Particular organisations which implement formal organisational team sport participation, do not know whether the specific sport intervention contributes to the diversity management objectives of the organisations.
A qualitative study was done to determine whether organisation team sport interventions have an impact on the participating employee’s relationships, trust and respect towards each other despite their differences. The diversity constraints relevant in this study are race, ethnicity, generation gaps, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, parental status, education and income.
The study was conducted among 26 employees employed at two financial organisations in South Africa and participating in organisation team sport. The data was collected by means of focus group interviews and individual interviews where open-ended questions and probing questions to participants were asked.
Data analysis was used to make sense of, formulate and arrange the data so that it can be presented in a clear and logical account. Lastly, a conclusion of this study and discussion of the limitations and recommendations for organisations in terms of the implementation of organisation team sport interventions to overcome diversity barriers in an organisation, as well as further research was made.
|Keywords:||Diversity, Diversity Management, Organisation Team Sport, Communication, Relationship, Trust, Goals, Respect, Cohesion, Commitment|
Lecturer, Human Resource Management Department, University of South Africa, Pretoria, South Africa
Professor, Human Resource Management Department, University of Pretoria, Pretoria, South Africa
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