Descriptive Model Of Destructive Leadership Behaviors

Improved Essays
This paper proposes a descriptive model of good leadership behaviors & traits based on the outcome of taking Thoroughgood’s destructive leadership behavior scale and personal results from the Jung Typology Test on personalities. In addition, it briefly describes the characteristics of destructive leadership behaviors and how it can become contagious. More importantly, it highlights the link between a successful leader, and the significance of how well their followers follows. The dynamic between the leader and follower is genuinely harmonious – you cannot have one without the other.
As with most mainstream expressions, there is some truth in the adage, "Great leaders are conceived, not made.” To some degree, the limit for awesome authority is inherent. Nevertheless, figuring out how to be a more viable leader is inside of everybody 's grip. Leaders, given their positions of impact, sizably affect our lives. Amazingly, a significant part of the literature written today is given to seeing how parts of constructive leader behaviors shape individual and organizational effectiveness and destructive leader behaviors misshapen and decrease company effectiveness. Destructive leadership behaviors involve the negative outcomes that result from a confluence of destructive leaders, helpless followers, and favorable situations.
Destructive leadership behavior (DLB) is characterized as the orderly and repeated conduct by a leader, boss or manager that abuses the real enthusiasm of the company by undermining and/or disrupting the companies objectives, assignments, assets, and viability and/or the inspiration, prosperity or employment fulfillment of his/her subordinates. In other words, they are toxic individuals who engage in destructive behaviors with characteristics of being incompetent, intemperate, corrupt, and even evil. After some personal reflection and receiving a score of 28 on the self-assessment, the results clearly indicate an absence of behaviors of destructive leadership.
…show more content…
Possible score ranges from 28-140. The higher the score, the greater your leader’s destructive behavior. An inclining towards destructive behavior is an ugly characteristic of any leader, however it still warrants immediate attention because it is a genuine issue. We would be guileless to go about as though there is a cure; in any case, understanding DLB can help a leader in his or her diligent work to decrease its most noticeably bad impacts on followers. Organizations are effective or not halfway on the premise of how well their leaders lead, additionally in incredible part on the premise of how well their followers take after. Since followership is enormously underestimated in the public eye and in business, to the impairment of organization performance, too little consideration is set on the advancement of solid and skilled followers (Grayson & Speckhart, 2006, p. 1). Followers have an obligation to talk up. What 's more, the organization, in the event that it wishes to be reasonably fruitful, has an equivalent commitment to make the atmosphere for them to securely do as such. The sooner we perceive and acknowledge our effective position as leaders, the sooner we can completely create dependable, synergistic connections in our place of work (Chaleff, 2016). This happens when DLB are identified and a clear and concise solution is implemented. It can also occur when leaders, in blend with followers and environments, hurt constituents or harm organizations occur, then destructive leadership has happened. In order to prevent this type of behavior it needs to start in the Human Resources department. Conceivably destructive leadership may be recognized in the employment and advancement process where evaluations of narcissism and negative personality types are identified (Hogan & Hogan, 2001, p. 40-51). Leaders with unhealthy levels of narcissism in their personality believe only one’s own interests are important. Thankfully, there are other effective tools out there to identify these characteristics. The Myers-Briggs Type Indicator (Jung Typology Test) is one of the most frequently used tools in leadership development programs around the world. It provides information about a person’s preferred style of behaving and thinking, and can help build self-awareness and emotional intelligence ("Myers & Briggs Foundation," 2016). Yet many who take it put it away in a drawer and forget their profile because they don’t understand the significance. Clearly there is a significance for it in the hiring process as well as for personal use and college papers. My results are as follows: Extraverted iNtuitive Feeling Judging (ENFJ). ENFJ represents individual 's

Related Documents

  • Decent Essays

    Richard L. Daft (2014) defines leadership as “an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes” (p. 5). Leaders possess a variety of styles such as charismatic, transformational, servant, democratic, and others. This paper will attempt to breakdown each main character’s leadership behavior/skill/style that has been learned throughout the leadership management course. It will strive to cover the roles and behaviors of the followers and their relationship with leaders. It will adequately explain scenarios and how each illustrates either successful or unsuccessful handling of situations from the perspective of leadership theories that fundamentally will outline what could have been done to obtain more positive or overall effective results.…

    • 371 Words
    • 2 Pages
    Decent Essays
  • Decent Essays

    ORG 300 MODULE 6 LEADERS To Purchase this tutorial visit following link http://wiseamerican.us/product/org-300-module-6-leaders/ Contact us at: SUPPORT@WISEAMERICAN.US ORG 300 MODULE 6 LEADERS ORG 300 Module 6 Critical Thinking Leaders who Fall to the Pitfalls of Leadership Option 1: Leaders who Fall to the Pitfalls of Leadership In this week’s required reading, The Value of Valuing Employees, the author states that there are six pitfalls that a leader can fall into—poor behaviors that can make employees or followers feel as if they don’t matter. The author states that “When employees are made to feel that they don’t matter, it happens on an emotional level, not an intellectual one” (para. 6). • Think about each of the pitfalls mentioned…

    • 846 Words
    • 4 Pages
    Decent Essays
  • Improved Essays

    Leadership Theories and Concepts In this paper, the writer will discuss trait and behavioral theories, types of leaders, leadership styles, leadership models, and situational factors. The case study Low Five will be discussed as well as how the list above applies to it. The writer will discuss the case study, scholarly research, and textbook material to elaborate on leadership and the factors that play a role in it.…

    • 1366 Words
    • 5 Pages
    Improved Essays
  • Improved Essays

    This writing was published by “AMACOM Publishing”. According to their webpage, the publisher is a subsidy of the American Management Association. American Management Group is a professional development organization that deals with individual, corporate, and government agency level management training. This book contains an introduction, five parts, a conclusion, and a “snapshot” of what the authors deemed their most important points. Allan and Kusy (2011) seem to touch on a vast number of methods about not just being a leader, but emerging as an effective leader.…

    • 1081 Words
    • 5 Pages
    Improved Essays
  • Improved Essays

    As this paper has stated in Part I dysfunctional leadership can shackle a leader and their organization and staff. Additionally, Part II provides and example of a challenge and dysfunctional leader could face and five steps of confronting and addressing the issue both with a positive or negative outcome. The five organizational frame are one of many tools available to leaders to not only address issues, but to also build significantly impactful organizations that employees strive everyday to be part of. Another approach for leaders to approach their position and address issues is using Kouzes and Posner’s “Five Practices and Ten Commitments of Exemplary Leadership”, which provides leaders with the following five exemplary behaviors: Model…

    • 1308 Words
    • 6 Pages
    Improved Essays
  • Decent Essays

    Hi Karyn, Leaders that fail is usually due to their refusal to adapt to the new innovation, open to receive input from their team for improvements or take risks. Shelketon mention that, the crucial leadership decisions whether to stay in a deteriorating situation or risk greater immediate danger to reach a position of ultimate safety (p.150). Not allowing changes is also detrimental to a business. I know that at my organization, we always have a strategic plan for organizational improvements. The planning begins with employees, customers and the Board of Directors survey or interviews by an external person.…

    • 149 Words
    • 1 Pages
    Decent Essays
  • Superior Essays

    Followership is an integral part of the leadership process, as followers can either be motivated to execute a leader’s vision or be resisted to any change (Collinson, 2006; Kelley, 1988). In the context of destructive leadership, followership is a key element in the toxic triangle, yet there is a lack of research in understanding why people are susceptible to following destructive leaders as opposed to resisting them. The toxic triangle outlines the interconnected nature of a destructive leader, susceptible followers and conducive environment in hopes to help better understand how a toxic climate can be cultivated (Padilla et al., 2007). Destructive leaders are characterized has highly charismatic and narcissistic, having a negative life history, holding ideologies of hate and using their power and influence for personalized needs (Padilla et al., 2007). A conducive environment abets a destructive leader, as it usually lacks stability, is perceived as…

    • 1629 Words
    • 7 Pages
    Superior Essays
  • Improved Essays

    Task Behavior Analysis

    • 1231 Words
    • 5 Pages

    Throughout the years the need for more effective leadership within organizations and society has become the focal point for businesses. Many organizations either offer their own leadership development programs of they hire outside help to come in and train their leaders on the lasts practices. For organizations like Wal-Mart and banks this is a consistent focal point where they continue to train their leaders to adapt the every so changing society. However, this can also apply to our education systems where the president of the school needs to ensure the success of the university and leaders the staff to ensure students are receiving the proper education that is not only current or up to date but is relatable to what they will face once they…

    • 1231 Words
    • 5 Pages
    Improved Essays
  • Decent Essays

    I have to agree with you, Gina. Integrity and focus play an enormous role; also the individual's responsibility and ethic. There is no doubt that a leader needs to be self-aware that the followers are always looking up to them. As mentioned in the same video that you quoted, from David Dunaetz and found in the textbook, the perception of their leadership highly depends on the outcome of their desitions. If the leader doesn't have that understanding it can be prejudicial for their image.…

    • 153 Words
    • 1 Pages
    Decent Essays
  • Improved Essays

    Krasikova et al. (2013) suggested a framework that can be used to reduce DL in organizations. By definition, DL was distinguished from other harmful constructs. That is, DL was the behaviors that happened during leading others (unlike CWBs, and aggression), and it should be harmful (unlike effective task performance, OCBs, and constructive forms of leading) and volitional (unlike poor task performance, safety incidents, and ineffective leadership). The proposed model explained how goal blockage was linked to destructive leadership, consequences of the destructive leadership, and how leader characteristics and organizational context affected the entire process.…

    • 868 Words
    • 4 Pages
    Improved Essays
  • Decent Essays

    FRLD leadership behaviors lessons I found the most insightful in module 6 because it made me aware of my behavior as a leader. From the five leadership behaviors, I exhibit management by exception-active. I am task driven, seeking for perfection and accuracy expeditiously. Unfortunately, this type of leadership behavior cripples a flight because not everyone works that way. Instead of helping airman around me I am creating a helpless group of individuals that need constant guidance.…

    • 435 Words
    • 2 Pages
    Decent Essays
  • Improved Essays

    Carlos A Vargas A self-reflection of leadership skills The Leadership Practices Inventory (LPI) is a tool for assessing leadership ability. It enables individuals and organizations to measure their leadership competencies and act on their discoveries. This way Leaders will gain deep insight into how they see themselves as leaders, how others view them, and what actions they can take to improve their effectiveness.…

    • 3438 Words
    • 14 Pages
    Improved Essays
  • Improved Essays

    Follower Leadership

    • 428 Words
    • 2 Pages

    Followership and Servant Leader Followership is an essential ingredient of a Servant Leadership and Servant Leader is a crucial element of Followership. Every leader must first understand the concept of being a follower, by putting their feet in their shoes. In addition, every follower must understand how to lead, by following a greater place of power. Followership and Servant Leader are unique, by definition, but gains to achieve improvements to the organization, but also can potentially dismantle the organization by toxic leaders and follower.…

    • 428 Words
    • 2 Pages
    Improved Essays
  • Improved Essays

    Google's Leadership

    • 1583 Words
    • 6 Pages

    Introduction and Overview Leadership within organizations is an important issue which needs to be developed at all levels. The development can be worked out at either senior levels or by instilling leadership traits to the general employee population. In today’s organization, we find various forms of leadership; some prevalent types are laissez-faire, charismatic, transactional and transformational leadership. Organizations need to come to terms with any leadership gaps that exist and implement ways to develop positive leadership at various levels. Organizations which promote development of good leadership will find acceleration of positive outcomes appearing in a variety of forms ranging from increased employee loyalty to the development of better products.…

    • 1583 Words
    • 6 Pages
    Improved Essays
  • Improved Essays

    Are effective leaders always good? This question is prominent throughout all aspects of leadership, and many assume that the words “good” and “effective” can be used interchangeably. Contrary to popular belief, this is false. Good leaders are almost always effective; effective leaders, on the other hand, are not always good. One way that a good leader can be distinguished from an effective leader is that the followers of good leaders tend to strive to better themselves.…

    • 983 Words
    • 4 Pages
    Improved Essays