Bringing out the best in everyone within a workgroup who shared a common goal takes a lot of effort. First of all equity in the workplace must be maintained at all times. This facilitates better productivity as everyone feels comfortable in participating for the achievement of that goal with their own tasks to perform. Discretionary effort and its best practices can help make such things a reality.
Getting things done at will with enthusiasm is what best defines discretionary effort. This is widely considered as the best approach because employees are given discretionary ways to perform better.
But before this â€śdiscretionaryâ€ť tactic is put into effect, itâ€™s important for leaders and employers to look inside the organization first and determine problems that affect productivity. A perfect clue would be the work environment equity. If itâ€™s not there and instead bias starts making things uncomfortable then itâ€™s time to dig deeper. Bias, whether done consciously or not can do great damage.
Varying cultures in a workplace can have lasting impacts if left unchecked. The difference of the values in each culture has a great potential to generate conflicts, which could very well affect productivity mess up the morale of the party offended. This conflict is what defined microaggression, where the interactions can result to non-physical aggression, specific types of insults and demeaning implications. These commonplace practices of behavioral indignities usually convey negative and most of the time hostile meanings towards others, especially if the effort is targeted toward another race.
The same thing happens when individuals in the group are being singled out because of race and gender characteristics. Microinequity and bias, just like microaggression manifests itself through injurious practices like unusual gestures, inappropriate use of language, offensive treatments, and a lot more. Even a simple change in the tone of voice can convey deep meanings. Both microinequity and microaggression can ruin anybodyâ€™s performance and productivity, as the offensive effort to show disapproval towards the intended person damages the self-esteem, which ultimately makes that person feel alienated with the group.
The best thing that leaders can do is to act on it right away and put a stop to the bias, as the effects can spread like wildfire and have dangerous consequences. Here are some effective ways on how to deal with the problem.
â€˘ The principle of micro-affirmation works. And it doesnâ€™t cost anything. Recognizing individualâ€™s efforts and acknowledging that they are doing well can do so much. A simple smile or nod is powerful; such small interactions can make anyone feel valued.
â€˘ Restoring the equity back in the workplace should also be a priority. Once itâ€™s there, things should start running smoothly once again.
â€˘ Leaders should implement practices and programs that help both parties identify the problem and come up with solutions. Everything started here, and it is here that the conflict should end and buried.
Bringing out the best from everyone is the key for every successful enterprise. Discretionary effort is the clear answer on how leaders are supposed to encourage their subordinates to put more effort to it. And it must never be forced upon them. They have to search it within themselves so they find the purpose. This is a fragile portion of the process, which makes it necessary for them to do it in their own discretionary ways. It is the leaderâ€™s job then to guide them through it, not manipulate it.