The business case for diversity in the workplace sasrong one, whatever sector you're in. Let's review...

  

 

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The business case for diversity in the workplace sasrong one, whatever sector you're in. Let's review the evidence: Research by McKinsey shows that gender-diverse companies are 15% more likely to outperform their peers, while ethnically diverse companies are 35% more likely to do the same. And a multigenerational workforce has been proven to provide a distinct advantage for companies, by bringing togother a wide range of ideas and knowiedge But what about diversity in terms of the personaltes of the people we recruit into our companies? Naturally, we tend to get on best with like-minded pecple, those who behave in the same way as us, who see the world as we do. So it's no surprise that when it comes to recruitment, we tend to select those similar to ourselves. You might question whether this is a problem. If everyone is the same, you'l all get on well and be highly productive, right? However, in reality, there are many reasons why, like with gender, age and expertise, we need a diverse mix of personalities in the workplace The case for personality diversity Greater diversity of personalties means a greater balance of strengths and weaknesses, and this is important for any company. Your organisation needs different people to fulfil very cifferent roles: to fit together like a puzzle to drive your business forward. You need risk takers to prompt you to try new things, as well as analytical people who will pay attention to the detail and keep you on the right course. imagine if your organisation was full of highly affectionate individuals. On one hand, you're great at making people feel valued and creating a caring environment. But what about when you have to give feedback and manage some of the more difficuit people things you need to do to make your business successful? Different personalities working together also means a groater variety of perspectives on problems and situations your organisation will inevitably face. If everyone thinks the same, the opportunities for solving a problem will be limited. Ideally, you neod different perspectives that can be discussed and debated to allow you to come to the best decision for the business. A broader variety of people with different strengths also means you can delegate tasks according to what makes people tick, and in doing so, improve enployee engagement and productivity. For example, if someone is more analytical by nature, it may be that tasking them with data analysis will be a better fit than choosing someone who tonids to focus on the big picture and less on the detail. By bringing together people with different talents, you can create a team that's more powerful than the sum of its parts Finally, the personalities of everyone in the workplace allects the morale and atmosphere. And if each person has something to contribute and a different porspective, it can help to create a positive work environment. Improving personality diversity First, you need to understand who you currently have in your organisation. By asking employees to complete a personality questionnaire, you can see where your collective strengths and weaknesses lie. By sharing this information with your teams, you empower people to understand where they need to adapt and flex to meet the requirements of the business. It also enables you to develop coaching plans to help develop people in areas they might be less comfortable, such as presenting, managing or making tough decisions. When it comes to recruitment, you can align your docision-making with the goals of your business. For example, if you have an organisation full of people who are very flexible but also very indecisive, you may consider recruiting someone who is more goal-oriented and decisive to push your business forward. However, to enable them to make an impact you need to have a culture in place that allows them to disrupt comfortably. Through coaching and development, you can work on shifting the current culture to meet new personalities halfway. A wide mix of personalities in the workplace means a greater balance of strengths and weaknesses and better quality decision-making. And it creates a stronger workplace atmosphere where everyone feels they have something to contribute. Personality profiling tools, like Facet5, provide companies with an important snapshot of the personalities that exist within their current organisation, so they can identify where the gaps lie. Article source https://www.t-three.com/soakinsight importance-of-personality-diversity-in-the- workplace QUESTION ONE (30 MARKS) There are five general traits or personality characteristics each of which is viewed as a continuum along which every individual, or more specifically, every mariager falls within. Research and discuss with the use of examples, each of these FIVE (5) characteristics that managers predominantly fall within. Ensure that appropriate and realistic information and examples are used to support your discussion. SHORT ESSAY GUIDELINES: Font Arial, size 12; Justified; 1.5 line spacing Length of answers should be appropriate to the mark allocation This assessment should be written in context of clarity and application of relevant theory END OF PAPER The business case for diversity in the workplace sasrong one, whatever sector you're in. Let's review the evidence: Research by McKinsey shows that gender-diverse companies are 15% more likely to outperform their peers, while ethnically diverse companies are 35% more likely to do the same. And a multigenerational workforce has been proven to provide a distinct advantage for companies, by bringing togother a wide range of ideas and knowiedge But what about diversity in terms of the personaltes of the people we recruit into our companies? Naturally, we tend to get on best with like-minded pecple, those who behave in the same way as us, who see the world as we do. So it's no surprise that when it comes to recruitment, we tend to select those similar to ourselves. You might question whether this is a problem. If everyone is the same, you'l all get on well and be highly productive, right? However, in reality, there are many reasons why, like with gender, age and expertise, we need a diverse mix of personalities in the workplace The case for personality diversity Greater diversity of personalties means a greater balance of strengths and weaknesses, and this is important for any company. Your organisation needs different people to fulfil very cifferent roles: to fit together like a puzzle to drive your business forward. You need risk takers to prompt you to try new things, as well as analytical people who will pay attention to the detail and keep you on the right course. imagine if your organisation was full of highly affectionate individuals. On one hand, you're great at making people feel valued and creating a caring environment. But what about when you have to give feedback and manage some of the more difficuit people things you need to do to make your business successful? Different personalities working together also means a groater variety of perspectives on problems and situations your organisation will inevitably face. If everyone thinks the same, the opportunities for solving a problem will be limited. Ideally, you neod different perspectives that can be discussed and debated to allow you to come to the best decision for the business. A broader variety of people with different strengths also means you can delegate tasks according to what makes people tick, and in doing so, improve enployee engagement and productivity. For example, if someone is more analytical by nature, it may be that tasking them with data analysis will be a better fit than choosing someone who tonids to focus on the big picture and less on the detail. By bringing together people with different talents, you can create a team that's more powerful than the sum of its parts Finally, the personalities of everyone in the workplace allects the morale and atmosphere. And if each person has something to contribute and a different porspective, it can help to create a positive work environment. Improving personality diversity First, you need to understand who you currently have in your organisation. By asking employees to complete a personality questionnaire, you can see where your collective strengths and weaknesses lie. By sharing this information with your teams, you empower people to understand where they need to adapt and flex to meet the requirements of the business. It also enables you to develop coaching plans to help develop people in areas they might be less comfortable, such as presenting, managing or making tough decisions. When it comes to recruitment, you can align your docision-making with the goals of your business. For example, if you have an organisation full of people who are very flexible but also very indecisive, you may consider recruiting someone who is more goal-oriented and decisive to push your business forward. However, to enable them to make an impact you need to have a culture in place that allows them to disrupt comfortably. Through coaching and development, you can work on shifting the current culture to meet new personalities halfway. A wide mix of personalities in the workplace means a greater balance of strengths and weaknesses and better quality decision-making. And it creates a stronger workplace atmosphere where everyone feels they have something to contribute. Personality profiling tools, like Facet5, provide companies with an important snapshot of the personalities that exist within their current organisation, so they can identify where the gaps lie. Article source https://www.t-three.com/soakinsight importance-of-personality-diversity-in-the- workplace QUESTION ONE (30 MARKS) There are five general traits or personality characteristics each of which is viewed as a continuum along which every individual, or more specifically, every mariager falls within. Research and discuss with the use of examples, each of these FIVE (5) characteristics that managers predominantly fall within. Ensure that appropriate and realistic information and examples are used to support your discussion. SHORT ESSAY GUIDELINES: Font Arial, size 12; Justified; 1.5 line spacing Length of answers should be appropriate to the mark allocation This assessment should be written in context of clarity and application of relevant theory END OF PAPER

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answer There are five general traits or personality characteristics each of which is viewed as a continuum along which every individual or more specifically every manager falls Research and discuss wi... View the full answer