As An Operational Manager, What Impact Can You Have?

1 As An Operational Manager What Impact Can You Have On Your Team Th

1) As an operational manager, what impact can you have on your team through your demonstration and modeling of a positive and optimistic attitude and approach towards organizational changes?

2) As an operational manager, what impact can you have on your team through your demonstration and modeling of a negative and pessimistic attitude and approach towards organizational changes?

3) What are the impacts to an organization from a manager who blames and finds fault with his/her staff members and other organizational employees during periods of change when things are not going well? Note: Details your answer for each question.

Paper For Above instruction

The role of an operational manager is pivotal in shaping the attitudes and behaviors of team members, especially during times of organizational change. The manner in which a manager demonstrates and models their attitude towards change can significantly influence the overall morale, adaptability, and effectiveness of their team. This paper explores the impacts that a positive or negative attitude by a manager can have on their team, as well as the organizational repercussions of a blame-oriented leadership style during challenging periods.

Impact of a Positive and Optimistic Attitude

When an operational manager adopts and exhibits a positive and optimistic attitude towards organizational change, it often fosters a culture of resilience and adaptability within the team. Optimism in leadership encourages team members to view change as an opportunity for growth rather than a threat, which can enhance motivation and engagement. Such managers tend to communicate effectively, highlighting the potential benefits of change and providing reassurance during uncertain times. This approach promotes trust, reduces resistance to change, and can lead to increased innovation and productivity. For example, research by Avey, Wernsing, and Luthans (2008) indicates that positive leadership attitudes are associated with higher levels of employee engagement and decreased turnover rates.

Impact of a Negative and Pessimistic Attitude

Conversely, when an operational manager models a negative or pessimistic attitude towards organizational change, it can have detrimental effects on the team. Pessimism often breeds resistance, fear, and uncertainty among employees. Such leaders may communicate their doubts and concerns openly, which can reinforce staff apprehensions and reduce confidence in the change process. This pessimism can diminish morale, increase stress, and decrease productivity, as team members may feel unsupported or doubtful about the future. Studies by Barsade and Gibson (2007) suggest that negative emotional displays by leaders can spread throughout the team, worsening the overall climate and hindering successful change implementation.

Impacts of Blaming and Fault-Finding During Organizational Change

When managers blame staff members and find fault with organizational employees during periods of change, the consequences can be profoundly damaging to organizational health. Such blame cultures foster fear, resentment, and a lack of trust between management and employees. Employees may become disengaged, less committed, or even actively resist change initiatives, perceiving the leadership as unfair or unsupportive. This dynamic can lead to decreased collaboration, lower morale, and higher turnover, ultimately undermining organizational goals. According to Lewin (1947), effective change management requires supportive leadership; blame and fault-finding undermine this principle and impede progress. Moreover, a blame-oriented environment discourages learning from mistakes, which can prevent the organization from adapting and evolving effectively.

Conclusion

In conclusion, an operational manager's attitude and behavior during organizational changes critically influence team dynamics and organizational outcomes. Demonstrating optimism fosters resilience and engagement, while pessimism can impede progress and reduce morale. Similarly, a blame culture erodes trust and hampers change efforts. Effective leadership during change necessitates a supportive, positive approach that encourages collaboration, resilience, and continuous improvement, ultimately driving organizational success.

References

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• Barsade, S. G., & Gibson, D. E. (2007). Why does affect matter in organizations? Academy of Management Perspectives, 21(1), 36-59.
• Lewin, K. (1947). Frontiers in group dynamics: Concept, method and reality in social science; social equilibria and social change. Human Relations, 1(1), 5-41.
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