Having effective management structure at any organization either in its administration or through its supply chain comes as a result of having not only a leader but a good manager whose actions are trustworthy and beneficial to all. In most cases, holding a leadership positions has been regarded as having good managerial skills which, however, is not always the case. In most top organizations or departments, employees who occupy leadership positions are engaged in unethical behaviors and practices which not only demean their subordinates but also destroy their organization’s management structure. This paper addressed the concept of the bad manager with respect to the latter reference.
While good managers are usually responsible for finding solutions to the problems and develop programs that an organization requires, a bad manager usually bears responsibility for causing a number of company’s problems as he or she normally accuses others for individual’s faults. In most cases holding a leadership position has been mistaken for individual’s good management. However, the fact that not all managers are equally good at achieving good results while a bad manager usually not only lacks effective character but also often has integrity issues that rationally prone him or her to unethical behaviors.
Since a bad manager has irrational unethical character, yelling, shouting or passive-aggressive revenge form part of his or her attitude in reacting towards simple situations. A manager who cannot control his or her emotions and frequently reacts more disturbingly to demean other colleagues in the setting of irrelevant situations can be categorized as a bad manager. Such a manager lacks micromanagement skill which is an essential managerial technique that allows a manager dealing remorsefully and effectively with clients or employees who see off their projects. A bad manager lacks effective understanding and technique of applying micromanagement as he or she is usually afraid of delegating authority or project’s responsibility to others.
At the same time, a bad manager normally has integrity issues by associating his or her faults with failures of others and in doing so he tells off lies and propaganda that creates problems between staff and subordinates. Since an unethical behavior of a bad manager normally forms part of his or her future demands, he usually becomes a victim of his own undoing which he transfer to other members in creating division among employees. During the working process, a bad manager usually ignores important responsibilities and matters which are critical to the organization, but rather concentrates on addressing minor and irrelevant topics. Such a manager always focuses on employees’ personal life but fails to address administrative issues that motivate employees there by creating company’s loyalty.
Even though, a bad manager has understanding of the need to practice inclusive management style and have good communication skills traits, in the face of the employees application of autocratic management style coupled with poor communication skills is the order of the day. Based on this, a bad manager normally does not understand the need to do anything that is above his or her self interest and, therefore, lacks effective communication skills that would enable him or her to listen and communicate with others. In doing so, a bad manager will promote organization’s politics, thereby chasing individual’s agendas rather than focusing on organization’s goal. In promoting organization’s politics, such a leader embraces such characters as ego, pride, and ignorance. Such features of the character only work to allow the bad manager focusing on individual interest while setting aside those of the company.
Unlike a good manager who willingly admits being wrong and responsible for personal mistakes, a bad manager will always claim “It was not my fault” even to the mistakes that are obviously attributed to him. Moreover, while a good manager usually forms part of the team, a bad manager is normally staying apart from the team, thereby blaming others for his/her personal shortcomings. Such a manager will instead shine him or herself, and get credits for good fortunes of others. Additionally, good leader entails well structured, dispensed, and responsible leadership styles. On the contrary, a bad manager abuses authority and misuses his or her responsibility that forms part of his/her governing style. This is due to the fact that a bad manager is not usually fluid and flexible in his managerial approach as he/she does not understand the power to engage in contextual leadership.
Additionally, a bad manger lacks the ability to make investments to those people that he is leading and managing. Such a manger does not care for the well being and feelings of the subordinate staff who work for him. To such a leader, support for team members is inconsequential and in the working process the bad manger is incapable to establish an effective one. Failure to focus on employee’s well being renders the manager with the inability of matching employees’ skills with requested responsibilities. Since a bad manager is usually unaccountable, his/her manner of assessing and delegating organization’s responsibilities with employees’ skills is hampered. A bad manager does not see the need to match individual’s skills to innovative and planning initiatives.
A bad manager normally ignores and stands against subordinate’s passions, dreams, and ambitions. This is due to the fact that such a manager is usually not intentionally focused. So, apart from failing himself, his/her actions are normally modeled with wrong motives which effectively bar the passions and dreams of other employees. Therefore, a bad manger would threaten a staff member by mentioning one’s relationship with senior official’s not only to jeopardize the employee’s job, but to demean him/her from fully exercising his mandate. This in turn, creates division between the subordinate staff and the manager, thereby resulting into uncoordinated organizational framework.
Moreover, a bad manager usually hides one’s inexperience and lack of knowledge by chasing the innocent slips of others rather than learning and performing duties and responsibilities. This is based on the fact that a bad leader is normally disconnected from the market and is engaged in acts that do not address the needs of the market and consumer satisfaction. Therefore, a bad manager would continuously bypass the stipulated reporting line, hence, instructing the staff members directly without informing their respective managers. This is explained by the lacks of focus to follow through the outlined company regulations just for the purpose of enlisting his/her autocratic leadership style.
Considering the role of language and communication style of the manager, it should be noted that a bad manager normally uses bad words in order to humiliate the subordinates. Using such words as failure, inconsequential, company’s disgrace, and inconsistent against a subordinate instill a sense of unworthiness, irresponsibility, and unsuitability, thereby hindering him from fully exercising his mandate. Consequently, lack of vision by a bad manager makes him to discourage formal work practices and encourages informal ones for his own selfish interest. The need for such manager to demonstrate individual’s track record makes him to engage in such uncouth acts not for the success of the organization, but rather for him.
In conclusion, organization’s managers should incorporate excellent communication and flexible approaches that do not portray their selfish interests on the expense of others and the company. In appointing any manager, the organization should look for a leader whose character and behaviors are ethical to secure achieving success of the company, satisfaction of employees and clients.