Diversity in the workplace allows an organization to explore multiple avenues of reasoning when dealing with work related issues. Personality traits, types, and disorders can be a powerfully influence on human relations at work and in many case these dynamics can be crucial to the success or failure of an organization (Miller, 2003). In 2008, Melissa Wong, Elliroma Gardiner, Whitely Lang and Leah Coulon, conducted a study to examine whether personality and motivational driver differences exist across generations and the effect on the work environment and productivity (Wong, Gardiner, Lang, & Coulon, 2008). Similarly, in 2013 Georg Kodydek and Ronald Hochreiter conducted a study to investigate the impact of personality traits on overall interaction
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In addition, groups and teams share responsibilities, communicate, and interact regularly among one another and manage their internal and external relationships across organizational boundaries (Cohen and Baily, 1997). While both of these studies look at the potential barriers of managing multiple and sometimes conflicting personality traits, when a manager is able to detect individual personality traits, strengths, and weaknesses that manager is able to interact with each individual in a way that is conducive to that employee’s performance and productivity. Interestingly, while both studies observed the impact of age, background, personality and other diversity factors on an organization, neither of these studies identified critical issues. Therefore, the only suggestions would be to offer guidance on how to better managed diversity in the …show more content…
Management has the added challenge of figuring out when there is a real work-related issue versus a non-issue being exacerbated by conflicting personalities and diversity. The benefit of understanding differing personalities allows a manger to develop the most strategic way to interact and manage an employee. While some employees need more interaction and supervision, others may not. Therefore, incorporating this understanding and applying these concepts into management techniques not only encourage cohesion in the team, but it allows a manager to lead in a way that is advantageous not only for him or herself, but for the entire times and work
In addition, groups and teams share responsibilities, communicate, and interact regularly among one another and manage their internal and external relationships across organizational boundaries (Cohen and Baily, 1997). While both of these studies look at the potential barriers of managing multiple and sometimes conflicting personality traits, when a manager is able to detect individual personality traits, strengths, and weaknesses that manager is able to interact with each individual in a way that is conducive to that employee’s performance and productivity. Interestingly, while both studies observed the impact of age, background, personality and other diversity factors on an organization, neither of these studies identified critical issues. Therefore, the only suggestions would be to offer guidance on how to better managed diversity in the …show more content…
Management has the added challenge of figuring out when there is a real work-related issue versus a non-issue being exacerbated by conflicting personalities and diversity. The benefit of understanding differing personalities allows a manger to develop the most strategic way to interact and manage an employee. While some employees need more interaction and supervision, others may not. Therefore, incorporating this understanding and applying these concepts into management techniques not only encourage cohesion in the team, but it allows a manager to lead in a way that is advantageous not only for him or herself, but for the entire times and work