An Attitude or a Language Adjustment?

Professionals in Human Resource circles have known for a long time that we cannot dictate attitude in the workplace. We can influence it, but not force it. Too often I hear, "So-and-so needs an attitude adjustment!" If the attitude is manifesting inappropriate behavior and/or language in the workplace, then a change is advised--but not in attitude! The individual is entitled to his/her own attitudes according to the American way of life and our diversity guidelines in business. It is the observable behavior, including language use and non-verbal actions, that must be monitored. Clear expectations of acceptable behavior and language must be modeled and enforced to maintain morale and order in the workplace. Yet, we must also remember the two irrefutable areas of individual processing are experiences and feelings. So, discounting either will create a wall of attitude in the other person. Frequently, our experiences and feelings intertwine with our behavorial and linguistic choices. Consequently, helping an individual maintain his/her integrity and dignity through the "adjustment intervention" demonstrates clear expectations to the entire workforce: You have a right to your attitude, your experiences, and your emotions; you do not have a right to behave, speak, or write in a way that abuses anyone else's rights.