Many people have encountered the effects of microaggression in the workplace in one way or another. Microaggression includes those specific interactions in the work environment that result from culture clashes in the form and practices of non-physical aggression, insults, and demeaning implications. Together with microinequity, they can both do great damages to work morale and company productivity.
Microinequity gradually destroys the equity in any environment and creates bias when individuals begin to feel singled out and ignored for their capabilities. Practices of microinequity and bias are proven to have injured the self-esteem of people in general, making them inclined to withdraw away from society. Likewise, microaggression blurs the line of perfect harmony or equity in any delicate work environment, especially in one where differences in cultures can erupt anytime and anywhere. An example of equity in the workplace is the manager or leader who observes daily verbal or behavioral indignities. Negative racial slights and obvious classification towards people of different colors ups the tempo that worsens the situation.
Bias on the other hand, is created as a result of microaggression. Unfair biased practices make employees, and people in general, feel that they are either superior to or inferior from others. This absence of equity surely results in the gradual decline of employee productivity.
Leaders must recognize these problems and put forth effort to act on them before emotions and behaviors escalate out of control. Businesses must invent an innovative and contemporary approach to deal with microaggression, microinequity, bias, and equity because these things affect their employee’s productivity. Hopefully, they can settle matters and bring everything back to normal.
To tackle unfair practices which can transpire over all the different echelons of society, leaders can do the following:
• Respond effectively through micro-affirmations. Leaders and/or management should communicate and make their subordinates feel worthy of the duties appointed to them as these simple solutions do great wonders for the business. This is simple time-tested means of troubleshooting needs no discretionary monetary investments just to improve productivity. All it takes is a positive attitude while conveying gratitude for the effort at hand.
• Allow individuals to feel secure in their jobs. Security is great motivation that makes people see things positively by taking what is expected of them seriously.
• Make an effort to bring opposing sides together. Nothing works better than erasing that line in between opposing individuals who create dangerous “us against them” scenarios.
• Top it all off with training programs and practices that leave long-term positive effects. By pointing out the causes of the problems, solutions must be formulated to resolve them.
The effort put into this can never be complete if people will not be prepped into performing better to increase output. Increasing employee productivity is a concern; getting people to produce more and be serious about it in discretionary ways is rather a tricky process.
The answer lies in discretionary effort. This type of effort requires searching for behaviors that are needed to boost a person’s performance and output. These actions are then acknowledged and reinforced to help improve performance. Discretionary effort can drive people to make good on their tasks of quality improvement, customer satisfaction, and other important matters. It’s discretionary because basically people cannot be forced to do better, expand, or develop their professional lives. Leaders may tell them to improve but they do it because they feel the importance of adhering to it.
Discretionary effort can help turn things around, especially with the fact that dealing with microaggression in any environment is clearly an uphill battle. Helping people find their way makes them better in any sense.
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