Question

discuss how leaders may hinder motivation (590 word limit)

Answer 1

High turnover at most workplaces can be a red flag for weak leadership. Perhaps you micromanage lower-level staff, or the management team. You may be giving employees no incentive to contribute to the company's general direction, so they don't feel interested in its long-term welfare. Lack of potential for change means the best workers will go elsewhere to carry on their careers. Bad leadership comes with a price; namely, hours spent on fixing errors, money wasted on unproductive results, costs associated with high staff turnover, lost talent and ability by failing to match the right people to the right jobs-just to name a few. Productive leaders know that dedicating enough time , energy and money to "management of people" (read: their employees) makes strong, business sense all around.

Bad leaders can have a negative effect on workers, and may even affect the bottom line of the company. Bad leadership affects the ability of the company to attract workers, and decreases the morale, enthusiasm and efficiency of employees. Understanding weak leadership characteristics will help you avoid the pitfalls of leadership and improve your leadership skills.

Bad leaders don't respect interacting with their workers. A weak leader may spend long periods of time away from his desk or office, or may ignore emails and phone messages from the staff. Listening to others is a low priority and a bad communicator may disrupt the conversation while an employee is talking and cutting short. Weak leaders neglect staff feedback, and may not appear to care about staff views. Bad communicators can also struggle to communicate new knowledge about company policies or practices that will impact the way workers perform their work.

Micromanagers can not resist being interested in the smallest aspects of the work of their workers. Although micromanaging ensures that everything is done in the manager's way, the lack of accountability and autonomy will annoy the employees. Profiles International findings that micromanagers can be nervous or unable to relinquish power for fear of appearance.

Failure to make clear goals will frustrate workers and hinders their ability to accomplish a task successfully. Bad leaders can not say workers when a project is due or may push the due date abruptly upwards. The specifics of the project can be ambiguous, making it difficult for workers to guess what factors the overseer considers significant. When a project requires involvement by more than one team member, a weak leader will not specify who is responsible for carrying out will part of the project.

Bad leaders may be people who are pessimistic and have no idea how to inspire others. They may feel free to express their negative views about the organization or a department-wide initiative, instead of emphasizing the positive aspects of a situation or issue. Unable to consider the opinion of any one but their own, weak leaders are not reacting well to concerns or suggestions. Bad managers may play games with workers, obviously selecting one staff member to obtain special assignments for care and plum jobs. Employee disputes can be terrifying for managers confronted by leadership who don't have the requisite skills to mediate and address communication problems between staff members.

Bad leaders will intimidate and harass staff, often threatening to fire them if the work is not satisfactorily completed. Employees of a weak boss may be openly berated for failures and blamed for their personality characteristics. Operating in such an atmosphere reduces the morale of the workforce and raises turnover. Building a toxic environment can backfire, as anxiety can cause tension, and performance and productivity reductions in severe circumstances.