Situation–Reaction (Toxic team culture in new department):\nTransferred to a new department, you find most staff criticize one another. How should you respond as a responsible professional?

Introduction / Context:
Workplace culture is a performance multiplier. Persistent mutual criticism erodes trust, collaboration, and delivery. The question assesses constructive leadership and change management.

Given Data / Assumptions:

• Criticism is widespread; root causes unknown.
• You have some influence (even if not formal leadership).
• No immediate safety/legal violations reported.

Concept / Approach:
Proactive culture-building beats passivity or gossip. Convening a meeting to agree on norms (respect, feedback channels, conflict resolution) starts repair. Skipping straight to escalation can backfire if you lack evidence or allies. Hunting colleagues’ weaknesses entrenches toxicity. Ignoring issues allows rot to deepen.

Step-by-Step Solution:
1) Invite the team to a short retrospective on “how we work.”2) Co-create norms: speak to the person, not about the person; feedback is specific, timely, private; celebrate wins.3) Establish channels for concerns and recognize positive behaviors publicly.

Verification / Alternative check:
If norms fail or misconduct persists, escalate with documentation. Starting with collaboration preserves goodwill.

Why Other Options Are Wrong:
Knowing weaknesses fuels gossip. Overlooking signals tolerance for toxicity. Immediate complaint without groundwork may be seen as disruptive.

Common Pitfalls:
Lecturing instead of facilitating; ignoring power dynamics.

Final Answer:
Hold a meeting to build a healthier culture.