Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).
All together, this makes for a disastrous approach to leadership.
Leaders should lead through example and inspiration!
Most managers — even the bad ones — appreciate the importance of maintaining the facade of professionalism at the workplace, so some have become increasingly skilled at being subtle while abusing employees.
These passive-aggressive managers are often highly valued in the modern workplace because many corporations believe they help weed out undesirable employees.
Those who engage in harassment typically receive excellent reviews from their own supervisors and are exceptional at climbing the corporate ladder.
When workers are harassed by their passive-aggressive supervisors, they’re left feeling shamed, isolated, drained of energy, and increasingly haunted by the prospect of being terminated.
They have difficulty accepting any type of direction or criticism - and commonly and aggressively challenge others on any decisions with which they disagree.
When these employees are confronted regarding their workplace behaviour or performance through the imposition of workplace expectations or discipline, they launch aggressive and disrespectful campaigns against management, "witnesses" and at times, shop stewards, through grievances, harassment complaints and otherwise.
Toxic bosses might not only compromise your career, they can wreak havoc on your sanity and even ruin your health and personal life. The best managers invest in their employee’s development, and that means that they often provide advice and praise your work.
The Workplace Bullying Institute says more than half of those targeted at the workplace have debilitating anxiety and near a third suffer from post-traumatic stress disorder. They are adept at balancing their position of authority while still having earnest communications with their employees.
Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.