Abstract

Diversity management is actually broader than the four traditional areas (ethnic, gender, age, and disability diversity). Theoretical argumentation is given to prove that organisations should concentrate also on managing individual differences in personalities: people with different psychological typology attributes have a different way of perception, processing and presenting information. Diversity management is a tool that can find a way how to make people with different psychological characteristics work together more effectively and how to prospect their individual differences. Several studies are very briefly presented to illustrate the facts that different types of people show different reactions to the same situation, and that internally psychologically diverse teams show larger creativity. Practical impacts for organisations are discussed.