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Counting the Losses or& Learning to Keep Ones Temper: Boss and the Corporation
Because of the inability to handle his own temper, Steve has created rather strained atmosphere in his own enterprise, which is likely to drive to the most deplorable results.
Unfortunately, the style of management that Steve has chosen, commonly known as the exploratory one, led him to failure. Indeed, each his manner is the evidence to his aptitude to exploitation of the employees.
Since Steve has chosen the exploitative manner of managing the company and the work of the employees, it can be suggested that, together with the strain within the company, the conflict within reach worker in the office is constantly growing.
Because of the ability to shape peoples vision of themselves, a boss can either efficiently raise the level of efficiency in the enterprise, or make it drop sufficiently due to the improper way of communicating with the employees.
According to the way Scott Jackson (2009) defines the authoritative organizations and the atmosphere within these places, Organizations may be either authoritarian or permissive. Authoritarian organizations prohibit any action without specific permission (35). Therefore, the first and the foremost danger that the company faces is the drop of the efficiency of the employees performance.
It is obvious that the office workers are not being motivated anyhow on the contrary, they shape the most unfavorable image of their working place as the place where they can possibly lose their faces and be humiliated in front of the crowd.
Therefore, the drops in the performance, as well as the number of people quitting, will influence the company income sufficiently There is no doubt that the decrease of the company revenue will follow inevitably. Caught in exclusive circle, the enterprise is likely to lose gradually the staff and the income, which will eventually lead to a complete collapse, financial and economical.
One of the crucial issues in the given situation is whether the company can probably start anew, and whether the trustful relationships within the company can be restored.
Tit seems that Steve is merely trying to show who is the boss here, which means that, once solving his own psychological problems, Steve will be able to change his management tactics, instead of dealing with his subjectivity, which is the necessary part of management, as Torrington (2008) explained (95).
As Wilson (2007) says, While it is not easy, leaders can become more mindful through self-awareness, self-understanding and self-management (24).
It is clear that, unless Steve recognizes the problem and does anything to solve it, he is bound to face huge losses. Only comprising the corporate aims, competitive opportunity and consumer context (Mouncey 2009), that is, both respecting employees and building strong relationships within the company (Sears 2007, 45), he will be able to improve the situation.
Contributing to the Solution of the Problem: A Response
Despite the obvious change in the business relationships over the past few decades, corporate bullying remains just as complicated a problem as it used to. There is no doubt that workplace bullying can take various shapes. However, in the given essay the author prefers to consider bullying as a form of intimidation.
Referring to Martin and Stone in his/her essay, the author of the response sound quite reasonable, claiming that in the give case, the workplace bullying can be defined as a form of intimidation.
Indeed, the reasons provided by the author of the essay are quite clear. There is no doubt that workplace bullying is the scourge of the modern society, despite the evident progress.
Indeed, according to what Waldron and Kassing (2010) say, the accidents of workplace bullying range from overt acts such as outright intimidation and shouting to more covert behaviors such as withholding information and manipulating the workload of the target (68).
Therefore, it can be considered that in the given situation, Steve Lambert resorts to intimidation of the employees to gain more self-confidence and increase his self-esteem. Therefore, the author of the article under consideration refers to Steve Lambert as a clear-cut specimen of a brute who asserts himself at the account of his intimidated employees.
In the paper under consideration, the situation is viewed both from the objective position, as the author considers the reasons and the outcomes of Steve Lamberts policy, and the viewpoint of Amy, for the author of the essay describes clearly what (s)he would do if (s)he were Amy.
Therefore, it can be considered that in the given essay, the author has managed to outline the objective reasons for Steve Lambert to act the brutal and abusing way he did, and at the same time provide the personal, subjective reaction to the situation in which Amy appeared.
It is also worth mentioning that the author of the analyzed essay provides the most reasonable course of actions for Amy, based on the recent researches. With help of careful analysis of the situation, the author of the essay manages to draw the optimal plan for Amy, which allows to keep her dignity and at the same time handle the workplace hardships.
In addition, it was rather wise of the author of the essay to consider applying to the human resource department. Indeed, sometimes handling such situations alone can be quite problematic.
Moreover, according to Einlarsen (2010), human resource department has impressive experience in tackling such issues and is in fact designed for this (460). Therefore, the author of the essay has outlined the problem and the possible ways of its solution in the most precise and objective way.
Reference List
Einlarsen, S, Cooper, CL, Hoel, H, & Zapf, D, 2010, Bullying and emotional abuse in the workplace: international perspectives in research and practice, 2nd ed., CRC Press, New York City, NY.
Jackson, S, 2009, Architecting resilient system: accident avoidance and survival and recovery from disruptions, New York, NY, John Wiley and Sons.
Mouncey, P, 2009, Market research best practice, John Wiley and Sons, New York City, NY.
Sears, WH, & Sears, 2007, The front line guide to creating a winning management style, Human Resource Development, Bozeman, MN.
Torrington, D, 2008, Fundamentals of human resource management: managing people at work, Pearson Education, Upper Saddle River, NJ.
Waldron, VR, & Kassing, JW, 2010, Managing risk in communication encounters: strategies for the workplace, SAGE, Thousand Oaks, CA.
Wilson, C, 2007, The cornerstones of engaging leadership, Leesburg Pike, AT.
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