Free «Critical Analysis: Negative Attitude» Essay Sample

Problem\Issues at the Workplace

Attitude of an employee at the workplace is one of the major factors that have a significant impact on the future of the company. It is extremely crucial to understand attitudes of employees at all the levels of organization because those attitudes directly affect organizational performance (Deal,  Stawiski, Ruderman, & Gentry, 2010). According to the research conducted by the International Center for Collaborative Solutions at Sullivan University, 30-40% of the time of the manager is spent on regulating the issues and interpersonal conflicts, including behavioral issues, personality clashes and poor performance. The problem solution cycle performed by managers will last for a long time, reducing efficiency of both the managerial and the employee sides, unless the root causes of the issues are addressed. This research is aiming to investigate the case of bad attitude, e.g. rudeness, reduced performance, etc.

The issue may be addressed by the manager unless the root of the issue is hidden deep in the personal side of the employee. In that case, according to the research conducted by the London School of Economics, the workplace can make a significant impact on the attitude, and as the result, unsuitable conditions, conflicting interrelationships, lack of job security, and fear of inadequacy cause serious problems. Another cause of the problem may be hidden in the intergroup attitudes.There is a strong connection between performance of employees and their attitude, which presupposes the existence of group attitude (Bartel et. al., 2004). Group attitude theory is supported by the fact that individuals within the working community will have common attitudes due to the common experiences (Gutek, Winter, 1992). Employees working for one supervisor or those who have the same working conditions share common experiences regarding their work and these experiences take a major part in the formation of job related attitude. Inappropriate behavior of a supervisor is likely to decrease the level of productivity and worsen attitude of employees towards the work. Another example of group attitude is reflected in the reverse form of affection or avalanche form, when one worker within the working community is complaining. His discontent with work or destabilizing it in any other way might spread to the whole group (Abang, 2013). However, these complaints are still caused by negative aspects of working conditions that were mentioned above.

Job insecurity was identified as one of the most influential factors that stimulate growth of negative attitude (Wasilu, 2013). This factor is considered to be a significant variable in the employee satisfaction with work, which expresses and forms the employee’s attitude towards it. With the presence of job insecurity employees get more stressed because negative perception of their security makes a great contribution to the development of worrying about their future, thus decreasing productivity of the organization and worsening interrelationships between the employees and their supervisors.

Negative attitude in the form of aggression, rudeness, caused either by external or internal factors contributes to the communication issues, making the common negotiation tightened and stressing, which directly affects attitude of employees towards the work within the community. As it was mentioned previously, this type of attitude is able to spread discontent among the workers and reduce the overall productivity.

Stressful environment and heightened demands of a supervisor contribute to the unwillingness of an employee to develop and create rejection and avoidance of the working place, which lowers the quality of interaction not only within the company, but also between employees and customers. Having negative experience from negotiations with rude, stressed employee customers will avoid future contacts with the company.

Any problem or issue caused by negative attitude towards job should be deeply analyzed in order to be solved. Regulation of occasional conflicts either rare or frequent only removes the temporary symptom, however neglecting the root causes.


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