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Posted on Jan 2, 2007
Lumbergh
webpages.charter.net

According to a new study by researchers at Florida State University, many Americans disapprove of their boss’ behavior. Twenty-three percent said their superiors blamed others to protect themselves while 31 percent reported getting the silent treatment.


AP via Yahoo:

The results of the study are scheduled for publication in the Fall 2007 issue of the Leadership Quarterly, a journal read by consultants, managers and executives.

The findings include:

* 39 percent of workers said their supervisor failed to keep promises.

* 37 percent said their supervisor failed to give credit when due.

* 31 percent said their supervisor gave them the “silent treatment” in the past year.

* 27 percent said their supervisor made negative comments about them to other employees or managers.

* 24 percent said their supervisor invaded their privacy.

* 23 percent said their supervisor blamed others to cover up mistakes or to minimize embarrassment.

Workers in bad situations should remain optimistic, one of the survey leaders said.

“It is important to stay positive, even when you get irritated or discouraged, because few subordinate-supervisor relationships last forever,” he said. “You want the next boss to know what you can do for the company.”

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By Jerome Alexander, January 27, 2007 at 9:14 pm Link to this comment
(Unregistered commenter)

I am no Deming or Drucker.  I have no Phd, have conducted no scholary research or gathered statistics.  My opinions are drawn from over thirty years in middle management. I am neither executive, consultant, nor belong to any elite institutions.  I am, however, passionate about these views: Employees come to work with an implicit trust that their managers are always working for the best interest of the company and its employees. That trust should not and cannot ever be taken for granted. Look what is happening today. It is no longer “What’s good for the company is good for the manager.” It has become “What’s good for the manager is good for the company.” Top executives have totally lost sight of this phenomenon and are allowing managers to run amok for their own personal agendas.
Several years ago I wrote a book on the subject of bad bosses, workplace culture and employee morale.  It is as relevant today as it was then.  Employee morale is directly linked to the interaction of employees with line managers who are charged with executing the policies and strategies of companies.  Unfortunately, many of these managers subvert the good intentions of the organization to meet their own personal goals and agendas at the expense of their peers and subordinates.  This management subculture is the result of a corporate culture of ignorance, indifference and excuse.  Better corporate level leadership is the key.  Read more in “160 Degrees of Deviation:  The Case for the Corporate Cynic.”
Many management consultants and the like seem to share a common disdain for these views as well as my retelling of personal experiences and observations in the book. You would not believe the negative reviews and comments.  It is as if I were the problem! Well so be it!  I will continue to be a voice in the wilderness.  Perhaps that voice is beginning to gain some strength. 

Jerome Alexander

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By Polly Ester, January 2, 2007 at 10:48 pm Link to this comment
(Unregistered commenter)

“It is important to stay positive, even when you get irritated or discouraged, because few subordinate-supervisor relationships last forever,” he said. “You want the next boss to know what you can do for the company.”

Yeah, a supervisor needs to know that he can “rest” at work, while those under him, making much less money will happily do all his work.

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By GW=MCHammered, January 2, 2007 at 10:52 am Link to this comment
(Unregistered commenter)

Yup. That and many supervisors/bosses feel they can cheat even commit crimes to keep their department or business afloat. The direct result of selfish, unimaginative, bottom-line-only thinking.

If by “Workers in bad situations should remain optimistic” and “It is important to stay positive…” Hochwarter means report ongoing immoral and abusive behavior simultaneously to their supervisors’ superior, the Department of Labor, the Better Business Bureau, their Union, any other pertinent local or state agency, and an attorney, then I’m right on board. Been there done that.

“Anger is a prelude to courage.”
Eric Hoffer

If I may be so bold Mister Hoffer, I would add, “Anger is often the prelude to ending abuse and creating positive change.” If ever anger was called for…!

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By DennisD, January 2, 2007 at 8:39 am Link to this comment
(Unregistered commenter)

“It is important to stay positive, even when you get irritated or discouraged, because few subordinate-supervisor relationships last forever,” he said. “You want the next boss to know what you can do for the company.”

A pretty hilarious statement because incompetent, back stabbing, self promoters usually move “up” while the people who make them look good stay behind. Just look in any workplace or government office for proof. Thank God someone is still “researching” the obvious. I wonder how many taxpayer dollars funded this BS. I can’t wait for the next night follows day study.

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