Harsh Leadership Revives Bullying: Impact on Employee Morale Loss
Reimagining Coercive Leadership: A New Approach to Workplace Dynamics
Let's face it, bullying isn't cool, even if you're a fourth-grader. But what happens when our so-called leaders decide to adopt that playground mentality in the office? Workplace bullying occurs when there's repeated, unhealthy mistreatment of employees, characterized by verbal abuse, offensive conduct, and work interference [1][2][3]. Sadly, this is far too common, especially under authoritarian leadership styles.
Leaders who operate with a "my-way-or-the-highway" attitude don't seem very contemporary [4]. After all, haven't we all been taught the golden rule: "treat others the way you want to be treated"? Yet, some leaders still choose to govern through intimidation and threats, mainly motivated by a desire for short-term compliance. This approachachiEves significant drawbacks for organizational health and productivity.
Case in point, Jamie Dimon, the high-profile CEO of JPMorgan, recently found himself embroiled in a heated debate with employees over return-to-office (RTO) initiatives. In an expletive-laden response, Dimon expressed little concern for his employees' feelings, stating, "I don't care how many people sign the f___ing petition" [4]. Such language and dismissiveness can be construed as bullying behavior, hindering employee engagement and morale.
Bullying as a Strategic Technique? No thanks!
The Internal Revenue Service (IRS) is currently facing allegations of bullying for their alleged access to millions of Americans' private data [5]. The lawsuit, led by labor lawyer Karianne Jones, argues that the IRS is overstepping boundaries and seeking unrestricted access to sensitive data without clear explanation [5]. This is another prime example of bullying behavior in a position of power, ultimately damaging trust and causing unrest among the public.
In modern times, diversity, equity, and inclusion (DEI) initiatives ought to be the norm, not an exception [6]. However, it seems that inclusive leadership is fading, potentially replaced by hard-line leadership under the guise of efficiency and cost-cutting measures. It's essential to remember that, when wielded improperly, even the best intentions can lead to bullying behavior.
Saying Goodbye to Command-and-Control Leadership
Traditional command-and-control leadership strategies are not only outdated but can also be detrimental to organizational growth. While such approaches may yield quick results, they typically result in increased employee turnover, loss of valuable expertise, reduced morale, mistrust, and a damaged employer brand [7].
Modernmilitaries have recognized the limitations of a command-and-control structure, instead opting for a mission command approach [7]. U.S. Army resources describe mission command as "an approach to command that empowers subordinate decision-making and decentralized execution appropriate for the situation" [7]. In an ever-evolving battlefield, mission command capitalizes on front-line perspectives, allowing for wiser decisions and more informed commanders.
Beyond Bullying: The Pitfalls of Hard-Line Leadership
The age-old carrot-and-stick approach to management has long been debated. While it may have its place in certain scenarios, an excessive focus on punitive measures can harm employee engagement and overall productivity [8]. Gartner's studies demonstrate that negative employee perceptions of pay equity, often born from authoritarian leadership, can lead to a 15% decrease in intent to stay, a 13% increase in job searching activity, and a 13% decrease in employee engagement [8].
Negative responses and dismissiveness can foster a hostile work environment where employees feel undervalued and powerless. Such a culture not only undermines engagement but also drives talent away, as people seek workplaces that treat them with fairness and respect.
A truly effective leader encourages agreement, fostering a mutual understanding of goals and an environment where feedback is encouraged. Leadership is about elevating employees, inspiring them, and ensuring their well-being. After all, a satisfied employee is a productive employee.
[1]https://www.workplacebullying.org/understand/abuse/types/workplace-bullying/[2]https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2845656/[3]https://www.mentalhelp.net/articles/the-5-dynamics-of-bullying/[4]https://www.washingtonpost.com/business/2022/09/25/jamie-dimon-insult-jpmorgan-chase-workers-return-office-petition/[5]https://www.newsweek.com/irs-elon-musk-department-efficiency-lawsuit-social-security-data-1734627[6]https://www.glassdoor.com/slink.htm?key=vQM5A[7]https://www.army.mil/mcoe/Resources/Terms-Acronyms/Documents/Position-Paper-on-Mission-Command.pdf[8]https://www.gartner.com/en/human-resources/what-is-pay-equity-and-why-is-it-important
- In the recent lawsuit against the Internal Revenue Service (IRS), characterized by unauthorized access to millions of American's private data, the allegations of bullying behavior highlight a concerning trend in positions of power.
- The modern workplace, in an attempt to uphold the golden rule, should aim to eliminate workplace bullying, which is rampant under authoritarian leadership styles, as it significantly impacts organizational health and productivity.
- As the debate on traditional command-and-control leadership strategies continues, it's important to recognize that these outdated approaches can lead to increased employee turnover, reduced morale, and a damaged employer brand, due to their potential for bullying behavior and fostering a hostile work environment.
