Abstract:
In several past years, with the social transformation, researchers have developed a fine understanding of the concepts of management. Researchers commit in studying the behaviors of those in managerial positions. However, they have not limited their studies to analyzing the positive aspects of management, but also in researching the negative aspects and their impacts (Tepper, 2007). Within organizations, leaders and supervisors are often those owing power and influence on others, they indeed preserve the skillset and capacity to shape the attitudes and behavior of their team members. Yet, with great power comes the greater responsibility. Leaders should utilize this power and influence in a responsible and positive way; which many of them do. However, some leaders might exploit their position of power to mistreat their subordinates and hence we can comprehend that the concept and practice of abusive supervision within the workplaces is indeed a very dark face of leadership. Abusive supervision as described by Tepper, (Tepper, Consequences of Abusive Supervision, 2000) refers to the continued show of aggressive vocal and non-vocal behaviors, except physical contact, in the context of supervisory relationships. All the activities such as humiliating conduct, threatening to suspend or fire, misbehaving intentionally are all instances of abusive supervision. Additionally, it may also enlist calling the workers incompetent, being dishonest with them, demotivating them, making fun of them, unnecessary complaining, etc. Furthermore, abusive control has also been identified as an evident and obvious sort of workplace harassment. Relating it to the important issues with in present-day workplace and to its unseen consequences for workers, leader, and workgroups. Such management behaviors put together to make two specific research zones: Abuse in the working environment and harmful management.
