Values can be defined as principles and fundamental convictions which act as general guides to

behavior, enduring beliefs about what is worthwhile, ideals for which one strives, standards by which
particular beliefs and actions are judged to be good or desirable. (Anders,1997) Examples of values
are love, fairness, equality, freedom, justice, happiness, security, peace of mind and truth.

A ‘value’ is commonly formed by a particular belief that is related to the worth of an idea or type of
behavior. Some people may see great value in saving the world’s rainforests. However, a person
who relies on the logging of a forest for their job may not place the same value on the forest as a
person who wants to save it. (Thomas,1998)

Values can influence many of the judgments we make as well as have an impact on the support we
give clients. Attitudes can make us blind to other people’s values, opinions and needs. Attitudes will
always have a positive and negative element and when you hold an attitude one may have a
tendency to behave in a certain way toward that person or object.

To work effectively it is critical to understand one’s values and beliefs and to understand the
importance of not allowing them to affect the way in which we work with clients. In order to remain
professional, it is necessary to leave personal values out of the client/worker relationship. This
means that it is important to allow clients to make decisions based on their own values and beliefs
rather than decisions that reflect what employee think they should do.

Worker’s perceptions and reality.

Perception is simply defined as how a person sees the world around them and how they interpret
that information. It is due to subconscious which enables the mind  to show certain characters
without  the individuals knowledge and is contingent on your ability to pay attention to your
surroundings and your existing knowledge. The mind will occasionally filter information out, which is
why you don't notice every single thing around you; it would be a complete information overload
otherwise.
In organizational behavior and business, perception often helps shape a person's personality and
how they act in certain situations. These can affect how they respond to certain things-like stressful
situations-their performance at tasks, and even their creativity. For management, paying attention to
personality traits in employees can help them determine the person's work ethic and strengths. That
is, if the manager's perception is not hindered in some way.

A Negative Work Environment

A negative work environment can lead to diminished performance and poor employee morale. In the
long run, it may harm your company's reputation and affect your ability to attract talent. A negative
work environment may also increase turnover and absenteeism. In the worst-case scenario, it can
lead to lawsuits for harassment, discrimination or defamation.

Ways leaders can Reducing Workplace Negativity

1. Create a positive workplace environment that encourages employee to take risks, embrace
2. Focus on creating a work environment where everyone feels valued and supported.
3. failure and learn from their mistakes.
4. Foster excellent communication and collaboration.
5. Identify the cause of negativity by using anonymous surveys and encourage staffs to speak up.
6. Leaders should treat everyone fairly and be consistent when enforcing policies.
7. Recognizes team’s achievements and reinforce positive statements.
REFERENCES

Marmefelt, Thomas: Bank-industry networks and economic evolution – An institutional-evolutionary

approach, 1998 (Economics)

Melander, Anders: Industrial wisdom and strategic change – The Swedish pulp and paper industry
1945-1990, 1997 (Business Administration)

https://appliedpsychologydegree.usc.edu/blog/discouraging-negativity-in-the-workplace/

https://sielearning.tafensw.edu.au/MCS/CHCAOD402A/chcaod402a_csw/knowledge/values/values.
htm

https://smallbusiness.chron.com/effects-negativity-workplace-11655.html

https://www.universalclass.com/articles/business/the-concepts-of-perception-and-attribution-in-
organizational-behavior-in-business.htm
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