Attitude Case Study

Question

John’s Attitude Change
Upon graduation from the Industrial Maintenance Technology program, John obtained a position with a well-known Fortune 500 company. John was from the farm and was raised to have good work ethics. After about three months of training, he was put on night shift and was assigned to the extrusion department. He never received many breaks because every time he started to take a break, his radio would go off. “John, Number 5 machine is down; could you take a look at it for me?” He became angry with his supervisor. “Can’t a man get a decent break around here?” thought John. At break time John would hang out in the breakroom with all his maintenance buddies. He would express his grief about the break situation to them. They even made crude jokes about the supervisor.
John desperately wanted to move to dayshift. Every time some of his buddies at home wanted to go fishing, John would have to go home and get some sleep to be ready for work the next night. He believed if he made it to day shift, he would have plenty of time on his off days to fish. When the day position came open, John, as well as two of the other maintenance men, applied. The supervisor called John in his office the next night and told him he may as well take his name off of the list. When John questioned the supervisor for a reason, the supervisor told him of the change in his attitude since he started. He said that until his attitude changed, a promotion was out of the question.

Do you think John made a mistake? If so, what was it?

Answer 1

Yes, John made a mistake in how he handled his situation, particularly regarding his attitude and the way he communicated with his peers. Here are some key points where John went wrong:

1. Negative Attitude: John's frustration with his breaks and his supervisor led him to develop a negative attitude, which was apparent to management. Complaining about the situation instead of addressing it constructively contributed to his unfavorable reputation at work. This negativity can influence not just his own behavior but also the workplace culture, which is likely to be noticed by supervisors.

2. Gossiping with Peers: Instead of seeking solutions, John engaged in complaining with his coworkers and making crude jokes about the supervisor. This kind of behavior can create a toxic work environment and reflects poorly on him, making him seem unprofessional and disengaged.

3. Failure to Communicate with the Supervisor: John did not initiate a constructive conversation with his supervisor about his concerns. Instead of expressing his challenges and seeking a solution, he simply became frustrated. Open communication regarding his feelings and a request for help or support could have shown his dedication to the job and may have helped improve his situation.

4. Lack of Professionalism: Expressing anger and dissatisfaction publicly among his peers may have undermined his position and potential for advancement. It is essential to maintain professionalism in the workplace, even during difficult situations.

By allowing his frustration to alter his attitude negatively and by not addressing his concerns in a constructive manner, John inadvertently prevented himself from advancing to a day shift position, which he desired. A more proactive approach—expressing his concerns respectfully and seeking constructive feedback—could have improved his situation and demonstrated his commitment to the company and his job.