Dysfunctional Leadership

Leadership is critical and it refers to the process of influencing followers towards achieving the groups’ goals. Toxic leadership refers to the leadership offered by leaders who abuse power and leave the group they lead in a poorer condition after they are left. Toxic leadership is associated with incompetence, insularity, evil, intemperance (lack of self control), callousness, rigidity and corruption among other bad leadership characters. The leaders involved in toxic leadership are not concerned about uplifting the people they lead (followers). Instead, they make sure they satisfy their self interests. They fight and control instead of caring for their followers. In most cases, the leaders with this leadership style are leaders who bully, abuse, and discriminate the subordinates. In addition, they create a hostile climate, self serving and arrogant, threaten and even yell at their followers among other fierce characters. They do not lead based on their qualifications. However, they apply force to be in leadership positions thus making the lives of their followers a misery . They are selfish in that they work to promote themselves without regard to the welfare of their followers. In most cases, do this by not minding about the future of their group and its members. This paper explores the effects of toxic leadership in the United States.

One of the profound challenges that the United States of America faces today is poor leadership. I’m not just speaking about the President of the United States, but all those that are leading our great country. Our leaders today have poor communication skills, self-serving nature, poor character nevertheless they are not looking forward to helping the United States of America.

The role of the follower and the quality of the relationship itself are informally negotiated between followers and their leaders over time (Gils, Quaquebeke, & Knippenberg, 2009). Based on the LMX theory, leaders build a special relationship with an inner circle, or “in-group”, of followers, who often get high levels of responsibility and access to resources. The in-group members work harder and are more committed to task objectives. They are also expected to be totally committed and loyal to their leader. Conversely, other followers fall in the “out-group" and are given low levels of choice or influence. Aggression, sarcasm and a self-centered view are qualities seen in the out-group. The quality of the LMX relationship varies and is better when the challenge of the job is extremely high or extremely low (Graen et al., 1982).

Toxic leadership can have high human and financial costs because of disengaged employees, which is the primary symptoms of dysfunctional

Dysfunctional leadership is an interesting topic to discuss due to the various styles of dysfunctional behavior witnessed in the workplace. Interestingly, some leaders exemplify their dysfunction with hostility, outbursts, and tantrums. Unfortunately, all of these behaviors can be offensive and disheartening to some employees, as they try to understand the behavior. As a result, followers suffer from sadness and depression in their careers. Sadly, some employees decide to suffer in silence and deal with the toxic work environment. In my opinion, dysfunctional behaviors should be addressed, in an effort to end the negative interactions and give support to the leader and followers.

If I disobey the chief’s order that means, I am not a true leader and I don’t understand my roles at all. This is a situation of cognitive dissonance, since it will create a state of complete confusion or mayhem. In one side if I ignore the chief’s order and in the other side if I expect my team members to obey me will create a disturbance in the system. The firemen won’t be able to decide whose side to go with if both I and the chief have two contradictive viewpoint on a matter.

Failed leadership is a destructive force that has been breaking churches, relationships and lives since the very beginning. Spirtual disciplines are important for searching for and follow God’s will and directions. This is vital in leadership for continued growth and prospering in ministry. Without them, you will slowly dry out in your faith.

Organizational leadership is the foundation of synergy that creates an atmosphere of competitive advantage or turmoil of the organization. Selection, recruitment, and advancement of the individuals who possess the skills necessary in motivating employees toward organizational goals may be difficult (Wieck, Prydun, & Walsh, 2002). Therefore, identifying undesirable abusive and non-leadership traits and behaviors may assist leadership in the appropriate organizational leadership selection process. The purpose of this report is to analyze existing empirical data in adverse leadership behavior and identify the negative effects of executive leadership use.

The study in to the area of followership has been overshadowed by leadership for many years, and continues to lack in research studies to examine this important topic. American culture may be partly responsible for “follower” having a negative connotation. Sayings like “always a leader, never a follower” help to reinforce this idea. Leaders are looked upon as an elite class, while followers are viewed as people who did not achieve.

First leadership issue involved here is Hardeep “fast tracked” Maria based on leadership traits that were found during the interview process. While this is not a bad thing to do necessarily, according to the text, “The fact that an individual exhibits the right traits and that others consider him a leader does not necessarily mean that she/he will be an effective leader, successful at getting the group to achieve its goals.” In this case, Maria was not successful in getting the group to achieve its goals, however this is not necessarily her fault. There was really not much more that Maria could have done in this case. It was Hardeep that took advantage of the situation.

The first day sales were higher than expected. The promise was low price and delivery time. For the t-shirts it was 2days as the project only had to last for a week. Each t-shirt requirement differed from other in design, color and size. All the requirements were gathered and after we consolidated a target amount of t-shirt orders the first day, the operations team who was responsible to take care of the production of shirts and delivery on time. Surprisingly, each t-shirt required an extra effort in order to be made by custom requirement which increased the time required for production and delivery. The supplier refused to take more orders as the production stages were time consuming whereas our demand was low delivery time. Our aim was to arrange as many customized shirts as we could which was not facilitated by the shirts supplier so well. So I considered consulting another supplier to lower the burden of shirts to be produced, which would possibly increase the production to meet the daily

fail they blame others rather than taking accountability for their own actions and decisions, and that can cause anger and dissention among the people who work under the leader and that ends up hurting the organization and the future of it both it and the employees that work there. People have a tendency

Management is the process of dealing with or controlling other people. The skill of management is important to be successful in business but such skill is not easy without an abundant amount of experience and knowledge. Alex Sander, the principal character of the case study, shows the characteristics of an ineffective leader. The description of her lifestyle and the remarks of her co-workers provides evidence for the problem. The potential solution to solve Alex Sander’s problems is based on the symptoms shown in the case study.

Chapter one portrays the importance on followers and provides some insight and labels different types of followers. Riggio et al (2008), provides examples on the various styles of individuals as followers, for instance, the sheep, the yes-people, the alienated, the pragmatics, and the star followers. Furthermore, these classes of followers provide a better understanding to leaders on why one performs in an organization.

Dorado Beach, a Ritz Carlton Reserve located in Dorado, Puerto Rico is the second Ritz-Carlton brand reserve resort of the Ritz-Carlton hotel and resort chain, the first reserve resort is located on Phulay Bay, Thailand another nation with a tropical climate similar to Puerto Rico. The Ritz-Carlton brand’s reputation is to provide the utmost quality service towards their guests. However, since they opened their doors in 2012 the service has not been on a par to other Ritz-Carlton hotels nor with the other reserve location based over in Thailand. There is continuous training in regards of the companies Gold Standards throughout the year, which, is to reinforce a positive organizational culture at the resort property. These Gold Standards, in which, are the instruments that are provided to the employees and are used to deliver exceptional service to our guests.