Gotta Bad Manager? Two in Five Qualify Study Finds
Do you lie to employees and break promises? Do you abuse employees,
take them for granted, and make sexual advances? Well then, you are the
perfect fit to work at our corporate headquarters...." The
advertisement might sound like a job at IBM, but in all seriousness two
in five managers in the United States fit the bill according to Florida
Bad managers lead the reasons for employees to seek employment
elsewhere, poor management is also to blame for low productivity
and company morale.
Employees don't leave the business - they leave their boss said Wayne
Hochwarter at the College of Business at Florida State University.
Hochwarter along with two doctoral students surveyed some 700
professional men and women for the study.
Those workers who stay with an abusive manager experience physical and
mental exhaustion, high levels of tension, nervous disorders,
depression, and mistrust others.
Employees were less likely to excel in their job, and did not care
about customer satisfaction.
In the face of logic one could question why employers would keep an
abusive manager -- but according to one human relations professional
who spoke on the condition of anonymity -- it is the bottom line
sometimes. "Not all managers are dysfunctional, but yes in some cases
we know which manager to place in a role where we want employees to
leave," the professional from IBM in Somers, NY, told Think & Ask.
One observation the spokesperson said was that in the past six years
more inexperienced managers have been hired at IBM to reduce costs too.
"That lack of experience can cause frustration with older employees."
Of the study's findings, all of which will be released in full by
year-end 2007, authors found 39 percent of managers failed to keep
promises, 37 percent failed to praise employees when credit was due, 31
percent of managers used silent treatment, 27 percent used negative
comments about employees in front of others, 24 percent of managers
invaded the privacy of employees, and 23 percent blamed others for
Researcher Hochwarter said that employees must remain positive during
these challenges, because ultimately the track record follows the
employee not the manager. He added that employees should report illegal
activity when threats or sexual misconduct is evident from the manager.
"Hiding can be detrimental to your career, especially when it keeps
others in the company from noticing your talent and contributions,"
The IBM spokesperson added that the company does dismiss managers for
overtly abusive behavior and encourages employees to come forward when
a manager treats an employee unfairly. "We have measures in place to
solve these problems before they get out of hand," the spokesperson
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