NAME: ANABA ZEB

ROLL NO: 006

COURSE: ORGANIZATIONAL BEHAVIOR

SUBMITTED TO: MISS ALEENA MUKARRAM

DATED: 12-11-19
Bad leader: A bad leader is the boss you despise working for every day; the one who never
acknowledges your achievements and only emphasizes your faults.

Good leader: A good leader truly believes in the work he does. He has a strong sense of
purpose that materializes in even the most menial tasks. His example inspires his staff to
strive for success and accomplishment.

Differences between good and bad leaders:

Great pioneers go for the incomprehensible

Outstanding pioneers increase current standards a lot higher than they can reach. Their objectives
are apparently unimaginable, and their norms for the achievement of themselves and their group
appear to be inaccessible. In any case, great pioneers realize that on the off chance that you target
an option that is higher than you want to accomplish, you wind up accomplishing more than you
recently suspected was conceivable.

They jump on circumstances when other individuals see conflict

At the point when an impressive contender enters the market, when they've lost perhaps the
greatest customer, when the association's future appears to be dubious; this is when awful
pioneers disintegrate and great pioneers flourish. They consider a to be contender as a chance to
re-strategize their advertising effort. They assume the loss of probably the greatest customer as a
chance to close a significantly greater one. At the point when the association's future appears to
be dubious, this is the point at which an unrivaled pioneer ventures up and manages the
organization in the groove again.

They're not tentative to show feeling

Terrible pioneers cut themselves off from their workers. They endeavor to make an atmosphere
of fear and riddle. In this way, their representatives don't feel like they can move toward them
and express their thoughts, restricting the progression of advancement. Great pioneers practice
massive restraint, yet they aren't hesitant to be happy when their group has achieved something
astounding. They're open about what they have to do to improve, and when they haven't satisfied
their own guidelines, they apologize for it and present appropriate reparations.
Great leaders watch over their workers

As their workers commit themselves to their pioneer, a great chief holds up the opposite finish of
the deal by looking out for them. They accept all negative consequences, regardless of whether it
was one of their representative's mix-ups, and converse with that person after the fault has been
set. Great pioneers are continually paying special mind to the eventual benefits of their workers.

They don't show a feeling of prerequisite

A bothersome pioneer will display his prosperity and separation himself from those beneath him.
Pioneers that are genuinely effective acknowledge how they got to where they are, however
never utilize a misguided feeling of prevalence by the way they direct their work. They take on
the humble errands with excitement. They appear by model how their representatives should act,
and they're never too great to even think about doing the snort work.

They lead by permission

They see their position of authority as a respect given to them by their representatives. Their
representatives need to work for them since they're incredible pioneers, not on the grounds that
they are in a place of power. They have been offered consent to lead and they pay attention to
that duty very.

Their feeling of direction drives the work they do

No assignment is viewed as insignificant, in light of the fact that the more prominent reason for
their work is continually radiating through. Great pioneers keep this desire at the bleeding edge
of their considerations and rehash it continually. This is the thing that makes them fruitful and
prompts the thriving of the organization.

They go for broke others fear

At the point when a decent pioneer sees potential hazard, what she's truly observing is potential
reward. Others may see her choice as they wish, yet she realizes this is the hazard worth
assuming control over all others. This is the place terrible pioneers fall by the wayside and where
great pioneers take a stab at what they trust in, moving others to do likewise.
Effects of bad leadership on attitudinal and behavioral outcomes of employee

Decreased Productivity and Performance:

Bad attitudes spread, which is why you must address the issue quickly. A single person's bad
attitude can have a huge effect on the operation of your business. For example, if one employee
begins complaining, his discontent might spread to other workers. Bad attitudes also can trickle
downward.
Bad Attitudes Make for Unhappy Customers

If your customers encounter bad attitudes from your employees, they won't come back.
Customers don't want to deal with snippy or rude representatives, and employee apathy leads to
blown project deadlines and incomplete fulfillment of orders. Monitoring the performance of
employees who deal directly with customers might head off some trouble, but a more effective
approach is to deal with the underlying causes of the discontent to raise the morale of the entire
workplace.

Identification of Problem Situations

Sometimes, one person is the clear cause of an organization's problem. Other times, you must
identify underlying causes for general discontent. For example, if you enforce unreasonable
deadlines for projects, meaning employees must work overtime to meet your expectations, you
can expect resentment to build.

Though you should expect the best from your employees, pushing them too hard will test their
loyalty and might be bad for morale and employee retention. Other possible causes of bad
attitudes include employee perceptions concerning the financial health of your business,
insufficient support from management or a feeling that hard work goes unappreciated.

Look for Resolution

Ask for regular employee feedback so you can stay ahead of the curve. Act quickly and
decisively to nip negative attitudes in the bud. For example, if an employee consistently voices
unreasonable complaints, take that person aside for a private discussion. Try to come to an
equitable resolution but warn the employee you won't tolerate negative influences in your
business.
Dealing with systemic problems is more difficult but well worth it in the long run if it improves
employee morale. High morale has been shown to lead to better performance and happier
customers. For example, invite employee feedback concerning workloads when determining
project deadlines

Effects of good leadership employee attitudes and behaviors:

Positive Values Trickle Down

At the point when you set aside the effort to sharpen positive administration abilities, for
example, conclusiveness, trustworthiness, and genuineness, these qualities can have a stream
down impact on your representatives and urge them to work more enthusiastically for you. As it
were, the point at which you carry on in a positive way as a pioneer, your demeanor may
contagiously affect the individuals who work for you.

Improved Morale

Worker resolve is an intriguing issue among office directors and entrepreneurs today, and
keeping in mind that the reasons for low confidence are regularly fervently discussed, by and
large, it can some of the time be followed back to poor initiative. At the point when an
organization has an uncertain or authoritarian pioneer in charge, it can excite sentiments of lack
of concern or hatred in the workers. After some time, this can prompt infighting, a lower
efficiency yield, and an inevitable breakdown of the levels of leadership.

Expanded Trust

At the point when you lead your workers such that encourages sentiments of trust, this can
improve director representative relations and manufacture a more grounded organization
establishment. Trust can be framed from various perspectives, which incorporate complete
honesty to your business groups about the terms and states of the arrangements they are
arranging, speaking the truth about finance issues, and being circumspect about any close to
home issues that you might be made mindful of by singular workers. At the point when you lead
by stressing the significance of trust, your representatives may have a sense of safety in their
employments and about the sort of individual they're working for.
Better Communication

At the point when organization pioneers have a shut entryway arrangement and don't try to speak
with their representatives, this may leave their laborers feeling clueless, uneasy, and tense. After
some time, this can cause expanded disarray and contentions, alongside the breakdown of
camaraderie since they do not have the direction they require.

Organization Objectives Become Clearer for All

Making your organization goals surely understand and having a long haul plan that every one of
your representatives are aware of can make for a progressively steady workplace. Mutual
destinations are bound to move sentiments of kinship, while being cryptic about your targets and
objectives may just serve to build tattle and bits of gossip. This can rapidly obliterate an
organization.

To make your organization's destinations unmistakable to all representatives, post them

obviously or talk about them straightforwardly with the goal that every one of your workers sees
how they fit into your vision. At the point when your laborers feel they have a spot in your
organization's objectives and its future, they are considerably more liable to be more joyful and
increasingly beneficial.

Office Politics Play a Smaller Role

While it is almost not possible to avoid having office drama or politics come into play at one
time or another, being a good leader can help keep it to a bare minimum Be a good example and
downplay the importance of tearing down others or undercutting them in order to get ahead.
When your employees know that you view them based on the quality of their work and what
they contribute instead of playing favorites, office politics may take a backseat to teamwork and
friendship.