Professional Documents
Culture Documents
Impact of Personalities and Diversities
Impact of Personalities and Diversities
HCS/370
October 2, 2017
Steve Kovak
Part 1
2
Personality Results
Personalities and diversities carry a great amount impact within an organization, and with
the growth of diversity, the workplace must be functional and effective for everyone. Justin, a
manager at the local medical waste company management company has been assigned a team to
pilot a new program that will benefit the health care community. Within the new team Justin has
been assigned to, he notices that there is a lot of diversity amongst the group and wonders how
well each one will collaborate with each other. Justin decided to provide a personality test to get
things started to give himself an idea of what type of people he is working with to help with
There are sixteen different personality types. Each member of the learning Team E has
taken the test to see what kind of personality they have out of sixteen types. Keyana Goode has
the ESTP personality type which is practical and observant, fun loving, exciting and
spontaneous, risk takers, resourceful and adaptable, Charismatic and fun. She is a “doer”, adapt
easily and loved by everyone. Her weakness is not being afraid to take risk. Albert Duso and
creative, they are interested in improving themselves, able to understand complex ideas,
impartial, very responsible, more trusting of themselves than others. Keekee has a personality of
ESTJ which is the coordinators. Extraverted Action oriented, Outgoing, Expressive, Hands-On,
Sensing Traditional, Realistic, Practical, Detail oriented. Thinking Logical, Reasonable, Level
headed, Values fairness, Judging Organized, Systematic, Achievement oriented, Planner. Niya
has the ISTP personality which is the problem solvers. ISTP’s are problem solvers. Introverted,
though oriented, reserved, reflective, observant. Sensing is traditional, realistic, practical, detail
3
oriented. Thinking, Logical, reasonable, level headed, value fairness. Perceiving, spontaneous,
flexible, open minded, adventurous. Her strength is being a great problem-solvers. Weaknesses is
situations. When working individually or in a team setting being aware of who you are as well as
learning who the employees that work around you are would prove to be very beneficial to
yourself one's coworkers, and the overall organization's goals. When teammates and managers
are unaware of the identity of the variety of personalities surrounding them frustrations, conflict,
and confusion may erupt. Such events will disrupt organizations work morale as well as the
workflow. Administering a personality test to each of the organization's employees obtains the
ability to increase the effectiveness and efficiency within the company. Knowing one another's
strengths and weaknesses in a team setting may positively affect the organization's productivity
because managers can render job assignments based on their employee's personality. Building
teams based off of its teammate's characteristics will help balance out the team's inequalities.
Embracing the diversity of each group also assist in breeding new ideas and options (Chamorro-
Premuzic, Winsborough, 2015). When a manager or teammate take time to identify their
coworker's personality this act alone helps to maximize each of the teammate's potential
(McBrayer, 2017). It is entirely natural for individuals to lean toward people that think like them
or who have the same or similar work ethics as he or she does. However, the diversity of each
person's personality it can affect all aspects of that person's performance along with how he/she
reacts to situations on the job. The most important thing is that an organization should recognize
personality traits and pair employees with the duties that fit their personality the best. Doing that
will lead to increased productivity and job satisfaction which will help the organization function
effectively. Let’s talk about outgoing and introverted personalities, an individual with an
outgoing personality will work better in position where they interact with others. With a person
who has an introverted personality, they will work better doing information technology which
does not require interactions with anyone really. Some organizations use a personality
Part 2
Diversity consist of different people with different backgrounds, traits, thoughts, and
interest. It all sums up to the fact that people are all very unique with their own internal and
external factors, and working with people that are different allows you to think differently and
explore new ideas. According to Fritz (2017), “When establishing new groups or teams, smart
managers strive for diversity by balancing the individuals they select based upon differing
internal factors, such as age, race and gender, and external factors, including differing
backgrounds, educational experiences and political ideologies.” Every group member brings
something special to a team and with each member comes different strengths and weaknesses.
The important thing that you want to find out is how can one person’s strength possibly help
another person’s weakness. This is where the management will look to see what each team
5
member can do. They may have test or trials to see what people are good at and how each person
There are benefits of diversity in the workplace. Organizations that are diverse can have
more solutions to problems in the workplace. They have different viewpoints to be able to see
what needs to be done more so than one person working on a problem. With a diverse work force
gives them a broader service range. It helps them to be able to connect with people on global
bases. An organization’s success and competitiveness all depends on their ability to embrace
diversity and recognize the benefits of having a diverse staff. There are also challenges of
having a diverse work force. One of these challenges is communication. When people can’t
understand each other it causes confusion, lack of teamwork, and low morale. But this can be
overcome when people are patient with others. There are people that are resistant to change.
These people make it hard to work as a diverse team. They won’t want to learn anything about
another person’s culture so that they can work as a team. To have a successful management of
diversity in the workplace they need more than diversity training. They need to create and
The Collaboration Between a Manager and Human Resources (HR) Within Organizational
Behavior
The collaboration that happens between managers and human resource concerns business
strategies to determine what employees need what specific training to prepare them for. The
human resource department’s main purpose is to support the workforce needs of the
organization. Managers with the help of HR personnel should also encourage their employees to
6
attend and complete as much training as they can get their hands on as long it does not interfere
with daily operations. If all employees in each department across the board are given equal
opportunities to take or attend training and managers should be able to communicate with each
other to determine what skills and qualifications are needed in different areas of an organization
References
7
Chamorro-Premuzic, T., Winsborough, D. (2015). Personality tests can help balance a team.
Fritz, R. (2017). Diversity for Groups & Teams in the Workplace. Chron. Retrieved from
http://smallbusiness.chron.com/diversity-groups-teams-workplace-10998.html
McBrayer, B. (2017). How personality impacts your team’s productivity. Retrieved from
https://solarity.com/how-personality-impacts-your-teams-productivity/
Munroe, S. (2017). How Personality Affects Work Behavior. Chron. Retrieved from
http://smallbusiness.chron.com/personality-affects-work-behavior-45940.html