Our individual personalities, values, and attitudes are all important parts of our identities that play a big role in how we interact with others. For example, if someone were to believe they're better or more valuable than someone from another race or ethnicity, they would have a very hard time communicating with others that are different from themselves, which would lead to conflict.
Considering this in the context of the workplace, the first things you want to think about are communication and productivity. At a large company, for example, there is likely going to be racial, ethnic, or other types of diversity that will influence the ways in which people cooperate or work as a team. If one person was raised to value the input of others, regardless of how different they are, this value will likely be a positive contribution to overall productivity and the group's ability to work as a team. If, on the other hand, someone has a combative personality and believes that they are smarter or more qualified than others, this will dramatically influence the team's ability to work together and could negatively impact productivity and morale.
When it comes to thinking about long-term organizational success, managers would be wise to take diversity and personality into consideration. For instance, if a manger knows that one employee doesn't work well with negative or aggressive people, they could find an environment or circumstance in which that person has little contact with negative or aggressive team members.
Having a good sense of each employee's values, attitudes, and personalities allows the manager to coordinate and organize groups in a way that is positive, minimizes conflict, and generally contributes to the overall productivity of the organization.
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