Background
Dealing with a team is difficult for a manager dealing with people who are uncontrollable and feels negative towards anything brought to them buy the management. Different people in an organization possess different personality traits. Some may not be cooperative while others may even rebel to their managers in their sect of duties. All these weaknesses result to low performances as the employee are always not willing to work. As a manager, on needs to have the needed managerial skills, personal leadership skills and good management skills so as he can be able to manage such employee (Mowday, Porter and Steers, 2013, p.107).
Discussion
To manage any problem in an organization, it requires me to identify the possible reasons that led the team members to develop bad attitude towards the previous manager. A problem should be solved from its roots. It would be so difficult to solve the employee problems if I did not start with identify the existing problem. The reasons for negative attitude and poor management would be as a result of poor management of the previous manager. To exhibit wisdom in leadership, I would call to order for a meeting where I would address the team and discuss the existing condition of the group organization. Through this, I will be able to apply problem solving skills through communication with the members as we exchange views on the way forward.
I would also practice the delegation leadership skills. It would incorporate all the members in the group. I would make sure that each member of the group has a task and a role that he /she is accounted for. If at first the members were idle, they will be forced to be active by the roles they would play. The delegation principle applies to such a group. May be, the previous manager had not engaged t them, I should do so in respect to their abilities. According to the System management theory, a group functions like a system, the system has different parts, each member represents their part which they should hold to its efficiency all rather lead to a fail in the group (Burke, 2017, p.183).
Proper planning and organizing as skills in management would also help to influence the negative cultural change that has taken place in this group. Planning on the team’s objectives that ought to be met, goals and the strategies that is to be adapted so as to meet these objectives can save this team. As a manager, when I start by exhibiting personal skills in planning the group performances in collaboration to the group organizing secretaries, I will influence the members towards proper planning. The strategies planned for will be a product of well thought out processes for the wholesome development and transformation of the old culture.
Finally, in-service training to my team would do great to influence the existing negative attitude. The employee needs to be taken to different workshops to develop their skills and broaden their experiences in their different work areas.
Conclusion
Team developing and assisting workers in gaining commitment to the organizational set goals is not guaranteed if the manager does not play his roles (Mitchell et al., 2015, p.217). The culture of negative attitude can be done away with if the managers exhibit personal leadership qualities and management skills.
References
Burke, W.W., 2017. Organization change: Theory and practice. Sage publications.
George, E., Chattopadhyay, P., Gupta, V. and Li, J., 2016, January. Dealing with Dissimilar Teammates: Do Emotions Experienced in the Initial Team Meetings Matter?. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 14248). Academy of Management.
Mitchell, R., Boyle, B., Parker, V., Giles, M., Chiang, V. and Joyce, P., 2015. Managing inclusiveness and diversity in teams: How leader inclusiveness affects performance through status and team identity. Human Resource Management, 54(2), pp.217-239.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
