DQ One week two
DQ One Week Two
Human beings differ based on their personality. At any work place, each employee demonstrates unique characteristic patterns of reasoning, behaving and feeling. Focusing on my colleague, I could identify several characteristics that differ or are similar between him and me. Despite the differences, we interact well because of proper management of personality differences.
My colleague and I share personality attributes, which tend to make us work together in harmony.
We are both ambitious and have set high targets for ourselves. We both have the will to succeed and therefore work hard as a team to attain this common goal. We both have set high long term and short term objectives. This common personality trait creates the devotion to work together and assist each other in realizing the goals.
We are both decisive when it comes to decision making. We both make quick decisions or choices. Our analytical ability to assess different choices within a short time is outstanding.
While am flexible in decision making and personal opinion, my colleague is rigid and stubborn. He tends to maintain his opinions even if convinced otherwise. This personality trait tends to make us differ on various issues.
We have managed these differences by focusing on our similar personality traits. To avoid conflict, I often help him accomplish his duties since he needs external forces to fulfil them. Lastly, we avoid working on the same thing at the same time. This allows us to handle different duties where we are likely to differ in opinion.
Importance of managing personality differences
It is essential to manage personality differences because it is only then that we can complement one another’s personal attributes. It also allows the affected individuals to accept their weaknesses and change or seek help. Personality differences can have negative impacts on relationships. However, if well managed, there will be cooperation, teamwork, understanding and success.
Therefore, personality differences must be managed carefully to avoid conflict or poor performance. If well managed, it will be a strong point in the relationship between different parties or individuals.
Gill, R. (2006). Theory and practice of leadership. Thousand Oaks, CA: Sage.
Nahavandi, A. (2009). The art and science of leadership (5th Edition ed.). Upper Saddle River, NJ: Pearson/Prentice Hall.
Yukl, G. (2010). Leadership in organizations (7th ed. ed.). Upper Saddle River, NJ: Pearson/Prentice Hall.