Toxic Leadership

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Toxic Leadership

Your Name (First M. Last)

School or Institution Name (University at Place or Town, State)

Abstract

This paper will be discussing the short-term advantages of toxic leadership, and the long-term disadvantages of it. Abusive and stern behavior when it comes to leadership might get the work done for the time being, but it can cause issues in the long run.

Table of Contents

Toxic Leadership.....page 4

Study Proving Toxic Leadership is Harmful...................page 4

The Same Study Proving Toxic Leadership to be Beneficial..page 4

Balancing Home and Work Life..page 5

Opportunities of Advancementpage 5

Employed under a merciless bosspage 5

Go All In Culture.page 5

Conclusion....page 6

References....page 7

Toxic Leadership

When an abusive and rude person is placed as a leader in an organization, initially the employees get intimidated. This pressure and fear of the employees lead to the work getting done on time (Garrard, Garrard Barlow, 2018).. When a person looks at this from a short-term perspective, it might seem like a good way to get the work done, but it can prove to be harmful in the future.

Study Proving Toxic Leadership is Harmful

A consulting firm Life Meets Work exposed that around 68 of the employees who were working under a boss who was self-centered and abusive, expressed that they no longer felt productive. Apart from that, the efficiency, in the long run, was quite low. The rest of the 35 of the workforce, which was working under a more cooperative boss showed that the deadlines were being met as well. The employees were working calmly but meeting deadlines. Another plus was the fact that the productivity level increased in the long run. 75 of people working under a toxic leader claimed that they would be leaving within the next year. While only 25 of the people said, they would stay.

The Same Study Proving Toxic Leadership to be Beneficial

The same study shed light on the fact that the average time period people stayed under a toxic leader was longer. Around seven years being the average time span an employee lasted under an abusive boss. On the contrary, it was surprising that the average period an employee lasted under a more cooperative boss was lesser. It was five years (Boddy Croft, 2016).. The fascinating findings included how some people admitted on their own that they lasted and worked with an abusive boss longer than a kinder one.

Balancing Home and Work Life

Many workers claimed that working under someone who is not very understanding can be very hard. It took a toll on their lives at home. Around 70 of workers claimed that they had conflicts in their life at home. When it comes to helpful and kind bosses, only 27 people complained.

Opportunities for Advancement

A large number of workers complained that working under a self-centered person reduced their chances of better opportunities (Anninos, 2018). More than 80 of employees told that they could not garner better chances in the corporate world because of the name they were attached to. Hardly 8 of workers complained that they had issues with a good boss.

Employed under a Merciless Boss

It might come as a surprise but working for a cutthroat boss is very common. More than 50 of the people working complained of having a boss who was not very understanding, and demanded work that could not be done in the given time (Edwards, Schedlitzki, Ward Wood, 2015). It has become a regular occurrence that harsh bosses exist. Nowadays, finding a good boss would be harder than a toxic boss.

Go All In Culture

It was also found that the organization that believed in the term Go big or go home were the ones, which had a more demanding boss (Seago, 2016). This kind of culture actually demands a leader to be robust with the workers in order to reach the required goals.

Conclusion

The Cooperate sector is becoming more ruthless by time. It is important that a less toxic environment is created for employees to be more creative. This concept of toxic leaders in killing the little creativity that the workers have. Organizations need to work on reducing this environment so the workers can be retained and productivity can be reinstalled.

References

Garrard, P., Garrard, Barlow. (2018).Leadership Hubris Epidemic. Palgrave Macmillan.

Boddy, C. R., Croft, R. (2016). Marketing in a time of toxic leadership.Qualitative Market Research An International Journal,19(1), 44-64.

Anninos, L. N. (2018). Narcissistic business leaders as heralds of the self-proclaimed excellence.International Journal of Quality and Service Sciences,10(1), 49-60.

Edwards, G., Schedlitzki, D., Ward, J., Wood, M. (2015). Exploring critical perspectives of toxic and bad leadership through film.Advances in Developing Human Resources,17(3), 363-375.

Seago, J. (2016). Toxic leaders, toxic culture internal auditors can identify unhealthy behaviors that may undermine the organization.Internal Auditor,73(3), 28-34.

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BUSINESS AND MANAGEMENT

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Running head BUSINESS AND MANAGEMENT

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