An attitude alludes to a psychological mind state and depending on the time as well as the situation, the attitude of individuals change, and this can be easily be identified in the way one behaves, talks, or responds (Improve Employee Attitude: 4 Incredible Tips, 2020). In many situations, the attitude of employees is a reflection of their feelings of loyalty towards the organization. In a corporate domain, it can sometimes be challenging to handle the attitude of employees in the correct manner, as it can lead to conflicts and misunderstandings. There are many attitudes which arise in the workplace, depending on the management, environment, and the manner in which the organization operates. While positive attitudes usually promote productivity, efficiency, and loyalty, negative ones can be correlated with the converse. Therefore, it is crucial for employers and managers to have an understanding of the seven fundamental steps in changing employee attitudes. They are each discussed in detail below.
Considering the facts of the case study, the first step of the seven-step process that I would take is the assessment of the negative attitude of the employees. This step usually entails the identification of the problem as well as the assessment of the environment of the workplace. During identification, I should be able to recognize some of the common workplace attitude problems and also identify some of the challenges in the workplace environment that are promoting a negative employee attitude. This can be done via an employee survey which assesses their attitudes, and it thus provides some form of feedback on the attitudes of the employees, therefore, making it easy to implement strategies according to the received responses.
Delegate your assignment to our experts and they will do the rest.
The second step entails the adjustment of the attitude. Amid this process, after the feedback from the employees have been received, the next logical step is to take corrective actions in order to change the negative attitude of the employees to positive. Some of the means that I would use in this stage is to listen, coach, and also provide feedback to the employees and I can perfect this process by role-playing in order to practice how to utilize coaching and provision of feedback. Similarly, I will use other methods, such as active listening and tactful confrontation to address attitude issues in the workplace.
Once the attitudes of the employees have been adjusted, the next step is to be vigilant and avoid management mistakes that would otherwise render the attitude change process to be annulled. For instance, I will have to be realistic and patient with the change process since change takes time and is a gradual process. Therefore, there is no need to rush things because doing so would interfere with the complete transformation. I would avoid actions such as scolding employees as well as complaining as it promotes negative perception from employees and thus the cultivation of the negative attitude.
The fourth step is to resolve the existent conflicts. There is a significant need to confront in a bid to end the negative behaviours. In this step, I would resolve some of the employee-employee or employer-employee conflicts so that the affected parties can change their attitudes towards the positive. I ought to recognize the personal conflict styles of workers and how to address them.
The next step would be to understand how to work with problem behaviours and attitudes, and this entails the analysis of the sources or cause of the problems. During this session, I would privately confront with a non-defensive, calm, composed, and professional demeanour. I should also be empathetic and try to understand the attitudes of the employees from an emotional and psychological standpoint in order to understand their issues fully and thus formulate strategies to counter them.
The sixth step is usually the last resort, and it comprises the termination of the employment contract. This step should be done when all efforts to resolve the situation have failed, and thus the main culprit that is unwilling to negotiate and change should be subject to reassignment or termination of employment. This would need to be the last step since the company has to ensure that we have undertaken every step, and all efforts have proven to be futile.
Finally, the seventh step entails the creation of a positive work environment. In this step, I should try to evoke a positive and collaborative team environment that promotes unity and cohesion. Some of the top promoters or motivators can be non-monetary rewards in order to motivate the employees. Some of the ways of motivating them include recognition awards for employees, career advancement and development initiatives, multicultural skills, leadership training, and other incentive programs.
In conjunction with elements of the seventh step, some of the ways I can turn the departments into well-functioning units with positive attitude include becoming a positive leader as teams usually become motivated when they have a leader that is positive and thus positive management (Building a Positive Team: Helping Your People to Be Happy and Engaged , 2020). I would also ensure that communication is upheld in all departments in such a manner that teamwork is facilitated. I would ultimately aim towards the creation of an environment that is non-judgmental and open and encourage everyone to voice their opinions. Most importantly, I would ensure that the employees are up-to-date on what is happening within and outside the organization so that they can feel that they are part of the organization and not aliens. This ensures that the employees are loyal to the organization and thus facilitating a positive attitude.
References
Building a Positive Team: Helping Your People to Be Happy and Engaged. (2020). Retrieved 3 September 2020, from https://www.mindtools.com/pages/article/building-positive-team.htm
Improve Employee Attitude: 4 Incredible Tips. (2020). Retrieved 3 September 2020, from https://blog.vantagecircle.com/employee-attitude/
