It is said that if one wants to see the discipline, prosperity and progress of any organization then one must see its management. If the people governing the affairs of the organization are loyal, man-of-character, leaders, problem-solvers, quality-seekers, and emotionally intelligent, then it can be said with complete firmness that such organization is cave of coal where diamonds are produced, flourished and elevated. Contrary to this, if the same management is cruel, oppressive and imperial, the same organization will produce and sustain only donkey carts. Both a good and bad boss leaves deep imprints not only on employees but also on organizations. However, the lopsided good-and-bad boss effects on employees and organizations can be watered down.
A bad boss is one who does not consider his sub-ordinates as human beings rather money-making machines, makes them whirl like puppets with keys. He is one who berated them day and night, seeks their mistakes and by making these as base humiliates them and their self- respect. Not only infests them with superfluous official work but also with personal assignments. Tarnishes their appraisals, hobbles their timely promotions, makes them work till wee hours, and breaks them with incessant mental stress. Even when this does not seem enough, treats them as his slaves or privately-purchased servants.
A good boss is one who has a charismatic personality ingrained with inspiration and modesty. An example of a good boss is just like a stream of water which fills its cup so that that cup can cascade water into other cups. He motivates subordinates continuously, appreciates their efforts, raises their morals and strengthens their muscles. He leads by example, sets the precedent, makes effective policies and gets these implemented in true letter and spirit. He does not leave them in the hours of difficulty, stands by their side to sustain their morals and confidence in him. Even when it comes to the question of their career growth or some unjust have happened with his subordinates, he does not even fear to confront with the world fior them. He allocates right person at the right place according to his abilities, skills and knowledge. He creates a pool of knowledge for his subordinates so that learning from which they can grow fast. More importantly, when some of his subordinates show any sort of recklessness when it comes to professionalism, he does scold them, tighten their nose, subsequently; places his hands over their foreheads as a gesture of love, support and compassion. Therefore, it will not be wrong to say that not every mother can give a birth to such people who have these benevolent qualities.
The impacts of a bad boss on subordinates and organizations are egregious. Obviously, employees are human beings who have certain physical and mental capacities. They cannot work beyond their mental and physical limits. Overworking will deteriorate the quality of work. Not only the productivity but also the social and personal life of employees will be hampered. There will be more conflicts leading to skirmishes. The overall progress of the employees as well as of organization will be highly unsatisfactorily. The image of the organization it will create in the market will be eminently horrible.
On the contrary, a god boss is the most precious asset of his organization. He indeed plays a pivotal role in the growth of the organization. Resultantly, not only he grows, but also his subordinates and the whole organization grows rapidly. He by the dint of his rigorous efforts, matchless manners, and positive attitude sets a precedent which inculcates his subordinates and the whole organization that it is easier to grow when situations are favorable but the real joy of life comes when growth is achieved when circumstances are even tougher than one can envisaged of these. Such organizations establish its constructive image in the market. As a result of it, every graduate and post graduate remain keen to join such organizations, teams and people where they can have a considerable large room for growth and to make a difference.
Eventually, the question arises how to fix bad bosses and to build the image of organizations where such unwanted bosses are working. First, right person must be placed at right job according to one’s qualifications, academic backgrounds, abilities, skills and knowledge. In addition, the criteria for allocation, transfer, and promotion should be revised. Promotions must be embarked upon certain qualification and to pass departmental exam must be made mandatory. Besides, rotation of employees from one department to another must be initiatedgood bosfrom the initial period. A comprehensive policy must be ingrained in this regard whereby no employee would serve in a particular department for more than one year. Training and development must be installed. For instance, an employee if transferred from marketing department to the production, then first he must be provided an adequate training by professional trainers and only then he is to be placed into the department. In this regard the MTO program being organized by multiple organizations is praiseworthy yet not satisfactory. Much is to be done to make it more refined and cultured with high aptitude of professional excellence.
The recommendations cited above will eliminate the apprehensions of bad bosses from the hearts of employees and vicinity of organizations. It will embark employees towards the path of progress, prosperity and success. It will strengthen the relationship between subordinated and bosses—good bosses. Moreover, it starts to produce boss-cum-leaders which not only makes organizations profitable but also creates, upholds and cascades an environment conducive to learning further to the generations to come.