Aviation Organization in Nigeria - Research Paper Example

Women workforce in Nigeria would aid the development of its economy as women have started taking tertiary education. Third, it is also important to understand the difference in the managers’ attitudes to work, in both Nigeria and the United States. This is important as many MNCs have expanded their operations in developing countries and employ both local and expatriate managers. The managers need to have an in-depth understanding of how to manage diversity because decisions on issues such as recruitment and training, promotions and retentions, could vary.

Managing diversity could mean utilizing the differences to gain competitive advantage. It not only helps in recruitment and employee retention, it also leads to reduced turnover and absence costs, enhanced customer service and greater flexibility and creativity in the organizations (Maxwell, 2004). Nigeria is the most populous African country having about 130 million inhabitants. It consists of more than 250 ethnic groups and is besieged with ethnic and religious tensions. Nigeria has an abundance of labor and scarce talent.

The average Nigerian could find employment based on the culture, religion, language, gender and educational qualifications. Attracting, developing, deploying and retaining talent has become a major concern in Nigeria. Nigeria has been facing the challenge of managing religious and political diversity ever since its independence in 1960 (Anaba, 2011). In the aviation sector diversity matters to customers; hence, in the airline company proposed to be set up in Nigeria, diversity should be kept as a part of the hiring policy.

The commercial airline is a highly competitive, safety-sensitive, high technology service industry (Applebaum & Fewster, 2002). The core competency can come from people and employees. Hence, the focus should be in managing people. The whole aviation sector functions as a traditional, top-down, highly divisionalized, industrial model of operations and governance. To have a customer-centric, learning-oriented workforce capable of adapting to the strategic goals and the change-imperative facing the industry, diversity and equal opportunity are required.

Southwest Airlines believes that its dedication to ensure employee diversity also ensures the right fit. They give preference to women and minorities in interviewing them ahead of other candidates. Diversity and Equal Employment Opportunity at Continental Airlines experienced continued profits and double-digit growth. It has an aggressive attitude towards hiring, training and retaining minority employees as a result of which 23% of its employees and 37% of its employers are minorities. America West also has a corporate statement of commitment regarding equal employment opportunity that is updated annually.

United is committed to provide opportunity for career advancement for women and minorities. Diversity matters to customers and this has been incorporated as the organization’s hiring policy. Delta Airlines also promotes the development of women and black pilots in an industry where only 5% of all pilots are women and less than 1% is non-Caucasian. Applebaum and Fewster find that a high correlation exists between customer satisfaction and that of employees. A high correlation also exists between satisfied employees and world-class human resource practices.

Women in Nigeria have