Changing Attitudes in the Workplace Several attitudes can be displayed in the workplace depending on conditions, management style, personal issues, and values. There are seven steps for changing attitudes in the workplace. Refer to this week’s readings on the step-by-step process for changing attitudes in the workplace. Now, read the following scenario: You are a new manager in the department (either major or desired management position). You discover that the majority of staff members have a negative attitude, they gossip, and have low morale. Many bring their home issues and problems to work. Using the South University Online Library, you may also research on the topics related to attitudes and perception and write your response. Your response should be of at least three pages. Based on the above scenario and your research, answer the following questions in a Microsoft Word document: Support your responses with examples. Cite any sources in APA format. The first step in the change process is to identify the problem, followed by efforts to adjust attitudes, reduce conflict, and seek solutions (see ). Open communication creates environments where workers feel safe to dissent, and in which their opinions are respected. Everyone has attitudes, both positive and negative. To help workers realize their full potential requires ongoing efforts. Discussion groups are a great way to diagnose and treat attitude problems. Begin by stating the guidelines for the session to alleviate any anxiety and set a positive tone. Create a supportive atmosphere so that participants feel safe to examine their attitudes and beliefs. The manager’s role should be as facilitator versus guiding a question-and-answer session. One task of the effective facilitator is activating the group’s resources to bring out the “best” of a group. For example, plan activities where people get involved with one another right off the bat (e.g., icebreaker type of exercise). Work with the energy of the group, use humor and laughter, and healthy competition. These interactions build
trust and help people feel comfortable to share ideas and consider new options. The second task of the facilitator is to activate participants’ internal wisdom. Ask questions and then let people discover their own answers. You can assist participants by keeping the dialogue going to sort out their values and priorities, explore beliefs and assumptions, and encourage them to alter their work lives in ways that they choose. The third task is to facilitate personal reflections by asking questions to help participants test the ideas that are developed against their own experiences. List issues, goals, problems, and solutions that come up in the group dialogue. Write the main ideas on a board, perhaps focusing on negative attitudes and things that may cause them in the workplace. Ask people to expand on these. Give personal examples and ask them how poor attitudes in others can make them feel. Throughout the process, the facilitator’s goal is to try to foster interpersonal support. By having participants share ideas and experiences, it initiates the process of each person supporting the other. Encourage team building and interpersonal support as part of creating a work atmosphere where negative attitudes are exposed and positive attitudes flourish. At the end of each session it is important to provide a summary. This shows the participants that you have been actively listening and are prepared to offer a synthesis of the group’s observations and insights. Begin by saying “What I have heard today is…” Offer participants a chance to compare notes with one another for feedback. You might also ask participants to jot down ideas and feelings about the attitude dialogue to bring to the next meeting. Always provide a “take home message” of commitment to change—everyone should leave with at least one clear idea about what they will do next. Discussions to identify negative workplace attitudes can be very effective. These discussions lead to solutions and group commitment to improved morale. Based, in part, on , by Purchase the answer to view it