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.

What would you have done if you were the supervisor?

Answer 1

As a supervisor, addressing employee behavior and attitudes is crucial for maintaining a productive work environment. If I were the supervisor in this situation with John, here's how I would approach it:

1. Recognize and Acknowledge John's Skills: I would start by acknowledging John's foundational skills and work ethics, especially as he comes from a background that values hard work. This establishes a positive tone for our conversation.

2. Identify the Core Issues: I would ask John to express his frustrations about the break situation and his desire to move to day shift. This conversation would help me understand his perspective better and the reasons behind his attitude change.

3. Provide Constructive Feedback: I would then share my observations about his changing attitude. Rather than simply telling him to change, I would provide specific instances of when his negativity was evident. For example, I’d mention how he interacts with his coworkers and how it might contribute to a toxic atmosphere.

4. Promote a Positive Mindset: I would encourage John to shift his focus from what he perceives as unfair (the lack of breaks) to what he can control—his attitude toward work and his interactions with others. Stressing the importance of maintaining a positive attitude, especially in a team-oriented environment, would be part of this discussion.

5. Discuss Goals and Motivation: I would inquire about John's long-term career goals. Understanding his desire to fish and spend time with friends could guide our discussion on how to prioritize his mental well-being while being productive at work. I’d suggest that maintaining a good attitude could enhance his chances for advancement.

6. Set Goals for Improvement: I would work with John to outline concrete steps he can take to improve his attitude and interactions with peers. I could propose setting specific goals for positively engaging with teammates and perhaps even coming up with ways to address the break situation with management collectively rather than solely venting.

7. Offer Continuous Support: I would reassure John that I am here to support him. Regular check-ins could be planned to monitor his progress and address any future concerns before they escalate. I would also remind him that changes take time, and I’d encourage him to stay committed to personal growth.

8. Revisit the Promotion Discussion: Finally, I would let John know that his attitude will directly impact his opportunities for advancement. I would provide a timeframe (e.g., the next few months) to reflect on improvements, after which we could reassess his candidacy for the dayshift position.

By doing this, I would aim to not only provide constructive criticism but empower John to take ownership of his attitude, leading to a more harmonious workplace and better opportunities for him in the future.