1. 3: Individual differences

2. The changing nature and scope of managing individuals at work
Managing relationships at work has always been a key skill, but in the 21st there has been remarkable new demands.
The pace at which organizations are undergoing change, places continuous pressure on individuals at work.

3. The changing nature and scope of managing individuals at work
Change in organizational life has become a key feature; thus being able to manage the process of change is a necessity for all managers regardless of the size, type and nature of the organization.
There is ever-increasing change
There are flatter, matrix-based structures
There are new work methods
More need to balance family demands & work

4. The changing nature and scope of managing individuals at work
It is most important to underscore that:-
People are not homogeneous and that individual differences are the basis of diversity.
Individual differences can foster creativity, enjoyment and satisfaction at work but can also be the root of conflict and frustrations.

5. Embracing diversity – an organisation’s perspective
Effective managers need to steer a course that matches the needs of the individual with the requirements of the organization.
Everyone should reflect the style, taste & opinions of consumers, who represent sexes, all colours & creeds, all ages & disabilities.

6. Embracing diversity – an organisation’s perspective
Cultural diversity will strengthen the quality of the company & will make it much more outward-looking.
Diversity consists of visible & non-visible differences which will include sex, age, background, race, disability, personality and workstyle.
Relating & working with people who hold different perspectives & views, bringing different qualities to the workplace

7. Embracing diversity – an organisation’s perspective
Thus managing workforce diversity means encouraging individuality & at the same time expecting group co-operation & team work

8. Cognitive theories: Kelly’s Personal Construct Theory
Kelly’s theory of personal constructs does not just consider personality development; it considers the whole person in terms of their perception, attitudes and goals. For Kelly, personality is the individual’s way of construing and experimenting with their world.

9. Individual differences cont…
How do individuals differ?
The entire process of growing up i.e. manner and environment one is exposed to has a great impact in our identity.
- Both inherited and environmental factors are important in our development, and it is the way in which these factors interact which is the key to our adult personality.

10. Individual differences cont…
Differences in
Ethnic origin
Physique
Gender
Early family experiences
Social and cultural factors
National culture
Motivation
Attitudes
Personality traits and types
Intelligence and abilities
Perception

11. Individual differences cont…
Personality – as consisting of stable characteristics that explain why a person behaves in a particular way.
-if the characteristics is stable we can rely on these being consistent part of the person’s behaviour.
It is therefore self –evident that managers need to learn the art of reading people’s behaviour in order to manage relationships effectively.

12. Individual differences cont…
nomothetic approach- is a measurable and specific perspective that looks at the identification of traits and personality as a collection of characteristics.
-the characteristics are ones that can be described, identified and measured and therefore can be subjected to observation and tests
-the approach tend to view environmental and social influences as minimal and view personality as consistent, largely inherited and resistant to change.

13. Individual differences cont…
Idiographic approach- is a holistic and dynamic perspective which insists that managers take into account a whole understanding of the individual at work.
go beyond the study of pure psychology to understanding of the societal context which the person lives
ideographic approaches are concerned with understanding the uniqueness of individuals and the development of the self-concept.

14. Individual differences cont…
Personality development as a process that is open to change
Individuals as responding to the environment and people around them and see the dynamics of the interactions as playing a critical part in shaping personality.
Personality assessment is not a valid method of understanding the unique ways in which a person understands and responds to the world.

15. Conflict and conflict resolution
Conflict is present where there is an incompatibility of goals arising from opposing behaviors at the individual, group or organizational level. Particularly, conflict is behaviour intended to obstruct the achievement of some other person’s goals.
The traditional view of conflict is that it is bad for organizations –disruptive, unnatural and represents a form of deviate behaviour that should be controlled and changed.
Positive outlook regard conflict as constructive force and in certain circumstances can be encouraged

16. Conflict and conflict resolution
Can be an agent for evolution, and for internal and external change
When properly handled it can minimize the destructive influences of the win-lose situation
There can be noted some outcomes of conflict

17. Conflict and conflict resolution cont….outcomes
Positive outcomes
better ideas
people forced to search for new approach
longstanding problems brought to the surface and resolved
clarification of individual views
stimulation of interest and creativity
a chance for people to test their capacities
Negative Outcomes
some people felt defeated and demeaned
the distance between people increased
a climate of mistrust and suspicion developed
individual and groups concentrated on their own narrow interests
resistance developed rather than teamwork
an increase in employee turnover

18. Conflict and conflict resolution cont….Sources
What are the possible Sources of Conflict?
differences in perceptions
limited resources
departmentalization and specialization
the nature of work
role conflict
inequitable treatment
environmental changes

19. Conflict and conflict resolution cont….
individual - attitudes, personality, stress, illness etc.
group
organization
the age gap

20. Managing conflict
Conflict is a normal, and even healthy, part of relationships
Since relationship conflicts are inevitable, learning to deal with them in a healthy way is crucial. When conflict is mismanaged, it can harm the relationship. But when handled in a respectful and positive way, conflict provides an opportunity for growth, ultimately strengthening the bond between two parties.
By learning the skills you need for successful conflict resolution, you can keep your personal and professional relationships strong and growing

21. Strategies for managing conflict
Strategies do vary according to nature and sources of conflict:-
Clarification of goals and objectives
Resource distribution
HRM policies and procedures
Non-monetary rewards
Development of interpersonal skills
Group activities
Leadership and management
Organizational processes
Socio-technical approach