Introduction
The organization selected for this report is TradeIt, an IT company specializing in developing software for job management and engineering. The company has been operating for the past two decades, but currently, it encounters difficulties managing the personnel. One of the most significant issues the organization faces is blending different personality types within teams to ensure the effectiveness of employees’ performance. This problem is significant because many team members at TradeIt engage in conflicts due to differences in their perspectives and approaches to work. It results in a poor level of performance and the lack of understanding among employees. The purpose of the report is to analyze the presented problem and provide three scenarios the company can utilize to eliminate the issue. The most significant constraint is the inability to develop trust-based relationships among employees after the interventions; the possible challenges associated with it will be discussed in detail below.
Analysis of the Problem
As mentioned above, the problem of selected for this report is the blending different personality types to make more productive and effective teams. The problem was selected by the analysis of existing evidence of the issues that may arise in the workplace. Some of them, including the problem of supporting diversity among employees, are acute, but creative problem-solving methods may not apply to them. The other possible issues were those only some companies encounter, such as high turnover rates, which means that the ideas presented in the report would not be universal.
The problem of managing different personality types at the workplace is significant because it is crucial to comprise effective teams to ensure a high level of productivity. To achieve this goal, it is vital to ensure that all employees within teams are able to cooperate and avoid possible conflicts. Thus, companies’ leadership personnel should implement measures aimed at managing the differences among individuals’ personalities. It is necessary to mention that Hussein et al. report that employers should avoid making uniform teams, and the members of teams should have different personality types (86). The authors note that communication is one of the essential teamwork process behaviors, as it helps to assess, provide, and synthesize individuals input. A lack of communication may lead to poor performance, the shortage of distinctive and innovative ideas, and poor cohesion (Hussein et al. 87).
It is crucial to add that the primary aim of management of different personality types at the workplace is enhancing employees’ flexibility and participation. According to Hussein et al., these factors can also contribute to improving the level of individuals’ performance (87). The reason for it is that flexibility allows for the enhanced acceptance of other team members’ ideas among employees, a higher level of individual success in innovation, and better competitive advantage. At the same time, participation is an indicator of individuals’ professional capacities and maturity; it enhances team performance significantly (Hussein et al. 88).
From the perspective of the methodological approaches to problem solving, the presented issue can be a significant challenge for employers and team members. To resolve this issue, it may be crucial to utilize the combination of several approaches to problem management. For instance, creative problem solving is essential in this case because there are no limitations to how the aspects of different personality types can be mixed. At the same time, the analytical approach may be necessary, as it is vital to consider and evaluate all possible challenges associated with the differences in individuals and the potential outcomes of poor communication and collaboration. Moreover, the methods of positive problem solving are important in this case, too, because the presented problem may result in conflicts and requires the company’s desire to foster collaboration and positive relationships among its employees. The combination of these approaches can allow for the elimination of the problem and minimization of the risks that its effects can occur in the future.
Creative Ideas for Problem Solving
One of the creative ways that were utilized for finding solutions to the problem is brainstorming. AlMutairi reports that such a technique allows for generating ideas that may not seem effective or feasible at first (137). Individual brainstorming, which was utilized in this case, is useful because it eliminates the pressure of relying on other people’s opinions and allows for more freedom and creativity. For instance, individual brainstorming allows for considering all ideas, even those a person is hesitant to share with others, as there are no other people involved in the process (AlMutairi 137). However, engaging in brainstorming alone is associated with several disadvantages for the creative problem-solving process. For instance, it may prevent an individual from developing ideas fully or relying on other people’s valuable experiences. Nevertheless, the scenarios for solving the issue were developed using this technique, as it was necessary to generate imaginative and creative results.
The following scenarios were developed and selected to solve the problem; they will be discussed in detail below:
- Establishing regular workshops where employees can acquire new skills while bonding and establishing positive relationships.
- Establishing regular open discussion sessions where all team members can share their perspectives, concerns, and possible complaints.
- Asking individuals of different personality types to change teams regularly for smaller projects and analyzing, which personality types work the best together.
First Scenario
The first scenario presented above aims at establishing trust-based relationships among individuals working in the teams while also improving their professional capacities. Team bonding is crucial for solving interpersonal problems among team members, improving social relationships, and enhancing employees’ functioning in general (Aga et al. 807). It can help individuals to better their communication skills and eliminate the possible barriers to communication, including the differences in personality types.
The workshops were selected as primary means for bonding because such an approach can not only help individuals to enhance their professional skills and the general level of education but also work together in less formal settings. For example, team members may have educational sessions on the issues not related to their professional tasks directly. They can study the problems of diversity in the workplace, the significance of sustainability within organizational processes, or learn the aspects of effective communication. Moreover, the workshops may be dedicated to the issues that are focused on developing personal capacities or decrease participants’ stress levels specifically. For instance, they may include training on mindfulness, positive psychology, emotional intelligence, and self-awareness. The workshops will be held every month or bimonthly depending on the amount of work teams will have. Team members will be strongly encouraged to participate in training sessions. The workshops will be presented by professionals hired for this task specifically to ensure that the information they offer is reliable. After the workshops, team members will be asked to provide feedback on possible improvements in their skills or personal perspectives, as well as changes in interpersonal communication.
Second Scenario
Establishing regular open discussion sessions is a significant measure that can blend different personality types as well. Forbes Coaches Council reports that include all individuals in the decision-making process and asking for feedback is some of the most important ways of strengthening the bond between team members. The reason for it is that such an approach can ensure that all employees understand each other’s perspectives clearly and are aware of the factors that affect their opinions. For instance, it may be challenging for some team members to understand why their co-coworkers suggest the solutions that may be ineffective. During open discussion sessions, they can have an opportunity to raise their concerns and see a different perspective on the issue. It is possible to say that such discussions may be performed within teams and without the participation of the management personnel. However, it is crucial for leaders to guide discussion sessions to minimize the risks of conflicts between team members, especially those having different types of personalities.
Another justification for this scenario is that when team members start working together, they may be unsure of their focus (Sines). For instance, they may encounter difficulties while estimating the complexity of tasks and the skills each member can contribute. The lack of communication, especially when individuals have different personality types, may result in workplace conflicts because employees may have conflicting working preferences (Sines). Notably, Sines reports that even in the absence of “difficult” personalities, the team may encounter the challenges presented above. Regular discussion sessions may resolve these issues because, during such meetings, employees can have an opportunity to assess each other’s personality traits, strengths, and weaknesses. The company’s leaders, at the same time, can use the sessions to analyze the needs each team member has and the personality-related issues that may cause problems or are beneficial for the team. With the help of open discussions, the organization will ensure that there are no conflicts driven by misunderstandings and poor communication between employees.
Regular discussion sessions will be held once every two weeks and at the beginning of new projects. It will be crucial to ensure that all individuals can share their perspectives on the tasks and the possible solutions. Biweekly meetings are significant because employees will have an opportunity to discuss their progress, the challenges they may encounter, and the possible difficulties posed by poor collaboration or personal incompatibility of team members.
Third Scenario
The purpose of the third scenario is providing each employee with an opportunity to work with different team members and analyze, which individuals can provide excellent results while collaborating. Effective collaboration can be considered one of the most significant contributors to the company’s success, especially when individuals have different perspectives on the task. Hussein et al. report that team formation is a crucial element of constructing effective teamwork (89). They note that the members of the team should be selected carefully based on the traits they have. Team members may vary in age, education, gender, race, educational and cultural backgrounds, and personality (Hussein 89). However, the understanding of employees’ personality types and their compatibility is vital for managing the dynamics of the whole team. By taking the time to analyze the members’ compatibility in a practical way, by allowing all of them to collaborate, the organization can gain an insight on which individuals can interact the most effectively.
The scenario implies that individuals will only work together for short periods or in small projects. The reason for it is that such a solution allows them to work with other team members more often. During the collaboration, the management personnel of the organization will assess the outcomes of differences in participants’ personality types. For instance, the ability of extraverts and introverts to communicate and offer creative solutions while working as a team will be estimated. The levels of team members’ satisfaction and frustration will be measured at the end of each project, along with the possible improvements in their professional or personal skills.
Possible Challenges and Measures to Address Them
It is crucial to address some of the possible challenges the suggested scenarios may pose. The first scenario that aims at establishing workshops to help individuals to bond and improve their skills may result in decreased productivity. The reason for it is that workshops should be held during business hours, as it would not force individuals to find extra time to attend them. The possible solution to this problem is focusing on short training sessions that will last up to 2 hours. Moreover, the workshops will be held monthly or bimonthly, which will not be harmful to the work process. Another possible challenge associated with this scenario is that individuals may not want to participate in informal group activities. However, as they will be held during business hours, training sessions may be presented as obligatory because they can potentially enhance both professional and personal skills of individuals.
The possible challenge associated with the second scenario, aiming at establishing regular open discussion sessions, is that it may cause conflicts among team members if not held appropriately. For instance, during discussions, employees may become aware of significant differences between their approaches, which may cause anger or frustration. The possible way to address this challenge is to prevent team members from engaging in conflicts by implementing conflict-management techniques, such as practicing active listening. It will be crucial for the supervisors to ensure that individuals share their perspectives and opinions in a respectful and calm manner.
Finally, the third scenario, under which employees of different personality types will change teams regularly, is associated with the most significant challenge. Individuals may find it difficult to adjust to the needs and perspectives of new teammates, which can result in emotional distress and frustration among them. In addition, they may get used to working in other teams and be against changes. To address this issue, it is crucial to communicate with employees regularly and discuss their possible concerns. When a team shows excellent and outstanding results, its members will not be asked to work with other individuals unless there are significant reasons for changes.
Conclusion
The problem the company encounters currently is the inability to blend different personality types of staff members to achieve high levels of productivity. The issue is significant because it leads to a lack of communication among individuals and does not allow for the teams’ success. The suggested scenarios for solving the presented problem include establishing workshops to increase bonding among employees, implementing regular open discussion sessions, and asking employees to change teams regularly and analyzing, which individuals work most effectively together. These approaches can be effective because they can help employees to become aware of each other’s perspectives and opinions and develop trust-based relationships. They are beneficial for employers, too, as they can allow for analyzing, which team members can cooperate better for ensuring excellent results.
Works Cited
Aga, Deribe Assefa, et al. “Transformational Leadership and Project Success: The Mediating Role of Team-Building.” International Journal of Project Management, vol. 34, no. 5, 2016, pp. 806-818.
AlMutairi, Abdullahi Naser Mohammad. “The Effect of Using Brainstorming Strategy in Developing Creative Problem Solving Skills among Male Students in Kuwait: A Field Study on Saud Al-Kharji School in Kuwait City.” Journal of Education and Practice, vol. 6, no. 3, 2015, pp.136-145.
Forbes Coaches Council. “10 Easy Ways To Strengthen Your Bond With Your Team Members.” Forbes, 2018. Web.
Hussein, Shawqi, et al. “A Team Formation Framework for Managing Diversity in Multidisciplinary Engineering Project.” International Journal of Engineering Pedagogy, vol. 7, no. 1, 2017, pp. 84-94.
Sines, Daniel. “Blending Key Personality Types To Make Better Teams.” Medium, 2016. Web.