MY BOSS IS A JERK
Index
Introduction
Why employees find it difficult to work under the control of a tyrant boss
How to survive and thrive in a difficult work environment
The disadvantages of working under the tyrant boss
The benefits of having a good relationship with your boss
INTRODUCTION
Many at times people have complained of having lousy bosses who tend to give those hard times at work places. It is evident that there those bosses who can be pain in the flesh, they think that they are better than the employees they have, they think that they are the only human beings and others are animal or any other kind of creature you can think of. They make one to go home stressed and more tired than one should be.
Some people have opted to look for other jobs thinking that they that they would get better places where the boss is not a jerk but some ends up in the same situation. This content is going to guide you on how to work under a very difficult environment where the boss is a tyrant one. This is because the fact that your boss is a tyrant one, he or she should not be a hindrance towards your success. One should learn to thrive in the most difficult places and work with the tyrant bosses because no matter how tyrant someone can be there are still good things about them things that can add value in your life. Life itself is not easy so running away from a work place in the name of a boss who is a jerk won’t help or solve anything.
Why employees find it difficult to work under the control of a tyrant boss
Many employees don’t like to work under a tyrant boss and it is understandable the reason as to why they don’t like doing so. Many tyrant boss don’t give employees a room to explain themselves inc...
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...nd keep emails short to the point.
Stay busy: as an employee you should try to display some sense of urgency while on job. This is because your boss wants to know that things are being done. You need to do a list of things you need do in your work place this is because this creates an order of how things are done and in the mean time ends up giving you an easy task.
Make quick decisions: if you boss has the ability to make quick decisions you as an employee have to work at the same rate as him because failure to this you can be perceived as inefficient, indecisive and slow. If you are that person who analyses everything before speaking you need prepare for questions before they arise.
Don’t take things personal: one thing that an employee should keep in mind is that he or she doesn’t need to be friends with the boss all you have to do is to work together
Management does not communicate with the workers, so they cannot discuss problems that are accruing, and possible solutions that may help the business run smoother. You can see this at Carson’s, the study mentioned that employees had no say in important decisions and were even afraid to address concerns to management. The study also mentioned that employees were not given proper constructive criticism. Instead of management teaching employee’s better ways to handle tasks, they would get upset and punish their employees. This is another aspect to an Exploitative Authoritative structure. According to text, all rewards are given to management. Instead of rewarding good things that their employees do, management punishes and threatens. After looking at the Exploitative Authoritative System that was used to run the Carson’s location, it is easy to see how and why the employees are
This article describes how rudeness and incivility causes great damage to everyone in the workplace even if it was only intended at a certain person. One professor at the McDonough School of Business at Georgetown University states, “Incivility is almost like trapping people inside a fog.” (Gurchiek, 2015, para. 4) In this quote, incivility is explained as something employees are all affected from and are not able to get away from. Moreover, many surveys are presented throughout the article to show how people either lose or quit their jobs because of the rude treatment that they experience in the workplace. Because of those survey results, many experts believe that rude behaviors in the workplace will begin to worsen in the coming years. However, steps to establish an atmosphere of respect and consideration for colleagues are presented at the end of the article to assist with changing that prediction.
While Sandberg (2008) started by profiling a too-nice boss as someone who doesn’t “like confronting people or making decisions that favored one staffer over another,” he went on to further assure us that a too-nice boss would let problems drag for years without attempting to find any solution to them. First, in his opinion, a conflict-avoiding boss would never be able to tell a low performer that he needs to improve and most importantly he simply would
...ader should understand their employees. As discussed the authoritarian leadership is not the best way. As a leader one must include the subordinates into a team and respect their opinions. Leaders should know how to motivate by encouragement and to find out what your employees want and find a way to give it to them or to enable them to earn it.
The theory suggests that the nature and quality of the company’s leaders is an important factor of the performance and job satisfaction of their subordinates (Glisson 1989). The theory implies that managers while in control need to be capable of maintaining cooperation from his or her employees. In this type of leadership style, the employees would be encouraged to share opinions and ideas. Staff would feel engaged in decision-making and creativity would be rewarded. The leader would be flexible, open to communication, and respectful of new
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
The second key to professionalism in the workplace is displaying a good attitude. When you enter your place of employment leave your personal issues at the door. Your mood on the job can affect others in a positive or negative way. Taking our your anger on co-workers and customers is never the way to go. You may want to take this time to find out what is causing your mood swings. If your unhappy with your current employer you may want to re-evaluate weather the position is a right fit for you. If that is simply not the case finding ways to ease stress
To begin, I honestly believe it is necessary to be dedicated to your job. It is necessary to be one hundred percent dedicated to whatever you are doing if you wish to get substantial results. If you look at statistics, you will realize that it took years of blood and sweat, otherwise known as dedication, to get something fulfilling. Jesse Owens once aptly stated, “We all have dreams. But in order to make dreams come into reality, it takes an awful lot of determination, dedication, self-discipline, and effort.” I honestly believe that if you wish to be successful in your occupation you must be willing to put in the effort. You will not be satisfied with your work if you do not do whatever you can to get it done. To sum up, you must ...
Be honest as possible. If the employee is on the verge of being fired, let them know. This might wake them up to the reality of their actions. If you feel a certain way about someone don’t try to be the bigger/better person and stay quiet. Be honest and say “Hey, I think you can do better.” Or whatever is on your
Get to work on time and return from lunch and other breaks promptly. 2. What is the difference between a.. Get along well with others. Do your job well and offer to assist others who may need help.
Almost everyone has had the misfortune of having a leader that should not be in the position of leading others. Unfortunately, I have been in that position. I have had bad managers and supervisors in not just one job, but in two entirely different jobs. One of the jobs was a nutrition associate in a hospital kitchen. The other job was at the restaurant, Cracker Barrel, as a hostess. I will be pulling my experience from both jobs to explain why these leaders were not fit for the position that they held and what they could have done different to be a more effective leader.
I never realized how bad a leader could be until I went to my first leadership development training back in 2005. A few years back, I worked for a dealership and there I met the terminator. One of the employees gave this name because he enjoyed terminating employees. The manager was authoritative and unbearable; he used fear tactics to try to force employees to meet deadlines and other work objectives. He would threaten to tell the senior manager about any errors we would make and would prevent us from promotions and/or receive our raise, if we did not do as he ordered. We constantly lived in fear of losing our job because of his threats. Over time, that manager eroded most of the employee’s confidence and morale, which lowered the organizations productivity and customer dissatisfaction. However, due to the decrease in workflow and increase of customer grief the general manager started an investigation in order to find the source of the problem which did not take him long to find. Once the general manager recognize the problem, he intervene in order to correct the behavior and develop an effective and positive leader out of him. He gave the manager a choice to give one-week notice or receive a warning, accept further training and be on a 30-day ...
Managers are paid to represent the owner with responsibilities to operate the business efficiently and to manage the employees effectively, in order to achieve the best profit and productive of the business. Since they are the agent of the owner and entitled with exclusive power – managerial prerogatives, they are playing an important role in managing all workplace assets. With appropriate uses of control and employees (Loudoun, McPhail & Wilkinson 2009) can be beneficial to facilitate the business operation as well as to achieve the best outcome for the business. Although manager has a high level of ability and rich experience on managerial aspects and managerial decision-making, they do not have sufficient time and information to make a desirable decision. Moreover, managers are mostly dealing with the administrative tasks (Amar, Carsten, Bami & Hlupic, 2012), they might not even be involved in the daily front line operation. Therefore, openness to opinions of employees and unions will enhance the quality of the decision made (Wen & Zhou 2009) and diffused-leadership management (Amar, Hentrich, Bastani & Hlupic 2012) with employee and union involvement will lead to manager succeed. Thus, manger should not be free to manage without interferences - employee and union participations.
A negative work environment can make employees feel irritable, anxious and defensive. This can cause poor productivity, lack of motivation and poor communication in the workplace which in turn can cause problems for the company. An employer’s abuse of power can cause mental or emotional distress on employees and also disrupt the workplace. Examples of employers abusing their position include humiliation, undermining, disrespectful language, discriminatory comments, yelling and intimidation. When employees are surrounded by this on a daily basis it can affect their self-worth. Employers can resolve these issues by allowing open lines of communication and by not giving employees the impression that it is acceptable to act negatively and disrespect fellow employees.