Toxic Leadership Behaviors

Toxic Leadership Behaviors
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Toxic Leadership Behaviors
Toxic leadership behaviors are destructive to team members and have adverse consequences in the workplace. Indeed, it refers to power abuse by the leader, which makes it challenging for members to work together and achieve the set objectives. A toxic leadership might lead to workplace bullying, burnout, depression, psychological distress, job dissatisfaction, and counterproductive work behaviors. Notably, a toxic leader is an obstacle to leadership effectiveness and organizational culture. The paper discusses toxic leadership behaviors that might be exhibited by leaders, recommend proper actions to prevent toxic leadership behaviors, and how power and influence can be used to achieve established organizational goals.
Part A
The three primary toxic leadership behaviors are arrogance, discrimination against employees, and the failure to listen to workers’ feedback. An example of an arrogant leader entails someone who prioritizes self-interests, alienates, diminishes, or disengages others, is hot-tempered, does not have emotional intelligence, and believes that an individual is better than others in everything, hence no need to grow, change, or learn. In addition, the person has a high likelihood to discriminate against others based on their capabilities, talents, skin color, race, culture, and ethnicity. A toxic leader usually brings other people down since one believes that he or she has the power and influence to undermine followers. Another example of toxic leadership behavior is the lack of listening keenly to feedback. Team members led by a toxic leader face problems, and their complaints are unheard, which gives no room for improvement since a toxic leader hates positive or negative criticisms, particularly from his or her juniors or followers.
Toxic leadership behaviors significantly influence organizational culture and leadership effectiveness. In particular, organizational culture refers to practices, values, and expectations that inform and guide employees within a firm. For instance, arrogance hinders leadership effectiveness since the individual does not want to be criticized, making it difficult to understand and address issues that hinder workers’ productivity and efficiency. In other words, employees stick to misleading values, beliefs, and practices, which lead to negative outcomes (Matos, O’Neill, & Lei, 2018). Discriminating against employees is an obstacle to leadership effectiveness since such people will always feel left out and cannot concentrate or perform their duties optimally. Such workers might engage in behaviors that are discouraged by the organizational culture. In addition, another example of how toxic leadership behaviors influence organizational culture and leadership effectiveness is the failure of improving things since the leader does not listen actively to team members. That way, it becomes challenging for potential problems to be prevented since even after workers predict them, it is difficult for them to communicate with their leader to get an appropriate solution. As a result, employees remain silent,...