Portfolio Project: Analysis Of Negative Leadership Behavior
Portfolio Project: Analysis of Negative Leadership Behavior
Crystal L. LaCour
Colorado State University
Details of Negative Leadership Behavior
When I first took on a production supervisor job in a manufacturing environment, I managed a large group of employees (60+) with essentially no sense of team dynamics or continuous improvement, and no direct reports in leadership. I spent nearly four years working to change the culture through Total Quality Management and transformational leadership practices. In that time, I grew and developed a solid leadership staff that gained exceptional management skills and a great deal of empowerment. It became a very fun and exciting work environment, as everyone began to participate in improving all aspects of the department as well as their own personal goals.
As the business unit was at its peak, I received a promotion. My manager was forced to bring in a temporary interim supervisor to assume my responsibilities until a suitable …show more content…
Rather than trusting and relying on his people to get things done, he took over many of the responsibilities himself leaving employees to wait for his direction on activities and taking credit for what employees had already been performing successfully. Weisner (1994) also indicates that this type of management is a selfish act on the part of the manager. “Managers who need to make every decision clearly are more interested in themselves than in any person they manage. The managed never will be truly motivated and the real joy and sense of potential from being on a "team" never will be realized by anyone” (p.9). This behavior ultimately led to feelings of mistrust, no desire to voice opinions or make suggestions, and an overall decrease in job satisfaction at all
Crystal L. LaCour
Colorado State University
Details of Negative Leadership Behavior
When I first took on a production supervisor job in a manufacturing environment, I managed a large group of employees (60+) with essentially no sense of team dynamics or continuous improvement, and no direct reports in leadership. I spent nearly four years working to change the culture through Total Quality Management and transformational leadership practices. In that time, I grew and developed a solid leadership staff that gained exceptional management skills and a great deal of empowerment. It became a very fun and exciting work environment, as everyone began to participate in improving all aspects of the department as well as their own personal goals.
As the business unit was at its peak, I received a promotion. My manager was forced to bring in a temporary interim supervisor to assume my responsibilities until a suitable …show more content…
Rather than trusting and relying on his people to get things done, he took over many of the responsibilities himself leaving employees to wait for his direction on activities and taking credit for what employees had already been performing successfully. Weisner (1994) also indicates that this type of management is a selfish act on the part of the manager. “Managers who need to make every decision clearly are more interested in themselves than in any person they manage. The managed never will be truly motivated and the real joy and sense of potential from being on a "team" never will be realized by anyone” (p.9). This behavior ultimately led to feelings of mistrust, no desire to voice opinions or make suggestions, and an overall decrease in job satisfaction at all