Abuse Power

Only available on StudyMode
  • Download(s) : 461
  • Published : July 23, 2010
Open Document
Text Preview
Assignment Topic:
Organizational behavior and leadership research has traditionally been deeply influenced by positive psychology and appreciative inquiry. Yet, in recent times, a wave of corporate scandals and spectacular organizational failures has forced management and organizational theorists to rethink this approach. Unethical CEO behavior, white-collar crime, property deviance, employee grievances and lawsuits, organizational terrorism and workplace violence have all provided the impetus for an examination of darker side of leadership. (Goldman 2009) Why do you think some leaders abuse their power? When a leader abuses his or her power, what are the consequences for the organization which he or she is leading? How should followers respond to leaders who abused their power? (112 words)

Contents
Introduction …………………………………………………………………………………..3
The dark side of leadership: Causes, Consequence and Employee’s respondent……………
Turu………..……………………………………………………………………………… Tutyu……..……………………………………………………………………………… uioioui……..………………………………………………………………………………

I. Introduction
The positive psychology and appreciative inquiry has always been with us in the organizational behavior and leadership. However, in recent times, the practice of leadership in contemporary organization indicates that leaders have been abusing their power in management. The darker side of leadership can be seen clearly through practical matters, such as unethical CEO behavior, white-collar crime, property deviance, employee grievances and lawsuits, organizational terrorism and workplace violence. In this writing, I will bring out causes and consequences of this matter as well as solutions and respondents for followers to leaders who abused their power.

II. The dark side of leadership: Causes, Consequences and Employee’s respondent According to Richard L. and Andrew P. (2009, p.380), they said that power is intangible force in organizations. It cannot be seen, but its effect can be felt. Power is often defined as the potential of one person (or department) to influence other people (or departments) to carry out orders or to do something they otherwise would not have done. Other definitions stress that power is the ability to achieve goals or out comes that power holders desires. The achievement of the desired outcomes is the basis of the definition used here. Power is the ability of one person or department in an organization to influence other people to bring about desired outcomes. It is the potential to influence others within the organization with the goal of attaining desired outcomes for power holders. Power is the capacity to cause a change in a person, influence may be thought of as the degree of actual change. (sach leadership page 380). Leadership is the ability to get people to do what they do not want to do and like it. Leadership can be an opportunity to use power and influence to accomplish important organizational goals, but power can also be abused. We all know that some people use power primarily to serve their own interests, at the expense of others and the organization. Personalized leaders are typically selfish and impulsive and exercise power for their own self-centred needs and interests rather than for the good of the organization. In recent times, a wave of corporate scandals and organizational failures has become of increasing concern for organizations. It is a serious alarming bell for the abuse of power of leaders. Therefore, the topics and examinations focus on leader, leadership and the dark side of leadership that have generated and published more interest. Embedded in and reinforced by this attention is the implicit assumption that leadership is important, that leaders make a difference, and that positive group and organizational effects are produced by leaders and the leadership process. There are two argument constructed in this attention. First, leader-imposed leadership does not make (much of) a...
tracking img