Poor Employee Attitudes Negatively Impacting Performance Outline.

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PoorEmployee Attitudes Negatively Impacting Performance


Topic:Poor employee attitudes negatively impacting performance.

Thesis:Poor attitude in the place of work is one of the most damagingbehaviors to and organization and have massive impacts on thefulfillment and performance of the employees, the direction of entireorganization culture and the profitability of an organization.



  1. i. Scenario One: Poor attitude as caused by the employee and consequences to the client and the brand.

ii.Goals to be accomplished in the analysis.

iii.Action plan for addressing the challenge.

  1. i. Scenario Two: Poor attitude by the employee could result from the behavior of the employer.

ii.Goals to be accomplished in the analysis.

iii.Action plan for addressing the challenge.

  1. i. Scenario Three: Poor attitude as a result of the inability of the employer to provide the right technological and other forms of tools to their employees.

ii.Goals to be accomplished in the analysis.

iii.Action plan for addressing the challenge.


Thepoor attitude in the place of work is one of the most damagingbehaviors and organization and has massive impacts on the fulfillmentand performance of an employee, the direction of entireorganization’s culture and the profitability of an organization(Neider, 2016). Attitudes are predisposition or assessments thatindividuals make regarding objects, events, ideas or situation.Attitudes significantly impact on people`s choice of the course ofaction, reactions to incentives, challenges and rewards. Besides,attitude influences behavior and the ability of an individual to makea decision. The four significant components of attitude include,affective (feelings and emotions), conative (actions), cognitive(opinions or beliefs) and evaluative (negative or positive) (Oades,2016). Accordingly, the employee predisposition regarding the brandsevents, ideas or situation negatively affects his performance andhence that of the entire brand. This research seeks to find out howpoor employee attitudes negatively impact performance as I haveexperienced them, followed by a goal and proposed the action plan.



Thepoor attitude results from personal issues or workplace events suchas decreased pay and or harsh workplace conditions. Suchcharacteristics of the employees may cause poor attitude. I haveexperienced poor attitude resulting from these personal issues. Apoor attitude can be discovered through tardiness, rumor mongering,laziness, rudeness and any other activities that lead to lowering ofthe general morale (Neider, 2016).


Thegoal of this analysis is to 1) Identify the consequences of poorattitude in the workplace as experienced by the organizationmanagement and 2) Describe the specific solutions of the scientificprocess of solving the challenge that may lead to possibledestructive repercussion to the organization.

Poorattitude caused by personnel issues has the following consequences tothe organization. Poor attitudes make the affected employee developcomplains about almost all duties and tasks they are allocated(Boxall, 2015). Such employee will not be able to manage theirallocated workload because they are always disengaged. The behaviormay spread to another employee who may end up adapting poor attitudeas well. The whole team will develop despondency, unhappiness thusbecoming apathetic and indifferent (Jacoby et al., 2016). Sometimes,the poor attitude can lead to absenteeism, resentment, lowproductivity, and liability because the whole lot of employees maybecome convinced that they are working in a hostile environment.Consequently, such behavior may lead to legal issues and additionalcompensation if the vice is unchecked (Davies et al., 2015). Theyinclude work will slow down, many mistakes will be committed,productivity will be diminished, and thus profitability of the entitywill be decreased because of less revenue. Correspondingly, poorattitude will make the clients become be unhappy because employeeswith a bad attitude will not be able to offer high-quality services(Boxall, 2015). Consequently, clients will not be able to come backfor the service and might even fail to refer other clients to thecompany.


Thechallenges that result from employees’ poor attitude can beaddressed in various ways to avoid the problem escalating andbecoming uncontrolled. To sufficiently solve the challenge of poorattitude, the employer ought to find out the real cause of theproblem (Davies et al., 2015). In the process of finding out, theemployee should be informed about the consequences that the poorattitude has to the fellow employees, the department and hence thebrand. In the process of enquiring, no issue should not be takenpersonally or carried out through confrontation because doing so willlead to an employee becoming defensive (Jacoby et al., 2016). If theemployee has social issues at their home or family, it is advisableto identify with these challenges and strive to empathize with themor offer hopeful wishes. Nevertheless, the supervisor should becareful not to cause more challenges to existing social issue or makethe employees dig deeper into their social issues causing moretroubles. During the process, the focus should be in a way that endproduct is finding a solution to the challenge other than threats ofterminating their service (Boxall, 2015). The supervisor shouldemphasize more on positive aspects of the worker and the benefits ofhaving a positive attitude in the workplace.

Theseattributes will enable the employee to develop self-image and realizetheir capacity and impacts their positive contribution to thecompany. Comments made to the employee concerning their poor attitudeshould also contain their positive contribution to the enterpriseperformance and significant of their role to the brand (InformationResources Management Association, 2017). The whole process shouldthen be evaluated to find out whether there was any positive changein the attitude of the employee and whether the interventions thatwere put in place had impacts to the client. The process ofevaluating should be based on positive changes that have beendiscovered from the client. Again more emphasis should be gearedtoward enhancing the importance of positive attitude in the workplace(Jacoby et al., 2016). Moreover, the process of interactions shouldbe directed toward the need to have a positive interaction with bothinternal and external clients. However, sometimes the poor attitudemay continue depending on the individual character or the magnitudeof the issue. If the poor employee attitude continues to impact onworkplace harmony, productivity, and other department members, theprogressive disciplining measure should be taken (Davies et al.,2015). These measures should be in line with the legal and company’srules and regulations.


Poorattitude by the employee could result from the employer’s inabilityto provide the right technological and other forms of tools to theiremployees. I observed that there is the correlation betweenemployees’ performance and the technological working tool that theyare using to enable them to work (Hoffman &amp Bateson, 2017).


Thegoals of this section are to 1) Identify how the lack of sufficienttechnological tools can lead to the poor attitude of the employee and2) Explain the most appropriate plan to address this issue.

Researchhas shown that employees using notebook PC in their workplaceincrease their efficiency by 100 hours by the end of one year, andthus the employees can manage their time effectively.Correspondingly, advancement to wireless notebooks further increasesworkers efficiency by 2 hours by the end of one week (Hoffman &ampBateson, 2017). Lack of effective technological resources reduces theefficiency of the employee in that employees feel that they do nothave the necessary resources to accomplish the task that has beenallocated to them. Employers who have embraced information technologyhave the upper hand because work is usually made easier and efficient(Davies et al., 2015). As a result, employees can accomplish multipletasks fast, efficiently and without utilizing more energy.


Thecause of poor attitude as a result of insufficient tools can bediscovered by finding out whether the employee attitude is due tolack of sufficient equipment for performing their duties (Jacoby etal., 2016). This process can be done by both physical confirmationand inquiry from the employees about the best tools they would liketo carry out their tasks. Then, the brand will put necessary measuresto providing workers with the precise equipment or constantly upgradethe existing ones (Information Resources Management Association,2017). These measures would ease stress during working and has beenobserved to improve employees’ attitude because they can accomplishmore work with ease and with more efficient resources. Training onhow to use the equipment and programs should be carried out tofacilitate proficiency which will always have positive impacts on theresults (Jacoby et al., 2016). The process can be evaluated throughanalysis of both informal and formal feedback before and after theupgrading of the installation process.


Ihave experienced the situation where supervisors or managerscontributed to employees’ poor attitude by their inability toperform their duties effectively. Consequently, the managers hinderthe worker`s process of poor communication lack of effective liaisonregarding certain specific matters requiring cooperation and linkageand running entities with inflexible and rigid bureaucratic processes(Hoffman &amp Bateson, 2017).


Thegoal of this analysis is to 1) Find out ways in which employers cancause employees poor attitude and 2) Describe the most appropriateapproach plan to address the issue.

Someof the ways include failing to train, encourage workers and failingto keep promises. Moreover, some kept on blaming employees for themistakes they have committed. Attitudes of employees and hence levelof productivity of the workforces are expressively affected by thebehavior of the employer or the direct supervisor (Hutchinson, 2013).


Suchchallenges could be addressed through altering the existingmanagement strategies and sanctioning the most effective strategiesfor improving cohesiveness between the employee, immediate supervisorand the brand management (Information Resources ManagementAssociation, 2017). These procedures could be enhanced through teambuilding or capacity building programs where all the staff includingthe management engages in out of work activities. These strategiesare effective for building bridges between bosses and employees andlearning to appreciate one another despite individual weaknesses.Supervisors will be encouraged through training to embrace the needto share with employees and practicing open door policy where thereare no bureaucratic processes and hindrances to interaction (Jacobyet al., 2016). Other strategies that bosses or supervisors can put inplace include the use of dialogue, rewards, inspiration andmotivation. Evaluating the success of these strategies could be donethrough analyzing both formal and informal feedback and monitoringperformances before and after each strategy for an extended period(Neider, 2016). The feedback offered will also be used to find outthe most efficient approach of linking employees to theirsupervisors.


Poorattitude is one of the most damaging behavior to and organization andhas massive impacts on the performance of an employee. In fact,attitude can affect the direction of entire organization culture andhence low profitability of an organization. Attitude proceeding fromthe employee leads to low morale, laziness and hence lowproductivity. A poor attitude can also lead to client dissatisfactionthus resulting in loss of the customer and decreased referrals. Theemployer ought to find out the real cause of the problem, inform theemployee, solve the challenge if possible through necessary means andfocus on reforming the worker. If they continue with the trend, theaccurate disciplinary measures should be taken. If the cause of thepoor attitude is the employer or supervisor, the management shouldstrive to model the supervisor or immediate manager through teambuilding and capacity building sessions. Sometimes attitude may beresulting from inadequate tools of work like improved technology.This challenge may be addressed through purchasing new technologicalequipment or upgrading the existing ones. The end product of theprocess must be evaluated through the necessary means to ensure thatpositive change has been achieved.


Boxall,P. (2015). Strategyand Human Resource Management.Palgrave Macmillan. Palgrave Macmillan.

Davies,S. J., Hertig, C. A., &amp Gilbride, B. P. (2015). Securitysupervision and management: The theory and practice of assetprotection.Amsterdam Boston: Butterworth-Heinemann is an imprint of Elsevier.

Hoffman,K. D., &amp Bateson, J. E. G. (2017). Servicesmarketing: Concepts, strategies, &amp cases.Boston, MA: Cengage Learning.

Hutchinson,S. (2013). Performancemanagement: [theory and practice].London: Chartered Inst. of Personnel and Development.

InformationResources Management Association. (2017). Decisionmanagement: Concepts, methodologies, tools, and applications.Hershey, PA: Information Science Reference.

Jacoby,D., Behar, N., &amp Makela, R. (2016). TheHigh-Impact Sales Manager: A No-Nonsense, Practical Guide to ImproveYour Team`s Sales Performance.Columbus: Sales Readiness Group.

Neider,L. L. (2016). Currenttheory and research in transforming organizations.Charlotte: Information Age Publishing Inc.

Oades,L. G., Steger, M. F., &amp Fave, A. D. (2016). TheWiley Blackwell handbook of the psychology of positivity andstrengths-based approaches at work.Hoboken: Wiley.