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Abusive Supervision Antecedents

2.Organization related antecedents:

  • Low organizational sanctions
  • High Aggressive norms

Outcomes of Abusive Leadership

Duffy, Henle, and Lambert (2006) estimated that U.S. companies incur a tremendous annual cost of $23.8 billion as a result of abusive supervision’s negative influence on employees.

According to Tepper, pervisory abuse can lead to:

  • Decrease job satisfaction
  • Increase intentions to quit

(Murari, 2013) and ( Liu, Liao & Loi, 2012)

Conclusion

How to Deal with Abusive Leader

References list

  • Organizations should control leaders by establishing formal policies

  • Reduce the economic loss that resulted from abusive supervision by improving subordinates’ positive psychological states, and enhancing positive behaviors in the workplace

  • organizations should provide systematic training programs for both supervisors and subordinates

  • Leaders’ focus should be on the corporate social responsibility and morality issues, and improve the ethical level of the whole organization

Outcomes of Abusive Leadership

Brown, M. E., & Mitchell, M. S. (2010). Ethical and Unethical Leadership: Exploring New Avenues for Future Research. Business Ethics Quarterly, 20(2), 583-616. Retrieved from http://www.jstor.org/stable/25763039

Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading Effect of abusive supervision on employee Creativity. Academy of Management Journal,55(5), 1187-1212. Retrieved from http://leeds-faculty.colorado.edu/dahe7472/liu creativity 1187.full.pdf

Miao, Q., Newman, A., Yu, J., & Xu, L. (2013). The relationship between ethical leadership and unethical pro-organizational behavior: Linear or curvilinear effects? Journal of Business Ethics, 116(3), 641-653.

Murari, K. (2013). Abusive leadership – a Barrier to Employee Empowerment. European Journal of Business and Management, 5(4), 8-21. Retrieved from http://pakacademicsearch.com/pdf-files/ech/517/8-21 Vol 5, No 4 (2013).pdf

Tepper, B. J., Simon, L., & Park, H. (2017). Abusive Supervision. Annual Review of Organizational Psychology and Organizational Behavior, 4, 123-152. Retrieved April 17, 2018, from https://doi.org/10.1146/annurev-orgpsych- 041015-062539.

Zhang, Y., & Bednall, T. (2016). Antecedents of Abusive Supervision: A meta-analytic review. Journal of Business Ethics,139, 455-471.

Zhang, Y., & Liao, Z. (2015). Consequences of abusive supervision: A meta-analytic review. Asia Pacific Journal of Management, 32, 959-987.

(Zhang, & Liao, 2015)

Ashforth (1994) explains that this type of leadership causes:

  • Low self-esteem
  • Poor performance
  • No team functioning
  • Stress
  • Helplessness

Starratt et al. (2010) stated that:

  • Three emotional responses: feeling hopeless, feeling humiliated and feeling anxious.
  • Two physical outcomes: separation and parting to deal.

The Objective Consequences of Abusive Supervision

(Murari, 2013)

  • Rare from exposure point of view.

  • Are inflated by a tendency on some parts and in fact no abusive behavior took place.

  • The exposure to abusive supervision is related with a wide range of dysfunctional conclusions being observed as individual as well as team levels.

1.Supervisor related antecedents:

  • Stressors and Negative Affective State

- High Supervisors' negative experiences

- High Supervisors' negative affect

  • Supervisor Leadership Style

- Low Ethical leadership

- Low Supportive leadership

  • Supervisor Characteristics

- Low Supervisor Emotional Intelligence

- High Supervisor power

The Characteristics of Abusive Leadership

(Tepper, Simon & Park, 2017)

3.Subordinate related antecedents:

  • High Power distance
  • High Cynical attribution

  • A study also showed the characteristics of abusive leadership including playing favorites, threatening employees, punishments and dealing dirty with punishments, blurring the lines between personal and professional attitudes, putting employees down and talking behind their backs, unrealistic expectations and telling lies at all levels.

  • The characteristics of abusive leadership includes low self-esteem, impatience, unethical and immoral behavior, unreliability and behaving employees badly.

The Characteristics of Abusive Leadership

(Murari, 2013)

4. Demographic characteristics of supervisors and subordinates:

  • Low Subordinates’ organizational tenure
  • Supervisors’ age

  • Sheesham identified the characteristics of abusive leadership as dishonest, verbal abusiveness, harassing, intimidator, poor interpersonal and communication skills and cruelty.

  • Whitell identified the characteristics as leadership sarcastic, impatience, low self-esteem, unreliability, and lack of ethics.

Table of Content

(Zhang, & Bednall, 2016)

(Murari, 2013)

The Concept of Abusive Supervision

Examples:

  • Tells his/her followers that their thoughts or feelings are stupid.
  • Puts followers down in front of others.
  • Blames followers to save himself/herself embarrassment.

The Concept of Abusive Supervision

(Tepper, Simon & Park, 2017)

“subordinates’ perceptions of the extent to which supervisors engage in the sustained display of hostile (unlikable behavior) verbal and nonverbal behaviors, excluding physical contact”

Tepper (2000)

  • The Concept of Unethical Leadership

  • Antecedents of Unethical Leadership

  • Outcomes of Unethical Leadership

  • Managerial Implications to deal with the unethical leadership

  • The Concept of Abusive Supervision

  • Abusive Supervision Antecedents

  • The Characteristics of Abusive Leadership

  • The Objective Consequences of Abusive Supervision

  • Outcomes of Abusive Leadership

  • How to Deal with Abusive Leader

  • Conclusion

(Tepper, Simon & Park, 2017)

Outcomes of Unethical Leadership

Managerial Implications

  • Impedes the effective functioning and viability of organizations.

  • The effects of unethical leadership on employees.

  • Influences deviant and unethical work behavior among employees.

  • Unethical leadership combined with inconsistent information about employees' organizational values.

1- The effective implementations of ethical leadership and the reduction of unethical pro-organizational behaviors within organizations:

  • Use ethical leadership with caution.
  • Exercise of moderate levels of ethical leadership.
  • The clear standards to evaluate and punish unethical behaviors.

(Brown & Mitchell, 2010)

(Miao, Newman, Yu, & Xu, 2013)

Managerial Implications

Introduction

  • Toxic leadership

  • Abusive supervision

  • Tyrannical leadership

(Brown & Mitchell, 2010)

Unethical

leadership

2- Refine the organizational values and integrate ethics into the core values.

3- Organizations should put more emphasis on training and developing the moral virtues of supervisors as well as employees to reduce UPB:

  • Designed to improve the moral sensitivity.
  • Teaching ethical knowledge.
  • Case study.
  • All employees get the same training.

The Concept of Unethical Leadership

Unethical working environment

Negative effects

on organization

(Miao, Newman, Yu, & Xu, 2013)

(Brown & Mitchell, 2010)

Unethical leadership: Behaviors conducted and decisions made by organizational leaders that are illegal and/or violate moral standards, and those that impose processes and structures that promote unethical conduct by followers.

(Brown, & Mitchell, 2010)

Antecedents of Unethical Leadership

- Self-regulation principles:

Self-regulation: Making certain yourself that you or your employees act according to the rules, rather than having this done by other people.

- Individual qualities of leaders and subordinates:

Leader with strong social dominance orientation were more likely to engage in unethical behavior, particularly when followers were more agreeable and/or high in right wing authoritarianism.

Authoritarianism: Demanding that people obey completely and refusing to allow them freedom to act as they wish.

Unethical Leadership

(Brown, & Mitchell, 2010)

Alnaira Mehayer: 201406506

Alya Mohamed: 201303601

Aysha Hussein: 201230141

Noura Abdalla: 201308446

Shaikha Ali: 201303140

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