Description of each Member’s Personality Type
Diverse personality traits are eminent in our group with various teammembers having different abilities such as one not being able to helpin a situation where another can do so. George and Andrea have amilitary experience hence the similar personality scores in aspectssuch as conscientiousness, emotional stability, and extroversion.However, they are uncertain why they have a low score on aspects ofemotional stability, but George elaborates it could be attributed tothe constant turnover of people in the military resulting in them notbeing attached easily. It could explain the reasoning behind themscoring higher on conscientiousness and extroversion, in addition tobeing open. Yolanda scored highest in extroversion and openness. Shehas excellent organizational skills. Erika and Travis scored thehighest in openness and agreeableness indicating their ability tocooperate and adjust to the flow of the group. However, they scoredmoderately in conscientiousness meaning they would speak out whenthere is a need. Overall, the entire group scored higher when it cameto openness to experience indicating the willingness of everyindividual to listen to each other while respecting various opinionspresented by everyone.
Advantages of Working with Different Personality Types
People have an adverse attitude toward those having a differentpersonality than theirs because they perceive them as beinginadequate. I firmly believe that the ability to work with peoplehaving a different personality trait is an opportunity to learn.Working with people of the same caliber means that one they have alimited chance of learning something new. Individuals with differentpersonality trait at the workplace create an avenue for divergentopinions and ideas being presented (Guillaume, Dawson, Woods,Sacramento, & West, 2013). We need to understand each is workingon attainment of similar goals for the success of the organization.It is appreciable for individuals to be passionate and have adivergent opinion since it illustrates that they care (Rachel, 2014).Different views provide room for negotiation making it easy toaddress disagreements.
Also, each employee brings a different idea to the table creating anopportunity for everyone to learn to work together and to acceptdifferent contributions. Teamwork makes one learn about patience andview objectives from everyone’s point of view. Also, theorganization can finish projects in time making it successful.Learning through people’s strengths and weaknesses developsexperience among individuals in the working environment.
Challenges of Working with Different Personality Types
The primary disadvantage is the inability of individuals to takeresponsibility for their actions. Some deliberately fail toaccomplish tasks assigned to them making the rest of the group pickup from where they left. Further, one individual being in chargecould result in personality issues and lack of respect and trustamong the team members. Also, some people would wish to dominate bywanting their opinions to be employed.
Overall, working with people having different personalities makes thegroup diverse despite the challenges highlighted. It enables one tobroaden their horizons and view things from a different standpoint.
Examples of Ways Organizations can manage a Diverse Group ofEmployees
Encourage interaction through creation of an environment that allowsfor diversity in the company
Recognize the individuality of each employee while avoidingstereotypes
Be objective, separating job matters from the personal issues
Training of staff to enhance understanding of policies whileresponding to their prejudice and stereotype (Kampf, 2016).
Rachel. (2014). Dealing With Different Personality Types in theWorkplace. Today Magazine. Retrieved 6 June 2016, fromhttp://www.today-magazine.com/lifestyles/dealing-different-personality-types-workplace/
Guillaume, Y. R., Dawson, J. F., Woods, S. A., Sacramento, C. A., &West, M. A. (2013). Getting diversity at work to work: What we knowand what we still don`t know. Journal of occupational andorganizational psychology, 86(2), 123-141.
Kampf, J. (2016). Seven Steps to Effective Diversity Management.Diversityjournal.com. Retrieved 6 June 2016, fromhttp://www.diversityjournal.com/4226-seven-steps-to-effective-diversity-management/