Destructive Leadership

Decent Essays
Same Traits Different Outcomes in Leadership
Leadership is a long researched, studied theme in Organisational Psychology. However, looking at the recent incidents that took various organisations to a huge failure, it is seen that leadership does not only have a bright side. These failures mostly show that destructive leadership is an important reason for them to happen (Thoroughgood, Padilla, Hunter & Tate, 2012). As Goldman (2009) indicates, organisations have started to assess potential leaders in terms of their tendency to get destructive because of the actions of some leaders who caused firms like Enron to come to an end. He says that it is particularly important to predict and prevent these people because their subordinates tend to mirror
…show more content…
(2012) suggest looking at whether the organisational outcomes caused by that leader are positive or negative in the short or long term shows whether the leader is a destructive one. This paper indicates that the same traits of leaders can cause both positive and negative outcomes in different situations (Judge, Piccolo & Kosalka, 2009). As Furnham, Trickey and Hyde (2012) say, there are also “bright-sides of dark-side traits”, which are the traits that are considered as harmful for the organisation. The paper explains through this approach, how it is not easy to analyse leaders’ dark-side and prevent them from gaining power in the organisation. However leaders are never able to cause these destructive results by themselves (Thoroughgood et al., 2012). Padilla, Hogan and Kaiser (2007) “outline the toxic triangle: the characteristics of leaders, followers and environmental contexts connected with destructive leadership” (p.176). Through these two arguments this paper explains how leaders who are destructive for the …show more content…
Firstly, it is hard to predict the outcomes of personality traits. Hogan and Hogan (2001) indicate because these traits also produce skills with positive outcomes it is difficult to diagnose them during an interview or a work sample test. However the “Hogan Development Survey” can be helpful for the assessors to predict how some traits have a tendency to make the person destructive when coming to extremes under stress (Furnham & Trickey, 2011). Additionally people on the top of the organisation should be measuring and observing leaders’ behaviours that can be harmful (Shaw, Erickson & Harvey, 2011). As McCartney and Campbell (2006) indicate “Once an individual has met the initial expectations… organizational development activities will still be necessary to avoid derailment”(p. 199). Another solution suggested is that through a selection process with a role-playing method followers who have the potential to be vulnerable to leaders can be found (Thoroughgood et al., 2012) or if they are already employed, they should be empowered to overcome these vulnerabilities and be able to dispute the destructive leaders (Padilla et al., 2007). Finally, it is certain that leaders with narcissism are needed in many areas of business because they are good reformers but management should be aware to restrict their power (Maccoby,

Related Documents

  • Decent Essays

    Organization: Cause of Resistance According to Tanner (2015), senior sponsors of the change often blame its failure on employee and middle manager resistance to change. Resistance reflect uncertainties which cause conflict to the ideal of change regardless of positions within the organization. The direct consequences of change being resist is due to management failure. With the growing rate…

    • 1386 Words
    • 6 Pages
    Decent Essays
  • Decent Essays

    Effective leadership could contribute to the success of change. Leadership plays an important role in mobilizing organizational change, as can be seen in the Kodak case. According to the trait theory, effective leadership should have some key traits. Generic traits of the leaders might be similar, for example, Carp and Perez have some common traits such as job-relevant knowledge (Kirkpatrick and Locke, 1991). However, it cannot be easily concluded that traits alone are sufficient for effective leadership or the absence of some of these traits make them any less leader, because trait theory ignore the interaction between leaders and their followers as well as other situational factors (Robbins and Coulter, 2002).…

    • 1079 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    The coaching method might not work well with long standing employees in which case plain open ended questions followed by guided questions to help find a solution. Once an acceptable solution is reached then the CMO can add a timetable with milestones and consequences. Main goal is to stay consistent throughout the process. Milestones - Initially start by address hard metrics such as the turnover rates, which are very measureable. Then gradually focus on softer targets that are more behavioral in nature such as “rude during…

    • 1114 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    Levi Strauss Case Study

    • 1686 Words
    • 7 Pages

    Failing to differentiate between management and leadership The organisation poorly differentiated between leaders and managers as highlighted even in their vision. The difference between managers and leaders lies in the conceptions they hold, deep in their psyches, of chaos and order. Managers embrace process, seek stability and control, and instinctively try to resolve problems quickly. Leaders, in contrast, tolerate chaos and lack of structure and are willing to delay closure in order to understand the issues more fully.. 3.1.9. Employee dissatisfaction There were several reasons that led to employee dissatisfaction including the constant restructuring and elimination of 16,310 jobs, employees having to reapply for their jobs, and constant role…

    • 1686 Words
    • 7 Pages
    Decent Essays
  • Decent Essays

    Summary: The Influencer

    • 781 Words
    • 4 Pages

    Patterson, (2008) states some of the things that do not work when dealing with employees. They argue that you cannot decide and advise the employees to change their behaviors without any justifiable reason. The behavior of the staff can be easily changed into what they believe is in their best interest. Therefore the most fundamental thing is to change that belief. Lencioni, (2007) explores some of the reasons behind job misery amongst employees across the globe.…

    • 781 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    Training that Considers the Pitfalls of Leadership Leadership involves the ability to help guide an organization to thrive by reaching their set goals and objectives. However, in order for a leader to excel in their role, they must be aware of several potential pitfalls. These pitfalls, as communicated by Christine Comaford, consist of six components that can prevent a leader from achieving success. These include: failing to respond to emails, not providing feedback, only acknowledging mistakes, failing to celebrate victories, showing favoritism and burning out employees (Comaford, 2013). With awareness and avoidance of these pitfalls, a leader can achieve a great following.…

    • 1563 Words
    • 6 Pages
    Decent Essays
  • Decent Essays

    Power Distance

    • 1158 Words
    • 5 Pages

    If leaders do not handle this carefully, uncertainty avoidance can have a strong negative influence on employees’ loyalty, and employees can be easily demotivated. One of the best ways to avoid this is to measure employees’ risk tolerance by creating a company event that creates uncertainty issue as a testing. Another way is to have employees answering some sort of personality questionnaires when they first enter the company. That way leaders can have a better understanding…

    • 1158 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    Finally, passive-aggressive behaviour pattern where they support the change in presence of the executive or manager, but in absence they clearly hate the change. Managing a change can be very difficult especially at its early stages. However, managing change helps employers and managers decide on the next step to be done. It is after determining the employee behaviour pattern towards change implementation. If interdependency on change implementation is observed, then the manager or rather the executive has easier time in implementing the change as there is collaboration and flow of information about the changes.…

    • 903 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    1. Background of "Poor vs. Good Management Strategies" (Rocio) In our text, we have studied the foundation of how a business should have a foundational management strategy to avoid issues. Management single handedly must build the team they want If they would like to see their business succeed and they must be causations of who they choose to be a part of their team a. What makes management strategies poor/good strategies answers are thought-out in-group effort and not alone (Besner). To make a great strategy you need information and perspectives form others so that there can be diversity within planning and strategically thinking.…

    • 988 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    Managers can be technically and interpersonally competent yet still fail because of an inability to rationally process and interpret information. It is essential for a manager to have the ability to think wisely by weighing things if the decision or actions to be made will all favorable and beneficial. The success of any decision depends on the conceptual skill of the people who make the decision and those who put it into action. For instance, an important change in marketing policy is made, it is essential to consider the effects on production, control, finance, research, and the people involved. And it remains important right down to the last executive who must carry out the new policy (Katz, 1974).…

    • 718 Words
    • 3 Pages
    Decent Essays