Introduction in order to avoid such cases

Introduction

Attitude dilemmas at the workplace are one of the major causation factors high rates of turnover and poor levels of employee productivity. This implies that a manager has the obligation of identifying instances associated with attitude problems among his employees in order to avoid such cases imposing an intense distraction at the workplace (O’Rourke 5).

Research studies reveal that new employees usually attempt to adapt to the attitudes of the present employees, and in cases where conformance is lacking plays a significant role in brewing bad attitudes among the employees of an organization (Shumake 23).

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Factors such as inter-personality clashes, behavioral problems are among the root explanations for the existence of bad attitude among employees at the workplace. In addition poor performance by the employee can also result to behavioral issues within the employees.

This paper is a problem analysis of the aspect of the attitude problems within the organization. The paper highlights the various signs associated with attitude problems and some of the various strategies that the manager can deploy in order to overcome attitude problems at the workplace.

It is evident that different people have dissimilar signs of attitude problems; this is a significant constraint in attempting to identify employees who have attitude problems. Some of the most common manifestations of attitude problems at the workplace include case of employee rudeness, constant complaints to their supervisors, ignorance and resistance to organizational directives, refusal to share ones opinions and general lack of sociality in an individual (O’Rourke 25).

These behaviors normally have a negative impact on the productivity at the individual level and at the organizational level (Shumake 58). In most cases, personal conflicts between two individuals in a team usually affect the entire group; therefore, teal leaders and supervisors must address such issues before they get out hand.

It is imperative that such instances associated with attitude problems be resolved before it results to intense resentment. This can be addressed by giving the employees a chance through which they can express their opinions in an environment that is controlled. Appropriate strategies should be implemented in order to foster partnership among the employees (Shumake 74).

Another significant contribution to the onset of attitude problems at the workplace is personal problems, which play a great deal in affecting their performance. Rapid changes in personalities and reduced rates of productivity normally result to problems at the work place.

Therefore, Human Resource managers can address this issue by use of a commiserative meeting, instead of using a confrontational encounter. This aims at putting the employee at ease so that he can open express the significant issues that making his stay at the workplace a menace.

In cases whereby the principal cause of the attitude problems is personal, an effective strategy is to give the employee a time off so that he can resolve the issue before resuming duty. Additionally, appreciating the problem yet maintaining firm principles on the individual can also play a great deal in elimination of the attitude problems (Shumake 74).

Marginalization of employees can also result to attitude problems amongst the employees at the workplace. Cases of employee threatening can also result to cases of employee attitude problems at the workplace. Office politics are also a significant causation factors for attitude problems. This can be solved by setting clear organizational policies and listening to the grievances of the employees that have been subjected to manipulation and marginalization (O’Rourke 45).

Works Cited

O’Rourke, James. Relationships, Managing Conflicts at Workplace. New York: Cengage Learning, 2008.

Shumake, Glynn. Increasing productivity and profit in the workplace: a guide to office planning and design. New York: Wiley-Interscience, 1992.