Toxic Leadership

Toxic leadership and climate defines the critical leadership problem within 4th ABCT. In conjunction, a lack of care for Soldiers and their families, favoritism, SHARP issues, and hazing have caused a unit to lose all trust in the previous Command Team. To correct these issues I will develop and implement my vision and a way ahead for the BCT using the 7 Step Model. Furthermore, I will place a great deal of emphasis on a specific portions of the Rocket Model, Organizational Culture “Iceberg”, and correcting the Five Dysfunctions of a Team

Poor leadership, or the more widely known phrase “toxic leadership”, has been a topic of concern throughout the history of the Army. The Army’s recently published leadership doctrine says that, “Army leaders motivate people both inside and outside the chain of command to pursue actions, focus thinking, and shape decisions for the greater good of the organization.” (ADP 6-22, 2012) There are many examples of leaders in recent years that have been relieved due to negative effects on their organizations. Poor leadership is commonly portrayed by telltale characteristics of those in leadership positions, revealed by detrimental effects on subordinates and mission accomplishment, and must be addressed through consistent education and

Toxic leadership and climate defines the critical leadership problem within 4th ABCT. In conjunction, a lack of care for Soldiers and their families, favoritism, SHARP issues, and hazing have caused a unit to lose all trust in the previous Command Team. To combat these issues I will develop and implement my vision and a way ahead for the BCT using the 7 Step Model. Furthermore, I will focus on specific portions of the Rocket Model, Organizational Culture “Iceberg”, and correcting the Five Dysfunctions of a Team to solve the problem.

The Corps of the Noncommissioned Officer (NCO) has been around since the formation of the Continental Army in 1775. The basic responsibility of the NCO was to fill gaps in the lines and keep soldiers quiet on mission while leading (Perkioniemi, 2009). Currently, the responsibilities of the NCO focus on soldier welfare and accomplishing the mission (NCO Creed). Toxic leadership is a serious concern for the military, and it is undermining the reputation of the NCO Corps. What is toxic leadership, how can it be addressed, and what will happen to the Corps if it is allowed to continue?

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.

You bring up many valid points in your post. I too have seen a number of quality soldiers exit the Army only because of toxic leadership. In my experience, it only takes one toxic leader a short period to destroy the motivation of a quality soldier. Some of the people I have seen leave the Army were under the impression that Army leaders have changed over the years, and this is simply the new environment within the Army and Special Forces. At this point, it was too late to convince them to come back. They had already made up their mind that they were going to get out and find a better job without all of the frustrations. I like your concept of raising quality leaders from within our ranks in order to avoid the toxic leadership

Like other employees or human beings, leaders also have their own sets of weaknesses that may prove to be pernicious to the progress they make while conducting their mandated duties. There is a cluster of personality traits that are referred to as Dark Triad. According to O'Boyle et al. (2012) Dark Triad personality traits refers to characteristics like selfishness, arrogance, narcissism, Machiavellianism, and psychopathy. Even though these character traits were effective when applied to certain setups in the past, they also have the potency to adversely affect the productivity of an organization’s employees. The nature of Dark Triad personality traits is that they do not make room to accommodate good work relationships and receptiveness towards

Jared, I enjoyed reading you post and ;earning about your military experience. You mentioned your experience with narcissistic leaders as well as respectable and immoral leaders. I would be interested in the differences between female and male leaders in the military. Kinicki, A., & Fugate, M., (2016) emphasized that research has found that “women used a more democratic or participatory style than men, and men used a more autocratic and directive style than women” (Kinicki, A., & Fugate, M., 2016, p. 445). As higher rank officers automatically have to be respected and followed. I wondered if women in the military automatically get the same respect. I would also be interested to see if the women in the military practice narcissistic leadership styles.

I was asked to write and submit a 4-6 page book summary of the text “Overcoming the Dark Side of Leadership” by Gary L. McIntosh and Samuel D. Rima. This book report should summarize the basic purpose of the book, the most important leadership principles contained, and the student’s evaluation of the book’s strengths and weaknesses. The goals of this book are to guide the reader in understanding what the dark side is, assist the reader in identifying your own dark side, and give the reader some specific steps for overcoming the dark side lurking on your success before you unexpectedly get blindsided by it.

Each individual possesses his or her own unique set of skills and behaviors which influence interaction within an organization. Strengths, weaknesses, priorities, and values all may come into play when defining how we do our jobs and what we seek to fulfill us in our careers.Through the course of this paper, I will analyze the results of a number of personality and organizational leadership tests, and report how they apply to my actions and viewpoints within the workplace. I describe my discovery that each day should be an opportunity to learn new aspects of ourselves and grow to be the best for individuals and humble servants possible. Where I believe we are only human, imperfect and selfish, our ambitions should always flourish to emulate the devotion and love that Christ holds for His people. With the perfect model before us, our guidelines to behavior within an organization may be based in morality, fortitude, benevolence and strength. Very good

When we analyze the success of large corporations like Ford, General Electric and International Business Machines, it is evident that they had series of leaders who were visionary and believed in empowerment of people. When we analyze tough phases of a company or companies that had a fall and ultimate demise, we clearly see a linkage between failure of company and absence of effective leadership (Canwell, Dongrie, Neveras, & Stockton, 2014). The successful organization had leaders who made right decisions at right time and implemented them strategically. The implementation part needs excellent human resources and the ability to lead to them to get the task done. While different situations may need different style of leadership, the sophisticated manpower fueled by technological advancements and globalization have made some leadership styles less effective and some leadership styles to be highly effective (Feser, Mayol, & Srinivasan, 2014). This paper will discuss a tough situation faced in one of my former organization. The organization needed a different leadership style to tide over the falling sales and attrition. Three different leadership styles, their pros and cons, and the likely success in solving the problem will be discussed in this paper.

Therefore how a leader’s character or personality influences leadership. This paper will critically evaluate how useful is the trait approach to leadership. It begins with

Research a failure that occurred at a large organization such as Tyco, Chrysler/Daimler-Benz, Daewoo, WorldCom, or Enron. In an APA formatted paper that is no longer than 1,050 words, describe how specific organizational behavior theories could have predicted or can explain the failure of the company. Compare and contrast the contributions of leadership, management, and organizational structures to the organizational failure. Lehman Brothers Holdings Inc, the fourth largest US investment bank, succumbed to the sub prime mortgage crisis in the biggest bankruptcy filing in history. The 158 year old firm, which survived railroad bankruptcies of the 1800s, the great depression in the 1930s, & the collapse of long term capital management a

Studying leadership is not a new topic. Many books have been written about leaders who take struggling businesses and turn them into profitable organizations. There are numerous examples of effective bosses who specialize in motivating their employees to achieve the impossible while creating a loving bond with the work force. The examples most people find appealing are the ones that portray leaders who demonstrate exceptional management abilities as well as strong interpersonal skills. While ideal executives possess the perfect blend of leadership and personality, they are not required traits to change failing enterprises to successful ones. This is the case with Robert Nardelli and his time at Home Depot. An analysis of the Robert Nardelli leadership traits, behaviors and adaptability to current situations played a key factor in Home Depot’s success.

During the past few years, many companies have seen their reputations plummet in the wake of various corporate scandals (Julia Shaw & Hillary Shaw, 2010). With this context of an amoral and inept set of global management practices, Julia Shaw & Hillary Shaw (2010) propose the need for a new breed of manager, namely the moral manager. While Eastwood describes that “leadership is an essentially moral act,” he elaborates that there is a disconnection between this notion and the behavior of some business