Cultural Conflicts Management

The purpose of this research was to explore the influence of conflict of cultural diversity on work performance at Orange Telecommunication Company Limited Sierra Leone.The motion of this research was born out of the researcher’s own observation and experience.Therefore,to understand the phenomena,this research created two major groups,first: the Orange Limited stakeholders and second: the staffs.It used empirical research to gain more knowledge and understanding.The proceeding methodological process presents the structural framework that was followed to complete this research.A mixed methodology,which combines both quantitative research and qualitative research approaches were utilized.An interview was conducted with the use of questionnaires for getting an insight about Orange Limited Sierra Leon’s performance via cultural diversity of it staffs.The researchers have found from the survey that there are different factors that influence the organization’s performance which can be classified into three broad categories: demographic attributes,social attributes,and cultural attributes.Although conflict of cultural diversities are important factors for organizational performance in developing countries like Sierra Leone,but the importance of other factors cannot be discriminated.The reliability and validity measurement scales were used to scrutinize the data.Correlation and regression analysis were employed to evaluate the relationship between the stated diversities and organizational performance,and the moderating effect of team size in the model.Results of testing the model discovered two important findings: first,demographic attributes,social attributes and cultural attributes have a direct positive relationship with organizational performance.The results further showed that demographic attributes such as age,gender and ethnicity are the most determinant factor of organizational performance followed by cultural attributes such as beliefs,values,preference,religion,background etc.and social attributes such as education,experience,skills etc.respectively.Second,the moderating effects of team size was tested,which showed that the attributes have a more positive effect on organizational performance for large team than for small team.The authorities can offer more conducive working environment and focus more attention to small teams for expanding their contributions on organizations performance.Thus,the findings draw attention to the relevance of team size in moderating the effects the diversities have on organizational performance.