Comparative Analysis Of Diversity And Conflict On Performance Of Local Government Staff In Mubi-North And Michika Local Governments Of Adamawa State

Abstract

This study examines the comparative analysis of diversity and conflict on the performance of local government staff in Mubi North and Michika Local Government Areas of Adamawa State. The study is anchored on Social Identity Theory and Conflict Theory, which explain how group classification and unequal access to resources contribute to workplace behaviour and performance outcomes. The main objective is to assess how workforce diversity and workplace conflict influence staff performance in the two selected local governments. A crosssectional comparative research design was adopted, and data were collected using structured questionnaires administered to 294 respondents from both LGAs. The data were analyzed using descriptive statistics such as frequencies, percentages, mean, and standard deviation. Findings reveal that workforce diversity is highly prevalent in both LGAs and is perceived to positively influence staff performance by enhancing innovation, teamwork, and service delivery. However, workplace conflict remains a significant challenge, mainly driven by poor communication, unfair management practices, resource competition, cultural differences, and weak leadership, with poor communication identified as the most dominant factor. The study concludes that while diversity improves performance, its benefits are constrained by unresolved workplace conflict. It recommends improved communication systems, inclusive leadership practices, and fair administrative procedures to enhance performance and reduce conflict in local government administration.