Diversity and Individual Differences
Short Description: Employees within an organization have different skill sets, levels (and types) of intelligence, and personality traits. Managers who want to hire the best people for the job and keep them happy need to keep this in mind. Few people are two-dimensional enough to fit neatly into any one category, but by having an idea of where employees function best, managers can provide them with the right job and the best tools and incentives for getting the job done.
When measuring intelligence, remember that different types of intelligence work better for certain jobs. Moreover, intelligence isn’t the only quality that matters. People who do manual labor need to be smart enough to do the job right, but they also need physical strength and high energy levels. Objective qualities—such as age and gender—may have some influence, but in general, they can only serve to guide rather than be deciding factors.
Employees with a good attitude are more productive and more cooperative than those with a poor attitude. When employees display attitude problems, it is wise to explore possible reasons and determine ways to improve behavior. Often, the issue is that the employee doesn’t feel fulfilled by the job. Behavior can be modified by the proper stimulus, such as a reward for good work. Personality is also a factor in the workplace; sometimes, personality assessments can help guide employers and help them motivate employees more effectively. Understanding and addressing all aspects of employee behavior can lead to reduced turnover and higher job satisfaction.
Instructor Description: This class is an independent-study course. Students will have all the resources needed to successfully complete the course within the online material. A student helpdesk is available for technical support during the course enrollment.