Individual Differences In The Workplace

One thing similar for all kinds of workplaces is diversity. No two people are the same, so the staff at any given company is always compiled of many people who often have to work out their differences. It is the team leader’s/manager’s/employer’s main task to learn how to us these differences and individual strengths in order to achieve the best results for the business.

Diversity at the workplace can be a good asset if one knows how to use it. In order to point out the strong and weak points of every employee, the staff should be monitored and tested. This is usually done before people are accepted for a job. Assessing the candidates in this way allows employers to choose the ones that will strengthen the team as a whole. The main drawback of these tests and interviews is the fact that they are mainly focused on strengths. It is imperative to determine whether the candidate possesses the qualities needed to succeed in the job, but this is not enough. In some cases, even the best qualified person will not be able to uncover their true power because of the interpersonal issues arising within the team. This aspect of interaction is often overlooked. This results in conflicts that can lead to bullying and more serious forms of abuse. In the best case scenario, this lack of personal compatibility simply reduces the productivity of the team. In this case, even a group of specialists with lower qualifications can achieve better results.

The major differences that must be considered when working with a diversified team are culture, race, gender, sexuality, religion and age. Any and all discrimination should be punished by an unbiased senior executive. Cultural and religious customs should be taken into account when designing work plans and any events that may interfere with the employees’ spiritual practices. People with special needs should be considered as a part of this group and treated as equal members of the team, while providing the benefits they require.

In order to succeed with making the best of a culturally diversified team, the manager should be able to treat every member equally. This means that this person should be unbiased and well educated in the cultural and spiritual matters. If the company is big, it is best to have a specialized employee, or a separate department, that will monitor the differences between the staff and develop the strategies that will help prevent any conflicts. When any interpersonal issues are worked out and the team is made up of individuals that highlight each other’s strengths, the best business results can be achieved with minimum effort.