The influence of cultural diversity management on the strategic growth of faith-based mission hospitals in Nairobi and Kiambu counties in Kenya

Abstract

The strategic growth of Faith-Based Mission Hospitals is vital in order to improve community health, ensure the sustainability and efficacy of healthcare services in a variety of frequently neglected areas, and improve healthcare delivery. The overall goal of this study was to assess the role of cultural diversity management on the strategic growth of faith-based mission hospitals in Kiambu and Nairobi Counties. Understanding the complex effects of cultural diversity management on strategic growth goals is vital because hospitals manage the intersection of the varied cultural backgrounds of their stakeholders, patients, and staff Specific objectives were to determine the influence of cross-cultural communication approaches on the strategic growth of faith-based mission hospitals, diversity training, the role of diversity recruitment practices and diversity policies on the strategic growth of faith-based mission hospitals in Kiambu and Nairobi Counties. Theories anchoring the study were the diversity management paradigms, Hofstede's Cultural Dimensions Theory and the Resource Based Theory. The study adopted a descriptive research design where the findings were used establish the influence of cultural diversity management on growth of faith-based mission hospitals in Kiambu and Nairobi Counties. The target population was 454 diverse employees (doctors, specialists, clinical officers, nurses, chief executive officers and corporate managers) distributed in 17 hospitals in the counties. The sample size was 265 individuals calculated by application of stratified and random sampling methods. Each faith-based hospital was allocated a proportionate number of respondents according to the sub-populations in each of them. A structured questionnaire was used to collect primary data relating to each objective of the study. Quantitative data analysis was used which involved both descriptive (percentages, means and standard deviations) and inferential analysis (Correlation and regression) supported by a computer software, the Statistical Package for Social Sciences (SPSS). The study revealed that diversity training has the most substantial positive impact on the strategic growth of faith-based hospitals, underscoring the importance of comprehensive training programs in fostering organizational development and success. Diversity recruitment practices also does contribute positively to strategic growth, though to a lesser extent, by ensuring a diverse and capable workforce. However, cross-cultural communication approaches showed a negative impact on strategic growth, despite being statistically significant, suggesting potential challenges or conflicts that need to be addressed. Diversity policies, on the other hand, had a negligible and statistically insignificant impact. This means that faith-based mission hospitals should prioritize diversity training as a key strategy for growth due to its strong positive impact. Enhancing diversity recruitment practices can also contribute to strategic growth, though it should be integrated with training efforts. Cross-cultural communication approaches require careful assessment and refinement to ensure they positively impact strategic growth. While diversity policies are essential, their direct impact is minimal without effective implementation and support from other diversity initiatives. This study will be beneficial to hospital administrators and managers in faith-based mission hospitals for it has provided insights that would enable them enhance cultural diversity in their institutions.