One way in which to mitigate the risk of problematic interpersonal relationships within the workplace is by means of both formal and informal gatherings. Informal gatherings are beneficial in terms of helping employees to become familiar with each other in a context other than work. Work parties and lunches can for example be used in this way. This kind of informal gathering is perhaps best instituted when there is not a large amount of tension between workers.
For greater tension levels, more formal measures can be taken. Seminars presented by human relations experts can for example help to teach employees the importance of functioning within a diverse environment. Such seminars should be presented in such a way as to not threaten employees or their attitudes, but rather to gradually change their attitudes. Seminars can for example begin with lectures on different cultures, their differences and similarities. Employees can then be...
This can then be used as a basis for bringing home to potentially hostile employees the fact that they are working as a group of human beings rather than icons of each particular culture represented.
A third way of mitigating racism or sexism problems within a company is presenting employees with group projects. Rewards can form part of completing such projects successfully. This can then serve as a motivational factor for working out interpersonal problems while cooperating to complete tasks successfully. Such strategies will then benefit the workplace in general, as groups of people will learn to work together successfully as a result of the satisfaction of completing group tasks together. Acceptance and responsibility are important factors in changing attitudes towards interpersonal risk assessment and management.
