There Are Many Things Managers Might Do To Create ✓ Solved

There are many things that managers might do to create

There are many things that managers might do to create and nurture a positive work environment. Imagine a scenario that illustrates a negative environment and toxic employee and a manager who turns a blind eye. As a manager, how would you approach this scenario? How might you turn a negative or toxic situation into a positive and empowering one?

To prepare for this discussion, consider your work environment, or one that you are familiar with and think about what aspects are positive and what are not. Then think about the manager’s role and their ability to impact it. Post a cohesive response in which you:

• Describe a work environment or situation that you consider to be positive and what aspects stand out as making it that way.
• Describe a work environment or scenario where you have observed some negative aspects and the impact those have.
• Describe the role that a manager has in creating a healthy and positive environment. Provide an example from your own experience of specific actions or behaviors that you observed in a manager who nurtured a positive work environment.
• Explain the steps that a manager could take when there are things that are making the environment toxic. Provide examples to illustrate.
• Explain the steps individual employees can take to build a healthy and positive work culture.

Be sure to support your ideas by connecting them to the week's Learning Resources, as well as other credible resources that you have read; or what you have observed and experienced.

Paper For Above Instructions

In today's rapidly evolving work landscape, the role of managers has expanded significantly, especially concerning workplace culture and employee morale. A positive work environment is essential for fostering productivity, creativity, and employee satisfaction. It is crucial to recognize how negative environments can adversely impact employees and the overall organization.

Understanding Negative Work Environments

Imagine a workplace where employees feel undervalued and overworked. In such a situation, toxic employees who undermine their peers often thrive due to a lack of accountability from management. This scenario leads to a vicious cycle where negativity perpetuates itself; morale plummets, and productivity suffers. Such environments may exhibit high turnover rates and increased absenteeism, ultimately costing the organization both financially and reputationally. For example, a retail company I was familiar with struggled with low employee engagement due to management’s indifference to employee feedback. The outcome was rampant gossip, decreased customer service quality, and a general decline in morale.

The Role of the Manager

Managers play a pivotal role in shaping a workplace culture. They set the tone for how employees interact, how conflicts are managed, and how achievements are celebrated. One positive example from my experience involved a manager who routinely solicited feedback from team members and actively addressed their concerns. This manager implemented regular one-on-one check-ins, fostering an open dialogue. Employees felt seen, heard, and appreciated, which significantly increased morale and collaboration. In contrast, managers who ignore these crucial aspects foster an atmosphere of distrust and resentment. Effective managers understand the importance of cultivating a supportive environment where employees feel empowered to speak up.

Transforming Toxicity into Positivity

To transform a toxic work environment, managers should begin with a thorough assessment of employee sentiments. Conducting anonymous surveys can provide insights into areas needing improvement. Managers should then create an action plan that addresses the most pressing issues. For example, if employees are struggling with work-life balance, implementing flexible work hours or remote work policies could alleviate stress and improve morale.

Moreover, training sessions on conflict resolution can equip employees with the skills necessary to navigate workplace tensions more effectively. Managers can encourage team-building activities that foster collaboration and relationships among employees, ultimately creating a supportive culture. Recognizing individual contributions also goes a long way in promoting a positive atmosphere. Celebrating achievements, both big and small, can significantly enhance employee satisfaction and motivation.

Empowering Individual Employees

While management plays a key role in shaping workplace culture, individual employees also have a responsibility to foster a healthy environment. Employees can take the initiative to approach conflicts constructively rather than letting them simmer. They can also contribute positively by recognizing the efforts of their colleagues and encouraging collaboration rather than competition.

Moreover, employees can advocate for a positive culture by engaging in community-building activities, such as lunch-and-learns or social committee events, which encourage interaction across teams. They should also take personal responsibility for their mental health by setting boundaries and communicating openly with management if they feel overwhelmed. By proactively participating in initiatives that promote positivity and by practicing empathy and kindness, each employee can contribute to a more harmonious workplace culture.

In conclusion, creating and nurturing a positive work environment requires a multifaceted approach involving both management and individual employees. Managers need to take an active role in assessing workplace culture, implementing strategies for improvement, and fostering an atmosphere where employees feel valued. Concurrently, individual contributors should embrace their roles in promoting collaboration, empathy, and a supportive community. Together, these efforts can transform a toxic work environment into a thriving, positive space that benefits everyone involved.

References

• Lindberg, P., & Vingård, E. (2012). Indicators of healthy work environments - a systematic review. Work, 41.
• Ramesh, G., & Vasuki, K. (2013). Addressing employee underperformance by nurturing a positive work environment. Journal of Commerce & Management Thought, 4(1), 55–69.
• Smits, K. (2017). An invisible constraint: Don't overlook the power of organizational culture. PM Network, 31(5), 24.
• TEDx Talks. (2016, May 2). How to start changing an unhealthy work environment | Glenn D. Rolfsen | TEDxOslo [Video file]. Retrieved from TEDxOslo.
• TheTableGroup. (2013, February 6). The four disciplines of a healthy organization [Video file]. Retrieved from TheTableGroup.
• McKeen, J. D., & Smith, H. A. (2019). IT strategy & innovation (4th ed.). Burlington, VT: Prospect Press.
• Pearson, C. (2020). The role of leadership in maintaining a positive work environment. International Journal of Business and Management, 15(3), 122-130.
• Cameron, K. S., & Spreitzer, G. M. (2012). The Oxford Handbook of Positive Organizational Scholarship. Oxford University Press.
• Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
• Maslach, C., & Leiter, M. P. (2016). Burnout: A guide to identifying burnout and pathways to recovery. Harvard Business Review Press.