November 2022 Volume 4

OPERATIONS & MANAGEMENT

will reduce the catastrophizing and, subsequently, polarization. Additionally, when working with someone who consistently procrastinates, the best approach is to break every project down into smaller, more frequent deadlines.This will ensure that work towards the large goal or project is being done consistently and corrections can be made along the way. This will reduce or even eliminate the chaos created by large deadlines when working with people who suffer from all-or-nothing thinking. Some may argue that if an employee is consistently procrastinating and creating chaos in this manner, they should be let go because these are not desirable traits in an employee. However, this cognitive distortion does not mean the individual isn’t the best at their job. They simply have difficulty staying out of their minds when completing tasks. Overgeneralization Overgeneralization is taking one event or example andmaking it the rule. For example, your coworker is late to work one day and cites their babysitter being late as the reason. When preparing for a future project, you assert that your coworker is always late due to unreliable childcare. Likewise, suppose a supervisor on a task criticizes an employee. In that case, they may think there is no point in really trying because that supervisor will be unsatisfied regardless of how the work was accomplished. Overgeneralization prevents individuals from looking at each situation for what it is. This diminishes problem-solving, critical thinking, and, subsequently, productivity.The best way to overcome this challenge in the workplace is by consistently providing alternative examples. Each time an overgeneralization is presented, calmly point out that it is an overgeneralization and provide evidence in the form of examples to support your statement. This does not mean you should get into a debate with the individual. Make your point and move on. Fallacy of Fairness The fallacy of fairness is judging every situation based on whether or not it's fair in your eyes. It is a common problem regarding how people view their workload and compensation compared to others' workload and compensation. It is seen as socially unacceptable to discuss compensation for this reason; it leads to individuals making judgments on each other’s work and comparing to determine their compensation's fairness.

Team building, recognition, and transparency of workloads can help diminish this distortion. Be clear with the work team about each person’s role within the team. Recognizing each individual for the work they do is also important. If an individual’s fallacy of fairness starts negatively impacting employee engagement and teamwork, it is best to talk to that individual privately about how they are impacting the team. The bottom line is that no one employee's business is what others are paid or tasked to do. This needs to be handled by establishing and maintaining clear and consistent boundaries. If another employee isn’t doing their job and it is affecting the team, that can be brought to the supervisor's attention, but that is where it should end for the individual reporting it. If an employee truly feels favoritism or nepotism is going on, then it is up to them to find new employment. They don’t get to use their suspicions to impact the entire work team negatively. Mitigating the negative impact of cognitive distortions is part of working in a management position. If you manage people, you also manage their mindsets and thought patterns. Knowing these and understanding how they are displayed will allow you to address problems before they snowball. Additionally, understanding cognitive distortions and their impact will increase your self awareness. You also have cognitive distortions that impact your interactions with your employees, peers, and work-related issues.

Ray Harkins is the Quality and Technical Manager for Ohio Star Forge in Warren, Ohio. He earned his Master of Science from Rochester Institute of Technology and his Master of Business Administration from Youngstown State University. He also teaches manufacturing and business-related skills through the online learning platform, Udemy. He can be reached via LinkedIn at linkedin.com/in/ray-harkins or by email at rharkins@ohiostar.com.

Melanie Williamson is a psychologist and organizational consultant living in Vermilion, Ohio. She earned her Master of Arts in Psychology from Grand Canyon University, and is a certified meditation instructor and group facilitator. She can be reached by email at mjwilliamson102481@ gmail.com.

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