ORG300-14: Applying Leadership Principles

Running Head: Negative Leadership behavior

Negative leadership Behavior
January 5, 2014
ORG300 -14: Applying Leadership Principles Schneider, Laurel

Negative Leadership Behavior There are many types of negative leadership behaviors within the workplace. For example, a boss can have bad communication skills, be an authoritarian, lousy listener, use foul language, a Mr. Know it all, etc. I’ve had the pleasure of working with great leaders that I’ve learned a lot from but also worked with leaders that possessed many of the negative traits as well. It’s critical to an organizations success that leaders be properly trained to ensure that the organization as a whole doesn’t get a bad reputation. Many
My manager was being too nice or almost flirty at times with me. This was a negative leadership behavior because it affected my relationship with many of my co-workers. He did not show the same kindness or behavior around many of my co-workers and they thought that I was getting special treatment over them. I would see him ignoring other workers and compliment another one about the way she looked a second later. “Poor managers might play favorites with staff, obviously choosing one staff member to receive special treatment and plum work assignments” (The Top Signs of Poor Leadership). When he would talk to me about anything he would give me eye contact that wouldn’t make me feel comfortable to want to stay in a conversation. He was a hard worker and proved it to his staff during busy hours and helping all of his employees out when help was needed but because of his flirtatious behavior employees still wouldn’t respect him. We just thought of him as a coworker rather than a leader and because of that would treat him like
The same exact group of employees would have a much better performance one day with another leader than they would when they would be working for him. I would see employees talking negatively about him or making fun of him when he would tell them to do something. Many of the workers he would favor would take advantage and many times show up late to work because they knew they would get away with it. His problem of playing favorites with his employees affected his entire relationship with his staff in a negative way. “In order to have an environment of trust, people need to know they will be treated fairly when it comes time for their performance reviews. They have to be able to trust that they will be assessed fairly on their merits as well as their weaknesses and seen as a whole person” (How to Avoid Playing Favorites