{"id":4993,"date":"2012-07-25T12:23:54","date_gmt":"2012-07-25T16:23:54","guid":{"rendered":"http:\/\/therapytoronto.ca\/news\/?p=4993"},"modified":"2012-07-25T16:54:19","modified_gmt":"2012-07-25T20:54:19","slug":"study-looks-at-how-to-assess-managerial-arrogance","status":"publish","type":"post","link":"https:\/\/therapytoronto.ca\/news\/2012\/07\/study-looks-at-how-to-assess-managerial-arrogance\/","title":{"rendered":"Study looks at how to assess managerial arrogance"},"content":{"rendered":"<p>From the University of Akron press release:<\/p>\n<blockquote><p><strong><img loading=\"lazy\" class=\"alignright\" title=\"hmmm\" src=\"http:\/\/therapytoronto.ca\/images\/blogpics\/Businessman.jpg\" alt=\"\" width=\"201\" height=\"300\" \/>Arrogant bosses can drain the bottom line because they are typically poor performers who cover up their insecurities by disparaging subordinates, leading to organizational dysfunction and employee turnover<\/strong>. A new measure of arrogance, developed by researchers at The University of Akron and Michigan State University, can help organizations identify arrogant managers before they have a costly and damaging impact.<\/p>\n<p>The <strong>Workplace Arrogance Scale (WARS)<\/strong> will be presented at the American Psychological Association convention in Orlando on Aug. 2 by industrial and organizational psychologist and professor <strong>Stanley Silverman<\/strong>, dean of UA\u2019s Summit College and University College.<\/p>\n<h4>What is arrogance covering up?<\/h4>\n<p><strong>Arrogance is characterized by a pattern of behavior that demeans others in an attempt to prove competence and superiority<\/strong>.\u00a0Silverman says this behavior is correlated with lower intelligence scores and lower self-esteem when compared to managers who are not arrogant.<\/p>\n<p>\u201cDoes your boss demonstrate different behaviors with subordinates and supervisors?\u201d Silverman asks. He says a \u201cyes\u201d answer could mean trouble. Silverman warns that \u201cyes\u201d replies to these other questions raise red flags and signal arrogance.<\/p>\n<ul type=\"disc\">\n<li>Does your boss put his\/her personal agenda ahead of the organization\u2019s agenda?<\/li>\n<li>Does the boss discredit others\u2019 ideas during meetings and often make them look bad?<\/li>\n<li>Does your boss reject constructive feedback?<\/li>\n<li>Does the boss exaggerate his\/her superiority and make others feel inferior?<\/li>\n<\/ul>\n<p>Silverman and his colleagues <strong>Russell Johnson<\/strong>, assistant professor of management at the Eli Broad College of Business at Michigan State University, and <strong>Nicole McConnell<\/strong> and<strong> Alison Carr<\/strong>, both Ph.D. students in The University of Akron\u2019s Industrial and Organizational Psychology program, published details of the Workplace Arrogance Scale in the July 2012 issue of <em>The Industrial-Organizational Psychologist<\/em>.<\/p>\n<h4>Effect on morale<\/h4>\n<p><strong>Left unchecked, arrogant leaders can be a destructive force within an organization<\/strong>, notes Silverman. With power over their employees\u2019 work assignments, promotion opportunities and performance reviews, arrogant bosses put subordinates in a helpless position. They do not mentor junior colleagues nor do they motivate a team to benefit the organization as a whole, contributing to a negative social workplace atmosphere.<\/p>\n<p>Silverman says that <strong>arrogance is less a personality trait than a series of behaviors, which can be addressed through coaching if the arrogant boss is willing to change<\/strong>.\u00a0 He recommends that organizations incorporate an assessment of arrogance into the employee review and performance management process.<\/p>\n<p>Silverman emphasizes that <strong>cultivating humility among leaders and promoting a learning-oriented work climate go far in reducing arrogance and increasing productive leadership and employee social interaction<\/strong>.<\/p><\/blockquote>\n<!-- AddThis Advanced Settings generic via filter on the_content --><!-- AddThis Share Buttons generic via filter on the_content -->","protected":false},"excerpt":{"rendered":"<p>From the University of Akron press release: Arrogant bosses can drain the bottom line because they are typically poor performers who cover up their insecurities by disparaging subordinates, leading to&#8230; <a class=\"read-more-link\" href=\"https:\/\/therapytoronto.ca\/news\/2012\/07\/study-looks-at-how-to-assess-managerial-arrogance\/\">Read more &raquo;<\/a><!-- AddThis Advanced Settings generic via filter on get_the_excerpt --><!-- AddThis Share Buttons generic via filter on get_the_excerpt --><\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[8],"tags":[144,59,58,143,12,98,102],"_links":{"self":[{"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/posts\/4993"}],"collection":[{"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/comments?post=4993"}],"version-history":[{"count":2,"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/posts\/4993\/revisions"}],"predecessor-version":[{"id":5069,"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/posts\/4993\/revisions\/5069"}],"wp:attachment":[{"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/media?parent=4993"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/categories?post=4993"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/therapytoronto.ca\/news\/wp-json\/wp\/v2\/tags?post=4993"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}