Leadership misbehavior can take place in many different forms. When discussing leadership misbehavior it is important to outline which forms you are talking about. In this essay I will be writing about generalized harassment by leadership. Generalized harassment can take many forms, such as workload overage, goal setting beyond reasonable expectations, and inter organizational politics. Who is normally affected? Most commonly you will see a person in a position of leadership harass a subordinate employee. The harassment can have many emotional components that motivate the leadership to harass an employee. Despite the existence of ethical policies and procedures and an emphasis on integrity, a workplace may still be characterized by unethical work behaviors due to the impact of human emotion. Even with all the rational areas
Accounted for, human behavior is influenced by emotions (Borchert, D. M. 2011). The emotions that could lead to work place harassment are guilt, shame, greed and contempt. Though this is not a complete list I consider these to be the most impactful when it comes to a leader harassing a worker. So within Past emotions stem from situations that have already taken place whereas future-focused emotions stem from situations that may happen (Borchert, D. M. 2011). So how does this affect the workplace? The affect is stress in the work place. Stress is defined as a specific experience at work that associated with aggression, anxiety, fear, depression, anger, and other unpleasant emotional states that have “bad” outcomes. This is unfortunate because supervisors have a strong influence on their employees’ behaviors due to their physical and psychological proximity to employees and their ability to administer rew...
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There are several Organizational Behavior factors that help shape the norms and expectations within this organization. Although work stress and leadership are among the contributing factors, I will fo...
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Supervisors such as these promote themselves through visible short-range demonstrations of accomplishments, but are unconcerned with staff development or morale (Reed, 2004, p. 67). Toxic leaders affect the atmosphere of an agency by creating a demotivational environment while attendin...
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Leadership plays a key function in improving and maintaining employees’ morale. Leadership in an organization is a way to guide and direct employees’ behaviors to achieve goals. An effect...
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At my previous place of employment, I had many effective and helpful leaders. I also had some that were somewhat poor, and some that were downright awful. There was one leader who stood out the most to me as an example of negative leadership behavior. She was a pleasant person, and very likeable and hard working, but she possessed one major leadership fault that constantly caused frustration and hindered her and her employees from advancing.
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Bullying is everywhere and everyday among students and teachers, wage workers and managers, and families. It involves actions toward another person that are repeated and unwelcomed which are perceived as negative (Geller, 2014). The behavior that people reflect might be intentional or unintentional, and the outcome includes the possibility of posttraumatic stress and suicide, and people perceiving the message feel the inability to defend themselves (Geller, 2014). As an illustration, behavior from a manager, supervisor, line leader, coach, or guardian can be considered as bullying even though the intention to distress or harm was unintentional (Geller, 2014). The workplace bullying not only affects the employee productivity, but it also affects the company’s bottom line (Denise, n.d). Victims of such intimidations silenced believing there must be something wrong with them, they are not good enough, or they must work harder to win their supervisor’s approval (Pomeroy, 2013). The verbal abuse, offensive conduct, humiliating or intimidating, work interference, sabotage prevents victims from getting their work done (Pomeroy, 2013). It causes many businesses the loss of time, loss of productivity, and loss of valuable employees, but the victims leave with low morale and a bad experience (Pomeroy, 2013).
sensitivity to disempowering behavior in organizations: Exploring an expanded concept of hostile working environment. Employee Responsibilities and Rights Journal, 16(3), 135-147.