A leader sets the tone for those they supervise. Having a weak or ineffective leadership style turns what could be a productive organization into one that lacks direction, is chaotic, and fails to live up to its potential. Incompetent central leadership can also cause a power struggle amongst the other remaining team members. Groups seek leadership; when leaders fail to use their powers others will maneuver to use the power left in the void. This can lead to a power-struggle and backstabbing (Morgan, 2007).
Averill, DeWitt, and Zimmer (1978), stated a person is commonly considered less responsible if their actions are interpreted as emotional rather than deliberate. While working for a previous employer as a Case Manager for persons receiving case benefits from social services, a popular and well-liked supervisor failed to provide consistent leadership for those in her unit. Her mood of the day, rather than policy dictated how circumstances were to be handled. Although most situations should be treated on a case-by-case basis, there should and must be a certain set of criteria followed to maintain program integrity. Based on this, as case managers, we assisted our clients based upon past practices; however, we were sometimes called-in to explain our actions. While we were working within the rules, if she felt our actions were not in compliance, we had to defend our decisions. To bolster the direction I took with my own cases, I would often use the supervisors past case actions as a precedent. Without a fair and equitable way to determine who received what, our program tended to rely on subjectivity rather than objectivity. Never quite knowing what was acceptable, even if it was within the rules and regulations, made for a fru...
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...etter leader now – I know what does not work, and strive to always remember the lessons learned from an ineffective, but very nice, supervisor.
Works Cited
Averill, J. R., DeWitt, G. W. & Zimmer, M. (6/1978), The Self-Attribution of Emotion as a Function of Success and Failure. Journal of Personality, Vol. 46 Issue 2, p323, 25p; DOI: 10.1111/1467-6494.ep7380419. Retreived from EBSCOhost
Drucker, P., 18 Famous Quotes by Peter F. Drucker. Retreivedon August 30, 2011 from http://www.worldofquotes.com/author/Peter-F.-Drucker/1/index.html
Kotelnikov, V. (n.d.). 25 Lessons from Jack Welch. Retrieved 8 31, 2011, from 25 Lessons from Jack Welch: http://www.1000ventures.com/business_guide/mgmt_new-model_25lessons-welch.html
Morgan, T. (2007). Overpower Weak Leaders. Business Journal (Central New York), Vol. 21 Issue 16, p26-26. Retrieved from EBSCOhost
When I was on a post surgical floor I witnessed a scenario where leadership was ineffective. It involved an RN and the nurse manager for the floor who was responsible for assigning the patients to nurses. The nurse manager on this floor usually only had one or two patients and spent most of their time dealing with any problems that arose on the floor. One RN was very upset with her patient load and said it was unfair and wanted to have at least one less patient as she said all 5 of her patients were going to be a lot of work. The nurse manager dismissed the RN and said there were care aides on floor to help so she would be fine and told her to get to work. The leadership issues here were a lack of communication
Mlls, D. Q. (2005). Leadership How to Lead, How to Live. Boston: Harvad Business School Press.
Pierce, Jon L. and John W. Newstrom (2011) 6th edition. Leaders and the Leadership Process.
Kellerman, B. (2004). Bad Leadership: What it is, How it Happens, Why it Matters. Boston, Massachusetts: Harvard Business Press.
The situation explanation stated above is a thorough description of the symptoms the organization is experiencing. All symptoms are a direct consequence of poor leadership in management. Below I will explain how each symptom is related to the diagnosis of poor management. Management of the athletic club is focused on the bottom line. Meaning, management is focused on gaining new memberships, while forgetting to focus on current members and customer service. Three aspects of customer service which are being compromised are communication, employee attitudes, and system functionality.
Kouzes, J., & Posner, B., (2007). The leadership challenge, (4th ed.). San Francisco, CA: Jossey-
Much research has been done in order to comprehend the answer to the question “Do Leaders Matter?” In order to decipher this dilemma we will have to distinguish the fine and horrible rationale for leaders. Furthermore, we would have to recognize what it is to be a leader, and give the impression on how people view leaders. Are all leaders instinctive to lead, or do they have to discover the technique? There are many inquiries that can be solicited, but first we need to comprehend some of the dynamics that make up a good leader. Understanding how a good leader maneuvers will allow us to scrutinize some of the biases that revolve around a leader. I will strive to leave no uncertainty in your mind that leader’s do not have an immense influence on performance.
Elijah is a prophet of Yahweh, Whom ministry is started with dramatic surprise to the local people and the nation. He announce drought that there will not be either rain or dew in the nation except by his word (1Kings 17:1). Elijah’s ministry again followed by another victory on mountain of Carmel in revenging the power that claims to be mighty. We see different pictures of Elijah in 1Kings 17-19. In Chapter 17 we see Elijah who is talking as powerful decision maker. In Chapter 18, we see Elijah who is victorious over his rivals, and confront with the King (1kings 18:17-19). In Chapter 19 we see a disheartened Elijah who seems forgotten his late victory over the prophets of Baal. Finally in this text (19:1-4) we see the fallen Elijah, fallen mighty saint who is begging for death and Elijah who was retiring from his long-term service as prophet of Yahweh (1kings 19:15-18). Lives of all the actors of this text may loudly speak to the Oromo people who have fled persecution of dictatorial regime and suffered selfish character of some of their own leader who led the liberating institution.
In the author’s experience, arrogance is the most damaging trait that a person in a leadership role can possess. Arrogance is the product of an ego that is out of control; however, the ego can be restrained when the will and desire exist to do so. The will and desire to control the ego and express humility must be a lifelong endeavor for those with large egos, lest they revert to their negative ways.
Izard, C. E. The substrates and functions of emotion feelings: William James and current emotion theory (1990). Personality and Social Psychology Bulletin.
Chan, K. W. & Maubourgne, R. A. 1992, Parables of leadership, Harvard Business Review, July-August.
Kouzes, J., & Posner, B. (2007). The Leadership Challenge (4th ed.). San Francisco, CA 94103-1741: Jossey-Bass.
Leader should have the shared responsibility and collaborative quality. For example, instead of making the strategy alone, he will gather the idea of all brilliant workers to increase the productivity of the organisation.
There are many examples of poor leadership behavior in today’s workplace. Inadequate leadership can be detrimental not only to a team within an organization, but also to the entire organization itself. I believe it is vital for upper management to ensure that their leaders are properly trained and aware of how to handle certain situations and employees. When a leader’s weaknesses are overlooked, large problems occur.
Organizations have leaders who are effective and ineffective. Many of us want to be leaders but, do we have what it takes to be effective or are we going to be ineffective. Leaders are people who build their organization and employees up. Ineffective leaders are those who only care about getting a check. This paper will discuss effective and ineffective leaders. The effective and ineffective leaders I have had the pleasure to work with.