Akinyi Ochieng Milkah, Bula Hannah Orwa


Employee performance has been a major issue in Faith Based Organizations. Although there has been an effort to solve the problem, the major drive behind the processes in these organizations has been backed by the ‘faith’ aspect thus leaving behind other salient contributors to the performance of Faith Based Organizations. Over time, leadership in Faith Based Organizations has presumed that the available opportunities were to be filled by workers whose efforts were perceived to be more of a call than duty and whose results should be measurable. The big question has been how these organizations can deal with these changes in the workforce without undermining or contravening the religious beliefs, and cultural/behavioral orientation which may lead to attrition and decline in performance. Therefore, due to the foregoing changes in the workforce, this study is envisioned to explore the relationship between employee performance and workforce diversity that is over and above the belief that is faith orientated especially at a point where Faith Based Organizations have ventured into income generating activities that exposes them to equally compete with other competitors in business and fight for the best in the labour market without watering down the base belief of the organization. Over time, the current changes in the workforce with regards to their attitude, skills, interests as well as their relationship with other workers are beyond the control of management especially the bid to make them less impairing to the organizations. It is true that with the changing times religion alone would not be a standalone factor to qualifying employees onboard.


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