Toxic Leadership Essay

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Leaders who exhibit toxic behavior are the cause of employee burnout, emotional exhaustion, turnover intention, which negatively affect organizational citizenship behavior, employee engagement, and organizational effectiveness. Toxic leadership is associated with many negative consequences to the long-term health and welfare of employees in organizations. This qualitative study will examine whether toxic leadership practices exists in nonprofit organizations. If present, the study will explore and describe the lived experience of toxic leadership in nonprofit organizations by understanding how toxic leadership affects employee engagement, turnover intention, and organizational citizenship behavior (OCB). In case toxic leadership does not exist …show more content…
The creation of wealth for nonprofit organizations is not the main objective, but rather the need to serve a social purpose, while maintaining financial sustainability (Moss, Short, Payne, & Lumpkin, 2010). There are drastic changes taking place in employment relationships that have an impact on the way resources are distributed in society (Bidwell, Briscoe, Fernandez-Mateo & Sterling, 2013). These changes are a result of a combination of environmental disorders, political action, technological advancement, globalization, and demographic shifts. Similarly, American corporate capitalism (ACC) contradicts the concept of compassion because this ideology focuses on the pursuit of self-interest, competition, market exchange, consumerism, and the decisions are based on the profit/loss criterion (George, …show more content…
Accordingly, leaders should be transparent, open and honest about their own thoughts and feelings. Norman, et al. (2010) emphasized that when authentic leaders exhibit transparency and positivity they have a positive impact on the trust of their followers and the perceived effectiveness of their leaders. Moreover, the credibility of the authentic leaders can positively influence the performance of followers. This is reflected in increased engagement, productivity, job satisfaction, and commitment to organizational goals (Gardner, Avolio, Luthans, May and Walumbwa,

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