How Individual Differences Can Affect Our Approach to Work

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Table of Contents

Introduction
How individual differences can affect approach to work
Conclusion
References

Introduction

The different behaviors of people are essential in determining people’s approach to work. There are individuals who have a very positive attitude towards work, while others do not like to work. Similarly, there are people who like to work as a team, while others like to work individually. In line with this, there are many theories in psychology that have been developed over the years in a bid to explain the differences that exist between people and their approaches to work. It is important for employers, as well as leaders and managers, to understand the differences so that they can be in a better position to understand the workforce (Mayer, 2009). The importance of these differences has made researchers and academicians more interested in the related theories, as they seek to relate the theories to the different personalities and understand people’s approaches to working (Hall & Scragg, 2012). People are always confronted with challenges at their places of work. Therefore, it is important to understand the theories that explain the behaviors of different people to address these challenges. This essay seeks to outline the different ways in which the differences that exist among individuals may affect their approach to work. The paper will relate these differences to various theories and explain how these theories can be assessed in the context of work.

How individual differences can affect approach to work

Individual differences at work may occur as a result of different psychological factors. It is important to understand these differences because they also determine the general productivity of various individuals. There are a number of theories that can be used to explain the different approaches that people have towards work. One of these theories is the cognitive theory (Nicholas, 2008). This is a theory that generally refers to the mental ability of an individual. In this regard, some people have a high mental strength compared to others. These are individuals who have a high ability to reason. They are also able to plan effectively and solve problems. At the same time, they are in a better position to understand complex problems and issues (Nooteboom, 2009). The fact that highly cognitive individuals are able to understand their surroundings means that they are well-positioned to respond to the trending issues at a certain period of time and can react proactively to various issues. They are able to understand what they read or what they hear. They also have a good understanding of arithmetic. In addition, people with high mental strength are good in spatial visualization, as well as deductive reasoning.

According to the cognitive theory, people who have a high cognitive ability will always try to analyze and understand a piece of work before doing it. They are people who are always keen to understand the implications of a certain piece of work. People who have high cognitive abilities are likely to select a piece of work that gives them a bit of a challenge because they are always willing to reason and think through issues. Their approach to work could be regarded as analytical, as they will analyse a situation before engaging it. They like to understand the reason behind a situation and the expected outcome of a given piece of work. In addition, people with a high cognitive ability are highly creative; they have the ability to come up with highly creative solutions to problems. They can always improve the quality of products and services offered by a business organisation (Lussier & Achua, 2010). These are the kind of people that most organisations looking for, especially at the present times of increased competition in the business world (Revli, 2007). Organisations seek to improve their competitiveness so that they can sustain profitability. As a result, they look for employees who can offer them creativity to help them improve the quality of their products and services.

The trait theory can also be used to explain the differences in people’s approach to work. This is a theory that attempts to explain the personalities of different individuals. For instance, there are people whose personality is aggressive. Such people will have an approach to work that is highly aggressive (Siegel, 2010). They are the kind of people who will always work hard and struggle to achieve their goals. Aggressive people have the ability to work against opposing forces. This is a trait that is common in most people who have been successful in sales and marketing. Aggressive persons are able to push through and get results, despite the many challenges in the marketing field. They are never pinned down by challenges. Such people work aggressively against the challenges to achieve their targets. Aggressive people are said to have a Type A personality.

There is another category of individuals who have a Type B character. These are people who are not aggressive. Such people do not struggle to achieve a lot within a short period of time. Moreover, their willingness to participate in numerous events, especially when the amount of time available is limited, is low. It is a character that is common with many senior executives. It should, however, be noted that these people normally excel in the few things they engage in (Gledhill, 2009). Other factors that can define the trait of an individual include agreeableness, openness, extraversion, as well as conscientiousness. Extraversion defines an individual who is outgoing and social, or reserved and quiet. In most cases, people who are outgoing will always want to discover new things and have an open approach to work. They are people who can be creative because they are better positioned to learn many things.

Conclusion

It is important to understand that people have different approaches to work. This knowledge is important for employers, managers, and leaders of different organisations, as it helps them manage their workforce effectively. When a manager understands the different approaches to work among the different employees, it becomes possible to assign roles that best suit the employees. For instance, an employee who has a high cognitive ability will be assigned a role where they can assist in solving organisational problems and interpreting different situations. They can also take positions whereby they can use their creativity to help the organisation improve on the quality of services and products offered. The trait of an individual also defines their approach to work. Aggressive people, for instance, appreciate tackling challenges at work. They are more likely to achieve results when compared to people who are not aggressive. It is, therefore, important to understand the various theories and their relation to people’s approach to work to achieve success at work.

References

Gledhill, A. (2009). Sport & exercise sciences. Oxford, UK: Heinemann.

Hall, B., & Scragg, T. (2012). Social work with older people: Approaches to person-centred practice. Berkshire, England: Open University Press.

Lussier, R. N., & Achua, C. F. (2010). Leadership: Theory, application, skill development. NSW, Australia: SouthWestern/Cengage Learning.

Mayer, B. (2009). Staying with conflict: A strategic approach to ongoing disputes. Hoboken, NJ: John Wiley & Sons Inc.

Nicholas, L. J. (2008). Introduction to psychology. Cape Town, South Africa: UCT Press.

Nooteboom, B. (2009). A cognitive theory of the firm: Learning, governance and dynamic capabilities. Cheltenham, UK: Edward Elgar

Revlin, R. (2007). Human cognition: Theory and practice. New York, NY: Worth Publishers.

Siegel, L. J. (2010). Introduction to criminal justice. Belmont, CA: Wadsworth, Cengage Learning.

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How Individual Differences Can Affect Our Approach to Work

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