By VIGNESWARAN KANNAN
It is sad and frustrating to see some corporate leaders managing their staff poorly.
There is no care, concern or love towards their fellow subordinates. These arrogant bosses merely want their staff to respect them and follow all their instructions without question. Those who go against the grain are likely to fall into their “blacklist” category.
Leaders who oppress their people
Employees are sometimes intimidated to follow all the instructions from their superiors although some tasks may be irrelevant to their job scope.
If an employee fails to follow an instruction, increment, commission, bonus and promotion may be possibly at stake. Sometimes, even a departmental transfer will be exercised as a consequence for those who are not “yes men”.
Then, there are some bosses who use the “pressure” methodology to apply emotional pressure to push their employees out of the organisation.
They sometimes overload their people with work or practise constant public humiliation with an intention to flush their employees out of the organisation. Generally, employees would leave the organisation when they undergo such oppression. This is the price many have to pay for being firm and standing their ground against their boss.
These corporate leaders dislike their subordinates voicing out anything against them. Largely, these corporate leaders think that their actions are correct all the time and whatever their subordinates are doing is incomplete or incorrect.
In some cases, there are bosses who give out last-minute assignments to their subordinates at odd hours or on their leave day, and order them to complete them immediately. Some even call their staff to come to office on a Sunday to complete the given tasks.
I have heard bosses say:
“I pay him, so he has to do whatever and whenever I ask.”
How leaders turned arrogant
The truth is these bosses have become a modern day dictator in the workplace. They don’t ‘annihilate’ you physically but they do so emotionally, psychologically or even financially.
The question is why these corporate leaders have become very negative despite their high academic and professional qualifications with their great exposure and experience in various fields.
Psychological research shows that their own inner feeling of insecurity and low self-esteem are one of the primary reasons for such behaviour. Corporate leaders have turned so arrogant and egoistic that they believe that they will rule the organisation forever. Some even feel they are indispensable.
The behaviour of some of these corporate leaders had caused stress, depression and difficulties for many employees. It is also a contributing factor for high attrition rate in most organisations that drain out talents.
Leaders have to differentiate the act of being firm in handling task and being egoistic and using fear in managing a team or an organisation. Different management approach to suit the situation is crucial in today’s world.
How true corporate leaders should lead
A corporate leader must play the role as a motivator, friend and a coach when it comes to managing knowledge workers and the millennials to achieve organisational objectives.
As we know in today’s workforce, employees expect equal respect as well as value for their opinion and new ideas from their superiors.
A good leader will always be open for ideas as well as criticism. Pool of ideas and great skills put together determine the success of a team and an organisation.
Leaders must realise the ultimate truth that all of us are dispensable and the world can and will move on without our presence, as it has always been.
It is high time for leaders to value the human capital and work together rather than trying to be “lords of the employees”.
Can you relate to an instance where you were treated with disrespect at the workplace by your superior? How did you respond to that situation? Email us your thoughts at firstname.lastname@example.org. To understand the psychology of people management, and to see how this programme can help you lead in your organisation, email us at email@example.com. For more Career Advice articles, click here.
Lay Hsuan is the content curator for Leaderonomics.com. She writes occasionally and is the caretaker for Leaderonomics social media channels. She is happiest when you leave comments on the website, or subscribe to Leader’s Digest, or share Leaderonomics content on social media.