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SpinDistribute.com Article Directory

The following article was published in our article directory on January 30, 2017.
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Taking the Restraints That Microaggression Poses against Teamwork

Article Category: Business

Author Name: Theodore Henderson

A comment that hints on one�s minority status may seem harmless on the surface. More so because it was given without malicious intent. Often, the sender of the message was unaware that the statement or the questions he gave placed the receiver in a state of feeling unaccepted. These such remarks are a way of showing microaggression towards others.
In a team, the way a member takes on his or her assigned role and responsibilities should come first. It is unfair to limit the regard towards an individual on account of his age, color, gender, and other characteristics. After all, these do not define his qualifications or his ability to perform as a team member. A team must work in sync. It could only be as strong as its weakest member. Thus, microaggression and teamwork most certainly cannot coexist.
How microaggression promotes a sense of inadequacy, of being marginalized, of not actually belonging could take some time to grow in a person. Unbridled statements laced with implied biases build up little by little over time and create undesirable effects in the long run. They could gradually diminish a person�s self-worth and affect his or her decisions, performance, and interactions with teammates. Allowing microaggressions in a team is allowing it to weaken or get destroyed.
Teams are however important. They exist in the different aspects of society, and contribute by getting tasks done efficiently. There are teams in sports, teams that spearhead projects, teams in the office, teams in a kitchen. The idea of a team implies a strong bond among a set of members, that let them work together to achieve a goal faster. A team therefore has to stay whole to be strong and effective. Microaggression and teamwork can not go together.
For generations, people have endured discriminatory acts, some harsher than others. The awakening against these acts have long since started, and yet up to now, many still have biased views about certain groups of people. Although it could appear an additional burden, people who have been wronged must however be asked to initiate the action of bringing the concern up. Making others aware about the impact of these inequities has to be done. An offended member has to speak up and let others know that microaggression and teamwork do not go together.
This forward move is crucial and necessary, for someone who experiences microaggressions, because it is this move that will take him or her out of the dark. It is this move that will make others aware and join in the cause of rectifying their mistakes and helping even more people do the same. By empowering oneself and others who have had the same experience, the success of counteracting microaggressions becomes greater.
By empowering the team, the success of counteracting microaggressions could be even greater. Teamwork increases the capability of one person significantly. Teamwork will thus make achieving the goal of eradicating inequities against individuals faster. A team advocating for itself will assert that microaggressions and teamwork do not � and can not � go together.

Keywords: microaggression, microaggression and teamwork, leadership and microaggression, emotional intelligence and microaggression, microaggressions in the workplace, dealing with microaggressions at work, gender and microaggression, being black in the workplace, microaggressions in everyday life

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