Importance of Individual Differences at Places of Work

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Importance of Individual Differences at Places of Work.
Introduction.
The workplace environment requires more interaction amongst the employees and their respective employers. This is because most of the job seekers from underrepresented groups will tend to have high interest with organizations that have the capacity to keep employees with diversified abilities. People at the workplaces come from diversified cultures, beliefs, and backgrounds. This explains why both profit and non-profit making organizations need diversified personnel in order to increase creativity and openness to change by maximizing and capitalizing on workplace diversity. Employers need to monitor the changes in workplaces by implementing policies needed in a multicultural work environment and diversity in order for equal treatment. To manage individual differences at places of work both the employers and employees need to recognize the values of differences and promote inclusiveness.
Prejudice and discrimination leads due to individual differences may lead to increased complaints and legal actions against the employers or employees while negative attitudes leads to destruction in working relationships and low morale. Processes such as hiring and termination of employees should not be based on prejudice and discrimination in association to diversity. For employers to successed, they need to understand that each individual person is unique and therefore they must focus on personal awareness when creating a workforce (Taylor, 1991). Increase in productivity can be as a result of high respect to individual differences. The business image in terms of recruitment process, marketing ability and reduced lawsuits can be highly improved when individual differences and factored. The changing world and markets requires a diversified team of employees which adds high value to the organization. When individual differences are respected there will be benefit to the organization due to increased competitiveness and work productivity. A workplace where every individual has equal access to resources, opportunities and challenges should be created by the employers.
At workplaces, individual differences have a greater role to place in which they influence the functionality and the success of an organization. Employers/employees in any context have Individual differences in relation to; personality and intelligence (Self-esteem, generalized self-efficacy, Locus of control and neuroticism. ), cultural diversity (Collectivism/individualism) and demographical factors (educational level, age, marital status, and organizational tenure). This difference affects the organization in terms of performance due in relation to the following factors; job satisfaction, organizational commitment, job involvement, career commitment and career satisfaction (Meyerson, 2002).
The core values of the organization should aim at providing the employees with the means to adapt and survive in the rapidly changing global economy, these should be ways of managing stress, maximize their potential, enhance their financial support systems, develop admirable personalities, and self-esteem.
Personality and intelligence.
Personality traits and intelligence is basically a genetical function which determines an individuals level of self esteem, generalized self-efficacy, locus of control and neuroticism. ThePersonality can be handled at the places of work in relation to job satisfaction, organizational commitment, and career development. At the places of work the extraversion trait is evidenced in terms of extroverts and introverts whereby the extroverts normally have a sense of job satisfaction, organizational commitment and increased career development compared to introverts.
The employees who tend to have high levels of agreeableness at the workplace with their co-workers and employers have high job satisfaction and commitment compared to their counterparts who are generally dissatisfied with the nature of the job.
Conscientiousness on the other hand leads to either intrinsic or extrinsic job satisfaction and commitment, individuals who possess high levels of conscientiousness are more involved likely to advance quickly at workplaces and receive many rewards compared to their counter-parts who possess qualities such as lack of motivation that is caused by unconsciousness (McLauren, 2010). These rewards may be formal rewards such job rank promotion or informal rewards like recognition for example employee of the month, year or one with sterling performance.
Neuroticism is the personality trait associated with emotional instability, individuals with neuroticism are emotionally unstable and tend to be dissatisfied with the nature of the job and are more stressed leading to troubles at the workplaces (Cundiff and Komarraju, 2008). The trait of openness to experience. Individuals who portray this trait at the places of work have the ability to accept the exposure of change and take challenges. Intelligence and personality are always interrelated. Whereas personality determines a person ability to relate to others, intelligence is associated with cognitive processes and measured using tests.
At the places of work, personality and intelligence differences amongst the individuals are very important because they help in the prediction of behavior. The organizational policies expect the individuals to act as per the rational ideals of which they can not accomplish. Therefore, the management should be properly equipped for comprehension and prediction of employees/employer behavior and should carry out the selection of workers based on the personality assessment that is accurate. It is difficulty to for individuals to determine their own inadequacies when difficulties ar...