5.3: A Critical Analysis of Quantitative Leadership
To see my previous blog with my other assignments and commetnary, click on the "Sentiment 1.0 blog hyperlink below.
Full disclosure, numerical data has never been a strong suit for me. I am an elementary school Math trauma survivor. Teachers are very important and how they treat students that are struggling has a lasting impact. This mirrors how leaders effect those they lead.
There are different types of leadership styles, and each have pros and cons. One type of leadership that negatively impacts followers is exploitative. Using context clues, you may be thinking, of course this style of leadership would not be effective. It does produce outcomes from employees, while simultaneously creating workplace deviance and hostile justification for the deviance. When I was analyzing this article, I was surprised to see myself in some of the employee work place deviance. Currently, my workplace environment is not managed by a strong, or effective leader. In fact, it is a toxic workplace. I could see the justification in myself of being a few minutes late to work or in setting time boundaries. The time boundaries is actually a good outcome. When you think about workplace deviance, it's not limited to a sinister person in the corner, rubbing their hands together as they plot the demise of the entire company, it can be the person next to you that you make small talk with daily.
Servant and transformational leadership have proven to be very effective when given resources to satisfy both the leader, followers, and stakeholders. The main pro for servant leadership is that burn out is prevented when resources are available to support all.
How can we ensure that we have good leadership? Frequent evaluation of leaders with follower's input and ongoing training. Also seeking out potential employees with high morals can help mitigate shortcomings in leadership and prevent workplace deviance.
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