Beware negative attitude syndrome

How can you stop a negative company culture poisoning you? Dr MARIE WILSON is associate professor of management at the University of Auckland, research director of the ICEHOUSE business accelerator and a veteran of 20 years in corporate management and small business.

Q. I have recently started work in a large blue-chip company at a senior level, and although I really love my job and the people contact it involves, I am staggered at the negative attitude of some of my colleagues - it's often "can't do" rather than "can do" and it's beginning to wear me down.

And it's also disappointing me, as it was something of a career goal to get a job here and to encounter these attitudes is a bit deflating.

It's really hard to be upbeat and enthusiastic when many of the people around you are so cynical and obviously less than engaged, despite their obvious intelligence and skill.

But what really bothers me is that the predominant attitude might permeate me, and I'll end up "settling" at that level.

A. A negative culture can wear people down, and a recent New Zealand study indicated that it was the single most critical environmental factor for managers' performance.

The "can't do" environment is part of that; the feeling that everything has to be pushed through rather than getting a team spirit that moves things forward.

If you are a lone voice, then you are right to be concerned that both your own enthusiasm and your performance might be pulled down.

This can be overcome to some extent if you can surround yourself with at least a small group of positive peers and subordinates who can help to form a sub-culture and work effectively together.

This mix can even be contagious to those around you, although it takes time. It helps to have a more positive senior management that you can rely on to reward effective performance and reinforce positive morale. Persevere for at least a year to see if you can improve your environment, but look for another company if it starts to drag you down and seems unchangeable.

Q. I have a neurological disorder and am completing a journalism diploma to go with my bachelor of social sciences degree.

In the past I was on a Mainstream programme, which provides funding to create positions in selected state sector organisations for people with significant disabilities. It didn't go well.

Because of that, I want to bring in a supported employment agency into my job search so that I, and my employer, can get the best performance.

I have been told that an SEA wouldn't necessarily be viewed seriously when applying for jobs in the open market, and that they work only with those people with profound disabilities, who are unskilled.

Is this an accurate reflection of them?

And if it is, how would I convince potential employer for an advertised position that they should choose me among the dozens of applications and go through this particular process for me?

Do I choose those that have the EEO Trust insignia at the end of their advertisement?

The alternative would be to go through the application process as normal and get screened out, or not tell a potential employer about my disability and the limited ways that it could impact on me and methods that I and the supported employment agency have to deal with them.

One of the options would be to not tell an employer about my disability and be treated "normally", but if I got the job I'm concerned that they would find out and negative consequences develop from them.

A. As for any other applicant, your CV should showcase your skills, abilities and achievements.

You haven't given much indication about how your disability might affect your performance, but you have indicated that it is limited and that there are methods for you and the supported employment agency to deal with them.

If this is the case, apply for the posts that fit your ability, and when you are interviewed discuss both your positive skills and the support structures that you have in place for employment.

Some employers allow for support people in the interview situation; the SEA could be present at this point if you thought it would assist the potential employer in seeing the benefits of the arrangement.

As you suggest, those organisations that work with the EEO Trust may be more flexible and open to diversity in their work policies; they may advise this in advertisements, or you can check for award winners on the EEO trust website. Your SEA may also have a network of employers identified.

* Email your questions for Dr Marie Wilson to answer.