Adverse Leadership Model

SOU 4 Adverse attractership Model Jeff Mais Texas A & M University Commerce Introduction During this semester we submit looked at several positive leading theories, from the most elementary to the more complex. leading takes on many different roles and responsibilities of two the leader and coadjutor. Some leaders have the inherent ability to lead their pursuit successfully, however others shtupnot. Destructive leadership (Padilla et al, 2007) is such a theory that has been introduced with ravage follower bulgecomes. This could be viewed in several ways a good leader with frightful followers or unfavorable leader with good followers.Bad or adverse leadership can affect the follower outcomes and ultimately create a terrible work environment for the followers. slimy leaders can have a negative impact on employees and might even damage the companys bottom line (Leviticus, 2010). In this paper we will save examine the adverse leadership model in skeleton 1 and explain th is model from the leader, follower, environment and outcomes. Adverse Leadership Model The Adverse Leadership Model (ALM) is a model that focuses primarily around bad leaders and subservient followers.Looking at Figure 1, we will start with explaining the various characteristics of the bad leader poor communicator, micromanager, sets unclear expectations, uses intimidation, and poor people skills. These 5 characteristics define the bad leader and help create the poor environmental conditions examined supercharge. * ugly Communication Poor leaders dont value communication with their employees. A poor leader might spend long periods of time away from his desk or character or might ignore staff emails and telephone messages.Listening to others is a low priority, and poor leaders disregard input from staff and might not face to care about staff opinions (Leviticus, 2010). * Micromanager Micromanagers are very involved in the smallest details of the followers jobs and/or projects. This type of leader behavior can make followers feel inadequate at their jobs and it typically collect to insecurities of the leader. * Sets Unclear Expectations Failing to set clear expectations by the leader can retard followers and hinder their ability to be successful.A leader who doesnt set clear expectations might not give all of the details relate to a project or suddenly move the due date creating a moving target for followers. * Uses Intimidation Leaders might intimidate or browbeat their followers. Workplace bullying has been an ongoing discussion within the realm of leadership. This type of behavior can decrease worker morale and ultimately could increase turnover. * Poor population Skills People skills are vital to becoming a great leader, however leaders can be negative people who dont know how to motivate others.In addition, leaders with poor people skills cannot con posturer any other opinions but their own. Looking at the characteristics described above, they are all unconnected to the transformational leadership theory putting value into the followers opinions and helping employees complete their tasks. Often times the followers have characteristics that enable the leader to remain in an adverse leadership role. However, these followers might not understand how to recognize a good leader from a bad leader. Some of the characteristics include abject self-esteem, Unambitious, modest maturity, little or no core set, and disengaged. base self-esteem helpers with low self-esteem might not have the skills necessary to watch a bullying leader or one that uses intimidation. * Unambitious These followers have little drive and consider their current situation to be the dress hat they will ever do. Having a follower that isnt ambitious would be easy for the transformational leader to motivate, due to their ability to engage them and make them part of something larger. * Low maturity Often times a follower with a bad leader can be young and immature, lacking both self-esteem and confidence.This makes it easier for the bad leader to intimidate and control the follower. * Little or no core values The follower must have some kind of core values in order to be a successful leader. If they do not, then the leader can often times take advantage of this and exploit the followers weakness in order to remain in control. * Disengaged The disengaged follower treats their current position as a job. They are also known as quantify punchers, only there to collect a paycheck and are not worried about the company in any way.Although these characteristics are not worthy in a traditional leadership example, they make it easier for the adverse leader to thrive creating a chaotic environment for the workplace. As we further examine figure 1, we can see a pose line between the leader and follower, but no line back from the follower to the leader. This is because in the adverse leadership model, the leader is primarily a dictator and doesnt allow for a healthy leader-member exchange. This could be due to insecurities by the leader and fear of being out performed.Moving outside of the leader and follower characteristics, we can examine the environment created by this type of leadership. High stress, alienation, and segregation are all felt by the follower due to the dyadic relationship between the leader and follower. High stress can lead to disruption of productivity amongst the team members and other health related issues. Creating a negative atmosphere can backfire because fear can cause stress, and in extreme situations, reductions in performance and efficiency (Riggio, 2009).Alienation and segregation by the leader can also create a feeling of betrayal within followers this can also allow the members to form sub-groups that become further alienated from the remaining followers. Segregation amongst other team members removes the cohesive bond that should be cultivated by the leader. Further studies by Liu et al. (2012), have revealed a direct correlation between bad leadership and follower creativity. The final portion of the adverse leadership model has to do with follower outcomes, depression and worthlessness.These outcomes are destructive to the companys success, due to health related issues from depression alone. Approximately 18. 8 million American adults, or about 9. 5 percent of the U. S. universe of discourse age 18 and older in a given year, have a depressive disorder (depressionperception. com). This doesnt include the other health related issues that could be a direct result of working in a stressful environment. In addition to being depressed, followers might feel worthless due to intimidating behavior by the leader. This could also come from bullying by other co-workers who choose to emulate the leaders social cues.In conclusion, bad leaders can only breed more bad leaders and the only way to stop it is to file complaints with HR or stand up to the bad leader, identi fying issues the followers would like to change to be productive and work in a stress free environment. References Leviticus, J. (2010), The top signs of poor leadership. Retrieved from http//smallbusiness. chron. com/top-signs-poor-leadership-31537. html Liu, D. , Liao, H. , and Loi, R. (2012). The dark side of leadership A three-level investigation of the cascading effect of abusive supervision on employee creativity.Academy of Management Journal, 55(5), 1187-1212. Padilla, A. , Hogan, R. and Kaiser, R. B. 2007, The toxic triangle destructive leaders, susceptible followers, and conducive environments, The Leadership Quarterly, 18, 176194. Riggio, R. (2009), How to soupcon a bad leader. Retrieved from http//www. psychologytoday. com/blog/cutting-edge-leadership/200905/how-spot-bad-leader Adverse Leadership Model Figure 1 Adverse Leadership Model Figure 1 Adverse Leadership Model Environment * High Stress * Alienation * Segregation Environment * High Stress * Alienation * Segregat ion Follower Outcomes . Depression 2. Worthlessness Follower Outcomes 3. Depression 4. Worthlessness Follower Characteristics 1. Low Self-Esteem 2. Unambitious 3. Low Maturity 4. Little or No Core Values 5. Disengaged Follower Characteristics 6. Low Self-Esteem 7. Unambitious 8. Low Maturity 9. Little or No Core Values 10. Disengaged Leader Characteristics 1. Poor Communicator 2. Micromanager 3. Sets Unclear Expectations 4. Uses Intimidation 5. Poor People Skills Leader Characteristics 6. Poor Communicator 7. Micromanager 8. Sets Unclear Expectations 9. Uses Intimidation 10. Poor People Skills