The Impact of Toxic Leadership in Criminal Justice Agencies

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The Impact of Toxic Leadership in Criminal Justice Agencies

Toxic leadership has been discussed in the literature related to military command structures and solider and sailor morale. Jean Lipman-Blumen, 2004, defined the term in the book. The Allure of Toxic Leaders: Why We Follow Destructive Bosses and Corrupt Politicians–and How We Can Survive Them. From there, the term has been used to explain dysfunction within an organization. But how does the behavior of an organization’s toxic leader influence organizational functioning and community practice in criminal justice agencies? How does an agency recover after a toxic leader leaves? In many instances, organizations may not even know they have a toxic leader. Morale may be low, staff turnover is high, but these factors may be attributed to a high-stress job. How do you know if it’s a leadership issue? Through three readings this week, we will explore some attributes of a toxic leader as well as how to recover from toxic leadership. In Webster, 2016, we will delve into the issue of how workers typically respond to a toxic leaders style and behavior. This will include theoretical concepts related to the longer-term impact of this type of leadership style and how toxic leaders actually breed other toxic leaders. Yavas, 2016, will help us understand how toxic leadership in one part of an organization can cause dysfunction in other parts of the organization. Yavas, 2016, will also explain how, in many cases, workers may not even know they are working for a toxic leader. Finally, Armitage, 2015, will explore some of the issues and advantages of keeping toxic leadership. For this week’s assignment, you will compose an action plan to present to human resources on how the criminal justice organization can recover from a toxic leader. This will be an opportunity to test your knowledge of what a toxic leader is, how to recognize it and how the organization can recover. Be sure to review this week’s resources carefully. You are expected to apply the information from these resources when you prepare your assignments. Resources Armitage, A. (2015). The dark side: The Poetics of Toxic Leadership, Advances in Developing Human Resources, 17(3), 376-390 http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2015-32121-008&site=eds-live Webster, V., Brough, P., &Daly, K. (2016). Fight, flight or freeze: Common responses for follower coping with toxic leadership. Stress Health, 32: 346–354 http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=s3h&AN=118837890&site=eds-live Yavas, A.(2016). Sectoral differences in the perception of toxic leadership, Social and Behavioral Sciences, 229(19) 267-276 https://doi-org.proxy1.ncu.edu/10.1016/j.sbspro.2016.07.137 Assignment : Compose an action plan to present to HR, which addresses how you would replace a toxic leader in your organization. Discuss which attributes led you to identify this person as a toxic leader. Discuss how you will repair the rift caused by the leader after removal. As part of this plan, also create an outline for the ideal leader who can serve in an interim capacity to help transition from the toxic leadership. (10 points) Your action plan should demonstrate thoughtful consideration of the ideas and concepts that are presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect graduate-level writing and APA standards. References: Include a minimum of five scholarly references.