Toxic Leadership

Good Essays
Toxic Leadership
The abuse of power and it destructiveness
How to spot it and how to avoid it

Toxic leadership as a concept was coined by Marcia Lynn Whicker, in her book: "Toxic Leaders: When Organizations Go Bad" [New York: Doubleday, 1996. This phrase is linked with a number of dysfunctional leadership styles.

This is someone who has responsibility over a group of people or an organisation, and who abuses the leader-follower relationship and who leaves the group or organization in a poorer condition after they have left.
Barbara Kellerman suggests in "Bad Leadership: What It Is, How It Happens, Why It Matters" [2004] - that it may be analysed into seven different types:
She identifies these types * Incompetence * Rigidity * Intemperance - lack of self-control * Callousness * Corruption * Insularity * Evil
Marcia Whicker describes toxic leaders as "maladjusted, malcontent, and often malevolent, even malicious. They succeed by tearing others down. They glory in turf protection, fighting and controlling rather than uplifting followers."
Analyst Gillian Flynn provides a graphic description of a toxic manager as the: "manager who bullies, threatens, yells. The manager whose mood swings determine the climate of the office on any given workday. Who forces employees to whisper in sympathy in cubicles and hallways. The backbiting, belittling boss from hell. Call it what you want - poor interpersonal skills, unfortunate office practices - but some people, by sheer shameful force of their personalities make working for them rotten."

We got the chance to intreview one individual and find out if they had any pesornal experince with a toxic leader.
INTRVEW ONE:I have twice in my career had the misfortune of working for a toxic boss. These guys were terrible to work for and made people's lives an absolute misery.
In business terms their "games" were always counter productive as everyone expended far more energy in

You May Also Find These Documents Helpful

  • Best Essays

    Toxic Leadership

    • 1998 Words
    • 8 Pages

    (communicating) that vision with others so that they will follow willingly, (3) providing the information,…

    • 1998 Words
    • 8 Pages
    Best Essays
  • Good Essays

    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.…

    • 555 Words
    • 3 Pages
    Good Essays
  • Good Essays

    Informed Consent Paper

    • 608 Words
    • 3 Pages

    You are invited to participate in a research study exploring “Toxic Leadership Practices that Impact Turnover Intention and Organizational Citizenship Behavior in Non-profit Organizations. This study is conducted by Ashraf Ismail, a PhD student in the Human Capital Management program at Bellevue University, under the supervision of Dr. Stephen Linenberger, his dissertation committee chair.…

    • 608 Words
    • 3 Pages
    Good Essays
  • Powerful Essays

    Bennis, W. (2007). The challenges of leadership in the modern world: Introduction to the special issue. The American Psychologist, 62(1), 2-5. Retrieved from http://search.proquest.com/docview/212156443?accountid=458…

    • 1397 Words
    • 6 Pages
    Powerful Essays
  • Powerful Essays

    Work Place Relations

    • 1355 Words
    • 5 Pages

    Most people spend the majority of their lives at work, and studies repeatedly show happy employees are more productive. Companies that treat their employees’ well will earn huge dividends compared to those that dismiss and ignore their workforce. However, under siege to reduce expenses and stay afloat amid the rising cost of doing business, some working environments have turned into toxic cultures that make the workplace almost unbearable. Here are a few quotes that may sound familiar (Thompson, Houston Chronicle).…

    • 1355 Words
    • 5 Pages
    Powerful Essays
  • Powerful Essays

    Alcohol Health

    • 3179 Words
    • 8 Pages

    Hawkins Mitchell, V. and Rothstein, P. (2004). Emotional terrors in the workplace. Brookfield, Conn.: Rothstein Associates.…

    • 3179 Words
    • 8 Pages
    Powerful Essays
  • Powerful Essays

    Dick Spencer Case Study

    • 2406 Words
    • 10 Pages

    Fall 2012 MGT 585 Steger, J. A., Manners, G. E., & Zimmerer, T. W. (1982). Following the leader: How to link management style to subordinate personalities. Management Review, 10, 22-51. Thau, S., Bennett, R. J., Mitchell, S., & Marrs, M. (2008). How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective. Organizational Behavior and Human Decision Processes, 1, 115.…

    • 2406 Words
    • 10 Pages
    Powerful Essays
  • Satisfactory Essays

    For instance, at my last job, my boss was bipolar. Coming into the office from one day to the next was different every time. This was very stressful. Our department file numbers directly reflected her moods. On days when she was in a good mood, and socialized with everyone, we had good numbers; however, when she was in a bad mood, our numbers were not so great. Which would make her even more mad and she would actually yell at us, even using profanity sometimes. To me this behavior as a manager is never okay.…

    • 563 Words
    • 3 Pages
    Satisfactory Essays
  • Good Essays

    In conclusion, a good boss and a bad boss well known by their characteristics and how they affect their employees. Employees how suffer from being mentally and emotionally drained are working for a bad boss. I would advise to come up with an exit strategy before it causes massive damage. A good boss is an ideal person to work for, which is everyone’s dream…

    • 566 Words
    • 3 Pages
    Good Essays
  • Powerful Essays

    References: Bennis, Warren. 2007. “The Challenges of Leadership in the Modern World: Introduction to the special issue.” American Psychological Association 62(1): 2–5. doi: 10.1037/0003-066X.62.1.2…

    • 3026 Words
    • 10 Pages
    Powerful Essays
  • Powerful Essays

    Toxic Leadership

    • 2334 Words
    • 10 Pages

    Webster dictionary defines “toxic” as containing or being poisonous material especially when capable of causing death or serious debilitation, exhibiting symptoms of infection or toxicities or extremely harsh, malicious, or harmful. “Leadership” ,by definition is when an organizational role involves (1) establishing a clear vision, (2) sharing (communicating) that vision with others so that they will follow willingly, (3) providing the information, knowledge, and methods to realize that idea, and (4) coordinating and balancing the conflicting interests of all members or stakeholders. With that being said, the phase Toxic Leadership as a concept was coined by Marcia Lynn Whicker, in her book: "Toxic Leaders: When Organizations go bad” which is all about the abuse of power and its destructiveness. In this paper, we will explore the special characteristics of toxic leaders, the different styles and the Who, What and Why toxic leaders exists in an organization.…

    • 2334 Words
    • 10 Pages
    Powerful Essays
  • Powerful Essays

    Darker Shades Of Blue

    • 12185 Words
    • 37 Pages

    This is the story of failed leadership and a command climate which had degenerated into…

    • 12185 Words
    • 37 Pages
    Powerful Essays
  • Powerful Essays

    I believe that leadership of an organization is leadership of emotions. According to Friedman (1999), there are several major components of leadership including self-differentiation, staying connected while remaining non-reactive, having a non-anxious presence, managing triangles, and persistence in the face of sabotage. Self-differentiation involves knowing what you believe and pursuing those beliefs despite what others think. It also involves the maintenance of one 's own function in the organization. This means that one should evaluate whether he or she is overfunctioning because when one is overfunctioning in any relationship another is probably underfunctioning. Staying connected while remaining non-reactive means that one understands the vision of the organization and maintains a focus on its vision while, at the same time, remaining detached enough that he or she is not overly anxious about the processes of the institution. Having a non-anxious presence involves having a calming effect on the organization by remaining calm despite the situation present. A leader who remains non-anxious can affect those following simply by retaining a calming air about him or her. Managing triangles includes being a part of a relationship without attempting to change the relationship of others in the triangle. The objective is maintaining one 's…

    • 2851 Words
    • 12 Pages
    Powerful Essays
  • Powerful Essays

    Toxic Leadership

    • 3521 Words
    • 15 Pages

    N 2003, Secretary of the Army Thomas E. White asked the U.S. Army War College (AWC) to address how the Army could effectively assess leaders to detect those who might have “destructive leadership styles.”1 The most important first step in detecting and treating toxic leadership is to recognize the symptoms. The terms toxic leader, toxic manager, toxic culture, and toxic organization appear with increasing frequency in business, leadership, and management literature. Analyst Gillian Flynn provides a particularly descriptive definition of a toxic manager; he is the “manager who bullies, threatens, yells. The manager whose mood swings determine the climate of the office on any given workday. Who forces employees to whisper in sympathy in cubicles and hallways. The backbiting, belittling boss from hell. Call it what you want—poor interpersonal skills, unfortunate office practices—but some people, by sheer shameful force of their personalities make working for them rotten.”2 In Kathy Simmons’s “Executive Update Online,” Rob Rosner describes a toxic atmosphere: “It’s all about ends [but] nothing is said about means. It’s about when bosses only know how to use the stick and there is nary a carrot in sight. And finally, it’s in the pain that is in the faces of all the people who work there.”3 Writer Marcia Whicker describes toxic leaders as “maladjusted, malcontent, and often malevolent, even malicious. They succeed by tearing others down. They glory in turf protection, fighting and controlling rather than uplifting followers.”4 In 2003, 20 AWC students focused on the topic of command climate and leaders’ roles in shaping…

    • 3521 Words
    • 15 Pages
    Powerful Essays
  • Good Essays

    Conger, J. A. (1990). The dark side of leadership [Electronic version]. Organizational Dynamics, 19(2), 44-55.…

    • 15014 Words
    • 61 Pages
    Good Essays

Related Topics