrimination relating to sexual harassment and sexual orientation recorded 12 per cent and 4 per cent respectively (see table 4.8).
The study further disclosed that even though some respondents did not personally experience any act of discrimination, they received complaints from peers regarding discriminative acts
against them. Approximately 63 per cent of respondents confirmed receiving complaints of being discriminated against.
Surprisingly, the study found that approximately 54 per cent of respondents failed to report their experiences. This they argued was not necessary since that would further lead to victimization.
Effect of Workplace Discrimination on Employee Performance
In assessing the effect of discrimination on employee performance, respondents were asked questions using 7 variables. First the study sought the perception of respondents regarding discrimination. Almost all respondents agreed strongly with the statement that discrimination was a bad experience hence must be discouraged and resisted by all.
On the second variable, the study examined whether discrimination was a source of disincentive to work. This finding reaffirmed the assertion that where there is discrimination, skills and competencies cannot be developed, rewards to work are denied and a sense of humiliation, frustration and powerlessness takes over.
Assessment of existing legal remedies on discrimination
The study also assessed the contribution of legal remedies in mitigating the effect of discrimination on employee performance. The study found that legal relieves were weak and non-responsive to the plights of victims. Approximately 56 per cent assented to this (see table 4.13).
Conclusion
The object of this research was to assess the effect of discrimination in a work performance in organization. The study found that even though some level of discrimination is needed for decision making, extreme form of discrimination relating to ethnic, gender or sexual orientation and even political persuasion should be discouraged. Discrimination is also a source of disincentive to employees or personnel of the police force and if not controlled would result in low productivity which may have security implications for the country.
Recommendations
The study provides some insightful results and also an avenue for future use in the field of Human Resource practice. Having undertaken the research to assess the effect of discrimination in a work performance in organization, the researcher recommends the following;
Interestingly, respondents disagreed with the statements that sought to link the effect of discrimination to resignation and feeling of regret for joining the police force. This, respondents argued that even though they go through this practice (discrimination) day in day out, it was not too serious to warrant resignation from the service.
Training programmes for personnel of the Nigeria police force
It is extremely imperative to properly train all personnel and managers to ensure that they are familiar with discrimination laws. This will help to ensure that in the discharge of their duty or a meeting between managers and subordinates discrimination is reduced to the minimum. Some laws that personnel and managers should be familiar with are the Labour Act, Civil Rights Act and the police code of conduct
Enforcement of Policies by the Nigeria police force
The IGP and other commanders must attack the uncomfortable topic of discrimination in their handbook. They must be clear about what is considered discriminatory and what the consequences are for any person found violating the policy. Again, in this step it is imperative to treat all personnel the same regarding discrimination claims. It is also very important to take all claims seriously and conduct a thorough and proper investigation.
Additionally, the Police service must have a written termination policy which explains how and why personnel’s service can be terminated in relation to discrimination.
However, management must not lose sight of the fact that some level of discrimination is required for decision making. For instance, during the recruitment and selection of applicants to join the police force, some level of discrimination is allowed to pave way for the right people to be selected.
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