Poor Leadership in Organization Introduction

Poor Leadership in Organization


Leadership is foreseen as the act and practice of motivating a specific group of people to reflect their actions towards achieving a common goal. In organization, leadership involves giving direction to workers and different colleagues that take part in constituting the whole organization as a unit. All these directions and orders are strategies in a way that they meet the needs of the company and facilitate the progress of the organization. The leader should, therefore, embrace a high degree of wisdom and integrity in order to act as the head of the organization and guide it through the process of establishing its goal. In order for an organization to thrive in terms of performance and quality of the products being produced, it requires good leadership and governance. Currently, the organization is facing stiff competition from other competitors (DuBrin, 2015). Nevertheless, both the quality and quantity of the products being offered by the organization does not meet the required standards thus this makes it difficult for the organization to survive the stiff competition projected by other related organizations in the market segment. All these problems are brought about by poor governance and leadership in the organization. The paper touches on the qualities of a good leader, the significant effects of poor leadership in the organization, the effects that it projects to the entire organization and the suggested solutions.

Skills and competence of a leader

Each and every organization requires a leader to head all the activities that take place in the institution and ensure that the activities, roles and duties are performed at the right time in the right order. In order for a leader to manage an organization, he or she should poses some skills and competence. The skills in different leaders creates a large impact in the organization thus imposing a difference in both the production and management process. A good leader should poses the following skills.

The ability to supervise others. Through this skill, the business leader is also able to delegate jobs better and efficiently to various individuals and different departments of the organization and oversee how multiple operations are run to ensure a smooth running of business operations. This would help as such a leader would know which decisions would best suit better supervision thus better business flow regarding the operations.

High emotional intelligence. This calls for the ability to be aware of, in control and be able to express one’s emotions, and handle interpersonal relationships judiciously and empathetically. (Shamir & Eilam-Shamir, 2018). With such skill, a business leader can connect and relate better with both his seniors and juniors at a human level; thus they would be in a more significant position to influence and therefore justify business decisions.

Good communication skills. Effective business leaders need to have exceptional written and verbal communication skills to effectively manage and organize employees. This would also include setting up appropriate channels of communication within the business enabling appropriate information to reach employees at all levels of the business. Excellent communication skills in a business leader can influence actions such as initiating hard work, reinforce positive moral or even increase the confidence of the employees through motivation. With this, the business leader can move the employees better through this skill thus able to justify business decisions.

Team building skill. Leaders need to have the ability to build strong and reliable teams that focus on the organization’s mission and vision. The leader should be able to study his or her staff well and thus be able to know how to group his colleagues or staff to minimize conflicts and at the same time ensure maximum productivity. This may be done by assessing the behaviors of his team and know which group of individuals would be compatible as a group. By developing compatible teams, minimizing team conflict and managing team dynamics, the employees are more confident in the business leader and will thus support him/her more in the business decisions he/she makes.

Problem-solving. The issues could involve work processes or conflicts between employees or even service and product-related issues. A business is usually composed of a series of problems that need to be solved; this includes problem-solving in management, advertising, sells increase, cutting down unnecessary cost and many other baffling issues found in the numerous departments found in an organization. Leaders need to be able to understand fundamental problem-solving techniques and possible solutions to the problems which should be fast and cost-effective. Such a business leader would more likely provide more valid and justifiable business decisions.

High social intelligence. It includes understanding social situations and dynamics not forgetting the ability to operate efficiently and effectively in a variety of social conditions (Wagner, 2016). Such a leader would still be dependable and be able to make sound decisions even in stressful situations. Even under stress which may be brought about by pressing business issues or even personal life issues, the leader would still be in a situation to better analyze her/his situation from a rational point of view and thus in effect make a reasonable decision based on the intuitive analysis which is free of emotions. Such a business leader would, without a doubt, make a more justifiable and reasonable business decision.

Prudence. This refers to the ability to see others’ people perspective and thus more open to and considerate to other peoples’ point of view. Such a business leader would be able to place himself/herself into the shoes of other people and is thus more able to understand them. This would also foster openness among those whom he/she works with thus more contribution would come from employees or colleagues thus facilitating a bigger pool from which decisions may be made. This, however, does not mean that such a business leader is fully dependent on the opinions of others and cannot make his/her own final decision but rather it means that other peoples’ opinions are seen as valid and respected. Final decisions by a prudent business leader are more likely to be supported as accurate business decisions as they are fair as well.

Conflict management. It involves helping colleagues avoid or resolve interpersonal conflicts. This involves the ability of the business leader to identify the source of conflict, analyze its extent, the reason why the conflict emerged and after that identify possible conflict resolution strategies that may suit the organization. A big part of conflict management involves taking steps that may make the conflicting parties collaborate thus creating an environment that will bring out a win-win situation and foster an opportunity for the parties to work together and perhaps get to understand each other’s perspective. Also, compromise may be made where each of the conflicting parties may be required to be flexible and give up something (Clinton, 2018). A business leader possessing conflict management skill may, therefore, be considered more able to stir and make reasonable business decisions.

Good political skills. Within every business organization, there exist a great deal of politics which may range from individuals trying to push their agendas, gaining allies, formulating new rules and getting supporters or even bending already established rules. Having this skill would be advantageous as the leader would be able to push for decisions that would best suit the organization in both the long and short run. A business leader may also be expected to be able to manage political behavior within the organization to avoid business organizational dysfunction and unnecessary conflicts which may prove hard to resolve. With it, a leader is better able and suited to move his/her colleagues or employees in the direction he/she sees most viable for the business and in effect gain their trust placing the business leader in a better position to make more logical business decisions for the business.

Influence skills. Business leadership by far is dependent on the ability of the leader to influence others which includes the ability to make colleagues or employees see things from your point of view and at the same time being able to accept their opinions and their perspective. Influence depends on business leaders’ interpersonal skills to connect even with the most junior employees at a personal level. Through this influence, the business leader is more likely to make the employees see the validity of the business decisions he/she makes or supports.

Area expertise or competence. Though not particularly vital in today’s business organization it still essential to have a level of knowledge in the area in which one is in charge of. This would help the business leader and thus make him/her more competent. The leader would be in far better position to analyze and monitor various activities such as production, service delivery and a better understanding of the organization as a whole. The business leader may also better relate the performance of the organization about their competitors and also be more able to detect anomalies in the daily operations of the business quickly. As a result of the fact that the business leader is more able to analyze and understand the organization, the employees and colleagues will be more confident of the final business decisions made by the business leader.

Effects of poor leadership

Poor leadership comes with several consequences that affect the organization in adverse ways. In business or an organization being a leader does not only mean that one has to fill a job title; rather he or she should have the capacity to motivate the employees and team players. This will help in ensuring the employees deliver their tasks in a timely manner. Nevertheless, all the task being performed will go in accordance with the overall goals of the company. Unmet targets act as signs for an eruption of problems in the organization brought about by bad leaders in the business. Poor leadership brings about the following effects to the organization (Einarsen & Aasland, 2017).

Lack of direction; poor leaders are not in a position to offer good guidance and provide direction to the employees or team members. This effect is mainly facilitated by lack of vision in that such leaders do not analyze the future occurrences which might affect the organization. This might lead to the closure of the entire business. Such an effect can cause frustrations on both sides when the required quality does not meet the needs set in different departments.

Poor leadership leads to lack of coordination and teamwork. This means that both the employees and other team members will perform their duties without following a specific routine or procedure (Northouse, 2018). A bad leader only considers his or her wants meaning he or she solely focuses on looking good at the expense of the other employees. This effect will lead to distrust between the employee and the leader in that every suggestion and opinion projected by the leader will not be considered valid by the others.

Feasible solution

Poor leadership in the organization has been rampant, and cases of companies being closed due to poor leadership are increasing at an alarming rate. Therefore this call for solution to be implemented to curb such events from reoccurring in organizations. There are a number of proposed solutions which can be introduced and implemented, and they include.

An organization should ensure that a leader undergoes proper training in order to have a clear understanding of how to manage the processes that take place in the organization and how to deal with issues once they arise. Through this program, the organization will ensure that all the leaders who are employed to head organizations meet the quality standards of the establishment (Holtz & Hu, 2017). The organization should ensure that they first asses the skills and competence of each leader during the interview so as to identify both the strongholds and weaknesses of the leaders. Different leaders have different strongholds and weaknesses; thus it is vital first to identify the needs of the organization then correlate them the skill of the leader. In case they are compatible then it is strongly advised that the leader should be secured and employment slot in the organization.

Finally, the organization can set different standards that a leader should meet within a specific period of time. In case the leader is not able to meet these standards then he or she will be replaced by another leader. This will ensure that leaders display their utmost skill in management in order to meet the set standards and in turn the organization will merge forward in terms of development projects (Antonakis & Day, 2017).


In our current state, several organization are being affected by the type of leaders who head these organizations. The quality and quantity of products being produced in the production sector happen to decrease by a significant percentage. Leadership is a basic foundation for any organization because with poor management come adverse effects which affect the organization. Therefore leadership should be analyzed as the critical backbone of any organization before any other is addressed. The most essential element in leaders is the skills and competence that they possess. A good leader should house a number of positive skills so as to ensure effectiveness in the management process. In cases where an organization is experiencing defects brought about by poor leadership, there are a number of feasible solutions recommended to curb these effects. I firmly believe that if one’s actions inspire others to dream more, learn more, become more and do more then one is entitled to be called a leader.


Shamir, B. and Eilam-Shamir, G., 2018. “What’s your story?” A life-stories approach to authentic leadership development. In leadership Now: Reflections on the Legacy of Boas Shamir(pp. 51-76). Emerald Publishing Limited.

Wagner, W.E., 2016. Leadership for a better world: Understanding the social change model of leadership development. John Wiley & Sons.

Clinton, R., 2018. The making of a leader: Recognizing the lessons and stages of leadership development. Tyndale House Publishers, Inc..

Einarsen, S. V., Skogstad, A., & Aasland, M. S. (2017). Destructive Leadership. Encyclopedia of Business and Professional Ethics, 1-8.

Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.

Holtz, B. C., & Hu, B. (2017). Passive leadership: relationships with trust and justice perceptions. Journal of Managerial Psychology32(1), 119-130.

Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.

DuBrin, A. J. (2015). Leadership: Research findings, practice, and skills. Nelson Education.


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