positive attitude

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PRESENTED TO: DR. AZIZ HAIDER

PRESENTED BY: MADEEHA RAUF

RABIA QAMAR

HUMAIRA HANIF

COURSE: MSBA(EVENING)

SEMESTER: 2ND SEMESTER

SUBJECT: LEARNING ORGANIZATION

DATE: 20 -03-2012.

NATIONAL UNIVERSITY OF MODERN LANGUAGEMANAGEMENT SCIENCES DEPARTMENT

LAHORE CAMPUS

STEP 2: PROMOTE THE

POSITIVE

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Promote the Positive

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• Have clear picture of where your organization stands

• Change the attitude of people in organization

• Do not deny reality

Making Change

• How individual action change the behavior & culture of organization?

• Example McDonald

• Put action by cupping customer hand

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What’s the Message

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• Do change that people can enjoy & willing to make

• Why this small gesture appreciated by customers & copied by employees?

• This gesture implies change in attitude not in technique

Returning change

Transaction

TransformationHuman

interactionAffirmation

Art of Reframing

• Reframing

• Step 1: Concentrate on Assessment

• Step 2: Comes opportunity to start change

• Positive attitude is “must” have 2 direction

1. Current reality

2. Positive outcome

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Gloom about the Audit

• What if you were to regard the audit as a way of collecting information that could be used by the whole company to keep tack of what’s going on?

• Audit is a brain of organization

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Making the Silk Purse

• Audit team should design its operations

• A sample of kind of innovation reframing

What About your Team?

• Transforming the actual culture of organization to one which supports +ve personal interaction

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Establishing a culture of positive thinking

• Respond Cooperatively by hand shaking

• Folk on staff, co-workers manage the critical situation

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Manipulating the Prevailing Climate

• A group mindset so deeply to imbued in the culture that is viewing by the majority

Help is needed from all Quarters

• Inability to relate positively to each other is severe cultural handicap

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Inconsistencies will be your worst enemy

• On-again, off-again kindness does not work well

• Inconsistency is successful strategy for keeping enemy off balance

Is Kitchen is little too hot?

• Criticism is appropriate when deserved

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Common currency of personal exchange in our culture

Lack of respect for others

Actually behavioral addiction

Sign of immaturity

Blocks the development of a more constructive culture

Blocks sophisticated organization culture

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The problem with put downs

TEN STEPS TO LEARNING ORGANIZATION

If you are going to look like a fool, get paid for it

Look like foolish

Gratuitously insult each other

Gracie Allen & Lucille Ball turned looking foolish

into fine art

Popular culture does not help in learning about good

qualities

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The value of appreciation

• Being too easy on folks around you

• Manager who complain about workers, in reality show their

ineptitude

• Provide unique excellence

• Good performance

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Okay, So it’s Mushy

Put downs is strong, feel “mushy”

Saying nice things to people instead of insult

Discover interesting & clever tone and style of speech that sound will fresh and funny

Which is tougher for you, giving a sarcastic slap, or a helping, healing hand?

Learn as a member of Appreciation Community, you feel relief

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Respect begins with self respect

o Anti social behavior begins with negative attitude towards oneself

o Genuine respect for others and for oneself go hand in hand

o This may all well in theory, hard to imagine in practice

o What happens when a reprimand is necessary?

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Finding the pony

Method of reframing called ‘Finding the Pony’

Changing behavior and low quality of performance

Select a pony to ride on out of undesirable behavior

Learn to reframe anything without losing sight of difficulties in current situation

Basic attitude is respect and admiration

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The McCloud Dilemma He was ace reframer, finding something good in everything His wife is member of opposing party, she was always complaining to beat

them Finally exasperated at her husband's constant cheer note Mrs. McCloud stuffed a tea tray down his throat “I am just a McCloud with a silver lining” If you become a really reframer, you might also become threat to your friend and neighbors

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The Almighty shoulder chip

Nothing makes them feel as important as having chip on their shoulder

Chip provide enough firewood for an entire winter

Habit of reassuring people, accuse of taking all the fun

out of life

Every one has felt this at one time or other

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Lines from W.S. Gilbert

Oh, don’t the days seems lank and long

When all goes right, and nothing goes wrong

And isn’t your life extremely flat

When you ‘ve nothing whatever to grumble at?

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Polishing your reframing technique

Don’t turn off the people, trying to change

After reframing, it’s subtle enough not to call attention to itself

Highlight positive side of situation

Don’t make it a cheap trick

Successful reframing requires conviction and ease

Seem little nervous, so inviting resistance

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The art of dealing with put downs

Avoid defensiveness, adopt attitude taught in some of marital arts

Leaving you unruffled

Use the energy of your opponent to win

Putting up your own resistance

Stronger opponent’s force, greater chance you have of winning

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Group Reframing Activities

o Train teams to listen to new ideas positively

o When need to improve, reframe them in more effective direction

o Allow people more time to reflect and to be hard in group meeting

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The Good & New

Best tools for teaching reframing

Permanently in organization

Good & new is powerful

Formed a habit shared by whole group

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The koosh as moderator

Helps keep order while increasing the sense of well- being

Every one have a chance to speak at least one

Facilitate communication

Three nice things

Opportunity to appreciate things that never have been mentioned before.

Renew energy for day’s activities.

Abusing the good & new

When “GOOD & NEW” use rigidly it undermine the spirit intended to create.

Increase anger or resentment.Deliberately avoided the “GOOD & NEW”.Thinking it unimportant or embarrassing.

But later on these people appreciate the culture change resulted from “GOOD & NEW” exercise.

And eventually participate in. So it is not necessary every one to participate specially at first.

The ripple effect

Positive attitudes, positive interactions between people, & positive climate within organization all are interrelated.

Changes large & small within organization have ripple effects.

The story of rob, who gave up his bid for martyrdom

• Transition to a new system 1.Increase sense of self- worth 2.Accompanied the greater efficiency & effectiveness• Transition must inevitably repeated as technology become more complex• It’s a new kind of employee involvement• Employee involvement strengthens positive atmosphere.

The gm Lakewood storyTransformation based on 4 principles:1. To change, take risks, accept responsibility, & be accountable for your

actions.2. To respect all people, promoting unity, trust, pride, & dedication to your

mission.3. To achieve a high quality of work life through involvement of all people in

an environment of openness an fairness in which everyone treated with dignity, honesty, & respect.

4. To promote good communication among all employees.

The necessity of multiculturalism

• There must be a learning culture that understand how all people add value.

• Multi- culturalism begins when we each appreciate the legacy of our own culture and the influence it has on our life & work.

• With the background of appreciation everyone give the same degree of respect to others culture.

• Dominant vs. Non- dominant cultures.

Speaking out for greater understanding

Speak Out.“When a member of a group has been ill- treated (usually unconsciously)

then he/ she inform everyone of what the ill treatment has felt.” It leads to a powerful learning experience for all. Speak out begins when ill- treated person feels safe enough to tell the

group about it. The purpose of the speak out is to inform others about feelings, and

enhance learning to improve the situation.

Don’t mix multi- culture & political issues

• Multi- cultural issues are never confused with political ones.• No one should feel defensive about their cultural & economic heritage.• Minority ethnic or religious group or working class family never be

allowed to feel inferior or dishonor.

Succeeding at step two• After completion of step 2 revisit the assessment.• When all members reflect +ve attitude which is confirmed by an

anonymous evaluation process, then step 2 has been accomplished.

• “Accomplished” mean that level of maturity has been reached & appropriate to go on to step 3.

• Regular maintenance, revisiting & re-evaluation will continue to be important.

• When all employees reflect positive attitude, it’s time to take next challenge that “making the organization a safe place for new learning experience. ”

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