Attitudes and Perceptions
Attitudes and Perceptions
Attitude is a settled way the one thinks or feels about someone or something, and it typically reflected in a person’s behavior and Perception, on the other hand, is the way of regarding, understanding or interpreting something (Giuliani & Roberts, 2004). Peoples attitude greatly influence how they take or relate to things, and this can also affect how other people can relate to them especially in the work environment. It is important to be able to link or understand how people perceive things or their attitude towards some issues and therefore have an approach that is not likely to affect their performance.
What, according to you, did that person do to create negative situations? Was the individual bossy, rude, or interfering, or did the person make disparaging remarks or speak negatively about the people who were not present?
I once worked at a pharmaceutical company where the manager happened to be the owner of the pharmaceutical company. The relationship between the employees and the other subordinate workers on my level was good, and therefore this led to the promotion of both social and professional affiliation in the work environment. The managing director however made the situation and the relationship between us the workers hard as every time there was a small mistake by one of us the first step was stopping the salary without notice and shifting all the blame on employees later followed by firing an employee. The led to everyone to be always in fear of losing their job and therefore leading to low effectiveness as this inflicted fear and made us hold back from being fully committed and participatory in building the business.
What was your or the subordinate’s attitude toward the person in that particular situation and in general?
My perception and the perception of my fellow workers was that the situation that the managing director had put us in was rather uncalled for as there was a need to follow protocol and investigate a situation before being quick to take action. Most of the employees were frustrated, and every time someone found a new place to work left without notice. The situation has gone to the worst such that the workers could strike and decide not to work thinking they would be given a chance to air their views but all was in vain.
Based on your observations of that person, as you reflect on the work situation, was your or the subordinate’s attitude the right one? Why or why not? Would you show a different attitude given a second chance or if you were in the same situation? Why?
The attitude of my fellow workers and me was right as the judgment was not fair and the director was in a way taking advantage and employing bad leadership strategies. For a business to grow there is always that need to have time to interact with the workers and share with them the ideas and therefore able to implement them well (Torrington, Hall, Atkinson & Taylor, 2017). Given the same chance, I would show the same attitude because I feel that for a proper management and job performance process the managers should be in a position to respect their workers and give them a chance to prove themselves and not just accuse them of something that is not proven only to end up sucking them.
How does a negative management attitude affect trust among the employees? When a manager is not trustworthy, does this information spread to other departments, who may also form a negative opinion of the manager?
It is upon the manager to know how to win the trust of the workers as this drive towards commitment and increased performance in the organization. Negative attitude by the management affects the performance of the employees in different ways. First, if the management doesn’t trust you and your work, it becomes hard for you to prove that you can deliver and every time you strive and do your best they always criticize your work. This ends up lowering the morale and motivation and therefore making it hard even to become innovative. If a managed is untrustworthy, the information spreads to other workers very fast as they feel let down and disappointed by their leader. This, therefore, leads to change their perception and also their view towards him. This lowers the trust and the dedication that the other employees or the other departments have towards the organization and therefore making it hard to streamline and restore the spirit.
Suggest at least two ways you would solve the problems if you were the manager. Why would you adopt such measures?
If I was a manager, the first thing would introduce is an all-inclusive decision-making process. This is the first step towards showing the workers that you trust them and that you have faith in their work. This boosts their morale and dedication towards work and therefore making it even more advantageous in building the business. I would also ensure that the workers have a representative or a leader who is to present all their grievances or suggestions to my office to ensure that their views are heard as early as possible to reduce chances of them feeling neglected.
How do you describe your feelings and attitude when working for a leader who is positive and supportive versus a negative manager? How does a positive, supportive leader affect trust among team members?
I am currently working with a boss, who is very considerate, and he doesn’t even consider himself as a boss but a colleague. He always tells us that he is a staff like us and we should never fear to face him in case we feel that something is not going on the right way. Working for a leader who is positive keeps the motivation going and also makes me feel that my work is valued and appreciated. I also feel that I have a chance of growing my career and therefore dedicating my efforts toward work. A trustworthy leader makes people build trust on him as there is the feeling that they have his support and therefore being submissive. It also helps them build trust among themselves as the work environment favorable to become innovative.
How influential are perceptions of certain employees either in your team or other departments? Does your perception of a manager or a team member carry weight, even though there may not be a personal encounter with the person and the perception is based on someone else’s comments?
Perceptions of social people or interactive employees are likely to influence the other people’s perceptions as they interact more often. The perceptions of the people in my work place are positive, and they always interact and consult before coming up into conclusion. The perceptions of people towards our manager shape the trend and set the environment in the work organization, and this sets the motion towards working (Torrington, Hall, Atkinson & Taylor, 2017). People’s comments or views towards the manager also affect their perceptions towards him even if they have not met him. If more than two people talk about someone in a positive or a negative way, then there is a degree of truth in their statement and therefore calling for considerations of their statements and therefore comments about the manager’s influence how people view him in our organization.
Giuliani, R. W., & Roberts, T. (2004). Leadership in business organizations. New York: Hyperion Audiobooks.
Torrington, D., Hall, L., Atkinson, C., & Taylor, S. (2017). Human resource management and collaboration with other departments.