We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byAnna Council
Modified over 4 years ago
1 Don Morris Summary of presentation to Leadership Lounge 11 July 2006 Professional versus Political use of Power 0414 527 866 Morris.DonalG@police.qld.gov.au
2 AIMS Present fresh insights into contrasting paradigms Respond to problems arising from a dysfunctional use of power © Don Morris PO Box 161 Cotton Tree 4558
3 POSITIVE PARADIGM PROFESSIONALISM People Performance Partnerships © Don Morris PO Box 161 Cotton Tree 4558
4 NEGATIVE PARADIGM POWER Politics Personalities Psychopathologies © Don Morris PO Box 161 Cotton Tree 4558
5 ELEMENTS OF CONTRASTING PARADIGMS 1. 1. Adult maturity Adolescent maturity 2. 2. Integrity (congruence) Incongruence 3. 3. Emotional intelligence Dysfunctional traits 4. 4. Professionalism Situational ethics 5. 5. Servant orientation Power orientation 6. 6. Leadership motives Self-serving motives 7. 7. You - Me -- Us - We I – Me – Mine 8. 8. Balanced personalities Dominant personalities 9. 9. Partnerships/networks Political cliques 10. 10. Accountability Arbitrariness © Don Morris PO Box 161 Cotton Tree 4558
6 PROBLEMATIC POWER Defensive Decompensation Manipulation of power compensates for inability to achieve maturity Machiavellianism Self-serving political motives People as pawns Perception management Limited conscience Exploitative, abusive Use fear and doubt to disempower oppositionArbitrariness Rank to impose authority and avoid accountability Control information Self-serving manipulate authority Put aside rules or norms to suit own purposes Avoidance of issues © Don Morris PO Box 161 Cotton Tree 4558
7 THE NEGATIVE SIDE OF POLITICS Unwritten, illusive cultural rules underpin politics Culture stipulates how business is done Who is in and who is out; who is aligned with whom Under the radar of awareness © Don Morris PO Box 161 Cotton Tree 4558
8 ORGANISATIONAL PERSONALITIES Personality patterns reflect culture and common organisational drivers Organisational personality patterns arise as defensive adaptations and compensations to occupational stressors © Don Morris PO Box 161 Cotton Tree 4558
9 EXAMPLES OF ORGANISATIONAL PERSONALITY TYPES Career Obsessive Personality – obsession with ambition, status and promotion Positional Personality – presumption of the pre-eminence of level and position Administrative Personality – obsession with administrative details, rigid imposition of process © Don Morris PO Box 161 Cotton Tree 4558
10 Negative Psychological Patterns Anti-social; Narcissistic; Borderline; Paranoid; Obsessive-Compulsive; Passive-Aggressive; Histrionic Self-investment Narcissistic ego drives; Excessive self-assertion; Grandiosity; Immature emotions; Loss of broader perspective Control Unreasonableness; Rigidity; Absence of accountability; Coercion via aggression and passive-aggression; Bullying PATHOLOGICAL TRAITS © Don Morris PO Box 161 Cotton Tree 4558
11 OVERALL EFFECTS OF THE NEGATIVE PARADIGM Diminish leadership, professionalism, EQ Increase occupational stress and decrease morale, job satisfaction and commitment Predisposes organisation silence and negative workplace behaviours Create the illusion that all is okay and normal © Don Morris PO Box 161 Cotton Tree 4558
12 RESPONSE The solution needs to be multi-faceted. It is not about bad people or the high moral ground. Dichotomous perspectives such as perpetrator – victim, and triangulated perpetrator – victim – rescuer orientations are unhelpful. The solution lies in a balance and blend of I and we. We are they! The solution begins with us! © Don Morris PO Box 161 Cotton Tree 4558
Strengthening Your HR Capacity The Government of Canada Perspective
What is Organizational Behavior?
What does it cost? Average cost of stress claim $41186 Average cost of physical injury claim $ months gross compensation per leaver Bullying costs.
Rationality versus emotionality: Perspective taking through mindmapping Dr Peter J. Jordan Griffith University Professor Neal M Ashkanasy University of.
WORKING FOR A HEALTHY FUTURE IOM Consulting Limited. London. UKwww.iom-world.org Occupational Health Services – An Introduction Dr James Preston MFOM Accredited.
© 2013 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
BUILDING A BETTER WORLD, WITH A CULTURE OF PEACE A VISION WITH HUMANE VALUES AND PRACTICAL IMPLEMENTATION.
HUMAN EXCELLENCE FORUM 2006 Leaders for the Future A Call to Action John Whitmore 20 th June 2006, Sydney
Addressing the needs of the local. members new in their role previous training local issues and culture prior knowledge and information work.
inspiring professional higher education Greater than the sum of the parts: using the AUA’s CPD Framework for team development SDF Spring.
‘Total reward’: a medium through which employers may frame extrinsic and intrinsic reward as a balanced portfolio The evolution of contexts for reward.
Copyright ©2010 Pearson Education, Inc. Publishing as Prentice Hall 12-1 Essentials of Organizational Behavior, 10/e Stephen P. Robbins & Timothy A. Judge.
Global Talent Management Combining individual and organisational views Professor Michael Dickmann Executive Learning Network 24 June 2011.
Mentoring Awareness Workshop
TM This course no longer uses the hard copy CTC Advanced Manual. Participants can download the manual either before or after the class. The manual will.
Chapter 2 Personality & Values
PERSONAL FITNESS 20 Sport Psychology 2 REC Confidence/Belief & Performance Factors that detract Personal Factors experienced by an individual.
Chapter 8: Foundations of Group Behavior
Power and Conflict Dr. Yu Fu
© 2018 SlidePlayer.com Inc. All rights reserved.