Midterm project

Document your meetings and plan of action
When dealing with a sensitive issue like coworkers fighting, it's important to keep thorough records of conversations, meetings and any disciplinary actions taken. Have the employees sign your meeting summaries verifying the content is accurate and the plan of action showing they understand the steps they need to take to resolve the problem. Comprehensive records help other departments, like HR and legal, monitor the situation.
Follow up with the parties
After a designated amount of time, such as two weeks or a month, check in with employees to see if things have improved. If the situation is resolved, thank the employees for their efforts and maturity. If there are still problems, refer to the plan of action. Depending on your company's policies, you may need to adjust the plan, deliver an official warning, put an employee on probation or terminate an uncooperative employee.
Promote teamwork
To help prevent fighting and conflict in the workplace, make sure to encourage teamwork and collaboration. Celebrate everyone's successes, encourage employees to work together and ask each other for help and schedule team-building activities. When you hire new employees, make sure they are a good fit with your company values, culture and atmosphere. Consider using personality tests and peer interviews for job candidates.

2. 
   How will the manager's morality and attitude toward social contribution affect employees' work attitudes?
   

Answer:
Everyone sees the world through a different lens. Perceptions and attitudes are shaped by experiences and circumstances. In the workplace, the goals and expectations of rank-and-file workers sometimes overlap with, and are sometimes very different from, those of managers. A manager's attitude towards employees can have a big impact on the overall employee attitude towards work. In any business organization, a manager has been entrusted with the successful operation of a significant portion of the business. A manager's key goals, then, involve the smooth running of the operation, the ability to communicate the success of what the manager is accomplishing, and the ability to have all her staff make an effective contribution.
These overall workplace goals can influence the manger's attitude towards subordinates. Attitudes are also shaped by other factors, especially a manager's overall personality, which can range from a harsh and very demanding leadership style, to one that strives to give the workplace the feel of a happy extended family.
As described at WorkBoard, whatever a manager's style, it helps to have a set of coherent goals that include:
Motivation: creating an atmosphere where each member of the unit wants to make an important contribution
Delegation: effectively distributing tasks across the workforce
Documentation: setting goals and measuring performance, both of the overall unit and for individuals in the unit
Communication: effectively communicating organizational and managerial goals and expectations
Responsiveness: being able to quickly pivot as changing circumstances call for a change in goals and daily workloads
It's worth remembering, however, that managerial goals also interact with personal goals. Your manager may be looking to advance rapidly in the organization or even be in the market for a job elsewhere. These personal goals, alongside managerial goals, all have an impact on a manager's overall attitude towards employees.
Employees often share two goals quite similar to those of their managers: a desire to have their unit do well and to have their own work recognized for the contributions made.
Employees also want to be respected, which is a very important aspect of workplace success that is often overlooked. Employees that are continually scolded, for example, will have a difficult time coming to work each day with an attitude that they are ready to perform at their best.
Of course, there are practical goals as well. Employees want to maximize their earnings. Opportunities for advancement in the organization, bonuses and awards, and regular raises will certainly go a long way to creating a positive attitude in the workforce.
The leadership site, Lighthouse, notes that the way managers interact with employees has a profound impact on organizational success. Even a manager's "soft skills," such as the ability to listen to employee concerns, play a large role in shaping workplace attitudes. Of course, the reverse is true as well, as employee attitudes have an equally important influence.
Other important facets that affect manager and employee attitudes include:
Time management: allocating tasks and allowing a realistic time for completion, taking into account all other work that is on the table
Assignments: some employees benefit from explicit direction to accomplish their tasks, while others thrive with more open-ended instructions
Positive approach: keeping a positive attitude for oneself as well as communicating that positivity to all around you
Growth mindset: looking for opportunities for one's own professional growth as well as facilitating growth for others
Effective coaching: using one-on-one interactions and team-building opportunities to identify and address any problems in the group that need attention and remediation

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