Respond to your colleague in the following way:

Offer alternative or additional approaches that you would suggest would be effective in mitigating workplace toxicity

When referencing colleague, please use the words You or Your in the paper for the response and not the colleague’s name.

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Jonathan’s Post:

Positivity is infectious, it elicits positive behavior and good energy easily spreads all around (Ramesh & Vasuki, 2013). In my professional opinion, I describe a positive work environment as a situation where communication is relayed effectively, team dynamics are encouraged, and the team consists of high performers who are aware of their duties and responsibilities. In most cases, a positive work environment only exists with effective leadership and management and motivated employees. Much needs to be done to ensure that work remains a positive experience for workers throughout their career trajectories, and that it does not damage their health (Lindberg & Vingard, 2012). 

My description of a negative work environment is where toxicity thrives, ambiguity persists, and morale is low. I’ve had experienced in working in a very toxic work environment and nobody trusted each other. We excelled at our jobs but accomplished the mission without a co-partnership. I always felt the disconnect originated from such high-ranking individuals in our division. As a result, everyone always wanted to be the decision maker. One of the main causes for project failure, according to my own research and that of others, is a lack of attention to organizational culture (Smiths, 2017).

My goal to remedy the environment from toxicity was to allow everyone to have a role, purpose, and voice in organizational matters. Delivered by a network of stakeholders, often with conflicting interests, projects require powerful collaboration between organizations and professionals from different cultural groups (Smits, 2017). I believe each individual plays a role as well in a healthy and positive work culture. Individuals have to be open-minded, multi-cultural aware, and develop emotional intelligence. The only way an organization can thrive and meet business demands is by having right people and using their potentials at optimum levels (Ramesh & Vasuki, 2013).

Reference:

Lindberg, P., & Vingård, E. (2012). Indicators of healthy work environments – a systematic review. Work, 41, 3032-3038.

Ramesh, G., & Vasuki, K. (2013). Addressing employee’s 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. Here’s how to nurture a positive environment. PM Network, 31(5), 24.

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