How Toxic Managers get their jobs

Toxic bosses can make life miserable for even the most of resilient (able to withstand or recover quickly from difficult conditions) of employees. How do they get -and keep- their jobs in the first place? It is all about perspective. many abusive managers can turn on the charm, especially when their superiors are near. To identify these bad apples, company leaders need to talk to these managers' current and former direct reports. When hiring these managers, leaders can include employees who will report to this new hire.  Having supportive managers can lower team quit rates and boost productivity. 

In a just world, managers who mistreats their employees would face certain barriers to success. But as a spate of recent news stories, about toxic work cultures and galling executive behavior illustrates, there is no shortage of companies where bad bosses thrive. In some cases, the answer may be that the toxic culture comes from the top. 

Such bosses create "yes men" by rewarding perpetual agreement with their ideas and decisions and punishing dissenters. Well - intentioned, good employees can actually find themselves having internal struggles working with these kind of bosses. They fail to provide resources and can't be bothered to remove difficulties. They have integrity deficit and display unethical behavior.  

Toxic leadership takes a toll on both the mental and physical health of employees, in addition to an increase in counterproductive behavior, late coming to work, transfers or resignation. At an individual level, effects are more prominent and deep. If such toxic behavior trickles down the organisation through the culture, the so-called leader with no true leadership qualities would be the main contributor to the crisis. A person who is incompetent in his leadership role seizes support from culture of fear and chaos to control and bully his subordinates.

As per the new Education policy announced recently by the Govt. of India, a new set of dimensions have been put in force to revive the education system in India. It is equally more pertinent for the Govt. to take a review and get rid of appointing such toxic Directors of the Management schools in order to improve the functioning of Management schools - whether they are fully Govt or partly-owned, private, owned by trusts, charitable institutions etc on Pan India level. This act will certainly bring the qualitative changes in the functioning of such institutions.

Toxic leadership may be portrayed as a silent killer as it positions leaders as invincible to cease, sabotage and punish those who question such supremacy. Percolating and growing such weeds should not be permissible in an organization under any state of affairs.

This may encourage and assist others to lend a hand to sufferers of toxic leadership and also minimize stress on their subordinates. This will endow subordinates with proficiency to counter and make a toxic leader more accountable and ethical, which in due course might reduce the prevalence of toxic leadership and increase organizational success and well-being.


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