Complex organizational circumstances are common. Managers are often challenged to find employees with the same demographic profile. It is difficult for management to keep a cohesive workforce because of the emphasis placed on talent acquisition. Today, many companies hire people of different ethnicities and faiths. This can be a difficult situation to find the right people, especially as a group must be created for specific responsibilities.
Due to organizational diversity, special problems have arisen regarding managing outgroups’ needs and maintaining team operations.
Acceptance is key to the successful management of diversity and outgroups. It is dangerous to ignore this situation as a leader. Jehn (2017) and Ayub (2018) show how ignoring diversity or the problem of outgroups can lead to team dysfunction. If team leaders do not recognize outgroups, there are many consequences. An outgroup can make members feel inferior, which could lead to decreased collaboration. The first and most important step is to positively address the outgroup problem.
A tactical approach is also required to determine the existence of outside groups. In certain circumstances, this acknowledgment might be considered disconcerting by team leaders. This should be controlled with a strategic approach. The best way to find out if there are any outgroups is to focus on your personal data with Human Resources. This allows the team leader and members to understand the duties of each other. This allows the team leader to make sure that all business matters of the outgroup members are taken care of efficiently. It would be devastating to the self-esteem of LGBT members, for instance, if a team leader made this information public (Williams & Mihaylo, 2019). A team leader might choose to remedy this situation by making sure that the responsibilities assigned to LGBT employees do not conflict with their sexual beliefs. Team leaders could use this method to address the demands of outside groups in their team.
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