Abusive supervision is a nasty common occurrence in the modern workplace. New research shows that supervisors are more likely to be abusive if they were exposed to family-related aggression as a child, especially if the supervisors are also “ruminators”. What can organizations do about it?
Can bosses rectify bad leader behavior by suddenly becoming extra nice? Research shows that this kind of inconsistency could actually be a detriment to employee health. Only employees with high self-esteem or high “quality of work life” will be able to cope with such inconsistency and benefit from the boss’s quick turnaround.
It’s a well-known fact that gender stereotyping has historically played a role in organizational leadership selection. But a new study suggests that job candidates who do not fit the stereotypical mold are viewed more objectively, resulting in more fair decisions during the selection process. The research suggests that exposure to those that break the stereotypical mold can also provide inspiration for other women.
Every leader has a different style, from unilateral to more democratic decision-making. But a new study suggests that, as long as supervisors and employees agree on the Power Distance (or disparity in control) between them, it can have positive benefits on workplace performance.
Schools have adopted a zero-tolerance policy towards bullying. But what about bullying in the workplace? A new study on abusive supervision suggests that supervisor aggression can create emotional exhaustion among employees, ultimately leading to feedback avoidance.
When it comes to problem solving at work, it doesn’t necessarily matter what you know as much as who you know. Employees who work directly with products or customers have first-hand experience with some of their company’s biggest issues. But many don’t have the influence or resources to solve those
As the global economy rallies, we see an increase in cultural business start-ups. These creative industries, which include the arts, music, theatre, and so on, are in some ways quite different from conventional businesses. A cultural entrepreneur should take care to understand when their business can rely on social networking, and when it cannot.
You can’t like everyone. Even as a leader, it is difficult to treat all your employees equally. Some share your interests, have been with you for longer, or are just plain more likable. Others you don’t know as well or don’t like as much. It happens. But if you allow relationships with your subordinates to become too different from one another, job performance in your organization will suffer.