Changing Attitudes in the Workplace

Changing Attitudes in the Workplace

The following are seven effective steps of changing the negative attitude in a department.

  1. Assessment of Attitudes: It aims at recognizing the current and the common workplace problems in the work environment. It identifies the advantages and disadvantages that are in the workplace. This is mostly overcome through team work and targets offered in groups as members strive to overcome the challenges encountered in the workplace. It focuses on how to manage and merge both positive and negative attitude from the workforce and the patients for an effective work environment.
  2. Adjusting Attitudes: It considers, listening, improving on feedback and coaching as tools that are applied in changing the attitude in the workplace. The department members can be involved in a plan where they play the role of coaching and assessing how feedback can be effective in the department (Cohen, 2015). This is solidified through giving rewards, payoffs, compensations and other incentives to the workers that are effective. It is effectively learnt through active listening and conversing using open ended questions and tactics conversations and confrontations to address attitude issues in the work place.
  3. Common Management Mistakes: patients have attitudes, and the workers should be realistic in handling and addressing their attitude. On employees side resolving a problem is not always by condemning them and punishing them but guiding them to know how to behave when faced with the same situation in future. The culture of complaining time and again is known to undermine the effectiveness of a worker, and therefore it should be discouraged in the department. This should be evaded through allowing for chances to discuss and present the issues before the management instead of spreading it among the other workers as it can undermine the effectiveness of the whole department and organization at large.
  4. Resolving Conflict: This is mostly done through discouraging negative behaviors or ones that can lead to hatred and misunderstandings in the department. This can be best attained by controlling the stress and issues by the employees and helping them to know how to deal with personal issues such that they cannot affect the work. There are always cases of conflict in the work place, but the best way to reduce them is effectively managing and resolving such issues such that all the parties are left satisfied (Warner & Palgrave Connect, 2010). It is also important to recognize the personal conflicts that might exist between workers and know how to deal with them. It is most effective in encouraging team world and often interactions between employees to understand how to work with one another in the organization. This also makes it easy to collaborate and work together with the management as each group elects a leader or a representative to present their issues to the management. Regular meetings and interactions programs should be effected in the department to air people’s views and be used or incorporated in the decision making process before effecting change in the department to reduce chances of change rejection by the employees.
  5. How to Work with Problem Behaviors and Attitudes: The problems that arise in the department should be well analyzed, and people’s behavior or attitude should be assessed to know how to handle or deal with them. Most of the time some cases are very sensitive, and they might end up undermining employees in different ways, and therefore different reactions are expected. The best way is to know how each situation could affect an employee and them assessing the issue differently in different employees. Just like people have different characters they should be handled differently in the work environment especially when handling conflict issues to reduce chances of aggravating the issue.
  6. The Last Resort: Employee Termination and Legal Issues: The hiring and the termination process should be fair to all the employees. Most of the time the reason as to why the employees lack trust with the management is that they feel that they are being undermined or not respected through the firing process. All the employees should be treated equally during the hiring and the firing process. The legal procedure should be followed such that an employee should have a formal writing and all their dues should be settled. The whole process should also be documented and have both parties consent before being effected. Other remedies should also be initiated, and termination of employment should be the last resort when all the other ones have been assessed and realized that termination is the only option left.
  7. Creating a Positive Work Environment: This is done through evoking and providing a positive collaborative working environment through team work and group operations and using them to gauge and performance appraisal. The groups can be motivated through compensations, rewards and other monetary incentives to make them committed to the department’s work (Foot & Hook, 2016). Motivations can be managed in the workplace also through offering the workers some free time and paid leaves where they can rest and tackle their issues. This can also be done through offering career building and other training in the work area and also giving employee’s awards or recognition in jobs they handle for the organization.

The best way that I can apply to turn the department around to restore team functioning and positive attitude is to allow for continuous interactions and team work in the department such that the engagements will allow for them to collaborate towards achieving the department’s goals and objectives together. The collaboration would bring about strength and oneness and therefore solidify the relationship between the members which should be a positive attitude towards work and therefore reduce the chances of underperformances of the employees. I would also offer training and awards offering to the best performing members of the organization.


Cohen, A. (2015). Fairness in the workplace and how to deal with conflict issues: A global perspective.

Foot, M., & Hook, C. (2016). Introducing human resource management. New York

Warner, M., & Palgrave Connect (Online service). (2010). Workplace relations in the United States economy. New York: St. Martin’s Press.


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