The base rate of managerial incompetence is estimated to be 50 to 75%. This mean

Question

The base rate of managerial incompetence is estimated to be 50 to 75%. This means that a majority of people in positions of authority have difficulties getting a group of people to work effectively together or get results.

What do you think about this percentage? For example, is it too high or too low, and why?

Think about the effective and ineffective leaders for whom you have worked. Using the overview of leader traits and skills provided in this week’s lecture and readings, what traits did the effective leaders possess and/or what behaviors did they exhibit that caused them to get results?

What traits and/or behaviors did the ineffective leaders demonstrate?

Explanation / Answer

The base rate of managerial incompetence is estimated to be 50 to 75%. This means that a majority of people in positions of authority has difficulties getting a group of people to work effectively together or get results.

1. What do you think about this percentage? For example, is it too high or too low, and why?

The base rate of managerial incompetence is very high because it represents that approximately half of three quarter of people in an organization are facing difficulties in terms of understanding and cooperation. This is a big fault by management because this indicates that leaders are unable to maintain integrity, social friendship and synergies between their team mates.

The organization is composed of individualistic culture where people prefer to perform tasks individually through their own ways and principles. Such organizations are unable to produce a synergy effect because synergies are combined efforts that result due to coordination between two or more people (Hill, 2012).

This organization should improve its leadership competencies; it should provide team projects to its people so that they may know how to deal with group and teams. In this way they can enhance their managerial competencies.

2. Think about the effective and ineffective leaders for whom you have worked. Using the overview of leader traits and skills provided in this week’s lecture and readings, what traits did the effective leaders possess and/or what behaviors did they exhibit that caused them to get results?

There are several leaders with whom I have spent in many phases of my life. Out of all those leaders, the two that I will never forgot are my manager in the bank where I had worked and my sports team leader.

Both of them were two different ends of the spectrum because my manager at the bank was an experienced man who kept an eye on the progress of his workers; he was calm, quiet, patient and relaxed. When I committed a mistake in the accounting statement of entries than instead of getting aggressive and harsh, he recommended to me how to correct the mistake (Milburn, 2014). He was assertive, focused, humble, polite and detailed. Later, I assisted him in settling the mistake and we finally concluded with fruitful results. His behavior motivated me to work with him in the future. These are the qualities and behaviors of an effective leader.

3. What traits and/or behaviors did the ineffective leaders demonstrate?

On the other hand, my sports team leader was an ineffective leader because he just knows how to shout; he did not tell us the correct way to throw a ball, but he wants us to be perfect all the time. Besides that, sometimes he fought with students and he literally coerced children to either win the game or die.Such type of behavior is unacceptable as a leader; he was not a leader, he was a terror and a nightmare. He did not know how to manage problems; he misbehaved a lot and he was unable to deliver the appropriate message.

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