Managing Deferent Characteristics of people
Managing Deferent Characteristics of people
Introduction
Managing different characteristics of people on HR is
crucial for creating a productive and harmonious workplace. Each HR
professional must recognise and address this strategy to enhance motivation, strengths,
productivity and engagement. This article reviews different characteristics of
people and some key strategies for managing the diverse characteristics of
people.
Characteristics of people
The management of people would be easier, if every person were the same. However, there are many differences person to person. therefore, it is necessary to understand that how employees behave at workplaces. Characteristics of people refer to the various traits and qualities that define individuals’ personality such as abilities, intelligence, background, culture, Attitude, gender and race (Amstrong 2006).
· Ability
Ability means that skill to do something.
It encompasses both natural talents and acquired skills that enable a person to
do tasks effectively. “Ability is the
quality that makes an action possible’’ (Vernon 1961 sited in Amstrong 2006).
Intelligence is the capacity to acquire,
understand, and apply knowledge and skills. “The capacity to solve problem,
apply principles, make inference and perceive relationships” (Angyle 1989 sited
in Amstrong 2006).
Background refers to various aspects of
persons life and experiences that shape who he is. According to Levinson (1978)
sited in Amstrong 2006, “persons background is the environment and culture in
which they have been brought up and now exist”.
According to Makin et al (1996) sited in
Armstrong (2006), “Any attitude contains an assessment of whether the object to
which it refers is liked or disliked”.
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How manage deferent characteristics at workplaces?
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Behaviour at workplaces is dependent on
both personal characteristics and the situations in which they are facing.
Therefore, it is crucial that managing deferent characteristics at workplaces,
it leads to organisational success. According to Mburu (2020), there are key
strategies for developing workplaces that effectively manage deferent
characteristics of employees, and these strategies include,
- ·
Using Technology system:
This
is to share ideas and exchange feedback effectively.
- ·
Developing Healthy Culture & Relationships:
Fostering a positive and inclusive
workplace culture & relationships
- · Rewarding Innovation:
Recognizing and rewarding contributions
from employees.
- ·
Preparing Learning Programmes:
Offering continuous learning and
development opportunities.
- ·
Assessing and Counselling Employees:
Regularly evaluating employee performance
and providing counselling support.
- ·
Improving Physical & Psychological
Aspects:
Enhancing the physical and psychological environment
of the workplace to support employee well-being.
According to Armstrong (2006), there are
two theories to practice HR professionals to manage deferent characteristics.
1.
Orientation Theory - The significance of
orientation theory is that it stresses the
importance of the effect of environmental factors on the motivation to
work.
2.
Role Theory - This theory helps to
understand the need to clarify with individuals
what is expected
of them in behavioural and outcome terms and to ensure
when designing
roles that they do not contain any incompatible elements.
Integrating characteristics management strategies help to create a supportive work environment, enhance employee engagement, increase productivity, reduce turnover and achieve overall organizational success. In the Sri Lankan contexts, organisations can achieve harmony and long-term success by balancing diverse characteristics of employees, including traditional ethnic and religious values, with modern HR practices. John Keels and many Sri Lankan companies have taken several initiatives for this.
Reference
Armstrong, M. (2006), A Handbook of Human Resource
Management Practice, 10th edition [Online]. Available at https://www.google.lk/books/edition/A_Handbook_of_Human_Resource_Management/D78K7QIdR3UC?hl=en&gbpv=1&printsec=frontcover.
[Accessed on 01st April 2025]
Mburu, L. (2020), Examining how Employee Characteristics, Workplace Conditions and Management Practices all combine to Support Creativity, Efficiency and Effectiveness, International Journal of Business Management Entrepreneurship and Innovation 2(1):52-64 [Online]. Available at https://www.researchgate.net/publication/341448467_Examining_how_Employee_Characteristics_Workplace_Conditions_and_Management_Practices_all_combine_to_Support_Creativity_Efficiency_and_Effectiveness. [Accessed on 01st April 2025]
Bradstock, C. W. (2019), The Importance of Managing
Different People Differently, Forbes [Online]. Available at https://www.forbes.com/councils/forbeshumanresourcescouncil/2019/08/05/the-importance-of-managing-different-people-differently/.
[Accessed on 01st April 2025]
I completely agree with this article, managing a team with diverse characteristics can be a daunting task. Each individual brings their unique personality, work style, and strengths to the table, which can be both a blessing and a challenge. Effective communication, empathy, and adaptability are key to navigating these differences and creating a harmonious and productive work environment.
ReplyDeleteManaging different characteristics of people requires empathy, effective communication, and adaptability. Embracing diversity in skills, personalities, and work styles can foster a more inclusive, innovative, and collaborative work environment.
ReplyDeleteYou've highlighted how balancing diversity with modern HR practices can create a positive work environment. It's great to see companies like John Keels leading the way.
ReplyDeleteIn our workplaces, we encounter different personality types. The role of the HR department is to align all these individuals toward a common vision. This involves listening to their concerns and strategically addressing them, which helps to build strong relationships with everyone. Ultimately, this approach increases organizational productivity.
ReplyDeleteInsightful read. Managing different characteristics of people involves understanding, respecting, and leveraging individual differences to foster collaboration, productivity, and harmony in work place .Some times this approach would be much challengeable in the practical working environment .However if effective management strategies adopted , those character differences among employees can be successfully utilized to long term organizational developments.
ReplyDeleteYour article on managing different employee characteristics is very useful, especially for Sri Lanka where workplaces have people from many cultures, ages, and backgrounds. HRM can improve this by providing diversity training, encouraging teamwork, and creating fair policies for everyone.I agree with your conclusion that respecting differences leads to better workplaces. However, it could also mention how Sri Lankan companies can handle language barriers (like Sinhala, Tamil, and English speakers) or generational gaps (older vs. younger workers).
ReplyDeleteManaging diverse employee characteristics is key to a productive workplace. Tailoring strategies to individual strengths and fostering a supportive culture can drive engagement and innovation. It’s about recognizing and leveraging differences for success.
ReplyDeleteThis article highlights the importance of managing the diverse characteristics of employees in the workplace, emphasizing the need for HR professionals to recognize and address these differences effectively. By focusing on traits like ability, intelligence, background, and attitude, HR can foster a more inclusive and productive environment.
ReplyDeleteYou’ve done a great job explaining how to manage different personalities in the workplace. I believe it helps boost employee engagement, improve productivity, lower staff turnover, and lead to overall success for the organization. I really liked the detailed points you shared. Looking forward to more content like this!
ReplyDeleteIn detail analysis of why managing diverse employee characteristics is essential for fostering a positive and productive work environment. As you mentioned by utilizing strategies like technology, learning programs, and creating an inclusive culture, organizations can enhance engagement and performance.
ReplyDelete