I concur with COL Reed’s comments on toxicity but believe that further emphasis is required on the individual leader responsible for the behavior. The paper comprehensively researches toxicity and its fall-out. He goes to great length to define and list the effects of toxicity on unit morale, cohesion, and retention. Accurate pitfalls with existing assessment tools address how toxic leaders continue their ascent to positions of increased spheres of influence. Techniques for raters to frankly discuss issues with their toxic subordinates are made. Subordinate Soldiers' inability to directly address the toxic leader is also addressed. One area not delved into was the toxic leader's perception of how they affect the unit.…
Tannen’s essay “Bossy” is More Than a Word to Women shows that calling a woman bossy can often harm their mental fortitude. The reasoning behind this is because when girls are playing together, they often use language that shows that no one girl is better than the rest, and when a girl tells the other girls what to do, she is often shunned from the group. This leads to a fear of being excluded, which could explain why “bossy” is such a sensitive word with women. I, personally, have both been called bossy and a leader, although I am not called either of them very often. When I was called bossy, I thought, “Okay.…
As indicated in the text, substitutes for leadership is a theory that “diminishes or replaces the influence of leaders” (Ivancevich, Konopaske, & Matteson, 2014, p. 435). This can be translated as having other variables that can be utilized in place of a leader or leadership thus acting as replacements that would make a leader’s influence impossible. The leadership neutralizers theory suggests that it’s “something that makes it impossible for leadership to make a difference meaning leaders tend to be less influential under certain circumstances” (Ivancevich, Konopaske, & Matteson, 2014, p. 435). Those 3 circumstances include: “if subordinates have high levels of training or experience and are independent and professional, tasks are routine…
Women in management have to deal with prejudices, bias and stereotypes about job related emotional behavior. Sheryl Sandberg says “Our stereotype of men holds that they are providers, decisive and driven. Our stereotypes of women hold that they are caregivers, sensitive and communal.” (40). A man’s scolding to his subordinates is generally recognized and appreciated for his leadership and aggressive nature whereas women’s burst is criticized. Her assertiveness is considered in contrast to her traditional image and hence is a sign of disrespect whereas men’s behavior shows involvement. Even women don’t negotiate as much as men but Sheryl believes that women can enter these negotiations with the knowledge that showing concern for the common good,…
Therapist diverted from plans to discuss respecting authority figures. Therapist informed individual that she was told by teacher that individual was very disrespectful due to individual talked back, left his seat without permission, and did not comply with requests given by his teacher. Individual states other students in class was talking also and did not get in trouble. Therapist and individual discussed and practiced responsibility and decision-making skills to avoid talking back and disrespecting authority figures. Individual states he will do better in respecting authority figures using his skills.…
Samnani, Al-Karim and Parbudyal Singh. “20 Years of Workplace Bullying Research: A Review of the Antecedents and Consequences of Bullying in the Workplace.” Aggression and Violent Behavior. 17.6 (2012): 581-589. Print.…
The authors discussed how various leadership theories have affected women in leadership. This article was interesting to me because I would like to continue excelling in my career which would eventually place me in a leadership position. This article has also described various leadership theories and how it affects men and women in leadership. According to the article, women are seen as more effective leaders because they are not aggressive and competitive among their subordinates. This is a scholarly article because at the end of the article, the authors provide their affiliations and background in the field of leadership while working as professors at the University of Ballarat in Australia.…
Lamsa, A.M., & Sintonen, T. (2001). A discursive approach to understanding women leaders in working life. Journal of Business Ethics, 34(3/4), 255-267. Retrieved February 9, 2003, from Proquest database.…
Michael Roche, R. M. (2010). Violence Toward Nurses, the Work Environment and Patient Outcomes. The Nursing Scholarship, 13-22.…
Over the past 15 years in the U.S. and Canada, the phenomena of workplace bullying and mobbing (bullying by a group rather than an individual) have been widely discussed and debated. There is a growing consensus among lay people and scholars on the definition of workplace bullying, its causes, and its effects on individuals as well as on the workplace itself. At the same time, translating this consensus into effective employment policies and contract provisions is challenging: the parties need clear and enforceable language that also meets the sometimes divergent interests of employees, employers and unions.…
In most offices a man is the leader of the office. In the rarity that a women is the head of the office, it most likely took her a lot longer to get that position. Sandberg explains,…
Mainly focused on prevention methods, situational examples and coping mechanisms with the bully, The Bully at Work by Ruth and Gary Namie, is an astonishing resource on workplace bullying.…
References: EHow. (2014, February 07). Bullying & Harassment in the Workplace. Retrieved from EHow: http://www.ehow.com/about_7219925_bullying-harassment-workplace.htm…
Michelle Malkin of the Toronto Sun believes that women and girls need to be happy they are being called bossy because then they are standing out and showing their rights and opinions. Malkin states then when she was younger she was shy and would never stick up for what she believes in, but now says "Gals, you don’t need the sensitivity brigade to protect you from criticism or attacks. You need to learn from them and rise above them, not censor them. And if anyone tells you to tone it down, do the opposite: Crank it up and don’t look back. That’s an order!" (Malkin 2014) Malkin is using the term bossy and creating a positive use for it to help change the derogatory connotation. I can add that not only should females embrace being called bossy, but society should show women who are bosses and the positive they bring. Once the change of males overpowering females has subsided, I believe the word bossy would not have a negative connotation behind…
* Tepper and Horstein: abusive leaders are those whose primary objective is the control of others, and such control is achieved through methods that create fear and intimidation.…
